ATO Signals First-Year Payday Super Approach

Adopting Payday Super From July

The ATO has provided further insight into how it intends to administer Payday Super during the first year of operation. Through its draft Practical Compliance Guideline (PCG), the ATO has acknowledged that employers may need time to deploy, test and embed changes to payroll systems and business processes following the commencement of Payday Super on 1st July 2026.

The ATO has indicated that employers who are genuinely attempting to comply with Payday Super and pay super on a payday cycle will not be the focus of compliance activity, provided errors are corrected as soon as reasonably practicable.

This recognises that some employers may experience implementation issues as they transition to the new requirements. However, the ATO has also made it clear that employers who continue to pay superannuation quarterly after 1st July 2026 will be viewed differently.

Under the draft compliance approach:

  • Employers paying super on a payday cycle and correcting issues promptly will generally not be the focus of ATO compliance resources.
  • Employers continuing to pay quarterly will be considered medium risk.
  • Employers with unpaid super beyond the current quarterly due dates will be considered high risk.

The ATO has advised that compliance resources will be directed towards high-risk employers ahead of medium-risk employers during the first year of Payday Super.

The ATO has also indicated that employers operating within this approach should carefully consider whether lodging a Voluntary Disclosure Statement (VDS) is necessary. Lodging a VDS requires the ATO to assess the employer’s circumstances, and the ATO has indicated that employers making a genuine effort to comply would generally not be expected to lodge one.

The expectation is that employers adopt Payday Super processes from July 2026 and begin paying super in line with pay runs rather than continuing quarterly payment arrangements. If the process doesn’t allocate the funds to the member’s account within the 7 days, just keep paying each payday and fixing any errors you are made aware of.

ATO has indicated that if they see that behaviour, then you are considered low risk, and they will not take action. The first-year compliance approach is intended to support employers making a genuine effort to comply with the new system. It is not intended to provide a transition period for employers who choose not to implement Payday Super.

Source: PCG 2026/1 | Legal database

Budget 2026: Key Small Business Measures

The 2026 Federal Budget includes several proposed measures that may affect small businesses over the coming years, particularly around asset purchases, payroll reporting, PAYG instalments and business systems.

Some of the larger tax changes announced in the Budget are still not law, and several do not commence until 1st July 2027 or 1st July 2028. Further legislation and ATO guidance are still expected before the full details are known.

While some of the proposed changes are significant, many are still years away. For most small businesses, the immediate focus should remain on maintaining accurate records, keeping payroll and reporting up to date, and understanding where future changes may affect business operations.

Instant Asset Write-Off

The Government has proposed permanently setting the Instant Asset Write-Off at $20,000 from 1st July 2026 for eligible small businesses with a turnover under $10 million.

Eligible depreciating assets costing less than $20,000 may continue to be deducted immediately, while higher-value assets continue under the simplified depreciation pool arrangements.

After years of temporary extensions, the measure is intended to provide greater certainty for small business asset planning and purchasing.

Working Australians Tax Offset And $1,000 Deduction

The Budget includes:

  • A proposed $250 Working Australians Tax Offset.
  • A proposed $1,000 instant tax deduction for work-related expenses.

The $250 offset applies to Australian tax residents earning income from work, including sole traders.

The $1,000 deduction would allow eligible individuals with work-related expenses under $1,000 to claim a standard deduction without itemising expenses.

Individuals with work-related expenses above $1,000 would still be able to claim deductions in the usual way.

Loss Carry-Back For Companies

From 1st July 2026, eligible companies with a turnover under $1 billion may be able to carry back tax losses for up to two years against previously paid tax.

The measure applies only to revenue losses and is limited by the company’s franking account balance.

CGT Changes

One of the larger proposed changes in the Budget is the restructuring of Capital Gains Tax from 1st July 2027. The current 50% CGT discount for assets held longer than 12 months is proposed to be replaced by:

  • Cost base indexation.
  • A 30% minimum tax on net capital gains.

The proposals affect individuals, trusts and partnerships. The Budget papers also outline transitional arrangements, including the continued application of the current 50% discount for gains arising before 1st July 2027.

Negative Gearing Changes

The Government has proposed limiting negative gearing for residential property to eligible new builds from 1st July 2027. Established residential properties acquired after 7:30pm AEST on 12th May 2026 may be subject to different treatment, with losses quarantined against residential property income rather than offset against wages or other income. Properties acquired before this date are proposed to remain under the existing rules until disposed of.

Discretionary Trusts

The Budget also proposes a minimum 30% tax on discretionary trust income from 1st July 2028. The proposal includes exclusions for certain trust types and some categories of income.

The Government has also proposed restructuring rollover relief for businesses wishing to move from discretionary trust structures into alternative entity structures over a three-year period from 1st July 2027.

Dynamic PAYG Instalments

The ATO’s Dynamic PAYG Instalments pilot is proposed to expand from 1st July 2027.

Eligible businesses may eventually be able to opt in to monthly PAYG instalments calculated through their accounting software.

This may change how some businesses manage tax instalments and cash flow in the future, however further ATO guidance and software development is still required.

Payroll And STP Reporting

The Budget also includes measures linked to:

  • Employer withholding for child support.
  • Expanded use of STP data sharing.

For employers, accurate and timely payroll reporting through STP remains important.

The Budget also increases Medicare levy low-income thresholds, which may affect PAYGW calculations and employee tax outcomes.

Digital ID And Business Systems

The Budget includes continued investment in:

  • myID.
  • RAM.
  • Business registers.
  • Digital ID infrastructure.

The focus is on improving security and reliability when businesses access government systems.

Reducing Regulatory Burden

The Government has also announced measures aimed at reducing regulatory burden for businesses, including:

  • “Tell Us Once” reporting initiatives.
  • Proposed payroll tax harmonisation work across states and territories.
  • A Productivity Commission inquiry into regulatory barriers affecting business.

If implemented, these measures may help reduce duplicated reporting and improve consistency for businesses operating across multiple jurisdictions.

Electric Vehicle FBT Changes

Transitional changes to electric vehicle FBT concessions were also announced, particularly for higher-value electric vehicles from 1st April 2027 onward. The Government is proposing a transition toward a permanent 25% FBT discount arrangement from 1st April 2029.

Support For Small Business Owners

The Government has extended funding for:

  • The Small Business Debt Helpline.
  • The NewAccess for Small Business Owners mental health coaching program.

These services are designed to support business owners experiencing financial or personal pressure.

Practical Focus For Small Businesses

While many of the larger Budget measures are still some years away, businesses should focus on:

  • Keeping financial records accurate and current.
  • Maintaining clear asset records.
  • Keeping payroll reporting up to date.
  • Reviewing Digital ID and government access arrangements.
  • Waiting for legislation before making major structural decisions.

Accurate recordkeeping, clean business data and good reporting processes remain the priority as further details become available.

The proposed Budget measures cover a broad range of business and taxation areas; many details are still subject to legislation and further clarification.

Businesses should continue monitoring updates over the coming months and discuss any significant operational or structural decisions with their professional advisors before taking action.

Speak with your Bookkeeper, BAS Agent or advisor if you have questions about how the proposed Budget measures may affect your business operations or reporting processes.

References: Budget 2026: What Bookkeepers Need To Know and Budget.gov.au | Budget 2026–27

Payday Super

Practical Considerations for Small Business

As 1st July 2026 approaches, the focus for many businesses has shifted from understanding Payday Super to working out how it fits into day-to-day operations.

The main areas being worked through are approvals, cash flow, systems and how to manage payments consistently.

Who Does Payday Super Apply To

Payday Super applies wherever super is payable. This includes employees, as well as directors and closely held employees if they are being paid wages and superannuation is required.

It can also apply to contractors who are treated as employees for super purposes, particularly where they are paid mainly for their labour. In practice, if superannuation is required, it needs to be paid at the same time as the payment, regardless of how the person is classified.

Payment Approvals

Payday Super requires a more active approval process. There is no annual or standing authority for your Bookkeeper to make super payments, so each payment must be reviewed and approved by the business owner before it is processed.

Your Bookkeeper can prepare payroll and super calculations, but approval to release funds remains with the business. Having a clear, consistent approval step in each pay cycle helps keep the process under control.

For Payday Super, the process needs to be clear and consistent.

  • Employer approval must be obtained for each super payment.
  • An annual or standing authority cannot be relied on.
  • STP engagement authority does not cover super.

Cash Flow

As you move into Payday Super, it helps to think of super in three separate buckets. Each one follows a different timing.

Old Overdue Super (Pre-31st March 2026)

Anything still unpaid from earlier periods sits here. This falls under the existing SGC rules and needs to be addressed separately. It does not interact with the new system.

June 2026 Quarter Super. This is the final quarter under the current rules.

  • It must be paid by 28th July 2026.
  • If missed, it moves into the SGC process, and late payment offsets are not available.
  • In July, any payments you make will be applied to this bucket first until it is cleared.

Payday Super (from 1st July 2026). This is the new system.

  • Super is calculated on what is paid from 1st July.
  • Paid each pay run.
  • Expected to reach the fund within 7 business days of payday.

This becomes a regular cash outflow with wages.

What To Watch For Cash Flow

July is where the pressure hits. You may have multiple super payments falling due at once, including:

  • Super for each July pay run
  • The final June quarter payment is due on 28th July
  • Some July super payments may actually fall due before the 28th July quarterly deadline.

If the June quarter is not paid on time, any payments made after 28th July will be treated under the new Payday Super rules rather than as June quarter payments.

If cash flow allows, bringing forward the June quarter payment to early July can make the transition smoother and give you time to fix any rejected payments before the deadline. Once the June quarter is cleared, the pattern settles into regular payments each pay cycle, with less cash sitting in the business between pay cycles.

Small employers may struggle with overlapping wage and super payments. Review upcoming pay runs with your Bookkeeper, discuss short-term financing if needed, and advise on timing large payments to avoid shortfalls.

Systems

If the current software setup will not support the required payroll and super process for Payday Super, a transition to appropriate software is needed. This is not about features or preference. It is about having a system that can handle the workflow properly and produce reliable records. Allow time to review, set up, and test the process before July so that payments can be made consistently with each pay run.

Many software providers have released guidance and resources to support the transition. See below:

MYOB

Xero

Reckon

Intuit Quickbooks

Set up automated Super – Payroll Resource Hub

Staying on Track With Super Payments

Under Payday Super, the responsibility for paying super on time remains with the business. Systems and support can help prepare payroll and calculate super, but payments still need to be approved and funded each pay cycle.

The ATO’s first-year approach focuses on businesses that make a genuine effort to meet the requirements, with an emphasis on timely and consistent payments. Staying on top of approvals and ensuring funds are available at each pay run will help keep things on track.

If payments are delayed, whether due to missing approvals or cash flow constraints, it is important to address this early. Confirm what has not been paid, keep clear records, and take steps to resolve any gaps before they become a pattern.

There is no ability to defer super under Payday Super. Super is expected to be paid at the same time as wages each pay cycle. Holding or delaying payments will quickly increase the risk of non-compliance.

Having a clear and repeatable process in place makes a difference. This includes consistent approval steps, keeping records of what has been paid and when, and working closely with a bookkeeper or advisor to identify and address issues early.

Get Your Setup In Place Now

Your payroll and super process needs to be ready before 1st July 2026. Leaving this until the last minute increases the risk of missed payments, delays and errors while systems, payment methods and approvals are still being worked through.

Reviewing your setup now gives you time to make changes, confirm how the process will run and test it properly so payments can be made on time from the first pay cycle.

Resources

Payday Super – What Employers Need to Know

From 1st July 2026, superannuation must be paid at the same time as wages. This is called Payday Super.

Instead of paying super quarterly, it will move into the normal payroll cycle. Whether wages are paid weekly, fortnightly, or monthly, super will follow the same pattern and be included in each pay run, with contributions required to reach the employee’s fund within 7 days of payday.

What Is Changing

This is not a change to how super is calculated. It is a change to when it is paid.

Rather than being set aside and dealt with at the end of the quarter, superannuation becomes part of each payroll. As wages are processed, super is calculated, processed and paid at the same time.

What This Means For Your Business

The shift is really about timing and consistency. Super becomes a regular outgoing that sits alongside wages, which means it needs to be funded and processed each pay cycle rather than planned for quarterly.

For many businesses, the main adjustment will be to manage cash flow differently and ensure payroll and payment processes run on time without delay.

There is also a change to how superannuation is paid. The Small Business Superannuation Clearing House (SBSCH) will close from 30th June 2026, so if you currently use it, you will need to move to an alternative payment method before Payday Super starts.

It’s also important to remember that, while your Bookkeeper may manage payroll and process payments, the responsibility for ensuring super is paid correctly and on time remains with the employer.

What To Review Now

It’s worth reviewing how your current process will operate under this approach

  • Payroll process
    Super will need to be paid each pay run, so your payroll process needs to support this consistently without anything falling behind. Most payroll software will support this change, but it’s worth confirming how it will work in your setup.
  • Payment method
    If you currently use the Small Business Superannuation Clearing House, you will need to transition to another clearing or payment solution before 30th June 2026.
  • Payment timing
    If you use a clearing house, allow enough time for the super to move through the system and be received by the fund within 7 days of payday.
  • Cash flow
    Super will shift from a quarterly expense to a regular outgoing, so it’s important to factor that into your pay cycle.
  • Roles and approvals
    If your Bookkeeper manages payroll, make sure responsibilities and approvals are clear so payments don’t sit waiting.

What Happens And When

  • 28th April 2026 – January to March quarterly super payment due.
  • 30th June 2026 – SBSCH access ends. Download all records before this time.
  • 1st July 2026 – Payday Super starts. Super must be paid for each payday.
  • 14th July 2026 – STP finalisation for 2025–26 (no change to this process).
  • 28th July 2026 – final quarterly super payment due.
  • 29th July 2026 – all super payments will be allocated towards Payday Super guarantee (SG).

Between 1st July and 28th July 2026, transitional rules apply. Payments made during this period may first be applied to any outstanding quarterly obligations before being allocated to Payday Super.

For Further Details: Employers | Australian Taxation Office

Late Payments

Late super will be more visible under this approach.

The current rules still apply, but there is less room to catch up later. With the phase-out of late-payment offsets, the focus shifts to getting the timing right from the start and keeping payments aligned with each pay run.

Working With Your Bookkeeper

It is encouraged that you discuss this with your Bookkeeper, who is skilled at managing payroll and can play a central role in making this new process work smoothly.

They can review your setup, help you move to the right payment solution if needed, confirm how your software will handle Payday Super, and adjust your process so super is paid consistently alongside wages.

Start Now – Don’t Wait Until the Last Minute!

Your payroll and super payment process needs to be ready before 1st July 2026. Waiting until the last minute increases the risk of delays while systems, payment methods and approvals are still being worked through.

A review now gives you time to make the necessary adjustments and ensure everything runs as it should from day one.

Changes to Default Super Funds in Awards

Award Super Funds Updated

The Fair Work Commission has updated 125 modern awards to reflect changes in the superannuation industry.

Over time, some awards have included super funds that have merged, closed, or changed names. This created inconsistencies between the award wording and the funds that actually operate today.

This review was carried out to ensure the default fund lists in awards remain accurate and up to date.

What Has Changed

Old fund names were removed: Some default funds listed in awards no longer exist in their original form. These names have now been removed.

Current fund names were added: Awards now list the correct, active super funds that employees can be paid into if they do not nominate their own.

The default fund lists are now consistent: This helps reduce confusion for payroll teams and employers when setting up new employees.

No change to super obligations: There has been no change to Super Guarantee rates, employer obligations, or payment timing. This update only affects fund names.

Nothing else in the superannuation clauses of awards was altered as part of this process.

What This Means for Business Owners

For most businesses, this change will not affect how super is calculated or paid. It simply means the default super fund listed in some awards may now appear under an updated or different name.

If an employee does not choose their own fund, the employer must still use the default fund listed in the relevant award. Because some fund names have been updated, it is a good time to check that your onboarding documents, employment contracts, and payroll software reflect the current fund names used in the award.

Your bookkeeper can help review payroll settings, confirm that the correct award default fund is being used, and ensure any outdated fund names are updated in your records. This helps avoid confusion when setting up new employees and ensures super contributions are directed to the correct, active fund.

Source: Changes to default super funds in awards – Fair Work Ombudsman

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