Payroll remediation services. From discovery to resolution.

A calculation identifies a difference. Your organisation still needs to understand the cause, decide what changes, validate the outcome and get the right payment to the employee.

We lead and coordinate the end-to-end program across Payroll, HR, Finance, system owners and specialist partners. The scope connects discovery, calculation methodology, results validation, prior-payment reconciliation, employee communications, payment delivery and closure. You have a clear program lead rather than a series of disconnected workstreams.

Your team needs two clear tracks: resolve the employee payment and address what caused the error. We help connect each action to an owner, the evidence needed for approval and a handover back to the people responsible for ongoing payroll. Paying the difference does not, by itself, confirm that the underlying issue has been fixed.

Rebecca Wade brings 18 years of payroll experience, including leadership roles and three years focused on payroll compliance at Yellow Canary. Her experience connects compliance findings, governance, validation and the practical work of getting remediation delivered.

Rebecca is well connected across the Australian payroll industry. Her professional network and partnerships help TPS assemble the expertise a program needs, from calculation and technology specialists to advisers on complex employment, tax and reporting questions. Partner involvement, scope and fees are agreed with you before that work starts.

Where Yellow Canary is part of your program, we can work with its calculation outputs and connect the surrounding delivery. We can also work with your existing providers. The platform produces its agreed calculations; TPS leads the coordinated program and makes responsibilities clear.

Your agreed scope identifies the outputs needed to move from findings to completion. These can include:

• Program plan: affected entities and periods, workstreams, milestones, dependencies and decision owners.
• Validation strategy: data checks, test scenarios, acceptance criteria and an exception register.
• Reconciliation approach: traceable prior payments, revised outcomes and the remaining amounts requiring approval.
• Employee payment plan: communications, information collection, payroll handoffs and reporting responsibilities.
• Corrective-action and closure register: the cause, the change, evidence that it works and the owner responsible after handover.

An example control: when a policy change causes an incorrect allowance, closure should record the approved rule, the system or process correction, test results and an owner for ongoing checks. A completed back payment alone does not close the cause.

Start with our payroll remediation guide for the full program, then use the detailed guides for your next decision:

• Use the payroll remediation checklist and editable tracker.
• Investigate payroll errors and underpayment causes.
• Plan and validate remediation results.
• Coordinate employee communications and payment.

Use the contact form to tell us what has been found, what is already underway and where your team needs support. A short summary and any important timing are enough to start; do not send employee payroll records. We will discuss the workstreams, responsibilities and scope that fit your situation.