Payroll services for Brisbane businesses.
Keep pay runs, employee records and reporting organised with support from our Capalaba team. Payroll can be engaged on its own, whether your bookkeeping stays with an internal team, another provider or EEA Advisory.
Capalaba based · Supporting Brisbane and Australian businesses
A clear scope for the work you need.
Reliable payroll depends on accurate employee details, approved hours and clear payment authority. We agree which tasks sit with our team and which decisions remain with your business before the first pay run. The service can be paired with bookkeeping or engaged separately.
Scheduled pay runs
Weekly, fortnightly or monthly processing based on approved timesheets, salaries, leave and employee changes supplied by your business. We agree cut-off times and what happens when an input arrives late.
Single Touch Payroll
STP reporting through supported software each time employees are paid. We can help review exceptions and corrections under the agreed scope, and discuss year-end finalisation as part of the service.
Leave and PAYG withholding
We use the agreed employee settings to process leave, deductions and PAYG withholding. Changes to rates, classifications and employment terms need your review and approval before they are used in payroll.
Payday Super workflow
We help organise super calculations, payment information and exception checks around the Payday Super rules that began on 1 July 2026. The employer's payment authority and fund receipt process are made clear in the engagement.
Payroll support for a changing business.
The service suits businesses that want a dependable pay cycle without handing over all of their accounting. We start with your existing systems and identify any gaps that would affect a smooth handover.
The owner is still running payroll
If payroll competes with sales, operations or family time every week, an agreed processing routine can move the administration to our team while you keep approval of employee inputs and payments.
Your team or pay rules have grown
More employees, changing rosters, leave and different pay arrangements create more information to check. We can set a clear flow for approved timesheets and changes before each pay run.
You are changing providers or software
A handover needs opening balances, employee details and year-to-date figures checked carefully. We review what is available and scope any correction work before the new cycle starts.
What we need for a smooth handover.
We collect employee information through an agreed secure process. You do not need to send sensitive payroll documents in an ordinary enquiry form.
- Your current payroll software, pay frequency and the date of the next scheduled pay run.
- Approved employee details, contracts, classifications, rates and any award or enterprise agreement information that applies.
- Recent payslips, opening balances and year-to-date payroll figures if you are moving midyear.
- Timesheet, roster, leave and change approval processes used by your team.
- Your existing STP and super payment setup, including who authorises and releases payments.
A clear approval and payment boundary.
- Your business confirms employment terms, approved hours, pay rates and changes. Complex award or employment law questions may need advice from a workplace relations specialist.
- EEA Advisory processes the payroll tasks and reporting that are included in the written scope, and flags missing or inconsistent inputs for your decision.
- The employer remains responsible for funding wages and super, providing payslips and keeping required employee records. We agree which steps our team will perform and who will authorise them.
From first conversation to a working routine.
- 01
Review your current payroll
We discuss headcount, pay frequency, software, approved pay rules, timesheets, STP status and any existing errors. This shows us what can be transferred and what needs separate attention.
- 02
Set up the handover
We agree a written scope, collect access and employee records securely, check opening data, and document cut-off times and the person who approves each pay run and super payment.
- 03
Run a clear cycle
Your team supplies approved inputs. We process the agreed tasks, return exceptions for a decision, and complete the reporting and records steps assigned to us after approval.
What to know before you enquire.
We will confirm timing, responsibilities and fees in a written scope tailored to your business.
Can EEA handle payroll without doing our bookkeeping?
Yes. Payroll and STP support can be scoped as a standalone service. We agree how approved pay information and reports will move between our team, your business and any existing bookkeeper.
Do you support weekly and fortnightly pay runs?
Yes. We can discuss weekly, fortnightly or monthly cycles. The agreed cut-off must leave time for timesheets, employee changes and pay approvals to be checked before processing.
What is Single Touch Payroll?
Single Touch Payroll, or STP, reports employee pay, PAYG withholding and super liability information to the ATO through enabled software each time employees are paid. Year-end finalisation is a separate reporting step that should be included in the agreed responsibilities.
How does Payday Super affect payroll?
From 1 July 2026, employers must pay super guarantee on payday instead of relying on the former quarterly payment cycle. Payroll, payment approval and error follow-up need to work together so contributions can reach funds within the required timeframe.
Who approves pay and releases payments?
Your business approves the hours, rates, changes and final pay run. We document whether our team prepares payment files or super information, but the employer's payment authority and funding responsibilities remain clear.
Can you resolve earlier payroll mistakes?
We can assess an issue with earlier pay, leave balances or STP reporting and explain the records needed. Corrections and any specialist employment advice are scoped separately from routine processing.
Do you advise on award classifications?
The employer needs to confirm the correct award, classification and pay arrangements. We can process the approved settings and raise inconsistencies, but complex award interpretation or employment law advice should be checked with Fair Work or a qualified workplace relations adviser.
Official guidance
Rules can change and individual circumstances matter. These government resources explain the obligations behind the service.
Related support
Tell us what you need help with.
Share your current setup and the work you want handled. We will discuss a suitable scope and next steps.