Payday Super: new rules starting 1 July 2026 - What do you Need to do? A simple guide for Small Business owners. With just weeks to go before one of the biggest changes to employer super obligations in Australian history, now is the time to make sure your business is ready. From 1 July 2026, Payday Super comes into effect and if you're still running quarterly super payments, your current approach will no longer be compliant. For many small business owners in Perth, superannuation can already feel like an administrative burden. Here's a plain-language breakdown of what's changing and exactly what you need to do before the deadline. What is Payday Super? Payday Super changes how you pay your employees' superannuation guarantee. From 1 July 2026, you must pay employees their super guarantee for each payday instead of quarterly and contributions must be received by the employee's super fund within 7 business days of each payday. Australian Taxation Office The quarterly system gave employers a 90-day float super was factored into payroll calculations, but the cash didn't leave the account until the end of the quarter. That changes entirely from 1 July. One important note: the super guarantee rate stays at 12%, and the rules on who you pay super for remain the same eligible employees including independent contractors paid mainly for their labour. What doesn't change Your 3-step action plan before 1 July. 1. Check your payroll software. Ensure your payroll software is fully updated to support Single Touch Payroll (STP) Phase 2 and Payday Super reporting. Major Australian payroll providers including Xero, MYOB, Reckon, KeyPay, Employment Hero and ADP have been working on Payday Super readiness - confirm with your provider that the relevant update will be in place before 1 July 2026 and understand what configuration changes you may need to make. 2. Adjust your cash flow planning. Because super is now due on every payday, you can no longer hold those funds for a quarter. Depending on your payroll frequency, this could mean one, two, or multiple super payment dates in a single month. Review your cash flow projections now to ensure funds are available when each payday arrives. 3. Understand the new penalties. Employers that miss the 7-business-day deadline may be liable for penalties and charges payable to the ATO, including late payment penalties, interest on shortfalls, and additional penalties for repeat offenders. Also note: the Small Business Super Clearing House (SBSCH) closes on 30 June 2026 if you currently use it to pay super, you will need to find an alternative solution before then. How Gordondu Associates can help. Managing Payday Super compliance isn't just about moving money faster - it's about accuracy, timing, and making sure your systems are set up correctly from day one. With no grace period and no small-business exemption, the room for error is narrow. If you're a business owner, you have better things to do than stress over superannuation calculations and lodgement deadlines. At Gordon Du & Associates, Gordondu Associates take the administrative burden off your shoulders through its dedicated Payroll Management service. Gordondu Associates handle: * Automated Calculation - ensuring the right amount is calculated for every employee, every pay cycle * Seamless STP Lodgement - keeping your reporting accurate and on time, every time * Compliance Peace of Mind - staying ahead of legislative changes so you don't have to Frequently asked questions. What happens if I make a mistake with Payday Super? Mistakes need to be corrected promptly through your payroll software. Gordondu Associates help clients rectify errors quickly to minimise ATO exposure before they escalate. Do I need to pay super for independent contractors? Generally no, but it depends on their specific contract and classification. Gordondu Associates can help you clarify your obligations to avoid accidental non-compliance. How much time does Payroll Management typically save? Most of its clients report saving 5-10 hours of administrative work per month, which they redirect to their core operations. Ready to get your payroll sorted before 1 July? Don't let Payday Super catch your business off-guard. Contact Gordon Du & Associates today for a free consultation and let Gordondu Associates make sure you're compliant from day one. Disclaimer: This post contains general information only and does not constitute specific tax or financial advice. Please consult a registered tax agent regarding your specific circumstances. Information current as at June 2026. * Need to streamline your tax processes? Read its guide on Bookkeeping. * Wondering about other tax obligations? See its Accounting & Tax Advisory services.

Employment Hero vs Emplyclear: which is right for a small australian business? Estimated read time: 5 minutes · Last updated April 2026 If you run a small business with five or ten employees, and you are comparing Employment Hero with Emplyclear, the honest answer is they are not really the same product. Employment Hero is a full HR platform built for mid-market businesses. Emplyclear is a compliance answer engine built for 1-20 employee businesses at $99 per month flat, with no lock-in. This post sets out the real difference so you can choose the one that fits, without any positioning games. What Employment Hero does. Employment Hero is a full HRIS - Human Resources Information System. That means it covers the broad set of tasks a mid-sized business needs an HR team to handle: recruitment, onboarding, performance reviews, employee self-service, learning and development, payroll integration, leave management, and more. AI features are in development across the product. Pricing operates on a per-employee-per-month model with monthly minimums. Actual figures change - check the current Employment Hero pricing directly at [VERIFY: check current Employment Hero pricing at employmenthero.com/pricing]. The key structural point is that what you pay scales with your headcount, and there is typically a minimum monthly fee below which you cannot go. What Emplyclear does. Emplyclear answers one question: am I compliant right now? It focuses on the specific Fair Work and ATO obligations that most often catch small business owners out - Modern Award pay rates, penalty rates, casual loadings, record-keeping, super obligations, and the Payday Super transition on 1 July 2026. It is not an HR platform. It is not a payroll system. It does not onboard candidates or run performance reviews. It is a tool for the owner who sits down on a Sunday night, looks at the roster they just built, and wonders whether they are paying everyone correctly - and whether they are going to get a surprise when the Fair Work Ombudsman comes knocking. Pricing is $99 per month flat, for any team size up to 20 employees, with no lock-in. Employment Hero is right for you if... * You have 20+ employees and a dedicated person handling HR. * You want recruitment, onboarding, performance reviews, and learning and development in one platform. * You want integrated payroll and HR rather than separate tools. * You are comfortable with pricing that scales as you grow, including monthly minimums. * You plan to expand significantly and want a platform that scales with you from day one. Emplyclear is right for you if... * You have 1-20 employees and no dedicated HR person. * You want to know whether you are paying correctly - you do not need a full HR suite. * You are preparing for Payday Super on 1 July 2026 and want a straightforward way to stay on top of it. * You want predictable pricing that does not move when you hire your next casual. * You do not want to be locked into an annual contract. Price predictability: the quiet differentiator. The per-employee-per-month pricing model works well for larger businesses - the cost is a tiny fraction of a payroll. It works less well for a cafe that grows from three casuals to eight over summer, then back down to four in winter. Every hire and every departure moves the monthly bill. Emplyclear's $99 per month flat fee is deliberately chosen to remove that dynamic. Your compliance tool should not cost you more when you hire someone. It should not penalise growth. It also should not lock you in. If Emplyclear stops being useful, you cancel. No exit fees, no annual contract roll-over. What each does not do. Being honest about scope matters. Employment Hero does not focus narrowly on the "am I compliant right now?" question for a very small team. It does a lot more than that, and the additional capability comes with additional cost and complexity. Emplyclear does not replace a payroll system, run recruitment, manage performance reviews, or handle training. It is not trying to. How to decide. Ask yourself three questions: * Do I need a full HR platform, or do I need to answer compliance questions accurately? * Will my headcount change a lot over the next 12 months - and how much do I mind if that moves my monthly bill? * Do I want a long-term contract, or the ability to cancel anytime? If your answers point to "HR platform, stable-or-growing headcount, long-term contract", Employment Hero is probably the right fit. If they point to "compliance clarity, small team, no lock-in", Emplyclear is designed for you. Related reading. Built for small business, priced for small business. Be first when Emplyclear opens to small business - $99/month, no lock-in, no surprise contracts. Disclaimer: This is general compliance guidance, not legal advice.