Modern Awards are complex. Getting them wrong is expensive.

We will identify the underpayment during the initial audit, calculate the back-pay liability, and work with you on a remediation plan. Voluntary self-correction is viewed far more favourably by the Fair Work Ombudsman than discovered non-compliance.

The annual wage review typically takes effect 1 July each year. The Fair Work Commission can also issue interim variations at any time. We monitor all changes and update your payroll accordingly.

Yes. Enterprise agreements have their own compliance requirements, and many still reference the underlying Award as a benchmark. We manage compliance for both.

It depends on the nature and duration of the error. Underpayment claims can go back six years. We will quantify your exposure during the compliance audit and recommend the appropriate response.

Penalty rates vary by Award and depend on the type of work (weekend, public holiday, shift, overtime), the day and time. We verify penalty rate calculations across all scenarios. A 1% error in penalty rates compounds across every pay cycle.

Multi-Award workforces are complex but manageable. We track each Award's requirements separately and ensure correct classification for each employee. This is where compliance audits add the most value.

Casual employees have specific Award entitlements: ordinary rates, loading (instead of leave accrual), and in many Awards, minimum engagement periods and maximum hours. Misclassification of casuals is a common underpayment source.

Your payroll provider is responsible for payroll processing, but you are responsible for providing correct input data (classification, hours, rates). Our compliance audits ensure your input data is correct, protecting you from liability even if the payroll system makes an error.