Automated solutions for proactive payroll compliance

Our automated solutions are designed to help Australian employers to manage and monitor payroll compliance across modern awards, EAs, long service leave and employee entitlements - without the manual work.

Long Service Leave Compliance

Our Long Service Leave compliance tool is the only automated solution on the market that can calculate LSL balances and payments according to state legislation, pre-modern awards and enterprise agreements.

Why trust Yellow Canary’s payroll compliance solutions?

Built by automation compliance experts to alleviate the pressure from your payroll, HR and legal teams.

Expert team

Our team of technology professionals, former Big 4 payroll specialists and top-tier employment lawyers have built the ultimate pay review solution.

Robust data security

Yellow Canary is devoted to ensuring the security of your information, holding ISO 27001 and SOC2 certifications which are maintained through extensive protocols.

Fully automated

Our platform is configured (not constructed) and no manual work is required. Have peace of mind that your rules are being applied correctly to your data.

Cost efficient

We provide accurate, efficient and scalable purpose-built technology that save time and money, and mitigate financial implications associated with underpayments.

Law firm partnerships

We don't provide advice. Instead, we partner with Australia's top law firms to confirm interpretation of your modern award or EA.

End-to-end leadership

Our expert team is on hand throughout the review and ongoing compliance process, reducing your workload and ensuring success.

We'll let the numbers do the talking.


Large scale pay reviews completed in 2 years

$70 billion

Of employee payroll data reviewed


Monthly employee payslip checks


Of pay reviews have found non-compliance

Have visibility over your payroll compliance status. Every month.
Get started now

Frequently asked questions

Is wage theft a crime in Australia?

State specific wage theft laws in Queensland and Victoria mean that employers in those states can face criminal charges and convictions as a result of wage theft.

Under the Closing Loopholes Act 2023, intentional wage theft will carry severe penalties of up to 10 years in prison and fines reaching $1,565,000 for individuals and $7,825,000 for corporations, or three times the value of the underpayment – whichever is higher.

The Closing Loopholes No.2 Act 2024 includes civil provisions. Serious contraventions will cover recklessness as well as intentional acts, with the maximum fine increasing to $4,696,000, or three times the underpaid - whichever is higher. These reforms are prompting employers to think ahead about their compliance strategies, to avoid penalties resulting from missteps in wage compliance processes.

Why should my business prioritise compliance?

Australian businesses are under more pressure than ever to maintain and demonstrate workforce compliance. Non-compliance with workplace laws can result in payroll underpayments. This isn’t just bad for business; no matter the intent, underpaying workers can lead to decreased employee morale and lack of trust in the employer. Regular compliance reviews are essential for employers to ensure they’re meeting legal and ethical obligations and that issues do not compound over time.

Why regular, ongoing pay reviews rather than remediation alone?

While remediation seeks to correct past errors and concerns, it does not necessarily address current issues, nor assist with ongoing compliance. Focusing only on the past leaves businesses exposed to the risk of continuing non-compliance. This in turn does not enable businesses to do the right thing by their employees.

Yellow Canary's Always On Compliance empowers businesses to achieve this objective by utilising automation to detect and resolve payment variances on a monthly basis.

We offer remediation as an add-on to our Always On Compliance solution to cover both historical and proactive reviews.

Does Yellow Canary cater to any EA or modern award?

Yes. Yellow Canary’s flexible technology configures to any modern award, enterprise agreement or industrial instrument agreed with your legal counsel or compliance advisor.

What does the onboarding process involve?

During the onboarding period, we will brief you on all the details you need to provide get started. We will work with you to transfer your required data via your preferred data transfer method. We then configure rules, import your data, and get you set up on our platform.

We respect your time is precious and we want you to know that business as usual will not be impacted. Our experience shows that customers appreciate, and prefer, a written fortnightly status update, supported by calls on request and when we deliver results during onboarding. However, we are open to different approaches based on client reference.

What insights will I obtain from the Always On Compliance dashboard?

Always On Compliance provides proactive visibility into potential underpayments or overpayments down to the individual employee. The dashboard identifies key drivers of variances to enable you to remediate where needed, improve compliance processes going forward and optimise workforce planning.

Payroll teams also find our dashboard handy for automating pay query checks from employees. Payroll managers can drill down into the individual employee via our dashboard to provide answers to payroll queries straight away, rather than having to go through multiple systems to work out the answer manually.

How do you handle modern award and EA interpretation within your system?

Our Always On Compliance solution only requires configuration -rather than construction - which comes from a combination of assumptions, rules and interpretation principles that are applied to your data. The platform does not need to be constructed from the ground up, nor is it dependent on a substantial number of people to run it.

How do I know that monthly reviews will be accurate and compliant?

Yellow Canary adds an extra layer of accuracy and confidence where your payroll system rules may not be sufficient. We work with you and your legal counsel or compliance expert to confirm your agreed pay rule interpretations. We then use this interpretation as the source of truth for all pay reviews. Our automation technology eliminates any risk of human error that is common with manual review methods.

Who from my team needs to be involved in onboarding?

We recommend the following:

  • A dedicated internal project manager and sponsor to oversee and make decisions.
  • A single person authorised to provide instructions to Yellow Canary
  • A dedicated Pay Rules and Data contact

After the onboarding process, maintaining the platform on an ongoing basis takes up minimal resource; usually less than one FTE.  

We have gaps in our data. Will you still be able to work with us?

Data gaps have appeared in every engagement we have had. We work with employers and their legal counsel to include data assumptions to ensure a more fulsome review. We can also refer you to one of our partners to help transform your data into the correct format if needed.

Can Always On Compliance work for any payroll system?

Yellow Canary’s Always On Compliance platform is technology agnostic and compatible with any payroll, timesheet and/or employee management system. We work with our clients during onboarding to develop a consistent file format so any system is easy to handle.

What if someone leaves or is hired during my subscription?

No problem! We have processes in place to help with changes and updates during any Always On Compliance subscription.

What makes Yellow Canary’s Always On Compliance solution different from other service or solution providers?

Yellow Canary’s Always On Compliance subscription offers a purpose-built calculator configured to your business needs. Using advanced technology, Yellow Canary creates a fast and scalable solution that simplifies the payroll verification process.