13th

We have introduced a new suite of configurations for Salaried Employment Agreements to allow the employers to manage the salaried employees, who are under Individual flexibility arrangements, directly within the award instead of having to remove them.

This introduction, which is an enhancement rather than a legislative update requirement, includes the items below if they do not already exist within an award:

• Pay Categories (Salary and Salary - Public Holiday Not Worked).
• Leave Allowance Templates for “No loading” and “With loading”.
• Rule Set to disregard timesheets.
• Pay Rate Templates.
• Employment Agreements for all employee types (full-time, part-time, and casual).

For detailed information on the changes, please refer to our guide here.

We have renamed all leave allowance templates by adding the award code as a prefix. This ensures each template can be accurately associated with its respective award, particularly in cases where template names are identical.

We have also updated the Automatic Meal Break rules to ensure that an unpaid meal break is applied no later than 5 hours worked.

22nd

We have reordered the 11.3 Maximum Daily Engagement for Casual Employees rule to ensure daily overtime is triggered correctly for casual employees within the Non-Exhibition Employees ruleset.

We have also updated the award to pay the following allowances on a weekly basis instead of hourly. The allowance rates have been adjusted to reflect the weekly amounts as specified in the latest pay guide:

• In Charge Allowance
• Tool Allowance – Carpenter
• Tool Allowance – Tradesperson (not Carpenter)

1st

We have updated the award to reflect the Fair Work Commission's National Minimum Wage increase detailed in the Annual Wage Review 2024-25 decision and also includes updates to expense-related allowances. You can find more information on the Determinations here and here.

These changes come into effect from the first full pay period on or after the 1st July 2025. Please install these updates after you have finalised your last pay run before the first full pay period beginning on or after the 1st July 2025.

1st

We have updated the award to reflect the Fair Work Commission's National Minimum Wage increase detailed in the Annual Wage Review 2023-24 decision and also includes updates to expense-related allowances. You can find more information on the Determinations here and here.

These changes come into effect from the first full pay period on or after the 1st July 2024. Please install these updates after you have finalised your last pay run before the first full pay period beginning on or after the 1st July 2024.

We have also updated the "Community Service Leave Taken" pay category, where it does not accrue super in line with the ATO specification categories.

Furthermore, The Non-exhibition rule set has been updated to include a rule for Paid Family Domestic Violence Leave.

6th

We have updated the clause numbers in the rule set to align with the Fair Work award.

20th

We have updated the rule set Non-exhibition employees, and corrected the rule for 4 hour minimum shift engagement for hours worked on Sunday and Public Holiday.

3rd

We have updated the Non-exhibition employees rule set where the minimum break between shifts would not trigger when work type "Kilometers travelled" is chosen. 

9th

We have updated the Non-exhibition - Grade 8 Full time and Part time Employment Agreements to ensure that the correct pay rate template for 20 years and older would apply. 

1st

From 1 August, all employees are entitled to 10 days of paid family and domestic violence leave each year. The (Unpaid) Family and Domestic Violence Leave configuration settings under awards have been updated - the leave category is disabled from award leave allowance templates, and the work type is not enabled automatically for all employees. Please ensure that employees no longer use the unpaid leave category or work type.

1st

From 1 August, all employees are entitled to 10 days of paid family and domestic violence leave each year. The (Unpaid) Family and Domestic Violence Leave configuration settings under awards have been updated - the leave category is disabled from award leave allowance templates, and the work type is not enabled automatically for all employees. Please ensure that employees no longer use the unpaid leave category or work type.

1st

We have updated the award to reflect the Fair Work Commission’s National Minimum Wage increase detailed in the Annual Wage Review 2022-23 decision and also includes updates to expense-related allowances. You can find information on the Determinations here and here. 

These changes come into effect from the first full pay period on or after the 1st July 2023. Please install these updates after you have finalised your last pay run before the first full pay period beginning on or after the 1st July 2023.

5th

We have updated the Exhibition employees pay conditions rule set in line with the Single Touch Payroll Phase Two employer reporting guidelines to separately report all-purpose allowances against the relevant allowance classification.

Once you update the award, please make sure that you assign the newly created tags for employees to receive the all-purpose allowances accordingly. Below are the additional changes made to the award:

• Created new pay categories, tags, and rules for the following allowances as per clause 18.2(b):
  • Flexible loading
  • Supervisory loading
•  Updated the following Pay Rate Templates to split the all-purpose allowances from the base rates:
  • Permanent - Grade 2 - General hand
  • Permanent - Grade 4 - Exhibition technician
  • Permanent - Grade 5 - Supervisory exhibition technician
  • Adult Apprentice - Started after 1st Jan 2014- Exhibition employees
  • Apprentice - Started after 1st Jan 2014 - Completed year 12 - Exhibition employees
  • Apprentice - Started after 1st Jan 2014 - Did not complete year 12 - Exhibition employees
  • Apprentice - Started before 1st Jan 2014 - Exhibition employees
•  Created a new Overtime and Public Holiday exhibition pay categories to link under Permanent Ordinary Hours and updated the rules with the new pay categories. It will make sure that the all-purpose allowances calculate the correct penalty rates.

31st

We have updated the award to reflect changes made as part of the Fair Work Decision regarding Paid Family and Domestic Violence Leave. Further information on what changes we have applied to the platform and what you should be aware of you can find within this article.

We have created the following new categories:

• New Leave Category: Paid Family and Domestic Violence Leave.
• New Pay Category: Paid Family and Domestic Violence Leave.
• New Work Type: Paid Family and Domestic Violence Leave taken.

We have updated the Leave Allowance Templates to disable the existing unpaid Family and Domestic Violence and we have enabled the new Paid Family and Domestic Violence Leave. We also updated any impacted rule conditions.

As part of Fair Work's ruling, an employee must be paid their full pay rate; this includes their base rate plus any incentive-based payments and bonuses, loadings, monetary allowances, overtime or penalty rates, and any other separately identifiable amount.

We have updated the Non-Exhibition Employees pay conditions rule sest to exclude leave work types from 23.2 Minimum break between shift (FT/PT) and (Cas) rules.

We have updated the award to reflect the Fair Work Commission’s National Minimum Wage increase detailed in the Annual Wage Review 2021-22 decision and also includes updates to expense-related allowances. You can find information on the Determinations here and here. These changes come into effect from the first full pay period on or after the 1st July 2022.

Please install these updates after you have finalised your last pay run before the first full pay period beginning on or after the 1st July 2022. We have disabled Unpaid Pandemic Leave as this entitlement has expired within the award. Additional information can be found on the Fairwork website.

We have updated the Unpaid Pandemic Leave pay category and counts as service for entitlements under awards and the National Employment Standards. If any staff have used this category previously, please adjust their Annual, Personal, and Long Service Leave balances for any period of unpaid pandemic leave previously taken. 

We have added a new rule, 15.2 Paid rest breaks - casual employees, to the Non-exhibition Employees rule set to make sure that all breaks entered for casual employees are treated as paid breaks in line with clause 15.2 in the award.

We have also updated the award in line with the Australian Tax Office (ATO) requirements for Single Touch Payroll (STP) Phase Two reporting. We are now disaggregating reporting of gross earnings into distinguishable categories. We have updated the Pay Category payment classifications in line with the ATO specification categories.

We have also updated the Award to reflect the Fair Work Commission’s National Minimum Wage increase of 2.5% detailed in the This also includes updates to expense-related allowances. You can find information on the Determinations here and here. These changes come into effect from the first full pay period on or after the 1st November 2021. Please install these updates after you have finalised your last pay run before the first full pay period beginning on or after the 1st November 2021.

We have updated the award name Amusement, Events, and Recreation Award 2020 (MA000080) to reflect changes made as part of the Fair Work Decision Four-year review of modern awards. We hace made updates to the Unpaid Pandemic Leave allowance Templates so that the balance displays in weeks instead of hours in line with the Fair Work Commission's guidelines.

Once the award update is installed, all employees' Unpaid Pandemic leave balances will display in weeks, not hours, and this will mean that an employee’s balance may now show as 76 weeks. Once you install the update, all employees' FDV leave balances will display in days, not hours, and this will mean that an employee’s balance may now show as 38 days.

This update is to make sure that any new installs of this award conducted since the 1st July now capture the SG increase from 9.5% to 10% for all pay categories. If you have installed the award between the 1st of July 2021 to the 8th of July 2021 for the first time, please make sure you select the the No option to the Preserve Custom Pay Categories question. If you were using this award before the 1st of July 2021, then you do not need to select the No option. 

We have updated the award, as part of Group Three Awards, to reflect the Fair Work Commission’s National Minimum Wage increase of 1.75% detailed in the Annual Wage Review 2019-20 decision. The update also includes expense-related allowances. You can find information on the Determinations here and here. These changes come into effect from the first full pay period on or after the 1st February 2021. Please install these updates after you have finalised your last pay run before the first full pay period beginning on or after teh 1st February 2021.

We have updated the award to reflect changes made as part of the Fair Work Decision. In this update we amended the overtime rates for casuals as per the new pay guide published 23rd December.

We have updated the pay rates for Exhibition employees for overtime and Sunday entitlements to reflect the changes made to the Fair Work Pay Guide on the 4th September, effective from the 18th June 2020.

We have updated the award to reflect the High Court's decision on the accrual of personal/carer's leave, which overturns the decision made by the Full Federal Court of Australia, with personal/carer's leave calculated on working days, not hours. You can find information on the decision here.

As such, we have removed the Personal/Carer's (10 days) Leave Allowance Templates and updated associated Employment Agreements. Please note, this update will not remove any of the above from a business where you installed the award before the 25th August 2020. However, any new award installs from the 25th August 2020 will not display personal/carer's (10 days) leave details.

We have updated the award pay rate templates to reflect the Australian Taxation Office's decision to increase the cents per kilometre rate for work-related car expense deductions to 72 cents per kilometre. The new rate applies from the first paid date in the 2020-21 financial year.

We have also updated the award to reflect changes made as part of the Fair Work Decision four year review of modern awards. You can find the determination here. In this update, we have applied golf industry-related updates including the creation of new pay rate templates and employment agreements for grade ten non-exhibition permanent and casual employees. The changes come into effect from the first full pay period on or after the 1st June 2020. Further information can be found at Fair Work.

We have updated the award to reflect changes made as part of the Fair Work Decision around flexibility during coronavirus. The new schedule allows employees to take up to two (2) weeks of unpaid pandemic leave. We have created a new pay category (Unpaid Pandemic Leave Taken), leave category and work type (Unpaid Pandemic Leave).

Also, we have updated the rule sets, where necessary, to include/exclude the work type and leave category to some pay conditions. Further, we updated the Leave Allowance Templates to make sure the new leave category is enabled and is now accessible for employees to take this leave when required. Further, under this new schedule employees can take up to twice as much annual leave at a proportionally reduced rate if their employer agrees. You will need to manually adjust the employee's pay rate and leave balance to half in each pay run for the period of leave.

Due to recent changes to the interpretation of personal/carer's leave accrual under the National Employment Standards, we have made updates to the setup of the Award. 

We have created a new Leave Category called Personal/Carer's (10 days) Leave. Also, we created new Leave Allowance Templates (LATs) specific to 10 days accrual per year for each state and have attached the LATs to the current Employment Agreements for selection in an employee's LAT from their Employee Default Pay Run screen. We also updated any rules impacted by Personal/Carer's Leave with the new leave category. 

We made a rounding update for Casual Pay Rate Templates. We have amended the Pay Conditions Rule Sets Non-exhibition employees and Exhibition employees, clause 23.3(c) Minimum four hour engagement for Sundays and 23.3(c) Minimum four hour engagement for Public Holidays to make sure when a shift spans midnight, minimum shift requirements are met.

We have updated the award to reflect the Fair Work Commission’s National Minimum Wage increase of 3% from its Annual Wage Review 2018-19 decision and also includes updates to expense-related allowances. You can find information on the Determinations here and here. These changes come into effect from the first full pay period on or after the 1st July 2019. Please install these updates after you have finalised your last pay run before the first full pay period beginning on or after the 1st July 2019.

The setup of the Payroll Tax Exempt field in the Payroll Settings Pay Categories page replicates the Pay as You Go (PAYG) Exempt field rather than creating a unique identity; when installed on your platform. We carried out an audit across the platform and have now resolved the issue with this update.

Update to the Rule 15.6(b) Uniform allowance for Rule Set Pay Conditions for Non-exhibition employees to include Laundry Allowance - above ATO threshold. Update to the Rule 15.5 First aid allowance - Tag to also include 15.5 First aid allowance - Work Type for Rule Set Pay Conditions for Non-exhibition employees and Exhibition employees.

Update to 10.3(e) Part-Time Minimum Engagement rule of the Rule Set Pay Conditions for Non-Exhibition Employees to exclude any Public Holiday. Rule 23.3(c) applies to the minimum engagement for working on a Public Holiday.

We have updated the award to reflect changes made as part of the Fair Work Decision four year review of modern awards. You can find information, on the Determination here. Family and Domestic Violence leave applies from the first full pay period on or after 1st August 2018. Further information can be found at Fair Work.

Employees, including part-time and casual employees, are entitled to 5 days of unpaid family and domestic violence leave each year of their employment. The five days renew each 12 months of employment, but does not accumulate if you do not use the leave. We created a new Family and Domestic Violence Leave leave category and a new Family and Domestic Violence Leave Laken work type. We have also updated the leave allowance templates and any impacted rule conditions.

We have updated the Award has been updated to reflect the Fair Work Commission’s national minimum wage increase of 3.5% from its Annual Wage Review 2017-18 decision and also includes updates to expense-related allowances. These changes come into effect from the first full pay period on or after the 1st July 2018. Please install these updates after you have finalised your last pay run before the first full pay period beginning on or after the 1st July 2018.

Additionally,  we created a new laundry allowance, pay categories and rule conditions to reflect the ATO threshold maximum limits for claiming laundry (not dry cleaning) for deductible clothing under the Award. Further information can be found in the Cleaning of Work Clothing section of this ATO article.