Workplace Relations Compliance

Our workplace relations advisor can assist to identify the applicable modern award or enterprise agreement and the national minimum wage relevant to your industry, sector or business. They will then compare these requirements against your actual pay rates, hours, and entitlements for all employees to check for underpayments, correct leave, and other conditions. 

A workplace compliance audit assesses adherence to legislation across industrial relations and HR including correct pay and entitlements, and proper record-keeping. Our compliance audits may include reviewing policies, checking documentation and consulting with employees to identify non-compliance and advise on corrective actions.

A workplace audit systematically reviews policies, procedures, and practices to ensure compliance with employment laws, awards and internal standards. Our workplace audits identify risks related to disputes, grievances, performance management or misconduct, helping to reduce legal and financial exposure, improve your workplace culture and ensure fair and consistent treatment of employees. 

A compliance consultant is a specialist who guides businesses in meeting government regulations, industry standards, and internal policies, helping them avoid legal issues, financial penalties and reputational harm.

Applying the wrong award can lead to severe consequences for a business including significant back-pay liabilities, penalties from the Fair Work Ombudsman, infringement notices and legal proceedings.

Your business may be covered by more than one award. Depending on the type of work your business and employees do, different awards could apply to different employees. Our workplace relations advisors can assist you with award interpretation ensuring the correct application to keep you compliant.

The National Employment Standards (NES) provide the absolute minimum employment entitlements for all employees in Australia, while Modern Awards provide additional, industry-specific minimum conditions on top of the NES.

Our workplace relations experts can help classify employees correctly under the relevant Australian Modern Award by analysing their duties, responsibilities, skills and qualifications to determine the most appropriate classification level.

Employee classification defines a worker’s legal employment terms including pay, benefits and entitlements under the framework of Australia’s Fair Work Act. The classification considers factors such as duties, responsibilities, skills and experience. Correct classification is essential to ensure compliance and fair treatment.

Payroll audits help ensure compliance, detect errors or fraud and support accurate financial planning. Conducting them regularly (at least annually) allows businesses to identify and fix issues early, reducing financial and legal risks. Our workplace relations consultants can advise on minimum entitlement and award triggers to assist your accountant or bookkeeper in a payroll audit.

In Australia, payroll regulations require employers to keep detailed records for each employee. These records must include details such as the employee's employment history, wages and other payroll transactions such as superannuation, hours of work and leave balances. Significant fines can apply for non-compliance with these requirements.

Employee compliance training reduces legal and financial risks, safeguards reputation, and promotes a safe and inclusive workplace. It ensures staff understand and follow laws and ethical standards, improving engagement, productivity, and retention while lowering the chance of penalties and disputes.