Fix historical underpayments while focusing on the future
Concerned about past underpayments? Our automated remediation technology helps you fix past mistakes while you optimise your ongoing compliance framework.
Remediation is only a race to the starting line
Focusing only on the past leaves businesses exposed to the risk of continuing non-compliance. While remediation seeks to correct past errors and concerns, it does not necessarily address current issues, nor assist with ongoing compliance. Our Always On Compliance solution utilises automation to detect and resolve payment variances on a regular basis.
Challenging the Big 4's approach to remediation
Ditch the spreadsheets
People and spreadsheets only add fuel to the underpayments fire. Embrace automation and say goodbye to human error in remediation projects.
No sample cohorts
Don’t rely on auditing a sample cohort. We’ll cover every employee in your business, to mitigate underpayment issues arising in the future.
Configuration flexibility
Personalise and cater to the nuances of your unique workforce. Get started quickly - we configure your scenario rather than build from the ground up.
Optimise efficiencies
Our automation technology optimises accuracy and efficiency compared to traditional, manual remediation projects.
Why look forward with compliance?
Meet ESG obligations
Prioritise ongoing governance measures. Investors and shareholders are increasingly requiring tangible assurances of workforce compliance as part of ESG strategies.
Avoid penalties
The Closing Loopholes No. 2 Act 2024 introduces significantly increased civil penalties for employers who underpay staff, even if it was unintentional. Avoid lengthy remediation projects by solving payroll variances as and when they happen.
Prove due diligence
In an increasingly complex Industrial Relations landscape, due diligence is becoming more and more crucial for successful compliance strategies. Provide visibility of your compliance status and give stakeholders peace of mind with a robust and automated pay governance framework.
We'll let the numbers do the talking.
90+
Large scale pay reviews completed in 2 years
$67 billion
Of employee payroll data reviewed
145k+
Monthly employee payslip checks
100%
Of pay reviews have found non-compliance
We have the best interest of employers and their people at heart
Of the 90 large scale pay reviews we've executed in the past two years, 100% found non-compliance. Looking backward to fix past mistakes is no longer enough to ensure you're doing right by your employees and avoiding penalties. Yellow Canary's technology is built to eliminate exposure to continuing non-compliance risk.
Latest Resources
.svg)
Frequently asked questions
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.
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.
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.
Yes. Yellow Canary’s flexible technology configures to any modern award, enterprise agreement or industrial instrument agreed with your legal counsel or compliance advisor.
Payroll underpayments are a result of antiquated processes and systems. The cause cannot be the cure. Traditionally, pay reviews are carried out using humans, manual calculations and spreadsheets. Yellow Canary automates this process, eliminating any chance of more human error – all at a fraction of the traditional timeline.
Another key differentiator for us is that we recommend reviewing 100% of employee payments; as opposed to sampling data. Previously, there were no tools available to automate the pay review process and employers faced significant costs to perform pay reviews. Instead, many employers choose to only review a sample of the workforce and extrapolate results.
This approach is problematic because:
- It assumes all employees work the exact same hours which does not reflect the actual variations in working patterns;
- Sample groups of less than 40% are too small to deliver a statistically relevant result; and
- In the event that staff are required to be reimbursed for underpayments, individual calculations for each employee would need to be completed separately, resulting in further work and potential inaccuracies.
Our automation first approach allows 100% of employee payments to be accurately recalculated, eliminating the need for sample-based estimates obtained through manual reviews.
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.
When our clients choose to carry out remediation, we work in 2 phases.
To empower you to quickly gain insight into your compliance status and address any ongoing issues of non-compliance, we suggest commencing AOC for one cohort as the first step.
Having Cohort 1 live on AOC first will enable you to gain insight into your compliance status faster, allowing you to address gaps early and establish a strong foundation to demonstrate compliance.
Once you have the comfort of having Cohort 1 live on AOC we will commence the Remediation phase for Cohort 1. We will then repeat this process with the remaining cohorts.