Überstunden und Personalmehrkosten durch fehlerhafte Schichtplanung

Definition

IBISWorld identifies wages as one of the largest cost components for Australian health and wellness spas.[1] Under the Fair Work Act 2009 and relevant modern awards (e.g. Hair and Beauty Industry Award 2020, Hospitality Industry Award), employers must pay penalty rates for weekends, public holidays and overtime, and obey rules on minimum shift lengths and breaks. When bookings are captured manually and not used to drive dynamic rostering, spas often staff too many therapists during quiet periods and too few during peaks, resulting in overtime, split shifts, or last‑minute casual engagements at higher hourly rates. LOGIC: If wages represent, for example, 40–45 % of revenue, then a 5–10 % inefficiency in labour utilisation translates into about 2–4 percentage points of revenue lost (AU$20k–40k per AU$1m revenue annually) through avoidable penalties and idle time. Additionally, poor time and attendance tracking risks underpayment or overpayment claims, inviting Fair Work audits and rectification costs. Integrated systems that link appointment demand to roster creation, enforce award rules and highlight over‑/under‑staffing can materially reduce this bleed.

Why This Matters

The Pitch: Australian spas frequently overspend 5–10 % on wages—equating to AU$50k–100k per AU$1m payroll—because appointment and gratuity processing is not integrated with award‑compliant rostering. Automating demand‑driven rosters cuts excess labour while maintaining service quality.

Affected Stakeholders

Spa owners and directors, Operations and spa managers, HR and rostering coordinators, Accountants/payroll officers

Related Business Risks