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 also 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.

8th

We have updated the award to pay the Tool allowance - cooks & chefs on a weekly basis instead of hourly. The allowance rate has also been updated to the weekly amount as stated in the latest pay guide.

1st

We have updated the pay rate templates for the Aged Care employee - direct care to reflect the Work value case - Aged care industry. You can find more information on the Determination here.

These changes come into effect from the first full pay period on or after the 1st October 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 October 2025.

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.

21st

We’ve made the following updates to the rulesets for permanent employees not working on a public holiday:

• A new "Public Holiday Not Worked" rule has been added for shiftworkers.
• For dayworkers, the existing rule has been updated to use the pay category "Permanent – Public Holiday not worked".

23rd

We identified an issue where sleepover hours, included within shifts that do not meet the criteria for shiftwork, were incorrectly paid.

The rules have now been updated to ensure that these sleepover hours are not paid as ordinary time, and only the applicable sleepover allowance will be paid.

26th

We have identified an issue affecting Paid Family and Domestic Violence Leave (PFDVL) accrual calculations. The accrual method was changed from "BASED ON A LEAVE YEAR" to "ON AN ONGOING BASIS," which may have caused incorrect leave accruals for some employees. The award has been updated to correct the accrual configuration.

For guidance on making leave adjustments, refer to this support article.

19th

We have updated the "Shiftworker" ruleset to align with clause 26.1. Employees will receive a shift penalty if their shift meets the definition of shift work.

For employees working less than 38 hours per week (part-time and casual), the shift penalty applies only if their shift qualifies as shift work and starts before 6 AM or ends after 6 PM.

As a result of updating the shift work rules, the following pay categories are marked with an asterisk (*) to indicate that it is inactive and have been removed from rule sets.

• Shiftwork penalties clearing
• After 6PM clearing
• Prior to 6AM clearing

Additionally, we have updated all rulesets to apply an automatic 30-minute meal break after 5 hours of work.

1st

We have updated the award to reflect the Aged Care Work Value Case. You can find more information on the Determinations here.

Changes to the award include: 

1. Pay rate templates and employment agreements have been updated and renamed as per Schedule I—Classification Translation Arrangements. 
2. Minimum rates for Aged Care - General classifications, including apprentices and adult apprentices, have been updated accordingly. 
3. New Leave Allowance Templates for Nursing Assistants to accrue 5 weeks or 6 weeks of annual leave as per Clause 28.3. These leave allowance templates are available to employees assigned to one of the classification levels under Aged Care - Direct Care and Aged Care.

These changes come into effect from the first full pay period on or after the 1st January 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 January 2025.

Important Note:

Per schedule I.1.2, employees that were previously classified as an Aged care employee—direct care—level 3 will need to be paid the higher of the minimum rate of pay that applies to the employee’s translated classification of Aged care employee—direct care—level 2—Direct Carer and the minimum rate of pay previously applicable to the employee under the award as at 31 December 2024.

• Please ensure that you have reviewed the impacted employees and ensure they are paid the correct rate accordingly.
• Upon updating the award, employees would automatically receive the new pay rate per the translated classifications.

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.

The Day worker rule set has been updated to include a rule for Paid Family Domestic Violence Leave.

22nd

Per clause 22.4(b), we have created the following to accommodate this arrangement: 

• New linked pay category "Less than 8 hours break between shifts"
  NB: For employees with overridden rates, the award update will not automatically apply these employee's rates for this new pay category. These employees' rates of pay will remain untouched. You will need to manually update and save the pay rates page in the employee's profile to trigger the rates for this new pay category. 
• New work type "8 Hours Break Between Shifts Agreement". Employees will need to use this work type when submitting timesheets to receive the entitlement. 
• New tag "8 Hours Break Between Shifts Agreement". Alternatively, employees receiving this entitlement on a permanent agreement can be assigned the tag. 

The rule sets have been updated where employees using the work type or assigned the tag would be entitled to 8 hours break between shifts by agreement. 

 

We have also updated the Shiftworker rule set, where employees on a night shift (for all employment types) would receive overtime if they worked more than 10 hours per day per clause 22.1(c). 

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 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 of July 2023. It includes Fair Work Commission's recent change to increase minimum wages by 15% for some employees working in aged care.

In line with the change, we have created ‌new Aged Care Employee Direct Care and Aged Care Employee General Most Senior Food Services, pay rate templates, and employment agreements. Existing pay rate templates and employment agreements pertain to aged care employees in general. You can find further information on what you should be aware of here.

31st

We have updated the award to reflect changes made as part of the Fair Work Decision regarding Paid Family and Domestic Violence Leave. You can find further information on what changes we applied to the platform and what you should be aware of 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 re-instated the Unpaid Pandemic Leave category within this award and is available for eligible employees from 15th July 2022 until the 31st December 2022. Additional information can be found on the Fairwork website.

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 instal 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 updated the Unpaid Pandemic Leave pay category and counts as a service for entitlements under awards and the National Employment Standards. If any staff 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 updated the Shiftworker pay conditions rule set to make sure we correctly apply the provisions of clause 22.9, Lesser of sleepover and non-emergency work for casual employees.

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

We have updated the award to reflect the Fair Work Commission’s National Minimum Wage increase of 2.5% detailed in the Annual Wage Review 2020-21 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 2021. Please instal these updates after you have finalised your last pay run before the first full pay period beginning on or after the 1st July 2021.

We have also made updates to the Family & Domestic Violence leave categories, so that the balance is displayed in days instead of hours in line with the National Employment Standards. 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.

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

We have updated the rule for Day worker and Shiftworker pay conditions to exclude work types for all emergency work during a sleepover for clause 22.8 Broken Shifts. We have also updated the pay conditions rule sets for Day Worker and Shiftworker to include a rule for clause 22.8, Broken Shifts - to exclude shifts from the broken shift allowance when breaks are more than four hours.

We have updated the overtime rates for casuals to reflect changes made as part of the Fair Work Decision. You can find more information on the updated pay guide in the following article.

We 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. We 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. The 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 to reflect changes made as part of the Fair Work Decision around flexibility during coronavirus. The new schedule Y allows employees to take up to two weeks of paid pandemic leave. We have created a new pay category, Paid Pandemic Leave Taken, leave category and work type Paid Pandemic Leave. Also, we updated the rule sets, where necessary, to include/exclude the work type and leave category to some pay conditions.

Under this new schedule, you will need to pay full time employees their base pay rate for ordinary hours. The rate for part-time staff will be the higher of either their agreed ordinary hours of work or an average of their weekly ordinary hours for the previous six weeks.

Casual employees who take paid pandemic leave will need to pay an amount based on an average of their weekly pay over the previous six weeks. If you have employed them for less than six weeks, the pay needs to be based on an average of their weekly pay for the time you have employed these casuals. You will need to manually adjust the pay rates for casual staff in each pay run for the period of leave.

We have updated the award, as part of Group One Awards, to reflect the Fair Work Commission’s National Minimum Wage increase of 1.75% detailed in the Annual Wage Review 2019-20 decision  and also includes updates to expense-related allowances. You can find information on the Determinations here and here.

Included in the updates are also increases to the penalty rates for casual employees working on Saturday, Sunday or Public Holidays as part of Fair Work's four-yearly modern award reviews. You can find information on the determination here.

These changes come into effect from the first full pay period on or after the 1st July 2020. 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 2020.

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 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 have updated the Leave Allowance Templates to make sure this 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 an 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 update to the setup of the Award.  We have created a new Leave Category called Personal/Carer's (10 days) Leave. Also, we have created new Leave Allowance Templates (LATs) specific to 10 days accrual per year for each state. We have also attached the LATs to the current Employment Agreements and you can select these in the Employee Default Pay Run screen. We have also updated any rules impacted by Personal/Carer's Leave have with the new leave category.

We have updated the Award to reflect the Fair Work Commission's decision to vary the minimum engagement for broken shifts. Part-time and Casual employees must get a minimum of two hours of payment for each portion of a broken shift. There was a new clause inserted; Clause 22.8(f). We have updated the pay conditions rule sets for Day Workers and Shift workers to reflect these changes. The changes apply from the first full pay period on or after the 25th October 2019.

We have also updated both rule sets to reflect part-time and casual overtime when working more than 38 hours per week or 76 hours per fortnight. As well as applying part-time overtime when working outside agreed advanced standard hours. We also updated the rule set pay conditions for shiftworkers to make sure when annual leave is taken that the platform will calculate which is higher with the annual leave loading or the shift penalties and pay accordingly.

We updated the pay conditions rule set for Day workers and Shiftworkers to make sure we do not pay for any overtime taken as leave. The update also included an amendment to 24.1(a) Automatic Meal Break rule; the unpaid meal break will automatically apply after five hours of work.

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.

We found that the Payroll Tax Exempt field on the Payroll Settings Pay Categories page duplicated the PAYG Exempt field rather than creating a unique identity; when installed into the business settings. We carried out an audit across the platform and we have now resolved the issue with this update.

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 the 1st August 2018. Further information can be found at the Fair Work website.

Employees, including part-time and casual employees, are entitled to five days of unpaid family and domestic violence leave each year of their employment. The five days renew every 12 months of their employment, but it will not accumulate if they do not use the leave balance.

We have created a new leave category called Family and Domestic Violence Leave and a new Work Type called Family and Domestic Violence Leave Taken. We have also updated the Leave Allowance Templates and any impacted rule conditions.

We have updated the Award to reflect the Fair Work Commission’s national minimum wage increase of 3.5% from its Annual Wage Review 2017-18 decision and includes updates to expense-related allowances.

These changes come into effect from the first full pay period on or after 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 1st July 2018.