Fair Work Centre — For Employers
Award interpretation, record keeping and now Payday Super — payroll compliance has more moving parts than ever. Get expert advice before an audit or underpayment claim finds the gaps for you.
The Problem
Payroll obligations — record keeping, payslips and superannuation — are enforced by the Fair Work Ombudsman, with detailed requirements set out under the Fair Work Act 2009. Non-compliance can trigger penalties even where the underlying error was unintentional.
Employers must keep accurate time and wage records for 7 years. Missing or incomplete records shift the burden of proof onto the employer in any underpayment dispute.
Payslips must be issued within 1 working day of pay and include specific mandatory details — errors here are a common, easily fixed compliance gap employers overlook.
From 1 July 2026, superannuation must generally be paid on payday rather than quarterly — a major shift in payroll process that catches out unprepared employers.
Overtime, allowances and loadings calculated manually or in spreadsheets are the most common source of small, repeated underpayments that add up to significant back-pay over time.
How We Help
Fair Work Centre helps Australian employers audit and fix payroll processes across award interpretation, record keeping, payslips and superannuation compliance.
How It Works
Call 1300 161 828 or book a free initial advice call to scope a payroll review.
We review your award coverage, payslips and record-keeping practices.
Get a clear compliance plan and Payday Super transition roadmap.
A short advice call now can prevent years of back-pay exposure later.
Membership
Common Questions
Payday Super requires employers to pay superannuation guarantee contributions on the same day as salary and wages, rather than quarterly, starting 1 July 2026. This is a significant process change for payroll systems and cash flow planning, and needs to be implemented before the start date.
Employers must keep accurate records of hours worked, pay rates, leave balances, superannuation contributions and termination details for at least 7 years. These records must be legible, in English, and readily accessible if requested by the Fair Work Ombudsman.
Payslips must include the employer and employee’s details, pay period, gross and net pay, any deductions, superannuation contribution amount, and the applicable pay rate. They must be issued within 1 working day of payment, even if the employee is on leave.
The Ombudsman can request records going back years and issue compliance notices requiring back-payment plus superannuation and interest. Poor record keeping alone can result in penalties, separate from any underlying underpayment found.
You can rectify underpayments proactively, and doing so — with proper back-payment and documentation — is treated far more favourably than being caught through a complaint or audit. Getting advice on how to structure a voluntary rectification protects your position.
Record keeping, payslip and superannuation obligations apply to employers of all sizes. Some entitlements — like unfair dismissal minimum periods — differ for small businesses, but payroll compliance itself is not scaled down for smaller employers.
No. Fair Work Centre is an independent private advisory service for employers. We are not associated with or authorised by the Fair Work Ombudsman, the Fair Work Commission, or any government authority.
Fair Work Centre is an independent private organisation providing advisory services to employers only. It is not associated with or authorised by the Fair Work Ombudsman, the Fair Work Commission, or any government authority.
Speak to an Employment Lawyer at Fair Work Centre
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