Award Rate Checker
Reconciles every payslip line against the modern award before the pay run leaves, so an underpaid weekend penalty or missed allowance gets caught — and corrected — before it becomes a wage-theft exposure.
The live demo, running on fabricated data. Open it to step through the full flow — every output is shown for a person to approve before anything happens.
Reads each payslip line, compares the paid rate to the modern-award minimum for that classification and shift, and surfaces every shortfall with its clause cited for a payroll officer to approve before any back-pay is posted.
It does the line-by-line award cross-check every run, in full, and shows its working.
- Done by hand it is the first thing skipped under deadline; one missed weekend penalty across a fortnightly run of casuals compounds silently until an audit finds it years later.
- Best for a payroll officer or bookkeeper running award-covered, penalty-heavy rosters — retail, hospitality, aged care — where the same employee crosses several penalty bands in one period.
- As the last gate before the run leaves, the recaptured hours go back into the cases that need judgement, not into re-checking every line.
It is confidently wrong when the classification is wrong or the rules are stale — and a clean "compliant" hides it.
- Weak where the payslip doesn't say enough — a line labelled "weekend hours" with no Saturday/Sunday split, or a casual rate with the loading folded in and no breakdown. It should flag for a person, not guess.
- An annualised salary meant to absorb penalties under a set-off clause is an interpretation call, not arithmetic — it flags, it doesn't rule.
- If most of your pay is salaried with no penalty exposure, the tool has little to find and isn't worth the build.
If your own payroll officer couldn't tell from the payslip alone whether a Sunday penalty was actually paid, neither can this — and a wrong classification just makes the wrong answer faster, not safer.
It drafts the correction. A payroll officer approves. That boundary is deliberate.
Intentional underpayment is now a criminal offence under the Fair Work Act, enforced by the Fair Work Ombudsman, and the law turns on intent and good faith, not honest mistakes. A tool that decided and acted on its own would undermine exactly the human judgement that makes a compliance effort genuine. The accountable person stays on the decision because the consequence lands on them — not the tool.
Correct classifications tied to the right instrument, and earnings lines detailed enough to reconcile.
Most organisations have only some of this in good shape — classifications drift, shift labels are inconsistent between rosters and payslips, and the casual loading is baked into a rate with no breakdown. Getting that data into a state where every line can be matched to a rule is usually the real first job — and it's about how the information is captured at the roster and payslip level, not about buying a new tool. That capture work is usually bigger and more valuable than the checking layer on top of it.
The worried-buyer questions, answered straight
Fixed scope, fixed price, fixed dates.
Considering this for your payroll?
The honest place to start is a bite-sized first piece — one award, one pay run, low risk. Tell us where it hurts; we'll play it back, scope it, and show you what's possible.