What employees want next isn’t remote work—it’s pay flexibility. As companies expand globally, compensation is entering a new phase where flexibility is no longer just about where people work, but increasingly about how, when, and in what form they’re paid.

Pebl, the AI-first leader in global employment and a trusted Employer of Record (EOR) platform, announced new findings from its Beyond Salary: How the World Wants to Get Paid report. The survey, which gathered insights from more than 400 HR and finance leaders across the U.S., U.K., and Germany, highlights a decisive shift away from one-size-fits-all pay models.

The data reveals payroll flexibility is no longer a fringe benefit—it’s becoming a competitive lever in global hiring. Yet many organizations are discovering that their payroll infrastructure was never designed for this level of choice.

Payroll Flexibility Is Becoming a Talent Expectation

According to the report, 60% of leaders say employees want more flexibility in how they get paid, and another 60% say employees want flexibility in when they get paid.

That demand spans earned-wage access, currency choice, and alternative compensation formats:

• 29% of employees want the option to choose the currency they’re paid in
• 44% want access to earned wages
• 15% express interest in being paid in crypto

At the same time, one in five employers is actively exploring alternative payroll models, indicating that pay flexibility is shifting from experimentation to strategy.

However, a growing disconnect remains. While expectations are global, 34% of U.S. companies say they plan to maintain a U.S.-centric pay model regardless of where employees live.

“The leading edge in global hiring is shifting from ‘hire anywhere’ to ‘pay any way,’” said Francoise Brougher, CEO of Pebl.

What Crypto-Ready Wallet-Based Payroll Really Means

As interest in alternative pay grows, confusion follows. Pebl has introduced crypto-ready payroll to give employers a compliant on-ramp to flexible pay—without requiring them to pay wages in crypto or hold digital assets.

All wages are processed in local fiat currency, with payroll tax, foreign exchange, and reporting handled compliantly. Funds are deposited into licensed bank or digital wallet accounts, allowing employees—where permitted—to convert funds independently after payroll.

This model enables employee choice while shielding employers from crypto custody, regulatory, and treasury risk.

Token Equity: Where Companies Often Get Stuck

The report also highlights growing interest in ownership-based compensation, particularly among AI and Web3 talent. However, offering token equity globally introduces regulatory and tax complexity across jurisdictions.

Pebl’s token equity support allows companies to extend digital ownership without establishing local entities. Employers define grants and withholdings, while Pebl manages country-specific administrative and reporting requirements.

“Token equity is compelling, but the operational and compliance lift is where companies stumble,” Brougher added.

Preparing for a Mixed Pay Future

Looking ahead, 40% of leaders believe global compensation will combine multiple currencies, equity, and alternative pay models by 2030.

Pebl is the first major Employer of Record to deliver crypto-ready payroll at global scale, backed by more than a decade of compliance expertise across 185+ countries.

As payroll models become more flexible, localized, and strategic, Pebl’s approach keeps the foundation simple: compliant fiat payroll at the core, with modern flexibility layered on top.

For organizations preparing for the next decade of global hiring, mixed pay is no longer theoretical—and with Pebl, it’s fully operational.