Outsource casual payroll.
All of it.
Payroll outsourcing usually means paying someone to process pay for workers you still employ - the risk stays yours. MyGig goes further: as the Employer of Record, MyGig employs your casual workers and runs their payroll entirely, from award interpretation to the payslip, priced into one flat 15% service fee.
Casual payroll is where payroll goes wrong: casual loading, evening and weekend penalties, overtime streams, allowances - a different answer for every award, every shift. MyGig’s engine prices every hour against the correct Modern Award with the clause cited, across 118 awards, and runs payroll daily rather than fortnightly.
Who outsources payroll to MyGig
Small businesses
No payroll officer, no software subscriptions, no award-interpretation risk. Book shifts; everything from contracts to payslips is carried for you. No minimums, no lock-in.
Hospitality and retail
The penalty-rate heavy end of casual work: evening, weekend, and public-holiday loadings priced correctly per shift, with the award clause cited on every line.
Warehousing and 3PL
High-frequency rosters where fortnightly payroll runs break down. Daily payroll means every completed shift is calculated and paid the next day - and super moves with it.
Perth and WA
The same engine runs everywhere MyGig operates - Sydney, Perth, Hobart, Darwin. The Perth pool is newer and growing; payroll accuracy is identical from shift one.
How the daily run works lives on daily payroll; what it means to hand over employment itself is on employer of record. Payday Super obligations from 1 July 2026? Covered - read the Payday Super guide.
What you actually hand over
Not a subset of payroll with the awkward parts left on your desk. The whole obligation, because MyGig is the employer:
Award interpretation on every hour
The classification, casual loading, evening and weekend penalties, public holidays, overtime and allowances, applied per shift across 118 Modern Awards with the clause cited on the payslip and the invoice. This is the part that breaks spreadsheets and generic payroll software, because the right answer changes with the date, the time and the role.
The pay run itself
Payroll runs daily rather than fortnightly. A shift finishes, the timesheet is approved, and the worker is paid the next day. No batching, no cut-off you have to hit, no chasing timesheets on a Monday morning.
PAYG and Single Touch Payroll
Tax withheld and remitted, and STP lodged directly to the ATO from our own payroll system as a registered Digital Service Provider, rather than exported to a third-party bureau.
Superannuation at 12%
Paid on the same daily cadence rather than banked up to a quarterly deadline, which is what Payday Super now requires of every employer. Up to 365 contribution cycles a year instead of four.
Workers compensation and payroll tax
Carried by MyGig as the employer, in the state where the work is performed, and itemised as on-costs on your estimate rather than discovered later.
Payslips and record-keeping
Delivered in the app for every shift, with the underlying record kept: who worked, hours confirmed, the classification applied, the clause behind each rate, what was paid and what was billed.
Software, bureau, or Employer of Record?
Three different products get called payroll outsourcing, and they carry very different amounts of risk for you. Worth knowing which one you are actually shopping for.
| Payroll software | Payroll bureau | MyGig (EOR) | |
|---|---|---|---|
| Who employs the worker | You | You | MyGig |
| Who carries an underpayment | You | You | MyGig |
| Award interpretation | You configure it | Usually you supply the rates | Built in, clause cited |
| Workers comp and payroll tax | Yours | Yours | Carried by MyGig |
| Who finds the workers | Nobody | Nobody | MyGig |
| What you pay | Per employee, per month | Per payslip or per run | Flat 15% on wages and on-costs |
If you want to keep employing your own people and just process their pay more easily, you want software or a bureau, and MyGig is the wrong tool. Where MyGig fits is casual and shift work where you would rather not carry the employment at all. If you already have casuals on your books and want to move them across, that is a workforce transfer.
Payroll outsourcing questions
Is MyGig a payroll outsourcing company?
MyGig outsources casual payroll the strongest way possible: as the Employer of Record, MyGig employs your shift workers and runs their payroll entirely - award interpretation, PAYG, 12% superannuation, workers comp, payslips. It is not a standalone payroll bureau processing pay for staff you employ; if you only want software for your own employees, a payroll provider is the better fit.
What does outsourced payroll include with MyGig?
Everything attached to employing a casual worker: every hour priced against the correct Modern Award with the clause cited (118 awards in the engine), casual loading and penalties applied, PAYG withheld, 12% super paid with wages, workers compensation carried, payslips delivered in the app, and workers paid the day after every shift.
How much does payroll outsourcing cost?
There is no separate payroll fee. MyGig charges one flat 15% service fee on wages and on-costs for the whole service - sourcing, employment, payroll, compliance, and invoicing - with the full estimate shown before you book each shift.
Does this work for small businesses?
Yes - there are no monthly minimums and no lock-in contracts, so a cafe booking two kitchen hands a week gets the same award-correct payroll engine as a 3PL running fifty pickers. You pay only for shifts that are worked.
Which locations are covered?
MyGig operates as the authorised Employer of Record in NSW, WA, TAS and NT - including Sydney, Perth, Hobart and Darwin - with Victoria and Queensland planned for 2027.
Can MyGig run payroll for our contractors?
No. MyGig employs the people it pays, which is the whole basis of the service: PAYG withheld, superannuation paid, workers compensation carried, award rates applied. Paying independent contractors is a different arrangement with different obligations, and a contractor payment platform or your accountant is the right fit for it. If the people you are calling contractors do employee-shaped shift work under your direction, that is worth a conversation, because the classification itself may be the risk.
Is this payroll software we log into?
Not in the sense of software you configure and operate. You post shifts and approve timesheets; the payroll engine runs behind that and you see the output, itemised, before you book and again on the invoice. If what you want is a system to run payroll for employees you keep on your own books, you want payroll software or a bureau rather than MyGig.
How automated is the payroll run?
End to end. Clock-in and clock-out happen in the worker app against the booked shift, approved hours flow straight into the run, the award engine prices each hour, and pay lands the next day with super and PAYG moving alongside it. Nobody keys a timesheet, and there is no cut-off you have to hit.
What happens to payroll compliance if we are audited?
Every shift keeps its own record: who worked, the hours confirmed, the classification applied, the award clause behind each rate, and what was paid and billed. That is what you produce if a rate is questioned. Because MyGig is the employer, the underlying obligation sits with MyGig rather than with you.
We already have casuals on our books. Can they move across?
Yes, and they keep working the same shifts with the same people. That is a workforce transfer rather than a booking, so we work through it case by case, including what moves and what stays with you, before anything changes for the workers.
See what fully-outsourced casual payroll changes for your numbers in the Savings Calculator.
Payroll, gone from your desk. For good.
Sign up free and post your first shift, or book a demo and bring your ugliest payroll question.