Payroll compliance in Australia: a guide for employers

Published Thursday 22 October 2026

Table of contents

• What is payroll compliance in Australia?
• Key payroll compliance obligations for employers
• Understanding modern awards and pay rates
• PAYG withholding and tax obligations
• Superannuation compliance
• Single Touch Payroll (STP) reporting
• Record-keeping and reporting requirements
• Common payroll compliance mistakes and how to avoid them
• Penalties for payroll non-compliance
• How to stay compliant: a payroll compliance checklist
• Simplify your payroll compliance with Xero
• FAQs on payroll compliance

Key takeaways

• Each time you pay your employees in Australia, you’re required to meet obligations under the Fair Work Act 2009, tax legislation, and superannuation laws.
• Since 1 January 2025, intentional underpayment of employees has been a criminal offence that can lead to fines of up to $9.1 million for corporations and up to 10 years’ imprisonment for individuals.
• Since Payday Super started on 1 July 2026, superannuation contributions must reach your employees’ funds within seven business days of each payday, replacing the old quarterly deadline.
• Single Touch Payroll (STP) Phase 2 is mandatory for all employers, requiring disaggregated reporting of gross amounts directly to the Australian Taxation Office (ATO) every pay run.

What is payroll compliance in Australia?

Payroll compliance refers to the set of legal obligations you must meet when paying employees in Australia. It covers everything from calculating correct wages and withholding the right amount of tax, to paying superannuation on time and reporting payroll data to government agencies.

The Fair Work Act 2009 forms the foundation of employment law in Australia, setting out minimum entitlements through the National Employment Standards (NES) and the modern awards system. On top of that, the ATO administers tax withholding, superannuation, and Single Touch Payroll (STP) reporting requirements.

Getting payroll right protects your business from penalties, back-pay claims, and reputational damage. For small business owners, it also builds trust with your team and keeps your operations running smoothly.

Key payroll compliance obligations for employers

Australian employers face several core payroll obligations that intersect across different government agencies and pieces of legislation. Understanding these areas helps you stay on top of your responsibilities and avoid costly mistakes.

Your main payroll compliance obligations include:

• You need to identify the correct award for each employee and pay at least the applicable minimum rate, including penalty rates and allowances.
• You must withhold the correct amount of Pay As You Go (PAYG) income tax from each employee’s pay and remit it to the ATO.
• Superannuation contributions must be calculated at the correct rate and paid into your employees’ nominated super funds by the legislated deadlines.
• Annual leave, personal/carer’s leave, long service leave, and other NES entitlements must be tracked and provided accurately.
• Detailed payroll records must be maintained for seven years, and employees must receive payslips within one business day of being paid.

Understanding modern awards and pay rates

Modern awards are legal instruments that set minimum pay rates, hours of work, and conditions for employees in specific industries or occupations. Most employees in Australia are covered by one of over 120 modern awards.

The NES provide 11 minimum entitlements that apply to all national system employees, regardless of which award covers them. These include maximum weekly hours, requests for flexible working arrangements, offers and requests for casual conversion, parental leave, annual leave, personal/carer’s, compassionate and family and domestic violence leave, community service leave, long service leave, public holidays, notice of termination and redundancy pay, and the Fair Work Information Statement and Casual Employment Information Statement.

From the first full pay period starting on or after 1 July 2026, the national minimum wage is $26.44 per hour ($1,004.90 per week for a full-time employee), and minimum award wages rose 4.75%. Many awards set higher rates depending on the employee’s classification level, qualifications, and experience.

Penalty rates apply for work performed on weekends, public holidays, overtime, and late-night or early-morning shifts. These rates vary by award, so you’ll need to check the specific award that covers each of your employees to calculate their correct pay.

PAYG withholding and tax obligations

PAYG withholding is the system through which you collect income tax from your employees’ wages on behalf of the ATO. You’re required to register for PAYG withholding before your first pay run.

Each employee must provide a Tax File Number (TFN) declaration when they start working for you. This form tells you how much tax to withhold based on their residency status, tax-free threshold claim, and any offsets. If an employee doesn’t provide a TFN, you must withhold at the top marginal rate.

You report and pay withheld amounts through your Business Activity Statement (BAS). Depending on your business size, you’ll lodge your BAS either monthly or quarterly. Accurate record-keeping throughout each period makes BAS lodgement straightforward and reduces the risk of errors or late payments.

Superannuation compliance

Superannuation guarantee (SG) contributions are compulsory payments you make into your employees’ super funds. The SG rate reached its final legislated increase of 12% on 1 July 2025, and since 1 July 2026 it’s calculated on an employee’s qualifying earnings.

Until 30 June 2026, you could pay SG contributions quarterly, within 28 days of the end of each quarter. Since 1 July 2026, Payday Super has required super contributions to reach your employees’ funds within seven business days of each payday. This aligns super payments with your regular payroll cycle and gives employees faster access to their entitlements.

All super contributions must be made electronically through SuperStream, the government’s standardised data and payment system. SuperStream ensures contributions reach the correct fund with the right employee details, reducing errors and lost payments.

Late super payments attract the super guarantee charge (SGC), which the ATO now assesses and which includes the shortfall, interest, and an administrative uplift of up to 60%. For paydays from 1 July 2026 the charge itself is tax deductible, but the general interest charge on late SGC payments isn’t, so paying on time is still both a legal and financial priority.

Single Touch Payroll (STP) reporting

STP is the ATO’s digital reporting system that requires you to send payroll information directly to the ATO each time you run payroll. STP Phase 2 is mandatory for all employers.

Under STP Phase 2, you report disaggregated gross pay amounts, meaning salary and wages, overtime, bonuses, directors’ fees, and other components are broken out separately rather than reported as a single gross figure. You also report tax withholding amounts, super liability information, and employee details including start dates, cessation dates, and employment basis.

STP gives the ATO near real-time visibility into payroll data across Australian businesses. This data pre-fills employee tax returns and streamlines government reporting, but it also means errors in your payroll are visible to the ATO as they happen. Using compliant payroll software that supports STP Phase 2 is the most reliable way to meet these obligations accurately.

Record-keeping and reporting requirements

Australian employers must keep employee records for seven years, even after an employee leaves the business. These records must be legible, in English (or readily convertible to English), and accessible for inspection by the Fair Work Ombudsman.

The types of records you’re required to maintain include:

• Full name, date of birth, employment start date, and employment status (full-time, part-time, or casual).
• Start and finish times, breaks, and total hours for each pay period.
• Gross and net pay, hourly rates, salary amounts, penalty rates, loadings, allowances, and deductions.
• Accrued and taken leave for each leave type, including annual leave, personal/carer’s leave, and long service leave.
• Super fund details, contribution amounts, dates of payment, and employee choice of fund documentation.

Payslips must be issued within one business day of payment. Each payslip needs to show the employer’s name, the employee’s name, the pay period, gross and net amounts, any deductions, and the super contribution made for that period.

Common payroll compliance mistakes and how to avoid them

Even well-intentioned employers can make payroll errors that lead to underpayments or compliance breaches. Knowing the most frequent mistakes helps you put safeguards in place before problems arise.

• Applying the wrong award or classification level is one of the most common causes of underpayment. Review each employee’s role against the relevant award’s classification descriptions, not just their job title.
• Treating an employee as a contractor (or vice versa) affects tax withholding, super obligations, and leave entitlements. Use the ATO’s employee/contractor decision tool to confirm the correct arrangement.
• Missing the Payday Super deadline of seven business days after payday triggers the SGC, which costs more than the original contribution. Set calendar reminders and automate payments where possible.
• Incomplete or disorganised records make it difficult to prove compliance during an audit. Use digital systems to capture and store records as part of your regular payroll process.
• Incorrect pay categories or outdated employee details flow through to the ATO in real time. Reconcile your STP reports after each pay run and address discrepancies promptly.

Penalties for payroll non-compliance

The consequences for failing to meet your payroll obligations have increased substantially. The Closing Loopholes Act introduced a criminal wage theft offence that took effect on 1 January 2025, making intentional underpayment of employees a criminal offence under the Fair Work Act.

Penalties under the new provisions include:

• Corporations face fines of up to three times the underpayment amount or 25,000 penalty units ($9.1 million for offences on or after 1 July 2026), whichever is greater.
• Individuals face up to 10 years’ imprisonment and fines of up to three times the underpayment amount or 5,000 penalty units ($1.82 million for offences on or after 1 July 2026), whichever is greater.

The Fair Work Ombudsman remains the primary enforcement body for workplace compliance. In the 2025–26 financial year, the Ombudsman recovered more than $450 million in unpaid wages and entitlements for more than 181,000 workers.

Small businesses that can demonstrate they’ve followed the Voluntary Small Business Wage Compliance Code may be eligible for a safe harbour from the criminal offence provisions. This code sets out reasonable steps you can take to verify that your pay practices are correct, including conducting regular pay audits and seeking professional advice when you’re unsure.

How to stay compliant: a payroll compliance checklist

Staying on top of payroll compliance is easier when you follow a consistent set of practices. Use this checklist to build a reliable compliance routine for your business.

1. Review pay rates annually. Check the Fair Work Commission’s annual wage review decision each July and update your pay rates to reflect any changes to minimum wages and award rates.
2. Audit super calculations. Check super is 12% of qualifying earnings and paid each payday under Payday Super.
3. Maintain STP Phase 2 reporting. Confirm your payroll software supports STP Phase 2 and that each pay run’s data is lodged accurately with the ATO.
4. Keep records for seven years. Store all payroll records digitally in a secure, searchable system. Include employee details, hours, pay, leave, and super documentation.
5. Conduct internal payroll audits. At least twice a year, compare your payroll outputs against the applicable awards, NES entitlements, and super requirements to catch errors early.
6. Train your team on compliance. Make sure anyone involved in payroll understands the relevant awards, entitlements, and reporting deadlines. Invest in regular training when legislation changes.
7. Seek professional help when needed. If you’re unsure about an award interpretation, employee classification, or a legislative change, consult an accountant, bookkeeper, or employment lawyer before it becomes a costly issue.

Simplify your payroll compliance with Xero

Managing payroll compliance across awards, tax, super, and STP reporting takes time and attention to detail. The right tools can automate calculations, track deadlines, and reduce the manual effort that leads to errors.

Xero Payroll is STP-compliant and helps you keep up with legislative changes, generate compliant payslips, and lodge STP reports directly to the ATO. You can also pay employee super directly through Xero without switching between systems, so you manage your obligations in one place.

Ready to take the complexity out of payroll? Get one month free and see how streamlined payroll compliance can be.

FAQs on payroll compliance

Here are some frequently asked questions about payroll compliance in Australia.

What is payroll compliance?

Payroll compliance is the process of meeting all legal requirements related to paying your employees. In Australia, it spans correct wage calculations under modern awards, tax withholding, superannuation contributions, STP reporting, and maintaining accurate records for seven years.

What are the penalties for non-compliance in Australia?

Since 1 January 2025, intentional wage underpayment has been a criminal offence, with fines for corporations of up to $9.1 million or three times the underpayment, and up to 10 years’ imprisonment for individuals. Civil penalties also apply for unintentional breaches.

What is Payday Super?

Payday Super is a reform that started on 1 July 2026 and requires super contributions to reach employees’ funds within seven business days of each payday. It replaced the old quarterly payment cycle, giving employees faster access to their super entitlements and reducing the risk of unpaid contributions going undetected.

How long must employers keep payroll records?

You must retain all employee payroll records for seven years from the date they’re made, even after an employee has left your business. Records must be legible, in English, and available for inspection if the Fair Work Ombudsman requests them.

What is Single Touch Payroll?

STP is a digital reporting system that sends your payroll data to the ATO every time you process a pay run. Phase 2, which is mandatory, requires disaggregated reporting of gross pay components such as salary, overtime, and bonuses, giving the ATO detailed, real-time insight into employer pay practices across the country.