Questions worth looking into.
Weekend trading
Review represented Saturday, Sunday and same-day public-holiday cash penalties against paid amounts. Shift dates, work location and applicable calendar coverage matter; a weekend label alone is not the complete input.
Hours across a pay period
Daily overtime and supported weekly, fortnightly or roster-cycle boundaries may affect the same employee. Complete period submissions and the relevant setup are needed to explain the applicable period outcome.
Part-time hours that vary
Distinguish written guaranteed hours from date-specific rostered hours. A cumulative period guarantee and a scheduled-hours entry for one day provide different evidence for excess-hours review.
What the current demo covers.
The controlled demo includes represented hourly ordinary pay, minimum-rate comparison, casual loading, daily overtime, weekend and same-day public-holiday cash penalties, day-work time-window additions and minimum engagement.
When additional evidence is needed
Supported period overtime, hourly full-time averaging, monetary RDO/ADO and excess-work-day outcomes, part-time excess hours and selected monetary rest consequences require complete applicable evidence. A short-rest calculation needs verified adjacent-shift facts and any relevant agreement or instruction evidence.
General Retail Industry Award 2020 (MA000004). Supported scenarios for casual, part-time and hourly full-time employees only. Production use is not approved.
Bring the right records together.
- Employee classification and employment type applicable to the worked dates.
- Pay/time records with unique work record IDs, reconciled hours and paid amounts.
- Work dates and location for weekend and public-holiday calculations.
- Complete period uploads, actual-work roster evidence and matching setup for period scenarios.
- Written part-time patterns and date-specific scheduled hours where relevant.
The boundaries matter.
Do not rely on this demo for Retail shiftwork or baking-production shift rates, the secondary-school casual 1.5-hour exception, allowances, higher duties, apprentices, trainees or supported-wage arrangements. Those cases are outside the represented contract.
New audits require pay periods starting on or after 1 July 2025 and applicable source and calendar coverage. Earlier-starting periods are excluded in full.
WageReview does not determine legal Award coverage, classification, employment status or agreement validity. It does not process payroll, write back payments or provide tax, superannuation, leave, termination or salary reconciliation. Findings are for human review, not a guarantee of compliance.
Retail review questions.
Can the review cover more than one weekly upload?
Yes, supported period calculations may span several pay periods. All intersecting submissions and the required roster decisions and setup must be available before the relevant bucket can be calculated.
Is a written part-time guarantee a per-shift minimum payment?
Not necessarily. WageReview treats a period guarantee and a date-specific rostered-hours boundary as different calculation inputs. The relevant written pattern, period and roster evidence must be supplied.
Will it identify every Retail Award entitlement?
No. It calculates the represented outcomes only. Unsupported employment arrangements and Award provisions require separate review.
Product-scope content updated . Australian English.