Accurate pay runs, correct award interpretation, and super that lands inside the Payday Super deadline — managed end to end by a specialist team on Employment Hero.
Employment Star runs your full pay cycle on Employment Hero: pay runs and payslips, modern award and enterprise agreement interpretation, leave and terminations, STP lodgement, and superannuation paid within the seven-business-day window now required under Payday Super. You get a named payroll specialist who knows your business, a documented process that survives staff turnover, and pay runs that land on time and reconcile.
Month-to-month — no lock-in contract.
Penalties, allowances, overtime and classifications are mapped against the actual award or agreement, and rechecked when rates change each July.
Contributions go out with every pay run and are monitored until they clear the fund.
Reported accurately during the year, so finalisation at year end is a review rather than a rescue.
Pay runs, entitlements and adjustments documented to the standard a Fair Work inspector or an auditor expects.
Notice, leave loading, ETP treatment and tax-free limits — the calculations that most often trigger back-pay claims.
Your payroll does not stop when one person takes leave, and neither does ours.
Fixed monthly pricing (pricing based on business size and complexity)
TFN declarations, super choice, award classification and pay set-up, entered correctly before the first pay run.
Pay rises, hours changes, back-pay and corrections applied in the right period.
Weekly, fortnightly or monthly pay runs prepared, checked and released to your approval.
Pay run summaries, leave liability and cost reporting in the format your accountant or board needs.
Reported to the ATO with every pay run and finalised at year end.
Calculated on qualifying earnings and paid within the Payday Super deadline.
Award rate increases, threshold changes and legislative updates applied in Employment Hero as they take effect.
Final pay, unused leave, notice and ETP handled correctly, with the paperwork to match.
Overtime, allowances, higher duties, leave loading, terminations and redundancies, including NDIS and SCHADS award work.
Reconciliations, journals and payroll tax figures ready for your finance team.
BOOT modelling against the updated award rates, plus annualised salary and set-off clause reconciliations — the most common source of large underpayments.
Since 1 July 2026, super contributions must reach your employees’ funds within seven business days of payday. The quarterly deadline is gone, and so is the buffer it gave you. Three things changed at once:
Contributions must arrive at the fund — not merely leave your account — within seven business days of each payday. Clearing house lag is now your problem to plan for.
Super is calculated on qualifying earnings, which is broader than ordinary time earnings and picks up amounts such as commissions and salary-sacrificed wages. Payroll configured against the old base will quietly underpay.
The ATO now assesses the super guarantee charge itself rather than waiting for you to self-assess, and interest compounds daily until the shortfall is paid.
We configure Employment Hero to calculate on the correct earnings base, pay super with every pay run, and monitor that contributions clear inside the window — then show you the evidence in your monthly reporting.
The figures and dates below apply to Australian employers this financial year. We configure and check every one of them inside Employment Hero as part of running your payroll.
| Change | Effective | What it means for you |
|---|---|---|
| Payday Super | 1 July 2026 | Super must reach the employee’s fund within seven business days of payday, calculated on qualifying earnings. The ATO assesses the super guarantee charge itself, and interest compounds daily until the shortfall is paid. |
| Small Business Superannuation Clearing House closed | 30 June 2026 | Employers who relied on the clearing house need another way to get contributions to the fund inside the deadline. |
| National minimum wage | 1 July 2026 | $1,004.90 per week, or $26.44 per hour. Award rates rise from the first full pay period on or after 1 July. |
| Superannuation guarantee rate | 1 July 2026 | Steady at 12%. |
| Maximum super contribution base | 1 July 2026 | $270,830 per annum — relevant to any employee earning above the cap. |
| High income threshold | 1 July 2026 | $190,100, with the unfair dismissal compensation cap at half that figure. |
| Redundancy tax-free limit | 1 July 2026 | $13,598 base, plus $6,801 for each completed year of service. |
| Intentional underpayment is a criminal offence | 1 January 2025 | Small businesses that follow the Voluntary Small Business Wage Compliance Code are protected from prosecution. |
Figures as published by the Fair Work Ombudsman and the ATO, effective 1 July 2026 unless otherwise stated. Rates change annually — confirm the current figure before relying on it.
A flat monthly fee based on your headcount, pay frequency, and complexity — the number of awards, entities and pay cycles involved. No per-payslip surprises. Send us your employee numbers and we’ll quote within one business day.
No. Our outsourced payroll is month-to-month. If it isn’t working, you give us notice and we hand your data back in full.
Super is calculated on qualifying earnings and paid with every pay run, and we track each contribution until it clears the employee’s fund inside the seven-business-day window that has applied since 1 July 2026. If a payment is at risk of missing the deadline, you hear about it from us first.
Most of the payrolls we take on have something wrong with them. We start with a payroll health check — a review of rates, classifications, leave balances and super history — and give you a written list of what we found and what it will take to fix. You decide what to remediate before we start running pays.
Yes — broken shifts, sleepovers, client cancellations, 24-hour care and the allowance structures that come with them. This is the payroll most providers price themselves out of, and it’s the work we do most.
It’s what we recommend and know best, and we can implement it for you. If you’re staying on your current system, tell us what it is — we’ll say honestly whether we can run it well.
We are, for the work we do. Every pay run is checked before release and goes to you for approval, and we carry professional indemnity insurance. Legal responsibility for employee entitlements stays with you as the employer — which is exactly why the checking matters.
Typically two to four weeks, depending on headcount and how clean the current data is. We run a parallel pay before going live so you can see the numbers match.
