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

5th

We have updated the pay condition rule sets to reflect a new enhancement which will calculate the higher of annual leave loading or penalties based on the entire leave period, aligning with the Fair Work calculation.

We have updated the award ruleset to make sure that the Public Holiday minimum engagement will apply correctly.

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 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 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 also disabled Unpaid Pandemic Leave as this entitlement has now expired within this award. You can find additional information on the Fairwork website.

We have updated the Unpaid Pandemic Leave pay category and it now counts as service for entitlements under awards and the National Employment Standards.

We have updated the award in line with the Australian Tax Office (ATO) requirements for Single Touch Payroll (STP) Phase Two reporting. We are not disaggretating 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 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 you install the award update, all employees' Unpaid Pandemic leave balances will display in weeks, not hours. It will mean that an employee’s balance may now show as 76 weeks.

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 employees' FDV leave balances will 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 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 that you select the No option to the Preserve Custom Pay Categories question. If you were using this award before 1st July 2021, then you do not need to select the No option.

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 that already, had the award installed 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, 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. 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 2020. Please install these updates after you have finalised your last pay run before the first full pay period beginning on or after 1st July 2020.

We have updated the award to reflect the changes made as part of Fair Work's Determination around Clause 17 - Annualised Wage Arrangements. We have created a new employment agreement for Annualised Wage employees which you can assign to an employee who you pay under clause 17. 

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 Unpaid Pandemic Leave Taken pay category, leave category, and Unpaid Pandemic Leave work type.

We have also updated the rule sets h, where necessary, to include/exclude the work type and leave category to some pay conditions. Further, we have updated the the Leave Allowance Templates to make sure this new leave category is enabled and is 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 updated the setup of the Award. We have created a new Leave Category called Personal/Carer's (10 days) Leave. Also, we have created anew 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 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 replicates the PAYG Exempt field rather than creating a unique identity; when installed on your business settings. We have carried out an audit ‌across the platform and we have 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. The change is a newly created clause 10.3(d) -  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 reflected the change in the Banking, Finance, and Insurance Award 2010 [MA000019] 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 the Fair Work Determination here.

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. You can find further information on the Fair Work site.

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 full leave balance.

We have created a new Family and Domestic Violence leave category and a new Family and Domestic Violence Leave Taken work type. 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. 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 created ‌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 - 10.2(c) Apply Overtime - Over Advanced Standard Hours - Part-Time. The rule reflects the following provisions of clause 10.2(c):

• 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 page. The rule only works where you have setup Advanced Standard Work Hours  using start and finish times, not hours only. If you have not setup Advanced Standard Work Hours up for a part-time employee, then we wil deem all hours as overtime.