In today's rapidly evolving regulatory environment, maintaining wage compliance can be a complex, resource-intensive task. Subi is an advanced platform designed to streamline and automate wage compliance, making it a valuable asset for businesses looking to ensure payroll accuracy, reduce administrative burden, and manage risk efficiently. By integrating with existing payroll and time-tracking systems, Subi creates a unified, automated solution that manages wage compliance from start to finish.

A wage audit is a critical process for businesses aiming to verify compliance with wage and hour laws. With labour regulations becoming increasingly complex, companies must regularly conduct wage audits to avoid penalties, build trust with employees, and protect their reputations. Wage audits involve a detailed review of payroll practices, focusing on employee compensation to ensure fair and lawful payments.

In the evolving landscape of payroll compliance, Subi's wage audit technology stands out by revolutionising data processing and analysis for law and accounting firms. Subi's platform automates data integration, significantly reducing the time required for wage audits by up to 80%. This efficiency not only streamlines operations but also enhances accuracy, minimising the risk of human error. By leveraging Subi's advanced technology, firms can conduct thorough wage audits more efficiently, ensuring compliance with labour laws and providing substantial benefits to both the firms and their clients.

A wage audit is a comprehensive review of a company's payroll records and practices to ensure alignment with labour laws and wage regulations. This process verifies that employees receive accurate compensation, including adherence to minimum wage standards, overtime pay, and other entitlements.

As of January 1, 2025, Australia will implement stringent wage theft legislation, criminalising intentional underpayment of employees. This significant legal shift underscores the necessity for businesses to conduct comprehensive wage audits to ensure compliance and avoid severe penalties.

As of January 1, 2025, new legislation will change how underpayments are managed and addressed in Australia, increasing the responsibility on company directors to ensure wage compliance. These changes come in response to rising concerns about wage theft, underpayment, and non-compliance across various industries. Directors should prepare to understand their enhanced obligations and take proactive steps to ensure compliance.

For businesses, wage audits are crucial in ensuring employees are paid correctly and compliance with Australia’s wage laws is maintained. But why involve a law firm? Here’s why it’s smart to bring in legal experts to handle this essential process.

In Australia, payroll compliance has rapidly become a critical concern for company directors.

As businesses prepare for the upcoming legislation criminalising wage underpayments, conducting thorough self-audits with tools like Subi’s wage tech is crucial.

Starting January 1, 2025, intentional underpayment of wages will be criminalised. This significant shift makes it imperative for directors to proactively self-audit their business wages to ensure compliance and avoid severe penalties. Here’s why this is crucial and how Subi's wage tech can help.

In the fast-paced world of law and accounting, efficiency and accuracy are paramount. Subi’s advanced wage tech platform is transforming the industry by significantly reducing data processing and analysis time (by up to 80%). Subi not only enhances operational efficiency but also provides substantial benefits to firms and their clients, driving new business opportunities.

Wage audits are crucial for ensuring compliance with labour laws, maintaining employee trust, and avoiding costly penalties. These audits verify that employees are paid correctly according to their employment agreements and applicable laws, helping to identify any discrepancies in wages, overtime, and benefits.

In the dynamic landscape of mergers and acquisitions (M&A), effective due diligence on payroll and HR data is crucial for a seamless transition and integration. Traditional methods often involve cumbersome spreadsheets and manual data transfers, which can be time-consuming and error-prone, leading to delays and potential compliance issues.

In today's fast-paced business environment, efficient onboarding processes are crucial for maintaining productivity and ensuring a smooth transition for new clients. Onboarding is not just about welcoming new clients; it involves integrating them into your platform, ensuring they understand the service/product, and giving your organisation the tools need to succeed. Traditional onboarding methods, often reliant on spreadsheets and manual integrations, can be time-consuming and prone to errors, leading to delays and frustrations for both HR teams and new or existing employees.

The 2024-25 Federal Budget has introduced significant reforms in personal tax and superannuation aimed at easing financial pressures on Australians.

Last week's Miami Grand Prix offered fans high-speed thrills, celebrity sightings, and, unfortunately, high prices that left many wallets feeling a bit lighter. With a fruit plate priced at $280 and lobster rolls at $425, attending the event would have felt like a financial pit stop. As exhilarating as the race was, the menu prices might have had fans wishing for a financial pit crew just to navigate the food stands.

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Much like Sinner's breakthrough in a domain historically ruled by seasoned champions, we at Subi are revolutionising the way all stakeholders of annual leave approach it and interact with each other.

We have seen somewhere between 20% & 30% of Aussies are sitting on leave balances of 20 days or greater. This could be $2,500 that you can give your employees. So why does this not happen more often?

Before reading this article, I suggest you pull up your most recent payslip. Now that you have it in front of you, if you have more than 152 hours of leave accrued you could be sitting on a goldmine without even realising it. Around 30% of you have accumulated excess leave, contributing to what we believe is a staggering $4-8bn per year of deadweight liability on company balance sheets in Australia. Yes, you read that right – your annual leave is not just a break from work; it’s a potential windfall waiting to be claimed.