Free, and nothing changes on this page. One email, then only if the rates change or a deadline is close. Unsubscribe in one click.
Every calculation is unlocked. Change one figure and re-run it as many times as you like — nothing is deducted, nothing counts down, and none of it expires.
Six years, and it closes a day at a time
A pay slip shows what you were paid. Nothing on it shows what the award required for the same hours — not the classification rate, not the evening loading, not the Saturday, not the public holiday. Nobody is obliged to put those two numbers side by side, so almost nobody ever has.
A lawyer's fixed fee for a straightforward claim starts around $2,500; a payroll compliance audit for a small business runs $5,000 to $15,000. This does the arithmetic in three minutes — every week of the whole run rebuilt against the award rate that applied in that week, with the working shown, and the six years a court can still reach separated from anything older.
A rough guide on the lowest classification and a standard 38 hour week. The full calculator asks for your own classification, roster and period.
If this is you
Award interpretation is genuinely hard. There are 121 modern awards, each with its own classification ladder, its own penalty bands and its own overtime steps, and every one of them was rewritten in July.
It was a good rate when it was agreed. Award minimums have risen every July since — 4.75% this year alone — and a flat rate that nobody revisited falls behind a little more every twelve months without anybody deciding anything.
Awards go by what the business does rather than by what you do inside it. A bookkeeper in a pub is usually on the hospitality award; a cleaner employed by a contractor stays on the cleaning award wherever they are sent. Nothing on a pay slip has to name it.
Sometimes it does. It only does where there is a written annualised wage arrangement that sets outer limits, records the hours, and gets reconciled against the award every twelve months. Most salaries that people are told "cover it" are none of those things.
Six years — measured back from the day a claim is filed, not from the day it started. So the answer changes every week, and nobody tells you when a month has gone. Unpaid super is the exception and has no limit at all.
You tell us the award, the classification, the roster and what was actually paid. We rebuild every week of the period at the rate that applied in that week, add the super and the interest, and show what each way of recovering it can reach. No appointment, no lawyer, and we take no share of anything you recover.
Three questions, thirty seconds, and you will know roughly where you stand. It costs nothing.
The loss
Both on $82,000. Both working 50 hours a week with twelve evening hours, a Saturday and five public holidays a year. One store wrote the arrangement down and reconciled it every year. The other did not.
Both managers are invented and neither exists. What is real is the arithmetic: the General Retail Industry Award classification rates, the penalty bands, the overtime steps and the annual increases are all published, and both columns are computed live on this page's own engine — you can see the same figures worked through on the scenarios page.
The alternatives
| Guess What most people do |
A lawyer Or a payroll consultant |
Award Back Pay This calculator |
|
|---|---|---|---|
| What it costs | Nothing now, the whole claim later |
$2,500 to $15,000 | $249 |
| How long it takes | Months of wondering | Weeks, and an appointment | Under 3 minutes |
| Every week rebuilt at the rate that applied then | |||
| Every recovery route priced | Usually one of them | ||
| Working shown, line by line | Usually not | ||
| Takes a share of what you recover | Sometimes |
The clock
This subject runs on dates rather than on decisions. Two of them move the figure and one of them takes part of it away, and none of the three sends anybody a letter.
Section 544 of the Fair Work Act measures six years back from the day a claim is filed, not from the day the underpayment started. So the oldest week leaves the window without anybody doing anything, and nothing announces it. How the six years actually works.
The Fair Work Commission's annual wage review operates from the first full pay period on or after 1 July. This year award minimums rose by — and the National Minimum Wage went to — an hour. A flat rate that does not move with it falls behind from that first pay period. The superannuation guarantee is —, and from 1 July 2026 it has to reach the fund within seven business days of payday rather than quarterly. These figures are the — schedule.
Section 327A of the Fair Work Act applies to conduct on or after that date. A genuine error is not the offence — intent has to be proved beyond reasonable doubt — but the civil penalties, which need no intent at all, reach $546,000 for a company that is not a small business. Interest on a claim runs at — a year, and the small claims cap is —.
The report
The free estimate tells you roughly where you stand. This is the part that gives you the exact figure and shows the working. Twelve sections and thirteen charts, on your own hours, with every line visible so you can check it or argue with it.
See a real one, free — an invented bartender's three years run all the way through, with the open half exactly as a customer sees it, and the assistant live on it for two questions.
How it works
If you can read a pay slip, you can use this. Simple mode asks eight short questions. Advanced adds allowances, annual leave, the super that was actually paid and any rise in the rate along the way.
The award, the classification, the hours in a normal week, how many of them fall in the evening or on a weekend, and what was actually paid. We do not ask for your name, your employer's name, your tax file number or your bank details — nothing you would not say out loud in a lunch room.
The classification minimum, every penalty band your roster touches, the gap in an ordinary week, and a band for the whole period including super and interest. Enough to know whether there is anything here at all.
$249 opens the full report: every week rebuilt, every year at its own rate, all five routes priced, the records list and the penalty ceilings. PDF included, ready to print or hand over.
Classification rates from the Fair Work Ombudsman's published award pages, the Annual Wage Review decisions for every year since 2020, and the Fair Work Act for the recovery rules.
Nothing is a black box. Every percentage in the report is one line of the award, and the whole week is checkable by hand in about ten minutes.
We are not licensed to give legal or industrial relations advice, and we do not. The arithmetic is the part almost everybody is missing — not the opinion.
If the report does not apply to your circumstances, tell us what went wrong within 14 days and it is refunded in full.
Included with the report
Every report comes with an assistant that has read your report — your award, your roster, your figures — and answers questions about it in plain English. Not a search box and not a help page. It knows what your report says because it has been given it.
An example of the kind of answer it gives, on the sample report's figures.
Pricing
One payment, no expiry, nothing to renew, and we never keep your card. It opens the whole report and lets you redo the sums as often as you like — a second employee, a different classification, the roster before and after it changed.
Prices in Australian dollars. Paid securely through PayPal — card or PayPal balance, no account needed. See a sample report before you decide.
Questions
six years. Section 544 of the Fair Work Act stops a court ordering compensation for an underpayment that arose more than six years before the claim is filed, and the window rolls forward one day every day.
Unpaid superannuation is the exception. The super guarantee charge has no time limit at all, so super can be pursued through the tax office for quarters the wage claim can no longer reach.
Only if the arrangement meets the award's annualised wage clause, and only up to the outer limits written into it. The salary has to be reconciled against what the award would have paid over the year, the start and finish times have to be recorded, and hours beyond the outer limits are paid on top of the salary rather than absorbed by it.
A salary that clears the annual total can still have failed in individual weeks, which is where most large claims come from.
Very often, yes. The minimum is the floor for an ordinary weekday hour. A Saturday hour is 125% to 150% of it, a Sunday 150% to 200%, and a public holiday 225% to 250%. A flat rate that clears the weekday minimum by a dollar is a long way short of any of those.
That is the single most common shape of underpayment in this country, and it is why this calculator asks about the roster rather than only about the rate.
Intentional underpayment has been a criminal offence for conduct on or after 1 January 2025, under section 327A of the Fair Work Act. The maximum fine is the greater of three times the underpayment and $9,100,000 for a company, and an individual also faces up to 10 years imprisonment.
Intent has to be proved beyond reasonable doubt, so a genuine payroll error is not the offence. The civil penalties need no intent at all and reach $546,000 for a company that is not a small business.
No. There is one price, $249, paid once. We are not a claims firm, we do not act for anybody, we take no percentage, and we have no arrangement with any lawyer or claims service. What you get is the arithmetic and the working.
We never ask who your employer is, so there is nothing to find out. The calculator asks for an award, a classification, a roster and a rate — none of which identifies anybody. The name you can put on the report cover is optional and is used for nothing except printing it there.
Separately, taking adverse action against somebody for exercising a workplace right — which includes asking about pay — is itself unlawful under Part 3-1 of the Fair Work Act.
Six years is measured back from the day a claim is filed. It is not measured from the day the underpayment started, or the day you found out, or the day you asked. So the oldest week of whatever you are owed leaves the window on its own, quietly, and it does not come back. Three minutes now is the cheapest three minutes of the whole thing.
No card. No sign up. Your answer on the next screen.
You do not need to know which award you are on to start. The first question offers them by industry.
A pay calculator tells you this week's rate. This one rebuilds every week of the last six years — penalty rates, overtime, allowances and super — and shows you what each way of recovering the difference can actually reach.
Award rates as at —, indexed back through every annual wage review since 2020.
Your estimate
Wages, superannuation and interest on the hours you entered, across the six years a court can still reach.
You can provide a different email to use as your login - or the PayPal one
And you can ask it questions. Your report comes with an assistant that has read it and explains any figure in plain English — if you want it. It is given the amounts on your report, never your name or your email, and the conversation stays in your browser.
One email with your banded figure, the award and the classification it was worked out against, and a link straight back to this result. Nothing has to be decided today — but the six year window keeps moving while you think about it.
One email, then only if the figures change or a deadline is close. Unsubscribe in one click. We never sell your address.
One payment, and the window is still open
Twelve sections and thirteen charts on your own award, your own classification and your own roster. Every week priced at the rate that applied in that week, superannuation and interest added, the six year line drawn, and all five recovery routes ranked on what each one can reach. One payment, nothing renews, and we take no share of anything you recover.
Yes, it is included, and using it is entirely your choice. It sits behind one button on your report and does nothing until you press it — nothing in the report is held back from somebody who never opens it.
When you do ask it something, what it receives is the figures on your report: amounts and categories. Not your name, not your email address, not your account, and never a Medicare number, tax file number or bank detail — we do not hold those in the first place. The name you can put on the report cover is optional and is not part of what it is given. The conversation stays in your browser tab and is gone when you close it, and we record that a question was asked without recording what it said.
Section 5 of the privacy policy sets out exactly what does and does not travel, including who processes it.
No. You pay once and the access is yours. There is no subscription and nothing renews. PayPal handles the payment, so we never even see your card number.
Then you have that in writing, worked out against the published rates for your own roster, and you can stop wondering. Roughly one roster in five that comes through here turns out to be paid correctly, and the report still rebuilds the week band by band so you can see which bands were close.
If it does not fit your circumstances at all — the wrong award, an enterprise agreement we could not price, something we did not ask about — tell us what went wrong within 14 days and we refund it in full.
Award Back Pay provides information, not financial product advice. We are not licensed to give personal financial advice and we never tell you which option to pick. What we do is apply the published rules to the figures you enter and show you what they produce, with every working visible. What is actually owed is fixed by the modern award or agreement that covers the work, by the classification the duties fall into, and — if any of it is disputed — by a court. The Fair Work Ombudsman answers award and classification questions free on 13 13 94, and unpaid superannuation is dealt with by the Australian Taxation Office rather than by us or by a court.
The full report opens the moment the payment clears, and the receipt and a link back to it arrive by email.
You can provide a different email to use as your login - or the PayPal one
Worked examples
A bartender, a fast food supervisor, a store manager, a cleaner, a home care worker, a security officer, a nurse, two businesses and two people who turned out to be fine. None of them exists. Every figure beside them is worked out live on this page by the same engine the paid report uses, against the published award rates — so nothing here is a claim we could quietly stop being able to prove.
Every penalty rate in an award is a percentage of the classification minimum. A Saturday hour is 125% to 150% of it, a Sunday 150% to 200%, a public holiday 225% to 250%. So a flat rate that clears the minimum by a dollar is a dollar above the floor and a long way below the weekend.
Award minimums rise from the first full pay period on or after 1 July, every year, by whatever the Fair Work Commission decides. A rate agreed four years ago has been overtaken four times, and nobody has to write and say so.
Not from the day it started and not from the day it was noticed. The window rolls forward one day every day, so the oldest week leaves it on its own. Unpaid super is the exception and has no limit at all.
Everything below is those three facts in real dollars, for eleven different rosters. Worked out on the current schedule.
Your own figure turns on four things none of these people share with you: which award covers the work, which classification the duties fall into, how many of your hours land in a penalty band, and how long it has been running. Change any one and the answer moves a long way.
Every lawful way this money can be recovered on Nadia's figures, and what each one would leave her with. Same weeks, same award, same shortfall — the difference is only in which door it goes through, and in what that door costs to open. Ranked on one measure and one only: what the route puts in her hands after the fee to use it — wages, superannuation and interest, capped where the legislation caps it, less the filing fee. Nothing here is a recommendation. The top two reach the same $20,092 and differ only by the fee, and on a smaller claim that fee is what decides the order.
Three figures. Everything else in this report explains where they came from.
What this figure is. The Level 1 minimum for the Hospitality Industry (General) Award applied to thirty ordinary hours a week with every penalty band the roster touches, week by week for three years, at the rate that applied in each of those weeks. Then $30.04 an hour is taken off it, superannuation is added on the shortfall, and interest is added at 8.35% a year.
What it is not. It is a reconstruction from figures entered on a form, not a determination. What is actually owed turns on the award that covers the work, the classification the duties fall into, and the records.
The week Nadia actually works, priced twice — once the way the award prices it and once the way it was actually paid. Every percentage in this table is one line of the award, so the whole thing is checkable by hand in about ten minutes.
| Band of hours | Hours | Award % | Required an hour | Paid an hour | Short |
|---|---|---|---|---|---|
| Ordinary hours | 10 | 125% | $33.05 | $30.04 | $30.10 |
| Evening and night | 12 | 125% | $36.00 | $30.04 | $71.52 |
| Saturday | 8 | 150% | $39.66 | $30.04 | $76.96 |
| Public holiday shift — per shift, 3 a year, not part of the week | 8 | 250% | $66.10 | $30.04 | $288.48 |
| The week | $1,079.78 | $901.20 | $178.58 |
The award rate moved on the first full pay period of every July. Nadia's did not. That is why the gap in the most recent year is more than twice the gap in the first one, without anybody changing anything.
| Year | Award rate | Super | Award required | Actually paid | Wage shortfall | Super shortfall |
|---|---|---|---|---|---|---|
| 2023–24 | $23.23 | 11% | $41,251 | $38,571 | $2,679 | $295 |
| 2024–25 | $24.10 | 11.5% | $52,644 | $47,583 | $5,061 | $582 |
| 2025–26 | $24.94 | 12% | $54,484 | $47,583 | $6,900 | $828 |
| 2026–27 | $26.44 | 12% | $10,798 | $9,012 | $1,786 | $214 |
Most people arrive thinking a back pay claim is wages. On a run this long it usually is not: superannuation and interest together are 18% of this one, and the share grows the further back it goes.
The interest is the court's rate, not ours. Federal Court Practice Note GPN-INT sets it at the Reserve Bank cash rate plus four percentage points. It runs from the week each amount should have been paid, it is simple rather than compounding, and only a court awards it — which is one of the things that separates the routes in section 01.
Section 544 of the Fair Work Act measures six years back from the day a claim is filed, not from the day the underpayment started. Nadia started three years ago, so all of it is still inside the window — which is not something she can rely on indefinitely.
On a longer run this section is the whole argument. An employee whose job ended four years ago and ran for five has already lost a year of it, and that part does not come back. Your own report draws the line on a chart, year by year, and states what leaves the window in the next twelve months.
Everything above is real arithmetic on an invented employee. Run yours and this half opens on your own award, your own classification and your own roster.
And you can ask it questions. Every report comes with an assistant that has read your report and explains any figure in it in plain English. Using it is entirely your choice, it does nothing until you press the button, and it is given the hours and amounts on your report and never your name, your email, your account or your employer's name.
That is somebody else's roster. Yours takes about three minutes and costs nothing.
The link may have already been used. If you are still getting emails, write to us and we will stop them by hand.
Guides
Written for the person holding the pay slip rather than for the person who wrote the award. Plain English, this year's rates, and the arithmetic shown every time — because the official page will tell you what the rule is and almost never what it comes to.
Reading is useful. Knowing what this is about to cost you is better.
Salaries and set-off
An annualised wage arrangement absorbs award entitlements only up to the hours it says it covers. Beyond those hours the award is payable on top of the salary, and it does not matter how large the salary is.
People who know about annualised wage arrangements usually know about the reconciliation: once a year the salary is compared against what the award would have required, and any shortfall is paid. That test is real and it is the one most often described.
The second test is the one that produces the surprises. The arrangement has to state outer limits — the maximum number of ordinary hours attracting a penalty rate, and the maximum number of overtime hours, that the annualised wage covers in a pay period or roster cycle. Hours worked beyond either limit are excluded from the annualised wage and are payable separately, at the award rate, in the period they were worked.
So an employee can be on a salary that comfortably beats the award across the year, and still be owed money for every fortnight in which they went past the outer limit. The reconciliation does not catch it, because the reconciliation compares totals and the outer limit is about individual periods.
The clauses were rewritten across the awards in 2020 after a long series of publicly reported underpayments at large employers, almost all of which involved salaried staff working hours nobody had counted. The problem the Commission was solving was not that salaries were too low on paper. It was that nothing in the old arrangements created a moment at which anybody had to look.
The outer limit does that. It puts a number on how much unsociable and additional work a salary is allowed to swallow, and it makes anything past that number visible in the pay period rather than eleven months later.
Every version of the clause requires the employer to record the employee's starting and finishing times, and any unpaid breaks, and to have that record signed or otherwise acknowledged by the employee for each pay period or roster cycle.
This is the condition that fails most often, and it fails in a particular way: the business has a written salary arrangement, has a rough idea of the hours, and has never asked anybody to acknowledge a record of them. Without the records there is no way to apply the outer limits, no way to run the reconciliation properly, and — if it ever reaches a court — section 557C of the Fair Work Act puts the onus on the employer to disprove what the employee alleges about the hours.
At least every twelve months, and on termination or when the arrangement ends, the employer calculates what the employee would have been paid under the award for the actual hours worked, compares it against the annualised wage actually paid, and pays any shortfall. Most awards give a short window — commonly 14 days — to pay it.
Reconciliation shortfall = award total for the twelve months − salary paid for the twelve months
Two practical points. The comparison has to be against the actual hours, which is why the records matter; and a reconciliation that has never been done is not a neutral omission, because the shortfall it would have found has been overdue ever since.
The salary does not disappear and the employee does not get paid twice. What changes is the method of comparison. Instead of one annual total against another, each pay period is assessed on its own, and the surplus in the good periods is no longer available to cover the shortfall in the bad ones.
On a roster with four weeks of annual leave, a handful of public holidays and a seasonal peak, that difference is usually thousands of dollars a year and occasionally much more. It is the difference the report prices as "what the paperwork is worth".
| Element | What compliance looks like |
|---|---|
| The agreement | In writing, given to the employee, kept as a record |
| What it covers | The specific award clauses named, not a general statement |
| Outer limits | A number of penalty hours and a number of overtime hours, per period |
| Hours beyond them | Paid separately in the period worked, at the award rate |
| Time records | Start, finish and unpaid breaks, acknowledged by the employee |
| Reconciliation | Annually and on termination, against actual hours, in writing |
| Shortfall | Paid within the period the award allows |
A business that can produce all seven has a defence to almost everything on this site. A business that can produce the first two has a salary and not much else. See how to self-audit a payroll.
The report prices the same roster week by week and reconciled over the year, and shows the gap between them.
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About
Somebody hands you a pay slip and asks whether it is right. It shows a rate, a number of hours and a total, and there is nothing on it to check any of those against. The award that decides the answer is a long instrument written for administrators, its rates changed on the first full pay period of every July, and the version that mattered in 2022 is not the version published today. Meanwhile a limitation period is running that nobody has mentioned, and it is measured backwards from a day that has not happened yet.
None of it is secret. Every modern award is published in full by the Fair Work Ombudsman, every Annual Wage Review decision is published by the Fair Work Commission, the superannuation guarantee percentages are in the Superannuation Guarantee (Administration) Act 1992, and the recovery rules are sections 544, 545, 546, 548 and 557C of the Fair Work Act 2009. What almost nobody has is the arithmetic that joins them up: one classification rate, seven annual increases, five penalty bands, two overtime steps and three hundred weeks, all at once.
Award Back Pay does one thing: it applies those published rules to your figures and shows you, in full, what they produce. Every week rebuilt at the rate that applied in that week, every penalty band priced separately, superannuation and interest added, the six year line drawn, and every route the money could be recovered through put in order on one stated measure — with the working visible so you can check it, argue with it, or take it to somebody who can.
We do not tell you what to do. We are not licensed to, and frankly the arithmetic is the part people are missing — not the opinion. Here is what that help costs, and where the free options are, if you decide you want it as well. We take no share of anything anybody recovers and we have no arrangement with any lawyer or claims service.
Short version: we hold as little as we can, we never ask for the identifiers that matter most, and the calculation runs on your own device. The long version is below, because you are entitled to it.
This policy explains how XTO Pty. Ltd. (we, us, our) collects, holds, uses and discloses personal information, and how you can access, correct or complain about it. We handle personal information in accordance with the Privacy Act 1988 (Cth) and the Australian Privacy Principles (APPs).
It applies to calculatedchoices.com.au and to every email we send you. It does not apply to any third party site we link to.
We do not ask for, and you should never send us, your Medicare number, tax file number, tax file number, bank account number or myGov details, bank account details or card number. The calculator does not need them. If you send one to us anyway we will delete it rather than store it.
We do not collect sensitive information as defined in the Privacy Act — health information, racial or ethnic origin, political or religious beliefs, sexual orientation, or criminal record. Where the calculator asks about care needs it asks about funding categories, never about a medical condition.
Information you give us
Information collected automatically
In your browser, on your device. The figures you type into the calculator are processed locally to produce your result. They are transmitted to us only if you choose to save a scenario to your account. If you never save one, we never receive them.
Two exceptions, and both are things you have to choose to do:
A paid report comes with an optional assistant you can ask questions about your own figures. It is the one part of this site that sends anything to a third party, so it is set out here in full.
It is entirely your choice, and it does nothing until you use it. Nothing is sent anywhere unless you open the assistant and ask a question. If you never open it, this section does not apply to you at all, and the rest of the report works exactly the same.
What is sent when you do ask
What is not sent
What travels is a set of amounts and categories. On its own it does not identify anybody, and we do not send anything alongside it that would.
Who processes it
The request is answered by Google's Gemini API, which processes it outside Australia — see sections 10 and 11. We do not train any model on your figures and we have no arrangement permitting anyone to do so; what Google does with data sent to its API is governed by its own terms, which we do not control.
How long it is kept
Because the assistant is optional, you can have the entire paid report without any of the above ever happening. Nothing in the report is withheld from somebody who never opens it.
We use the following, and nothing else:
You can clear or block these through your browser at any time. Clearing them will sign you out and reset your preferences; the site will otherwise work normally.
We use Google Analytics and Google Ads to measure how people find and use the site and whether our advertising is worth running. Where these are enabled, Google receives your IP address, device and browser information, the pages you viewed, and — when you complete a purchase — the order reference and the amount paid. Google may set its own cookies and may combine this with data it holds from other sources. Google's handling of that data is governed by its own privacy policy, not ours.
We do not sell your personal information, and we do not disclose it to data brokers, advertising networks other than as described above, employers, unions, lawyers or regulators, or anyone who might try to sell you something.
You can opt out of Google Analytics using Google's browser add-on, and you can adjust personalised advertising in your Google account settings.
Payments are processed by PayPal. Your card or account details are entered on PayPal's systems and are never transmitted to, seen by, or stored on our servers. We receive only the transaction reference, the amount, the status and the email address associated with the payment.
Some of these providers store or process data outside Australia, principally in the United States (Google, PayPal) and, depending on our email provider, in other countries. By using the site you acknowledge that we take reasonable steps to ensure overseas recipients handle your information consistently with the APPs, but that we cannot control and are not accountable for how an overseas recipient handles it once disclosed, and that you may not be able to seek redress in that jurisdiction.
The site runs entirely over HTTPS. Passwords are stored as salted PBKDF2 hashes, not as text anyone here can read. Access to the database is restricted to those who need it. No system is perfectly secure, and we cannot guarantee the security of information transmitted over the internet, but we take reasonable steps to protect it from misuse, interference, loss and unauthorised access, modification or disclosure.
If a data breach occurs that is likely to result in serious harm, we will notify you and the Office of the Australian Information Commissioner as required by the Notifiable Data Breaches scheme.
If you give us your email address for a free estimate we may follow up about the full report. Every commercial email we send identifies us and carries a functional unsubscribe link, as required by the Spam Act 2003 (Cth). We action unsubscribes immediately. You will still receive transactional email — receipts, access details and password resets — because those are not marketing.
Write to support@calculatedchoices.com.au. We will:
We will respond within 30 days and will not charge you for making a request. We may need to verify your identity first.
If you think we have breached the APPs, write to support@calculatedchoices.com.au with "Privacy complaint" in the subject line. We will acknowledge within 5 business days and respond substantively within 30 days.
If you are not satisfied with our response, you may complain to the Office of the Australian Information Commissioner: oaic.gov.au, 1300 363 992, or GPO Box 5288, Sydney NSW 2001.
The site is intended for employees checking their pay and employers checking their payroll. It is not directed at children and we do not knowingly collect personal information from anyone under 18.
We may update this policy. The effective date at the top changes when we do. Where a change is material we will tell you by email or by notice on the site before it takes effect. Continuing to use the site after that means you accept the updated policy.
Privacy Officer
XTO Pty. Ltd. (ACN [ACN NOT SET])
Level 1, 457 Elizabeth Street, Surry Hills NSW 2010
support@calculatedchoices.com.au
Plain English, because the whole point is that you understand it. Section 6 is the one that matters most — please read it before you rely on anything here.
By using calculatedchoices.com.au (the site) or buying a pass you agree to these terms. If you do not agree, do not use the site. In these terms we, us and our mean XTO Pty. Ltd.; you means the person using the site or, where you use it on behalf of another person or an entity, both you and that person or entity.
You must be at least 18 and legally able to enter a contract. The site is intended for use in Australia and applies Australian law and the published modern award rates and the Fair Work Act only. If you use it from outside Australia you do so on your own initiative and are responsible for local compliance.
Award Back Pay is an information and calculation service. It applies the published modern award rates and the Fair Work Act to figures you supply and reports what those rules produce, showing its workings and naming the fee schedule used.
It is not financial product advice, personal advice, legal advice, tax advice, accounting advice or legal or industrial relations advice, and it is not a recommendation to acquire, dispose of or deal in any financial product.
You should obtain independent, licensed advice before acting. Any decision you make is yours.
We take considerable care to keep the rates current and the formulas right, and every report prints the schedule it was built on. Even so:
Always confirm before you act.
You acknowledge and agree that you are solely responsible for evaluating the output, for verifying it against official sources, for obtaining independent professional advice, and for every decision you make or do not make. We are not your adviser and no fiduciary or advisory relationship arises from your use of the site.
You are responsible for keeping your password confidential and for everything done under your account. Tell us immediately at support@calculatedchoices.com.au if you suspect unauthorised use. We may suspend or close an account we reasonably believe is being used in breach of these terms.
A report you export as a PDF or otherwise save remains yours to keep and to show to family, an adviser or an employer. That licence is personal and non‑commercial. It does not permit republication, resale, or use as part of a product or service you provide to others.
Our promise: if the calculator cannot properly model your circumstances, or something has gone wrong, write to us within 14 days of purchase and we will refund the pass. No form and no argument. We would rather refund you than have you rely on a number that does not fit.
This is a voluntary commercial guarantee offered in addition to, and it does not limit, your rights under the Australian Consumer Law. Refunds are made to the original payment method within five business days of us accepting the request.
You must not:
All content, code, calculation methodology, report design, text and branding on the site is owned by us or licensed to us and is protected by copyright and other laws. Legislated rates and government data are not owned by anyone; our expression, arrangement and implementation of them is. Nothing in these terms transfers ownership to you.
We aim to keep the site available but do not guarantee it will be uninterrupted, timely, secure or error free. We may modify, suspend or discontinue any part of it, and may perform maintenance, at any time. If we permanently discontinue the service while your pass is running, we will refund the unused portion.
The site relies on third party services including PayPal, Google and our hosting and email providers, and links to third party sites and government resources. We are not responsible for those services or sites, their availability, their content or their terms.
Our goods and services come with guarantees that cannot be excluded under the Australian Consumer Law. For major failures with the service, you are entitled to cancel your service contract with us and to a refund for the unused portion, or to compensation for its reduced value. You are also entitled to be compensated for any other reasonably foreseeable loss or damage. If the failure does not amount to a major failure, you are entitled to have problems with the service rectified in a reasonable time and, if this is not done, to cancel your contract and obtain a refund for the unused portion of the contract.
Nothing in these terms excludes, restricts or modifies any consumer guarantee, right or remedy conferred by the Australian Consumer Law or any other law which cannot lawfully be excluded, restricted or modified. If any part of these terms would do so, that part does not apply.
Subject always to section 15, and to the maximum extent permitted by law:
You agree that this allocation of risk is reasonable given the price of the service and that the service is information rather than advice.
Our liability is reduced to the extent your loss is caused or contributed to by you, including by entering incorrect figures, by failing to verify output against official sources, or by failing to obtain independent advice.
To the maximum extent permitted by law, you indemnify us against any claim, loss, liability, cost or expense (including reasonable legal costs) arising from your breach of these terms, your misuse of the site, or your provision of the site's output to a third party who relies on it. This does not apply to the extent the claim arises from our own breach, negligence or wilful misconduct.
You may stop using the site at any time. We may suspend or terminate your access immediately if you breach these terms. Sections 4, 5, 6, 9, 12, 15, 16, 17, 19 and 20 survive termination.
Our Privacy Policy forms part of these terms and explains how we handle personal information.
These terms are governed by the laws of New South Wales, Australia. You and we submit to the non‑exclusive jurisdiction of the courts of New South Wales and the courts entitled to hear appeals from them.
XTO Pty. Ltd. (ACN [ACN NOT SET])
Level 1, 457 Elizabeth Street, Surry Hills NSW 2010
support@calculatedchoices.com.au