
EBAday 2025: Are we ready for ISO 20022?
Is the market ready for the end of the coexistence of ISO and MT messages? What remains to be done in the next few months to realise ISO 20022's full benefits?
0
The afternoon session discussing the end of the ISO 20022 coexistence period was moderated by Kjeld Herreman, founding partner at Paylume, and featured a panel of experts including Christopher Gardner, ISO 20022 programme and change execution director at Deutsche Bank; Domenico Scaffidi, market infrastructure advisor - payments innovation, Bank of England, SAP Member, and executive director at Unifits; Justin Brearley-Smith, global product lead at J.P. Morgan; Sylvain Dauge, product manager - cash clearing services at Société Générale; and Vitus Rotzer, chief product officer - financial messaging global at Bottomline.
Herreman began by outlining the specifics of the upcoming ISO 20022 deadline. Highlighting statistics from Swift that forecast 91% readiness by November 2025, as well as a poll to the audience that revealed that 43% of audience members have achieved all outgoing messages in ISO 20022 (interestingly, the next largest answer were the least prepared), he asked the panel about general ISO 20022 readiness across the industry.
Brearley-Smith highlighted: 'It certainly seems that our audience here are ahead of the global adoption rates[..], but I honestly think what we'll see is an actual sort of vertical in November with a big bang. We'll probably see some gentle adoption between now and FedWire migration in July, so we'll see the adoption go up. We're at 40% now, so maybe 50, 55%. And then I think we'll plateau before we get to a big bang in November. The reason why I think we'll have this big bang is that we've got another big change coming in in November. It's not just the end of the [coexistence for] payment messages, but we've got hybrid address coming in as well. So I think for those that aren't sending MX now or mid-July/August, they won't be able to go through two rounds of testing and two big implementations in a short time span.'
The panel highlighted that many organisations will likely rely have to rely on in-flow translation before achieving the ability to go fully native. 'It's a bit like a long weekend that we have in front of us,' Rotzer commented. 'Everyone takes the highway and we get a traffic jam with all the projects that are ongoing. [..] The key is engaging and aligning with system providers. Everyone is doing initiation, coming in is not really an issue, but they need to manage it properly within different systems, including subsystems. If you haven't started yet, you will be late and, at best, tick the box.'
Getting away from translation as quickly as possible is important to achieve the full benefits of ISO 20022, yet Scaffidi emphasised that not all organisations have the resources to effectively go ISO-native. The Swift numbers 'are coming from 175 banks, but what about the other 2000 financal institutions that are medium and small? They do not have the resources to afford the proper migration with all the value that we are discussing today. So there is another important risk that we need to take into account, which is systemic risk.'
A second audience poll revealed that 60% of organisations in attendance were opting for a fully native approach, 23% were relying on a mix between being ISO native and relying on translation, and 18% were primarily relying on translation.
'It's really positive to see the native processing,' Gardner stated. 'But I understand the need and necessity for some organisations to use translation depending on the complexity of the architecture.' He continued that as more payment market infrastructures require structural remittance information (e.g., Fedwire with the tax IDs for IRS payments), banks can only meet this demand if they have this information coming in to them as well.
Importantly, this upcoming November deadline is just the start of the journey, with Brearley-Smith equating ISO 20022 as the first movie of a blockbuster franchise. He expects reporting and advising to be the next migration priority, with case and enquiry investigation being another crucial aspect.
'It's worth highlighting that the complexities with some of those sequels is not to be underestimated,' Gardner added. 'Case management, for example, isn't like payment messages, where we have just a change of message type and data. This is a holistic change to how the industry is reporting the management of investigations and exceptions. So I ask everyone: Please be working on this now, because it's not going to be long until this comes in.'
The panellists additionally highlighted the importance of engaging corporates, and emphasising that a failure to 'produce the use cases for corporates is a failure of migration.' Ultimately, standardisation and richer data will have benefits for the entire industry, however, that is only achievable if the migration is tackled holistically rather than as a tick-box exercise.
Hashtags

Try Our AI Features
Explore what Daily8 AI can do for you:
Comments
No comments yet...
Related Articles


BBC News
38 minutes ago
- BBC News
People Fixing the World Shipping containers fixing the world
Shipping containers are a staple of global trade, helping in the transport of all sorts of goods by sea across the world. But their relatively cheap cost and sturdy structure lends them to many other purposes. In this episode we look at a start-up business in the UK that uses shipping containers to store carbon captured from the air in the production of building materials. And we visit a school for poorer children created out of shipping containers that sits in the middle of a busy intersection in Mumbai, India. People Fixing The World from the BBC is about brilliant solutions to the world's problems. We'd love you to let us know what you think and to hear about your own solutions. You can contact us on WhatsApp by messaging +44 8000 321721 or email peoplefixingtheworld@ And please leave us a review on your chosen podcast provider. Presenter: Myra Anubi Producer: William Kremer India reporter: Chhavi Sachdev Editor: Jon Bithrey Sound mix: Hal Haines (Image: Myra with Nicholas Chadwick from Mission Zero outside a shipping container in Norfolk, BBC)

Finextra
an hour ago
- Finextra
How Artificial Intelligence is Empowering SMEs to Prevent Employee Turnover: By Dmytro Spilka
Employee turnover can be a highly costly burden on small to medium-sized enterprises, but could emerging technologies like artificial intelligence prompt improvements in retention rates? With the average employee costing an estimated £12,000 to replace for SMEs, instances of high turnover can be severely damaging to operational efficiency. With around 70% of employee turnover coming as a voluntary decision, it's a significant challenge for enterprises to manage engagement and satisfaction rates in a way that prevents the rigmarole of continuous job listings and onboarding strategies. For HR professionals, countering turnover is a frustration that can threaten the long-term growth of businesses. However, there are many measures that can be taken to limit the negative impact of turnover. Calculating Turnover Calculating your staff turnover can be a useful way to monitor for emerging trends within your SME while helping to report on current rates. To do this, find the average number of employees for the period you're observing while excluding temporary or seasonal staff members for the sake of accuracy. By adding the number of employees at the start of the observation period to those at the end, and then dividing them by two, you can calculate the average number of employees within your business. Now, to work out the turnover rate, you'll need to divide the number of employees who left the company by the average number of employees. Finally, multiply the result by 100 to calculate staff turnover as a percentage. With CIPD suggesting that the average staff turnover rate in the UK is 34%, any figure higher than this should be a suitable cause for revising your employee retention strategy. The emergence of artificial intelligence has also paved the way for unprecedented control in improving the engagement of enterprise staff, helping to improve the long-term satisfaction of employees. The AI boom carries some significant implications for employee turnover, and there are many ways in which the technology is already helping to prevent staff from looking elsewhere for work. With this in mind, let's explore some of the growing use cases of artificial intelligence in action: Predictive Analytics Artificial intelligence is capable of performing predictive analytics to forecast potential staff turnover by identifying trends and patterns at a rate that human HR professionals can't replicate. For instance, AI could find a correlation between the different management approaches of team leaders and employee disengagement. This can help to refine your SME's management styles to improve satisfaction levels and offer proactive training or support to your management team. With 92% of employees recognising the importance of working for an enterprise that values their emotional and physiological well-being, AI tools can also use predictive analytics to monitor work patterns and identify early signs of dissatisfaction before adapting the workloads of affected workers. These predictive insights can help stamp out instances of burnout, boost engagement, and lead to higher productivity among the workforce. Appraisal Accuracy Crucially, 69% of employees claim that receiving regular recognition from their employers would motivate them to work harder and stay longer in their respective roles. This means that optimising your appraisal system should be a priority if your turnover rates are too high. Artificial intelligence tools are helping to improve retention by empowering HR teams to craft personalised engagement strategies that improve the quality of feedback and recognition for employees. These real-time feedback loops help to alert management to instances of outperformance, and the ability of AI systems to identify and reward employees for their efforts can help to create a fair reward system that can help all workers enjoy seeing their hard work acknowledged accordingly. Additionally, artificial intelligence can help to drive more engagement among employees by creating bespoke development plans that match the individual skills, preferences, and career goals of workers to a program designed to enhance their strengths and overcome any weaknesses. This can help to provide a sense of purpose that can prevent instances of 'quiet quitting' or turnover. Personalized Training Employee training and upskilling can also be a key factor in retention over long periods of time, and AI's ability to generate personalised, engaging, and accessible learning experiences can form the cornerstone of a more engaged and productive workforce. By delivering tailored content recommendations based on the monitoring of prospective skill gaps and preferred learning styles, artificial intelligence can deliver relevant and effective training materials. Because skill gaps can be a leading cause of employee turnover, mitigating these shortcomings can significantly reduce instances of staff quitting SME roles. AI can also deliver interactive experiences and simulated environments that offer far more engagement than simple text-based training, and the ability to access bespoke models at the click of a button means that employees can enhance their skills in between workloads. The implementation of AI training can help employees feel more valued and equipped to grow within their roles, boosting their contentment and longevity in their positions. Boosting Retention Retaining employees can be a challenge for SMEs with ambitions towards balancing budgets and sustaining growth strategies, but the emergence of artificial intelligence tools can help to deliver greater levels of efficiency in retaining talented staff for longer. Through predictive analytics and a personalised approach to employee management, training, and appraisals, more SMEs can improve their employee retention, preventing harmful and expensive turnover rates and building a consistent level of productivity into the future. Embracing AI tools today can make a significant difference in shaping your plans for tomorrow, and building an employee-first culture with the help of technology gives you the best chance of overcoming the challenges that all ambitious enterprises face as they continue to grow.


Daily Mail
an hour ago
- Daily Mail
Mother, 54, who 'looted' £50,000 from her own daughters' trust that had been left to them in their grandmother's will must pay back every penny
A 'greedy' mother has been ordered to pay back the £50,000 inheritance she stole from her daughters that was left to them in their grandmother's will. Katherine Hill, 54, and her father Gerald Hill, 94, from south Wales, acted out of 'greed and spite' in taking the sum left for her daughters Gemma and Jessica Thomas. The £50,000 bequest was made for them by their grandmother Margaret Hill on the provision that they could access it when they turned 25 or wanted to buy a house. One of the girls then asked for access to the cash and discovered it was gone. Katherine and her father were trustees of the account when Margaret died in 2013, but they both raided the account of every penny in the space of a year. They were both last year found guilty of fraud by abuse of position with Katherine sentenced to 30 months imprisonment, where she served half in custody and half on licence. Gerald Hill was sentenced to 12 months imprisonment, suspended for 18 months. The Hills returned to Swansea Crown Court for a Proceeds of Crime Hearing in a bid to claw back their ill-gotten gains. Prosecutor James Hartson said Hill initially told investigators she had a 50 per cent equity share in her partner's home after paying the mortgage for nine years. Katherine Hill's daughters Gemma (left) and Jessica Thomas (right) lost their £50,000 inheritance thanks to their mother and grandfather's actions But she later withdrew the claim and said she had no equitable right to the house - with Mr Hartson saying her change of stance was a 'thoroughly dishonest' attempt to avoid payment. Judge, Recorder Greg Bull KC, ruled in favour of the prosecution, and said Hill had 'laundered' some of her daughters' money by paying her partner's mortgage. He said Hill and window cleaner Phillip Lloyd 'lived together as man and wife' and she could repay her daughters by raising equity from their home. Recorder Bull said: 'It is significant that investigations could not reveal what had happened either to that £50,000, or to what had happened to other relatively substantial sums left to Katherine Hill after her mother's demise. 'She still maintains that she has never received the £50,000. I disbelieve her on that and I find her answer to be totally untruthful. 'Mr Lloyd is fully aware of what happened to that £50,000 and has probably helped her at least launder it, if not enjoy the fruits of her fraud.' Recorder Bull said: 'That £50,000 was used for the benefit of both of them, it would have been used to pay the mortgage, it would have been used to pay their utilities, it would have used to enjoy their lifestyles - a lifestyle that they would not have been able to afford.' 'This is a couple who lived as man and wife, they shared their income and they shared the money looted by Miss Hill from her daughters.' Katherine was told she must pay £50,000 in three months or face six month prison in default. Mr Hill was ordered to pay £6,000 for his part in the fraud or face three months in prison. The court heard if neither of the Hills pay they will be jailed but their debts would not be cleared. In a victim impact statement read at Swansea Crown Court following the Hills' conviction, Jessica Thomas said she found it difficult how her family could cause her so much 'harm and pain' and the fact that they can lie so easily 'scares' her. The qualified nurse added: 'Financially, my life has been affected more than I thought.' In a written statement, her sister Gemma said that their actions have caused her to be in debt and 'it's been a great deal of emotional and financial stress.' She added that she feels 'let down and lied to' by two people who are meant to be her 'blood and family.' The withdrawals, made over the course of a year, included one for £15,000 and others for £10,000 - along with a single bank transfer of £2,300 directly into Katherine Hill's account. She claimed that transaction was used to pay for the family's boxer dog operation which Jessica had agreed to, adding that smaller amounts of money were spent on shopping trips at New Look and Primark on behalf of her daughters. She said: 'It was for their benefit - I didn't think I was doing anything wrong.' The fraud was only identified in 2018 when one of the daughters asked to access her share of the funds early to help buy a house with her boyfriend. Solicitors began a civil investigation into the fund and the police were called in.