Yooralla Signs Enforceable Undertaking After $2.05 Million in Underpayments to Disability Support Workers
Posted on February 27, 2026 by The HR Bridge Team
On 9 July 2026, disability services provider Yooralla entered into an Enforceable Undertaking with the Fair Work Ombudsman after rectifying $2.05 million in underpayments (including interest and superannuation) to more than 1,300 current and former staff.
Yooralla, a not-for-profit organisation operating across Melbourne and regional Victoria, has also committed to a range of measures to strengthen future compliance.
What Happened
Yooralla first became aware of potential issues when a casual employee queried whether they were receiving the correct shift loading. This prompted a comprehensive internal review (including external consultant support), which led the organisation to self-report its non-compliance to the Fair Work Ombudsman in 2024.
Most of the underpaid workers were casual disability support workers based in Melbourne. The main underpayments related to:
- Casual shift loadings
- Casual overtime rates
- Penalty rates for broken shifts spanning more than 12 hours
- Higher duties allowance for high-intensity support work
Some full-time and part-time workers were also affected.
The underpayments occurred between March 2018 and March 2024 and stemmed from a failure to fully understand entitlements under Yooralla’s Enterprise Agreements, combined with payroll system limitations and gaps in governance. The payroll system did not always correctly identify when shifts attracted penalty rates.
Yooralla has fully rectified the identified underpayments: $1.794 million in wages and entitlements, more than $180,000 in superannuation, and more than $78,000 in interest. Individual back-payments ranged from less than $1 to over $22,000, with an average of approximately $1,470.
Why This Matters
Fair Work Ombudsman Anna Booth welcomed Yooralla’s cooperation and commitment to future compliance, while noting the broader warning:
“The matter serves as a warning of the significant long-running problems that can result from an employer not prioritising compliance with minimum pay laws… There are too many organisations that are placing far too low a priority on ensuring their payroll systems are compliant.”
Improving compliance in the disability support services sector is a priority for the Fair Work Ombudsman. The regulator currently has a national Disability Support Services Sector Inquiry underway.
Commitments Under the Enforceable Undertaking
Yooralla has agreed to:
- Complete a further comprehensive review of workplace compliance and back-pay any additional amounts owed
- Commission an independent compliance audit and rectify any issues identified
- Report to the Fair Work Ombudsman on payroll system improvements
- Operate a dedicated hotline for employees to raise pay and entitlement questions
- Strengthen consultation through its Joint Consultative Committee with employees and union representatives
- Inform staff about the Enforceable Undertaking
Key Lessons for Disability Support and NDIS Providers
- Casual shift loadings, overtime and broken shift penalties under enterprise agreements must be correctly configured in payroll systems.
- Higher duties allowances for high-intensity support work are easily overlooked.
- Regular system reviews and employee queries should be treated as early warning signals.
- Self-reporting and full cooperation remain the preferred pathway when issues are identified.
- Not-for-profit status does not reduce legal obligations to pay correct entitlements.
Practical Steps for Providers
- Audit payroll systems against current Enterprise Agreement entitlements, particularly for casuals and broken shifts.
- Ensure higher duties and high-intensity support allowances are correctly applied.
- Create clear channels for employees to raise pay queries.
- Conduct periodic independent or internal compliance reviews.
- Keep accurate records of hours, shifts and loadings applied.
At HR Bridge Australia, we support disability support, NDIS and community sector organisations with enterprise agreement interpretation, casual employment compliance, payroll system reviews and remediation planning. Getting these details right protects both your workforce and your organisation’s reputation and funding sustainability.
If you would like a review of your current pay practices or enterprise agreement application, we are here to help.
