I had an interesting conversation with Melissa Clark-Reynolds last week. She's the CEO of PayGlobal, a company that offers integrated human resources and payroll software.

Admittedly, payroll isn't the sexiest part of IT, but it is mission-critical: try not paying your staff one week/fortnight/month, and see how long the business keeps running. And I have a soft spot for the subject, having spent part of my gap year in a payroll department.

Melissa Clark-Reynolds: "most employers don't know what to do" about WorkChoices and payroll/HR administration.

Anyway, our conversation was fairly wide-ranging and I might return to it in a subsequent post, but here's the bit that worried me: Clark-Reynolds claimed that "most employers don't know what to do" about the WorkChoices legislation's effect on the administration of payroll and other aspects of HR.

To some extent it's because WorkChoices is a moving target. A few days earlier, the Federal Government announced proposed amendments to the Workplace Relations legislation, including changes to the requirement to keep records of hours worked. But Clark-Reynolds pointed out that even though the Government had previously changed the enforcement date to give employers more time to comply, there had been "no pull-through from customers" - in other words, they're still not demanding WorkChoices-compliant software from their suppliers.

Do you know what the changes mean for your organisation? Is your existing payroll/HR software (or service provider) already compliant with WorkChoices? If not, what are you going to do about it?