Employee Administration Articles

This policy explains how Playroll prevents, investigates, and addresses harassment and sexual harassment at work, for remote and on-site employees alike.

At Playroll, we're committed to providing a safe and healthy work environment for all employees, regardless of their work location. This policy outlines our commitment to preventing discrimination on any ground, harassment, and sexual harassment in the workplace — whether you work remotely or otherwise — and ensures compliance with applicable laws and regulations in the territories where Playroll operates. Playroll operates a zero-tolerance policy for any form of harassment in the workplace, treats all incidents seriously, and promptly investigates all allegations of harassment. We take all reasonable steps to prevent harassment and protect the dignity and wellbeing of our workforce.

Given the nature of remote work, Playroll also requires that you take reasonable steps to maintain a respectful working environment and to look after your personal and psychological wellbeing while working, whether remotely or otherwise.

Anyone found to have harassed another person will be dealt with appropriately, which may include dismissal. All complaints of harassment are taken seriously and treated with respect and in confidence. No one will be victimised for making such a complaint.

Who this policy applies to

This policy applies to remote employees and on-site employees of Playroll and any Playroll Partner (a local entity that employs an employee directly on Playroll's instruction).

What this policy aims to do

• Define the meaning of harassment and the types of harassment.
• Prevent, punish, and put measures in place to try to eradicate harassment in the workplace, to protect the dignity and wellbeing of individuals. This is based on the principles of respect for freedom, work and equality, equity, mutual respect, and confidentiality.
• Establish a procedure to raise, analyse, and address complaints.

Definitions

• Playroll means Playroll Limited UK and any of its subsidiaries globally.
• Playroll Partner means any entity that Playroll has partnered with, which employs an employee directly on the instruction of Playroll.
• OHS Regulations means any applicable occupational health and safety regulations that apply within any territories where Playroll or a Playroll Partner operates.
• This policy means this Anti-Harassment and Sexual Harassment Policy.
• Remote Working Employee means any individual employed directly by a Playroll entity or a Playroll Partner who works remotely or at any other remote location designated by Playroll or a Playroll Partner.
• On-Site Employee means any individual employed directly by a Playroll entity or a Playroll Partner who works on-site at a client's office or another work location designated by Playroll or a Playroll Partner.
• Harassment means any behaviour that degrades, demeans, or discriminates against another person, as may be defined under applicable local laws.
• Sexual harassment means any unwanted sexual behaviour or gestures, or any other verbal, non-verbal, or physical conduct of a sexual nature that harms a person's dignity.

What harassment and sexual harassment can look like

Sexual harassment may show up in different ways. This list is not exhaustive:

Physical conduct

• Unwelcome physical contact, including patting, pinching, stroking, kissing, hugging, fondling, or inappropriate touching.
• Physical violence, including sexual assault.
• Physical contact, such as touching or pinching.
• Using job-related threats or rewards to solicit sexual favours.

Verbal conduct

• Comments on a worker's appearance, age, private life, and similar personal topics.
• Sexual comments, stories, and jokes.
• Sexual advances.
• Unwanted social invitations for dates or physical intimacy.
• Insults based on the sex of the worker.
• Condescending or paternalistic remarks.
• Sending sexually explicit messages, by phone or by email.

Non-verbal conduct

• Display of sexually explicit or suggestive material.
• Sexually suggestive gestures.

How to report harassment or sexual harassment at work

Tell the person the behaviour is unwanted

If you experience sexual harassment, you should, if possible, tell the alleged harasser that the conduct is unwanted and unwelcome, as well as informing Playroll or your direct supervisor.

Tell your supervisor or a Playroll team member

Playroll and our Playroll Partners recognise that harassment or sexual harassment may occur in unequal relationships — for example, between a supervisor and their employee — and that it may not always be possible for you to approach the alleged harasser directly.

If you can't directly approach the alleged harasser, first approach your supervisor or manager. If this isn't possible or appropriate, contact a designated Playroll staff member, such as your Employee Success Manager or a representative from the Legal team at legal@playroll.com.

Playroll or a Playroll Partner may investigate

Playroll or a Playroll Partner will consider the facts of your complaint and, if necessary, may conduct a further investigation.

Informal or formal process

After reviewing your complaint, an informal or formal process may follow.

If you wish to deal with the matter informally, a designated person from Playroll or a Playroll Partner may:

• Give the alleged harasser an opportunity to respond to the complaint.
• Facilitate a discussion between both parties to try to reach an informal resolution acceptable to you, or refer the matter to a designated mediator within Playroll or a Playroll Partner to resolve it.
• Keep a confidential record of what happens.
• Handle the above speedily, in light of the circumstances of your case.

If you wish to deal with the matter formally, a designated person from Playroll or a Playroll Partner may:

• Conduct appropriate interviews or another form of investigation.
• Decide whether an incident (or incidents) of harassment took place.
• If necessary, produce a report detailing the investigation, findings, and any recommendations.
• If harassment is found to have taken place, decide on appropriate remedies. Any sanction imposed on a harasser depends on the gravity and extent of the harassment and the requirements of applicable local law.
• Keep a record of all actions taken.
• Ensure all records concerning the matter stay confidential.
• Handle the above speedily, in light of the circumstances of your case.

Other ways to raise a complaint

If you've been subject to harassment, you're not prevented from making any other complaint, or following any other process outside Playroll, that's permitted under applicable local laws.

Policy updates

Playroll reserves the right to amend or update this policy from time to time.

Status of this policy

This policy serves only as a guideline and may be deviated from at Playroll's discretion.

If any applicable local law conflicts with any section of this policy, that law will apply.

Need more help?

If you have any questions or comments about this policy, contact legal@playroll.com.

Submit expenses in a different currency by selecting the correct currency, entering the invoice amount, and uploading proof directly in Playroll.

You can log expenses in a different currency directly in the Playroll platform. Follow the steps below to ensure the expense is submitted and converted correctly for payroll processing.

Steps to submit an expense in a different currency

✅ Step 1 – Log in to the Playroll platform

Access your Playroll account using your login credentials.

✅ Step 2 – Start a new expense claim

From your dashboard, click Submit a new claim.

✅ Step 3 – Select the expense currency

From the currency dropdown, select the currency in which the expense was incurred, as shown on the invoice or receipt (for example, AUD).

✅ Step 4 – Enter the invoice amount

Enter the exact amount displayed on the invoice or proof of payment, without manually converting the value.

✅ Step 5 – Upload supporting documentation

Complete all required expense details and upload your supporting document by selecting Upload invoice.

✅ Step 6 – Submit the expense claim

Once all details are complete, click Submit Claim to send the expense for processing.

What happens after submission

The platform automatically converts the expense amount into the currency your payroll is processed in. The converted amount pulls through accurately during payroll processing, with no manual conversion required.

Revolut cards are topped up once client invoices are paid, typically after invoices sent around the 11th of each month.

Wondering when your Revolut card gets topped up? This guide explains the full process, including when invoices are issued and how payments lead to card balance updates.

Revolut Card Top-Up Process

Revolut cards receive their top-ups only after invoice payments are received from clients. Once an invoice is settled, funds are automatically added to the linked Revolut card, ensuring that the balance accurately reflects available credit.

Invoice Schedule and Payment Process

Invoices are issued around the 11th of each month. After payment is received, Revolut card balances are promptly topped up to reflect the updated available amount. This ensures timely fund access for users as soon as payment is processed.

Key Takeaways

• Invoices are sent on or around the 11th of each month.
• Cards are topped up only after the corresponding payment is received.
• Top-ups are processed promptly once payment confirmation is complete.

Follow these 4 onboarding steps to connect with your dedicated Employee Success Manager, complete your setup, and sign your employment agreement.

The Playroll onboarding experience is designed to be seamless and structured. This article walks you through the four key steps - from receiving your invitation to signing your employment agreement - ensuring a smooth transition into your new role.

✅ Step 1 – Receive Your Invitation

Once your job offer is confirmed, you’ll receive an official email invitation to join the Playroll platform. This email also includes a personalized message from your dedicated Employee Success Manager (ESM), who will support you throughout the onboarding journey.

✅ Step 2 – Meet Your Employee Success Manager (ESM)

Your ESM is your primary point of contact. They provide hands-on guidance, answer questions, and help you understand your responsibilities and available tools. Their goal is to ensure that your transition into the company is as smooth as possible.

Shortly after you have received your invitation the Playroll Platform you will also be emailed by your appointed ESM, introducing themselves and offering you the chance to have an introductory call with them.

✅ Step 3 – Complete Your Onboarding Process

Log into the Playroll platform to begin your guided onboarding. You’ll complete a structured checklist that includes uploading personal documents, reviewing company policies, and exploring internal tools and systems. Each task is clearly marked to track your progress and ensure nothing is missed.

✅ Step 4 – Review and Sign Your Employment Agreement

Once all onboarding tasks are completed and all your documents have been reviewed, Playroll will generate your employment agreement. You’ll receive a notification to review and sign it digitally, ensuring a secure and efficient process that finalizes your onboarding.

Why This Process Matters

The Playroll onboarding journey is crafted to reduce administrative friction, increase clarity, and provide confidence at every stage. With structured steps and ESM guidance, you’ll be fully equipped to start your role successfully from day one.

The Playroll cost calculator provides a preliminary estimate of applicable taxes and net salary for employees based on country-specific data. It helps you evaluate take-home pay and employer contributions before onboarding.

Using the Cost Calculator

To access the cost calculator:

1. Log into your Playroll account.
2. Go to the Tools section from the main dashboard.
3. Select the Cost Calculator and enter the necessary information.

The calculator generates an estimated breakdown including:

• Gross salary
• Applicable local taxes
• Employee deductions
• Estimated net salary

Important Considerations

Estimates provided are indicative and subject to change based on specific employee factors such as residence status, number of dependents, and selected benefits. Final payroll figures are determined after full employee data collection and review.