Perth bylaw & payroll tools for wage changes

Labor and Employment Western Australia 3 Minutes Read · published February 11, 2026 Flag of Western Australia

Employers in Perth, Western Australia must update payroll systems and hiring practices when minimum wage orders change at the national level, even though minimum rates are set by the Fair Work Commission and applied through national instruments. Local council bylaws do not set statutory minimum wages, but the City of Perth administers local licences, approvals and complaints that can affect business compliance. This guide explains practical payroll tools, local compliance touchpoints, likely enforcement pathways and step-by-step actions for employers and payroll officers.

Payroll tools to prepare for minimum wage changes

Use the following tools and checks to ensure timely and legally compliant payroll updates.

  • Schedule an implementation date in payroll software for the new rate and any transitional arrangements.
  • Run trial payslips for typical employee categories to identify underpayments or rounding issues.
  • Compare current award or agreement clauses with the new minimum rates and note where modern award minimums or agreement terms interact.
  • Document calculations and keep a record of the update date, software version and approvals for audit purposes.
  • Inform staff and payroll providers in writing about the change and the effective date.
Start implementation planning at least one full pay cycle before the new rate takes effect.

Penalties & Enforcement

National minimum wage orders and award obligations are enforced under the national industrial relations framework. The primary enforcement body for minimum wage and underpayment matters is the Fair Work Ombudsman. [1]

Where local licences or council conditions relate to employment practices (for example, licence conditions for hospitality venues), the City of Perth may investigate related complaints and refer matters or take local licence action where permitted by council powers.

  • Fine amounts: not specified on the cited page for specific penalty figures; see the Fair Work Ombudsman guidance for enforcement approach and remedies. [1]
  • Escalation: enforcement typically begins with investigation and may progress to compliance notices, orders or litigation; specific first/repeat offence ranges are not specified on the cited page. [1]
  • Non-monetary sanctions: compliance notices, enforceable undertakings, rectification orders and court applications are possible; exact non-monetary remedies depend on the instrument and are detailed by the enforcement agency. [1]
  • Enforcer and complaints: the Fair Work Ombudsman handles underpayment reports and investigations; use the official Fair Work Ombudsman contact and complaint pages. [1]
  • Appeal and review: review and appeal routes include internal review requests and court processes; specific statutory time limits for appeals are not specified on the cited page. [1]
If you are notified of an underpayment, act promptly to investigate and correct any shortfalls.

Applications & Forms

The Fair Work Ombudsman publishes complaint and information pages for businesses and employees; there is no single ‘‘underpayment application’’ form required for an initial enquiry, but the Ombudsman provides online reporting and information forms. Specific employer forms for payroll adjustments are handled internally or via payroll software providers and are not mandated by the Ombudsman page. [1]

How-To

  1. Confirm the effective date and scope of the wage change in the relevant award or agreement.
  2. Run a payroll simulation for typical employee types to identify underpayments.
  3. Update pay rates and allowances in your payroll system and note version and change authorisation.
  4. Calculate backpay where required and prepare communications for affected employees.
  5. Submit corrections to superannuation and tax records if adjustments affect contributions or withholding.
  6. If unsure, seek guidance or submit an enquiry to the Fair Work Ombudsman before finalising corrections. [1]

FAQ

Who sets the minimum wage that applies in Perth?
The national minimum wage and award minimums are set by the Fair Work Commission; employers should follow those instruments and national guidance.
Does the City of Perth set local minimum wages?
No, the City of Perth does not set statutory minimum wages; the council enforces local licence conditions and may investigate complaints related to local regulatory compliance.
What should I do if I discover an underpayment?
Investigate promptly, calculate any backpay, correct payroll records, notify affected staff and, if necessary, contact the Fair Work Ombudsman for guidance or to report the issue. [1]
Are there specific forms to report an underpayment?
The Fair Work Ombudsman provides online reporting and enquiry tools rather than a single mandatory paper form; consult the Ombudsman site for current reporting options. [1]

Key Takeaways

  • Minimum wages are set nationally; local councils regulate licences, not wage levels.
  • Use payroll simulations and documented change controls to avoid underpayments.
  • Report significant underpayments or seek guidance from the Fair Work Ombudsman early.

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