Ordinary wages
The base rate for hours actually worked, tested against the rate that applied at the time.
Unpaid wages and entitlements
Work out what your employer still owes you.
Wage Remediation reconciles what you were actually paid against what you were entitled to be paid, one pay cycle at a time, and turns the difference into a schedule you can put in front of an employer.
$79 a month, every employer included. Nothing is sent to anybody unless you send it.
Reconciliation summary
Example employment, seven years
| Entitlement | Shortfall |
|---|---|
| Ordinary wages | 4,182.60 |
| Overtime | 9,740.15 |
| After hours | 35,068.75 |
| Annual leave | 6,911.40 |
| Superannuation | 5,842.09 |
| Total unresolved | 61,744.99 |
Every figure links to the payslip, roster or bank record it came from.
6 years
the period an underpayment claim can commonly reach back over
7 years
how long an employer is required to keep pay and time records
Every cycle
reconciled on its own, so a shortfall is never averaged away
Underpayment is rarely one obvious error
It is usually small, repeated and spread across years, which is exactly what makes it hard to see on a single payslip and easy for an employer to dispute in the absence of a record.
A rate that sits below the award or agreement that actually applies
Hours worked outside the roster that were never separately paid
Leave and superannuation that accrued but were never paid out
How it works
Four steps, and you can stop after any of them.
- 1
Record the employment
Employer, role, start and end dates, pay type, rate, ordinary hours and pay cycle. Several employments under the one employer are kept separate, because the terms usually changed.
- 2
Load what you were paid
Payslips, bank statements, rosters, timesheets and messages. What you cannot find, you can request: an employer has to keep those records and give you access to them.
- 3
Reconcile each pay cycle
Expected against actual, cycle by cycle, with the shortfall recorded against the entitlement it belongs to and the evidence kept attached to it.
- 4
Put it to the employer
Produce a schedule of what is owed and correspond from an address that belongs to that matter alone, kept apart from your personal email.
What you can track
Each of these is recorded as its own entitlement, with its own period, hours, expected amount and shortfall.
Overtime
Hours beyond ordinary hours, at the rate the applicable instrument sets.
Penalty rates
Weekend, public holiday and shift loadings for the periods they apply to.
After hours
Rostered work outside ordinary hours, recorded as time worked rather than an allowance.
Extended after hours
Standing availability across a defined window, where the restraint on your time is itself the work.
Allowances
Tool, travel, meal, vehicle and similar amounts that attach to the work.
Annual leave
Accrual, what was taken, what was paid on termination and what is left.
Personal leave
Accrual and use, including periods recorded as unpaid that should not have been.
Long service leave
Service-based accrual under the rules of the state or territory that applies.
Superannuation
Contributions against ordinary time earnings, quarter by quarter.
Notice period
Notice owed on termination, or payment in lieu of it.
Redundancy
Severance based on continuous service.
Built to survive a dispute
A number nobody can trace is a number an employer can wave away. Everything here is designed to be checked.
Every figure carries its source
A shortfall points back at the payslip, roster entry or bank line it was derived from, together with the working that produced it.
Status you can defend
Entitlements move through accruing, owing, claimed, paid and disputed, so the position at any date is a matter of record rather than recollection.
Pay cycle resolution
Reconciliation happens per cycle rather than per year, which keeps a period of underpayment from being cancelled out by a period of correct payment.
An address per employer
Each matter gets its own address on its own subdomain. Correspondence stays separated by employer and away from your personal accounts, and a matter can be closed off without touching any other.
Correspondence in one place
Drafts, requests for records and demands are kept against the employment, with what was sent and when.
A schedule you can hand over
The reconciliation exports as a dated schedule of amounts and periods, in a form a lawyer, a union or a regulator can read.
Correspondence
A separate address for every employer
Approaching a former employer means giving them somewhere to write back. Wage Remediation issues each matter its own address on its own subdomain, so correspondence about one employer never touches another, and closing a matter closes only that channel.
- ✓Your personal email address is never given out
- ✓One employer per subdomain, kept fully separate
- ✓Close a matter and its address stops accepting mail
matter address
case@employer-1.example.com
case@employer-2.example.com
case@employer-3.example.com
Start with one employer
Record the employment, load what you have, and see what the reconciliation says. You can decide what to do about it afterwards.
Common questions
Is this legal advice? +
No. Wage Remediation is a record-keeping and reconciliation tool. It organises your own employment records and shows you what the arithmetic produces. It is not a law firm and does not act for you.
How far back can I go? +
Underpayment claims can commonly reach back six years, though the period and the forum depend on what is being claimed and where you worked. Long service leave and superannuation follow their own rules. The tool will reconcile whatever period you have records for and leaves the question of what to pursue to you.
What if I do not have my payslips? +
Employers are required to keep pay and time records for seven years and to issue payslips within one working day of paying wages. Those records can be requested. Where a record is missing entirely, the reconciliation shows the gap rather than guessing at it.
What if my employer disputes the figures? +
That is what the evidence trail is for. Each figure is tied to the document it came from and the calculation applied to it, so a disagreement becomes a question about a specific record on a specific date rather than a general argument.
Do you contact my employer for me? +
No. Every approach to an employer is made by you, from your own matter address. Nothing leaves the system on its own.
Who can see what I record? +
You. Employment records, payslips and correspondence sit in your own account and are not shared with an employer, a regulator or anybody else unless you send them yourself.