The Payslip Is Now an Executive Document: What Must Appear, What Must NEVER Appear and What Your Payroll System Can Quietly Get Wrong

Aug 29

14 min read

Updated: Sep 14

Attention: Australian Business Owners and Executives

In Australian business, a missing line on a payslip is not just a formatting issue. It is a compliance failure. Under the Fair Work Act 2009, every employer must issue a payslip to each employee within one (1) working day of payment — even if that employee is on leave. The slip must contain prescribed information. It must not be false or misleading. And it must never identify paid Family and Domestic Violence Leave.

This sits alongside the discipline RUNPAY® has already flagged in the Pay Day Super era: once a pay run closes, the data locks. Single Touch Payroll reports and super obligations trigger. There simply is no "we’ll tidy the payslip up later” window.

In this article, we will cover:

Why the payslip now sits on the Executive Risk Register;
What must appear on every Australian payslip;
What must not appear;
What is not compulsory — but becomes evidence the moment you display it;
The optional fields and configuration switches typical of the Payroll / HR families compared in the RUNPAY® Marketplace;
The variations that catch businesses when they change systems; and
A clear Executive Action Plan you can run before the next pay cycle.

If you have just implemented a new system, inherited an old template, or have never audited live slips against the Australian regulations, treat this as a governance checkpoint — not just a reading exercise.

1. Why Executives Should Care About a Document Most People Glance At for Ten (10) Seconds

Most boards still treat payslips as an operational output. But that is exactly the expensive mistake!

A payslip does three things at once:

It discharges a civil-penalty obligation. Fair Work Inspectors can issue an infringement notice where slips are late, incomplete, or not issued at all. Giving a slip that the employer knows is false or misleading is unlawful. In some underpayment proceedings, failure to issue proper slips can shift the burden onto the employer to prove an underpayment did not occur.
It becomes the employee’s working version of the truth. Leave balances, year-to-date tax, super fund names, and penalty lines on the PDF will be quoted in queries, disputes, and exit negotiations — even where the law never required those extra fields.
It now sits next to real-time ATO matching. Pay Day Super requires super to be received by the fund within seven (7) business days of payday. If the slip says one amount and STP / SuperStream says another, you have written your own audit file.

RUNPAY®’s Worker’s Handbook already puts the same floor in front of employees: name, employer name and ABN, period, payment date, gross and net, hourly breakdown where relevant, deductions, super amount and fund, and the explicit rule that paid Family and Domestic Violence Leave must not be shown. The Handbook and the live system output have to match. If they do not, you have two versions of the truth.

Insight for Executives: The highest-cost payslip failures are rarely the missing ABN. They are the optional fields that are wrong, the sensitive leave type that prints under its real name, and the delivery method that assumes every employee can log into a portal on payday + 1. This is the same consistency principle already set out on the RUNPAY® blog: You Cannot Have Your Cake and Eat It Too. Policy, award interpretation, system configuration, and the document the employee holds in their hand have to say the same thing.

2. The Legal Reality (No Grey Area)

Payslip obligations come from two places:

Fair Work Act 2009 s 536 — the duty to give a payslip, in the form and with the information prescribed by the regulations, within one working day of payment.
Fair Work Regulations 2009 regs 3.45–3.48 — form, mandatory content, and the Family and Domestic Violence Leave reporting rules.

A payslip may be electronic or hard copy. Electronic slips must contain the same information as paper. They should be in plain English and issued in a format the employee can access and print privately.

RUNPAY® Recommendation: Do not treat "our software generates a payslip” as evidence of compliance. Treat the output as the test. Open a sample weekly, fortnightly, monthly, casual, salaried, allowance-heavy, and termination payslip and tick them against the list below.

3. What Must Be on Every Pay Slip

3.1 Identity and Period (Always)

Every payslip must specify:

The employer’s name;
The employer’s Australian Business Number (ABN);
The employee’s name;
The period to which the payslip relates;
The date on which the payment was made;
The gross amount of the payment; and
The net amount of the payment.

3.2 Separately Identifiable Entitlements (When Paid)

Any amount paid that is a bonus, loading, allowance, penalty rate, incentive-based payment, or other separately identifiable entitlement must always be shown as such.

Fair Work’s practical guidance is clear: Loadings (including casual loading), monetary allowances, bonuses, incentive-based payments, penalty rates, and other paid entitlements that can be separated from the ordinary hourly rate must always be visible. A note that 'the hourly rate incorporates the relevant casual loading' can be used where the rate is an all-in casual rate — but you still cannot bury separately paid amounts inside a single unexplained total.

3.3 Hourly-Paid Employees (When Applicable)

If the employee is paid at an hourly rate, the payslip must also include:

The rate of pay for ordinary hours (however described);
The number of hours in that period paid at that rate; and
The amount of the payment made at that rate.

3.4 Salaried Employees (When Applicable)

If the employee is paid at an annual 'salary' as opposed to an hourly 'wage', the payslip must include the annual rate as at the latest date to which the payment relates.

3.5 Termination (When Applicable)

Fair Work also expects the pay rate that applied on the last day of employment to be visible on the relevant slip. Final pays are where incomplete payslip templates most often fail.

3.6 Deductions (When Made)

If amounts are deducted from gross pay under the Fair Work Act (i.e. authorised deductions), the payslip must also include, for each deduction:

The amount of the deduction; and
The name, or the name and number, of the fund or account into which the deduction was paid.

In practice, this is where PAYG withholding, salary sacrifice, child support, additional super, novated lease, union fees, and similar items appear. If it is deducted, it must be itemised — not rolled into 'other'.

3.7 Superannuation (When Contributions Are Made or Intended)

When, or in the case, the employer has made, or intends to make, superannuation contributions for the employee’s benefit, the payslip must include:

The amount of each contribution made or intended to be made for the pay period; and
The name, or the name and number, of the fund the contribution was or will be made to.

There is a narrow first-pay exception for new employees: if the employer must give a payslip within fourteen (14) days of the first pay day and the employee has not yet notified a chosen fund and the employer has not been able to obtain stapled fund details from the ATO, the fund name or number does not have to appear on that early slip. That exception does not last. Once fund details exist, they belong on the slip.

Why this matters more in 2026: The payslip is now sitting next to a real-time ATO matching environment, not a quarterly "we’ll sort super later” cycle. Seeing super on the slip is still not proof the money has reached the fund. Under Pay Day Super, the fund must receive the contribution within seven (7) business days of payday. The slip and the remittance have to be reconcilable.

4. What Must Not Appear: Paid Family and Domestic Violence Leave

This is the exception executives most often miss when they copy an old template into a new Payroll System. Payslips must not include information that identifies an employee as having taken, or having been paid for, paid Family and Domestic Violence Leave. The amount paid is instead recorded as 'ordinary hours' of work, or as another kind of payment for performing work (for example, an allowance, bonus, or overtime payment), so the payslip looks as close as possible to a 'normal' pay period. If the employee requests it, the employer may record the time as another type of leave (for example, annual leave). Records of the leave must still be kept on the employee's file — they just must not be labelled on the payslip.

RUNPAY® Recommendation: Test this with a dummy pay run. If your system prints 'FDV Leave', 'FDVL', 'Paid Family Violence Leave', or a unique pay category name that is obvious to a household member who sees the PDF, the configuration is non-compliant — regardless of how 'transparent' the rest of the slip is. Accounting-native systems often require a discreet payslip label (for example, 'Base Hourly' or 'Special Leave') and the leave-balance checkbox should be switched off. That is not a vendor quirk. It is the Act.

5. What Is Not Compulsory (But Becomes Evidence the Moment You Show It)

Fair Work is explicit: Leave balances are best practice, not a legal requirement. Employers must still tell an employee their leave balances if asked and must keep leave records. Showing annual leave, personal/carer’s leave, and long service leave on the payslip reduces queries. It is not mandatory though.

The same is true of many other fields employees expect to see because most modern payroll systems often display them by default:

Year-to-Date (YTD) gross, tax, super, and earnings lines;
Leave accrued this period versus closing balance;
Employee number / payroll ID / external ID;
Job title, classification, award name, employment type;
Location, department, or cost centre;
Ordinary hours versus overtime hours by pay category;
Bank account identifier (often masked);
Employer address and logo;
Timesheet line notes (dates, start/stop times);
A payslip message or custom note for the employee or all workers; and/or
The hourly equivalent of an annual salary.

None of these extra fields replace the statutory list. They also create risk if they are wrong. A leave balance on a payslip that does not match the leave register is worse than no balance at all — because the employee will treat the payslip as the source of truth. This is the same governance theme as pre-pay-run exception reporting: silent errors stay hidden until after the pay run, then they become underpayments, overpayments, or disputes.

Executive Insight: Optional fields are a policy decision, not a software default. 'Turn everything on' is not sophistication. It is an unmanaged disclosure.

6. Options You Can Set in Payroll Systems (The Marketplace Reality)

The RUNPAY® Marketplace exists because Australian Payroll / HR Systems are not interchangeable templates. More than two hundred and forty (240+) systems and solutions are compared there for a reason: they all have to hit the same Fair Work floor They do not all present the same 'optional' content, and they do not all put the switches in the same place.

The systems already called out in our own comparison writing include Xero Payroll, MYOB, QuickBooks Payroll, Payroller, and Employment Hero. Those names sit inside broader engine families you will also see across the Marketplace. Use the families below as a comparison lens when you access RUNPAY® Compare — not as a substitute for opening the actual product configuration.

6.1 Employment Hero Payroll / KeyPay-style Engines

(Also the engine behind several white-labelled Australian Payroll modules, including some QuickBooks Online Payroll implementations)

You will find that these platforms generally give the deepest payslip settings page plus leave-category-level overrides. Typical switches include:

Upload a business logo;
Show / hide leave accruals (business-wide);
Show / hide leave balances (per leave category);
Hide the leave category name from the employee view;
Show job title / classification;
Show employee address;
Show base rate and/or rate for annual earnings;
Show employee ID and/or external ID;
Show year-to-date column;
Show hours/units paid;
Alphabetise pay categories;
Show line notes and (separately) location in line notes;
Show employee bank account details (often suppressed on draft slips and on some Z-Fold print layouts); and/or
Align the printed pay period to the employee’s actual start or termination date.

Leave categories can be set to 'tracked' or 'not tracked', hide accruals from payslips, and hide balances from both the payslip and the employee portal. That last point really matters: hiding a balance on the PDF but leaving it visible in the app is a common source of “my payslip doesn’t match the portal” tickets.

Variation to Watch: Category-level hide settings may apply automatically only to new employees unless you push the change through leave allowance templates or a bulk update. Changing the master leave category and assuming every existing file updates is a frequent payroll implementation miss.

6.2 Xero Payroll

Xero’s Australian payslip is tighter. Core identity, period, earnings, tax, and super guarantee contributions display as standard. Optional / configurable items include:

Show balance on payslip per leave pay item (this also drives what the employee sees in Xero Me);
Annual salary display, which behaves differently depending on whether a pay template exists;
YTD for each pay item used in the current financial year; and
Grouping of replaced / inactive pay items under 'Other Previous Earnings' after STP pay-item changes.

Xero does not offer the same density of 'show employee ID / line notes / bank details / classification' toggles as a KeyPay-style payslip settings page. Leave visibility is largely a per-leave-item checkbox, not a two-layer (global + category) model.

Variation to Watch: STP pay-item replacements split YTD history. Employees suddenly see an old line under 'Other Previous Earnings' and a new line with a YTD that 'starts again'. That is system behaviour, not an underpayment — but it generates disputes if nobody explains it!

6.3 MYOB Payroll (And Other Accounting-Native Payroll Modules)

Accounting-native payroll typically produces a compliant statutory slip plus leave tracking and employee self-service. Optional content is usually narrower than specialist payroll engines: logo, leave balances, YTD, and basic earnings breakdowns are common; granular hide-accrual-but-show-balance, line-note, and classification toggles are less consistent and often sit in pay-item setup rather than a dedicated 'pay slips' screen.

MYOB’s own family-and-domestic-violence guidance is a useful executive tell: Create a discreet wage item, put a neutral name on the slip, and deselect 'show leave balance on pay slips'. If your current system cannot do that without printing the real leave name, it is not 'Australian-ready' enough.

Variation to Watch: Businesses that outgrow MYOB or Xero Payroll and move to a specialist engine are often shocked that leave that 'just appeared' on the old slip is now controlled by three separate settings (global accruals, category balance, portal visibility).

6.4 QuickBooks Payroll (Australia) and Payroller-style Lightweight Tools

QuickBooks Online Payroll in Australia is commonly delivered through an Employment Hero–powered module. Expect payslip behaviour closer to the EH / KeyPay family than to US QuickBooks, including employee app access to payslips, leave, and timesheets — but confirm which settings live in QuickBooks versus the underlying payroll engine before you promise a particular layout to the board.

Payroller and similar micro-business tools can produce a legally adequate payslip (name, ABN, period, gross, net, tax, super, hours) and little else. That can be compliant. It is rarely sufficient for award-heavy workforces where employees need to see penalty lines, allowances, and hours at each rate.

6.5 Enterprise / Mid-Market HCM (ADP, Dayforce, ELMO, Rippling and Similar)

These systems can usually meet the statutory list and then go a little further: cost centre, position, award classification, multiple payment destinations, richly itemised earnings, custom payslip sections, and branded PDF templates. The risk is the opposite of the small-business problem — 'too much information', including labels that breach the FDV rule, or template fields that pull through internal codes that employees should never see.

Variation to Watch: Global templates designed for other countries will happily print 'Family Violence Leave' or a leave type code. Australian localisation is not the same as turning the module on.

7. Delivery Method Is Part of the Obligation

Issuing the slip is not the same as generating it inside the pay run.

Timing: Within one (1) working day of payment, including employees on leave.
Format: Electronic or hard copy, same content either way.
Access: Employees must be able to access electronic slips privately and print them. If they cannot, hard copy is the safer path.

Marketplace systems vary here too:

Email PDF at pay run finalisation;
Employee portal / mobile app only;
Both, with the email containing a link rather than an attachment;
Print-ready Z-Fold or secure stationery layouts (some of which suppress bank details); and/or
Delayed release until the payment file is confirmed.

If your process is 'the slip is available in the portal when they log in', confirm that every employee can log in on payday + 1, including new starters who have not finished onboarding. Portal-only payslip delivery fails the Act if the employee cannot actually obtain the slip in time.

8. Executive Action Plan: Seven Moves Before the Next Pay Run

Do not file this article. Run it.

Action 1 — Own the Output, Not the Vendor Claim

Nominate one accountable executive (not 'Payroll will handle it'). Print or export live slips, not the demo pack.

Done When: You have six annotated samples — full-time salary, part-time hourly, casual with penalties, an employee with allowances and salary sacrifice, a new starter, and a termination / final pay.

Action 2 — Tick the Statutory List Against Those Six Slips

Use Section 3 of this article as the checklist. Missing ABN, missing hourly breakdown, rolled-up 'other' deductions, or super with no fund identity are all failures.

Done When: Every mandatory field is present on every sample or you have a dated exception note (for example, the first-pay super-fund rule) that will expire.

Action 3 — Run a Dummy FDV Pay

Process a test employee with paid Family and Domestic Violence Leave. Open the PDF and the portal.

Done When: The slip looks like a 'normal' pay period, the real leave name does not appear, and the internal record still exists for Fair Work record-keeping.

Action 4 — Decide Optional Fields in Writing

Leave balances, YTD, classification, bank identifiers, line notes, logo, employee ID. Best practice is to not 'turn everything on'. Best practice is to 'turn on what you can defend'.

Done When: There is a one-page payslip disclosure policy signed by the accountable executive and the system settings match it.

Action 5 — Reconcile the Slip to STP and Super

Gross, PAYG, super amount, and fund identity on the slip must be reconcilable to what you report and remit. In the Pay Day Super era, a pretty PDF that does not match the clearing house is a liability.

Done When: One recent pay cycle has been three-way matched: payslip ↔️ STP event ↔️ super receipt (or a documented timing lag inside the seven business-day window).

Action 6 — Test Delivery, Not Generation

Confirm every employee can actually receive the slip within one working day — email, portal login, or hard copy. Include people on leave and new starters still in onboarding.

Done When: You have evidence of issue method and timing for the last pay run and a fallback for anyone who cannot access the portal.

Action 7 — Compare the Configuration, Not Just the Brand

If you are changing systems or you have never checked where the 'switches' live in your system, use RUNPAY® Compare as your starting point. The legal floor is the same. The optional-field architecture is not. That is why the Marketplace exists.

Done When: You know whether your current engine is a tight accounting-native slip, a KeyPay-style settings page, or an enterprise template — and you have booked RUNPAY® Advice if the gap is material.

9. The Board Question That Really Matters

Ask this in your next leadership meeting:

Fair Work

If the answer is the 'template', the risk is already very live. Payslips are no longer a back-office courtesy. They are an executive control in a Pay Day Super world.

RUNPAY® Compare gives five business-day access to the Marketplace of 240+ Payroll / HR Systems & Solutions. RUNPAY® Advice is the by-the-hour executive session for business owners who want their system requirements and configuration tested against regulations, not against a vendor demo.

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