Human Capital Risk & Compliance Services

Non-compliance with your employment obligations exposes organisations (and potentially individuals) to financial penalties, reputational risk, regulator scrutiny and loss of trust with the workforce. Payroll compliance is nuanced and can be challenging for organisations because it requires clear understanding of employment obligations and for these obligations to be met in hiring, rostering, time recording, and payroll processing.

We combine specialist advice with the KPMG ThinkPay technology platform which gives our clients confidence when:

1. Identifying payroll compliance risk
2. Performing remediation of known risks, or 
3. Supporting our clients with proactive ongoing monitoring and governance to prevent risk.

Our platform is a cloud-based technology which automates payroll compliance for employment obligations (including awards, enterprise agreements, long service leave, other leave and superannuation) and provides:

• a ‘clear box’ view of how payroll calculations are performed hour by hour
• root cause analysis of identified risks
• bespoke reporting of lead and lag indicators of risk.

Yes, our technology and team can provide reviews and monitoring of ongoing pay compliance.

Yes. Beyond ongoing monitoring of payroll compliance, we have a data-driven approach to determining root cause of any identified variances across an employee’s hire-to-retire lifecycle.

We also often support our clients with specialist advice on key change requirements (i.e. changes to processes or systems, or how managers and employees interact with systems), consulting support to implement these changes, or assurance support to review changes once implemented.

Yes, KPMG can perform payroll audits. To speak with a Human Capital Risk & Compliance specialist or request a demo of KPMG ThinkPay, contact us.

Typically, we find no single point of failure and in many cases, errors are inadvertent. Often, they are caused by a combination of:

1. complex employment obligations (paired with inconsistent or an absence of clear interpretation)
2. systems and processes that have been ‘set and forget’ or were poorly designed and implemented
3. changes in workforce demand requiring different patterns of work or additional hours of work. 

There is a misconception that payroll can be processed ‘at the click of a button’, underestimating the effort to get things right.

We have a data-driven methodology that has been industrialised in our proprietary technology, the KPMG ThinkPay platform. We believe this is leading practice as it allows us to consistently and rapidly configure employment obligations (e.g. pay rules set out in policy/business rules, awards, enterprise agreements or in legislation). Our methodology and technology have been developed and refined through hundreds of client engagements, and have held up against regulatory scrutiny.