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We have updated the rule "Maximum Daily Engagement - 12 hours by agreement" in the Miscellaneous Award (Casual Employees) rule set to make sure employees will be paid correctly.

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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.

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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 it 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. We have also updated the Community Service Leave category to make sure it pays at base rate.

We have updated the Pay Category payment classification for Community Service Leave Taken in line with the Australian Tax Office (ATO) specification categories found here.

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.It 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 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 1st July 2022

We have updated the award in line with the ATOs requirements for Single Touch Payroll (STP) phase Two reporting. We are now disagregating the reporting of gross earnings into distinguishable categories. We have also updated the pay category payment classifications in line with the ATO specification categories found here.

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. It 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 1st July 2021. Please install these updates after you have finalised your last pay run before the first full pay period beginning on or after 1st July 2021.

We have also made updates to the Family and Domestic Violence (FDV) leave category, so that the balance displays in days instead of hours in line with the National Employment Standards. Once you install the update, all your employees' FDV leave balances will now display in days, not hours. It will mean that an employee’s balance may now show as 38 days. 

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

We have award pay rate templates to make sure that the legislated superannuation guarantee (SG) rate will increase automatically from 9.5% to 10% effective from 1st July 2021. Please make sure you install this update before 1st July 2021 for this change to take effect.

What does this mean? Any pay run with a date paid on or from 1st July 2021 will automatically calculate SG at 10% of Ordinary Time Earnings (OTE). Additionally, on the 1st of July, we will update references to 9.5% on all applicable screens in your payroll software. For more information, including any exclusions, check out this article from the ATO.

We have updated the award to reflect changes made as part of the Fair Work Australia decision. In this update, we have added the overtime rates for casuals to the Miscellaneous Award (Casual Employees) pay condition rule set. In addition to this we added a new work type and tag called Time in Lieu of Overtime to the to the p Miscellaneous Award (Casual Employees) and Miscellaneous Award (Permanent Employees) pay condition rule sets.

We have updated the award, as part of the Group Two Awards, to reflect the Fair Work Commission’s national minimum wage increase of 1.75% detailed in the annual wage review 2019-20 decision. It 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 1st November 2020. Please install these updates after you have finalised your last pay run before the first full pay period beginning on or after 1st November 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 25th August 2020. However, any new award installs from 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 updated the award to reflect changes made as part of the Fair Work Australia 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 Unpaid Pandemic Leave Taken pay category , leave category, and Unpaid Pandemic Leave work type. 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 we enable this new leave category is accessible for employees to take this leave when required. Lastly, 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. You can find further information here. 

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. Lastly, we have updated any rules impacted by Personal/Carer's Leave with the new leave category. 

We have made a rounding update for casual pay rate templates.

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. It 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 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 1st July 2019.

The setup of 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 have carried out an audit ‌across the platform and have now resolved the issue with this update.

We have updated the award to reflect changes made as part of the Fair Work Australia decision four-year review of modern awards. The change is a newly created clause 10.4(b) casual minimum engagement. It now provides for casual employees to be paid for at least two consecutive hours of work on each occasion they are required to attend work. We have also reflected this change in the Miscellaneous Award (Casual Employees) pay conditions rule set.

Please note that the change comes into effect on the first full pay period on or after 1st October 2018. It means that you should only install this update once you have completed the last pay period for hours worked during September 2018. You can find information on the determination here.

We have updated the allowance rate for the Kilometre Allowance - Car (above and below ATO limit). You can find further information on the ATO website. We have also updated the award to reflect changes made as part of the Fair Work Australia decision 4-year review of modern awards. You can find information on the here.

Family and Domestic Violence leave applies from the first full pay period on or after 1st August 2018. You can find further information on Fair Work Australia website.

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 every 12 months of their employment, but it will ‌not accumulate if they do not use the full 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 pay condition rule sets.

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. It also 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. We have also added 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. You can find further information in the Cleaning of Work Clothing section of this ATO article.

We have created a new rule called 22.1 Apply Overtime - Overtime Advanced Standard Hours - Part-Time. The rule reflects the following provisions of clause 22.1:

• The hours worked each day.
• Which days of the week the employee will work.
• The actual starting and finishing times of each day.

Previously, we could only assess the number of hours worked per week for overtime purposes. Now, however, we can assess the advanced standard work hours as set up within the employee's Pay Run Defaults screen. The rule will assess hours as follows:

1. Any time worked on Wednesday, Thursday, and Saturday we will deem overtime;
2. Any time worked before the start times on Monday, Tuesday, Friday, and Sunday we will deem overtime; and
3. Any time worked after the end times on Monday, Tuesday, Friday, and Sunday we will deem as overtime.

The rule only works where you have set up advanced standard work hours ‌using start and finish times, not hours only. If you have not setup any advanced standard work hours ‌for a part-time employee, then we will deem all hours as overtime.

We have fixed the ‌auto-meal break rules so that they do not apply to leave requests. We have updated the allowance pay categories configuration, for example, changed the payment classifications. Lastly, we have created kilometre allowance pay categories - above and below ATO limits.