Training & Development

  • World Class Training

    World Class Training

    Throughout our Company’s more than 50-year history, we’ve been committed to providing our employees with the training needed to excel at their jobs. From functional training for payroll specialists and sales roles, to personal and professional development, to leadership development programs, our world-class training has earned us recognition.

    Training Hall of Fame

    Paychex has been named to Training magazine’s Top Training Organizations list 23 consecutivetimes, and, after four straight years in the MVP Awards Top 10, the Company earned entry intothe Training Hall of Fame – an honor shared by just 16 companies to date.

  • The Right Way Training

    The Right Way Training

    The Right Way Training includes modules on Ethics, and Security and Internal Controls. The annual training is scenario-based eLearning that puts the learner in the driver’s seat to identify and troubleshoot realistic scenarios that are customized based on sales or non-sales, and manager or individual contributor job roles. The training is completed by all employees including full-time, part-time and contract employees. Throughout the training program, the learner is provided with information on company policies: both within the training content itself, as well as in a downloadable PDF, with links to the site where all policies are located. The learner is recommended to reference the links to obtain the most current policy information. The training also calls out the Paychex values associated with each area.

  • Security and Internal Controls Module of the Right Way Training

    Security and Internal Controls Module of the Right Way Training

    In the Security and Internal Controls section, learners dive deep into data security issues, including identifying and reporting security incidents, as well as the dangers of phishing emails and business email compromise (BEC). There are also specialized security modules assigned to employees with specific functions, such as privileged user access, the handling of PHI, and even executive-level security training that are assigned in addition to the general security topics that address areas of security risk to the company. In addition, employees recognize the importance of identifying protected information including:

    • HIPAA (Health Insurance Portability and Accountability Act)
    • HITECH (Health Information Technology for Economic and Clinical Health Act)
    • PHI (Protected Health Information)
    • NACHA (National Automated Clearing House Association)
    • PII (Personally Identifiable Information)
    • PCI (Payment Card Information)
  • Ethics Module of the Right Way Training

    Ethics Module of the Right Way Training

    In the Ethics section, learners explore scenarios and policy-specific details related to anticorruption, conflict of interest, time reporting, and expense reimbursement. There is also a sales-specific scenario related to sales policies and procedures that are viewed by sales and sales support employees. As the learner is involved in making decisions based on the scenarios presented, they are also being provided feedback on when and how to use the Problem-Solving Policy. The Paychex Problem-Solving Policy outlines the steps employees follow to bring problems, concerns, or suggestions to management’s attention. There is an employee acknowledgment required for the Paychex Business Code of Ethics and Conduct and Conflict of Interest as well as resources for reporting unethical issues or concerns.

  • Policies Referenced in the Right Way Training

    Policies Referenced in the Right Way Training

    Policies referenced in the Right Way Training modules, which include a link to the policy and require employees to acknowledge that they have received, reviewed, and understand the policy:

    • Paychex Code of Business Ethics and Conduct
    • Conflict of Interest
    • Human Rights Policy

    Policies referenced in the Right Way Training with a link to the policy included:

    • HR4U site which includes many company policies
    • Conflict of Interest
    • Problem-Solving Policy
    • Anti-corruption

    Policies referenced in the Right Way Training with no link included:

    • Sales Policies—Market Segmentation
    • Time reporting Policy

    Policy Content from these policies are referenced, however the policies are not listed within the training:

    • Public Security Statement
    • Personal Named User Accounts
    • Personal Named User Accounts—Passwords
  • Workplace Non-Harassment Training

    Workplace Non-Harassment Training

    The Workplace Non-Harassment training provides learners with the essentials for understanding, preventing, and responding to harassment. Learners are guided on how to identify the different types of harassment (verbal, physical, sexual, and visual), as well as protected characteristics and respect for others. Topics covered include key definitions of Retaliation, Discrimination, and a Hostile Work Environment as they relate to protected characteristics. It includes behaviors to look out for, best practices for respectful interactions, and the importance of speaking up. The training also references key federal and state law information about harassment, reporting options, legal protections, and external remedies available to employees. The learner views multiple scenarios and is reminded how to use the Paychex Problem-Solving Policy. In addition, they view the Paychex Non-Harassment and Sexual Harassment Prevention policies. The Paychex Problem-Solving Policy outlines the steps employees follow to bring problems, concerns, or suggestions to management’s attention. The training also includes descriptions of Diversity, Inclusion, and Equity.

  • Performance Review

    Performance Review

    Performance Review is conducted annually using a formal online process that allows for collaborative reflection of the fiscal year performance, celebrating and highlighting achievements and opportunities for growth. Paychex refers to it as the Performance Enablement Process. It is an approach that leverages ongoing performance discussions and actions throughout the fiscal year. It is about enabling collaborative and business-driven performance discussions and actions while living out our values, recognizing achievements, and making an impact.

  • Career Counseling

    Career Counseling

    Attracting and retaining top talent is not only a priority— it is a cornerstone of our strategic vision and long-term success. In today’s dynamic economic landscape, where top talent is in high demand and mobility is high, it is essential to provide clear career path opportunities and actively demonstrate our commitment to employee growth and development. Top talent isn’t just looking for a job—they’re looking for a future. By actively promoting personalized career development plans and creating real opportunities for advancement, we show our people that their growth is our priority. This commitment shapes how employees view their careers and inspires them to stay and thrive.

    Our career center makes job searching simple. Candidates can quickly search for jobs using keywords and filters or let our AI-powered job matching do the work. By analyzing full resumes, it recommends roles without needing keywords. Users can also create profiles and set job alerts for personalized updates. Our AI tools internally connect employees with roles matching their skills and interests, supporting seamless career growth and development.

  • Leadership Development

    Leadership Development

    Paychex leadership development solutions align to experiences and competencies determined by executive leadership that are critical to delivering current and future outcomes and improving our leadership bench strength. Our Leadership Competency Model focuses on developing leadership behaviors and modern skillsets required to drive and achieve our company objective to build and retain an engaged and high-performing team.

    Our programs consider the aspiring leader, the new leader, the front-line leader, the top talent leaders, and the established leader. In addition to our development programs, leaders can find training and resources easily and self-select their learning needs from a central webpage, to build and maintain career development plans. The site also offers a library of dynamically updated online resources (courses, books, videos, summaries, etc.) on a broad spectrum of topics.

Occupational Safety

  • Policies, Practices, and Training Materials

    Policies, Practices, and Training Materials

    Paychex is committed to providing our employees with a safe and comfortable working environment at our facilities, and has a number of policies, practices, and training materials to help us accomplish this.

    Information

    All employees can access the Safety and Ergonomics section of our internal website, which contains information, resources, and training to help them recognize and follow protocols when a potential safety concern may exist.

    Training

    The site also includes links to safety manuals for both office and warehouse employees, which comply with OSHA guidelines and regulations. And online training in our Learning Management System (LMS) helps employees identify potential safety hazards and proper protocols to follow should one be recognized.

    Responsibility

    Champions from various departments and individuals from facilities, human resources, real estate, and security are responsible for reviewing any safety-related concerns and discuss how we can continue to make Paychex’s facilities an even safer place to work.

    Safety

    In addition, approximately 160 trained safety champions across the U.S. assist their co-workers and local management when a safety matter exists or assistance is needed to address ergonomic discomfort.

  • Process for Worker Reporting

    Process for Worker Reporting

    Step 1

    The employee promptly reports the injury or ergonomic discomfort to Supervisor.

    Step 2

    The supervisor ensures initiation of Reportable Event Form by employee. If the employee needs medical attention (other than an emergency), Human Resources will direct care to an occupational medical provider.

    Step 3

    Supervisor and Safety Champion complete the accident investigation and identify corrective actions as appropriate.

    Step 4

    The supervisor ensures corrective actions are implemented and that their effectiveness is verified.

    Step 5

    The Paychex safety team works with Safety Champion and Supervisor to address corrective actions as needed.

  • Triage Procedures for Safety Incidents

    Triage Procedures for Safety Incidents

    Life-threatening emergency

    Call 9-1-1, then notify the receptionist and/or Security. While waiting for help to arrive, get the AED and first aid supplies if needed, and follow any instructions given by the 911 operator.

    If possible, move the employee to a private location or clear the open area to provide privacy.

    Urgent medical treatment needed (not life threatening)

    The supervisor or manager calls a family member to take the employee for treatment.

    Medical treatment needed (not urgent)

    If there is an injury/ergonomic discomfort, complete the Reportable Event Form for the Paychex Safety Team to provide guidance. In many states, the employer directs care to an occupational medicine provider (rather than the employee seeing their personal physician). If the employee is ill, they should go see the doctor, or the supervisor/manager can call a family member to transport the employee.

    First aid treatment needed

    All Paychex locations have first aid kits on site and a Safety Champion resource available as needed.

  • Description of Worker Training on Occupational Health and Safety

    Description of Worker Training on Occupational Health and Safety

    Safety Champion Training

    Overview of the role of a safety champion.

    Safety & Ergonomics at Work

    Procedures and programs in place to ensure that employees are protected and empowered to handle emergencies and ergonomic discomfort when needed.

    Completing a Workstation Evaluation

    Help safety champions conduct more in-depth, accurate workstation assessments.

    Injury Prevention

    Instructs employees, supervisors, and managers how to prevent work-related injuries and how to report these incidents when they do occur.

    Active Threat Training

    Preparation and understanding what to do in an active threat scenario, knowing how to identify a potential threat.

  • Training for Safety Champions

    Training for Safety Champions

    Safety Champions are required to complete training on an annual basis.

    • Injury Prevention
    • Safety and Ergonomics at Work
    • Completing a Workstation Assessment
    • Fire Safety and Egress
    • Hazard Communication

    All of these trainings are available to all employees.

  • Resources

    Resources

    Safety Reporting Process

    Employees can alert the safety team to existing or potential safety concerns with a reportable event form and checklists for topics such as office safety, workstation ergonomics, and safe lifting to help our workplaces stay as safe as possible. The corporate safety team reviews and responds to every reportable event form and email received and works directly with local management and other departments to promptly address any concerns raised. Employees may report anything in need of repair to their supervisor and can contact the corporate safety team directly to report potential safety hazards without fear of any sort of reprisal from management. They can also use an online form to report any injury they may have sustained, near miss they had, or if they refuse to work or want to remove themselves from what they feel is an unsafe or unhealthy work condition. Once reported, the situation is investigated and addressed with local management and/or appropriate departments.

    On-site Resources

    We have installed automated external defibrillators (AEDs) in all locations and provide training for employees. Well stocked first-aid kits are also available at all locations.

Global Benefits and Total Rewards

  • Robust Benefits

    Robust Benefits

    Paychex is committed to offering our employees with a comprehensive and competitive Benefits & Well-being package to help keep our employees well and manage life’s twists and turns. In the U.S., benefits and well-being programs include retirement, medical/Rx, dental, vision, telemedicine, short- and long-term disability, Employee Assistance Program (EAP), paid family leave, stress management, mindfulness training, resiliency training, programs for weight loss, and vaping and tobacco cessation.

  • Financial Well-Being

    Financial Well-Being

    To support the financial security of our employees, we regularly review salaries to ensure we’re staying competitive in the industry, and offer financial benefits to full-and part-time employees:

    • 401(k) with a company match
    • Employee stock purchase plan
    • Health Savings Account (HSA)
    • Scholarships for children of employees
    • Personal financial education and coaching
    • No-fee banking
    • Tuition assistance
  • Approach to Benefits

    Approach to Benefits

    Paychex benefit and well-being programs are designed to help us achieve our strategic objectives by:

    • Maintaining programs that are affordable for employees and the company.
    • Meeting the changing needs of a diverse workforce.
    • Ensuring our programs make a positive difference in attracting, retaining, and engaging our workforce.

    We also strive to provide comprehensive benefits at our international locations. In Germany, most benefits are determined by the government, and we offer a supplemental defined contribution pension program to full- and part-time employees. In Denmark, most benefits are also socialized. In India, while benefits like health and dental insurance aren’t typically required by law, Paychex employees and their dependents are eligible for coverage under the Paychex plan, with the company covering 50% of the total premium.

Well-being

  • Emotional Well-being

    Emotional Well-being

    Through the Paychex Employee Assistance Program (EAP), Paychex employees (along with their spouse and immediate family members) can get help through the whole continuum of behavioral health–related needs, including social determinants, managing stress, dealing with claims issues, finding providers, getting connected with digital tools, finding in-network facility options, and getting connected to clinical support if and when members need a higher level of care. All employees in our offices in the U.S. and India have access to the EAP. We also partner with the Give an Hour campaign. The goal of Give an Hour is to change the culture of mental health so that all of those in need receive the care and support they deserve.

    Treatment of mental health disorders by behavioral healthcare providers is covered by the healthcare insurance plans offered to Paychex employees.

    Leadership and Emotional Well-Being Learning Series

    Leaders at Paychex have access to this three-part training designed to help them support their employees as well as their own emotional well-being. Specifically, the training provides:

    • Ways to recognize the signs of emotional discomfort and distress
    • Practice scenarios for planning quality employee discussions
    • Questions that can be incorporated into 1:1 or team meetings to allow leaders to appropriately check in with their employees

    Suicide Prevention Awareness Training

    Leaders in the U.S. and India are required to complete this training annually to learn ways to hold conversations and respond to suicide risk situations. The training helps build awareness, reduce stigma, promote early intervention, and encourage Paychex resources. The training also includes postvention planning and how to support teams after a suicide loss.

  • Helping Employees Achieve All Dimensions of Well Being

    Helping Employees Achieve All Dimensions of Well Being

    The Paychex voluntary well-being program supports employees for making their health a priority and addresses the environmental and cultural factors that influence all dimensions of well-being, including physical, emotional, financial, community, and career.

    Paychex takes every opportunity to cross-promote programs by creating partnerships with leaders and informal leaders (such as our pool of volunteer wellness champions) across the organization and leveraging communication vehicles such as email, newsletters, social media, home mailers, and mobile applications.

  • The Paychex Voluntary Well-Being Program Includes

    The Paychex Voluntary Well-Being Program Includes

    • Ergonomics
    • Financial well-being
    • Financial workplace consulting
    • Socially based, multi-week wellness challenges
    • Subsidized wearable devices
    • Workforce engagement, productivity, motivation, and satisfaction
    • Flu shots
    • Health coaching
    • Best-in-class vaping and tobacco cessation options
    • Full coverage of annual routine screening exams built into medical plans
    • Virtual meditation and yoga classes
    • Treadmill workstations
    • Blood pressure kiosks
    • Wondr Health weight-loss program
    • Healthy, delicious, favorably priced food in company cafeterias and vending machines
    • Mindfulness-based stress-reduction programs
  • Protecting Employees’ Personal Health Information

    Protecting Employees’ Personal Health Information

    The Paychex employee wellness program is a voluntary program available to all full-time employees. Part-time employees, employee spouses, and dependents are eligible to participate in some aspects of the program. The program is administered according to federal rules permitting employer sponsored wellness programs that seek to improve employee health or prevent disease. Paychex is required by law to assure the privacy and security of our workers’ personally identifiable health information. Paychex does not collect or receive personally identifiable health information through the wellness program. Paychex may receive aggregate information about the wellness program in order to enhance the program based on identified health risks in the workplace, and third-party vendors contracted by Paychex will never disclose any worker's personally identifiable health information either publicly or to Paychex. Employees’ health information is not sold, exchanged, transferred, or otherwise disclosed. Any third-party representative who handles employee information for purposes of providing employee services as part of the wellness program must abide by the same confidentiality requirements. Employees will not be discriminated against in employment because of the medical information they provide as part of participating in the wellness program, nor may the employees be subjected to retaliation if they choose not to participate.

  • Taking Time to Take Care

    Taking Time to Take Care

    Paychex offers employees paid time off during the work day for activities that promote well-being, community involvement, physical activity, and mindfulness.

    Community Involvement: Time is given to employees for the express purpose of volunteering for a charitable organization in their community. Volunteer activity may be done individually or as part of a group, within or outside of Paychex.

    Self-Directed Coaching: Individualized online coaching based on health risk or personal interest. All employees are given 10–60 minutes as needed, with their manager’s approval.

    Telephonic Coaching: One-on-one session on a single behavioral intervention (such as vaping and tobacco cessation support) that addresses health risks. All employees are given 10–60 minutes as needed, with their manager’s approval.

    Mindfulness and Yoga: All employees are given 10–60 minutes as needed to practice with a live instructor with their manager’s approval.

    On-site Flu Clinics: A convenient way for employees to receive vaccines administered by licensed medical professionals.

    Stress Management and Resilience Training: Individual resilience training through meQuilibrium with 10- to 30-minute sessions to learn how to better respond to moments of change or transformation.

    Developing a Resilient Workforce

    Through a partnership with meQuilibrium, Paychex delivers a scientifically proven system of training, content, analytics and services, proven to develop resilience throughout our workforce.

Belonging and Engagement

  • Our Approach to Belonging and Engagement​

    Our Approach to Belonging and Engagement​

    Ensuring our employees are fully engaged and have a sense of belonging creates an energy that drives innovation atPaychex. We value differing perspectives, and we encourage collaboration among employees with diverse skills,experiences, and areas of expertise. Above all, we strive to make Paychex a place where employees can bring theirauthentic selves to work.

    At Paychex, Belonging & Engagement (BE) are not just cornerstones of our culture – they are strategic drivers ofperformance and talent. Our efforts have strengthened our BE team’s ability to create a strong and dynamicpartnership between our BE function, the greater Human Resources department, and all Paychex lines of business.

    We recognize that this journey is not about reaching a specific destination but about continuously improving andaddressing areas of opportunity. We believe each and every one of us has a role to play—in our Company, with ourclients and in our communities.

  • Our Action Plan

    Our Action Plan

    Our Priorities: People First

    Our Vision: Foster a culture of intentional inclusion where every employee feels represented and engaged, experiences a sense of belonging unmatched in their career, works in alignment with our values that form the cornerstones of our culture, and has equal access and opportunity to learn, grow, and thrive.

    Our Mission: Empower and inspire our people to cultivate authenticity, growth, and success by removing barriers and creating connections.

    Our Goal: Attract, retain, and engage top talent that reflects the clients we serve by embracing courageous dialogue, seeking to understand others, and serving as allies, mentors, coaches, and sponsors to help create positive experiences for all.

  • EEO-1

    EEO-1

    Our EEO-1 report for calendar year 2024 is available for download.

  • Employee Business Resource Groups

    Employee Business Resource Groups

    Open to all employees, our nine Employee Business Resource Groups, or EBRGs, align to a common purpose: actively seeking out and valuing differing perspectives, encouraging collaboration across unique backgrounds, skill sets, and experiences, and strengthening our ability to attract and retain top talent. These voluntary, employee-led groups provide forums for connection, cultural celebration, community service, personal and professional development and support, and the advancement of our business objectives. EBRGs play an important role in shaping our culture and teammate engagement. Each EBRG at Paychex has an Executive Leader Sponsor, and the communities cultivated by EBRGs play a key role in recruiting and retaining talent for our organization.

    • Black & African America Excellence Network
    • Diverse-Abilities Network
    • HOLA Network (Hispanic & Latino Organization to Lead and Achieve)
    • Intergenerational Network
    • Military & Veterans’ Network
    • tAPIstry Network (Asian & Pacific Islander)
    • United Pride Network
    • Women’s Initiative Network – India
    • Women’s Initiative Network – USA
  • Leadership

    Leadership

    Board-level Responsibility

    The Nominating and Governance Committee of the Board of Directors Governance has oversight of the company’s Belonging and Engagement strategies.

    Management-Level Responsibility

    The Paychex Belonging and Engagement Advisory Board, led by our President and CEO, John Gibson, has oversight of the Company’s Belonging and Engagement strategies. We also have a team dedicated to Belonging and Engagement. It is led by the Director, Belonging and Engagement. We have a Belonging and Engagement where employees can join our Employee Business Resource Groups, learn more about our Career Connections mentoring program, and become a Paychex Culture Champion.

Non-Discrimination

  • Non-Discrimination Policies & Practices

    Non-Discrimination Policies & Practices

    Paychex is committed to a work environment in which all individuals are treated with respect and dignity. Each employee has the right to work in a professional atmosphere that promotes equal employment opportunities and prohibits unlawful discriminatory practices, including harassment. Therefore, Paychex expects that all relationships among persons in the office will be business-like and free of bias, prejudice, and harassment.

    Paychex has developed this policy to ensure that all its employees can work in an environment free from unlawful harassment, discrimination, and retaliation. Paychex makes every reasonable effort to ensure that all concerned are familiar with these policies and are aware that any complaint in violation of such policies will be investigated and resolved appropriately.

    Any employee who has questions or concerns about these policies is encouraged to talk with a member of their leadership team and/or human resources. These policies should not, and may not, be used as a basis for excluding or separating individuals of a particular gender, or any other protected characteristic, from participating in business or work-related social activities or discussions. In other words, no one should make the mistake of engaging in discrimination or exclusion to avoid allegations of harassment. The law and the policies of Paychex prohibit disparate treatment on the basis of sex or any other protected characteristic, with regard to terms, conditions, privileges, and perquisites of employment. The prohibitions against harassment, discrimination, and retaliation are intended to complement and further those policies, not to form the basis of an exception to them.

  • Harassment

    Harassment

    Harassment on the basis of any protected characteristic is strictly prohibited. Under this policy, harassment is verbal, written, or physical conduct that denigrates or shows hostility or aversion toward an individual because of his or her race, color, religion, sex, sexual orientation, gender identity or expression, national origin, age, disability, marital status, citizenship, genetic information, or any other characteristic protected by law, or that of his or her relatives, friends, or associates, and that: a) has the purpose or effect of creating an intimidating, hostile, or offensive work environment, b) has the purpose or effect of unreasonably interfering with an individual’s work performance, or c) otherwise adversely affects an individual’s employment opportunities. Harassing conduct includes epithets, slurs, or negative stereotyping; threatening, intimidating, or hostile acts; denigrating jokes; and written or graphic material that denigrates or shows hostility or aversion toward an individual or group that is placed on walls or elsewhere on the employer’s premises or circulated in the workplace, on company time, or using company equipment by email, phone (including voice messages), text messages, social networking sites, or other means.

  • Retaliation

    Retaliation

    Paychex encourages reporting of all perceived incidents of discrimination or harassment. It is the policy of Paychex to investigate such reports promptly and thoroughly. Paychex prohibits retaliation against any individual who reports discrimination or harassment or participates in an investigation of such reports.

  • Reporting an Incident of Harassment, Discrimination, or Retaliation

    Reporting an Incident of Harassment, Discrimination, or Retaliation

    Paychex encourages reporting of all perceived incidents of discrimination, harassment, or retaliation, regardless of the offender’s identity or position. Individuals who believe that they have been the victim of such conduct should discuss their concerns with their immediate supervisor or human resources. In addition, Paychex encourages individuals who believe they are being subjected to such conduct to promptly advise the offender that his or her behavior is unwelcome and to request that it be discontinued. Often this action alone will resolve the problem. Paychex recognizes, however, that an individual may prefer to pursue the matter through the Problem-Solving Policy.

  • Equity Policies

    Equity Policies

    Equal Employment Opportunity

    It is the policy of Paychex to ensure equal employment opportunity without discrimination or harassment on the basis of race, color, religion, sex, sexual orientation, gender identity or expression, age, disability, marital status, citizenship, national origin, genetic information, or any other characteristic protected by law. Paychex prohibits any such discrimination or harassment.

    Pay Equity

    Paychex continues its commitment to ensuring pay equity for all employees.