How payroll services for creative agencies usually works
We start with a short discovery covering team roles, awards, pay cycles, timesheet tools, super, contractor use and current software. From there the work typically runs in three phases:
1) Set up and triage — Fix urgent items, check PAYG and super settings, map STP Phase 2 pay items, align leave accruals, and verify award classifications and rates.
2) Process design — Connect time tracking (e.g. Deputy, Tanda, Harvest) to payroll, create approval steps, document cut-offs, automate super clearing house, and define onboarding/offboarding checklists.
3) Ongoing pay runs and review — Run on the agreed cadence, lodge STP, manage super, produce payroll journals, and reconcile payroll to BAS/IAS and job costing reports so margins stay visible.
Australian context to keep in view
- Register for PAYG withholding before running payroll and keep ABNs and TFNs up to date.
- Single Touch Payroll (STP) Phase 2 requires disaggregated reporting and correct income types and employment bases.
- The super guarantee applies at the current legislated rate; check quarterly due dates and use a compliant clearing house.
- Awards and enterprise agreements govern minimum rates, overtime/penalties, TOIL, allowances and breaks—classification drives pay.
- Contractor vs employee status depends on the working arrangement, not just the invoice. Super can still be payable to some contractors.
- Payroll tax may apply above state/territory thresholds. Lodge and pay where registration is required.
- Reconcile payroll figures to BAS/IAS and end-of-year finalisation to prevent variance warnings at the ATO.
What to compare before you commit
Scope
Confirm onboarding, award mapping, timesheet approvals, pay runs, STP, super, payroll journals, end-of-year finalisation, and payroll-to-BAS reconciliation are included.
Software fit
Check experience with your stack (Xero/MYOB/QBO, Employment Hero/KeyPay, Deputy/Tanda, Harvest). Ask how they handle STP Phase 2 item mapping and leave configuration.
Turnaround and communication
Agree on timesheet cut-offs, approval windows, urgent off-cycle runs, and who approves allowances, bonuses and director payments.
Commercial fit
Choose fixed-fee vs per-pay-run pricing, clarify support for audits or ATO queries, and whether you want payroll only or combined bookkeeping for creative agencies and tax support.
Typical scope and pricing signals
Pricing for payroll services for creative agencies depends on headcount, award complexity, number of entities, pay cycles and integrations. Signals that affect cost:
- Multiple awards or mixed classifications (e.g. creatives, producers, admin/finance).
- Frequent off-cycle runs for project bonuses or corrections.
- Casual workforce with variable hours and weekend penalty rates.
- Timesheet integrations and job-costing journals into your accounting system.
- Multi-entity groups or state payroll tax registrations.
We’ll tailor the scope to your workflow so you only pay for what you use and can scale up during launch or peak campaign periods.
Software we support for agencies
We work with the tools most agencies already use:
- Payroll and accounting: Xero, MYOB Business/AccountRight, QuickBooks Online, Employment Hero/KeyPay.
- Time and attendance: Deputy, Tanda, Harvest, in-app timesheets (Xero/MYOB/QBO).
- Workflow/job costing: Mapping payroll journals to projects and clients for real margin visibility.
Not sure which setup is right? We can review your stack and recommend a clean, compliant pathway.
Best next steps
Decide your goal: tidy up and comply fast, reduce admin with better tooling, or link payroll to project profitability. Then shortlist providers who can show award fluency, STP Phase 2 mapping, and solid integrations.
If you also need broader support, use our related pages for a smooth handover between payroll, bookkeeping and tax, or explore the wider services hub.
Frequently asked questions
Which awards commonly apply to creative agencies?
Depending on duties, many agencies reference the Clerks—Private Sector Award, the Professional Employees Award, and roles that can fall under the Graphic Arts, Printing and Publishing Award. Confirm coverage and classifications by the work performed—not just the job title—and review minimum rates, allowances, breaks and overtime/penalty settings.
How should we handle freelancers and contractors?
Start by confirming if the individual is an employee or a contractor. Control, integration into your business and how they are paid can change the answer. Some genuine contractors still attract super. Keep written agreements and ABNs, confirm GST treatment, and review PAYG, super and reporting obligations before paying.
What does STP Phase 2 change for us?
STP Phase 2 expands what’s reported per pay event: disaggregated gross, income types and employment bases must be mapped. Configure pay items correctly in your payroll software to avoid ATO corrections, and reconcile to BAS/IAS and year-end finalisation.
What are the essentials of compliant pay runs?
Use correct classifications and rates, handle overtime/penalties or TOIL as applicable, accrue and display leave, calculate super at the current SG rate, withhold PAYG, lodge via STP on time, and reconcile payroll to accounting and BAS/IAS. Keep onboarding and offboarding checklists consistent.