On time, every time.

An effective payroll system needs to pay employees correctly and on time, while meeting all your legal pay and leave obligations. The system has to ensure any tax or other deductions are made, and record the number of hours an employee worked and the pay for those hours, as well as holiday and leave balances.

MyHR integrates with several payroll providers to ensure you’re paying your people correctly and on time, providing time-saving features for your payroll admin and reducing the number of systems your employees need to access.

Leave management systems track and record employee time-off, from requesting and approving leave to providing accurate leave balances and matching leave with payroll. MyHR seamlessly displays an employee’s available leave, giving them and their managers clear visibility when leave requests are made. A good modern leave management system should be digital and cloud-based with minimal manual processing and easy integration, so employees and managers can check and control leave and requests for time-off, and ensure the company’s leave processes are legally compliant.

An integrated payroll and leave management system eliminates manual processing of leave and payroll data, reduces paperwork, increases transparency, and, in most cases, makes both processes quicker, more accurate, and more cost-effective.

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For the most part, leave entitlements are provided to employees in the National Employment Standards (NES). These includes:

• Four weeks of annual leave per annum for full-time employees (pro-rata for part-time employees, based on their ordinary hours of work). Shift workers (as defined) receive 5 weeks of annual leave).
• 10 days of personal/carer’s leave per annum for full-time employees (pro-rata for part-time employees, based on their ordinary hours of work). This provides employees with time off to help them deal with personal illness, caring responsibilities or family emergencies.
• 10 days of paid family and domestic violence leave per annum for full-time, part-time and casual employees
• 2 days of paid compassionate leave each time the employee meets the criteria for taking the leave for full-time and part-time employees. Casual employees are entitled to unpaid compassionate leave.
• Long service leave, which provides paid leave to employees for working with an employer for a set period of time, i.e. 7 or 10 years. Most employees’ entitlement to long service leave comes from long service leave laws in each state or territory. Some states provide long service leave for casual employees.
• Parental leave of up to 12 months unpaid parental leave and the ability to request additional leave of up to 12 months if agreed to by their employer. There are government-funded parental leave payments available for eligible employees. Eligible employees get up to 22 weeks (24 weeks from 1 July 2025) of government parental leave pay which is paid at the National Minimum Wage.

Casuals are mostly excluded from receiving paid leave entitlements as they receive a 25% casual loading which compensates them for not receiving leave and other entitlements. There are some exclusions mentioned above.

Additionally, some modern awards provide additional leave entitlements and benefits beyond the NES. An example of this is the Nurses Award providing five weeks of paid annual leave (and six weeks for shift workers). Additionally, most modern awards provide annual leave loading (usually 17.5%) which is an additional loading that employees receive when they take paid annual leave.

There are several ways you can prevent employees from abusing sick leave. You can legally request proof that an employee is sick or injured and unable to work once they have been on sick leave for three or more consecutive days, or for one day if they are using sick leave that’s carried over from a previous year.

Read more about sick leave entitlements