[{"data":1,"prerenderedAt":5998},["ShallowReactive",2],{"$AT5N6C5dAI":3},{"story":4,"region":5997},["Reactive",5],{"name":6,"created_at":7,"published_at":8,"updated_at":9,"id":10,"uuid":11,"content":12,"slug":5991,"full_slug":5992,"sort_by_date":46,"position":5993,"tag_list":5994,"is_startpage":49,"parent_id":2617,"meta_data":46,"group_id":5995,"first_published_at":8,"release_id":46,"lang":53,"path":46,"alternates":5996,"default_full_slug":46,"translated_slugs":46},"How to Manage Varied Award Rules Across a Store Network","2026-08-26T06:08:26.294Z","2026-08-26T23:03:08.138Z","2026-08-26T23:03:08.156Z",213134976217539,"aeaaa3ad-c497-4ef8-89f3-1cf252391a67",{"seo":13,"_uid":18,"AI_SEO":19,"author":20,"content":56,"headline":6,"component":808,"post_date":809,"thumbnail":810,"types_tag":820,"features_tag":846,"show_resource":55,"industries_tag":870,"related_articles":1020},{"title":14,"plugin":15,"seoTitle":6,"seoKeywords":16,"seoTitleInput":6,"seoDescription":17},"SEO Metadata","deputy-seo-metadata","award interpretation software\naward interpretation\nmulti-location award rules\nstore network payroll\nmodern awards Australia\naward compliance software\npenalty rates\naward classifications\nFair Work awards\nmulti-site rostering\nretail award rates\nunderpayment risk\nenterprise agreement payroll\nrostering and payroll\nFair Work Pay and Conditions Tool","Manage varied award rules across multi-location store networks by fixing coverage, classification, and shift timing before you review pay outcomes weekly.","aedd864d-1eed-4c72-9bb1-5cb81df93634","",{"name":21,"created_at":22,"published_at":23,"updated_at":24,"id":25,"uuid":26,"content":27,"slug":44,"full_slug":45,"sort_by_date":46,"position":47,"tag_list":48,"is_startpage":49,"parent_id":50,"meta_data":46,"group_id":51,"first_published_at":52,"release_id":46,"lang":53,"path":46,"alternates":54,"default_full_slug":46,"translated_slugs":46,"_stopResolving":55},"Deputy Team","2020-05-15T04:58:13.875Z","2021-02-02T22:57:04.000Z","2021-02-02T04:30:43.760Z",11527696,"25fffc56-55d1-4f59-8b1e-617162a8927e",{"_uid":28,"name":21,"image":29,"component":42,"description":43},"a8a7137e-efc4-44fd-89e9-bcd4641aac65",{"_uid":30,"title":31,"plugin":32,"imageAlt":33,"minWidth":34,"imageName":35,"imageS3Key":36,"description":37,"mobileWidth":38,"desktopWidth":38,"assetSelector":19,"imagePublicUrl":39,"imageOriginalUrl":40,"sourceImageWidth":41,"sourceImageHeight":41},"213ad250-d5a8-4304-bb3c-193a76458e83","Deputy Images","deputy-images","Deputy team",188,"avatar-deputy-team.png","f/64010/2000x2000/636a91b857/avatar-deputy-team.png","A images plugin to ensure consistent, reliable image uploads with strict SEO metadata requirements","94","https://s3.amazonaws.com/a.storyblok.com/f/64010/2000x2000/636a91b857/avatar-deputy-team.png","//a.storyblok.com/f/64010/2000x2000/636a91b857/avatar-deputy-team.png",2000,"blog-author","Deputy’s content team works closely with business owners, managers, and their employees to create helpful articles about how to make their worklife easier.","deputy-team","_content_types/authors/deputy-team",null,-50,[],false,11461645,"416bfdf9-510c-4a02-a693-84f4847ef5b2","2020-06-22T07:51:34.947Z","default",[],true,[57,344,369],{"_uid":58,"content":59,"component":343},"6b4d2d9a-d7f9-4c01-be86-e9aa08d6b57b",{"type":60,"attrs":61,"content":62},"doc",{"backgroundColor":46},[63,67,74,107,112,128,140,145,159,165,167,180,191,197,210,215,228,241,246,267,280,291,304,309,318,327,332],{"type":64,"attrs":65},"heading",{"level":66,"textAlign":46},1,{"type":64,"attrs":68,"content":70},{"level":69,"textAlign":46},2,[71],{"text":72,"type":73},"Key takeaways","text",{"type":75,"content":76},"bullet_list",[77,86,93,100],{"type":78,"content":79},"list_item",[80],{"type":81,"attrs":82,"content":83},"paragraph",{"textAlign":46},[84],{"text":85,"type":73},"Map each role to the applicable industrial instrument first, using Fair Work guidance and qualified advice where needed. Use Modern Award settings where an award applies. Where an enterprise agreement covers the employee, apply the agreement and check the applicable minimum-rate requirements against the relevant modern award.",{"type":78,"content":87},[88],{"type":81,"attrs":89,"content":90},{"textAlign":46},[91],{"text":92,"type":73},"Treat pay rules as shift-time logic at each location (who, when, which instrument and classification you have set), not only as a head-office spreadsheet rebuild after the week closes.",{"type":78,"content":94},[95],{"type":81,"attrs":96,"content":97},{"textAlign":46},[98],{"text":99,"type":73},"Keep Award coverage and classification decisions with the employer and qualified advisers. Duties and classification level matter more than job title, including when the same title means different work in different stores.",{"type":78,"content":101},[102],{"type":81,"attrs":103,"content":104},{"textAlign":46},[105],{"text":106,"type":73},"Use tools to run configured pay rules and surface outcomes for manager review. Software does not decide which award or enterprise agreement applies, interpret the instrument for you, or determine legal entitlements.",{"type":81,"attrs":108,"content":109},{"textAlign":46},[110],{"text":111,"type":73},"It's 4 p.m. on Friday across your store network. One site needs a late close. Another needs a Saturday open. A casual covers both patterns in the same week, and area managers still have to hold trading hours. Coverage gets patched store by store. The pay problem often waits until payroll, when weekend loadings, overtime thresholds, public holiday differences, and allowances finally collide across locations.",{"type":81,"attrs":113,"content":114},{"textAlign":46},[115,117,126],{"text":116,"type":73},"If you run ",{"text":118,"type":73,"marks":119},"multiple stores",[120],{"type":121,"attrs":122},"link",{"href":123,"uuid":46,"anchor":46,"target":124,"linktype":125},"https://www.deputy.com/au/business-size/multi-location","_self","url",{"text":127,"type":73},", you are not managing one tidy pay rule set. You are managing varied award and agreement rules across sites that trade differently, roster differently, and sometimes sit under different instruments. This guide is for ops and payroll leaders who need a practical way to keep coverage local without turning every pay run into a multi-store rebuild.",{"type":81,"attrs":129,"content":130},{"textAlign":46},[131,133,138],{"text":132,"type":73},"The organising idea is simple: ",{"text":134,"type":73,"marks":135},"pay rules at the shift versus pay rules at the pay run",[136],{"type":137},"bold",{"text":139,"type":73},". Confirm applicable instrument coverage, classification, and timing before each store publishes coverage. Then use rostering, time, and payroll workflows to help review calculated outcomes before money moves.",{"type":64,"attrs":141,"content":142},{"level":69,"textAlign":46},[143],{"text":144,"type":73},"Why varied award rules break down across store networks",{"type":81,"attrs":146,"content":147},{"textAlign":46},[148,150,157],{"text":149,"type":73},"Shift work rarely sits under one clean rate. A retail network can mix floor staff, supervisors, stock, and specialty counters across different instruments. Fair Work ",{"text":151,"type":73,"marks":152},"about awards guidance",[153],{"type":121,"attrs":154},{"href":155,"uuid":46,"anchor":46,"target":156,"linktype":125},"https://www.fairwork.gov.au/employment-conditions/awards/about-awards","_blank",{"text":158,"type":73}," notes that an employer can be covered by more than one award depending on the jobs employees do. Some roles may sit under a modern award. Others may sit under a registered enterprise agreement. Treat those as separate coverage paths before you worry about rate maths.",{"type":160,"attrs":161},"image",{"id":46,"alt":162,"src":163,"title":19,"source":46,"copyright":46,"meta_data":164},"Retail managers collaborating on a laptop while planning staffing across store locations","//a.storyblok.com/f/64010/0x0/4a859c9d01/faaz8lkinzs.jpg",{},{"type":81,"attrs":166},{"textAlign":46},{"type":81,"attrs":168,"content":169},{"textAlign":46},[170,172,178],{"text":171,"type":73},"According to the ",{"text":173,"type":73,"marks":174},"Fair Work Ombudsman modern awards fact sheet",[175],{"type":121,"attrs":176},{"href":177,"uuid":46,"anchor":46,"target":156,"linktype":125},"https://www.fairwork.gov.au/tools-and-resources/fact-sheets/minimum-workplace-entitlements/modern-awards",{"text":179,"type":73},", a modern award sets minimum terms and conditions of employment on top of the National Employment Standards (NES). Modern awards came into effect on 1 January 2010. They commonly cover pay, hours of work, rosters, breaks, allowances, penalty rates, and overtime.",{"type":81,"attrs":181,"content":182},{"textAlign":46},[183,185,189],{"text":184,"type":73},"Fair Work also separates awards from enterprise agreements. Fair Work ",{"text":151,"type":73,"marks":186},[187],{"type":121,"attrs":188},{"href":155,"uuid":46,"anchor":46,"target":156,"linktype":125},{"text":190,"type":73}," states that awards don't apply when there is an enterprise agreement in place. The modern awards fact sheet adds that if a business is covered by a registered agreement, the conditions of a modern award are usually no longer relevant. However, if the base rates of pay in an agreement are lower than those in the relevant modern award, the base rates of pay in the modern award will apply.",{"type":64,"attrs":192,"content":194},{"level":193,"textAlign":46},3,[195],{"text":196,"type":73},"Classification stays with the employer and qualified advisers",{"type":81,"attrs":198,"content":199},{"textAlign":46},[200,202,208],{"text":201,"type":73},"Classification is where many network errors start. Keep Award coverage and classification decisions with the employer and qualified advisers. Under Fair Work ",{"text":203,"type":73,"marks":204},"award classifications",[205],{"type":121,"attrs":206},{"href":207,"uuid":46,"anchor":46,"target":156,"linktype":125},"https://www.fairwork.gov.au/employment-conditions/awards/award-classifications",{"text":209,"type":73}," guidance, an employee's minimum pay rate is determined by their award classification. You should not rely only on job titles or job descriptions. You need to weigh the duties the person actually performs, including when the same title means different work in different stores. A system can store the classification you assign. It does not decide the classification for you.",{"type":64,"attrs":211,"content":212},{"level":193,"textAlign":46},[213],{"text":214,"type":73},"Timing, public holidays, and location variance",{"type":81,"attrs":216,"content":217},{"textAlign":46},[218,220,226],{"text":219,"type":73},"Timing then stacks the maths across locations. Fair Work guidance on ",{"text":221,"type":73,"marks":222},"penalty rates",[223],{"type":121,"attrs":224},{"href":225,"uuid":46,"anchor":46,"target":156,"linktype":125},"https://www.fairwork.gov.au/pay-and-wages/penalty-rates-allowances-and-other-payments/penalty-rates",{"text":227,"type":73}," explains that penalty rates are higher pay rates employees need to be paid for working particular hours or days. Under an award or agreement, they may apply on weekends, public holidays, overtime, late nights, or early mornings, depending on the instrument. A 30-minute overrun past ordinary hours, a late swap onto Sunday, or a change to break arrangements can affect applicable pay outcomes depending on the instrument and configured rules.",{"type":81,"attrs":229,"content":230},{"textAlign":46},[231,233,239],{"text":232,"type":73},"The Fair Work Ombudsman ",{"text":234,"type":73,"marks":235},"public holidays fact sheet",[236],{"type":121,"attrs":237},{"href":238,"uuid":46,"anchor":46,"target":156,"linktype":125},"https://www.fairwork.gov.au/tools-and-resources/fact-sheets/minimum-workplace-entitlements/public-holidays",{"text":240,"type":73}," also notes that some public holidays are celebrated on different days depending on the state or territory, and that other days can be declared as public holidays within a state or territory. Trading patterns still vary by location, so the same roster pattern can produce different pay outcomes where applicable instruments, classifications, or location-based conditions differ.",{"type":64,"attrs":242,"content":243},{"level":193,"textAlign":46},[244],{"text":245,"type":73},"Why the stakes stay high for multi-location operators",{"type":81,"attrs":247,"content":248},{"textAlign":46},[249,251,257,259,265],{"text":250,"type":73},"The scale of award-based pay is not niche. The ",{"text":252,"type":73,"marks":253},"ABS Employee Earnings and Hours May 2025",[254],{"type":121,"attrs":255},{"href":256,"uuid":46,"anchor":46,"target":156,"linktype":125},"https://www.abs.gov.au/statistics/labour/earnings-and-working-conditions/employee-earnings-and-hours-australia/latest-release",{"text":258,"type":73}," release shows 22.7% of employees had pay set by award only. The ",{"text":260,"type":73,"marks":261},"Fair Work Commission Annual Wage Review statistical report",[262],{"type":121,"attrs":263},{"href":264,"uuid":46,"anchor":46,"target":156,"linktype":125},"https://www.fwc.gov.au/documents/sites/wage-reviews/2024-25/c2025-1-statistical-report-version-4.pdf",{"text":266,"type":73}," (using May 2023 data) shows higher award reliance in shift-heavy industries: 60.4% in accommodation and food services, and 33.9% in retail trade, versus 23.2% across all industries.",{"type":81,"attrs":268,"content":269},{"textAlign":46},[270,272,278],{"text":271,"type":73},"Underpayment remains a live enforcement focus. The ",{"text":273,"type":73,"marks":274},"Fair Work Ombudsman 2024-25 annual report release",[275],{"type":121,"attrs":276},{"href":277,"uuid":46,"anchor":46,"target":156,"linktype":125},"https://www.fairwork.gov.au/newsroom/media-releases/2025-media-releases/october-2025/20251029-annual-report-2024-25-media-release",{"text":279,"type":73}," states the FWO recovered $358 million for more than 249,000 underpaid workers in 2024-25. That figure is regulator recoveries, not a measure of total underpayment across the economy. The report also shows substantial recoveries involving large corporate employers, illustrating why central payroll controls matter in multi-location businesses.",{"type":81,"attrs":281,"content":282},{"textAlign":46},[283,289],{"text":284,"type":73,"marks":285},"Criminal underpayment guidance",[286],{"type":121,"attrs":287},{"href":288,"uuid":46,"anchor":46,"target":156,"linktype":125},"https://www.fairwork.gov.au/about-us/compliance-and-enforcement/criminal-prosecution",{"text":290,"type":73}," from Fair Work explains that intentional underpayment of wages or entitlements can be a criminal offence in applicable circumstances. Honest mistakes are not included. Keep this as legal context only; software does not determine whether conduct is lawful or unlawful.",{"type":81,"attrs":292,"content":293},{"textAlign":46},[294,296,302],{"text":295,"type":73},"Rate maintenance adds another network load. Under the ",{"text":297,"type":73,"marks":298},"Annual Wage Review 2026",[299],{"type":121,"attrs":300},{"href":301,"uuid":46,"anchor":46,"target":156,"linktype":125},"https://www.fairwork.gov.au/about-us/workplace-laws/annual-wage-review/annual-wage-review-2026",{"text":303,"type":73},", minimum award wages increase by 4.75% from the first full pay period starting on or after 1 July 2026. The National Minimum Wage is $26.44 per hour or $1,004.90 per week for employees not covered by an award or registered agreement. Most award-covered roles use the award rate that applies to their classification, which can sit above the National Minimum Wage. A missed review or outdated customised rate can affect employees using that configuration, so network-wide review remains important.",{"type":64,"attrs":305,"content":306},{"level":69,"textAlign":46},[307],{"text":308,"type":73},"Pay rules at the shift vs pay rules at the pay run",{"type":81,"attrs":310,"content":311},{"textAlign":46},[312,316],{"text":313,"type":73,"marks":314},"Pay rules at the pay run",[315],{"type":137},{"text":317,"type":73}," means head office rebuilds pay components after the week closes. Someone exports hours from many stores, hunts clauses, and re-keys loadings into a spreadsheet or payroll screen. Late swaps, split shifts, and location-specific public holidays can turn into detective work when people already expect to be paid.",{"type":81,"attrs":319,"content":320},{"textAlign":46},[321,325],{"text":322,"type":73,"marks":323},"Pay rules at the shift",[324],{"type":137},{"text":326,"type":73}," means you set classification, employment type, and ordinary-hour patterns before each store publishes coverage. You watch labour cost signals while you build the roster. You review calculated timesheet outcomes from your configured rules when you approve time, not only when payroll runs.",{"type":81,"attrs":328,"content":329},{"textAlign":46},[330],{"text":331,"type":73},"Pay-run-only processes can fail on the same pattern every busy week. The floor moves faster than the spreadsheet, and the network multiplies the lag. By the time central payroll sees the gap, the shift history is already set across sites, and cleanup can increase manual work and team friction.",{"type":81,"attrs":333,"content":334},{"textAlign":46},[335,337,341],{"text":336,"type":73},"In workforce terms, award interpretation software applies configured pay rules based on the instrument and classification settings you provide, so base rates, penalties, overtime, and allowances can be reviewed before payroll. Some teams still do that work with spreadsheets. Others use workforce tools that run ",{"text":338,"type":73,"marks":339},"configured",[340],{"type":137},{"text":342,"type":73}," pay rules against reviewed time and attendance information and surface the components for manager review. Either way, the employer still owns coverage, classification, and the final pay decision.","cms-blog-richtext",{"_uid":345,"ctas":346,"theme":360,"component":361,"hide_capterra":55,"spacer_bottom":362,"call_to_action":363,"call_to_action_style":53},"d82cc22d-3fb1-4862-8002-e95b8af3cd32",[347,355],{"_uid":348,"link":349,"text":352,"type":353,"component":354,"analyticsId":19},"78a5cfac-471c-4ead-b5d8-2e8f2456c7af",{"id":19,"url":19,"linktype":350,"fieldtype":351,"cached_url":19},"story","multilink","Start for free","signup","buttonContentType",{"_uid":356,"link":357,"text":358,"type":359,"component":354,"analyticsId":19},"7246e41c-d0eb-48d4-b92c-453b10d849d4",{"id":19,"url":19,"linktype":350,"fieldtype":351,"cached_url":19},"See how it works","consultation","azure","cms-cta-dark","40",{"type":60,"content":364},[365],{"type":81,"content":366},[367],{"text":368,"type":73},"Discover how Deputy can make managing your team effortless",{"_uid":370,"content":371,"component":343},"afb87acd-ca9c-4fa1-a0b6-af7038881c48",{"type":60,"content":372},[373,379,383,387,393,397,429,449,455,459,479,483,489,501,507,519,525,529,547,551,557,561,587,591,597,601,605,658,662,698,704,708,712,744,752,759,765,769,775,785,791,801],{"type":64,"attrs":374,"content":376},{"id":375,"level":69},"a-practical-operating-model-for-multi-location-award-rules",[377],{"text":378,"type":73},"A practical operating model for multi-location award rules",{"type":81,"content":380},[381],{"text":382,"type":73},"You do not need a perfect system on day one. You need a repeatable path from store floor to central pay.",{"type":160,"attrs":384},{"alt":385,"src":386,"title":19},"Store team member clocking out on a retail POS terminal after a shift","//a.storyblok.com/f/64010/0x0/69d8189468/mx9f9ptc5ra.jpg",{"type":64,"attrs":388,"content":390},{"id":389,"level":193},"1-separate-award-coverage-from-enterprise-agreement-coverage",[391],{"text":392,"type":73},"1. Separate award coverage from enterprise agreement coverage",{"type":81,"content":394},[395],{"text":396,"type":73},"Confirm the applicable instrument for each role, using Fair Work guidance and qualified advice where needed, before you configure anything:",{"type":75,"content":398},[399,409,419],{"type":78,"content":400},[401],{"type":81,"content":402},[403,407],{"text":404,"type":73,"marks":405},"Modern award path:",[406],{"type":137},{"text":408,"type":73}," the employee is covered by an award that matches the industry or occupation and duties.",{"type":78,"content":410},[411],{"type":81,"content":412},[413,417],{"text":414,"type":73,"marks":415},"Enterprise agreement path:",[416],{"type":137},{"text":418,"type":73}," a registered EA covers the employee. The agreement generally applies instead of the Award, subject to applicable minimum-rate requirements against the relevant modern award.",{"type":78,"content":420},[421],{"type":81,"content":422},[423,427],{"text":424,"type":73,"marks":425},"Award and agreement free path:",[426],{"type":137},{"text":428,"type":73}," less common on store floors, but still possible for some roles.",{"type":81,"content":430},[431,433,439,441,447],{"text":432,"type":73},"Use the official ",{"text":434,"type":73,"marks":435},"Fair Work Pay and Conditions Tool",[436],{"type":121,"attrs":437},{"href":438,"uuid":46,"anchor":46,"target":156,"linktype":125},"https://calculate.fairwork.gov.au/",{"text":440,"type":73}," and the ",{"text":442,"type":73,"marks":443},"Fair Work list of awards",[444],{"type":121,"attrs":445},{"href":446,"uuid":46,"anchor":46,"target":156,"linktype":125},"https://www.fairwork.gov.au/employment-conditions/awards/list-of-awards",{"text":448,"type":73}," when you need a regulator-backed reference point. Do not use an award template as a stand-in for EA terms.",{"type":64,"attrs":450,"content":452},{"id":451,"level":193},"2-set-classification-from-duties-not-job-titles",[453],{"text":454,"type":73},"2. Set classification from duties, not job titles",{"type":81,"content":456},[457],{"text":458,"type":73},"List every role on the network roster by store type. Record:",{"type":75,"content":460},[461,467,473],{"type":78,"content":462},[463],{"type":81,"content":464},[465],{"text":466,"type":73},"the applicable instrument you assess (with qualified advice where needed)",{"type":78,"content":468},[469],{"type":81,"content":470},[471],{"text":472,"type":73},"the classification level based on duties and main purpose of the role",{"type":78,"content":474},[475],{"type":81,"content":476},[477],{"text":478,"type":73},"employment type and any junior or progression settings that affect rates",{"type":81,"content":480},[481],{"text":482,"type":73},"Keep Award coverage and classification decisions with the employer and qualified advisers. Tools can store what you assign. They should not be treated as the decision-maker.",{"type":64,"attrs":484,"content":486},{"id":485,"level":193},"3-build-rosters-with-ordinary-hours-breaks-and-cost-in-view",[487],{"text":488,"type":73},"3. Build rosters with ordinary hours, breaks, and cost in view",{"type":81,"content":490},[491,493,499],{"text":492,"type":73},"Before each store publishes coverage, check ordinary hours, rest and meal break patterns, overtime exposure, and labour cost against the budget. ",{"text":494,"type":73,"marks":495},"Deputy Rostering",[496],{"type":121,"attrs":497},{"href":498,"uuid":46,"anchor":46,"target":156,"linktype":125},"https://www.deputy.com/au/features/scheduling-software",{"text":500,"type":73}," is one way multi-location teams keep shift plans and cost visibility in the same workflow. Retail evening and weekend patterns, and hospitality-style late trade inside some formats, are easier to manage when the roster shows the cost signal before it becomes a pay dispute.",{"type":64,"attrs":502,"content":504},{"id":503,"level":193},"4-use-reviewed-time-and-attendance-information-for-each-site",[505],{"text":506,"type":73},"4. Use reviewed time and attendance information for each site",{"type":81,"content":508},[509,511,517],{"text":510,"type":73},"Use reviewed time and attendance information as an input to pay-rule calculations and payroll workflows. ",{"text":512,"type":73,"marks":513},"Deputy Time and Attendance",[514],{"type":121,"attrs":515},{"href":516,"uuid":46,"anchor":46,"target":156,"linktype":125},"https://www.deputy.com/au/features/time-and-attendance",{"text":518,"type":73}," supports clock data and timesheet approval so calculated hours rest on reviewed attendance, not a second manual rebuild per store. Review exceptions while the week is still fresh: missing breaks, overtime spikes, store transfers, and manual overrides.",{"type":64,"attrs":520,"content":522},{"id":521,"level":193},"5-apply-configured-pay-rules-then-review-before-payroll",[523],{"text":524,"type":73},"5. Apply configured pay rules, then review before payroll",{"type":81,"content":526},[527],{"text":528,"type":73},"Once the applicable instrument and classification are set, configured pay rules can calculate common outcomes on reviewed time and attendance information for manager review. That can include weekend and public holiday loadings, overtime after daily or weekly thresholds, shift allowances, and higher duties, depending on how you configure the rules.",{"type":81,"content":530},[531,537,539,545],{"text":532,"type":73,"marks":533},"Award interpretation tools",[534],{"type":121,"attrs":535},{"href":536,"uuid":46,"anchor":46,"target":156,"linktype":125},"https://www.deputy.com/au/award-interpretation",{"text":538,"type":73}," are designed to support configured pay rates based on your Award settings. They can help surface common award-related outcomes on timesheets for manager review, and wage cost signals while you plan coverage. Connecting reviewed outcomes with ",{"text":540,"type":73,"marks":541},"Deputy Payroll",[542],{"type":121,"attrs":543},{"href":544,"uuid":46,"anchor":46,"target":156,"linktype":125},"https://www.deputy.com/au/payroll-software",{"text":546,"type":73}," can support processing that uses approved attendance and timesheet information. Deputy materials also describe regularly reviewed award updates and award templates that can help you stay current with Fair Work changes, with customer review as part of the process.",{"type":81,"content":548},[549],{"text":550,"type":73},"None of those tools select the applicable award or enterprise agreement, interpret the law for you, determine entitlements, apply or enforce award obligations on their own, or guarantee a legal outcome.",{"type":64,"attrs":552,"content":554},{"id":553,"level":193},"6-monitor-review-and-confirm-rate-updates-across-the-network",[555],{"text":556,"type":73},"6. Monitor, review, and confirm rate updates across the network",{"type":81,"content":558},[559],{"text":560,"type":73},"After each Annual Wage Review or clause change, assign an owner to:",{"type":75,"content":562},[563,569,575,581],{"type":78,"content":564},[565],{"type":81,"content":566},[567],{"text":568,"type":73},"monitor vendor award-library or template updates",{"type":78,"content":570},[571],{"type":81,"content":572},[573],{"text":574,"type":73},"review what changed",{"type":78,"content":576},[577],{"type":81,"content":578},[579],{"text":580,"type":73},"confirm the applicable configured rates remain current and appropriate for the employee and location",{"type":78,"content":582},[583],{"type":81,"content":584},[585],{"text":586,"type":73},"check any customised rates that may sit outside automatic library updates",{"type":81,"content":588},[589],{"text":590,"type":73},"For supported Library rates, Deputy may provide automatic updates and notifications. Customised rates may require manual review and updating. Do not assume every store is current by default. Fair Work still puts responsibility on employers and employees to keep awards and rates up to date.",{"type":64,"attrs":592,"content":594},{"id":593,"level":69},"a-one-week-checklist-for-store-network-ops",[595],{"text":596,"type":73},"A one-week checklist for store-network ops",{"type":81,"content":598},[599],{"text":600,"type":73},"You do not need a full system rebuild to help reduce award-related risk. Start with five concrete moves.",{"type":160,"attrs":602},{"alt":603,"src":604,"title":19},"Manager reviewing workforce and pay details on a laptop at a desk","//a.storyblok.com/f/64010/0x0/19b93fd7d7/wrlirac9t-a.jpg",{"type":606,"content":607},"ordered_list",[608,618,628,638,648],{"type":78,"content":609},[610],{"type":81,"content":611},[612,616],{"text":613,"type":73,"marks":614},"Confirm applicable instruments and classifications by role and store type.",[615],{"type":137},{"text":617,"type":73}," Note whether a modern award or a registered enterprise agreement applies, using Fair Work guidance and qualified advice where needed. If an EA applies, apply the agreement and check the applicable minimum-rate requirements against the relevant modern award. Do not treat award templates as the source of that employee's conditions.",{"type":78,"content":619},[620],{"type":81,"content":621},[622,626],{"text":623,"type":73,"marks":624},"Map high-risk shift patterns by location.",[625],{"type":137},{"text":627,"type":73}," Note late closes, weekend peaks, state and territory public holidays, split shifts, and minimum engagement patterns that most often change loadings.",{"type":78,"content":629},[630],{"type":81,"content":631},[632,636],{"text":633,"type":73,"marks":634},"Reduce dual entry where you can.",[635],{"type":137},{"text":637,"type":73}," If hours are typed into central payroll from separate store sheets, that can increase the potential for errors and missed loadings. Prefer one reviewed timesheet path.",{"type":78,"content":639},[640],{"type":81,"content":641},[642,646],{"text":643,"type":73,"marks":644},"Review exceptions before the pay run.",[645],{"type":137},{"text":647,"type":73}," Build a short exception queue for area and payroll review: overtime spikes, missing breaks, classification changes, store transfers, and manual rate overrides.",{"type":78,"content":649},[650],{"type":81,"content":651},[652,656],{"text":653,"type":73,"marks":654},"Plan rate maintenance as monitor, review, and confirm.",[655],{"type":137},{"text":657,"type":73}," Diary the Annual Wage Review effective dates. Assign an owner to monitor updates, review changes, and confirm the applicable configured rates remain current and appropriate for the employee and location. For supported Library rates, Deputy may provide automatic updates and notifications. Customised rates may require manual review and updating.",{"type":81,"content":659},[660],{"text":661,"type":73},"Run one busy week as a pilot on a sample of stores. Compare reviewed calculated outcomes to your current pay method on a sample of employees. Document mismatches. Investigate and resolve material configuration differences before widening the rollout.",{"type":81,"content":663},[664,666,672,674,680,682,688,690,696],{"text":665,"type":73},"Retail teams often need evening and weekend patterns across many locations. Hospitality-style late trade can sit inside some store formats too. Deputy's ",{"text":667,"type":73,"marks":668},"retail workforce management",[669],{"type":121,"attrs":670},{"href":671,"uuid":46,"anchor":46,"target":156,"linktype":125},"https://www.deputy.com/au/industry/retail",{"text":673,"type":73}," and ",{"text":675,"type":73,"marks":676},"hospitality workforce management",[677],{"type":121,"attrs":678},{"href":679,"uuid":46,"anchor":46,"target":156,"linktype":125},"https://www.deputy.com/au/industry/hospitality",{"text":681,"type":73}," pages outline how those shift patterns show up in day-to-day workforce ops. Deputy's tips to ",{"text":683,"type":73,"marks":684},"prevent payroll mistakes",[685],{"type":121,"attrs":686},{"href":687,"uuid":46,"anchor":46,"target":156,"linktype":125},"https://www.deputy.com/au/blog/5-ways-to-prevent-payroll-mistakes",{"text":689,"type":73}," still apply when awards and agreements span a network: clean inputs, fewer dual systems, and review before money moves. If you are still wiring the basics for smaller clusters inside the network, the guide on ",{"text":691,"type":73,"marks":692},"how to do payroll for a small business",[693],{"type":121,"attrs":694},{"href":695,"uuid":46,"anchor":46,"target":156,"linktype":125},"https://www.deputy.com/au/blog/how-to-do-payroll-for-your-small-business",{"text":697,"type":73}," walks through awards, reporting, and a connected roster-to-pay path.",{"type":64,"attrs":699,"content":701},{"id":700,"level":69},"conclusion",[702],{"text":703,"type":73},"Conclusion",{"type":81,"content":705},[706],{"text":707,"type":73},"Managing varied award rules across a store network is a roster-to-timesheet-to-pay problem. When you only fix pay rules at the pay run, you are cleaning up decisions each floor already made under pressure. When you treat pay rules as shift-time logic, classification, coverage, and timing get attention while you can still change the plan.",{"type":81,"content":709},[710],{"text":711,"type":73},"Remember:",{"type":75,"content":713},[714,720,726,732,738],{"type":78,"content":715},[716],{"type":81,"content":717},[718],{"text":719,"type":73},"Separate award coverage from enterprise agreement coverage. Where an enterprise agreement covers an employee, the agreement generally applies instead of the Award, subject to applicable minimum-rate requirements",{"type":78,"content":721},[722],{"type":81,"content":723},[724],{"text":725,"type":73},"Keep Award coverage and classification decisions with the employer and qualified advisers. Tools store what you assign; they do not determine the instrument or the classification",{"type":78,"content":727},[728],{"type":81,"content":729},[730],{"text":731,"type":73},"Prefer one clean data path from each store roster to reviewed time and attendance information to central payroll",{"type":78,"content":733},[734],{"type":81,"content":735},[736],{"text":737,"type":73},"Monitor, review, and confirm rate updates across the network rather than assuming every location is current by default",{"type":78,"content":739},[740],{"type":81,"content":741},[742],{"text":743,"type":73},"Treat workforce tools as support for configurable compliance workflows, not as legal advice or entitlement determination. You remain responsible for setup, pay decisions, and legal compliance.",{"type":81,"content":745},[746],{"text":747,"type":73,"marks":748},"Try Deputy for free",[749],{"type":121,"attrs":750},{"href":751,"uuid":46,"anchor":46,"target":156,"linktype":125},"https://www.deputy.com/au/free-trial",{"type":64,"attrs":753,"content":756},{"id":754,"level":755},"frequently-asked-questions",4,[757],{"text":758,"type":73},"Frequently asked questions",{"type":81,"content":760},[761],{"text":762,"type":73,"marks":763},"Is this only a central payroll problem?",[764],{"type":137},{"type":81,"content":766},[767],{"text":768,"type":73},"No. Classification and roster design at store level can create overtime, penalties, and allowance triggers earlier in the week under the rules you set. In Deputy, configured award settings can connect to rostering and timesheets as well as pay outcomes for manager review. Payroll is where errors can become payments across the network.",{"type":81,"content":770},[771],{"text":772,"type":73,"marks":773},"Can one store network use more than one modern award?",[774],{"type":137},{"type":81,"content":776},[777,779,783],{"text":778,"type":73},"Yes. Fair Work ",{"text":151,"type":73,"marks":780},[781],{"type":121,"attrs":782},{"href":155,"uuid":46,"anchor":46,"target":156,"linktype":125},{"text":784,"type":73}," explains that an employer can be covered by more than one award depending on the jobs employees do. Multi-site and multi-role teams should assess coverage for each role, then map those instruments before they argue about rate maths. Where an enterprise agreement covers an employee, the agreement generally applies instead of the Award, subject to applicable minimum-rate requirements. Software does not decide which award or agreement applies.",{"type":81,"content":786},[787],{"text":788,"type":73,"marks":789},"Do tools remove the need to check Fair Work updates for every location?",[790],{"type":137},{"type":81,"content":792},[793,795,799],{"text":794,"type":73},"No. The ",{"text":173,"type":73,"marks":796},[797],{"type":121,"attrs":798},{"href":177,"uuid":46,"anchor":46,"target":156,"linktype":125},{"text":800,"type":73}," states that employers and employees remain responsible for keeping awards and rates up to date, including annual minimum wage changes. Deputy award interpretation and payroll features can help with regularly reviewed award updates and configured templates, then surface outcomes for manager review. For supported Library rates, Deputy may provide automatic updates and notifications. Customised rates may require manual review and updating. Your job is still to monitor, review, and confirm the applicable configured rates remain current and appropriate for the employee and location. They do not determine award or agreement coverage, provide legal advice, guarantee compliance, or take over your legal duties.",{"type":81,"content":802},[803],{"text":804,"type":73,"marks":805},"Disclaimer: This article provides general information only and is not legal advice. Workplace obligations vary depending on your circumstances. Deputy is designed to support leave, payroll, time and attendance, and scheduling workflows but does not provide legal advice or guarantee compliance. Employers remain responsible for complying with applicable workplace laws and configuring the platform to meet their requirements.",[806],{"type":807},"italic","blog-post","2026-08-26 06:08",{"_uid":811,"title":31,"imgSrc":19,"plugin":32,"imageAlt":812,"minWidth":813,"imageName":814,"imageS3Key":815,"description":37,"mobileWidth":816,"desktopWidth":816,"assetSelector":19,"imagePublicUrl":817,"imageOriginalUrl":818,"sourceImageWidth":813,"sourceImageHeight":819},"aa4bb5f2-f2d4-4243-8c6d-d9053794cd75","Small hospitality team discussing shift plans before service",1200,"6jzYgQYPIEw.jpg","f/64010/1200x630/78fac35c36/6jzygqypiew.jpg",600,"https://s3.amazonaws.com/a.storyblok.com/f/64010/1200x630/78fac35c36/6jzygqypiew.jpg","//a.storyblok.com/f/64010/1200x630/78fac35c36/6jzygqypiew.jpg",630,[821],{"name":822,"created_at":823,"published_at":824,"updated_at":825,"id":826,"uuid":827,"content":828,"slug":838,"full_slug":839,"sort_by_date":46,"position":840,"tag_list":841,"is_startpage":49,"parent_id":842,"meta_data":46,"group_id":843,"first_published_at":844,"release_id":46,"lang":53,"path":46,"alternates":845,"default_full_slug":46,"translated_slugs":46,"_stopResolving":55},"Article","2020-05-27T00:12:38.525Z","2022-04-21T00:47:46.561Z","2022-04-21T00:47:46.584Z",12174506,"eebc545a-310f-42c0-a488-2fa93c9e0756",{"_uid":829,"icon":830,"link":834,"name":835,"subline":836,"headline":835,"component":837},"2748a594-cc6f-4c66-8d86-f4696737e8d7",{"_uid":831,"title":31,"imgSrc":19,"plugin":32,"imageAlt":19,"minWidth":832,"imageName":19,"imageS3Key":19,"description":37,"mobileWidth":833,"desktopWidth":833,"assetSelector":19,"imagePublicUrl":19,"sourceImageWidth":19,"sourceImageHeight":19},"4b487a44-082b-4acd-97b6-900e66b62b19",36,"18",{"id":19,"url":19,"anchor":19,"linktype":350,"fieldtype":351,"cached_url":19},"Articles","Learn everything you need to know about streamlining business growth, staff support, and 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sure you and your staff are compliant with local and federal legislature, mandates, protocols, and 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business","enterprise","_content_types/industries/enterprise",-170,[],12008164,"4a4dcf6a-0d87-4c89-8b76-84515a6eb319","2022-04-08T07:24:04.330Z",[],{"name":895,"created_at":896,"published_at":897,"updated_at":898,"id":899,"uuid":900,"content":901,"slug":914,"full_slug":915,"sort_by_date":46,"position":916,"tag_list":917,"is_startpage":49,"parent_id":890,"meta_data":46,"group_id":918,"first_published_at":919,"release_id":46,"lang":53,"path":46,"alternates":920,"default_full_slug":46,"translated_slugs":46,"_stopResolving":55},"Retail","2020-05-26T00:43:34.895Z","2022-04-21T00:49:15.163Z","2022-04-21T00:49:15.187Z",12079641,"3151d1b8-4110-4a93-a46f-e4e3101be662",{"_uid":902,"icon":903,"link":910,"name":895,"subline":913,"headline":895,"component":837},"162762f3-21e3-4f10-9706-a9f85f690547",{"_uid":904,"title":31,"imgSrc":19,"plugin":32,"imageAlt":905,"minWidth":832,"imageName":906,"imageS3Key":907,"description":37,"mobileWidth":833,"desktopWidth":833,"assetSelector":19,"imagePublicUrl":908,"imageOriginalUrl":909,"sourceImageWidth":19,"sourceImageHeight":19},"bec3de1c-7734-4edd-82f7-af7a92153807","retail 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Your Current Multi-Location Employee Attendance Tracking System Is Making Your Job Harder","2025-05-22T17:46:12.095Z","2026-06-29T23:55:51.518Z","2026-06-29T23:55:51.553Z",675554672,"3e2cacda-f486-4b4d-894c-77160eed94bf",{"seo":1029,"_uid":1036,"AI_SEO":19,"author":1037,"content":1042,"headline":1824,"component":808,"post_date":1825,"thumbnail":1826,"types_tag":1835,"features_tag":1842,"show_resource":55,"industries_tag":1863,"related_articles":1903},{"_uid":1030,"title":14,"plugin":15,"seoTitle":1031,"description":1032,"seoKeywords":1033,"seoTitleInput":1034,"seoDescription":1035},"92601abf-d9f9-43b0-80ca-084a0c97e6ba","The Problem with Basic Employee Attendance Tracking Systems — Deputy","This plugin provides a robust implementation of various SEO metadata requirements","attendance tracking for multi-location businesses\nmulti-location attendance management\nemployee attendance tracking system\nattendance tracking software Australia\nGPS clock-in for multiple locations\nshift worker attendance tracking\nmulti-site time and attendance\ncentralised attendance system\nbreak tracking compliance Australia\nattendance tracking payroll integration\nmobile clock-in app for shift workers\nreal-time attendance dashboard\nFair Work attendance compliance\nmulti-location workforce management\ngeofencing employee attendance","The Problem with Basic Employee Attendance Tracking Systems","Attendance tracking for multi-location businesses breaks down fast. Learn how to fix payroll errors, compliance gaps, and data silos across every site.","2a78ef95-0465-4e73-b5fc-b7b86f23619b",{"name":21,"created_at":22,"published_at":23,"updated_at":24,"id":25,"uuid":26,"content":1038,"slug":44,"full_slug":45,"sort_by_date":46,"position":47,"tag_list":1040,"is_startpage":49,"parent_id":50,"meta_data":46,"group_id":51,"first_published_at":52,"release_id":46,"lang":53,"path":46,"alternates":1041,"default_full_slug":46,"translated_slugs":46,"_stopResolving":55},{"_uid":28,"name":21,"image":1039,"component":42,"description":43},{"_uid":30,"title":31,"plugin":32,"imageAlt":33,"minWidth":34,"imageName":35,"imageS3Key":36,"description":37,"mobileWidth":38,"desktopWidth":38,"assetSelector":19,"imagePublicUrl":39,"imageOriginalUrl":40,"sourceImageWidth":41,"sourceImageHeight":41},[],[],[1043,1559,1575],{"_uid":1044,"content":1045,"component":343},"cb2586dd-77e4-4872-9cff-e4bedf12b8a1",{"type":60,"content":1046},[1047,1051,1099,1104,1123,1128,1133,1138,1149,1154,1159,1164,1169,1174,1191,1196,1209,1220,1225,1230,1235,1246,1251,1256,1261,1274,1279,1298,1303,1308,1313,1326,1331,1336,1341,1346,1364,1377,1382,1387,1392,1405,1410,1415,1427,1438,1449,1454,1459,1470,1475,1480,1496,1509,1520,1525,1530,1535,1546],{"type":64,"attrs":1048,"content":1049},{"level":69,"textAlign":46},[1050],{"text":72,"type":73},{"type":75,"content":1052},[1053,1066,1079,1086],{"type":78,"content":1054},[1055],{"type":81,"attrs":1056,"content":1057},{"textAlign":46},[1058,1060,1064],{"text":1059,"type":73},"Manual attendance tracking across multiple locations leads to ",{"text":1061,"type":73,"marks":1062},"payroll errors",[1063],{"type":137},{"text":1065,"type":73},", compliance gaps, and wasted management hours.",{"type":78,"content":1067},[1068],{"type":81,"attrs":1069,"content":1070},{"textAlign":46},[1071,1073,1077],{"text":1072,"type":73},"A centralised, cloud-based system with Global Positioning System (GPS) verification and mobile clock-ins gives you ",{"text":1074,"type":73,"marks":1075},"real-time visibility",[1076],{"type":137},{"text":1078,"type":73}," across every site.",{"type":78,"content":1080},[1081],{"type":81,"attrs":1082,"content":1083},{"textAlign":46},[1084],{"text":1085,"type":73},"Connecting attendance data to your rostering and payroll workflows helps reduce compliance risk and cuts payroll processing time significantly.",{"type":78,"content":1087},[1088],{"type":81,"attrs":1089,"content":1090},{"textAlign":46},[1091,1093,1097],{"text":1092,"type":73},"Rolling out a new system successfully depends on a clear attendance policy, ",{"text":1094,"type":73,"marks":1095},"consistent training",[1096],{"type":137},{"text":1098,"type":73},", and open communication at every location.",{"type":81,"attrs":1100,"content":1101},{"textAlign":46},[1102],{"text":1103,"type":73},"If you manage shift workers across multiple locations, you already know how quickly attendance tracking can spiral out of control. One site uses paper timesheets, another relies on a basic spreadsheet, and a third has a system nobody was trained on. The result? Payroll errors, compliance headaches, and hours of your week spent chasing missing data.",{"type":81,"attrs":1105,"content":1106},{"textAlign":46},[1107,1109,1113,1115,1121],{"text":1108,"type":73},"With Gen Z now representing ",{"text":1110,"type":73,"marks":1111},"41% of Australia's shift workforce",[1112],{"type":137},{"text":1114,"type":73}," (according to the ",{"text":1116,"type":73,"marks":1117},"Deputy AU Big Shift Report 2026",[1118],{"type":121,"attrs":1119},{"href":1120,"uuid":46,"anchor":46,"target":124,"linktype":125},"https://www.deputy.com/au/insights/the-big-shift-report",{"text":1122,"type":73},"), the makeup of your teams is changing fast. Younger workers expect modern, mobile-first tools. If your attendance tracking can't keep up, you'll lose good people and waste money fixing preventable mistakes.",{"type":81,"attrs":1124,"content":1125},{"textAlign":46},[1126],{"text":1127,"type":73},"This guide walks you through why multi-location attendance tracking breaks down, what it actually costs you, and exactly how to fix it.",{"type":64,"attrs":1129,"content":1130},{"level":69,"textAlign":46},[1131],{"text":1132,"type":73},"Why attendance tracking breaks down across multiple locations",{"type":81,"attrs":1134,"content":1135},{"textAlign":46},[1136],{"text":1137,"type":73},"Attendance tracking in a single location is straightforward. You can see who's there, check a timesheet at a glance, and sort out issues on the spot. But when you add a second, third, or tenth location, everything that was simple becomes complicated.",{"type":81,"attrs":1139,"content":1140},{"textAlign":46},[1141,1143,1147],{"text":1142,"type":73},"The core problem is ",{"text":1144,"type":73,"marks":1145},"fragmented information",[1146],{"type":137},{"text":1148,"type":73},". Each site may record attendance differently, use different tools, or follow slightly different processes. Even if you've tried to standardise, local managers often develop their own workarounds. Over time, you end up with inconsistent data that's hard to trust and even harder to act on.",{"type":81,"attrs":1150,"content":1151},{"textAlign":46},[1152],{"text":1153,"type":73},"Shift work in Australia is also changing rapidly. Growth is concentrated in eastern states, and the night-time economy is driving much of that expansion. For hospitality and retail operators, this means more locations, more shifts, and more complexity. The attendance systems that worked when you had two sites simply won't hold up across five or 10.",{"type":81,"attrs":1155,"content":1156},{"textAlign":46},[1157],{"text":1158,"type":73},"Without a single source of truth, you're left relying on phone calls, text messages, and end-of-week corrections. That's not tracking, it's damage control.",{"type":160,"attrs":1160},{"id":46,"alt":1161,"src":1162,"title":19,"source":46,"copyright":46,"meta_data":1163},"Cafe manager reviewing employee shift rosters on a tablet behind a service counter","//a.storyblok.com/f/64010/0x0/27458728eb/image.png",{},{"type":64,"attrs":1165,"content":1166},{"level":69,"textAlign":46},[1167],{"text":1168,"type":73},"The real cost of getting attendance wrong",{"type":81,"attrs":1170,"content":1171},{"textAlign":46},[1172],{"text":1173,"type":73},"Inaccurate attendance tracking doesn't just create admin headaches. It hits your bottom line in ways that compound over time.",{"type":81,"attrs":1175,"content":1176},{"textAlign":46},[1177,1181,1183,1189],{"text":1178,"type":73,"marks":1179},"Payroll errors",[1180],{"type":137},{"text":1182,"type":73}," are the most immediate cost. When attendance data is wrong, employees get overpaid or underpaid. Overpayments are difficult to recover, and underpayments put you at risk of Fair Work complaints. According to Forbes, workplace absenteeism alone costs businesses ",{"text":1184,"type":73,"marks":1185},"$600 billion a year",[1186],{"type":121,"attrs":1187},{"href":1188,"uuid":46,"anchor":46,"target":156,"linktype":125},"https://www.forbes.com/sites/jackkelly/2024/06/14/why-workplace-absenteeism-is-on-the-rise/",{"text":1190,"type":73}," globally.",{"type":81,"attrs":1192,"content":1193},{"textAlign":46},[1194],{"text":1195,"type":73},"In Australia, Fair Work Awards set specific requirements around penalty rates, overtime calculations, and break entitlements. If your attendance records are incomplete or inaccurate, you can't demonstrate that you're meeting those obligations. The compliance risk grows with every location you add. Mari Bornelli, General Manager at Funk Drinks Co., says:",{"type":1197,"content":1198},"blockquote",[1199,1204],{"type":81,"attrs":1200,"content":1201},{"textAlign":46},[1202],{"text":1203,"type":73},"The biggest struggle that I had was being able to make sure that everyone was being paid the right rates and penalties and everything across, depending on where they're working.",{"type":81,"attrs":1205,"content":1206},{"textAlign":46},[1207],{"text":1208,"type":73},"Mari Bornelli, General Manager, Funk Drinks Co.",{"type":81,"attrs":1210,"content":1211},{"textAlign":46},[1212,1214,1218],{"text":1213,"type":73},"Beyond payroll, poor attendance tracking leads to ",{"text":1215,"type":73,"marks":1216},"understaffing cascades",[1217],{"type":137},{"text":1219,"type":73},". When you don't know who's actually on-site until a shift has already started, you can't fill gaps in time. Customers notice, existing staff burn out, and turnover increases. It's a cycle that gets more expensive the longer it runs.",{"type":64,"attrs":1221,"content":1222},{"level":69,"textAlign":46},[1223],{"text":1224,"type":73},"Common attendance tracking problems in multi-location businesses",{"type":81,"attrs":1226,"content":1227},{"textAlign":46},[1228],{"text":1229,"type":73},"If you're running multiple sites, you'll likely recognise several of these problems. They tend to appear together, and each one makes the others worse.",{"type":64,"attrs":1231,"content":1232},{"level":193,"textAlign":46},[1233],{"text":1234,"type":73},"Wrong-location clock-ins",{"type":81,"attrs":1236,"content":1237},{"textAlign":46},[1238,1240,1244],{"text":1239,"type":73},"Without location verification, there's nothing stopping an employee from clocking in at the wrong site, or from home before they've even left. This creates ",{"text":1241,"type":73,"marks":1242},"inaccurate records",[1243],{"type":137},{"text":1245,"type":73}," that flow straight into your payroll. For businesses with location-specific penalty rates, this can mean paying the wrong rate for every affected shift.",{"type":64,"attrs":1247,"content":1248},{"level":193,"textAlign":46},[1249],{"text":1250,"type":73},"Payroll processing bottlenecks",{"type":81,"attrs":1252,"content":1253},{"textAlign":46},[1254],{"text":1255,"type":73},"When attendance data sits in separate systems (or on paper) at each location, someone has to manually collect, reconcile, and enter it before payroll can run. This process is slow, error-prone, and often falls on managers who are already stretched thin.",{"type":64,"attrs":1257,"content":1258},{"level":193,"textAlign":46},[1259],{"text":1260,"type":73},"Missed or forgotten clock-ins",{"type":81,"attrs":1262,"content":1263},{"textAlign":46},[1264,1266,1272],{"text":1265,"type":73},"Employees forget to clock in, forget to clock out, or the system is so inconvenient that they skip it entirely. Every missed punch creates a gap that someone has to investigate and manually correct. Multiply that across locations and you're spending hours each week on ",{"text":1267,"type":73,"marks":1268},"absence management",[1269],{"type":121,"attrs":1270},{"href":1271,"uuid":46,"anchor":46,"target":124,"linktype":125},"https://www.deputy.com/au/blog/absence-management-your-guide-for-how-to-properly-handle-it",{"text":1273,"type":73}," instead of running your business.",{"type":64,"attrs":1275,"content":1276},{"level":193,"textAlign":46},[1277],{"text":1278,"type":73},"Break tracking failures",{"type":81,"attrs":1280,"content":1281},{"textAlign":46},[1282,1284,1288,1290,1296],{"text":1283,"type":73},"Australian Fair Work regulations require employers to provide specific breaks based on shift length. If your attendance system doesn't track breaks, or if employees aren't recording them accurately, it may become more difficult to demonstrate compliance with workplace requirements. This is a significant risk area for ",{"text":1285,"type":73,"marks":1286},"multi-location operators",[1287],{"type":137},{"text":1289,"type":73}," where break practices may vary between sites. You need to ",{"text":1291,"type":73,"marks":1292},"consider the need for breaks when creating rosters",[1293],{"type":121,"attrs":1294},{"href":1295,"uuid":46,"anchor":46,"target":124,"linktype":125},"https://www.deputy.com/au/features/break-planning",{"text":1297,"type":73}," and track them consistently.",{"type":64,"attrs":1299,"content":1300},{"level":193,"textAlign":46},[1301],{"text":1302,"type":73},"Inconsistent data across locations",{"type":81,"attrs":1304,"content":1305},{"textAlign":46},[1306],{"text":1307,"type":73},"Different sites using different systems (or different versions of the same process) produce data that doesn't line up. When you try to run a report across all locations, the numbers don't add up. You can't compare performance between sites, spot trends, or make informed decisions about staffing.",{"type":64,"attrs":1309,"content":1310},{"level":193,"textAlign":46},[1311],{"text":1312,"type":73},"Communication gaps",{"type":81,"attrs":1314,"content":1315},{"textAlign":46},[1316,1318,1324],{"text":1317,"type":73},"When a shift change happens at one location, does the information reach the right people in time? In many multi-location businesses, roster changes, ",{"text":1319,"type":73,"marks":1320},"no-call no-show situations",[1321],{"type":121,"attrs":1322},{"href":1323,"uuid":46,"anchor":46,"target":124,"linktype":125},"https://www.deputy.com/au/blog/how-to-avoid-a-no-call-no-show",{"text":1325,"type":73},", and last-minute absences are handled through a patchwork of calls, texts, and sticky notes. Important information gets lost.",{"type":64,"attrs":1327,"content":1328},{"level":69,"textAlign":46},[1329],{"text":1330,"type":73},"How to fix multi-location attendance tracking",{"type":81,"attrs":1332,"content":1333},{"textAlign":46},[1334],{"text":1335,"type":73},"Fixing attendance tracking across locations isn't about finding a single magic solution. It's about building a system where the right tools, processes, and habits work together. Here's how to approach it.",{"type":64,"attrs":1337,"content":1338},{"level":193,"textAlign":46},[1339],{"text":1340,"type":73},"Switch to a centralised cloud-based system",{"type":81,"attrs":1342,"content":1343},{"textAlign":46},[1344],{"text":1345,"type":73},"The single most impactful change you can make is moving to one cloud-based attendance system that covers every location. When all your attendance data lives in one place, you eliminate the reconciliation problem entirely.",{"type":81,"attrs":1347,"content":1348},{"textAlign":46},[1349,1351,1355,1357,1362],{"text":1350,"type":73},"A centralised system means you can see ",{"text":1352,"type":73,"marks":1353},"real-time attendance",[1354],{"type":137},{"text":1356,"type":73}," across all sites from a single dashboard. This is especially true for ",{"text":1358,"type":73,"marks":1359},"multi-location operations",[1360],{"type":121,"attrs":1361},{"href":123,"uuid":46,"anchor":46,"target":124,"linktype":125},{"text":1363,"type":73}," where consistency matters. You're not waiting for end-of-week spreadsheets or chasing managers for updates. You can spot gaps, compare locations, and support payroll workflows using centrally maintained attendance records.",{"type":81,"attrs":1365,"content":1366},{"textAlign":46},[1367,1369,1375],{"text":1368,"type":73},"Deputy, for example, lets you manage time and attendance across every location from one platform. Your team clocks in on-site, and you see the data immediately, no matter where you are. Businesses like ",{"text":1370,"type":73,"marks":1371},"NewVine Employment Group",[1372],{"type":121,"attrs":1373},{"href":1374,"uuid":46,"anchor":46,"target":124,"linktype":125},"https://www.deputy.com/au/customers/newvine-employment-group",{"text":1376,"type":73}," use this kind of centralised approach to maintain visibility across multiple sites.",{"type":64,"attrs":1378,"content":1379},{"level":193,"textAlign":46},[1380],{"text":1381,"type":73},"Use GPS and location verification for clock-ins",{"type":81,"attrs":1383,"content":1384},{"textAlign":46},[1385],{"text":1386,"type":73},"GPS-verified clock-ins solve the wrong-location problem. When an employee clocks in, the system automatically confirms their location. This means you know they're at the right site, and you can apply the correct penalty rates and conditions without manual checks.",{"type":81,"attrs":1388,"content":1389},{"textAlign":46},[1390],{"text":1391,"type":73},"Geofencing takes this a step further by defining a boundary around each location. Employees can only clock in when they're physically within that boundary. It's a safeguard designed to help reduce attendance-recording errors.",{"type":81,"attrs":1393,"content":1394},{"textAlign":46},[1395,1397,1403],{"text":1396,"type":73},"With Deputy's ",{"text":1398,"type":73,"marks":1399},"employee time clock",[1400],{"type":121,"attrs":1401},{"href":1402,"uuid":46,"anchor":46,"target":124,"linktype":125},"https://www.deputy.com/au/features/employee-time-clock",{"text":1404,"type":73},", team members clock in and out from their phone with GPS verification. You get accurate, location-stamped records without adding any friction for your staff.",{"type":64,"attrs":1406,"content":1407},{"level":193,"textAlign":46},[1408],{"text":1409,"type":73},"Connect attendance with rostering and payroll",{"type":81,"attrs":1411,"content":1412},{"textAlign":46},[1413],{"text":1414,"type":73},"Attendance data on its own only tells you half the story. When it's connected to your rostering and payroll systems, you can see the full picture: who was rostered, who showed up, what they were paid, and whether it was correct.",{"type":81,"attrs":1416,"content":1417},{"textAlign":46},[1418,1420,1425],{"text":1419,"type":73},"This integration eliminates the manual step of transferring data between systems. Timesheets flow directly into ",{"text":1421,"type":73,"marks":1422},"payroll",[1423],{"type":121,"attrs":1424},{"href":544,"uuid":46,"anchor":46,"target":124,"linktype":125},{"text":1426,"type":73},", the system automatically compares rostered hours against actual hours, and flags discrepancies before they become problems. Mari Bornelli says:",{"type":1197,"content":1428},[1429,1434],{"type":81,"attrs":1430,"content":1431},{"textAlign":46},[1432],{"text":1433,"type":73},"Each pay cycle with the previous [system], I was spending around two hours to three hours to do payroll and now with Deputy, it took me 45 minutes.",{"type":81,"attrs":1435,"content":1436},{"textAlign":46},[1437],{"text":1208,"type":73},{"type":81,"attrs":1439,"content":1440},{"textAlign":46},[1441,1443,1447],{"text":1442,"type":73},"That kind of ",{"text":1444,"type":73,"marks":1445},"time saving",[1446],{"type":137},{"text":1448,"type":73}," adds up quickly when you're processing payroll for multiple locations every cycle. It also means fewer errors, fewer corrections, and less compliance risk.",{"type":64,"attrs":1450,"content":1451},{"level":193,"textAlign":46},[1452],{"text":1453,"type":73},"Automate break tracking and compliance alerts",{"type":81,"attrs":1455,"content":1456},{"textAlign":46},[1457],{"text":1458,"type":73},"Break compliance is one of the trickiest areas for multi-location businesses. Fair Work Awards specify break requirements based on shift length, but enforcing those requirements consistently across sites is difficult when you're relying on manual processes.",{"type":81,"attrs":1460,"content":1461},{"textAlign":46},[1462,1464,1468],{"text":1463,"type":73},"Automated break tracking logs when employees take breaks and flags when they don't. ",{"text":1465,"type":73,"marks":1466},"Compliance alerts",[1467],{"type":137},{"text":1469,"type":73}," notify managers in real time if a break is missed or cut short, allowing managers to review the situation and take appropriate action.",{"type":81,"attrs":1471,"content":1472},{"textAlign":46},[1473],{"text":1474,"type":73},"This is where technology helps you stay on top of compliance requirements without adding more admin work. Deputy's break planning tools, for instance, help you build compliant break rules into your rosters to support break tracking within your rostering workflows.",{"type":64,"attrs":1476,"content":1477},{"level":193,"textAlign":46},[1478],{"text":1479,"type":73},"Give your team a mobile app they'll actually use",{"type":81,"attrs":1481,"content":1482},{"textAlign":46},[1483,1485,1489,1490,1494],{"text":1484,"type":73},"The best attendance system in the world is useless if your team won't use it. For shift workers in ",{"text":963,"type":73,"marks":1486},[1487],{"type":121,"attrs":1488},{"href":679,"uuid":46,"anchor":46,"target":124,"linktype":125},{"text":673,"type":73},{"text":914,"type":73,"marks":1491},[1492],{"type":121,"attrs":1493},{"href":671,"uuid":46,"anchor":46,"target":124,"linktype":125},{"text":1495,"type":73},", that means the system needs to work on their phone, be easy to understand, and take seconds (not minutes) to use.",{"type":81,"attrs":1497,"content":1498},{"textAlign":46},[1499,1501,1507],{"text":1500,"type":73},"A good ",{"text":1502,"type":73,"marks":1503},"mobile app",[1504],{"type":121,"attrs":1505},{"href":1506,"uuid":46,"anchor":46,"target":124,"linktype":125},"https://www.deputy.com/au/mobile",{"text":1508,"type":73}," lets employees clock in with a tap, view their rosters, swap shifts, and check their timesheets. When the tool is genuinely convenient, compliance improves because employees actually use it. Friction drops, forgotten clock-ins decrease, and your data becomes more reliable.",{"type":81,"attrs":1510,"content":1511},{"textAlign":46},[1512,1514,1518],{"text":1513,"type":73},"This matters even more with younger workers. Gen Z makes up a growing share of the shift workforce, and they expect ",{"text":1515,"type":73,"marks":1516},"mobile-first tools",[1517],{"type":137},{"text":1519,"type":73}," that feel as natural as the apps they use every day.",{"type":160,"attrs":1521},{"id":46,"alt":1522,"src":1523,"title":19,"source":46,"copyright":46,"meta_data":1524},"Retail employee clocking in on their smartphone at a store entrance","//a.storyblok.com/f/64010/0x0/8350b8f648/image.png",{},{"type":64,"attrs":1526,"content":1527},{"level":193,"textAlign":46},[1528],{"text":1529,"type":73},"Set up real-time dashboards across all locations",{"type":81,"attrs":1531,"content":1532},{"textAlign":46},[1533],{"text":1534,"type":73},"Real-time dashboards give you a live view of attendance across every site. You can see who's clocked in, who's late, who's on break, and where you're short-staffed, all without making a single phone call.",{"type":81,"attrs":1536,"content":1537},{"textAlign":46},[1538,1540,1544],{"text":1539,"type":73},"For operations managers overseeing multiple locations, this visibility is transformative. Instead of reacting to problems after the fact, you can ",{"text":1541,"type":73,"marks":1542},"intervene early",[1543],{"type":137},{"text":1545,"type":73},". If a location is understaffed for the lunch rush, you know about it in time to do something.",{"type":81,"attrs":1547,"content":1548},{"textAlign":46},[1549,1551,1557],{"text":1550,"type":73},"Dashboards also make it easier to compare performance between sites. You can spot patterns (one location consistently has higher absenteeism, for example) and address the root cause before it spreads. Businesses like ",{"text":1552,"type":73,"marks":1553},"The Spanish Table",[1554],{"type":121,"attrs":1555},{"href":1556,"uuid":46,"anchor":46,"target":124,"linktype":125},"https://www.deputy.com/au/customers/the-spanish-table",{"text":1558,"type":73}," have used this kind of real-time visibility to keep operations running smoothly across their sites.",{"_uid":1560,"ctas":1561,"theme":1568,"component":361,"hide_capterra":55,"spacer_bottom":362,"call_to_action":1569,"call_to_action_style":53},"4c3479c5-8aee-4b14-8670-babcadd2ccf3",[1562,1565],{"_uid":1563,"link":1564,"text":352,"type":353,"component":354,"analyticsId":19},"70de1602-21bf-4e34-964f-10242ded201a",{"id":19,"url":19,"linktype":350,"fieldtype":351,"cached_url":19},{"_uid":1566,"link":1567,"text":358,"type":359,"component":354,"analyticsId":19},"2c4e3d68-9fcb-4ac2-b11c-2295f4d1ad64",{"id":19,"url":19,"linktype":350,"fieldtype":351,"cached_url":19},"purple",{"type":60,"content":1570},[1571],{"type":81,"content":1572},[1573],{"text":1574,"type":73},"See how Deputy can give you real-time attendance visibility across every location.",{"_uid":1576,"content":1577,"component":343},"e6c6480f-c947-443d-8279-43967fcaa0ed",{"type":60,"content":1578},[1579,1584,1588,1593,1597,1633,1637,1642,1646,1656,1660,1665,1669,1673,1705,1709,1718,1722,1726,1731,1737,1748,1754,1758,1764,1768,1774,1778,1784,1788,1793,1797,1807],{"type":64,"attrs":1580,"content":1581},{"level":69},[1582],{"text":1583,"type":73},"How to roll out a new attendance system across locations",{"type":81,"content":1585},[1586],{"text":1587,"type":73},"Choosing the right system is only half the battle. How you roll it out determines whether it actually sticks. Here's how to do it well.",{"type":64,"attrs":1589,"content":1590},{"level":193},[1591],{"text":1592,"type":73},"Create a clear attendance policy first",{"type":81,"content":1594},[1595],{"text":1596,"type":73},"Before you introduce any new tool, make sure you have a written attendance policy that covers every scenario your team will encounter. This includes:",{"type":75,"content":1598},[1599,1605,1611,1617,1623],{"type":78,"content":1600},[1601],{"type":81,"content":1602},[1603],{"text":1604,"type":73},"How and when employees must clock in and out",{"type":78,"content":1606},[1607],{"type":81,"content":1608},[1609],{"text":1610,"type":73},"What happens if they forget (and how to fix it)",{"type":78,"content":1612},[1613],{"type":81,"content":1614},[1615],{"text":1616,"type":73},"Break requirements and how they're tracked",{"type":78,"content":1618},[1619],{"type":81,"content":1620},[1621],{"text":1622,"type":73},"The process for reporting absences or swapping shifts",{"type":78,"content":1624},[1625],{"type":81,"content":1626},[1627,1629],{"text":1628,"type":73},"Consequences for repeated ",{"text":1630,"type":73,"marks":1631},"attendance issues",[1632],{"type":137},{"type":81,"content":1634},[1635],{"text":1636,"type":73},"Your policy should be the same across every location. Consistency is what makes multi-location management work. If one site has different rules, you'll end up with the same fragmented approach you're trying to fix.",{"type":64,"attrs":1638,"content":1639},{"level":193},[1640],{"text":1641,"type":73},"Train every team member at every location",{"type":81,"content":1643},[1644],{"text":1645,"type":73},"Don't assume people will figure it out. Run hands-on training at each location, covering how to use the system, what's expected, and where to go for help. Include your managers in the training too, because they're the ones who will be reinforcing the new process day to day.",{"type":81,"content":1647},[1648,1650,1654],{"text":1649,"type":73},"Make training practical. Have employees practise clocking in, recording breaks, and checking their timesheets during the session. The more familiar the system feels before go-live, the ",{"text":1651,"type":73,"marks":1652},"smoother the transition",[1653],{"type":137},{"text":1655,"type":73}," will be.",{"type":81,"content":1657},[1658],{"text":1659,"type":73},"Consider running a pilot at one location first. Work out any issues in a controlled environment before rolling out across all sites. This gives you a chance to refine your process and build a group of confident users who can support their colleagues.",{"type":64,"attrs":1661,"content":1662},{"level":193},[1663],{"text":1664,"type":73},"Communicate expectations and consequences",{"type":81,"content":1666},[1667],{"text":1668,"type":73},"Be upfront about why you're making the change and what you expect from everyone. People are more likely to adopt a new system when they understand the reasoning behind it and can see how it benefits them (accurate pay, easier shift swaps, fewer admin hassles).",{"type":81,"content":1670},[1671],{"text":1672,"type":73},"Make sure employees know:",{"type":75,"content":1674},[1675,1681,1687,1693],{"type":78,"content":1676},[1677],{"type":81,"content":1678},[1679],{"text":1680,"type":73},"Why the old system is being replaced",{"type":78,"content":1682},[1683],{"type":81,"content":1684},[1685],{"text":1686,"type":73},"How the new system works and how to get help",{"type":78,"content":1688},[1689],{"type":81,"content":1690},[1691],{"text":1692,"type":73},"What's expected of them (clock in on time, record breaks, flag issues)",{"type":78,"content":1694},[1695],{"type":81,"content":1696},[1697,1699,1703],{"text":1698,"type":73},"What happens if ",{"text":1700,"type":73,"marks":1701},"attendance expectations",[1702],{"type":137},{"text":1704,"type":73}," aren't met",{"type":81,"content":1706},[1707],{"text":1708,"type":73},"Follow up after launch. Check in with managers at each location to see how adoption is going, and address problems quickly. A system that's ignored is worse than no system at all. Bornelli says:",{"type":1197,"content":1710},[1711,1715],{"type":81,"content":1712},[1713],{"text":1714,"type":73},"My level of compliance confidence was pretty low at about 50%. I'm at an 80-90% now.",{"type":81,"content":1716},[1717],{"text":1208,"type":73},{"type":81,"content":1719},[1720],{"text":1721,"type":73},"That shift in confidence comes from having reliable systems and clear processes in place. When your attendance data is accurate and your compliance workflows are streamlined, you spend less time worrying and more time managing.",{"type":64,"attrs":1723,"content":1724},{"level":755},[1725],{"text":758,"type":73},{"type":64,"attrs":1727,"content":1728},{"level":755},[1729],{"text":1730,"type":73},"Frequently asked questions about multi-location attendance tracking",{"type":81,"content":1732},[1733],{"text":1734,"type":73,"marks":1735},"How does Deputy handle attendance tracking across multiple locations?",[1736],{"type":137},{"type":81,"content":1738},[1739,1741,1746],{"text":1740,"type":73},"Deputy gives you a single, centralised platform where you can manage ",{"text":1742,"type":73,"marks":1743},"time and attendance",[1744],{"type":121,"attrs":1745},{"href":516,"uuid":46,"anchor":46,"target":124,"linktype":125},{"text":1747,"type":73}," across every location. Employees clock in using GPS-verified time clocks on their mobile devices, and you see all attendance data in real time from one dashboard. You can set location-specific rules, break requirements, and pay conditions so each site runs correctly without manual oversight.",{"type":81,"content":1749},[1750],{"text":1751,"type":73,"marks":1752},"Can employees clock in from the wrong location with Deputy?",[1753],{"type":137},{"type":81,"content":1755},[1756],{"text":1757,"type":73},"Deputy uses GPS location stamps and geofencing to verify where employees clock in. You set a geofence boundary around each location, and the system confirms the employee is physically on-site before recording their clock-in. This prevents wrong-location entries and helps ensure location information is available for payroll and workforce management processes based on your configured settings.",{"type":81,"content":1759},[1760],{"text":1761,"type":73,"marks":1762},"How does Deputy help with Fair Work break compliance across sites?",[1763],{"type":137},{"type":81,"content":1765},[1766],{"text":1767,"type":73},"Deputy's break planning tools let you build Fair Work Award break requirements directly into your rosters. The system tracks when breaks are taken and alerts managers if a break is missed or too short. This supports your compliance efforts by creating an automatic record of break compliance across every location.",{"type":81,"content":1769},[1770],{"text":1771,"type":73,"marks":1772},"What's the easiest way to roll out Deputy across multiple locations?",[1773],{"type":137},{"type":81,"content":1775},[1776],{"text":1777,"type":73},"Start with a pilot at one location. Set up your attendance policy, configure location-specific rules, and run hands-on training with the team. Once the pilot site is running smoothly, use it as a template for your other locations. Deputy's cloud-based setup means you can add new locations quickly without installing separate systems at each site.",{"type":81,"content":1779},[1780],{"text":1781,"type":73,"marks":1782},"How does centralised attendance tracking reduce payroll errors?",[1783],{"type":137},{"type":81,"content":1785},[1786],{"text":1787,"type":73},"When attendance data flows automatically from clock-ins to timesheets to payroll, you remove the manual steps where errors typically happen. There's no re-keying data from paper timesheets, no reconciling spreadsheets from different locations, and no guessing about hours worked. The system matches rostered hours against actual hours and flags discrepancies before payroll runs.",{"type":64,"attrs":1789,"content":1790},{"level":755},[1791],{"text":1792,"type":73},"Take control of attendance across every location",{"type":81,"content":1794},[1795],{"text":1796,"type":73},"Tracking attendance across multiple locations doesn't have to mean juggling spreadsheets, chasing managers, and hoping the numbers add up. With the right system, you get accurate, real-time data from every site, connected directly to your rostering and payroll workflows.",{"type":81,"content":1798},[1799,1801,1805],{"text":1800,"type":73},"Deputy brings your attendance tracking into one platform. GPS-verified clock-ins, automated break tracking, real-time dashboards, and ",{"text":1802,"type":73,"marks":1803},"seamless payroll integration",[1804],{"type":137},{"text":1806,"type":73}," give you the visibility and control you need to run multiple locations with confidence.",{"type":81,"content":1808},[1809,1814,1816,1822],{"text":1810,"type":73,"marks":1811},"Start your free trial",[1812],{"type":121,"attrs":1813},{"href":751,"uuid":46,"anchor":46,"target":124,"linktype":125},{"text":1815,"type":73}," or ",{"text":1817,"type":73,"marks":1818},"book a demo",[1819],{"type":121,"attrs":1820},{"href":1821,"uuid":46,"anchor":46,"target":124,"linktype":125},"https://www.deputy.com/au/contact-sales",{"text":1823,"type":73}," to see how Deputy simplifies attendance tracking across every location.","How to Fix Attendance Tracking for Multi-Location Businesses","2026-05-19 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Signs Your Staff Need Employee Scheduling Software","2020-06-24T03:10:01.648Z","2026-06-02T16:58:12.791Z","2026-06-02T17:18:54.261Z",14078819,"4e89558b-eafb-4bd3-a1ce-0e857f1f7e0c",{"seo":1912,"_uid":1917,"AI_SEO":19,"author":26,"content":1918,"headline":2598,"component":808,"post_date":2599,"thumbnail":2600,"types_tag":2608,"features_tag":2609,"show_resource":49,"industries_tag":2610,"related_articles":2612,"ways_of_working_tag":2613},{"title":14,"plugin":15,"seoTitle":1913,"description":1032,"seoKeywords":1914,"seoTitleInput":1915,"seoDescription":1916},"Your Staff Need Employee Scheduling Software - Deputy Australia","staff rostering software\nonline rostering software\nemployee rostering software\nrostering software for Australian businesses\nshift rostering software\nhealthcare rostering\nhospitality rostering\nretail rostering\nrestaurant rostering\nauto-scheduling\ndemand-based rostering\naward compliance rostering\nself-service rostering\nlabour cost tracking\nemployee shift scheduling software","Your Staff Need Employee Scheduling Software","Spending hours on manual rosters? Discover the 6 warning signs your team needs staff rostering software — and how to cut roster time, track labour costs, and stay award-compliant.","46f72e08-393e-4d69-a058-bb07abc4ffc9",[1919,2258,2273],{"_uid":1920,"content":1921,"component":343},"ce455972-e5fb-427f-b260-e131097192a5",{"type":60,"content":1922},[1923,1927,1967,1972,2072,2077,2094,2098,2102,2106,2126,2130,2147,2151,2155,2159,2163,2173,2177,2181,2193,2202,2206,2210,2214,2218,2222,2232,2236,2240,2244,2248],{"type":64,"attrs":1924,"content":1925},{"level":69},[1926],{"text":72,"type":73},{"type":75,"content":1928},[1929,1935,1947,1953],{"type":78,"content":1930},[1931],{"type":81,"content":1932},[1933],{"text":1934,"type":73},"If you're spending more than 30 minutes building a weekly roster, manual processes are costing you time and money you can't afford to lose.",{"type":78,"content":1936},[1937],{"type":81,"content":1938},[1939,1941,1945],{"text":1940,"type":73},"Real-time labour cost tracking, award compliance alerts, and demand-based rostering are the features that separate ",{"text":1942,"type":73,"marks":1943},"staff rostering software",[1944],{"type":137},{"text":1946,"type":73}," from basic spreadsheets.",{"type":78,"content":1948},[1949],{"type":81,"content":1950},[1951],{"text":1952,"type":73},"Self-service tools — where staff set their own availability, request leave, and swap shifts from their phone — reduce admin load and improve work-life balance across your team.",{"type":78,"content":1954},[1955],{"type":81,"content":1956},[1957,1959,1965],{"text":1958,"type":73},"The right ",{"text":1960,"type":73,"marks":1961},"online rostering software",[1962],{"type":121,"attrs":1963},{"href":1964,"uuid":46,"anchor":46,"target":124,"linktype":125},"https://www.deputy.com/au/features/scheduling",{"text":1966,"type":73}," pays for itself by cutting overtime, reducing no-shows, and helping you stay on top of Modern Award obligations.",{"type":64,"attrs":1968,"content":1969},{"level":69},[1970],{"text":1971,"type":73},"Jump to a section",{"type":75,"content":1973},[1974,1984,1994,2004,2014,2024,2034,2044,2054,2063],{"type":78,"content":1975},[1976],{"type":81,"content":1977},[1978],{"text":1979,"type":73,"marks":1980},"Sign 1: You're spending hours building rosters manually",[1981],{"type":121,"attrs":1982},{"href":1983,"uuid":46,"anchor":46,"target":124,"linktype":125},"#sign-1",{"type":78,"content":1985},[1986],{"type":81,"content":1987},[1988],{"text":1989,"type":73,"marks":1990},"Sign 2: Shift swaps and last-minute changes cause chaos",[1991],{"type":121,"attrs":1992},{"href":1993,"uuid":46,"anchor":46,"target":124,"linktype":125},"#sign-2",{"type":78,"content":1995},[1996],{"type":81,"content":1997},[1998],{"text":1999,"type":73,"marks":2000},"Sign 3: You can't see your labour costs until it's too late",[2001],{"type":121,"attrs":2002},{"href":2003,"uuid":46,"anchor":46,"target":124,"linktype":125},"#sign-3",{"type":78,"content":2005},[2006],{"type":81,"content":2007},[2008],{"text":2009,"type":73,"marks":2010},"Sign 4: Award compliance keeps you up at night",[2011],{"type":121,"attrs":2012},{"href":2013,"uuid":46,"anchor":46,"target":124,"linktype":125},"#sign-4",{"type":78,"content":2015},[2016],{"type":81,"content":2017},[2018],{"text":2019,"type":73,"marks":2020},"Sign 5: Staff communication is a mess of texts and phone calls",[2021],{"type":121,"attrs":2022},{"href":2023,"uuid":46,"anchor":46,"target":124,"linktype":125},"#sign-5",{"type":78,"content":2025},[2026],{"type":81,"content":2027},[2028],{"text":2029,"type":73,"marks":2030},"Sign 6: Your team's work-life balance is suffering",[2031],{"type":121,"attrs":2032},{"href":2033,"uuid":46,"anchor":46,"target":124,"linktype":125},"#sign-6",{"type":78,"content":2035},[2036],{"type":81,"content":2037},[2038],{"text":2039,"type":73,"marks":2040},"What to look for in rostering software",[2041],{"type":121,"attrs":2042},{"href":2043,"uuid":46,"anchor":46,"target":124,"linktype":125},"#what-to-look-for",{"type":78,"content":2045},[2046],{"type":81,"content":2047},[2048],{"text":2049,"type":73,"marks":2050},"How Deputy helps",[2051],{"type":121,"attrs":2052},{"href":2053,"uuid":46,"anchor":46,"target":124,"linktype":125},"#how-deputy-helps",{"type":78,"content":2055},[2056],{"type":81,"content":2057},[2058],{"text":758,"type":73,"marks":2059},[2060],{"type":121,"attrs":2061},{"href":2062,"uuid":46,"anchor":46,"target":124,"linktype":125},"#faq",{"type":78,"content":2064},[2065],{"type":81,"content":2066},[2067],{"text":703,"type":73,"marks":2068},[2069],{"type":121,"attrs":2070},{"href":2071,"uuid":46,"anchor":46,"target":124,"linktype":125},"#conclusion",{"type":64,"attrs":2073,"content":2074},{"level":69},[2075],{"text":2076,"type":73},"Introduction",{"type":81,"content":2078},[2079,2081,2087,2089,2092],{"text":2080,"type":73},"It's Sunday night, you're hunched over a spreadsheet, and you're trying to piece together next week's roster while juggling availability texts, leave requests, and a nagging feeling you've accidentally double-booked someone. According to the ",{"text":2082,"type":73,"marks":2083},"Australian Bureau of Statistics",[2084],{"type":121,"attrs":2085},{"href":2086,"uuid":46,"anchor":46,"target":156,"linktype":125},"https://www.abs.gov.au/",{"text":2088,"type":73},", more than 1.6 million Australians work shift-based roles — and the managers behind those rosters are burning hours every week on a process that should take minutes. If any of the six signs below sound familiar, it's time to consider ",{"text":1942,"type":73,"marks":2090},[2091],{"type":137},{"text":2093,"type":73}," that does the heavy lifting for you. This guide walks you through each warning sign, what to look for in a solution, and how the right tool can give you back your time.",{"type":64,"attrs":2095,"content":2096},{"level":69},[2097],{"text":1979,"type":73},{"type":81,"content":2099},[2100],{"text":2101,"type":73},"If you're still copying last week's spreadsheet, colour-coding cells, and manually cross-referencing availability, you're not alone — but you are wasting time. Many Australian managers in hospitality, retail, and healthcare spend three to five hours a week on rostering alone. That's time you could spend on the floor with your team, training new hires, or actually running your business.",{"type":81,"content":2103},[2104],{"text":2105,"type":73},"Manual rosters also create a single point of failure. When the roster lives in one person's head — or worse, on a whiteboard in the back office — things fall apart the moment that person is away. You end up with:",{"type":75,"content":2107},[2108,2114,2120],{"type":78,"content":2109},[2110],{"type":81,"content":2111},[2112],{"text":2113,"type":73},"Shifts that don't match actual demand",{"type":78,"content":2115},[2116],{"type":81,"content":2117},[2118],{"text":2119,"type":73},"Over- or under-staffed periods you don't catch until the day",{"type":78,"content":2121},[2122],{"type":81,"content":2123},[2124],{"text":2125,"type":73},"Hours lost to rework every time someone calls in sick",{"type":81,"content":2127},[2128],{"text":2129,"type":73},"Marlene Rossi, Staffing Manager at Child Care Staffing, puts it plainly: \"When we started using Deputy six years ago, we probably had a roster of 18 subs. We've gone to 100 subs now. One person can't schedule all that with paper and a pencil. It takes support from an electronic tool,\" Marlene says.",{"type":81,"content":2131},[2132,2134,2137,2139,2145],{"text":2133,"type":73},"Cloud-based ",{"text":1942,"type":73,"marks":2135},[2136],{"type":137},{"text":2138,"type":73}," can ",{"text":2140,"type":73,"marks":2141},"cut roster-building time dramatically",[2142],{"type":121,"attrs":2143},{"href":2144,"uuid":46,"anchor":46,"target":124,"linktype":125},"https://www.deputy.com/au/blog/how-much-time-can-you-save-with-employee-scheduling-software",{"text":2146,"type":73}," — in many cases, from hours to minutes — by auto-populating shifts based on demand forecasts, staff availability, and skills.",{"type":81,"content":2148},[2149],{"text":2150,"type":73},"STOCK IMAGE SUGGESTION: Search \"manager building employee roster on laptop in cafe\" or use Deputy product screenshot of the weekly rostering dashboard with labour cost overlay. Alt text: \"Deputy rostering dashboard showing weekly staff roster with labour costs\"",{"type":64,"attrs":2152,"content":2153},{"level":69},[2154],{"text":1989,"type":73},{"type":81,"content":2156},[2157],{"text":2158,"type":73},"You've published the roster, and within 24 hours your phone is blowing up. Someone needs to swap a shift. Another person texts to say they can't make Thursday. A third person just doesn't show up. When shift changes live in a chain of texts and phone calls, you miss things — and you end up scrambling to fill gaps at the last minute.",{"type":81,"content":2160},[2161],{"text":2162,"type":73},"This isn't just stressful for you. It's stressful for your team, too. When there's no clear process for swaps, staff either feel guilty asking or simply don't bother — and you end up short-handed on your busiest nights.",{"type":81,"content":2164},[2165,2167,2171],{"text":2166,"type":73},"The best ",{"text":2168,"type":73,"marks":2169},"employee rostering software",[2170],{"type":137},{"text":2172,"type":73}," gives your team a self-service option. Staff can request swaps, pick up open shifts, and update their availability directly from a mobile app. You set the rules — who's qualified, how far in advance changes need to happen, whether you need to approve them — and the system handles the rest. Everyone sees the same up-to-date roster, and you stop playing middleman.",{"type":64,"attrs":2174,"content":2175},{"level":69},[2176],{"text":1999,"type":73},{"type":81,"content":2178},[2179],{"text":2180,"type":73},"If the first time you see your actual labour spend is when payroll lands, you've already lost the chance to do anything about it. In shift-based businesses, labour is typically your biggest controllable cost. Running blind on that number — even for a week — can blow your margins.",{"type":81,"content":2182},[2183,2185,2191],{"text":2184,"type":73},"Spreadsheet rosters don't connect to your sales data. They can't tell you that you've rostered $4,000 in wages for a Tuesday lunch service that historically brings in $2,500. They don't flag when someone is about to tip into overtime and trigger penalty rates under the ",{"text":2186,"type":73,"marks":2187},"Fair Work",[2188],{"type":121,"attrs":2189},{"href":2190,"uuid":46,"anchor":46,"target":156,"linktype":125},"https://www.fairwork.gov.au/",{"text":2192,"type":73}," Hospitality Industry (General) Award.",{"type":81,"content":2194},[2195,2197,2200],{"text":2196,"type":73},"With ",{"text":1960,"type":73,"marks":2198},[2199],{"type":137},{"text":2201,"type":73}," that integrates with your POS and payroll systems, you can see labour costs in real time as you build the roster. You spot problems before they become expensive — and you make smarter decisions about when and where to deploy your team.",{"type":81,"content":2203},[2204],{"text":2205,"type":73},"For multi-site operators, this visibility is even more critical. You need a single dashboard that shows labour performance across every location so you can move resources where demand is highest.",{"type":64,"attrs":2207,"content":2208},{"level":69},[2209],{"text":2009,"type":73},{"type":81,"content":2211},[2212],{"text":2213,"type":73},"Australian workplace law is complex. Between Modern Awards, the National Employment Standards (NES), and state-specific rules, keeping track of minimum rest periods between shifts, maximum hours, penalty rates, and break entitlements is a full-time job in itself. Get it wrong and you're facing underpayment claims, Fair Work audits, and reputational damage.",{"type":81,"content":2215},[2216],{"text":2217,"type":73},"If you're manually checking every shift against award conditions, you're fighting a losing battle. It's too easy to miss a 10-hour break gap, accidentally roster someone for a sixth consecutive day, or miscalculate a public holiday rate.",{"type":81,"content":2219},[2220],{"text":2221,"type":73},"Mari Bornelli, General Manager at Funk Drinks Co., knows the feeling: \"My level of compliance confidence was pretty low at about 50%. I'm at an 80-90% now,\" Mari says.",{"type":81,"content":2223},[2224,2226,2230],{"text":2225,"type":73},"Purpose-built ",{"text":2227,"type":73,"marks":2228},"rostering software for Australian businesses",[2229],{"type":137},{"text":2231,"type":73}," includes built-in award interpretation that surfaces potential compliance issues before you publish the roster — not after. It flags overtime thresholds, break requirements, and shift-gap violations automatically, so you can fix problems while they're still just lines on a screen.",{"type":81,"content":2233},[2234],{"text":2235,"type":73},"STOCK IMAGE SUGGESTION: Search \"workplace compliance checklist on tablet screen\" or use Deputy product screenshot showing an award compliance alert/warning. Alt text: \"Deputy compliance alert showing shift gap warning against Modern Award rules\"",{"type":64,"attrs":2237,"content":2238},{"level":69},[2239],{"text":2019,"type":73},{"type":81,"content":2241},[2242],{"text":2243,"type":73},"You send the roster via email. Half the team doesn't check their inbox. You follow up with a group text. Someone replies-all with an unrelated question. Before you know it, the important update — a changed start time, a new health and safety protocol, a reminder about an upcoming stocktake — is buried in a thread nobody reads.",{"type":81,"content":2245},[2246],{"text":2247,"type":73},"When your communication channel is scattered across texts, emails, WhatsApp groups, and sticky notes, information gets lost. Staff miss updates. You repeat yourself constantly. And when something goes wrong, there's no record of who was told what.",{"type":81,"content":2249},[2250,2252,2256],{"text":2251,"type":73},"Good ",{"text":2253,"type":73,"marks":2254},"shift rostering software",[2255],{"type":137},{"text":2257,"type":73}," includes a built-in communication tool — a news feed or team messaging feature — where announcements, roster updates, and policy changes live in one place. Staff get push notifications on their phone. You get read receipts. Everyone stays on the same page without you having to chase people down.",{"_uid":2259,"ctas":2260,"theme":1568,"component":361,"hide_capterra":55,"spacer_bottom":362,"call_to_action":2267,"call_to_action_style":53},"f653c650-8d70-479a-a8d3-3e4fb9b815d8",[2261,2264],{"_uid":2262,"link":2263,"text":352,"type":353,"component":354,"analyticsId":19},"50763b75-367c-4b90-8c25-02d585a8aadb",{"id":19,"url":19,"linktype":350,"fieldtype":351,"cached_url":19},{"_uid":2265,"link":2266,"text":358,"type":359,"component":354,"analyticsId":19},"73d25798-afad-4e92-ab71-535a7a68c300",{"id":19,"url":19,"linktype":350,"fieldtype":351,"cached_url":19},{"type":60,"content":2268},[2269],{"type":81,"content":2270},[2271],{"text":2272,"type":73},"Try Deputy for free and see how much time you get back in your first week.",{"_uid":2274,"content":2275,"component":343},"fecc1160-e656-4931-a9a5-6688b1937846",{"type":60,"content":2276},[2277,2281,2285,2300,2304,2323,2327,2336,2428,2432,2436,2440,2451,2455,2459,2463,2474,2478,2482,2486,2492,2496,2501,2513,2518,2522,2527,2539,2543,2552,2556,2588],{"type":64,"attrs":2278,"content":2279},{"level":69},[2280],{"text":2029,"type":73},{"type":81,"content":2282},[2283],{"text":2284,"type":73},"If your team is dealing with high turnover, constant complaints about unfair shift distribution, and staff who feel like they have zero control over when they work, your rostering process is likely part of the problem.",{"type":81,"content":2286},[2287,2289,2293,2294,2298],{"text":2288,"type":73},"When you build rosters without visibility into preferences, availability, or fair distribution of desirable shifts, you end up with a disengaged workforce. In industries like ",{"text":2290,"type":73,"marks":2291},"hospitality rostering",[2292],{"type":137},{"text":673,"type":73},{"text":2295,"type":73,"marks":2296},"healthcare rostering",[2297],{"type":137},{"text":2299,"type":73},", where staff shortages are already a major challenge, losing good people because of a clunky roster process is a problem you can solve.",{"type":81,"content":2301},[2302],{"text":2303,"type":73},"Self-service rostering — where staff set their own availability, request time off, and pick up extra shifts through an app — gives your team a sense of control. It also gives you better data to build rosters that actually work for everyone. When people feel heard, they stick around longer.",{"type":81,"content":2305},[2306,2308,2314,2315,2321],{"text":2307,"type":73},"Deputy customer ",{"text":2309,"type":73,"marks":2310},"Rashays",[2311],{"type":121,"attrs":2312},{"href":2313,"uuid":46,"anchor":46,"target":124,"linktype":125},"https://www.deputy.com/au/customers/rashays",{"text":673,"type":73},{"text":2316,"type":73,"marks":2317},"Peel Inn Hotel",[2318],{"type":121,"attrs":2319},{"href":2320,"uuid":46,"anchor":46,"target":124,"linktype":125},"https://www.deputy.com/au/customers/peel-inn-hotel",{"text":2322,"type":73}," have both seen the impact of giving staff more visibility and control over their shifts, resulting in happier teams and smoother operations.",{"type":64,"attrs":2324,"content":2325},{"level":69},[2326],{"text":2039,"type":73},{"type":81,"content":2328},[2329,2331,2334],{"text":2330,"type":73},"Not all ",{"text":1942,"type":73,"marks":2332},[2333],{"type":137},{"text":2335,"type":73}," is created equal. Before you commit to a platform, run through this checklist:",{"type":75,"content":2337},[2338,2348,2358,2368,2378,2388,2398,2408,2418],{"type":78,"content":2339},[2340],{"type":81,"content":2341},[2342,2346],{"text":2343,"type":73,"marks":2344},"Award interpretation and compliance alerts",[2345],{"type":137},{"text":2347,"type":73}," — Does the software understand Australian Modern Awards and flag potential breaches before you publish?",{"type":78,"content":2349},[2350],{"type":81,"content":2351},[2352,2356],{"text":2353,"type":73,"marks":2354},"Real-time labour cost tracking",[2355],{"type":137},{"text":2357,"type":73}," — Can you see wage costs against revenue as you build the roster, not just after the fact?",{"type":78,"content":2359},[2360],{"type":81,"content":2361},[2362,2366],{"text":2363,"type":73,"marks":2364},"Demand-based rostering",[2365],{"type":137},{"text":2367,"type":73}," — Does it pull data from your POS or booking system to forecast demand and suggest optimal staffing levels?",{"type":78,"content":2369},[2370],{"type":81,"content":2371},[2372,2376],{"text":2373,"type":73,"marks":2374},"Mobile self-service for staff",[2375],{"type":137},{"text":2377,"type":73}," — Can your team view rosters, swap shifts, set availability, and request leave from their phone?",{"type":78,"content":2379},[2380],{"type":81,"content":2381},[2382,2386],{"text":2383,"type":73,"marks":2384},"Multi-site visual rostering",[2385],{"type":137},{"text":2387,"type":73}," — If you manage more than one location, can you see and manage all rosters from a single dashboard?",{"type":78,"content":2389},[2390],{"type":81,"content":2391},[2392,2396],{"text":2393,"type":73,"marks":2394},"Break and overtime tracking",[2395],{"type":137},{"text":2397,"type":73}," — Does it monitor rest periods, overtime thresholds, and fatigue limits in real time?",{"type":78,"content":2399},[2400],{"type":81,"content":2401},[2402,2406],{"text":2403,"type":73,"marks":2404},"Communication tools",[2405],{"type":137},{"text":2407,"type":73}," — Is there a built-in news feed or messaging feature so you're not relying on texts and emails?",{"type":78,"content":2409},[2410],{"type":81,"content":2411},[2412,2416],{"text":2413,"type":73,"marks":2414},"Integrations",[2415],{"type":137},{"text":2417,"type":73}," — Does it connect with your existing payroll, POS, HR, and accounting systems?",{"type":78,"content":2419},[2420],{"type":81,"content":2421},[2422,2426],{"text":2423,"type":73,"marks":2424},"Auto-scheduling",[2425],{"type":137},{"text":2427,"type":73}," — Can AI build an optimised roster for you based on demand, availability, skills, and award rules?",{"type":81,"content":2429},[2430],{"text":2431,"type":73},"If a tool doesn't tick most of these boxes, it's just a digital version of your spreadsheet — and that won't solve the problems you're facing.",{"type":64,"attrs":2433,"content":2434},{"level":69},[2435],{"text":2049,"type":73},{"type":81,"content":2437},[2438],{"text":2439,"type":73},"Deputy is used by 385,000 workplaces worldwide, and it's built for exactly the kind of challenges shift-based Australian businesses face every week.",{"type":81,"content":2441},[2442,2444,2449],{"text":2443,"type":73},"When you open Deputy, you can build a full weekly roster in minutes using AI-powered auto-scheduling. The system pulls in demand forecasts — from POS sales data, bookings, or historical patterns — and matches them against your team's availability, skills, and award conditions. You see the ",{"text":2445,"type":73,"marks":2446},"labour cost of every shift",[2447],{"type":121,"attrs":2448},{"href":1964,"uuid":46,"anchor":46,"target":124,"linktype":125},{"text":2450,"type":73}," as you build it, not after you've already committed to the spend.",{"type":81,"content":2452},[2453],{"text":2454,"type":73},"Mari describes the difference simply: \"Deputy has simplified the complex. Whilst keeping accuracy,\" Mari says.",{"type":81,"content":2456},[2457],{"text":2458,"type":73},"For compliance, Deputy's award interpretation engine reads the relevant Modern Award — whether that's the Hospitality Industry (General) Award, the Retail Award, or a healthcare agreement — and surfaces potential issues like insufficient break gaps, overtime thresholds, or consecutive-day limits before you publish. It doesn't replace your own judgement or legal advice, but it helps you catch the mistakes that spreadsheets can't.",{"type":81,"content":2460},[2461],{"text":2462,"type":73},"Your team gets a mobile app where they can view the roster, set their availability, swap shifts with qualified colleagues, request leave, and pick up open shifts — all without calling you. Deputy's News Feed keeps everyone in the loop with announcements, policy updates, and roster changes in one place.",{"type":81,"content":2464},[2465,2467,2472],{"text":2466,"type":73},"On the back end, Deputy integrates with leading Australian payroll, POS, HR, and accounting platforms, so your data flows from roster to ",{"text":2468,"type":73,"marks":2469},"timesheet to payroll",[2470],{"type":121,"attrs":2471},{"href":516,"uuid":46,"anchor":46,"target":124,"linktype":125},{"text":2473,"type":73}," without manual re-entry.",{"type":81,"content":2475},[2476],{"text":2477,"type":73},"If you're managing across multiple sites, Deputy's visual roster gives you a single view of every location, making it easy to spot gaps and move resources where they're needed.",{"type":81,"content":2479},[2480],{"text":2481,"type":73},"STOCK IMAGE SUGGESTION: Search \"hospitality worker checking shift schedule on mobile phone\" or use Deputy product screenshot of the mobile app shift swap screen. Alt text: \"Deputy mobile app showing shift swap and availability features for staff\"",{"type":64,"attrs":2483,"content":2484},{"level":755},[2485],{"text":758,"type":73},{"type":64,"attrs":2487,"content":2489},{"level":2488},5,[2490],{"text":2491,"type":73},"Can Deputy flag overtime and too many consecutive hours automatically?",{"type":81,"content":2493},[2494],{"text":2495,"type":73},"Yes. Deputy monitors overtime thresholds and consecutive-hour limits as you build the roster and alerts you to potential breaches before you publish. The system reads your applicable Modern Award rules and highlights shifts that could push a team member past their maximum hours or into penalty-rate territory — giving you time to adjust before it becomes a payroll problem.",{"type":64,"attrs":2497,"content":2498},{"level":2488},[2499],{"text":2500,"type":73},"How do staff set their own availability in Deputy?",{"type":81,"content":2502},[2503,2505,2511],{"text":2504,"type":73},"Staff use the Deputy mobile app to set recurring or one-off availability windows, request leave, and indicate preferred shift times. When you build the roster — whether manually or using auto-scheduling — Deputy factors in this availability automatically. This self-service approach means fewer back-and-forth texts and a roster that reflects what your team can actually work. ",{"text":2506,"type":73,"marks":2507},"Learn more about building the perfect roster",[2508],{"type":121,"attrs":2509},{"href":2510,"uuid":46,"anchor":46,"target":124,"linktype":125},"https://www.deputy.com/au/blog/how-to-create-the-perfect-schedule-for-your-employees-each-every-time",{"text":2512,"type":73},".",{"type":64,"attrs":2514,"content":2515},{"level":2488},[2516],{"text":2517,"type":73},"Does Deputy use sales or booking data to suggest how many staff to roster?",{"type":81,"content":2519},[2520],{"text":2521,"type":73},"Yes. Deputy's demand forecasting pulls historical sales data from your POS system, along with booking volumes and seasonal trends, to recommend optimal staffing levels for each shift. This demand-based approach helps you avoid overstaffing quiet periods and understaffing busy ones — keeping labour costs aligned with actual revenue.",{"type":64,"attrs":2523,"content":2524},{"level":2488},[2525],{"text":2526,"type":73},"How much does Deputy cost for Australian businesses?",{"type":81,"content":2528},[2529,2531,2537],{"text":2530,"type":73},"Deputy offers flexible per-user pricing for Australian businesses, with plans starting at an accessible rate for small teams and scaling for larger operations. You can view current pricing on the ",{"text":2532,"type":73,"marks":2533},"Deputy AU pricing page",[2534],{"type":121,"attrs":2535},{"href":2536,"uuid":46,"anchor":46,"target":124,"linktype":125},"https://www.deputy.com/au/pricing",{"text":2538,"type":73},", and every plan includes a free trial so you can test the platform with your own team before committing.",{"type":64,"attrs":2540,"content":2541},{"level":755},[2542],{"text":703,"type":73},{"type":81,"content":2544},[2545,2547,2550],{"text":2546,"type":73},"If you recognised your business in any of the six signs above, you're not alone — and you don't have to keep doing things the hard way. Manual rostering drains your time and erodes your team's trust. The right ",{"text":1942,"type":73,"marks":2548},[2549],{"type":137},{"text":2551,"type":73}," gives you back your Sunday nights, keeps your labour costs visible, helps you stay on top of award obligations, and gives your staff the flexibility they're asking for.",{"type":81,"content":2553},[2554],{"text":2555,"type":73},"The key takeaways:",{"type":75,"content":2557},[2558,2564,2570,2576,2582],{"type":78,"content":2559},[2560],{"type":81,"content":2561},[2562],{"text":2563,"type":73},"Automate the repetitive parts of rostering so you can focus on running your business",{"type":78,"content":2565},[2566],{"type":81,"content":2567},[2568],{"text":2569,"type":73},"Track labour costs in real time — not after the damage is done",{"type":78,"content":2571},[2572],{"type":81,"content":2573},[2574],{"text":2575,"type":73},"Use built-in award interpretation tools to help surface compliance risks before they become problems",{"type":78,"content":2577},[2578],{"type":81,"content":2579},[2580],{"text":2581,"type":73},"Give your team self-service tools that improve work-life balance and reduce turnover",{"type":78,"content":2583},[2584],{"type":81,"content":2585},[2586],{"text":2587,"type":73},"Choose a platform that integrates with your existing payroll, POS, and HR systems",{"type":81,"content":2589},[2590,2592,2596],{"text":2591,"type":73},"Deputy is built for shift-based Australian businesses — from single-site cafes to multi-location healthcare providers. ",{"text":747,"type":73,"marks":2593},[2594],{"type":121,"attrs":2595},{"href":751,"uuid":46,"anchor":46,"target":124,"linktype":125},{"text":2597,"type":73}," and see how much time you get back in your first week.","6 Signs Your Team Needs Staff Rostering Software | Deputy","2026-06-02 16:58",{"id":2601,"title":31,"plugin":32,"imageAlt":2602,"minWidth":813,"imageName":2603,"imageS3Key":2604,"description":37,"mobileWidth":816,"desktopWidth":816,"assetSelector":19,"imagePublicUrl":2605,"imageOriginalUrl":2606,"sourceImageWidth":816,"sourceImageHeight":2607},1197834,"6-signs-your-staff-need-employee-scheduling-software","6-signs-your-staff-need-employee-scheduling-software-thumbnail.jpeg","f/64010/600x342/476d8bc8a6/6-signs-your-staff-need-employee-scheduling-software-thumbnail.jpeg","https://s3.amazonaws.com/a.storyblok.com/f/64010/600x342/476d8bc8a6/6-signs-your-staff-need-employee-scheduling-software-thumbnail.jpeg","//a.storyblok.com/f/64010/600x342/476d8bc8a6/6-signs-your-staff-need-employee-scheduling-software-thumbnail.jpeg",342,[827],[],[949,976,2611,900,927,1888],"bf8b1b34-2392-4134-84a3-221c72a7a873",[],[],"au/blog/6-signs-your-staff-need-employee-scheduling-software",1230,[],11114066,"f4aee76b-40a6-4bff-80d2-c7b803f950f7","2017-05-17T00:00:00.000Z",[2621,2625],{"id":2622,"name":1905,"slug":2602,"published":55,"full_slug":2623,"is_folder":49,"parent_id":2624},14078820,"gb/blog/6-signs-your-staff-need-employee-scheduling-software",11229371,{"id":2626,"name":1905,"slug":2602,"published":55,"full_slug":2627,"is_folder":49,"parent_id":2628},13971343,"us/blog/6-signs-your-staff-need-employee-scheduling-software",11229372,{"name":2630,"created_at":2631,"published_at":2632,"updated_at":2633,"id":2634,"uuid":2635,"content":2636,"slug":3453,"full_slug":3465,"sort_by_date":46,"position":3466,"tag_list":3467,"is_startpage":49,"parent_id":2617,"meta_data":46,"group_id":3468,"first_published_at":3469,"release_id":46,"lang":53,"path":46,"alternates":3470,"default_full_slug":46,"translated_slugs":46,"_stopResolving":55},"How to Schedule Your Staff","2020-06-24T03:58:46.107Z","2026-06-29T23:41:27.451Z","2026-06-29T23:41:27.476Z",14079156,"22cf3daf-2885-47ea-8f6c-7f159701b4fe",{"seo":2637,"_uid":2642,"AI_SEO":19,"author":26,"content":2643,"headline":3449,"component":808,"post_date":3450,"thumbnail":3451,"types_tag":3458,"features_tag":3459,"show_resource":55,"industries_tag":3461,"related_articles":3462,"ways_of_working_tag":3463},{"title":14,"plugin":15,"seoTitle":2638,"description":1032,"seoKeywords":2639,"seoTitleInput":2640,"seoDescription":2641},"How To Schedule Your Staff - Tips From The Experts - Deputy Australia","how to roster staff effectively\nstaff rostering\nrostering staff\nstaff rostering software\nrostering tips\nroster staff effectively\neffective rostering\nfair shift allocation\nrostering software Australia\nroster planning\nshift swaps\nleave management rostering\nrostering obligations Australia\ndemand forecasting rostering\nrotating rosters\nhospitality rostering tips","How To Schedule Your Staff - Tips From The Experts","How to roster staff effectively with 10 practical tips for Australian hospitality and retail managers. Cover demand planning, fair shifts, and compliance.","e561d6f0-d5b0-4796-bb81-2b07a31a1c57",[2644,3273,3288],{"_uid":2645,"content":2646,"component":343},"460e22d0-d599-494c-80d5-2fb21bc6e475",{"type":60,"content":2647},[2648,2652,2682,2687,2745,2750,2755,2760,2764,2769,2774,2779,2783,2796,2801,2806,2819,2823,2828,2841,2864,2869,2874,2894,2917,2922,2927,2950,2955,2966,2971,2994,2999,3012,3035,3040,3045,3068,3073,3086,3109,3114,3119,3132,3155,3160,3165,3188,3193,3198,3209,3250],{"type":64,"attrs":2649,"content":2650},{"level":69,"textAlign":46},[2651],{"text":72,"type":73},{"type":75,"content":2653},[2654,2661,2668,2675],{"type":78,"content":2655},[2656],{"type":81,"attrs":2657,"content":2658},{"textAlign":46},[2659],{"text":2660,"type":73},"Build your roster around peak demand first — it's the single biggest lever for controlling labour costs.",{"type":78,"content":2662},[2663],{"type":81,"attrs":2664,"content":2665},{"textAlign":46},[2666],{"text":2667,"type":73},"Fairness, clear communication, and advance notice keep your team engaged and reduce no-shows.",{"type":78,"content":2669},[2670],{"type":81,"attrs":2671,"content":2672},{"textAlign":46},[2673],{"text":2674,"type":73},"Australian managers have obligations under the Fair Work Act and Modern Awards around roster notice and record-keeping.",{"type":78,"content":2676},[2677],{"type":81,"attrs":2678,"content":2679},{"textAlign":46},[2680],{"text":2681,"type":73},"Rostering software like Deputy can reduce rostering time by up to 50%, freeing you to focus on your team and your customers.",{"type":64,"attrs":2683,"content":2684},{"level":69,"textAlign":46},[2685],{"text":2686,"type":73},"Table of contents",{"type":75,"content":2688},[2689,2700,2711,2722,2733],{"type":78,"content":2690},[2691],{"type":81,"attrs":2692,"content":2693},{"textAlign":46},[2694],{"text":2695,"type":73,"marks":2696},"What is staff rostering?",[2697],{"type":121,"attrs":2698},{"href":2699,"uuid":46,"anchor":46,"target":124,"linktype":125},"#what-is-staff-rostering",{"type":78,"content":2701},[2702],{"type":81,"attrs":2703,"content":2704},{"textAlign":46},[2705],{"text":2706,"type":73,"marks":2707},"Why effective rostering matters for your business",[2708],{"type":121,"attrs":2709},{"href":2710,"uuid":46,"anchor":46,"target":124,"linktype":125},"#why-effective-rostering-matters",{"type":78,"content":2712},[2713],{"type":81,"attrs":2714,"content":2715},{"textAlign":46},[2716],{"text":2717,"type":73,"marks":2718},"10 tips for rostering staff effectively",[2719],{"type":121,"attrs":2720},{"href":2721,"uuid":46,"anchor":46,"target":124,"linktype":125},"#10-tips",{"type":78,"content":2723},[2724],{"type":81,"attrs":2725,"content":2726},{"textAlign":46},[2727],{"text":2728,"type":73,"marks":2729},"Understanding your rostering obligations in Australia",[2730],{"type":121,"attrs":2731},{"href":2732,"uuid":46,"anchor":46,"target":124,"linktype":125},"#rostering-obligations",{"type":78,"content":2734},[2735,2743],{"type":81,"attrs":2736,"content":2737},{"textAlign":46},[2738],{"text":2739,"type":73,"marks":2740},"How Deputy helps you roster smarter",[2741],{"type":121,"attrs":2742},{"href":2053,"uuid":46,"anchor":46,"target":124,"linktype":125},{"type":81,"attrs":2744},{"textAlign":46},{"type":81,"attrs":2746,"content":2747},{"textAlign":46},[2748],{"text":2749,"type":73},"If you're still building rosters by hand — on paper, in a spreadsheet, or across a chain of text messages — you already know the pain. It takes hours. Staff ask for changes. Someone gets double-booked. And by the time you've sorted it all out, the week has already started.",{"type":81,"attrs":2751,"content":2752},{"textAlign":46},[2753],{"text":2754,"type":73},"Effective staff rostering is one of the most powerful tools you have as a hospitality or retail manager. Get it right and you control your labour costs, keep your team happy, and make sure every shift is covered by the right people. Deputy can reduce rostering time by up to 50%, which means less time buried in admin and more time on the floor where it counts.",{"type":81,"attrs":2756,"content":2757},{"textAlign":46},[2758],{"text":2759,"type":73},"This guide walks you through 10 practical tips for rostering staff effectively — from matching skills to shifts, to understanding your obligations under Australian workplace law.",{"type":64,"attrs":2761,"content":2762},{"level":69,"textAlign":46},[2763],{"text":2695,"type":73},{"type":81,"attrs":2765,"content":2766},{"textAlign":46},[2767],{"text":2768,"type":73},"Staff rostering is the process of planning and publishing when your employees will work. It covers who's on each shift, what roles they'll fill, and how many hours they'll work across the week or fortnight. In Australia, \"roster\" is the standard term — it's what managers, employees, and Modern Awards all use when referring to shift planning.",{"type":81,"attrs":2770,"content":2771},{"textAlign":46},[2772],{"text":2773,"type":73},"You'll sometimes see \"scheduling\" used interchangeably with \"rostering,\" but in the Australian context there's a practical distinction. Scheduling tends to refer to broader planning of tasks or resources. Rostering is specifically about assigning your people to shifts — it's the human layer of running a shift-based business.",{"type":81,"attrs":2775,"content":2776},{"textAlign":46},[2777],{"text":2778,"type":73},"For hospitality and retail teams, good rostering means aligning your staffing levels with customer demand, so you're not understaffed on a busy Saturday service or overstaffed on a quiet Tuesday morning. It's both a logistical tool and a people management one.",{"type":64,"attrs":2780,"content":2781},{"level":69,"textAlign":46},[2782],{"text":2706,"type":73},{"type":81,"attrs":2784,"content":2785},{"textAlign":46},[2786,2788,2794],{"text":2787,"type":73},"How you roster has a direct impact on your bottom line, your workplace culture, and the quality of service your customers receive. Labour is typically the largest controllable cost in hospitality and retail — an industry where ",{"text":2789,"type":73,"marks":2790},"around 6.5% of all Australian workers",[2791],{"type":121,"attrs":2792},{"href":2793,"uuid":46,"anchor":46,"target":156,"linktype":125},"https://www.jobsandskills.gov.au/data/occupation-and-industry-profiles/industries/accommodation-and-food-services",{"text":2795,"type":73}," have their main job. A poorly built roster can mean unnecessary overtime, idle staff during slow periods, or missed penalty rate obligations.",{"type":160,"attrs":2797},{"id":46,"alt":2798,"src":2799,"title":19,"source":46,"copyright":46,"meta_data":2800},"Baristas preparing coffee behind a busy cafe counter during a shift","//a.storyblok.com/f/64010/0x0/4c7b340307/image-2.jpg",{},{"type":81,"attrs":2802,"content":2803},{"textAlign":46},[2804],{"text":2805,"type":73},"Staff satisfaction is closely tied to how fairly and consistently you roster. In fact, 82.16% of Australian shift workers report being happy at work, with a net happiness score of +76.26% — and predictable, fair rostering plays a significant role in that result. When staff know their hours in advance and feel their time is respected, they're more engaged and less likely to call in sick.",{"type":81,"attrs":2807,"content":2808},{"textAlign":46},[2809,2811,2817],{"text":2810,"type":73},"The workforce is shifting too. Gen Z now makes up 41% of Australia's shift workforce, and this generation has higher expectations around flexibility and communication. With ",{"text":2812,"type":73,"marks":2813},"around 2.4 million Australians employed as casuals",[2814],{"type":121,"attrs":2815},{"href":2816,"uuid":46,"anchor":46,"target":156,"linktype":125},"https://www.abs.gov.au/statistics/labour/earnings-and-working-conditions/working-arrangements/latest-release",{"text":2818,"type":73},", getting rostering right is essential for workforce stability. There are also compliance considerations: under the Fair Work Act and many Modern Awards, you have obligations around roster notice and record-keeping that are worth understanding clearly.",{"type":64,"attrs":2820,"content":2821},{"level":69,"textAlign":46},[2822],{"text":2717,"type":73},{"type":64,"attrs":2824,"content":2825},{"level":193,"textAlign":46},[2826],{"text":2827,"type":73},"1. Know your team's skills and availability",{"type":81,"attrs":2829,"content":2830},{"textAlign":46},[2831,2833,2839],{"text":2832,"type":73},"Before you can build a great roster, you need a clear picture of who's on your team and what they can do. Not every team member is interchangeable — a new floor hand isn't ready to run a section alone, and a kitchen porter can't step in for a trained barista. In a ",{"text":2834,"type":73,"marks":2835},"restaurant",[2836],{"type":121,"attrs":2837},{"href":2838,"uuid":46,"anchor":46,"target":124,"linktype":125},"https://www.deputy.com/industry/hospitality",{"text":2840,"type":73},", that means knowing who can work front of house, who's certified on the coffee machine, and who's cleared for the kitchen. In retail, it means knowing who can open the store and who handles stock.",{"type":75,"content":2842},[2843,2850,2857],{"type":78,"content":2844},[2845],{"type":81,"attrs":2846,"content":2847},{"textAlign":46},[2848],{"text":2849,"type":73},"Record each person's availability and any recurring unavailability",{"type":78,"content":2851},[2852],{"type":81,"attrs":2853,"content":2854},{"textAlign":46},[2855],{"text":2856,"type":73},"Note certifications alongside their profile — Responsible Service of Alcohol, food handling, first aid",{"type":78,"content":2858},[2859],{"type":81,"attrs":2860,"content":2861},{"textAlign":46},[2862],{"text":2863,"type":73},"Flag team members still in training so they're rostered with appropriate support",{"type":64,"attrs":2865,"content":2866},{"level":193,"textAlign":46},[2867],{"text":2868,"type":73},"2. Start with your busiest days",{"type":81,"attrs":2870,"content":2871},{"textAlign":46},[2872],{"text":2873,"type":73},"Don't build your roster from Monday to Sunday in order — start with your peaks. Friday night service, Saturday afternoon retail, Sunday brunch: those shifts need your strongest team and maximum coverage. Once you've locked those in, you can fill the quieter periods around them.",{"type":81,"attrs":2875,"content":2876},{"textAlign":46},[2877,2879,2884,2886,2892],{"text":2878,"type":73},"Use actual demand data — point-of-sale figures, foot traffic counts, reservation numbers — rather than gut feeling. Deputy's ",{"text":2880,"type":73,"marks":2881},"rostering software",[2882],{"type":121,"attrs":2883},{"href":498,"uuid":46,"anchor":46,"target":124,"linktype":125},{"text":2885,"type":73}," includes an ",{"text":2887,"type":73,"marks":2888},"Auto-Scheduling",[2889],{"type":121,"attrs":2890},{"href":2891,"uuid":46,"anchor":46,"target":124,"linktype":125},"https://www.deputy.com/features/auto-scheduling",{"text":2893,"type":73}," feature that uses demand forecasting to suggest staffing levels based on real trading data, so your roster reflects what the business actually needs.",{"type":75,"content":2895},[2896,2903,2910],{"type":78,"content":2897},[2898],{"type":81,"attrs":2899,"content":2900},{"textAlign":46},[2901],{"text":2902,"type":73},"Pull sales or traffic data for the past four to six weeks to identify your true peaks",{"type":78,"content":2904},[2905],{"type":81,"attrs":2906,"content":2907},{"textAlign":46},[2908],{"text":2909,"type":73},"Assign your most experienced staff to peak shifts first",{"type":78,"content":2911},[2912],{"type":81,"attrs":2913,"content":2914},{"textAlign":46},[2915],{"text":2916,"type":73},"Build quieter shifts around what's left once peaks are covered",{"type":64,"attrs":2918,"content":2919},{"level":193,"textAlign":46},[2920],{"text":2921,"type":73},"3. Match the right staff to each shift",{"type":81,"attrs":2923,"content":2924},{"textAlign":46},[2925],{"text":2926,"type":73},"A well-built roster isn't just about having enough people on the floor — it's about having the right mix. Pairing experienced team members with newer ones means there's always someone who can handle a rush or answer questions. It also builds capability across your team over time.",{"type":75,"content":2928},[2929,2936,2943],{"type":78,"content":2930},[2931],{"type":81,"attrs":2932,"content":2933},{"textAlign":46},[2934],{"text":2935,"type":73},"Aim for a mix of experience levels on every shift where possible",{"type":78,"content":2937},[2938],{"type":81,"attrs":2939,"content":2940},{"textAlign":46},[2941],{"text":2942,"type":73},"Consider the pace and demands of the specific shift when assigning staff",{"type":78,"content":2944},[2945],{"type":81,"attrs":2946,"content":2947},{"textAlign":46},[2948],{"text":2949,"type":73},"Make sure required certifications are covered on every shift — for example, at least one RSA-certified team member in a licensed venue",{"type":64,"attrs":2951,"content":2952},{"level":193,"textAlign":46},[2953],{"text":2954,"type":73},"4. Distribute shifts fairly",{"type":81,"attrs":2956,"content":2957},{"textAlign":46},[2958,2960,2964],{"text":2959,"type":73},"Few things damage morale faster than the perception that the same people always get the good shifts. ",{"text":2961,"type":73,"marks":2962},"Fair shift allocation",[2963],{"type":137},{"text":2965,"type":73}," — distributing desirable and less desirable shifts evenly — is a mark of a good manager and a key factor in retention.",{"type":81,"attrs":2967,"content":2968},{"textAlign":46},[2969],{"text":2970,"type":73},"Rotating rosters are a practical solution. Rather than defaulting to the same people for Friday nights or public holidays, rotate those shifts through your team systematically. When everyone takes a turn at the less popular shifts, resentment doesn't build.",{"type":75,"content":2972},[2973,2980,2987],{"type":78,"content":2974},[2975],{"type":81,"attrs":2976,"content":2977},{"textAlign":46},[2978],{"text":2979,"type":73},"Track who works which shifts over time to spot patterns of unfairness",{"type":78,"content":2981},[2982],{"type":81,"attrs":2983,"content":2984},{"textAlign":46},[2985],{"text":2986,"type":73},"Rotate public holiday and peak shifts rather than defaulting to the same volunteers",{"type":78,"content":2988},[2989],{"type":81,"attrs":2990,"content":2991},{"textAlign":46},[2992],{"text":2993,"type":73},"Make your approach to fair shift allocation transparent with your team",{"type":64,"attrs":2995,"content":2996},{"level":193,"textAlign":46},[2997],{"text":2998,"type":73},"5. Assign clear tasks and responsibilities",{"type":81,"attrs":3000,"content":3001},{"textAlign":46},[3002,3004,3010],{"text":3003,"type":73},"A shift without clear tasks is a shift where things fall through the gaps. When each team member knows exactly what they're responsible for — not just that they're \"on shift\" — you get better performance, faster onboarding, and fewer end-of-shift surprises. Build checklists into each shift: what needs to happen at open, during trade, and before close. Deputy's ",{"text":3005,"type":73,"marks":3006},"task management",[3007],{"type":121,"attrs":3008},{"href":3009,"uuid":46,"anchor":46,"target":124,"linktype":125},"https://www.deputy.com/features/tasking",{"text":3011,"type":73}," feature lets you attach tasks directly to shifts, so every team member sees exactly what's expected when they clock in.",{"type":75,"content":3013},[3014,3021,3028],{"type":78,"content":3015},[3016],{"type":81,"attrs":3017,"content":3018},{"textAlign":46},[3019],{"text":3020,"type":73},"Create shift-specific checklists for open, trade, and close",{"type":78,"content":3022},[3023],{"type":81,"attrs":3024,"content":3025},{"textAlign":46},[3026],{"text":3027,"type":73},"Assign tasks by role, not just by shift, so responsibilities are unambiguous",{"type":78,"content":3029},[3030],{"type":81,"attrs":3031,"content":3032},{"textAlign":46},[3033],{"text":3034,"type":73},"Review and update checklists regularly as your operations change",{"type":64,"attrs":3036,"content":3037},{"level":193,"textAlign":46},[3038],{"text":3039,"type":73},"6. Publish rosters in advance",{"type":81,"attrs":3041,"content":3042},{"textAlign":46},[3043],{"text":3044,"type":73},"Publishing your roster with sufficient lead time is both good practice and, in many cases, a legal requirement. Under the Fair Work Act and many Modern Awards, employers are required to give employees reasonable notice of their rosters and of any changes. The specific notice period depends on the applicable award, but the principle is consistent: your team deserves enough time to plan their lives. Aim to publish at least a week in advance as a minimum — two weeks is better where your trading patterns allow it.",{"type":75,"content":3046},[3047,3054,3061],{"type":78,"content":3048},[3049],{"type":81,"attrs":3050,"content":3051},{"textAlign":46},[3052],{"text":3053,"type":73},"Check the notice requirements under the Modern Award that applies to your business",{"type":78,"content":3055},[3056],{"type":81,"attrs":3057,"content":3058},{"textAlign":46},[3059],{"text":3060,"type":73},"Aim to publish rosters at least seven days in advance",{"type":78,"content":3062},[3063],{"type":81,"attrs":3064,"content":3065},{"textAlign":46},[3066],{"text":3067,"type":73},"Communicate any changes as early as possible and follow the process in your award or enterprise agreement",{"type":64,"attrs":3069,"content":3070},{"level":193,"textAlign":46},[3071],{"text":3072,"type":73},"7. Make shift swaps easy",{"type":81,"attrs":3074,"content":3075},{"textAlign":46},[3076,3078,3084],{"text":3077,"type":73},"Life happens — staff get sick, have family commitments, or need to swap a shift for reasons you can't always predict. If your swap process is slow or cumbersome, you'll either end up short-staffed or your team will swap informally without your knowledge. A streamlined shift swap process — where an employee requests a swap, another accepts, and a manager approves — keeps things organised and accountable. ",{"text":3079,"type":73,"marks":3080},"Deputy's shift swap feature",[3081],{"type":121,"attrs":3082},{"href":3083,"uuid":46,"anchor":46,"target":124,"linktype":125},"https://www.deputy.com/au/features/shift-swapping",{"text":3085,"type":73}," lets staff initiate and accept swaps from their mobile, with manager approval built into the workflow.",{"type":75,"content":3087},[3088,3095,3102],{"type":78,"content":3089},[3090],{"type":81,"attrs":3091,"content":3092},{"textAlign":46},[3093],{"text":3094,"type":73},"Set a clear policy for how and when swap requests need to be submitted",{"type":78,"content":3096},[3097],{"type":81,"attrs":3098,"content":3099},{"textAlign":46},[3100],{"text":3101,"type":73},"Require manager approval so you maintain visibility over who's actually working",{"type":78,"content":3103},[3104],{"type":81,"attrs":3105,"content":3106},{"textAlign":46},[3107],{"text":3108,"type":73},"Check that swapping staff have the required skills and certifications for the shift they're taking on",{"type":64,"attrs":3110,"content":3111},{"level":193,"textAlign":46},[3112],{"text":3113,"type":73},"8. Handle leave requests smoothly",{"type":160,"attrs":3115},{"id":46,"alt":3116,"src":3117,"title":19,"source":46,"copyright":46,"meta_data":3118},"Retail workers at a grocery store checkout area during a shift","//a.storyblok.com/f/64010/0x0/c00ce93071/image-1.jpg",{},{"type":81,"attrs":3120,"content":3121},{"textAlign":46},[3122,3124,3130],{"text":3123,"type":73},"Australian employees have leave entitlements under the National Employment Standards — including annual leave and personal and carer's leave. How you handle those requests affects your roster, your labour costs, and your team's trust in you. A clear, consistent process removes ambiguity: staff should know how far in advance to submit requests and how quickly they'll hear back. Deputy's ",{"text":3125,"type":73,"marks":3126},"leave management",[3127],{"type":121,"attrs":3128},{"href":3129,"uuid":46,"anchor":46,"target":124,"linktype":125},"https://www.deputy.com/features/leave-management",{"text":3131,"type":73}," feature integrates with your roster so approved leave automatically shows as unavailability when you're building the next week — no more accidentally rostering someone on their approved days off.",{"type":75,"content":3133},[3134,3141,3148],{"type":78,"content":3135},[3136],{"type":81,"attrs":3137,"content":3138},{"textAlign":46},[3139],{"text":3140,"type":73},"Set a clear leave request window — for example, at least two weeks' notice for planned leave",{"type":78,"content":3142},[3143],{"type":81,"attrs":3144,"content":3145},{"textAlign":46},[3146],{"text":3147,"type":73},"Keep records of all requests and approvals",{"type":78,"content":3149},[3150],{"type":81,"attrs":3151,"content":3152},{"textAlign":46},[3153],{"text":3154,"type":73},"Check leave balances before approving to avoid issues at the end of the leave year",{"type":64,"attrs":3156,"content":3157},{"level":193,"textAlign":46},[3158],{"text":3159,"type":73},"9. Communicate rosters clearly with your team",{"type":81,"attrs":3161,"content":3162},{"textAlign":46},[3163],{"text":3164,"type":73},"Publishing a roster is only half the job — your team needs to see it, understand it, and confirm they've received it. A roster pinned to a staffroom noticeboard on Monday morning won't reach staff who work irregular hours or across multiple locations. Digital roster distribution is now the standard: when your roster lives in an app that sends push notifications and tracks receipt confirmations, the \"I didn't see it\" problem disappears.",{"type":75,"content":3166},[3167,3174,3181],{"type":78,"content":3168},[3169],{"type":81,"attrs":3170,"content":3171},{"textAlign":46},[3172],{"text":3173,"type":73},"Use a digital platform that notifies staff when a new roster is published",{"type":78,"content":3175},[3176],{"type":81,"attrs":3177,"content":3178},{"textAlign":46},[3179],{"text":3180,"type":73},"Request confirmation of receipt — especially for changed or updated rosters",{"type":78,"content":3182},[3183],{"type":81,"attrs":3184,"content":3185},{"textAlign":46},[3186],{"text":3187,"type":73},"Keep a record of when rosters were published and confirmed in case of disputes",{"type":64,"attrs":3189,"content":3190},{"level":193,"textAlign":46},[3191],{"text":3192,"type":73},"10. Use rostering software to save time",{"type":81,"attrs":3194,"content":3195},{"textAlign":46},[3196],{"text":3197,"type":73},"If you're still building rosters in spreadsheets, you know the limitations: no mobile access, no built-in leave visibility, no payroll connection, and a whole lot of manual entry. Pen-and-paper rostering is worse again. Both approaches cost you time you don't have and introduce errors that cost you money.",{"type":81,"attrs":3199,"content":3200},{"textAlign":46},[3201,3207],{"text":3202,"type":73,"marks":3203},"Workforce management software",[3204],{"type":121,"attrs":3205},{"href":3206,"uuid":46,"anchor":46,"target":124,"linktype":125},"https://www.deputy.com/workforce-management",{"text":3208,"type":73}," built for shift-based teams changes all of this. Deputy brings rostering, timesheets, leave, and payroll into one platform — with AI Auto-Scheduling, real-time labour costing, and your team's availability and certifications all visible in one place. As Mari Bornelli, general manager at Funk Drinks Co., says: \"Deputy has simplified the complex. Whilst keeping accuracy.\"",{"type":81,"attrs":3210,"content":3211},{"textAlign":46},[3212,3214,3219,3221,3227,3229,3233,3235,3241,3243,3249],{"text":3213,"type":73},"Deputy works across ",{"text":895,"type":73,"marks":3215},[3216],{"type":121,"attrs":3217},{"href":3218,"uuid":46,"anchor":46,"target":124,"linktype":125},"https://www.deputy.com/industry/retail",{"text":3220,"type":73},", Aged care, ",{"text":3222,"type":73,"marks":3223},"Healthcare",[3224],{"type":121,"attrs":3225},{"href":3226,"uuid":46,"anchor":46,"target":124,"linktype":125},"https://www.deputy.com/industry/healthcare",{"text":3228,"type":73},", ",{"text":971,"type":73,"marks":3230},[3231],{"type":121,"attrs":3232},{"href":679,"uuid":46,"anchor":46,"target":124,"linktype":125},{"text":3234,"type":73},", and ",{"text":3236,"type":73,"marks":3237},"Non-profits",[3238],{"type":121,"attrs":3239},{"href":3240,"uuid":46,"anchor":46,"target":124,"linktype":125},"https://www.deputy.com/industry/charity",{"text":3242,"type":73},", and connects to your existing tools through a wide range of ",{"text":3244,"type":73,"marks":3245},"integrations",[3246],{"type":121,"attrs":3247},{"href":3248,"uuid":46,"anchor":46,"target":124,"linktype":125},"https://www.deputy.com/integrations",{"text":2512,"type":73},{"type":75,"content":3251},[3252,3259,3266],{"type":78,"content":3253},[3254],{"type":81,"attrs":3255,"content":3256},{"textAlign":46},[3257],{"text":3258,"type":73},"Replace manual roster-building with AI Auto-Scheduling that accounts for demand, availability, and cost",{"type":78,"content":3260},[3261],{"type":81,"attrs":3262,"content":3263},{"textAlign":46},[3264],{"text":3265,"type":73},"See real-time labour costs as you build, not after the payroll bill arrives",{"type":78,"content":3267},[3268],{"type":81,"attrs":3269,"content":3270},{"textAlign":46},[3271],{"text":3272,"type":73},"Connect your roster to payroll so approved shifts flow through without double entry",{"_uid":3274,"ctas":3275,"theme":1568,"component":361,"hide_capterra":55,"spacer_bottom":362,"call_to_action":3282,"call_to_action_style":53},"d96895ca-ef3b-4719-b8a4-9d4759b4ef94",[3276,3279],{"_uid":3277,"link":3278,"text":352,"type":353,"component":354,"analyticsId":19},"95dc2bee-3076-4819-b840-b8bdbb9e5152",{"id":19,"url":19,"linktype":350,"fieldtype":351,"cached_url":19},{"_uid":3280,"link":3281,"text":358,"type":359,"component":354,"analyticsId":19},"2f7651ee-4bd2-4b33-a70c-307d893eaf63",{"id":19,"url":19,"linktype":350,"fieldtype":351,"cached_url":19},{"type":60,"content":3283},[3284],{"type":81,"content":3285},[3286],{"text":3287,"type":73},"See how Deputy can help you build fairer, smarter rosters in less time.",{"_uid":3289,"content":3290,"component":343},"5b501c73-c876-4fba-9fda-cb411c5de2bb",{"type":60,"content":3291},[3292,3297,3301,3313,3317,3322,3326,3334,3342,3364,3375,3381,3386,3390,3395,3399,3404,3408,3413,3417,3422,3426,3431,3435,3439],{"type":64,"attrs":3293,"content":3295},{"id":3294,"level":69},"rostering-obligations",[3296],{"text":2728,"type":73},{"type":81,"content":3298},[3299],{"text":3300,"type":73},"Your rostering practices need to align with the Fair Work Act and any applicable Modern Awards or enterprise agreements. The specifics vary by industry and award, but some principles apply broadly.",{"type":81,"content":3302},[3303,3305,3311],{"text":3304,"type":73},"Many Modern Awards require employers to give a minimum notice period before changing a roster. While the exact timeframe depends on the specific award, the general principle — supported by ",{"text":3306,"type":73,"marks":3307},"Fair Work Australia",[3308],{"type":121,"attrs":3309},{"href":3310,"uuid":46,"anchor":46,"target":156,"linktype":125},"https://www.fairwork.gov.au/employment-conditions/hours-of-work-breaks-and-rosters/rosters",{"text":3312,"type":73}," — is that employees should have reasonable notice of their working hours. Changing a roster without sufficient notice, or without genuine agreement from the employee, can expose you to disputes or potential award breaches.",{"type":81,"content":3314},[3315],{"text":3316,"type":73},"Record-keeping is another key obligation. Under the Fair Work Act, employers are required to keep accurate records of hours worked, pay rates, and leave taken. A digital rostering system supports your record-keeping efforts by automatically capturing shift data — but the responsibility for maintaining complete and accurate records remains with you as the employer. If you're unsure about your obligations, check the Fair Work Ombudsman's website or speak with a qualified employment adviser.",{"type":64,"attrs":3318,"content":3320},{"id":3319,"level":69},"how-deputy-helps",[3321],{"text":2739,"type":73},{"type":81,"content":3323},[3324],{"text":3325,"type":73},"Deputy is built for the reality of shift-based work — the unpredictability, the demand fluctuations, and the constant balancing act between cost control and staff wellbeing.",{"type":81,"content":3327},[3328,3332],{"text":3329,"type":73,"marks":3330},"AI Auto-Scheduling",[3331],{"type":137},{"text":3333,"type":73}," builds rosters based on real demand data — sales figures, foot traffic, historical patterns — so you're staffing to actual need rather than guesswork. It factors in your team's availability, skills, and certifications automatically, reducing the back-and-forth of manual roster building.",{"type":81,"content":3335},[3336,3340],{"text":3337,"type":73,"marks":3338},"Real-time labour costing",[3339],{"type":137},{"text":3341,"type":73}," shows you the wage cost of your roster as you build it, so you can make informed decisions before you publish. You can see where you're over- or under-spending and adjust accordingly.",{"type":81,"content":3343},[3344,3351,3355,3357,3362],{"text":3345,"type":73,"marks":3346},"Award interpretation",[3347,3348],{"type":137},{"type":121,"attrs":3349},{"href":3350,"uuid":46,"anchor":46,"target":124,"linktype":125},"https://www.deputy.com/au/features/award-interpretation",{"text":3352,"type":73,"marks":3353}," support",[3354],{"type":137},{"text":3356,"type":73}," helps you navigate penalty rates, overtime rules, and leave entitlements within your roster. Deputy surfaces potential issues — for example, when a shift might trigger overtime — so you can review and adjust before payroll runs. And because rostering, ",{"text":3358,"type":73,"marks":3359},"timesheets",[3360],{"type":121,"attrs":3361},{"href":516,"uuid":46,"anchor":46,"target":124,"linktype":125},{"text":3363,"type":73},", and payroll sit in one platform, Deputy can reduce rostering time by up to 50%.",{"type":81,"content":3365},[3366,3368,3373],{"text":3367,"type":73},"Ready to see the difference? ",{"text":3369,"type":73,"marks":3370},"Start a free trial",[3371],{"type":121,"attrs":3372},{"href":751,"uuid":46,"anchor":46,"target":124,"linktype":125},{"text":3374,"type":73}," and build your first roster in minutes.",{"type":64,"attrs":3376,"content":3378},{"id":3377,"level":755},"faqs",[3379],{"text":3380,"type":73},"FAQs about staff rostering",{"type":64,"attrs":3382,"content":3383},{"level":2488},[3384],{"text":3385,"type":73},"How does Deputy help you create a staff roster?",{"type":81,"content":3387},[3388],{"text":3389,"type":73},"Deputy's AI Auto-Scheduling feature builds a roster based on your demand data, team availability, and skill requirements — in a fraction of the time it takes manually. You set your staffing rules, review the suggested roster, make any adjustments, and publish directly to your team's phones. Leave, availability, and certifications are all factored in automatically.",{"type":64,"attrs":3391,"content":3392},{"level":2488},[3393],{"text":3394,"type":73},"What is the best rostering software for Australian businesses?",{"type":81,"content":3396},[3397],{"text":3398,"type":73},"Deputy is purpose-built for Australian shift-based businesses, with features that support Modern Award interpretation, leave management under the National Employment Standards, and real-time labour costing. It's used across thousands of Australian workplaces in hospitality, retail, healthcare, aged care, and more, and integrates with leading Australian payroll systems including Xero.",{"type":64,"attrs":3400,"content":3401},{"level":2488},[3402],{"text":3403,"type":73},"How far in advance should you publish a roster in Australia?",{"type":81,"content":3405},[3406],{"text":3407,"type":73},"The required notice period varies depending on the Modern Award or enterprise agreement that applies to your business. As a general principle, Fair Work Australia expects employees to receive reasonable advance notice of their rosters and of any changes. A good rule of thumb is to publish at least seven days in advance — two weeks where possible. Deputy lets you build and publish rosters weeks ahead, with automatic notifications sent to your team when the roster goes live.",{"type":64,"attrs":3409,"content":3410},{"level":2488},[3411],{"text":3412,"type":73},"Can Deputy help with rostering across multiple locations?",{"type":81,"content":3414},[3415],{"text":3416,"type":73},"Yes — Deputy is built for multi-location operations. You can manage rosters across multiple venues or stores from a single dashboard, with visibility into staffing levels, labour costs, and shift coverage at each location. Staff profiles and availability are centralised, so if someone works across locations, their hours are tracked accurately regardless of where they clock in.",{"type":64,"attrs":3418,"content":3419},{"level":2488},[3420],{"text":3421,"type":73},"How do you handle last-minute roster changes?",{"type":81,"content":3423},[3424],{"text":3425,"type":73},"Deputy makes last-minute changes faster and less stressful. When a shift becomes vacant, you can broadcast it as an open shift to eligible team members, who can claim it directly from the app. You can also send direct messages to specific staff to fill gaps quickly. All changes are logged in the roster, so there's a clear record of who worked what — which matters for payroll accuracy and award compliance.",{"type":64,"attrs":3427,"content":3428},{"level":2488},[3429],{"text":3430,"type":73},"What's the difference between rostering and scheduling?",{"type":81,"content":3432},[3433],{"text":3434,"type":73},"In Australian workplace terminology, \"rostering\" refers to assigning employees to shifts — it's the process of planning who works when. \"Scheduling\" is a broader term covering task planning, appointments, or resource allocation more generally. In everyday conversation the two are often used interchangeably, but Australian Modern Awards, Fair Work guidance, and most shift-based workforce software — including Deputy — use \"roster\" as the primary term.",{"type":64,"attrs":3436,"content":3437},{"level":755},[3438],{"text":703,"type":73},{"type":81,"content":3440},[3441,3443,3447],{"text":3442,"type":73},"Effective staff rostering doesn't have to be the most time-consuming part of your week. With the right approach — starting from demand, distributing shifts fairly, communicating clearly, and using the right tools — you can build rosters that work for your business and your team. ",{"text":747,"type":73,"marks":3444},[3445],{"type":121,"attrs":3446},{"href":751,"uuid":46,"anchor":46,"target":124,"linktype":125},{"text":3448,"type":73}," and see how much time you can get back.","How to Roster Staff Effectively: 10 Tips for Managers","2026-05-22 20:49",{"id":3452,"title":31,"plugin":32,"imageAlt":3453,"minWidth":813,"imageName":3454,"imageS3Key":3455,"description":37,"mobileWidth":816,"desktopWidth":816,"assetSelector":19,"imagePublicUrl":3456,"imageOriginalUrl":3457,"sourceImageWidth":816,"sourceImageHeight":2607},1197496,"how-to-schedule-your-staff","how-to-schedule-your-staff-thumbnail.png","f/64010/600x342/38d45a1930/how-to-schedule-your-staff-thumbnail.png","https://s3.amazonaws.com/a.storyblok.com/f/64010/600x342/38d45a1930/how-to-schedule-your-staff-thumbnail.png","//a.storyblok.com/f/64010/600x342/38d45a1930/how-to-schedule-your-staff-thumbnail.png",[827],[3460],"48e977db-fa48-410c-a8f1-a78122a846fc",[949,976,2611,900,927],[],[3464],"24757a66-930d-4c7d-bdff-b99b4a33750e","au/blog/how-to-schedule-your-staff",4510,[],"844263a8-0b37-4ab8-b4a1-81fb1ccb30a7","2019-07-17T00:00:00.000Z",[3471,3474],{"id":3472,"name":2630,"slug":3453,"published":55,"full_slug":3473,"is_folder":49,"parent_id":2624},14079155,"gb/blog/how-to-schedule-your-staff",{"id":3475,"name":2630,"slug":3453,"published":55,"full_slug":3476,"is_folder":49,"parent_id":2628},13970992,"us/blog/how-to-schedule-your-staff",{"name":3478,"created_at":3479,"published_at":3480,"updated_at":3481,"id":3482,"uuid":3483,"content":3484,"slug":4127,"full_slug":4137,"sort_by_date":46,"position":4138,"tag_list":4139,"is_startpage":49,"parent_id":2617,"meta_data":46,"group_id":4140,"first_published_at":4141,"release_id":46,"lang":53,"path":46,"alternates":4142,"default_full_slug":46,"translated_slugs":46,"_stopResolving":55},"Why Employee Time and Attendance Is More Important Than You Think","2020-06-24T03:53:57.204Z","2026-05-08T00:39:25.604Z","2026-05-08T00:39:25.629Z",14079137,"7a56db55-a4af-4cf3-94a8-cab1705c669c",{"seo":3485,"_uid":3490,"AI_SEO":19,"author":26,"content":3491,"headline":4123,"component":808,"post_date":4124,"thumbnail":4125,"types_tag":4132,"features_tag":4133,"show_resource":55,"industries_tag":4134,"related_articles":4135,"ways_of_working_tag":4136},{"title":14,"plugin":15,"seoTitle":3486,"description":1032,"seoKeywords":3487,"seoTitleInput":3488,"seoDescription":3489},"Employee Time & Attendance Is More Important Than You Think - Deputy Australia","time and attendance management\ntime and attendance software Australia\nemployee time tracking hospitality\nbuddy punching prevention\nFair Work record keeping obligations\npayroll errors hospitality\nbiometric time clock Australia\nModern Award penalty rates\ntime theft hospitality retail\ndigital time tracking\nemployee self-service timesheets\nrostering and payroll integration\ntime and attendance compliance\nshift worker time tracking\nhospitality workforce management","Employee Time & Attendance Is More Important Than You Think","Time and attendance management reduces payroll errors, prevents time theft, and helps Australian hospitality and retail businesses stay Fair Work compliant.","b7dc8180-7dad-4017-9d2f-7cec40076e25",[3492,3830,3844],{"_uid":3493,"content":3494,"component":343},"102e7c90-25fa-47b4-8ae0-53cf79e2274c",{"type":60,"content":3495},[3496,3500,3548,3554,3559,3570,3575,3580,3593,3605,3610,3615,3620,3625,3630,3642,3655,3660,3677,3682,3687,3692,3702,3714,3719,3724,3767,3780,3785,3790,3803,3808,3813,3818],{"type":64,"attrs":3497,"content":3498},{"level":69,"textAlign":46},[3499],{"text":72,"type":73},{"type":75,"content":3501},[3502,3509,3522,3529,3536],{"type":78,"content":3503},[3504],{"type":81,"attrs":3505,"content":3506},{"textAlign":46},[3507],{"text":3508,"type":73},"Manual timesheets introduce rounding errors and miscalculations that quietly inflate your payroll costs every single pay cycle.",{"type":78,"content":3510},[3511],{"type":81,"attrs":3512,"content":3513},{"textAlign":46},[3514,3516,3520],{"text":3515,"type":73},"The ",{"text":3517,"type":73,"marks":3518},"Fair Work Act",[3519],{"type":137},{"text":3521,"type":73}," requires you to keep accurate time and pay records for seven years — and inaccurate records put you at risk of an underpayment claim.",{"type":78,"content":3523},[3524],{"type":81,"attrs":3525,"content":3526},{"textAlign":46},[3527],{"text":3528,"type":73},"Time theft and buddy punching are more common in hospitality and retail than most managers realise, and they're a systemic issue, not a moral one.",{"type":78,"content":3530},[3531],{"type":81,"attrs":3532,"content":3533},{"textAlign":46},[3534],{"text":3535,"type":73},"Digital time tracking tools reduce errors, flag exceptions in real time, and integrate directly with payroll to cut hours of manual admin each week.",{"type":78,"content":3537},[3538,3543],{"type":81,"attrs":3539,"content":3540},{"textAlign":46},[3541],{"text":3542,"type":73},"With poly-employment at a decade high in Australia — and Gen Z making up 72% of multi-job holders — your team members need accurate records too, and they're increasingly expecting digital, transparent pay.",{"type":81,"attrs":3544,"content":3545},{"textAlign":46},[3546],{"type":3547},"hard_break",{"type":75,"content":3549},[3550],{"type":78,"content":3551},[3552],{"type":81,"attrs":3553},{"textAlign":46},{"type":81,"attrs":3555,"content":3556},{"textAlign":46},[3557],{"text":3558,"type":73},"If you're running a café, restaurant, or retail store in Australia, you know how fast things move. Rosters change, team members swap shifts, and the last thing you have time for is double-checking timesheets. But here's the thing — the way you track time and attendance has a direct impact on your payroll accuracy, your compliance obligations, and your team's trust in you as an employer.",{"type":81,"attrs":3560,"content":3561},{"textAlign":46},[3562,3564,3568],{"text":3563,"type":73},"Many Australian hospitality and retail managers are still tracking hours on spreadsheets, paper sign-in sheets, or even just relying on memory. It's understandable. When you're managing a busy floor, admin takes a back seat. But those manual processes carry real risk — especially when you factor in ",{"text":3565,"type":73,"marks":3566},"Modern Awards",[3567],{"type":137},{"text":3569,"type":73},", penalty rates, and the record-keeping obligations that come with the Fair Work Act.",{"type":81,"attrs":3571,"content":3572},{"textAlign":46},[3573],{"text":3574,"type":73},"This article breaks down several reasons why time and attendance management matters more than you might think, what it's actually costing you when things go wrong, and what a better system looks like in practice.",{"type":64,"attrs":3576,"content":3577},{"level":69,"textAlign":46},[3578],{"text":3579,"type":73},"Payroll errors are costing you more than you realise",{"type":81,"attrs":3581,"content":3582},{"textAlign":46},[3583,3585,3591],{"text":3584,"type":73},"Time and attendance mistakes don't show up as a line item in your profit and loss statement — they just quietly bleed money. According to ",{"text":3586,"type":73,"marks":3587},"Deputy's Big Shift 2026",[3588],{"type":121,"attrs":3589},{"href":3590,"uuid":46,"anchor":46,"target":156,"linktype":125},"https://www.deputy.com/au/insights/the-big-shift-2026",{"text":3592,"type":73},", the average Australian hospitality worker earns a nominal base rate of around $33.30 per hour. When you layer Modern Award penalty rates on top of that — think weekend loadings, public holiday rates, and evening penalties — every minute that gets misrecorded compounds into a significant dollar figure across a fortnight.",{"type":81,"attrs":3594,"content":3595},{"textAlign":46},[3596,3598,3603],{"text":3597,"type":73},"The scale of the problem is easy to underestimate. But the maths adds up fast, and it doesn't take a large team to feel the impact. You can explore how ",{"text":3599,"type":73,"marks":3600},"Deputy's time and attendance features",[3601],{"type":121,"attrs":3602},{"href":516,"uuid":46,"anchor":46,"target":156,"linktype":125},{"text":3604,"type":73}," help you keep those records tight.",{"type":160,"attrs":3606},{"id":46,"alt":3607,"src":3608,"title":19,"source":46,"copyright":46,"meta_data":3609},"Café worker checking the time during a busy shift","//a.storyblok.com/f/64010/0x0/6d4806ba45/image-1.jpg",{},{"type":64,"attrs":3611,"content":3612},{"level":193,"textAlign":46},[3613],{"text":3614,"type":73},"Manual timesheets and the hidden cost of rounding errors",{"type":81,"attrs":3616,"content":3617},{"textAlign":46},[3618],{"text":3619,"type":73},"Here's a concrete example. Imagine you run a café with a team of 10. Each team member rounds their clock-in time up by 15 minutes at the start of every shift — maybe they forget to log in, or they record it from memory at the end of the day. That's 15 minutes of extra pay per person, per shift. If each person works five shifts a week, that's 75 extra minutes of pay per person every week. Across a team of 10, that's 750 minutes — 12.5 hours — every single week. Over a 4-week month, you're paying for roughly 50 hours of work that didn't happen. At $33.30 an hour, that's over $1,665 a month just from rounding errors alone.",{"type":81,"attrs":3621,"content":3622},{"textAlign":46},[3623],{"text":3624,"type":73},"Now factor in that many of those shifts attract penalty rates. A Sunday shift at 175% of base rate means each misrecorded minute costs even more. The 15-minute rounding error that felt trivial in isolation becomes a meaningful payroll blowout at scale.",{"type":64,"attrs":3626,"content":3627},{"level":193,"textAlign":46},[3628],{"text":3629,"type":73},"How digital time tracking closes the gap",{"type":81,"attrs":3631,"content":3632},{"textAlign":46},[3633,3635,3640],{"text":3634,"type":73},"Digital time tracking removes the guesswork. When team members clock in via a ",{"text":3636,"type":73,"marks":3637},"biometric kiosk or smartphone app",[3638],{"type":121,"attrs":3639},{"href":1402,"uuid":46,"anchor":46,"target":156,"linktype":125},{"text":3641,"type":73},", the timestamp is exact — no rounding, no memory lapses, no after-the-fact estimates. GPS-enabled mobile clock-in means you can also verify that a team member is actually at the right location when they start their shift, which matters if you're managing multiple sites.",{"type":81,"attrs":3643,"content":3644},{"textAlign":46},[3645,3647,3653],{"text":3646,"type":73},"Facial recognition kiosks go a step further by making it physically impossible for someone else to clock in on a team member's behalf. You can learn more about how ",{"text":3648,"type":73,"marks":3649},"workforce biometrics",[3650],{"type":121,"attrs":3651},{"href":3652,"uuid":46,"anchor":46,"target":156,"linktype":125},"https://www.deputy.com/au/blog/workforce-biometrics",{"text":3654,"type":73}," work and why more operators are adopting them. The result is a timesheet that reflects reality — and a payroll run that you can actually trust.",{"type":64,"attrs":3656,"content":3657},{"level":69,"textAlign":46},[3658],{"text":3659,"type":73},"Time theft and buddy punching are more common than you think",{"type":81,"attrs":3661,"content":3662},{"textAlign":46},[3663,3667,3669,3675],{"text":3664,"type":73,"marks":3665},"Buddy punching",[3666],{"type":137},{"text":3668,"type":73}," — when one team member clocks in or out on behalf of another — is one of the most common forms of time theft in shift-based industries. It's not always malicious. In a busy kitchen or on a packed retail floor, it's easy for someone to ask a colleague to tap them in because they're running two minutes late. But those small favours accumulate, and research consistently shows that ",{"text":3670,"type":73,"marks":3671},"untracked time is one of the largest hidden costs",[3672],{"type":121,"attrs":3673},{"href":3674,"uuid":46,"anchor":46,"target":156,"linktype":125},"https://www.deputy.com/au/blog/time-theft-infographic",{"text":3676,"type":73}," in hourly workforce management.",{"type":81,"attrs":3678,"content":3679},{"textAlign":46},[3680],{"text":3681,"type":73},"In hospitality and retail, the conditions for buddy punching are almost purpose-built. You've got shared devices, communal sign-in sheets, or paper timesheets sitting on a counter that anyone can fill in. If the system doesn't require individual authentication, there's no friction stopping it from happening.",{"type":81,"attrs":3683,"content":3684},{"textAlign":46},[3685],{"text":3686,"type":73},"Biometric clock-in — whether that's fingerprint scanning, facial recognition, or GPS-verified mobile check-in — removes that friction entirely. The system only accepts a clock-in if the right person initiates it, from the right place, at the right time. It's a systemic fix to a systemic problem, and it protects both you and your team members by keeping the record honest for everyone.",{"type":64,"attrs":3688,"content":3689},{"level":69,"textAlign":46},[3690],{"text":3691,"type":73},"Fair Work compliance starts with accurate records",{"type":81,"attrs":3693,"content":3694},{"textAlign":46},[3695,3697,3700],{"text":3696,"type":73},"Accurate time tracking isn't just good business practice — it's a legal requirement. The ",{"text":3517,"type":73,"marks":3698},[3699],{"type":137},{"text":3701,"type":73}," sets out specific obligations for employers to maintain employment records, and time and attendance records sit squarely within that framework. Getting this right helps you stay on top of compliance requirements and reduces your exposure if a dispute or audit arises.",{"type":81,"attrs":3703,"content":3704},{"textAlign":46},[3705,3707,3712],{"text":3706,"type":73},"Deputy's ",{"text":3708,"type":73,"marks":3709},"time and attendance tools",[3710],{"type":121,"attrs":3711},{"href":516,"uuid":46,"anchor":46,"target":156,"linktype":125},{"text":3713,"type":73}," are built to capture the records the Fair Work Act requires, in a format that's easy to retrieve when you need them.",{"type":64,"attrs":3715,"content":3716},{"level":193,"textAlign":46},[3717],{"text":3718,"type":73},"What the Fair Work Act requires from employers",{"type":81,"attrs":3720,"content":3721},{"textAlign":46},[3722],{"text":3723,"type":73},"Under the Fair Work Act, employers are required to keep records that include:",{"type":75,"content":3725},[3726,3733,3740,3747,3760],{"type":78,"content":3727},[3728],{"type":81,"attrs":3729,"content":3730},{"textAlign":46},[3731],{"text":3732,"type":73},"The time each shift started and finished",{"type":78,"content":3734},[3735],{"type":81,"attrs":3736,"content":3737},{"textAlign":46},[3738],{"text":3739,"type":73},"Any unpaid breaks taken during a shift",{"type":78,"content":3741},[3742],{"type":81,"attrs":3743,"content":3744},{"textAlign":46},[3745],{"text":3746,"type":73},"Overtime hours worked",{"type":78,"content":3748},[3749],{"type":81,"attrs":3750,"content":3751},{"textAlign":46},[3752,3758],{"text":3753,"type":73,"marks":3754},"Leave taken",[3755],{"type":121,"attrs":3756},{"href":3757,"uuid":46,"anchor":46,"target":156,"linktype":125},"https://www.deputy.com/au/blog/the-best-ways-to-manage-employee-leave",{"text":3759,"type":73}," and leave balances",{"type":78,"content":3761},[3762],{"type":81,"attrs":3763,"content":3764},{"textAlign":46},[3765],{"text":3766,"type":73},"Pay rates and any loadings or allowances applied",{"type":81,"attrs":3768,"content":3769},{"textAlign":46},[3770,3772,3778],{"text":3771,"type":73},"These records must be kept for ",{"text":3773,"type":73,"marks":3774},"seven years",[3775],{"type":121,"attrs":3776},{"href":3777,"uuid":46,"anchor":46,"target":156,"linktype":125},"https://www.fairwork.gov.au/pay-and-wages/paying-wages/record-keeping",{"text":3779,"type":73},". That means a dispute raised about a shift worked three years ago needs to be backed up by records that are accurate and accessible. If you've been relying on a spreadsheet that gets overwritten each week, or paper timesheets that live in a filing cabinet (or don't), you may have a gap you haven't thought about yet.",{"type":64,"attrs":3781,"content":3782},{"level":193,"textAlign":46},[3783],{"text":3784,"type":73},"How penalty rates amplify every timekeeping error",{"type":81,"attrs":3786,"content":3787},{"textAlign":46},[3788],{"text":3789,"type":73},"Under the Hospitality Industry (General) Award and the General Retail Industry Award, penalty rates vary significantly by day and time. A Sunday evening shift might attract 175% of base rate. Now consider a team of 15 people, each with a 15-minute error on a Sunday shift. At $33.30 per hour, that 15-minute error is worth roughly $14.58 per person at the standard rate — but at 175%, it's closer to $25.51. Across 15 team members, that's over $382 from a single Sunday's worth of inaccuracies. Over a year, the same pattern adds up to thousands of dollars of either overpayment or underpayment, either of which creates a problem.",{"type":81,"attrs":3791,"content":3792},{"textAlign":46},[3793,3795,3801],{"text":3794,"type":73},"Underpayment, in particular, is a significant risk. Wage theft claims in Australia have attracted major media attention in recent years, and the Fair Work Ombudsman has made clear that underpayment — even when accidental — carries ",{"text":3796,"type":73,"marks":3797},"serious consequences",[3798],{"type":121,"attrs":3799},{"href":3800,"uuid":46,"anchor":46,"target":156,"linktype":125},"https://www.fairwork.gov.au/newsroom/news/new-criminal-underpayment-laws-have-started",{"text":3802,"type":73},". Getting your time records right from the start is far less costly than unpicking errors after the fact.",{"type":64,"attrs":3804,"content":3805},{"level":69,"textAlign":46},[3806],{"text":3807,"type":73},"Manual processes lead to mistakes that hurt everyone",{"type":81,"attrs":3809,"content":3810},{"textAlign":46},[3811],{"text":3812,"type":73},"The problem with manual time tracking isn't that managers are careless — it's that the tools weren't built for the pace of modern shift work. Michael Finch, owner of Harper Logistics, a 'last mile' delivery service, puts it plainly: \"I was managing everything through an Excel sheet and I found that I was making a lot of mistakes in terms of scheduling, understanding people's time off, [and] making sure that hours were properly recorded into the payroll system. These errors had a tremendous impact not only on our bottom line, but [on] whether people were getting paid on time and correctly.\"",{"type":81,"attrs":3814,"content":3815},{"textAlign":46},[3816],{"text":3817,"type":73},"That experience will resonate with any Australian hospitality or retail operator managing a team of more than a handful of people. The complexity of Modern Award conditions — including split shifts, casual loadings, junior rates, and public holiday pay — means a simple spreadsheet quickly becomes a liability, not an asset.",{"type":81,"attrs":3819,"content":3820},{"textAlign":46},[3821,3823,3828],{"text":3822,"type":73},"The stakes are even higher when you consider who your workforce is. According to the ",{"text":3824,"type":73,"marks":3825},"Big Shift 2026",[3826],{"type":121,"attrs":3827},{"href":3590,"uuid":46,"anchor":46,"target":156,"linktype":125},{"text":3829,"type":73},", Gen Z now makes up 41% of Australia's shift workforce — and in hospitality specifically, they account for 64% of all shift workers. This cohort has grown up with instant digital access to everything — including their pay. They expect transparency, they expect accuracy, and they're more likely than previous generations to raise a concern if something doesn't add up. A payroll system that regularly produces errors isn't just a financial risk; it's a retention risk.",{"_uid":3831,"ctas":3832,"theme":360,"component":361,"hide_capterra":55,"spacer_bottom":362,"call_to_action":3839,"call_to_action_style":53},"01259aac-a8fd-4ace-9423-d47e575e3472",[3833,3836],{"_uid":3834,"link":3835,"text":352,"type":353,"component":354,"analyticsId":19},"79253219-e35d-47c0-8349-396d08da4d7d",{"id":19,"url":19,"linktype":350,"fieldtype":351,"cached_url":19},{"_uid":3837,"link":3838,"text":358,"type":359,"component":354,"analyticsId":19},"599ed2b5-614f-4708-929c-6bb7c61584fa",{"id":19,"url":19,"linktype":350,"fieldtype":351,"cached_url":19},{"type":60,"content":3840},[3841],{"type":81,"content":3842},[3843],{"text":368,"type":73},{"_uid":3845,"content":3846,"component":343},"bc8e38c2-8f6e-4a2e-b860-635887877623",{"type":60,"content":3847},[3848,3853,3861,3880,3890,3895,3899,3916,3936,3941,3945,3949,3959,3971,3976,3980,4028,4046,4051,4055,4071,4075,4079,4083,4087,4091,4095,4099,4103,4107,4111,4115,4119],{"type":64,"attrs":3849,"content":3850},{"level":69},[3851],{"text":3852,"type":73},"Real-time visibility helps you manage the floor, not just the books",{"type":81,"content":3854},[3855,3859],{"text":3856,"type":73,"marks":3857},"Real-time visibility",[3858],{"type":137},{"text":3860,"type":73}," changes the way you manage a shift — not just how you reconcile it afterward. With a live dashboard showing who's clocked in, who's running late, and where you have gaps, you're no longer waiting until the end of the day to find out what actually happened on the floor.",{"type":81,"content":3862},[3863,3865,3870,3872,3878],{"text":3864,"type":73},"Consider a common scenario: a team member calls in sick an hour before their shift starts. Without real-time tools, you might not find out until their start time comes and goes. With a time and attendance system connected to your ",{"text":3866,"type":73,"marks":3867},"rostering tool",[3868],{"type":121,"attrs":3869},{"href":498,"uuid":46,"anchor":46,"target":156,"linktype":125},{"text":3871,"type":73},", you can see the gap the moment it opens, check who's available based on their current hours and award entitlements, and ",{"text":3873,"type":73,"marks":3874},"fill it before it becomes a problem",[3875],{"type":121,"attrs":3876},{"href":3877,"uuid":46,"anchor":46,"target":156,"linktype":125},"https://www.deputy.com/au/blog/smart-staff-rostering-that-works-for-your-people-and-your-bottom-line-",{"text":3879,"type":73}," for service.",{"type":81,"content":3881},[3882,3884,3888],{"text":3883,"type":73},"This kind of operational clarity matters. Although hospitality sentiment improved through 2025 according to the ",{"text":3824,"type":73,"marks":3885},[3886],{"type":121,"attrs":3887},{"href":3590,"uuid":46,"anchor":46,"target":156,"linktype":125},{"text":3889,"type":73},", managers are still dealing with real pressure — from rising costs, staff shortages, and unpredictable demand. Having the right people in the right place at the right time isn't just good practice; it's the difference between a profitable shift and a costly one.",{"type":64,"attrs":3891,"content":3892},{"level":69},[3893],{"text":3894,"type":73},"Integration with payroll saves hours every pay cycle",{"type":81,"content":3896},[3897],{"text":3898,"type":73},"Even if your time tracking is reasonably accurate, the process of turning timesheets into a payroll run is where things tend to fall apart. The manual approach — export your timesheet data, check it, re-enter it into your payroll platform, check it again — creates multiple points where errors can creep in. Each step is a potential mismatch between what was worked and what gets paid.",{"type":81,"content":3900},[3901,3903,3907,3909,3914],{"text":3902,"type":73},"This is what's known as ",{"text":3904,"type":73,"marks":3905},"double handling",[3906],{"type":137},{"text":3908,"type":73},", and it's one of the biggest time sinks in payroll admin for hospitality and retail businesses. It's also entirely avoidable. Deputy integrates directly with Xero, MYOB, and KeyPay, so approved timesheets flow straight through to payroll without manual re-entry. That means ",{"text":3910,"type":73,"marks":3911},"fewer errors",[3912],{"type":121,"attrs":3913},{"href":687,"uuid":46,"anchor":46,"target":156,"linktype":125},{"text":3915,"type":73},", faster pay runs, and hours back in your week.",{"type":81,"content":3917},[3918,3920,3926,3928,3934],{"text":3919,"type":73},"If you want to understand why so many operators still struggle with payroll despite having software in place, it's worth reading about ",{"text":3921,"type":73,"marks":3922},"why the payroll process is broken",[3923],{"type":121,"attrs":3924},{"href":3925,"uuid":46,"anchor":46,"target":156,"linktype":125},"https://www.deputy.com/au/blog/why-the-payroll-process-is-broken-and-how-deputy-can-fix-it",{"text":3927,"type":73}," and what a connected system actually looks like. Retail and hospitality operators in particular can benefit from understanding ",{"text":3929,"type":73,"marks":3930},"the advantages of integrated systems",[3931],{"type":121,"attrs":3932},{"href":3933,"uuid":46,"anchor":46,"target":156,"linktype":125},"https://www.deputy.com/au/blog/benefits-of-integrated-systems-for-retail-stores-and-restaurants",{"text":3935,"type":73}," across their operations.",{"type":64,"attrs":3937,"content":3938},{"level":69},[3939],{"text":3940,"type":73},"A better experience for your team, not just your back office",{"type":81,"content":3942},[3943],{"text":3944,"type":73},"Time and attendance management isn't only about protecting the business. It's also about giving your team members confidence that they're being paid correctly. With employee self-service features, team members can view their own hours, check their timesheets, and raise a dispute if something looks wrong — before the payroll run, not after.",{"type":160,"attrs":3946},{"alt":3947,"src":3948,"title":19},"Team members collaborating in a modern workplace","//a.storyblok.com/f/64010/0x0/f17506e406/image-2.jpg",{"type":81,"content":3950},[3951,3953,3957],{"text":3952,"type":73},"This matters more than ever. Poly-employment — where workers hold multiple jobs simultaneously — is at a decade high in Australia, as the ",{"text":3824,"type":73,"marks":3954},[3955],{"type":121,"attrs":3956},{"href":3590,"uuid":46,"anchor":46,"target":156,"linktype":125},{"text":3958,"type":73}," highlights. When someone is working across two or three employers, they're tracking their own hours carefully. If your records don't match theirs, you'll hear about it — and rightfully so.",{"type":81,"content":3960},[3961,3963,3969],{"text":3962,"type":73},"Accurate pay builds trust, and trust reduces turnover. With ",{"text":3964,"type":73,"marks":3965},"7.7% of the Australian workforce changing employers",[3966],{"type":121,"attrs":3967},{"href":3968,"uuid":46,"anchor":46,"target":156,"linktype":125},"https://www.abs.gov.au/statistics/labour/jobs/job-mobility/latest-release",{"text":3970,"type":73}," in the year to February 2025, replacing a casual team member in hospitality or retail isn't free — there's time spent recruiting, onboarding, and training before they're productive. When your team members feel confident that their hours are tracked fairly and their pay is right every fortnight, they're more likely to stay. It's also worth noting that the Big Shift 2026 found AI sentiment among shift workers is shaped by workplace conditions, not age. Workers with stable schedules and income are far more open to digital tools, while those facing volatile hours are more resistant — which means giving your team predictable rosters and accurate pay actually makes them more receptive to the technology that improves both.",{"type":64,"attrs":3972,"content":3973},{"level":69},[3974],{"text":3975,"type":73},"What to look for in a time and attendance system",{"type":81,"content":3977},[3978],{"text":3979,"type":73},"Not all time and attendance tools are built the same, and not all of them are designed with Australian award conditions in mind. Here's what to look for when you're evaluating your options:",{"type":75,"content":3981},[3982,3988,3994,4000,4006,4012,4022],{"type":78,"content":3983},[3984],{"type":81,"content":3985},[3986],{"text":3987,"type":73},"Mobile clock-in with GPS verification, so you know team members are clocking in from the right location",{"type":78,"content":3989},[3990],{"type":81,"content":3991},[3992],{"text":3993,"type":73},"Biometric kiosk options — fingerprint or facial recognition — to prevent buddy punching",{"type":78,"content":3995},[3996],{"type":81,"content":3997},[3998],{"text":3999,"type":73},"Automated penalty rate calculation based on the relevant Modern Award and shift conditions",{"type":78,"content":4001},[4002],{"type":81,"content":4003},[4004],{"text":4005,"type":73},"Direct payroll integration with platforms like Xero, MYOB, and KeyPay",{"type":78,"content":4007},[4008],{"type":81,"content":4009},[4010],{"text":4011,"type":73},"Real-time dashboards that show who's clocked in, who's late, and where your roster gaps are",{"type":78,"content":4013},[4014],{"type":81,"content":4015},[4016,4020],{"text":3345,"type":73,"marks":4017},[4018],{"type":121,"attrs":4019},{"href":536,"uuid":46,"anchor":46,"target":156,"linktype":125},{"text":4021,"type":73}," built into the platform, so you're not manually calculating loadings",{"type":78,"content":4023},[4024],{"type":81,"content":4025},[4026],{"text":4027,"type":73},"Employee self-service so your team can view their own hours and raise timesheet queries",{"type":81,"content":4029},[4030,4032,4037,4039,4044],{"text":4031,"type":73},"You can see how Deputy covers each of these through its ",{"text":4033,"type":73,"marks":4034},"time and attendance features",[4035],{"type":121,"attrs":4036},{"href":516,"uuid":46,"anchor":46,"target":156,"linktype":125},{"text":4038,"type":73}," and its ",{"text":4040,"type":73,"marks":4041},"employee time clock options",[4042],{"type":121,"attrs":4043},{"href":1402,"uuid":46,"anchor":46,"target":156,"linktype":125},{"text":4045,"type":73}," — both built specifically for shift-based businesses operating under Australian award conditions.",{"type":64,"attrs":4047,"content":4048},{"level":69},[4049],{"text":4050,"type":73},"Make time and attendance management work for your business",{"type":81,"content":4052},[4053],{"text":4054,"type":73},"The gap between what you're paying and what you should be paying often comes down to how well you're tracking time. With the right tools in place, you can tighten that gap, reduce your admin load, and give your team the transparency they expect from a modern employer.",{"type":81,"content":4056},[4057,4059,4063,4065,4069],{"text":4058,"type":73},"Ready to see what it looks like in practice? ",{"text":1810,"type":73,"marks":4060},[4061],{"type":121,"attrs":4062},{"href":751,"uuid":46,"anchor":46,"target":156,"linktype":125},{"text":4064,"type":73}," today, or ",{"text":1817,"type":73,"marks":4066},[4067],{"type":121,"attrs":4068},{"href":1821,"uuid":46,"anchor":46,"target":156,"linktype":125},{"text":4070,"type":73}," and we'll walk you through how Deputy fits your business.",{"type":64,"attrs":4072,"content":4073},{"level":755},[4074],{"text":758,"type":73},{"type":81,"content":4076},[4077],{"text":4078,"type":73},"How does Deputy help prevent payroll errors in hospitality and retail?",{"type":81,"content":4080},[4081],{"text":4082,"type":73},"Deputy replaces manual timesheets with digital clock-in methods — including GPS-enabled mobile apps, biometric kiosks, and facial recognition — so every shift start and finish is recorded automatically and accurately. Timesheets are then reviewed and approved before flowing directly into connected payroll platforms like Xero, MYOB, and KeyPay, which removes the manual re-entry step where errors most commonly occur.",{"type":81,"content":4084},[4085],{"text":4086,"type":73},"Does Deputy automatically calculate Fair Work penalty rates?",{"type":81,"content":4088},[4089],{"text":4090,"type":73},"Deputy includes award interpretation tools that can be configured to apply penalty rates based on the relevant Modern Award and shift conditions — for example, weekend loadings, public holiday rates, and evening penalties. This helps surface the correct pay calculations during the timesheet approval process, so your payroll team has the right information before they process the pay run.",{"type":81,"content":4092},[4093],{"text":4094,"type":73},"What clock-in options does Deputy offer for shift workers?",{"type":81,"content":4096},[4097],{"text":4098,"type":73},"Deputy offers several clock-in methods to suit different workplaces: GPS-enabled mobile clock-in via the Deputy app, shared tablet kiosks with biometric verification (including facial recognition and fingerprint scanning), and web-based clock-in for office environments. Each method captures an exact timestamp and, where applicable, location data — so you've got an accurate record of every shift from the moment it starts.",{"type":81,"content":4100},[4101],{"text":4102,"type":73},"Which payroll platforms does Deputy integrate with in Australia?",{"type":81,"content":4104},[4105],{"text":4106,"type":73},"Deputy integrates with major Australian payroll platforms including Xero, MYOB, and KeyPay. Approved timesheets sync directly to your payroll platform, removing the need to manually export, check, and re-enter data at the end of each pay period.",{"type":81,"content":4108},[4109],{"text":4110,"type":73},"Can employees view their own hours in Deputy?",{"type":81,"content":4112},[4113],{"text":4114,"type":73},"Yes — Deputy includes employee self-service functionality that lets team members view their own timesheets, check recorded hours, and raise a dispute if something doesn't look right. This transparency helps resolve discrepancies before the payroll run rather than after, and it gives your team confidence that their pay is accurate.",{"type":81,"content":4116},[4117],{"text":4118,"type":73},"How long does it take to set up Deputy's time and attendance tracking?",{"type":81,"content":4120},[4121],{"text":4122,"type":73},"Most businesses can set up Deputy's time and attendance features within a day. The onboarding process includes configuring your award settings, connecting your payroll platform, and adding your team members. Deputy's support team is available 24/7 to help you get up and running, and most operators see their first accurate digital timesheet within their first pay cycle.","Time and attendance management: why it matters more","2026-03-30 00:00",{"id":4126,"title":31,"plugin":32,"imageAlt":4127,"minWidth":813,"imageName":4128,"imageS3Key":4129,"description":37,"mobileWidth":816,"desktopWidth":816,"assetSelector":19,"imagePublicUrl":4130,"imageOriginalUrl":4131,"sourceImageWidth":816,"sourceImageHeight":2607},1197490,"why-employee-time-and-attendance-is-important","why-employee-time-and-attendance-is-important-thumbnail.jpeg","f/64010/600x342/03863dc600/why-employee-time-and-attendance-is-important-thumbnail.jpeg","https://s3.amazonaws.com/a.storyblok.com/f/64010/600x342/03863dc600/why-employee-time-and-attendance-is-important-thumbnail.jpeg","//a.storyblok.com/f/64010/600x342/03863dc600/why-employee-time-and-attendance-is-important-thumbnail.jpeg",[827],[],[949,976,2611,900,927,1888],[],[3464],"au/blog/why-employee-time-and-attendance-is-important",4570,[],"157344bb-a3f2-45f4-8770-ddca9619012f","2019-08-06T00:00:00.000Z",[4143,4146],{"id":4144,"name":3478,"slug":4127,"published":55,"full_slug":4145,"is_folder":49,"parent_id":2624},14079136,"gb/blog/why-employee-time-and-attendance-is-important",{"id":4147,"name":3478,"slug":4127,"published":55,"full_slug":4148,"is_folder":49,"parent_id":2628},13970986,"us/blog/why-employee-time-and-attendance-is-important","how-your-current-multi-location-employee-attendance-tracking-system-is-making-your-job-harder","au/blog/how-your-current-multi-location-employee-attendance-tracking-system-is-making-your-job-harder",-69530,[],"4c91e5eb-a0c8-41a7-85c1-c34814b7c9c2","2025-05-23T04:57:26.947Z",[4156,4159],{"id":4157,"name":1022,"slug":4149,"published":55,"full_slug":4158,"is_folder":49,"parent_id":2624},675554660,"gb/blog/how-your-current-multi-location-employee-attendance-tracking-system-is-making-your-job-harder",{"id":4160,"name":1022,"slug":4149,"published":55,"full_slug":4161,"is_folder":49,"parent_id":2628},675554242,"us/blog/how-your-current-multi-location-employee-attendance-tracking-system-is-making-your-job-harder",{"name":4163,"created_at":4164,"published_at":4165,"updated_at":4166,"id":4167,"uuid":4168,"content":4169,"slug":5005,"full_slug":5006,"sort_by_date":46,"position":5007,"tag_list":5008,"is_startpage":49,"parent_id":2617,"meta_data":46,"group_id":5009,"first_published_at":4165,"release_id":46,"lang":53,"path":46,"alternates":5010,"default_full_slug":46,"translated_slugs":46,"_stopResolving":55},"Multi Site Labour Forecasting: Build Site Truth First","2026-08-26T01:18:07.228Z","2026-08-26T01:28:33.476Z","2026-08-26T01:28:33.493Z",213063627744577,"9404ef8b-7338-4f21-9be3-444768b5cdbe",{"seo":4170,"_uid":4173,"AI_SEO":19,"author":4174,"content":4179,"headline":4163,"component":808,"post_date":4901,"thumbnail":4902,"types_tag":4908,"features_tag":4915,"show_resource":55,"industries_tag":4935,"related_articles":5004},{"title":14,"plugin":15,"seoTitle":4163,"seoKeywords":4171,"seoTitleInput":4163,"seoDescription":4172},"multi site labour forecasting\nlabour forecasting\nlabour demand forecasting\nmulti-location labour forecasting\nworkforce forecasting\ndemand forecasting staffing\nmulti-site rostering\nforecast versus actual labour\nsite labour demand profiles\nmulti site workforce planning\narea manager labour planning\nPOS labour forecasting\naward aware rostering\nlabour hours by location\nmulti venue staffing forecast\nretail multi site labour\nhospitality multi site labour\nhealthcare multi site staffing","Multi site labour forecasting estimates demand by site and time band, then converts hours into rosters with local rules instead of one network average.","db7da444-92f9-4636-a57b-a3d9e19f7e90",{"name":21,"created_at":22,"published_at":23,"updated_at":24,"id":25,"uuid":26,"content":4175,"slug":44,"full_slug":45,"sort_by_date":46,"position":47,"tag_list":4177,"is_startpage":49,"parent_id":50,"meta_data":46,"group_id":51,"first_published_at":52,"release_id":46,"lang":53,"path":46,"alternates":4178,"default_full_slug":46,"translated_slugs":46,"_stopResolving":55},{"_uid":28,"name":21,"image":4176,"component":42,"description":43},{"_uid":30,"title":31,"plugin":32,"imageAlt":33,"minWidth":34,"imageName":35,"imageS3Key":36,"description":37,"mobileWidth":38,"desktopWidth":38,"assetSelector":19,"imagePublicUrl":39,"imageOriginalUrl":40,"sourceImageWidth":41,"sourceImageHeight":41},[],[],[4180,4609,4623],{"_uid":4181,"content":4182,"component":343},"8f4a8733-87ce-4040-8fed-c9f2b59a0cb8",{"type":60,"attrs":4183,"content":4184},{"backgroundColor":46},[4185,4187,4192,4222,4227,4238,4243,4245,4260,4281,4286,4291,4296,4301,4306,4319,4329,4334,4339,4350,4360,4365,4370,4375,4387,4392,4401,4406,4411,4418,4469,4476,4506,4513,4543,4556,4561,4566,4604],{"type":64,"attrs":4186},{"level":66,"textAlign":46},{"type":64,"attrs":4188,"content":4189},{"level":69,"textAlign":46},[4190],{"text":4191,"type":73},"Key Takeaways",{"type":75,"content":4193},[4194,4201,4208,4215],{"type":78,"content":4195},[4196],{"type":81,"attrs":4197,"content":4198},{"textAlign":46},[4199],{"text":4200,"type":73},"Multi site labour forecasting estimates demand by location and time band, not one company-wide average",{"type":78,"content":4202},[4203],{"type":81,"attrs":4204,"content":4205},{"textAlign":46},[4206],{"text":4207,"type":73},"Convert each site forecast into role-level hours, then review rosters against relevant award, skill, and availability inputs",{"type":78,"content":4209},[4210],{"type":81,"attrs":4211,"content":4212},{"textAlign":46},[4213],{"text":4214,"type":73},"Score forecast versus actual and bias by site so network roll-ups do not hide local misses",{"type":78,"content":4216},[4217],{"type":81,"attrs":4218,"content":4219},{"textAlign":46},[4220],{"text":4221,"type":73},"Use the network view for comparison and targets; use site truth for roster decisions",{"type":81,"attrs":4223,"content":4224},{"textAlign":46},[4225],{"text":4226,"type":73},"It is Friday night across your network. One site is short on floor staff and the queue is growing. Another site is quiet, with people standing around on the same labour percentage target you set for every location.",{"type":81,"attrs":4228,"content":4229},{"textAlign":46},[4230,4232,4236],{"text":4231,"type":73},"That gap is the multi-site problem in plain view. ",{"text":4233,"type":73,"marks":4234},"Multi site labour forecasting",[4235],{"type":137},{"text":4237,"type":73}," estimates labour demand by location and time band, helps translate those needs into role-level hours, and gives managers a structured basis for reviewing rosters against relevant rules and constraints. The win is not a single company average. It is a repeatable forecast-to-roster loop per site, with central comparison across the group.",{"type":160,"attrs":4239},{"id":46,"alt":4240,"src":4241,"title":19,"source":46,"copyright":46,"meta_data":4242},"Manager reviewing staffing plans on a tablet before a busy service","//a.storyblok.com/f/64010/0x0/40d87940ef/uwvwq8gf8pe.jpg",{},{"type":81,"attrs":4244},{"textAlign":46},{"type":81,"attrs":4246,"content":4247},{"textAlign":46},[4248,4250,4254,4255,4259],{"text":4249,"type":73},"In operations practice, you treat each location as its own demand system. You still share one method and shared metrics. You do not force one headcount ratio onto every venue. That is the difference between a ",{"text":4251,"type":73,"marks":4252},"network average",[4253],{"type":137},{"text":673,"type":73},{"text":4256,"type":73,"marks":4257},"site truth",[4258],{"type":137},{"text":2512,"type":73},{"type":81,"attrs":4261,"content":4262},{"textAlign":46},[4263,4265,4271,4273,4279],{"text":4264,"type":73},"This sits on a broader workforce planning idea. ",{"text":4266,"type":73,"marks":4267},"Strategic workforce planning",[4268],{"type":121,"attrs":4269},{"href":4270,"uuid":46,"anchor":46,"target":156,"linktype":125},"https://www.shrm.org/executive-network/insights/people-strategy/how-to-modernize-workforce-planning",{"text":4272,"type":73}," is about getting the right people with the right skills in place at the right time so the organisation can meet its goals. At a foundation level, ",{"text":4274,"type":73,"marks":4275},"workforce planning aims to balance supply and demand",[4276],{"type":121,"attrs":4277},{"href":4278,"uuid":46,"anchor":46,"target":156,"linktype":125},"https://www.oecd.org/en/publications/health-workforce-planning-in-oecd-countries_5k44t787zcwb-en.html",{"text":4280,"type":73}," over the short and longer term. Those ideas come from strategic and system-level planning. Your job is more tactical: hourly coverage by site, by role, and by shift.",{"type":81,"attrs":4282,"content":4283},{"textAlign":46},[4284],{"text":4285,"type":73},"This guide shows why single-site logic frays at network scale, what inputs and steps good multi-site labour demand forecasting needs, how area managers can run a weekly forecast-to-roster loop, and how to judge quality without vanity scores.",{"type":64,"attrs":4287,"content":4288},{"level":69,"textAlign":46},[4289],{"text":4290,"type":73},"Why single-site logic breaks across a network",{"type":81,"attrs":4292,"content":4293},{"textAlign":46},[4294],{"text":4295,"type":73},"Single-site forecasting can work when one location owns its peaks, people, and rules. Across a network, the same method often still works. The same numbers usually do not.",{"type":81,"attrs":4297,"content":4298},{"textAlign":46},[4299],{"text":4300,"type":73},"Demand patterns differ by suburb, street, and channel mix. Local events and school holidays hit some sites hard and leave others flat. Role mixes change: one store needs more supervisors on Saturday; another needs more pickers midweek. Award coverage, skill rules, and opening hours can differ by role and site. When each manager keeps a private spreadsheet, you lose a shared view of the gap between plan and reality.",{"type":81,"attrs":4302,"content":4303},{"textAlign":46},[4304],{"text":4305,"type":73},"A simple example shows the trap. You set one labour percentage target for every site. Site A has a sharp Saturday lunch spike. Site B builds slowly toward a late retail evening. The network average labour percentage looks fine. Site A still runs thin at peak. Site B still pays for idle hours before the evening rush. The average hid both failures.",{"type":81,"attrs":4307,"content":4308},{"textAlign":46},[4309,4311,4317],{"text":4310,"type":73},"Workforce planning literature often frames the work as ",{"text":4312,"type":73,"marks":4313},"supply, demand, gap, and solution",[4314],{"type":121,"attrs":4315},{"href":4316,"uuid":46,"anchor":46,"target":156,"linktype":125},"https://pmc.ncbi.nlm.nih.gov/articles/PMC4318602/",{"text":4318,"type":73},". That four-area model is a useful checklist when you scale. Demand is not one number for the brand. The gap is not one network miss. Solutions only stick when you close the gap where the work happens. Geographic imbalance is a known multi-location planning problem in health systems research; hourly retail and hospitality networks face a practical version of the same issue when local workload diverges from the group mean.",{"type":81,"attrs":4320,"content":4321},{"textAlign":46},[4322,4327],{"text":4323,"type":73,"marks":4324},"Multi-location workforce management",[4325],{"type":121,"attrs":4326},{"href":123,"uuid":46,"anchor":46,"target":156,"linktype":125},{"text":4328,"type":73}," can be more effective when your process keeps site-level demand visible while leaders compare sites on shared metrics. Control without site truth becomes a smoothed spreadsheet. Site truth without a shared method becomes roster chaos.",{"type":64,"attrs":4330,"content":4331},{"level":193,"textAlign":46},[4332],{"text":4333,"type":73},"Demand is local even when the brand is not",{"type":81,"attrs":4335,"content":4336},{"textAlign":46},[4337],{"text":4338,"type":73},"Your brand standards can be consistent and your trading curves can still diverge.",{"type":81,"attrs":4340,"content":4341},{"textAlign":46},[4342,4344,4348],{"text":4343,"type":73},"In ",{"text":667,"type":73,"marks":4345},[4346],{"type":121,"attrs":4347},{"href":671,"uuid":46,"anchor":46,"target":156,"linktype":125},{"text":4349,"type":73},", a CBD store may peak at weekday lunch while a suburban store peaks after school and on weekends. Click-and-collect volume can bend the curve again for the same banner.",{"type":81,"attrs":4351,"content":4352},{"textAlign":46},[4353,4354,4358],{"text":4343,"type":73},{"text":675,"type":73,"marks":4355},[4356],{"type":121,"attrs":4357},{"href":679,"uuid":46,"anchor":46,"target":156,"linktype":125},{"text":4359,"type":73},", a CBD venue may lean on weekday corporate trade while a residential venue leans on Friday and Saturday nights.",{"type":81,"attrs":4361,"content":4362},{"textAlign":46},[4363],{"text":4364,"type":73},"Build a demand profile per site. Use the units you already trust: sales, transactions, covers, bookings, visits, or occupancy. Split profiles by daypart where peaks move. Keep the brand promise the same. Let the labour shape follow the work.",{"type":64,"attrs":4366,"content":4367},{"level":193,"textAlign":46},[4368],{"text":4369,"type":73},"Rules and constraints differ by site and role",{"type":81,"attrs":4371,"content":4372},{"textAlign":46},[4373],{"text":4374,"type":73},"A forecast that only outputs “hours needed” is unfinished work. Those hours still have to become a roster people can work under your pay and scheduling rules.",{"type":81,"attrs":4376,"content":4377},{"textAlign":46},[4378,4380,4385],{"text":4379,"type":73},"In Australia, ",{"text":4381,"type":73,"marks":4382},"modern awards",[4383],{"type":121,"attrs":4384},{"href":155,"uuid":46,"anchor":46,"target":156,"linktype":125},{"text":4386,"type":73}," are legal documents that set minimum pay rates and conditions of employment. They commonly cover pay rates, penalty rates and allowances, hours of work, breaks, rosters, and overtime. An employer can be covered by more than one award depending on the jobs employees do. That matters in multi-site groups where retail, hospitality, and support roles sit under different instruments, or where different roles at the same site sit under different coverage.",{"type":81,"attrs":4388,"content":4389},{"textAlign":46},[4390],{"text":4391,"type":73},"If you convert a demand spike into roster hours without reviewing those constraints, you can create higher-cost staffing patterns, potential issues around hours and breaks, or push managers into last-minute fixes. Treat relevant award settings, skill requirements, opening hours, and availability as important inputs to the planning and review process, not as cleanup after publish.",{"type":81,"attrs":4393,"content":4394},{"textAlign":46},[4395,4399],{"text":4396,"type":73,"marks":4397},"Disclaimer:",[4398],{"type":137},{"text":4400,"type":73}," Award coverage and employment conditions depend on your circumstances. This article is general information, not legal advice. Check current Fair Work Ombudsman guidance or get advice for your sites and roles. Employers remain responsible for meeting their obligations.",{"type":64,"attrs":4402,"content":4403},{"level":69,"textAlign":46},[4404],{"text":4405,"type":73},"What good multi-site labour forecasting includes",{"type":81,"attrs":4407,"content":4408},{"textAlign":46},[4409],{"text":4410,"type":73},"Good multi-site labour forecasting is a data and decision system, not a single chart.",{"type":81,"attrs":4412,"content":4413},{"textAlign":46},[4414],{"text":4415,"type":73,"marks":4416},"Inputs checklist",[4417],{"type":137},{"type":75,"content":4419},[4420,4427,4434,4441,4448,4455,4462],{"type":78,"content":4421},[4422],{"type":81,"attrs":4423,"content":4424},{"textAlign":46},[4425],{"text":4426,"type":73},"Historical sales, transactions, covers, bookings, or occupancy by site and time band",{"type":78,"content":4428},[4429],{"type":81,"attrs":4430,"content":4431},{"textAlign":46},[4432],{"text":4433,"type":73},"Foot traffic, queue, or appointment signals where you capture them",{"type":78,"content":4435},[4436],{"type":81,"attrs":4437,"content":4438},{"textAlign":46},[4439],{"text":4440,"type":73},"Labour hours actuals by site, role, and daypart",{"type":78,"content":4442},[4443],{"type":81,"attrs":4444,"content":4445},{"textAlign":46},[4446],{"text":4447,"type":73},"Local events, school holidays, trading-hour changes, and weather-sensitive periods you already track operationally",{"type":78,"content":4449},[4450],{"type":81,"attrs":4451,"content":4452},{"textAlign":46},[4453],{"text":4454,"type":73},"Labour budgets and productivity or coverage standards managers still accept",{"type":78,"content":4456},[4457],{"type":81,"attrs":4458,"content":4459},{"textAlign":46},[4460],{"text":4461,"type":73},"Skills, qualifications, and minimum coverage by role",{"type":78,"content":4463},[4464],{"type":81,"attrs":4465,"content":4466},{"textAlign":46},[4467],{"text":4468,"type":73},"Approved leave and known unavailability",{"type":81,"attrs":4470,"content":4471},{"textAlign":46},[4472],{"text":4473,"type":73,"marks":4474},"Method building blocks",[4475],{"type":137},{"type":75,"content":4477},[4478,4485,4492,4499],{"type":78,"content":4479},[4480],{"type":81,"attrs":4481,"content":4482},{"textAlign":46},[4483],{"text":4484,"type":73},"History: what this site usually needs in this week type",{"type":78,"content":4486},[4487],{"type":81,"attrs":4488,"content":4489},{"textAlign":46},[4490],{"text":4491,"type":73},"Drivers: what is changing demand next week",{"type":78,"content":4493},[4494],{"type":81,"attrs":4495,"content":4496},{"textAlign":46},[4497],{"text":4498,"type":73},"Manager override: documented adjustments for known events or outages",{"type":78,"content":4500},[4501],{"type":81,"attrs":4502,"content":4503},{"textAlign":46},[4504],{"text":4505,"type":73},"Scenarios: baseline, busy, and quiet ranges so you are not locked to one line",{"type":81,"attrs":4507,"content":4508},{"textAlign":46},[4509],{"text":4510,"type":73,"marks":4511},"Cadence",[4512],{"type":137},{"type":75,"content":4514},[4515,4522,4529],{"type":78,"content":4516},[4517],{"type":81,"attrs":4518,"content":4519},{"textAlign":46},[4520],{"text":4521,"type":73},"Short-term: roster horizon refresh (often weekly, with daily tweaks in high-variance sites)",{"type":78,"content":4523},[4524],{"type":81,"attrs":4525,"content":4526},{"textAlign":46},[4527],{"text":4528,"type":73},"Medium-term: hiring, training, and budget checks on a longer cycle",{"type":78,"content":4530},[4531],{"type":81,"attrs":4532,"content":4533},{"textAlign":46},[4534,4536,4541],{"text":4535,"type":73},"Planning assumptions: revisit on a steady rhythm; mature ",{"text":4537,"type":73,"marks":4538},"strategic workforce planning",[4539],{"type":121,"attrs":4540},{"href":4270,"uuid":46,"anchor":46,"target":156,"linktype":125},{"text":4542,"type":73}," practice often refreshes at least quarterly",{"type":81,"attrs":4544,"content":4545},{"textAlign":46},[4546,4548,4554],{"text":4547,"type":73},"For industry demand factors that feed labour demand forecasting, see Deputy’s guide on ",{"text":4549,"type":73,"marks":4550},"how to forecast labour demand",[4551],{"type":121,"attrs":4552},{"href":4553,"uuid":46,"anchor":46,"target":156,"linktype":125},"https://www.deputy.com/au/blog/how-to-forecast-labor-demand-7-factors-for-7-industries",{"text":4555,"type":73}," across sectors.",{"type":64,"attrs":4557,"content":4558},{"level":193,"textAlign":46},[4559],{"text":4560,"type":73},"From demand signal to labour hours",{"type":81,"attrs":4562,"content":4563},{"textAlign":46},[4564],{"text":4565,"type":73},"Demand units are not roster lines. You still need a conversion step.",{"type":606,"attrs":4567,"content":4568},{"order":66},[4569,4576,4583,4590,4597],{"type":78,"content":4570},[4571],{"type":81,"attrs":4572,"content":4573},{"textAlign":46},[4574],{"text":4575,"type":73},"Pick the demand unit for the site (for example transactions per hour or covers per service).",{"type":78,"content":4577},[4578],{"type":81,"attrs":4579,"content":4580},{"textAlign":46},[4581],{"text":4582,"type":73},"Apply a staffing standard or productivity ratio by role that managers have reviewed.",{"type":78,"content":4584},[4585],{"type":81,"attrs":4586,"content":4587},{"textAlign":46},[4588],{"text":4589,"type":73},"Set minimum and maximum coverage based on your operational requirements.",{"type":78,"content":4591},[4592],{"type":81,"attrs":4593,"content":4594},{"textAlign":46},[4595],{"text":4596,"type":73},"Produce a baseline hour plan, then busy and quiet scenarios for known events.",{"type":78,"content":4598},[4599],{"type":81,"attrs":4600,"content":4601},{"textAlign":46},[4602],{"text":4603,"type":73},"Hand the hour plan to rostering after skill and rule review.",{"type":81,"attrs":4605,"content":4606},{"textAlign":46},[4607],{"text":4608,"type":73},"Review standards when service models change. A ratio that fitted last summer can miss a new channel mix this year.",{"_uid":4610,"ctas":4611,"theme":360,"component":361,"hide_capterra":55,"spacer_bottom":362,"call_to_action":4618,"call_to_action_style":53},"13227591-6343-44f2-b054-d05bd6715f3a",[4612,4615],{"_uid":4613,"link":4614,"text":352,"type":353,"component":354,"analyticsId":19},"53908154-71e1-44a4-848b-bd0af54f5d90",{"id":19,"url":19,"linktype":350,"fieldtype":351,"cached_url":19},{"_uid":4616,"link":4617,"text":358,"type":359,"component":354,"analyticsId":19},"54db0d43-581e-4c06-8f39-0c6c0a6e98fe",{"id":19,"url":19,"linktype":350,"fieldtype":351,"cached_url":19},{"type":60,"content":4619},[4620],{"type":81,"content":4621},[4622],{"text":368,"type":73},{"_uid":4624,"content":4625,"component":343},"d5eb2696-4760-4d3d-965b-57f45227baef",{"type":60,"content":4626},[4627,4633,4637,4641,4713,4717,4733,4739,4743,4747,4759,4769,4781,4785,4791,4795,4799,4811,4815,4819,4836,4842,4848,4858,4864,4868,4874,4878,4884,4895],{"type":64,"attrs":4628,"content":4630},{"id":4629,"level":69},"the-forecast-to-roster-loop-for-area-managers",[4631],{"text":4632,"type":73},"The forecast-to-roster loop for area managers",{"type":81,"content":4634},[4635],{"text":4636,"type":73},"Multi-site labour forecasting is less useful when the forecast stays in a slide pack instead of informing roster decisions. Area managers need a weekly operating loop that ends in published rosters and measured actuals.",{"type":160,"attrs":4638},{"alt":4639,"src":4640,"title":19},"Cafe team working a busy counter during peak service","//a.storyblok.com/f/64010/0x0/52c482a0c2/2puwrmjodno.jpg",{"type":606,"content":4642},[4643,4653,4663,4673,4683,4693,4703],{"type":78,"content":4644},[4645],{"type":81,"content":4646},[4647,4651],{"text":4648,"type":73,"marks":4649},"Refresh site forecasts",[4650],{"type":137},{"text":4652,"type":73}," for the roster horizon using each site’s profile, drivers, and known events.",{"type":78,"content":4654},[4655],{"type":81,"content":4656},[4657,4661],{"text":4658,"type":73,"marks":4659},"Convert demand into hours by role",[4660],{"type":137},{"text":4662,"type":73}," with current staffing standards and min/max coverage.",{"type":78,"content":4664},[4665],{"type":81,"content":4666},[4667,4671],{"text":4668,"type":73,"marks":4669},"Review award, skill, and availability constraints",[4670],{"type":137},{"text":4672,"type":73}," before you lock names to shifts.",{"type":78,"content":4674},[4675],{"type":81,"content":4676},[4677,4681],{"text":4678,"type":73,"marks":4679},"Draft rosters for manager review",[4680],{"type":137},{"text":4682,"type":73}," so local leads can challenge odd peaks, gaps, or people mismatches.",{"type":78,"content":4684},[4685],{"type":81,"content":4686},[4687,4691],{"text":4688,"type":73,"marks":4689},"Publish",[4690],{"type":137},{"text":4692,"type":73}," once reviewers accept the plan.",{"type":78,"content":4694},[4695],{"type":81,"content":4696},[4697,4701],{"text":4698,"type":73,"marks":4699},"Track actuals mid-week",[4700],{"type":137},{"text":4702,"type":73}," so you can adjust open shifts or coverage while the week is still live.",{"type":78,"content":4704},[4705],{"type":81,"content":4706},[4707,4711],{"text":4708,"type":73,"marks":4709},"Score forecast versus actual and bias by site",[4710],{"type":137},{"text":4712,"type":73}," after the week closes, then feed misses back into next week’s profile.",{"type":81,"content":4714},[4715],{"text":4716,"type":73},"Cross-site cover can help after site truth is clear. Moving people between locations without a solid local forecast can create additional staffing mismatches.",{"type":81,"content":4718},[4719,4721,4725,4727,4731],{"text":4720,"type":73},"Tools should support the loop, not replace judgement. Deputy Labor Modeling can use sales data, custom business metrics, or manager forecasts to help determine required staffing levels. ",{"text":494,"type":73,"marks":4722},[4723],{"type":121,"attrs":4724},{"href":498,"uuid":46,"anchor":46,"target":156,"linktype":125},{"text":4726,"type":73}," can help managers build and review schedules based on their staffing plans. ",{"text":512,"type":73,"marks":4728},[4729],{"type":121,"attrs":4730},{"href":516,"uuid":46,"anchor":46,"target":156,"linktype":125},{"text":4732,"type":73}," can help you capture clocked hours and attendance patterns by site so forecast-versus-actual reviews use real worked time. Where available, keep AI-assisted drafts and suggestions subject to manager review. Users remain responsible for reviewing proposed changes before confirming them.",{"type":64,"attrs":4734,"content":4736},{"id":4735,"level":69},"how-to-judge-forecast-quality-without-vanity-metrics",[4737],{"text":4738,"type":73},"How to judge forecast quality without vanity metrics",{"type":81,"content":4740},[4741],{"text":4742,"type":73},"If you only celebrate a neat network chart, you will miss the site that keeps failing on Saturday.",{"type":81,"content":4744},[4745],{"text":4746,"type":73},"Start with a simple definition. Forecast error is actual minus forecast for the same site, role group, and time band. Direction matters. Consistent over-forecasting can increase labour costs. Consistent under-forecasting can create staffing pressure and service challenges.",{"type":81,"content":4748},[4749,4751,4757],{"text":4750,"type":73},"A common scale-free summary is ",{"text":4752,"type":73,"marks":4753},"mean absolute percentage error (MAPE)",[4754],{"type":121,"attrs":4755},{"href":4756,"uuid":46,"anchor":46,"target":156,"linktype":125},"https://www.census.gov/library/working-papers/2002/demo/POP-twps0057.html",{"text":4758,"type":73},". The US Census Bureau describes MAPE as a measure of the central tendency of errors calculated by averaging the sum of the percentage differences between projections and actuals, ignoring the plus or minus sign. In plain terms, you look at how far off you were in percentage terms, treat misses as positive distances, and average them.",{"type":81,"content":4760},[4761,4763,4767],{"text":4762,"type":73},"Also track ",{"text":4764,"type":73,"marks":4765},"bias",[4766],{"type":137},{"text":4768,"type":73}," by site: do you systematically staff high or low? A low MAPE with hidden bias can still leave every Friday underdone.",{"type":81,"content":4770},[4771,4773,4779],{"text":4772,"type":73},"Watch the limits. Research on forecast accuracy notes ",{"text":4774,"type":73,"marks":4775},"MAPE limitations for near-zero actuals",[4776],{"type":121,"attrs":4777},{"href":4778,"uuid":46,"anchor":46,"target":156,"linktype":125},"https://doi.org/10.1016/j.ijforecast.2015.12.003",{"text":4780,"type":73},": MAPE can produce infinite or undefined values when actual values are zero or close to zero. That shows up in quiet overnight slots, closed dayparts, or roles with intermittent demand. For those bins, use counts of absolute hour error, coverage hit rates, or other measures that do not blow up at zero.",{"type":81,"content":4782},[4783],{"text":4784,"type":73},"Prefer site-level scorecards over one network MAPE. A single group score can look healthy while two sites carry the entire miss. There is no universal “good MAPE” target for labour forecasting in this guide. Choose thresholds from your own history, service goals, and cost tolerance, then review them as the business changes.",{"type":64,"attrs":4786,"content":4788},{"id":4787,"level":69},"what-poor-multi-site-forecasts-cost-your-people-and-your-service",[4789],{"text":4790,"type":73},"What poor multi-site forecasts cost your people and your service",{"type":81,"content":4792},[4793],{"text":4794,"type":73},"Poor forecasts can affect labour costs and workload.",{"type":81,"content":4796},[4797],{"text":4798,"type":73},"Overstaffing pays for idle time when demand never arrives. Long idle periods can leave people under-used and disengaged, especially when they cannot take on other tasks. Understaffing can contribute to queues, missed service standards, workload pressure, and managers filling gaps themselves.",{"type":81,"content":4800},[4801,4803,4809],{"text":4802,"type":73},"Safe Work Australia treats ",{"text":4804,"type":73,"marks":4805},"job demands as a psychosocial hazard",[4806],{"type":121,"attrs":4807},{"href":4808,"uuid":46,"anchor":46,"target":156,"linktype":125},"https://www.safeworkaustralia.gov.au/safety-topic/managing-health-and-safety/mental-health/psychosocial-hazards/job-demands",{"text":4810,"type":73}," when demands are too high or too low. High demands include having too much to do in too little time, or working long hours without enough breaks. Low demands include long idle periods. Controls include planning the workforce so you have the right number of skilled workers for the job, and scheduling enough time for difficult work to be done safely. Multi-site labour forecasting can form part of a broader workforce-planning approach.",{"type":81,"content":4812},[4813],{"text":4814,"type":73},"Skip vendor-style labour cost percentage claims unless you have your own finance baseline. Your internal forecast-versus-actual and overtime patterns will tell a clearer story than a generic industry saving figure.",{"type":81,"content":4816},[4817],{"text":4818,"type":73},"Deputy is designed to support compliance workflows but does not provide legal advice or guarantee compliance. Customers remain responsible for configuring the platform appropriately and complying with applicable laws and regulations.",{"type":81,"content":4820},[4821,4823,4828,4829,4834],{"text":4822,"type":73},"If you want one place to connect multi-site forecasting work to rostering and time data, ",{"text":4824,"type":73,"marks":4825},"try Deputy for free",[4826],{"type":121,"attrs":4827},{"href":751,"uuid":46,"anchor":46,"target":156,"linktype":125},{"text":1815,"type":73},{"text":4830,"type":73,"marks":4831},"talk to sales",[4832],{"type":121,"attrs":4833},{"href":1821,"uuid":46,"anchor":46,"target":156,"linktype":125},{"text":4835,"type":73}," about your network.",{"type":64,"attrs":4837,"content":4839},{"id":4838,"level":755},"faq",[4840],{"text":4841,"type":73},"FAQ",{"type":81,"content":4843},[4844],{"text":4845,"type":73,"marks":4846},"How often should multi-site labour forecasts be updated?",[4847],{"type":137},{"type":81,"content":4849},[4850,4852,4856],{"text":4851,"type":73},"Refresh on the roster horizon first. High-variance retail and hospitality sites often need weekly rebuilds with daily tweaks when events or weather shift trade. Use a medium planning cycle for hiring and budget checks. Revisit planning assumptions on a steady rhythm; many mature ",{"text":4537,"type":73,"marks":4853},[4854],{"type":121,"attrs":4855},{"href":4270,"uuid":46,"anchor":46,"target":156,"linktype":125},{"text":4857,"type":73}," programs refresh at least quarterly. There is no single rule for every network.",{"type":81,"content":4859},[4860],{"text":4861,"type":73,"marks":4862},"Can one labour model work for every location?",[4863],{"type":137},{"type":81,"content":4865},[4866],{"text":4867,"type":73},"You can share one method, one metric set, and one review cadence across the group. Identical headcount ratios or labour percentages may not reflect the demand patterns of every site. Keep shared process, local demand profiles, and local rules.",{"type":81,"content":4869},[4870],{"text":4871,"type":73,"marks":4872},"Should area managers override site forecasts?",[4873],{"type":137},{"type":81,"content":4875},[4876],{"text":4877,"type":73},"Area managers may need to adjust site forecasts when they have relevant information the model does not capture, such as a local event, outage, renovation, or one-off booking. Document the reason, time-box the adjustment, and score whether it improved forecast-versus-actual. Silent overrides train the wrong habits and hide model gaps.",{"type":81,"content":4879},[4880],{"text":4881,"type":73,"marks":4882},"How does Deputy support multi-site labour forecasting work?",[4883],{"type":137},{"type":81,"content":4885},[4886,4888,4893],{"text":4887,"type":73},"Deputy can help multi-site teams connect demand-informed planning to draft rosters and site-level time data for manager review. Use shared visibility across locations, then keep final staffing decisions with your managers. Start with a ",{"text":4889,"type":73,"marks":4890},"free trial",[4891],{"type":121,"attrs":4892},{"href":751,"uuid":46,"anchor":46,"target":156,"linktype":125},{"text":4894,"type":73}," if you want to test the workflow on your own sites.",{"type":81,"content":4896},[4897],{"text":4898,"type":73,"marks":4899},"Disclaimer: This article provides general information only and is not legal advice. Workplace obligations vary depending on your circumstances. Deputy is designed to support leave, payroll, time & attendance and scheduling workflows but does not provide legal advice or guarantee compliance. 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a venue-specific labour cost target (typically 25-35% of revenue) and track actuals weekly so overspend never hides until payroll day.",{"type":78,"content":5051},[5052],{"type":81,"attrs":5053,"content":5054},{"textAlign":46},[5055],{"text":5056,"type":73},"Use POS sales data and demand forecasting to roster each venue to its trading pattern, not just its opening hours.",{"type":78,"content":5058},[5059],{"type":81,"attrs":5060,"content":5061},{"textAlign":46},[5062],{"text":5063,"type":73},"Build a cross-venue staff pool so you can fill gaps by moving people between sites instead of calling in expensive last-minute casuals.",{"type":78,"content":5065},[5066],{"type":81,"attrs":5067,"content":5068},{"textAlign":46},[5069],{"text":5070,"type":73},"Layer award interpretation into every roster build to help you stay on top of penalty rates, overtime, and break rules across all venues.",{"type":5072},"horizontal_rule",{"type":81,"attrs":5074},{"textAlign":46},{"type":75,"content":5076},[5077],{"type":78,"content":5078},[5079],{"type":81,"attrs":5080},{"textAlign":46},{"type":5072},{"type":64,"attrs":5083},{"level":69,"textAlign":46},{"type":81,"attrs":5085,"content":5086},{"textAlign":46},[5087,5089,5094,5096,5100],{"text":5088,"type":73},"If you're running rosters for a single venue, it's straightforward. You know the team, you know the busy periods, and you can fix problems on the fly. Multiply that by four, six, or twelve venues and the picture changes fast. With ",{"text":5090,"type":73,"marks":5091},"967,200 people employed",[5092],{"type":121,"attrs":5093},{"href":2793,"uuid":46,"anchor":46,"target":46,"linktype":125},{"text":5095,"type":73}," across Australia's accommodation and food services sector, the competition for ",{"text":963,"type":73,"marks":5097},[5098],{"type":121,"attrs":5099},{"href":679,"uuid":46,"anchor":46,"target":46,"linktype":125},{"text":5101,"type":73}," staff is fierce.",{"type":81,"attrs":5103,"content":5104},{"textAlign":46},[5105,5107,5111],{"text":5106,"type":73},"Each venue in your group has its own demand pattern. Your CBD cafe peaks at the morning coffee rush. Your suburban restaurant fills up at dinner. Your waterfront bar spikes on sunny weekends and whenever there's a live event nearby. ",{"text":5108,"type":73,"marks":5109},"Rostering each site the same way",[5110],{"type":137},{"text":5112,"type":73}," means you'll overstaff some venues and understaff others, every single week.",{"type":81,"attrs":5114,"content":5115},{"textAlign":46},[5116,5118,5123],{"text":5117,"type":73},"The problem gets worse when venue managers roster in isolation. Without a shared view of what's happening across the group, one site might be paying overtime while another has casuals sitting idle. According to Deputy's ",{"text":5119,"type":73,"marks":5120},"Big Shift Report",[5121],{"type":121,"attrs":5122},{"href":1120,"uuid":46,"anchor":46,"target":124,"linktype":125},{"text":5124,"type":73},", hospitality activity increased 28% by late 2025, but operating costs are pushing venues toward tighter trading hours and leaner staffing models. That means there's less room for rostering mistakes than ever.",{"type":81,"attrs":5126,"content":5127},{"textAlign":46},[5128,5130,5134,5136,5140],{"text":5129,"type":73},"Compliance adds another layer. Different trading hours at each venue mean different penalty rate profiles. A Saturday night shift at your restaurant attracts different rates than a Monday morning shift at your cafe, even if the same casual worker picks up both. Across the hospitality sector, the ",{"text":5131,"type":73,"marks":5132},"job mobility rate sits at 31%",[5133],{"type":137},{"text":5135,"type":73},", the highest of any shift-based industry, according to Deputy's ",{"text":5119,"type":73,"marks":5137},[5138],{"type":121,"attrs":5139},{"href":1120,"uuid":46,"anchor":46,"target":124,"linktype":125},{"text":5141,"type":73},". High turnover makes it even harder to keep track of who's qualified, who's available, and who's approaching their maximum hours.",{"type":81,"attrs":5143,"content":5144},{"textAlign":46},[5145],{"text":5146,"type":73},"The good news: with the right approach and the right tools, you can turn multi-venue complexity into a competitive advantage. The sections below walk you through each step.",{"type":160,"attrs":5148},{"id":46,"alt":5149,"src":5150,"title":19,"source":46,"copyright":46,"meta_data":5151},"Hospitality staff working together in a busy restaurant venue","//a.storyblok.com/f/64010/0x0/703fc6a879/image-3.jpg",{},{"type":64,"attrs":5153,"content":5154},{"level":69,"textAlign":46},[5155,5157,5158],{"text":5156,"type":73}," ",{"type":3547},{"text":5159,"type":73},"Set a labour cost target for every venue",{"type":81,"attrs":5161,"content":5162},{"textAlign":46},[5163],{"text":5164,"type":73},"Before you touch a roster, you need to know what \"good\" looks like for each venue. That starts with a labour cost target.",{"type":81,"attrs":5166,"content":5167},{"textAlign":46},[5168,5170,5174,5176,5182],{"text":5169,"type":73},"In Australian hospitality, ",{"text":5171,"type":73,"marks":5172},"labour costs typically run between 25% and 35%",[5173],{"type":137},{"text":5175,"type":73}," of revenue. Recent ",{"text":5177,"type":73,"marks":5178},"industry analysis by ScaleSuite",[5179],{"type":121,"attrs":5180},{"href":5181,"uuid":46,"anchor":46,"target":46,"linktype":125},"https://www.scalesuite.com.au/resources/sme-profit-margins-by-industry-australia",{"text":5183,"type":73}," shows hospitality and retail businesses report 40% lower profitability than the broader SME average, largely because wages are rising faster than revenue. But the right number depends on your venue type and service model. A high-volume fast-casual cafe with counter service can operate at the lower end. A full-service restaurant with table service, sommeliers, and a large kitchen brigade will sit closer to the top.",{"type":81,"attrs":5185,"content":5186},{"textAlign":46},[5187],{"text":5188,"type":73},"Here's how to calculate your venue-level labour cost percentage:",{"type":606,"attrs":5190,"content":5191},{"order":66},[5192,5199,5206],{"type":78,"content":5193},[5194],{"type":81,"attrs":5195,"content":5196},{"textAlign":46},[5197],{"text":5198,"type":73},"Add up total wages for the period. Include base pay, penalty rates, overtime, superannuation, and leave loading.",{"type":78,"content":5200},[5201],{"type":81,"attrs":5202,"content":5203},{"textAlign":46},[5204],{"text":5205,"type":73},"Divide total wages by total revenue for the same period.",{"type":78,"content":5207},[5208],{"type":81,"attrs":5209,"content":5210},{"textAlign":46},[5211],{"text":5212,"type":73},"Multiply by 100 to get your percentage.",{"type":81,"attrs":5214,"content":5215},{"textAlign":46},[5216],{"text":5217,"type":73},"For example, if your Surry Hills cafe paid $28,000 in wages last week and turned over $100,000 in revenue, your labour cost percentage is 28%.",{"type":81,"attrs":5219,"content":5220},{"textAlign":46},[5221],{"text":5222,"type":73},"Once you've set a target for each venue, build guardrails around it. Head office sets the acceptable range. Venue managers build rosters within that range, using their local knowledge of demand and staff. The key is reviewing actuals against the target every week, not waiting until the end of the month when it's too late to course-correct.",{"type":81,"attrs":5224,"content":5225},{"textAlign":46},[5226,5227,5232,5234,5238],{"text":2196,"type":73},{"text":5228,"type":73,"marks":5229},"rostering software like Deputy",[5230],{"type":121,"attrs":5231},{"href":498,"uuid":46,"anchor":46,"target":46,"linktype":125},{"text":5233,"type":73},", you can see ",{"text":5235,"type":73,"marks":5236},"projected wage costs in real time",[5237],{"type":137},{"text":5239,"type":73}," as you build each roster. That means your venue managers know whether they're tracking to budget before they publish a single shift, not after payroll runs.",{"type":64,"attrs":5241,"content":5242},{"level":69,"textAlign":46},[5243],{"text":5244,"type":73},"Use demand data to roster each venue to its trading pattern",{"type":81,"attrs":5246,"content":5247},{"textAlign":46},[5248],{"text":5249,"type":73},"Gut-feel rostering is one of the most expensive habits in multi-venue hospitality. When you roster based on instinct instead of data, you end up with flat staffing across the day: the same number of people on during a quiet Tuesday lunch as a packed Friday dinner.",{"type":64,"attrs":5251,"content":5252},{"level":193,"textAlign":46},[5253],{"text":5254,"type":73},"Match staffing to revenue patterns, not opening hours",{"type":81,"attrs":5256,"content":5257},{"textAlign":46},[5258],{"text":5259,"type":73},"The fix is simple in theory: staff to your demand curve, not your opening hours.",{"type":81,"attrs":5261,"content":5262},{"textAlign":46},[5263],{"text":5264,"type":73},"Pull point-of-sale (POS) sales data by hour and day of week for each venue. Look at the last four to six weeks to smooth out one-off spikes. You'll quickly see patterns:",{"type":75,"content":5266},[5267,5274,5281],{"type":78,"content":5268},[5269],{"type":81,"attrs":5270,"content":5271},{"textAlign":46},[5272],{"text":5273,"type":73},"Your CBD cafe does 60% of its revenue between 7 a.m. and 10 a.m.",{"type":78,"content":5275},[5276],{"type":81,"attrs":5277,"content":5278},{"textAlign":46},[5279],{"text":5280,"type":73},"Your restaurant is quiet until 5:30 p.m., then ramps up until 8 p.m.",{"type":78,"content":5282},[5283],{"type":81,"attrs":5284,"content":5285},{"textAlign":46},[5286],{"text":5287,"type":73},"Your bar trades steadily from Thursday to Sunday but barely covers costs Monday to Wednesday.",{"type":81,"attrs":5289,"content":5290},{"textAlign":46},[5291,5293,5297],{"text":5292,"type":73},"Map your staffing levels to those curves. ",{"text":5294,"type":73,"marks":5295},"More staff during peak revenue hours",[5296],{"type":137},{"text":5298,"type":73},", a skeleton crew during the troughs. Don't pay for a full team to stand around during periods that generate little revenue.",{"type":81,"attrs":5300,"content":5301},{"textAlign":46},[5302,5304,5310,5312,5318],{"text":5303,"type":73},"Compare your venues side by side. The patterns will tell you where to concentrate your labour spend and where to cut back. Deputy's ",{"text":5305,"type":73,"marks":5306},"demand forecasting",[5307],{"type":121,"attrs":5308},{"href":5309,"uuid":46,"anchor":46,"target":46,"linktype":125},"https://www.deputy.com/au/features/demand-forecasting",{"text":5311,"type":73}," pulls your POS sales data to predict demand per venue, then ",{"text":5313,"type":73,"marks":5314},"auto-rostering",[5315],{"type":121,"attrs":5316},{"href":5317,"uuid":46,"anchor":46,"target":46,"linktype":125},"https://www.deputy.com/au/features/auto-scheduling",{"text":5319,"type":73}," builds rosters around those forecasts, so you're not starting from scratch each week.",{"type":64,"attrs":5321,"content":5322},{"level":193,"textAlign":46},[5323],{"text":5324,"type":73},"Factor in events, seasons, and local conditions",{"type":81,"attrs":5326,"content":5327},{"textAlign":46},[5328],{"text":5329,"type":73},"Regular trading patterns are your baseline, but they don't tell the whole story. Local events (a cricket match, a music festival, a food market) can spike demand at one venue while others stay flat. Seasonal shifts matter too: summer brings outdoor dining, school holidays change foot traffic, and public holiday weekends reshape your whole week.",{"type":81,"attrs":5331,"content":5332},{"textAlign":46},[5333,5335,5339],{"text":5334,"type":73},"Build a ",{"text":5336,"type":73,"marks":5337},"shared events calendar",[5338],{"type":137},{"text":5340,"type":73}," across the venue group. When your operations team knows that the Melbourne Cup is coming up, or that a new competitor just opened two doors down, every venue manager can adjust their roster in advance rather than scrambling on the day.",{"type":160,"attrs":5342},{"id":46,"alt":5343,"src":5344,"title":19,"source":46,"copyright":46,"meta_data":5345},"Restaurant manager reviewing staff rosters on a laptop","//a.storyblok.com/f/64010/0x0/8980118f97/image-2.jpg",{},{"type":81,"attrs":5347,"content":5348},{"textAlign":46},[5349,5350,5351],{"text":5156,"type":73},{"type":3547},{"text":5352,"type":73},"Weather is another factor worth watching, especially for venues with outdoor seating. A forecast of heavy rain on a Saturday might mean you need fewer floor staff at your rooftop bar but more at your indoor bistro.",{"type":64,"attrs":5354,"content":5355},{"level":69,"textAlign":46},[5356],{"text":5357,"type":73},"Share staff across venues to fill gaps without overspending",{"type":81,"attrs":5359,"content":5360},{"textAlign":46},[5361],{"text":5362,"type":73},"This is where multi-venue operators have a real edge over single-site businesses. Instead of hiring extra casuals every time one venue is short, you can redeploy staff from a quiet site to a busy one.",{"type":81,"attrs":5364,"content":5365},{"textAlign":46},[5366,5368,5372],{"text":5367,"type":73},"Start by building a ",{"text":5369,"type":73,"marks":5370},"cross-venue staff pool",[5371],{"type":137},{"text":5373,"type":73},": a group of team members trained at two or more of your venues who can pick up shifts at any site. Cross-training takes some upfront effort, but the payoff is significant. Staff who work across venues learn more, get access to more hours, and tend to stay longer. That matters in an industry where turnover is a constant challenge.",{"type":81,"attrs":5375,"content":5376},{"textAlign":46},[5377,5379,5384],{"text":5378,"type":73},"Deputy's Big Shift Report found that ",{"text":5380,"type":73,"marks":5381},"Gen Z now makes up 64% of hospitality shift workers",[5382],{"type":121,"attrs":5383},{"href":1120,"uuid":46,"anchor":46,"target":124,"linktype":125},{"text":5385,"type":73},", and micro-shifts and poly-employment are on the rise. Workers want flexibility. Giving your team the option to pick up shifts at different venues, rather than only at their home site, is one way to offer that flexibility without increasing your headcount.",{"type":81,"attrs":5387,"content":5388},{"textAlign":46},[5389],{"text":5390,"type":73},"Here's how to make cross-venue staffing work in practice:",{"type":75,"content":5392},[5393,5407,5421],{"type":78,"content":5394},[5395,5402],{"type":81,"attrs":5396,"content":5397},{"textAlign":46},[5398],{"text":5399,"type":73,"marks":5400},"Set clear availability rules.",[5401],{"type":137},{"type":81,"attrs":5403,"content":5404},{"textAlign":46},[5405],{"text":5406,"type":73}," Staff update their availability once, and it applies across all venues.",{"type":78,"content":5408},[5409,5416],{"type":81,"attrs":5410,"content":5411},{"textAlign":46},[5412],{"text":5413,"type":73,"marks":5414},"Account for travel time.",[5415],{"type":137},{"type":81,"attrs":5417,"content":5418},{"textAlign":46},[5419],{"text":5420,"type":73}," Don't roster someone for a close at your Southbank venue and an open at your Fitzroy cafe the next morning if the travel makes it unrealistic.",{"type":78,"content":5422},[5423,5430],{"type":81,"attrs":5424,"content":5425},{"textAlign":46},[5426],{"text":5427,"type":73,"marks":5428},"Keep award conditions consistent.",[5429],{"type":137},{"type":81,"attrs":5431,"content":5432},{"textAlign":46},[5433,5435,5441],{"text":5434,"type":73}," The same ",{"text":5436,"type":73,"marks":5437},"Hospitality Industry (General) Award 2020 ",[5438],{"type":121,"attrs":5439},{"href":5440,"uuid":46,"anchor":46,"target":46,"linktype":125},"https://www.fairwork.gov.au/employment-conditions/awards/awards-summary/ma000009-summary",{"text":5442,"type":73}," conditions apply regardless of which venue the shift is at, for most workers.",{"type":81,"attrs":5444,"content":5445},{"textAlign":46},[5446],{"text":5447,"type":73},"Mari Bornelli, General Manager at Funk Drinks Co., describes the challenge well: \"The biggest struggle that I had was being able to make sure that everyone was being paid the right rates and penalties and everything across, depending on where they're working,\" they say.",{"type":81,"attrs":5449,"content":5450},{"textAlign":46},[5451,5453,5458,5460,5464],{"text":5452,"type":73},"With Deputy, you can see staff availability across all your locations, assign shifts at different venues from a ",{"text":5454,"type":73,"marks":5455},"single platform",[5456],{"type":121,"attrs":5457},{"href":123,"uuid":46,"anchor":46,"target":46,"linktype":125},{"text":5459,"type":73},", and let the system calculate the correct award rates for each site. That removes the manual guesswork and ",{"text":5461,"type":73,"marks":5462},"reduces the risk of underpayment",[5463],{"type":137},{"text":5465,"type":73}," when staff move between venues.",{"_uid":5467,"ctas":5468,"theme":1568,"component":361,"hide_capterra":55,"spacer_bottom":362,"call_to_action":5475,"call_to_action_style":53},"970a2d1f-648d-4286-9f31-2f15f8df9f54",[5469,5472],{"_uid":5470,"link":5471,"text":352,"type":353,"component":354,"analyticsId":19},"ae51941c-0fdf-41db-8ad6-cd1745489a3e",{"id":19,"url":19,"linktype":350,"fieldtype":351,"cached_url":19},{"_uid":5473,"link":5474,"text":358,"type":359,"component":354,"analyticsId":19},"b48ed60d-1d8f-4dcb-a4f0-6c4131078a30",{"id":19,"url":19,"linktype":350,"fieldtype":351,"cached_url":19},{"type":60,"content":5476},[5477],{"type":81,"content":5478},[5479],{"text":368,"type":73},{"_uid":5481,"content":5482,"component":343},"52d0d5aa-8478-469f-83a7-c69a9acfa59e",{"type":60,"content":5483},[5484,5489,5501,5506,5550,5567,5572,5583,5588,5593,5598,5603,5647,5652,5665,5677,5682,5687,5692,5737,5742,5747,5759,5764,5771,5783,5790,5795,5802,5807,5814,5819,5820,5825,5842,5843,5850],{"type":64,"attrs":5485,"content":5486},{"level":69,"textAlign":46},[5487],{"text":5488,"type":73},"Keep rosters award-compliant across every venue",{"type":81,"attrs":5490,"content":5491},{"textAlign":46},[5492,5494,5499],{"text":5493,"type":73},"Running multiple venues under the ",{"text":5495,"type":73,"marks":5496},"Hospitality Industry (General) Award 2020",[5497],{"type":121,"attrs":5498},{"href":5440,"uuid":46,"anchor":46,"target":46,"linktype":125},{"text":5500,"type":73}," means compliance risk compounds with every site you add. Penalty rates differ by day, time, and employee classification. A single mistake, multiplied across several venues and hundreds of shifts, can add up fast.",{"type":81,"attrs":5502,"content":5503},{"textAlign":46},[5504],{"text":5505,"type":73},"Here are the most common compliance traps for multi-venue operators:",{"type":75,"content":5507},[5508,5522,5536],{"type":78,"content":5509},[5510,5517],{"type":81,"attrs":5511,"content":5512},{"textAlign":46},[5513],{"text":5514,"type":73,"marks":5515},"Cumulative hours across venues.",[5516],{"type":137},{"type":81,"attrs":5518,"content":5519},{"textAlign":46},[5520],{"text":5521,"type":73}," A casual working shifts at two of your venues can exceed maximum ordinary hours without either venue manager realising, unless you have a centralised view.",{"type":78,"content":5523},[5524,5531],{"type":81,"attrs":5525,"content":5526},{"textAlign":46},[5527],{"text":5528,"type":73,"marks":5529},"Incorrect penalty rates.",[5530],{"type":137},{"type":81,"attrs":5532,"content":5533},{"textAlign":46},[5534],{"text":5535,"type":73}," Late-night, weekend, and public holiday rates vary. If your rostering system doesn't apply the right rate automatically based on the shift time and day, errors creep in.",{"type":78,"content":5537},[5538,5545],{"type":81,"attrs":5539,"content":5540},{"textAlign":46},[5541],{"text":5542,"type":73,"marks":5543},"Missed break entitlements.",[5544],{"type":137},{"type":81,"attrs":5546,"content":5547},{"textAlign":46},[5548],{"text":5549,"type":73}," The Award specifies meal and rest break requirements. When staff work back-to-back shifts or pick up extra hours at a second venue, break compliance gets harder to track.",{"type":81,"attrs":5551,"content":5552},{"textAlign":46},[5553,5557,5559,5565],{"text":3345,"type":73,"marks":5554},[5555],{"type":121,"attrs":5556},{"href":536,"uuid":46,"anchor":46,"target":124,"linktype":125},{"text":5558,"type":73}," technology helps here. When you build a roster in Deputy, the system applies the correct ",{"text":5560,"type":73,"marks":5561},"penalty rates, overtime, and allowances",[5562],{"type":121,"attrs":5563},{"href":5564,"uuid":46,"anchor":46,"target":46,"linktype":125},"https://www.fairwork.gov.au/pay-and-wages/minimum-wages/pay-guides",{"text":5566,"type":73}," automatically based on the Hospitality Award. It surfaces potential issues during roster creation, before shifts are worked, so you can fix problems before they become payroll errors.",{"type":81,"attrs":5568,"content":5569},{"textAlign":46},[5570],{"text":5571,"type":73},"Mari puts it plainly: \"My level of compliance confidence was pretty low at about 50%. I'm at an 80-90% now,\" they say.",{"type":81,"attrs":5573,"content":5574},{"textAlign":46},[5575,5577,5581],{"text":5576,"type":73},"Closing the loop with payroll integration matters too. When rosters flow into timesheets and timesheets flow into payroll with no manual re-entry, you remove the data handoff points where errors typically occur. Deputy connects rostering to ",{"text":1742,"type":73,"marks":5578},[5579],{"type":121,"attrs":5580},{"href":516,"uuid":46,"anchor":46,"target":46,"linktype":125},{"text":5582,"type":73}," and payroll so the numbers stay consistent from roster build to pay run.",{"type":64,"attrs":5584,"content":5585},{"level":69,"textAlign":46},[5586],{"text":5587,"type":73},"Centralise oversight without micromanaging venue managers",{"type":81,"attrs":5589,"content":5590},{"textAlign":46},[5591],{"text":5592,"type":73},"One of the biggest questions for multi-venue operators is governance. Should head office control rostering? Or should venue managers own it?",{"type":81,"attrs":5594,"content":5595},{"textAlign":46},[5596],{"text":5597,"type":73},"The answer is both. Set the boundaries centrally, then let your venue managers operate within them.",{"type":81,"attrs":5599,"content":5600},{"textAlign":46},[5601],{"text":5602,"type":73},"Here's what that looks like in practice:",{"type":75,"content":5604},[5605,5619,5633],{"type":78,"content":5606},[5607,5614],{"type":81,"attrs":5608,"content":5609},{"textAlign":46},[5610],{"text":5611,"type":73,"marks":5612},"Group-wide policies from head office.",[5613],{"type":137},{"type":81,"attrs":5615,"content":5616},{"textAlign":46},[5617],{"text":5618,"type":73}," Labour cost targets per venue, maximum shift lengths, mandatory break rules, and approved overtime thresholds. These are your non-negotiables.",{"type":78,"content":5620},[5621,5628],{"type":81,"attrs":5622,"content":5623},{"textAlign":46},[5624],{"text":5625,"type":73,"marks":5626},"Local roster-building by venue managers.",[5627],{"type":137},{"type":81,"attrs":5629,"content":5630},{"textAlign":46},[5631],{"text":5632,"type":73}," They know their regulars, their peak hours, and their team's strengths. Let them build rosters using that local knowledge, within the guardrails you've set.",{"type":78,"content":5634},[5635,5642],{"type":81,"attrs":5636,"content":5637},{"textAlign":46},[5638],{"text":5639,"type":73,"marks":5640},"Central review before rosters go live.",[5641],{"type":137},{"type":81,"attrs":5643,"content":5644},{"textAlign":46},[5645],{"text":5646,"type":73}," Use a group-level dashboard to review projected roster costs across all venues before they're published. If one venue is running five percent above its labour target, that's a coaching conversation, not a roster rebuild.",{"type":160,"attrs":5648},{"id":46,"alt":5649,"src":5650,"title":19,"source":46,"copyright":46,"meta_data":5651},"Hospitality team collaborating during a busy shift","//a.storyblok.com/f/64010/0x0/274ca220db/image-1.jpg",{},{"type":81,"attrs":5653,"content":5654},{"textAlign":46},[5655,5656,5657,5659,5663],{"text":5156,"type":73},{"type":3547},{"text":5658,"type":73},"A weekly review cadence keeps things on track. After each trading week closes, compare ",{"text":5660,"type":73,"marks":5661},"actual labour costs vs budget",[5662],{"type":137},{"text":5664,"type":73}," for every venue. Look for patterns. Is one manager consistently overspending? Is another regularly short-staffed? These conversations are easier when you have the data in front of you.",{"type":81,"attrs":5666,"content":5667},{"textAlign":46},[5668,5669,5675],{"text":3706,"type":73},{"text":5670,"type":73,"marks":5671},"analytics",[5672],{"type":121,"attrs":5673},{"href":5674,"uuid":46,"anchor":46,"target":46,"linktype":125},"https://www.deputy.com/au/features/analytics",{"text":5676,"type":73}," give operations managers roll-up visibility across the whole group, while venue managers keep control of their day-to-day rosters. It's oversight without micromanagement.",{"type":64,"attrs":5678,"content":5679},{"level":69,"textAlign":46},[5680],{"text":5681,"type":73},"Measure, review, and optimise continuously",{"type":81,"attrs":5683,"content":5684},{"textAlign":46},[5685],{"text":5686,"type":73},"A cost-optimised roster isn't something you set up once and forget about. Trading patterns shift, staff come and go, and new venues open. You need a regular rhythm of review.",{"type":81,"attrs":5688,"content":5689},{"textAlign":46},[5690],{"text":5691,"type":73},"Track these three metrics weekly, for each venue and across the group:",{"type":606,"attrs":5693,"content":5694},{"order":66},[5695,5709,5723],{"type":78,"content":5696},[5697,5704],{"type":81,"attrs":5698,"content":5699},{"textAlign":46},[5700],{"text":5701,"type":73,"marks":5702},"Labour cost as a percentage of revenue.",[5703],{"type":137},{"type":81,"attrs":5705,"content":5706},{"textAlign":46},[5707],{"text":5708,"type":73}," This is your headline number. If it's creeping above target, dig into the detail.",{"type":78,"content":5710},[5711,5718],{"type":81,"attrs":5712,"content":5713},{"textAlign":46},[5714],{"text":5715,"type":73,"marks":5716},"Actual hours vs rostered hours.",[5717],{"type":137},{"type":81,"attrs":5719,"content":5720},{"textAlign":46},[5721],{"text":5722,"type":73}," A big gap means either your rosters are off or your managers are making too many last-minute changes.",{"type":78,"content":5724},[5725,5732],{"type":81,"attrs":5726,"content":5727},{"textAlign":46},[5728],{"text":5729,"type":73,"marks":5730},"Overtime and penalty rate spend.",[5731],{"type":137},{"type":81,"attrs":5733,"content":5734},{"textAlign":46},[5735],{"text":5736,"type":73}," These are the costs that blow out budgets fastest. Track them separately so you can spot problems early.",{"type":81,"attrs":5738,"content":5739},{"textAlign":46},[5740],{"text":5741,"type":73},"After each trading week, review your roster efficiency. Did you overstaff quiet shifts? Understaff peaks? Could you have redeployed staff from one venue to another instead of calling in extras?",{"type":81,"attrs":5743,"content":5744},{"textAlign":46},[5745],{"text":5746,"type":73},"Benchmark your venues against each other. Which venue managers are consistently hitting their targets? What are they doing differently? Share those insights across the group. What works at your best-performing venue can lift the rest.",{"type":81,"attrs":5748,"content":5749},{"textAlign":46},[5750,5752,5757],{"text":5751,"type":73},"Adjust your demand forecasting inputs quarterly. Seasonal menus, new competitors opening nearby, or a venue refurbishment can all shift trading patterns. Deputy's ",{"text":5753,"type":73,"marks":5754},"reporting tools",[5755],{"type":121,"attrs":5756},{"href":5674,"uuid":46,"anchor":46,"target":46,"linktype":125},{"text":5758,"type":73}," give you group-level and venue-level views of labour cost trends, so you can spot changes before they become problems.",{"type":64,"attrs":5760,"content":5761},{"level":69,"textAlign":46},[5762],{"text":5763,"type":73},"FAQs",{"type":81,"attrs":5765,"content":5766},{"textAlign":46},[5767],{"text":5768,"type":73,"marks":5769},"How does Deputy help multi-venue hospitality groups optimise their rosters?",[5770],{"type":137},{"type":81,"attrs":5772,"content":5773},{"textAlign":46},[5774,5776,5781],{"text":5775,"type":73},"Deputy gives you a single platform to roster across all your venues, with ",{"text":5777,"type":73,"marks":5778},"AI demand forecasting",[5779],{"type":121,"attrs":5780},{"href":5309,"uuid":46,"anchor":46,"target":46,"linktype":125},{"text":5782,"type":73},", real-time labour costing, and award interpretation built in. Operations managers get group-level visibility while venue managers build rosters within set labour budgets.",{"type":81,"attrs":5784,"content":5785},{"textAlign":46},[5786],{"text":5787,"type":73,"marks":5788},"What labour cost percentage should a multi-venue hospitality group target?",[5789],{"type":137},{"type":81,"attrs":5791,"content":5792},{"textAlign":46},[5793],{"text":5794,"type":73},"Most Australian hospitality venues aim for 25-35% of revenue, but the right target depends on your venue type, service model, and trading hours. Set different targets per venue based on their operating model and review actuals weekly. Deputy's real-time labour costing lets you track actuals against your target for each venue as you build each roster.",{"type":81,"attrs":5796,"content":5797},{"textAlign":46},[5798],{"text":5799,"type":73,"marks":5800},"Can I share staff between venues using Deputy?",[5801],{"type":137},{"type":81,"attrs":5803,"content":5804},{"textAlign":46},[5805],{"text":5806,"type":73},"Yes. Deputy lets you view staff availability across all your locations, assign shifts at different venues, and automatically apply the correct award rates for each site, so moving staff between venues doesn't create compliance headaches.",{"type":81,"attrs":5808,"content":5809},{"textAlign":46},[5810],{"text":5811,"type":73,"marks":5812},"How do I keep rosters compliant with the Hospitality Award across multiple venues?",[5813],{"type":137},{"type":81,"attrs":5815,"content":5816},{"textAlign":46},[5817],{"text":5818,"type":73},"Deputy's award interpretation engine applies the correct penalty rates, overtime rules, and break entitlements during roster creation. It surfaces potential issues before shifts are worked, helping you stay on top of compliance across every venue.",{"type":5072},{"type":81,"attrs":5821,"content":5822},{"textAlign":46},[5823],{"text":5824,"type":73},"A cost-optimised roster across multiple venues doesn't happen by accident. It takes clear targets, demand-driven rostering, a flexible staff pool, strong compliance workflows, and a regular rhythm of review. The operators who get this right spend less on labour, run smoother service, and give their teams better working conditions.",{"type":81,"attrs":5826,"content":5827},{"textAlign":46},[5828,5830,5834,5835,5840],{"text":5829,"type":73},"Ready to see how it works for your group? ",{"text":747,"type":73,"marks":5831},[5832],{"type":121,"attrs":5833},{"href":751,"uuid":46,"anchor":46,"target":46,"linktype":125},{"text":1815,"type":73},{"text":5836,"type":73,"marks":5837},"talk to our team",[5838],{"type":121,"attrs":5839},{"href":1821,"uuid":46,"anchor":46,"target":46,"linktype":125},{"text":5841,"type":73}," about your multi-venue setup.",{"type":5072},{"type":81,"attrs":5844,"content":5845},{"textAlign":46},[5846],{"text":5847,"type":73,"marks":5848},"Important Notice",[5849],{"type":137},{"type":81,"attrs":5851,"content":5852},{"textAlign":46},[5853],{"text":5854,"type":73},"The information contained in this article is general in nature and does not take into account your personal situation. You should consider whether the information is appropriate to your needs, and where appropriate, seek professional advice from a financial adviser or legal professional. Deputy is not a law firm or accounting practice. Deputy's tools support compliance workflows, but employers are responsible for their own compliance obligations.","2026-05-13 00:00",{"imageAlt":5857,"minWidth":813,"imageName":5858,"imageS3Key":5859,"mobileWidth":816,"desktopWidth":816,"imagePublicUrl":5860,"imageOriginalUrl":5861,"sourceImageWidth":5862,"sourceImageHeight":5863},"multi venue hospitality venues 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