Payroll records how long to keep australia

Check out the free roster and timesheet templates to help you get started. If you ask an employee to start work before their rostered start time or stay back after their rostered end time, you must pay the employee for additional time. As it is counted as hours worked. If you require an employee to attend a meeting or compulsory training, you will need to pay for this time.

Learn more about what digital operation tools can offer you and what is available. We acknowledge the traditional owners of the country throughout Australia and their continuing connection to land, sea and community. We pay our respect to them and their cultures and to the elders past and present. Toggle navigation. Employee records. Employee records Last Updated: 06 August Find out the records you need to keep for your employees and about providing pay slips, timesheets and rosters.

On this page Employment records Tax and super records Pay slips Rosters and timesheets. Employment records. These include: resumes and job applications contracts of employment performance reviews trade or registration certificates.

Learn more about employee record keeping. Tax and super records. You must keep all records for your employee for 5 years relating to: tax superannuation amount calculations how you met your choice of super fund obligations. Keeping good employment records has many benefits, including making sure you pay staff correctly and abide by your tax and legal obligations. Under the Fair Work Act you must:.

Employees must fill out a tax file number declaration form so you can work out how much tax to withhold from their pay.

Employees must fill out a superannuation Standard choice form and return it to you so you can pay super into their chosen fund. Visit the ATO website for information about offering your employees a choice of fund. Records must be kept in legible form and in English and they must be readily accessible reg 3. They must also be accurate. If an employer notices an error on the record, this must actually be noted clearly and corrected as soon as the employer becomes aware of the error reg 3.

It is often beneficial to have the parties execute a written agreement to show mutual consent reg 3. If an employer has an agreement with the employee in relation to individual flexibility, which is common for returning parental leave employees, this agreement must be kept on the record and any termination of that agreement must be kept reg 3.

These records will be relied upon should the matter be pursued further for workplace actions, like an unfair dismissal claim or an adverse action claim. Where a transfer of business has occurred, the old employer must transfer to the new employer each employee record in relation to the transferring employee.

These records can be relied on, should a dispute arise on new employment conditions. Employers have an obligation to issue whether in hard copy or electronically pay slips to each employer within one working day of pay day, even if the employee is on leave section of the Act.