This interview is with David Mylne, CEO at ClockOn.
David Mylne, CEO, ClockOn
Can you tell us about your background in payroll and leadership, and how you became an expert in Australian payroll laws?
I come from a commercial leadership background, having spent over 30 years in senior roles with organizations like Colonial First State and Stockland, before moving into technology as CEO of ClockOn in 2022. That shift brought my people management and commercial skills directly into payroll and workforce management.
My expertise in Australian payroll laws comes from working hands-on with Fair Work awards, Single Touch Payroll, superannuation, and leave entitlements every day – both in supporting businesses and in shaping a system that automates compliance while keeping it transparent and auditable. I’ve built that knowledge by solving real-world payroll problems for customers, translating complex legislation into clear, accurate software rules, and continually refining them as regulations evolve.
As a leader, I run a flat, accessible organization that values contributions from all levels. My focus is on mentoring, collaboration, and ensuring innovation always ties back to practical business outcomes – accuracy, compliance, and trust. In payroll, those aren’t just technical issues, they’re people issues, because every payslip impacts employee confidence and employer reputation.
In your experience, what’s the most challenging aspect of award interpretation in Australian payroll, and can you share a specific instance where you navigated a complex award situation?
The toughest part of award interpretation is how messy the rules get when they overlap. Penalty rates, overtime triggers, and allowances don’t live in isolation – they stack on top of each other in ways that can be hard to spot, and one missed detail can quickly lead to underpayments.
A pharmacy client showed me just how tricky that can be. They had a mix of permanent and casual staff, and shifts that stretched from late evenings into weekends. Under the Pharmacy Industry Award, that meant multiple penalty conditions were firing at once. Their manual process overlooked an extra loading for a casual shift that rolled past midnight into Sunday.
We sat down with them, mapped out the award line by line, and then coded the rules into the system so it could apply the right combination automatically. From then on, they could see the true cost of a roster in real time and run payroll with full audit visibility. What used to take hours of checking was reduced to an accurate, automated process – and just as importantly, staff knew their pay was right.
How has the evolution of payroll software impacted the way businesses manage their payroll in Australia? Can you provide an example of a significant improvement you’ve witnessed?
Payroll software has shifted from manual data entry and desktop installs to cloud-based, integrated systems that automate award interpretation, Single Touch Payroll (STP) reporting, and superannuation. The impact has been huge – fewer errors, faster processing, and stronger compliance. For example, the Fair Work Ombudsman recovered $473 million in underpaid wages in 2023–24, much of it linked to award misinterpretation. Modern payroll platforms now prevent many of these errors by embedding award rules and flagging risks before payment, saving businesses both money and reputational damage.
A clear improvement I’ve seen is real-time STP reporting. Before 2019, payroll teams often reconciled PAYG and super quarterly, which left room for mistakes. Now, submissions go directly to the ATO each pay cycle, creating immediate accountability and transparency. This shift has raised the standard across the board – businesses can’t afford to rely on outdated, manual processes anymore.
What’s the most common mistake you’ve seen companies make when it comes to staff time and attendance tracking, and what’s your advice for avoiding it?
The biggest mistake is relying on manual timesheets or sign-ins, which are prone to errors and even deliberate time theft. My advice is to use digital clock-in systems with GPS or geofencing that feed directly into payroll—this removes guesswork, ensures Fair Work compliance, and gives employees confidence they’ll be paid accurately for every hour worked.
Employee scheduling can be a delicate balance between business needs and worker preferences. Can you share a strategy you’ve successfully implemented to improve this process?
One strategy I’ve found effective is using template-based rosters with built-in costings and qualification matching. Instead of starting from scratch each week, managers create roster templates that reflect peak trading patterns and compliance rules, then overlay staff preferences and availability. The system automatically flags if a shift breaches overtime limits or if a role requires a specific qualification. This approach improves fairness and transparency – staff see that their preferences were considered, while managers maintain compliance and control wage costs. In one retail client, moving from manual rostering to this system cut scheduling time by more than 50% and reduced shift change disputes dramatically.
Australian payroll laws are known for their complexity. What’s one recent change that has had a significant impact on businesses, and how have you helped clients adapt?
They say death and taxes are certain – in Australia, I’d add payroll compliance to that list.
A recent change with real impact has been the Fair Work Commission’s updates to annualized salary provisions, which require employers to record actual hours worked and reconcile them against the award to ensure salaries don’t undercut entitlements. For businesses that previously relied on a flat-salary approach, this has added significant record-keeping and compliance pressure.
We’ve helped clients adapt by introducing digital time and attendance tracking that integrates directly with payroll. This way, actual hours are automatically recorded, reconciliations are simplified, and businesses can demonstrate compliance in the event of an audit – protecting both employees and employers.
In your leadership role, how do you approach the task of keeping your team updated on the ever-changing landscape of payroll regulations?
I take a structured but accessible approach. We hold bi-weekly leadership meetings to review regulatory changes, set priorities, and ensure each area of the business understands its responsibilities. Every quarter, we bring the whole team together in an all-hands meeting, where we share not just the updates but also how they flow into product, support, and customer outcomes. Between those touchpoints, I rely on regular catch-ups across teams – for example, sales and marketing aligning on how we communicate compliance changes to customers – so everyone stays congruent. This rhythm keeps the business agile without overwhelming staff, and it ensures payroll regulation shifts are always translated into clear, practical actions.
Looking ahead, what do you see as the biggest challenge facing payroll professionals in Australia, and how can they prepare for it?
The biggest challenge I see is the pace of regulatory change combined with the demand for accuracy at scale. Fair Work reviews, superannuation updates, and evolving reporting standards mean payroll teams are under constant pressure to keep systems and processes compliant. At the same time, employees expect absolute accuracy – one missed entitlement or late super payment can damage trust instantly. To prepare, payroll professionals need to lean on automation and integrated systems that update in line with legislation, while also investing in their own education. Industry training, staying close to ATO and Fair Work guidance, and building relationships with technology partners all help. The goal is to shift from reactive problem-solving to proactive compliance – using the tools and knowledge available to stay ahead of change rather than chasing it.
Thanks for sharing your knowledge and expertise. Is there anything else you’d like to add?
Only that payroll is often underestimated—it’s not just about numbers on a payslip; it’s about trust between employers and employees. In Australia’s complex regulatory environment, getting payroll right protects both compliance and culture. My focus at ClockOn is to keep building tools that make that easier for businesses of all sizes, while ensuring every employee is paid accurately and on time.
