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

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 wage review is here. But for many business owners, the harder conversation isn't about payroll, it is about recognition.

The Fair Work Commission has announced the Annual Wage Review increase, and businesses across Australia are now updating their payroll systems and checking award rates.

That's the easy part.

The more difficult question is:

What do you do when your team has worked incredibly hard, but you simply can't afford meaningful pay increases beyond the minimum requirements?

Many businesses are facing exactly that challenge right now.

Costs are rising. Margins are under pressure. Growth isn't always translating into extra cash. Yet your people have continued to show up, contribute and help move the business forward.

The mistake many leaders make is saying nothing.

When pay increases are limited, communication becomes even more important. People don't just want to know what decision has been made, they want to understand why.

Some of the best conversations I've seen include:

✔️ Transparency about business performance and market conditions

✔️ Recognition of individual and team contributions

✔️ Career development opportunities

✔️ Additional flexibility where possible

✔️ A clear commitment to reviewing remuneration again when circumstances improve

Pay reviews are an opportunity to build trust, reinforce value and strengthen the relationship between your business and your people.

How are you approaching pay review conversations this year?

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.