Cryptocurrency continues to gain traction, moving from fringe investment spaces to mainstream recognition and portfolios. Now, HR leaders must prepare for this new era.
According to Carol MacKinlay, CHRO of Pebl, an employer-of-record provider based in Palo Alto, California, crypto has made its way into payroll, with an increasing percentage of professionals receiving digital assets as a portion of their salaries. She spoke with StrategicCHRO360 to share tips for HR leaders to meet demand, educate employees and stay aligned with regulation.
With crypto payroll adoption growing, what first steps should HR leaders take to prepare their organizations for this shift?
HR leaders should start by aligning internal stakeholders and understanding the business case for crypto payroll. Work closely with finance, legal and others to assess how this could affect compliance, payroll systems and the overall employee experience. Begin with small pilot programs, such as offering optional partial payments in stablecoins to test employee demand, evaluate vendor capabilities and identify any process gaps before moving to a broader rollout.
The shift to digital assets in payroll is accelerating. According to Pantera Capital, the percentage of professionals receiving crypto-based salaries tripled from 3 percent in 2023 to over 9 percent in 2024. This growth underscores why HR leaders need to evaluate payroll vendors, wallet companies and EOR partners early.
Since regulations vary widely across countries and even within U.S. states, HR should work with providers who can offer clear guidance on local tax and labor law requirements. Taking a phased, informed approach allows HR to drive innovation while protecting both the organization and its employees.
For employees, it’s important to discuss the reasons for offering the digital asset option for payroll and the basic mechanisms for delivering the payroll safely. While HR should not be advocating for people to join a crypto payroll, they are responsible for ensuring people understand the steps the company will go through to create and distribute a safe payroll.
Millennials and Gen Z are increasingly open to receiving part of their salaries in stablecoins. How can HR leaders balance meeting this demand with the need to educate employees on digital wallets and blockchain?
Flexibility should guide decision-making. Offering employees the option to receive part of their salary in stablecoins, while keeping the rest in traditional currency meets growing expectations without forcing anyone into a model they are not ready for. A hybrid approach also allows HR leaders to measure employee interest and refine policies before expanding crypto payroll options more broadly.
Education is essential for building trust and confidence. HR leaders can work with wallet companies, payroll vendors, financial wellness partners and internal communications teams to create simple, jargon-free resources on topics like security, transaction timelines, market volatility and tax implications.
USDC, for example, is emerging as the preferred stablecoin because its value stays closely aligned with the U.S. dollar, which makes it easier to explain to employees who may be new to digital payments. Quick-start guides, optional workshops and one-on-one financial counseling can further help employees make informed decisions and increase adoption at a comfortable pace.
Regulations around stablecoin payrolls are still evolving worldwide. What advice would you give to HR leaders about navigating compliance and managing risk?
Compliance should always be the starting point. The legal framework for crypto payroll is still developing, and what is permitted in one country may be restricted or entirely prohibited in another.
Before launching any program, HR should work closely with finance, legal and payroll providers to map out the regulatory landscape for every region where employees are paid. This includes understanding tax obligations, currency conversion rules and reporting requirements across multiple jurisdictions.
Once the regulations are clear, HR leaders should establish internal guardrails to manage organizational risk. For example, setting limits on the percentage of salary that can be paid in stablecoins can reduce volatility exposure while still giving employees more choice. It is also critical to ensure that payroll vendors and EOR partners have expertise in crypto-specific compliance, including structuring payments and reporting in ways that protect both the organization and the workforce.
Finally, HR leaders should take a proactive role in developing company-wide policies around governance and education. Crypto payroll introduces unique considerations, including digital wallet security, salary transparency and personal tax responsibilities. Establishing clear policies and providing ongoing training will help employees navigate these changes confidently and safely. By planning ahead rather than reacting later, HR leaders can balance innovation with regulatory readiness and employee trust.
Payroll is often seen as administrative, but crypto could change that. How can CHROs use payroll innovation as a lever to enhance employee experience and support global expansion?
Payroll innovation is quickly becoming a strategic tool for attracting and retaining talent. Offering flexible payment options shows that the organization is forward-thinking and responsive to employee expectations, particularly those of Millennials and Gen Z employees. Giving employees more control over how they are paid strengthens the bond with the company, builds morale and supports financial wellness.
For global companies, stablecoins also solve operational challenges by enabling faster, lower-cost cross-border payments. For example, paying remote teams in stablecoins can eliminate delays and reduce conversion fees compared to traditional cross border payment mechanisms, making it easier to onboard talent in new regions.
By modernizing payroll, CHROs can influence business growth directly and position their organizations as employers of choice in competitive or inflationary labor markets. Payroll is no longer just an operational process. It is becoming an enabler of workforce strategy and global expansion.
