HR compliance software for small business in Australia — built around your award

What HR compliance software actually has to do

Australian employment law does not care how big you are. One employee puts you inside the Fair Work system: the Fair Work Act 2009, the National Employment Standards and, for most frontline businesses, a modern award that sets classifications, minimum rates, penalties, loadings, allowances, minimum engagements and casual conversion rules. Compliance software is judged on four jobs:

1. Get the award right. The exact rate, loading or allowance for this classification, on this day, under this award — from the current Fair Work Ombudsman Pay Guide, not a generic table.
2. Get the process right. Warnings, performance management, stand-downs and terminations that follow procedural fairness, so the decision holds up if it is ever tested.
3. Produce documents that hold up. Contracts, warning letters, PIPs and termination letters with the right classification, rates and award clauses, not a template downloaded from somewhere.
4. Keep the record. Employers must keep employee records for 7 years. The gap that costs small businesses most is not usually the wrong rate. It is having no documented process at all when a claim lands.

Generic HR platforms cover the first job a mile wide and an inch deep. Generic AI is confident, wrong and costly. HR consultants give great advice at terrible hours. Fitz HR is built for the four jobs above and nothing else.

What Fitz HR is, and isn’t

If you are choosing between Fitz HR and a broad platform, the question is not which has more features. It is which one gives you the right answer on your award when it counts. See how Fitz HR compares to Employment Hero, BrightHR, Sentrient and HR consultants, and why generic AI is not a compliance tool.

The four pillars of HR compliance in Fitz HR

HR compliance software by industry and award

Fitz HR covers the seven modern awards that are hardest to get right, for the industries that can least afford to get them wrong:

How to choose HR compliance software in Australia

Six questions that separate a compliance tool from a general platform with a compliance page:

• Does it name your award? If it cannot tell the Hospitality Award from the Restaurant Award, it will get the late-night band and minimum engagement wrong.
• Where do the rates come from, and when were they last updated? Look for the Pay Guide source and an effective date. Rates change at every Annual Wage Review.
• Does it help before the decision, or only after? Payroll catches the wrong rate after the shift was worked. Compliance software should answer before the roster, the warning or the dismissal.
• Are the documents specific to your award? A contract without the right classification and award clauses is a template, not a document that holds up.
• Is there a human when it matters? Software should escalate to a qualified HR professional when a situation needs judgement.
• How does pricing scale? Per-user pricing counts every casual on the books. Flat pricing does not. See our HR software cost guide.

What non-compliance costs

Award misapplication compounds silently: a loading applied wrong for a year, a minimum engagement missed across every roster, a casual conversion offer never made. Fair Work penalties for award non-compliance reach $93,900 per contravention for companies, and the process failures that follow — an undocumented warning, the wrong termination steps — feed unfair dismissal claims that typically cost $10,000–$50,000+. See our Fair Work compliance guide and unfair dismissal guide.

Pricing that ignores headcount

Fitz HR is flat-priced: Free ($0, 20 AI chats a month), Starter $249/year, Pro $449/year and Business $899/year, published at fitzhr.com/pricing. Every paid plan has a 14-day money-back guarantee, no lock-in and no per-seat billing. You are running in 60 seconds, with no implementation project.

Frequently Asked Questions