Turning wage averaging requirements into a working payroll model

Published 7 October 2026 · Team member career experience

These stories describe experience gained by a SESAY team member in previous employment roles. They are not presented as SESAY client engagements. Employer and employee names are omitted. Outcomes reflect the team member’s career records and are not guarantees of future results.

Modelling through to deployment

Situation

An industrial-services payroll environment required a wage averaging or annualised base salary methodology for a major entity or project. Union and employee requirements formed part of the context, while the system needed to reflect the agreed payroll approach.

Task

A SESAY team member led implementation and governance of the arrangement. The task was to translate the requirements into a payroll model that could be configured, tested and operated, with compliance considerations and stakeholder input included.

Action

The team member’s documented wage averaging work included payroll modelling, compliance reviews, stakeholder consultation, configuration, testing and deployment. The work brought the design of the arrangement and the behaviour of the payroll system into the same implementation process, rather than treating the system setup as a separate administrative step.

Result

The reported outcome was implementation of wage averaging arrangements within the payroll environment. The supporting record does not establish a separate cost saving, employee satisfaction score or regulator endorsement. This is a story about implementation capability, not a recommendation that wage averaging suits every workforce.

What this experience brings to SESAY

SESAY can draw on this experience when helping businesses implement approved payroll arrangements. The relevant instrument, employee circumstances and professional advice should guide the design; system configuration then needs to be checked against that approved basis.