Deputy believes that the smartest businesses have realised a very important insight: Compliance is not just a legal requirement; it’s a business advantage. In our experience the most forward-thinking businesses are making compliance a strategic pillar, not just a checklist item.
Watch this insightful webinar to hear from two experts on practical strategies for keeping your Business Compliant.
This webinar covers:
- Wage theft and underpayment of staff
- What are the common pitfalls businesses are making in this space?
- How you can future proof your business for compliance

Trusted by 385,000+ workplaces across the globe







Trusted by 385,000+ workplaces across the globe






Meet the speakers

Frank Chila - Deputy
SVP Legal

Clare Kerley - Hall & Wilcox
Partner
Find out how Deputy can help you uncomplicate compliance with a personalised demo or free trial
Other resources you might like
Frequently asked questions
- What is award interpretation?
Award Interpretation is the process of calculating the minimum legal amount of pay for hours worked, during a specific period of time, based on the relevant legal agreement — this legal agreement is usually called an 'award' or ‘modern award’. The calculation process involves assessment of base hourly pay rates, overtime pay rates, penalty pay rates, and allowances.
- What is a modern award?
A modern award sets out the minimum employment terms and conditions that an employer must comply with — on top of the National Employment Standards (NES). They include minimum wages, overtime and penalty rates, allowances, breaks, and hours of work. There are numerous awards that are specific to different industries and occupations.
- Which award applies to me?
Check the Fair Work website for guidance on which award applies to you. It’s also important to note that a business can be subject to more than one award depending on the different jobs their employees do.
Compliance Responsibilities
While Deputy’s workforce management software is designed to simplify compliance with many scheduling and timekeeping requirements, it is not a substitute for payroll or legal advice, nor is it intended to relieve you of your obligation to comply with the laws and regulatory requirements that are applicable to your business. It is ultimately each customer’s sole responsibility to pay their employees correctly and in compliance with all legal and contractual requirements. Please review our Product Specific Terms for more information about your compliance responsibilities. The information provided on this website is for general informational and promotional purposes and is not payroll, legal, or tax advice.