EOFY Is Almost Here - And This Year, It Comes With More Than the Usual Tax Headaches.

Payday Super kicks in on 1 July 2026, the annual wage review decision drops in June, and your team is waiting to hear what this financial year means for their pay. Here's what smart businesses are sorting out right now.

Payday Super: 8 weeks away and most businesses aren't ready.

From 1 July 2026, super must be paid at the same time as wages - every single pay cycle. No more quarterly payments. No more holding that cash until the end of the quarter. And critically, contributions need to reach your employee's nominated fund within seven business days of payday.

The part that catches businesses off guard? The compliance risk sits with you - even if the delay is caused by a clearing house, bank, or super fund. So if your payroll platform is slow, that's your problem, not theirs.

Here's your pre-July checklist:

• Check your payroll system. Many platforms currently take close to (or more than) seven business days to process super. Contact your provider now and get written confirmation of when their Payday Super update will be live.

• Audit your employee details. Incorrect member numbers, TFNs, or fund details cause failed payments. The risk still lands with you. A clean audit now saves a compliance headache in August.

• Model your cash flow. If you've been paying super quarterly, you'll feel the shift. Most businesses find it smooths out over time, but you need to model it before July, not after your first payrun.

• Find a new clearing house. The ATO's Small Business Superannuation Clearing House closes on 1 July 2026. If you're still using it, you need an alternative sorted now.

The ATO has signalled a risk-based approach in year one — but that's not a free pass. The businesses that prepare early will have a much smoother ride.

The wage review is coming... and so is a harder conversation

The Fair Work Commission's Annual Wage Review decision lands in June, with new rates applying from the first full pay period on or after 1 July. The current National Minimum Wage sits at $24.95/hr. But for most businesses, it's the modern award rates that matter most.

Don't wait for the announcement. Check award coverage, confirm classifications, and make sure your payroll is ready to update the moment the decision drops.

But here's the conversation we're having with a lot of leaders right now: what do you do when you want to reward your people, but a pay rise isn't on the table?

Cost pressures are real. Budgets are tight. And yet your team has delivered. Staying silent (or waiting until July without any communication) sends a message you probably don't intend.

If pay rises aren't happening this year, here's what to do instead

First

Be honest and early

If pay rises aren't happening, say so — and say why. People can handle a straight answer. What erodes trust is silence.

Then

Think non-monetary

Extra leave, flexible arrangements, a genuine development conversation, public recognition — these matter when delivered with intention.

Also

Find what is possible

A one-off bonus, a spot reward, or a wellbeing allowance can go a long way when someone feels genuinely seen.

Critical

Check retention risk

EOFY is when people make moves. If you've got someone you can't afford to lose, have that conversation now — not after they've resigned.

The through-line across all of this? None of it happens by accident. The businesses that get through EOFY in good shape are the ones who plan ahead, communicate clearly, and treat their people like adults.

If you'd like help thinking through your EOFY people strategy - whether that's Payday Super readiness, pay review communications, or a reward framework - reach out to your People Partner or get in touch at hello@peopledesign.com.au.

We're here for exactly this kind of thing.