Pay Day Super Checklist

PAYDAY SUPER: KEY INFORMATION FOR SMALL BUSINESSES

A guide for employers

Overview

From 1 July 2026, all employers will be required to pay superannuation contributions on the same day employees are paid, rather than quarterly. This is known as Payday Super. It is aimed to improve retirement outcomes for workers and strengthen compliance across all industries.

This change affects both permanent staff and eligible seasonal or casual workers.

What Payday Super means for you?

Super Paid Every Pay Run

Superannuation contributions must be paid each time wages are processed, whether weekly, fortnightly, or monthly. Quarterly super payments will no longer be compliant.

Cash‑Flow Management

More frequent super payments may require small businesses to reassess cash‑flow planning, particularly those with tight operating margins or variable revenue cycles.

Payroll System Adjustments

Payroll software will need to support automated payday super processing. Most providers already have automatic superannuation as an option, but configuration checks will be essential.

Enhanced Compliance Oversight

The ATO will have improved visibility over employer obligations, reducing the likelihood of unpaid or delayed super and lowering the risk of Super Guarantee Charge penalties.

Benefits for Employees

Earlier contribution of superannuation
Improved compounding of retirement savings
Greater transparency and confidence in employer compliance

PREPARING YOUR SMALL BUSINESS FOR PAYDAY SUPER

Recommended Preparatory Steps

1. Review Payroll Frequency

Confirm how often you pay staff, including:

permanent employees
seasonal workers
casual labourers

Ensure your business can remit super at the same frequency.

2. Check Payroll Software Readiness

Seek confirmation on:

Payday Super automation capabilities
Required system updates

3. Update Cash‑Flow Forecasts

Assess the impact of more frequent super payments on working capital and adjust budgets accordingly.

4. Strengthen Internal Processes

Ensure payroll, finance, and administrative staff understand the new requirements and are trained in updated procedures.

How We Assist Small Businesses

Operational Review

We evaluate your current payroll and superannuation processes to identify areas requiring adjustment.

System Readiness Support

We assist in ensuring your payroll software is configured correctly for payday super compliance.

Cash‑Flow Impact Assessment

We help you understand and plan for the financial implications of more frequent super payments.

Implementation and Training

We provide guidance and training to support a smooth transition for your business and staff.

Next Steps

Small businesses are encouraged to begin preparing to ensure a seamless transition and avoid compliance risks. We are available to provide support throughout the process.

Call us today on 03 5571 0111 or email reception@brentnallswv.com.au to arrange an appointment.

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New ID Verification Requirements

July 30, 2026

New Identity Verification Requirements – What Our Clients Need to Know From 1 July 2026, new Australian Anti-Money Laundering and Counter-Terrorism Financing (AML/CTF) legislation introduced additional obligations for accounting firms providing certain services. At Brentnalls Western Victoria, we are committed to making this process as simple and seamless as possible for our clients. Why are these changes happening? The new legislation is designed to help protect Australia's financial system from money laundering, terrorism financing and other financial crime. Many industries, including accounting, legal and real estate services, are now required to verify the identity of clients before providing certain regulated services. Will everyone need to verify their identity? No. These requirements only apply where we are providing a designated service under the AML/CTF legislation. We will notify you if your services falls under this category. Many of our clients will notice no change to the way we work together. If identity verification is required, we'll let you know and guide you through the process. How does the process work? Where identity verification is required, we'll send you a secure electronic verification request. The process is simple and usually takes just a few minutes using your smartphone or computer. You'll be guided through the steps, which may include: confirming your personal details providing identification documents (such as your driver's licence or passport) completing a quick facial verification to confirm your identity. Once your identity has been successfully verified, we'll continue with your engagement as normal. Is my information secure? Yes. We use BGLiD , a secure electronic identity verification platform designed specifically for Australian professional firms. Your personal information is encrypted and handled in accordance with Australian privacy laws. How can I help? If we ask you to complete an identity verification, we appreciate your prompt response. Completing the verification early helps us commence work without unnecessary delays. Want to know more? For more information about Australia's AML/CTF reforms and why businesses may ask for identification, visit the Australian Transaction Reports and Analysis Centre (AUSTRAC): AUSTRAC – Why you might be asked for ID Questions? If you have any questions about these new requirements or the identity verification process, please contact our team. We're happy to explain what the changes mean for your individual circumstances.

Erin White Appointed Principal and Business Manager

July 20, 2026

We are delighted to announce the promotion of Erin White to Principal and Business Manager at Brentnalls Western Victoria. Since joining the firm in 2024, Erin has played a key role in leading our people, strengthening our operations and helping shape the future direction of the firm. Erin's progress in the firm reflects her leadership across our business and her commitment to delivering exceptional outcomes for both our clients and our team. In addition to overseeing business operations, people and culture, strategic projects and marketing, Erin also works alongside clients to help them build stronger businesses through strategic planning and practical implementation. Having grown up, attended school and raised her two sons, Deacon and Xavier, in Western Victoria, Erin is passionate about supporting the businesses that help our regional communities thrive. Outside of work, she enjoys travelling, camping and spending time with her partner, Nathan, family and friends. Please join us in congratulating Erin on this exciting step. We look forward to the continued leadership and expertise she will bring to Brentnalls Western Victoria and to the positive impact she'll continue to have on our clients, our people and our community.

Succession Starts Long Before Retirement

By Cogger Gurry • July 20, 2026

Succession Starts Long Before Retirement With Stacey Shelden, Director, Brentnalls Western Victoria One of the biggest misconceptions I see is that succession planning begins when someone is ready to retire. In reality, that's often when families find themselves under pressure. The most successful succession plans I've been involved with didn't begin because someone wanted to step away from the business. They began years earlier, with simple conversations about the future. As we begin a new financial year, many business owners are taking stock of the year that's been and planning for the one ahead. They'll review financial performance, discuss tax outcomes, consider investments and set business goals. They're all important conversations. But I'd encourage you to ask one more question: Where do we want this business to be in ten years' time and are we preparing for that future today? Succession isn't simply about transferring ownership. It's about ensuring your business, your family and the next generation are ready for what's ahead. It means sharing knowledge, mentoring future leaders and gradually introducing the next generation to the decisions that shape the business. It means creating opportunities for them to understand not only how the business operates, but why decisions are made. Just as importantly, it means having open conversations as a family. Do everyone’s expectations align? Does the next generation actually want to take over the business? What does a successful transition look like for each family member? These conversations can feel difficult, which is why they're often delayed. Yet, in my experience, it's the families who start talking early who navigate succession with the greatest confidence. They have time to explore options, work through differing views and make decisions without the pressure of looming retirement or unexpected life events. The start of a new financial year is a natural time to think beyond the next twelve months. While you're planning for business growth and reviewing financial performance, take the opportunity to also consider your long-term vision. Because succession isn't a project to complete when retirement arrives. It's a process of preparing your business, and your family, for the future. The earlier you begin, the more choices you'll have, and the stronger your business will be for the generations that follow.