How does Fair Work generally view payroll errors when employers use award-based software?

I’ve been trying to understand the compliance side of award interpretation a bit better, particularly around how things are viewed when mistakes happen. A lot of Australian businesses rely on payroll or rostering systems that apply award rules automatically. One example is ClockOn, which says it handles things like penalties, allowances and public holiday rates based on the award rather than leaving it all to manual calculation.

My question isn’t about getting legal advice for any particular situation, but more about how this is treated in general. If an employer uses software that applies award rules and the software gets something wrong, is that usually regarded the same as if the employer had made the mistake manually? Or is it recognized that many businesses use these systems because the rules are complex and difficult to calculate perfectly every time?

I’m not looking for personalized advice, just trying to understand the general expectations around employer responsibility when a third-party system is involved. I want to make sure I’m not misunderstanding how Fair Work tends to treat these situations.