UK and Irish Payroll AI Adoption Survey

Key Points

• BrightPay’s Payroll Professionals Survey 2026 reveals that 56% of payroll professionals in the UK and Ireland utilise AI at least occasionally.
• 296 payroll practitioners from the UK & Ireland completed the survey.
• An additional 24% would like to begin implementing AI in their payroll processes.
• Some 18% reported not planning to implement AI due to their lack of confidence in existing platforms.
• The most prevalent use case for AI is currently for drafting emails and communications, accounting for 66% of current users.
• The second-largest use case is reviewing statutory rules and revenue guidance, with 59% of AI users saying they use it for this purpose.
• 7 out of 10 respondents desire more training on the use of AI in their payroll jobs.
• 44% of professional respondents reported that using AI is helpful in their daily tasks.
• An additional 44% believe that AI will enhance the effectiveness of their professional work without taking the place of skilled payroll employees.
• For professionals to trust AI’s ability to handle critical payroll tasks, accuracy, transparency in data protection, and compliance with the General Data Protection Regulation (GDPR) are all key factors.
• The top operational issues for payroll teams are still regulatory changes and processing time.
• Payroll professionals are looking for artificial intelligence solutions that focus on compliance and accuracy, not as a chatbot, said Ben Bishop, CEO of Bright.
• The study comes as Bright expands its AI business with the establishment of an innovation centre in the West Midlands last month.

West Midlands (Britain Today News) August 20, 2026 — A majority of payroll professionals across the UK and Ireland are now using artificial intelligence in their regular work, according to new research by BrightPay, with 56% of respondents saying they use AI solutions at least occasionally. The Payroll Professionals Survey 2026 also found that 70% of those surveyed want further training, highlighting a growing interest in AI tools that support compliance, accuracy and time-sensitive payroll responsibilities.

BrightPay, a unit of accounting, payroll and human-resources software provider Bright, based its research on responses from 296 payroll practitioners in the UK and Ireland. The findings show a sector increasingly open to AI adoption, while also demonstrating that payroll specialists remain cautious about the technology’s reliability, data handling and ability to meet General Data Protection Regulation requirements.

The survey found that AI is already being used for practical workplace tasks, particularly drafting emails and communications, cited by 66% of current AI users. A further 59% said they use AI to examine statutory rules or revenue guidelines. Respondents indicated that these applications can reduce time spent on routine administration and allow payroll professionals to concentrate on higher-priority work.

However, the research also indicates that adoption is not universal. While 24% of professionals who do not yet use AI said they would like to begin, 18% said they had no intention of adopting the technology because they remained sceptical about currently available platforms.

What does BrightPay’s payroll AI survey reveal?

BrightPay’s Payroll Professionals Survey 2026 presents a sector in transition, with AI increasingly becoming part of routine payroll activity rather than remaining a purely experimental technology. The survey found that more than half of respondents are already using AI at least from time to time, while nearly one-quarter are considering their first steps towards adoption.

The 56% figure is significant because payroll work often involves high-stakes responsibilities, including accurate calculations, timely processing, statutory compliance and the handling of sensitive employee information. The findings suggest that payroll practitioners are exploring ways to use AI in supporting tasks without necessarily handing over core professional judgement to automated systems.

The survey also shows that the appetite for AI goes beyond the group already using it. With 24% of participants saying they would like to adopt AI, the potential number of users could rise if providers can address the concerns holding back more cautious professionals.

At the same time, BrightPay’s findings show that payroll teams are not adopting technology simply because it is available. Respondents linked their willingness to use AI for critical work to clear guarantees on precision, transparency around data protection and confidence that platforms comply with GDPR requirements.

How many UK and Irish payroll professionals use AI?

According to BrightPay’s research, 56% of the 296 payroll professionals surveyed in the UK and Ireland use AI tools on at least an occasional basis. That means AI has moved into regular working routines for a majority of the respondents covered by the survey.

The research did not suggest that every payroll task is being automated or managed by AI. Instead, the figures point to targeted usage, with professionals applying the technology to particular tasks that can take time away from core payroll duties.

A further 24% of respondents said they would like to start using AI. This group represents a substantial share of payroll professionals who may be willing to adopt the technology when appropriate training, reliable tools and clearer safeguards are available.

However, 18% of participants said they do not intend to use AI. Their position was linked to scepticism about existing platforms, underlining that adoption will depend on whether providers can demonstrate that their products are dependable and designed for payroll-specific responsibilities.

The survey results therefore show three distinct positions in the sector: existing AI users, professionals interested in adoption and those who remain unconvinced by the technology currently available.

Which payroll tasks are professionals using AI for in 2026?

The most common reported use of AI among current users is drafting emails and communications, with 66% citing this application. Payroll professionals often need to communicate with employees, employers, clients and colleagues, and the survey suggests AI is being used to support the preparation of routine written material.

The second most common use is examining statutory rules or revenue guidelines, reported by 59% of current AI users. This shows that many respondents are using AI to help them navigate information connected to the regulatory side of payroll work.

According to the survey findings, these uses can free up time otherwise spent on repetitive administrative tasks. That time can then be redirected towards duties that demand greater professional attention, including accuracy checks, compliance considerations and managing time-sensitive payroll processing.

The results also distinguish between using AI as a support tool and relying on it without oversight. Payroll professionals surveyed by BrightPay placed strong importance on accuracy and transparency, particularly when AI may be used in areas connected to statutory rules, revenue guidance or sensitive employee data.

This reflects the specific nature of payroll work, where professionals may value tools that assist them with information gathering and communication but still expect human expertise to remain central to critical decisions.

Why do payroll professionals want more AI training?

Training emerged as one of the clearest messages from BrightPay’s survey. Seventy per cent of respondents said they would welcome more training on how to integrate AI into their roles.

The level of demand indicates that access to AI software alone may not be enough for payroll teams. Professionals also want to understand how tools work, where they can be used safely and where their limitations lie.

For payroll practitioners, training may be especially relevant because AI use needs to be considered alongside obligations related to accuracy, confidentiality, data protection and regulatory compliance. The survey findings show that confidence in AI is closely connected to understanding how it should be used in a professional setting.

Bright CEO Ben Bishop said the demand for training placed responsibility on the wider sector to provide clearer support. He said:

“The fact that seven in ten want more training tells us the appetite is there and it is on us as a sector to meet it, with tools that are transparent about how they work and where their limits are, so professionals can build trust in them at their own pace.”

His statement reflects a central theme in the survey: AI adoption is not solely about introducing new technology. It is also about enabling payroll professionals to use that technology with confidence and informed judgement.

Is AI helping payroll professionals in their daily work?

BrightPay’s research found that 44% of surveyed payroll professionals consider AI beneficial in their routine responsibilities. The figure indicates that a sizeable group of respondents already sees practical value in the technology’s use.

The reported benefits are connected to AI’s ability to support everyday administrative work. Drafting communications and reviewing statutory or revenue-related guidance were among the most frequently cited applications, suggesting that the technology may be helping professionals handle information-intensive tasks more efficiently.

However, the survey does not present AI as a replacement for professional payroll knowledge. Instead, the findings indicate that respondents see value in using AI to reduce time spent on lower-priority administrative activity, allowing them to focus on work requiring specialist expertise and careful review.

The fact that 44% reported direct benefits, while 70% requested further training, also suggests that many professionals see potential for AI use to expand if they receive more support and if providers offer more transparent products.

BrightPay’s findings therefore show both current benefits and a demand for greater confidence. For payroll professionals, AI’s usefulness appears closely tied to whether it can provide practical support without compromising standards of compliance and accuracy.

Will AI replace skilled payroll professionals?

The survey indicates that many payroll professionals do not view AI primarily as a replacement for skilled employees. BrightPay found that 44% of respondents expect AI to improve professional effectiveness rather than displace payroll personnel.

This finding is important because it places AI within the context of workforce support. Respondents appear to recognise the technology’s potential to assist with routine work while maintaining the need for professional judgement in payroll operations.

Payroll work requires professionals to deal with regulatory updates, processing deadlines, statutory obligations and confidential information. The survey results show that respondents are considering AI in relation to these responsibilities rather than viewing it as a standalone substitute for payroll expertise.

Bright CEO Ben Bishop said Bright’s approach has focused on tools built around the sector’s daily requirements. He said:

“Payroll professionals don’t want a chatbot that can draft an email; they want tools built for the specific, high-stakes work they actually do every day.”

Bishop added:

“That is why we have focused our AI development on the jobs that sit around compliance and accuracy, rather than adding a general assistant on top.”

His comments underline the distinction between general AI functions and payroll-focused tools. The survey suggests that professionals may be more willing to embrace AI when it is developed around the specific demands of their work.

What safeguards do payroll teams expect from AI?

Accuracy, transparency and data protection were identified as major conditions for wider AI implementation in payroll. Respondents said their willingness to deploy AI for critical functions depended directly on guarantees that the technology was precise and open about how it handled information.

GDPR compliance was also a key consideration. Payroll teams handle sensitive data, and the survey findings show that professionals want clarity about whether AI systems meet data-protection requirements before using them for high-priority work.

The results indicate that trust cannot be assumed. Even where professionals are interested in AI or are already using it occasionally, they want to understand the boundaries of the technology and the safeguards attached to it.

Bishop’s comments addressed this issue directly. He said the sector should provide tools.

“that are transparent about how they work and where their limits are, so professionals can build trust in them at their own pace.”

For payroll providers, the survey points to the importance of developing AI products that are not only useful but also clear about their capabilities, limitations and approach to data protection.

What are the biggest operational challenges for payroll teams?

BrightPay’s survey found that regulatory updates and processing timelines are the most significant operational pressures facing payroll professionals. Regulatory updates were cited by 63% of respondents, while 62% identified processing timelines as a major challenge.

These findings demonstrate the demanding environment in which payroll teams operate. Professionals must keep up with changes to rules while also ensuring payroll is processed accurately and on time.

The survey suggests that the sector’s primary concerns are not simply about access to technology. In fact, insufficient technology was cited by 17% of respondents, far lower than the proportions who highlighted regulatory updates and processing deadlines.

Staffing shortages were identified by 28% of respondents. While this remains a challenge for some organisations, it was less commonly cited than the pressure created by evolving regulations and strict payroll processing schedules.

The results help explain why AI interest is growing. Technology that can support communication, research and administrative processes may provide useful assistance, but payroll professionals remain focused on the core challenges of compliance and deadline management.

Why is compliance central to Bright’s AI strategy?

Bright CEO Ben Bishop said the survey findings aligned closely with what the company hears from its customers. His comments focused on the need for AI tools that directly support payroll work connected to compliance and accuracy.

“These findings echo exactly what we hear from our own customers.”

Bishop said.

“Payroll professionals don’t want a chatbot that can draft an email; they want tools built for the specific, high-stakes work they actually do every day.”

He said Bright had chosen to focus its AI development on jobs related to compliance and accuracy rather than simply placing a general assistant on top of existing payroll processes.

The emphasis is notable because BrightPay’s survey showed that payroll professionals are interested in AI, but they also want reliable systems and stronger training. The research indicates that successful adoption will depend on whether AI tools can meet the real requirements of payroll work.

Bishop’s statement also places the company’s AI development within the wider concerns expressed by respondents: confidence, transparency and practical relevance. The survey suggests that AI providers will need to show not only that their tools can perform tasks, but also that they can support professionals working under regulatory and time pressures.
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What does Bright’s West Midlands innovation centre mean?

The publication of the survey follows Bright’s launch of an innovation centre in the West Midlands last month. The centre is intended to house the company’s expanding AI division.

The timing links Bright’s research findings with its broader investment in AI development. The company’s survey shows demand for technology that can assist payroll professionals, while its innovation centre indicates that Bright is expanding its work in this area.

Bright’s stated focus, according to Bishop, is on AI tools that support compliance and accuracy. The survey provides a view of the market conditions in which that development is taking place: a majority of respondents already use AI in some form, many more want to learn, and concerns about trust remain significant.

For payroll professionals in the UK and Ireland, the results indicate that AI adoption is likely to remain an important issue through 2026. Whether use grows further may depend on the availability of training, the quality of payroll-specific tools and providers’ ability to demonstrate accuracy, transparency and GDPR compliance.

What could happen next for payroll AI adoption?

BrightPay’s survey does not predict a fixed rate of future AI adoption, but it identifies the factors likely to shape professionals’ decisions. With 24% of respondents interested in starting to use AI and 70% seeking further training, there is clear potential for adoption to increase.

Yet the 18% of respondents who do not intend to use AI shows that scepticism remains part of the picture. Providers will need to respond to concerns about current platforms, particularly where payroll work involves sensitive information, statutory obligations and critical deadlines.

The survey also suggests that the most valuable AI tools may be those that assist rather than attempt to replace professionals. Respondents highlighted routine communications and guidance review as leading use cases, while 44% said AI could improve effectiveness rather than displace skilled staff.

As payroll teams continue to manage regulatory updates and tight processing schedules, BrightPay’s findings show that AI will be judged on practical results. The technology’s future in the sector will depend on whether it supports compliance, protects data, improves accuracy and gives professionals the confidence to use it responsibly.