Trend Partners

30/07/2026

The Minimum Wage Has Increased — Is Your Payroll Up to Date?

Award and minimum wage rates increased on 1 July 2026 following a decision handed down by the Fair Work Commission on 2 June 2026. The new National Minimum Wage is $26.44 per hour, or $1,004.90 per week for a full-time employee working 38 hours — the first time it has exceeded $1,000 per week. If you employ staff — whether they are on the minimum wage or covered by a modern award — you need to confirm that your payroll reflects the new rates and that you have applied them correctly from the right date.

Who the increase applies to

The increase covers two groups of employees. The first is those paid at the National Minimum Wage — the base rate for employees not covered by an award or enterprise agreement. The second, and generally larger, group is employees covered by a modern award. There are more than 120 modern awards in Australia covering everything from retail and hospitality to construction, professional services, and transport. If your employees are covered by one, their minimum rates under that award have increased by 4.75%, subject to a minimum floor of $1,004.90 per week or $26.44 per hour for ongoing employment, and $978.10 per week or $25.74 per hour for entry-level rates that apply during the first six months of employment.

When the new rates take effect

The increase does not automatically apply from 1 July for every employee at the same moment. The correct starting point is the first full pay period that commences on or after 1 July 2026. So if your pay periods run Monday to Sunday, the first week that begins on or after 1 July is the one where the new rate applies. If your system processes payroll weekly but the period started before 1 July, that pay run uses the old rate. It's important to identify the exact date carefully — underpayment, even unintentional, is a breach of the Fair Work Act and can result in back-pay obligations and penalties.

Casual Employees

If you employ casual staff, their minimum rate has also increased. Casual employees entitled to the National Minimum Wage must now receive at least $33.05 per hour, which incorporates the 25% casual loading on top of the new base rate of $26.44. If your casuals are award-covered, check the specific award for the casual loading that applies, as it may differ from the standard 25%.

Checking your Payroll

Do not assume your payroll software has updated automatically. While many providers push rate updates ahead of 1 July, it is your responsibility as an employer to confirm the rates are correct for each award and role type. Log in to your payroll system, check the rates loaded against each employee's classification, and cross-reference them against the Fair Work Commission's updated pay guide for the relevant award. If you outsource payroll, confirm with your provider that the update has been applied and for which pay period.

What happens if you get it wrong

The Fair Work Ombudsman actively investigates minimum wage underpayments, and the consequences for employers can be significant. Even where an underpayment is accidental, you are required to back-pay affected employees for the full shortfall and may face further scrutiny of your broader payroll practices. Getting this right from the outset is far simpler than having to unwind and correct it later.

If you are unsure whether your payroll is set up correctly under the new award rates, or you want a second set of eyes on your pay classifications and rates, get in touch with us. We can help you confirm everything is correct and avoid any costly compliance issues down the track.

01/06/2026

With all the new tax changes, is it time to start an SMSF?

Question:

Following the budget changes, it seems pretty clear to me that super is where I need to focus my attention in terms of getting financially secure. I’m a bit of a control freak, so an SMSF appeals to me. But I’m fearful of the cost, and perhaps the work involved. What am I in for if I go down this path?

Answer:

Super still has the preservation rules that mean you can’t access it until at least 60 (other than the First Home Super Saver scheme), so it’s not the right solution in all circumstances. But you are right to identify that the tax generosity afforded to super really stands out following the CGT, negative gearing and family trust changes.

The cost to set up an SMSF is typically around $4,000. You then need an annual tax return and audit done, which will set you back a similar amount each year. From there, it depends on what you do yourself, versus what you employ others to do.

Most people with an SMSF would have a financial planning relationship, and that’s likely to come with a cost of $7,000 to $10,000 per year assuming a balance of $1 million, which is the point at which many would start to seriously look at an SMSF. The total cost here would be pretty similar to if you had a normal industry/retail fund plus a financial advisor relationship.

It will be cheaper if you go full DIY, but that can be a lot of work, and there’s the problem of you don’t know what you don’t know. You also have to consider how you might handle things later in life, when the synapses start to slow down a bit.

If DIY is your leaning, beware of the SMSF becoming your new hobby. The best investment results typically come from being patient and leaving investments alone for extended periods of time. Checking on your SMSF every day won’t make it go up, and is actually likely to result in sub-par outcomes.

Take a look at wrap solutions too, as these provide a high level of investment flexibility, without the need to take on the responsibility of becoming a super fund trustee, or do the administration. Cost wise, wrap solutions can be cheaper than an SMSF due to economies of scale.

Originally published on smh.com.au and written by Paul Benson, who is a Certified Financial Planner, and host of the Financial Autonomy podcast.

Trend Partners comment: Just because you don't have $1million in your Super as mentioned above, doesn't mean an SMSF is out of the question. We would be happy to discuss your options in this regard with you on a general basis.

13/05/2026

2026-27 Federal Budget - A Night of Significant Change

The 2026-27 Federal Budget, delivered by Treasurer Jim Chalmers on the evening of 12 May 2026, is one of the most significant overhauls of the Australian tax system in nearly three decades. In a single budget, the Government has made changes to capital gains tax, negative gearing, trust distributions, superannuation, electric vehicles, research and development, and a range of cost-of-living measures.

Almost every one of our clients will be affected in some way.

Here is our full newsletter.

The 2026-27 Federal Budget, delivered by Treasurer Jim Chalmers on the evening of 12 May 2026, is one of the most significant overhauls of the Australian tax system in nearly three decades. In a single budget, the Government has made changes to capital gains tax, negative gearing, trust distribution...

16/03/2026

Adjusting Your Retirement Planning When Circumstances Change

Retirement planning is rarely a “set and forget” exercise. While it’s natural to build a plan based on your current circumstances, life has a habit of changing course.

Career shifts, family milestones, and unexpected financial events can all reshape your financial position over time. The key to long-term success is recognising when these changes occur and being prepared to review and adjust your retirement strategy accordingly.

One of the most common reasons people revisit their retirement plans is a change in income. This might be a promotion or business growth, but it can just as easily be a pay cut, redundancy, or a reduction in working hours. Transitions into part-time work or self-employment are particularly significant, as they can affect cash flow, superannuation contributions, and access to employer support. When your income changes, it’s important to reassess how much you can realistically contribute to super, whether additional personal savings are needed, and how these changes may affect your expected retirement lifestyle.

Major life events also play a critical role in shaping retirement outcomes. Marriage or entering a long-term partnership may bring shared financial goals, while divorce or separation can require a complete rethink of retirement timelines and resources. The arrival of children, or taking on caring responsibilities for ageing parents or other relatives, can increase expenses and reduce available time for paid work. Regularly reviewing your retirement plan helps ensure that these life changes are reflected in your goals without jeopardising your long-term financial security.

Unexpected financial pressures can also disrupt even the most carefully planned strategies. Large medical expenses, urgent property repairs, or providing financial support to family members can quickly draw down savings. While these events are often unavoidable, understanding their impact on your retirement position allows you to make informed adjustments, such as temporarily reducing contributions, revisiting investment allocations, or extending your retirement timeframe if necessary.

Another important factor to consider is changes to government policy and superannuation rules. Contribution caps, tax concessions, preservation ages, and eligibility criteria do not remain static. Staying informed about these changes can help you maximise opportunities, avoid unintended penalties, and ensure your strategy remains compliant with current regulations.

Importantly, adjusting your retirement plan does not mean starting from scratch. In many cases, it simply involves reviewing your goals, timelines, and risk tolerance, then making targeted refinements to contributions, investment choices, or spending expectations. Seeking advice from a qualified financial professional can provide clarity and reassurance during these reviews.

Ultimately, flexibility is one of the most valuable tools in retirement planning. Life will rarely follow a straight line, but by proactively reviewing and adjusting your strategy, you can stay on track and continue working toward the retirement lifestyle you envision — even as circumstances change.

Retirement planning works best when it evolves with you. If your income, family situation, or financial priorities have shifted, it may be time to reassess your strategy. A professional review can help you understand your options and ensure your retirement plan continues to support your long-term goals.

23/02/2026

Payroll Mistakes Your Business Can’t Afford To Make

Payroll might seem like a routine administrative task, but getting it wrong can have serious consequences. Errors in employee payments, superannuation, or tax reporting can create financial, legal, and reputational risks that no business can afford to ignore.

Ensuring your payroll is accurate and compliant isn’t just good practice — it’s essential for the health and longevity of your business.

Financial Risks of Payroll Failure
Incorrect or late payments, underpaid superannuation, or errors in tax withholding can quickly escalate into costly penalties. The Australian Taxation Office (ATO) has the power to impose fines, interest charges, and administrative penalties for non-compliance. Even a simple oversight, like missing a superannuation payment deadline, can result in extra charges equal to the unpaid amount plus interest, creating an unexpected financial burden.

Payroll errors also disrupt cash flow management. Rectifying mistakes, issuing back payments, and correcting reporting errors can take time and money — resources that could be better spent on growing your business.

Legal Consequences
Payroll failures don’t just hurt your finances — they can trigger legal action. Employees who are underpaid, paid late, or denied entitlements may pursue claims under workplace laws. Depending on the situation, these disputes can result in compensation payments, legal fees, and even court proceedings, which can be costly and time-consuming.

Non-compliance can also attract scrutiny from regulators beyond the ATO. Workplace inspectors or industry bodies may investigate recurring payroll issues, increasing the risk of formal enforcement action.

Reputational and Operational Impacts
Payroll errors can erode employee trust. Staff who experience late payments or errors may feel undervalued, leading to lower morale, reduced productivity, and higher turnover. Recruiting new talent becomes more challenging if your business develops a reputation for payroll mismanagement.
Operationally, payroll mistakes divert management attention. Time spent resolving disputes, correcting mistakes, or fielding employee complaints takes away focus from strategic activities and day-to-day operations, impacting overall business performance.

How to Protect Your Business
Preventing payroll failures requires a proactive approach:
• Invest in reliable payroll systems: Automated systems reduce human error and streamline reporting.
• Stay informed: Keep up-to-date with changes in superannuation, tax rates, and workplace legislation.
• Maintain accurate records: Regular audits ensure payments, entitlements, and deductions are correct.
• Seek professional advice: Accountants or payroll specialists can help ensure compliance and minimise risks.
Payroll errors might seem minor, but their impact can be severe. From fines and legal disputes to employee dissatisfaction and operational disruption, payroll mistakes can undermine the foundation of your business. By implementing robust processes, staying informed, and seeking expert guidance where needed, business owners can safeguard compliance, protect their staff, and maintain operational stability.

Accurate, compliant payroll isn’t just about avoiding penalties — it’s about building trust, efficiency, and a business that can thrive long-term.

Protect Your Business from Payroll Mistakes
Payroll errors can cost your business time, money, and reputation — but you don’t have to face the risk alone. Speak with an experienced accountant today to ensure your payroll is accurate, compliant, and stress-free. Get professional guidance on systems, reporting, and obligations so you can focus on growing your business with confidence. Contact us now to safeguard your business and your team.

18/02/2026

Can You Access Income Protection Through Superannuation ?

Life rarely unfolds exactly as planned. Illness or injury can strike without warning, and when it does, the ability to earn a regular income can be seriously disrupted.

For many Australians, income protection insurance held through superannuation provides an important financial safety net, helping to replace part of their income if they are temporarily unable to work due to disability.

What Is Income Protection Through Superannuation?
Income protection insurance through superannuation is designed to provide a regular income stream if you cannot work due to illness or injury. In most cases, the benefit can replace up to 75% of your pre-tax salary, helping you continue to meet everyday living expenses while you focus on recovery.

One key feature of income protection held within super is how premiums are paid. Rather than coming from your take-home pay, premiums are generally deducted directly from your super balance. This can make coverage more affordable and easier to maintain, particularly for people who may otherwise cancel insurance due to cash flow pressures.

Benefits are usually paid monthly after the waiting period is met. The waiting period is the time you must be unable to work before payments begin, and it can range from 30 days to several months, depending on the policy. Payments typically continue until you return to work, reach the maximum benefit period, or meet another end condition under the policy, such as reaching a specified age (often up to age 65).

Why Income Protection Matters
Your income underpins almost every aspect of your financial life. Mortgage or rent payments, utilities, school fees, groceries, and other commitments do not stop simply because you are unable to work. Without income protection, even a short period off work can quickly erode savings and place significant strain on household finances.

Income protection through superannuation helps bridge this gap. It helps you maintain financial stability during a challenging period, reducing the need to draw down savings, sell assets, or rely on family support. For individuals with dependents or significant financial obligations, this protection can be particularly critical.

Key Considerations Before Relying on Cover
While income protection through super can be valuable, it is important to understand exactly what cover you have.

First, check whether your super fund automatically provides income protection. Not all funds do, and default cover levels can vary widely. Review your benefit amount, waiting period, and maximum benefit period to ensure they align with your circumstances.

Second, be aware of the tax implications. Income protection benefits are generally taxed as assessable income, similar to your salary. This means the net amount you receive may be lower than expected, so it is important to factor in taxes in your planning.

Finally, consider whether the cover is sufficient for your needs. Changes in income, lifestyle, or financial commitments over time may mean your existing cover is no longer appropriate. In some cases, additional or alternative cover outside super may be worth exploring.

A Practical Safety Net
Income protection insurance through superannuation can play a crucial role in protecting your financial well-being.

By taking the time to understand your cover and reviewing it regularly, you can ensure it continues to support you, safeguard your lifestyle, and provide peace of mind for you and your family when life takes an unexpected turn.

08/02/2026

Keeping FBT Simple: What Employers Need To Know This FBT Season

Fringe Benefits Tax (FBT) applies to most non-cash benefits provided to employees in addition to their salary or wages.

For employers, understanding FBT is essential to stay compliant, avoid penalties, and manage the financial implications of providing benefits.

What Is Fringe Benefits Tax?

FBT is separate from income tax and is paid by the employer, not the employee. It covers benefits like company cars, low-interest loans, entertainment, or housing provided to employees or their associates. The tax is calculated on the grossed-up taxable value of the benefit, meaning the actual cost of providing the benefit is adjusted to reflect the gross salary an employee would need to earn to buy the same benefit after income tax.

The purpose of FBT is to ensure fairness in the tax system. Without it, non-cash benefits could allow employees to receive untaxed value, giving them a financial advantage over those receiving only cash salary.

Common FBT Scenarios

Employers often encounter FBT in situations such as:
• Company cars: Personal use of a work vehicle can attract FBT.
• Entertainment: Meals, tickets to events, or staff functions may be subject to FBT, depending on the circumstances.
• Loans: Low-interest or interest-free loans provided to employees.
• Housing or property: Accommodation provided to employees as part of their employment package.

Why Employers Should Care

FBT can have significant cost implications if not managed properly. In addition to the tax itself, failing to comply with FBT reporting requirements can result in penalties or interest charges. Planning and record-keeping are crucial to ensure benefits are recorded accurately and reported correctly in your annual FBT return.

Practical Tips for Employers

1. Keep accurate records: Document all benefits provided, their value, and the dates.
2. Understand exemptions and concessions: Some benefits, such as minor benefits under $300 or certain work-related items, may be exempt.
3. Communicate with employees: Ensure employees understand which benefits are taxable and how they affect remuneration.
4. Review your policies regularly: Update benefit policies to reflect changes in business operations or FBT legislation.
5. Use software or a professional adviser: Automated systems or accountants can help calculate FBT and lodge returns accurately.
A Simple FBT Checklist for Employers
• Identify all benefits provided to employees (cash and non-cash).
• Determine the taxable value of each benefit.
• Check for any exemptions, concessions, or rebates that apply.
• Keep detailed records of dates, amounts, and recipients.
• Calculate FBT liability using the current FBT rate.
• Lodge the FBT return by the due date (usually 21 May for the FBT year ending 31 March).
• Adjust employee remuneration packages if needed to manage FBT costs.
• Review policies and benefits annually to ensure ongoing compliance.

By understanding which benefits are taxable, maintaining accurate records, and following a simple checklist, employers can confidently manage FBT obligations while providing value to employees. Proactive planning not only prevents costly errors but also supports clear communication and transparency between employers and staff.

02/02/2026

Revisiting Your Business Plan in the New Year: Preventing Issues Before They Arise

The start of a new year is the perfect time for reflection and planning. For business owners, revisiting your business plan isn’t just about setting lofty goals - it’s about proactively identifying potential issues and putting strategies in place to manage them before they escalate.

A well-maintained business plan can be the difference between reacting to challenges and steering your business confidently toward growth.

Why Review Your Business Plan?
Even the most carefully crafted business plan can become outdated over time. Market conditions change, customer needs evolve, and unforeseen challenges - such as supply chain disruptions, staffing issues, or regulatory changes - can arise. Revisiting your business plan ensures your objectives, strategies, and forecasts align with current reality.

A review also helps you assess whether your business is on track financially. Comparing actual performance to your planned targets can highlight gaps in revenue, cash flow, or profitability. By identifying these early, you can implement corrective measures before minor setbacks turn into significant problems.

When Should You Review Your Business Plan?
A business plan is meant to provide direction, but there are clear warning signs when it is no longer working as intended. One of the earliest indicators is a consistent gap between projected and actual results, such as repeatedly missed revenue targets or expenses exceeding forecasts. Cash flow pressure, despite steady sales, can also signal that assumptions in the plan are unrealistic.

Operational strain is another red flag - teams may feel constantly reactive, unclear on priorities, or stretched in areas that were meant to be sustainable. A lack of measurable progress toward key milestones or goals that no longer align with market conditions suggests the plan may be outdated.

Finally, if decision-making becomes ad hoc rather than guided by the plan, it is often a sign that the strategy no longer reflects the realities of the business and needs to be reviewed or reset.

Areas To Focus On
When revisiting your plan, consider the following areas:
• Financial Projections: Are your revenue, expense, and cash flow projections still realistic? Adjust forecasts to account for any changes in costs, market conditions, or customer demand.
• Operational Processes: Are current systems efficient? Look for bottlenecks or areas where technology or outsourcing could save time and reduce errors.
• Staffing and Resources: Do you have the right team and skill sets to achieve your goals? Planning ahead can help prevent burnout or understaffing issues.
• Marketing and Sales: Review your strategies to ensure they still resonate with your target audience. Are there new opportunities for growth or customer engagement?
• Risk Management: Consider regulatory, financial, or market risks that may have emerged. Update contingency plans to mitigate potential disruptions.

Turning Insights Into Action
A business plan review isn’t just about identifying problems - it’s about taking action. Use the insights gained to adjust your goals, refine strategies, and allocate resources more effectively. Small, proactive changes can prevent larger issues down the line and position your business for smoother operations and sustainable growth.

Revisiting your business plan at the start of the year is more than a formality - it’s a practical tool for preventing problems before they occur.

By taking stock of your finances, operations, staff, and market opportunities, you can anticipate challenges, make informed decisions, and confidently steer your business toward success. A few hours spent reviewing your plan now can save significant time, stress, and money later, ensuring this year is not only productive but also resilient.

Why not speak with a business adviser for a second opinion on your business plan, or any other business-related concerns you might have? Our friendly team is ready to help.

Disclaimer
The information contained in this Article is for general information purposes only, professional advice should be obtained before acting on any information contained herein. The receiver of this document accepts that this publication may only be distributed for the purposes previously stipulated and agreed upon at subscription. Neither the publishers nor the distributors can accept any responsibility for loss occasioned to any person as a result of action taken or refrained from in consequence of the contents of this publication.

27/01/2026

Payday Superannuation: What It Is And Why It Matters

For many Australians, superannuation is one of the most important long-term financial tools, yet it can sometimes feel complicated or distant.

One concept gaining attention (and legislative action) is payday super, a practical approach designed to help employees make consistent contributions and maximise retirement outcomes.

What Is Payday Super?
Payday super isn’t a new type of super fund - it’s a way of aligning contributions with your regular pay schedule. Instead of making contributions quarterly or annually, payday super contributions are deducted and invested each pay cycle, whether that’s weekly, fortnightly, or monthly. This system helps workers contribute more consistently and keeps superannuation top of mind.

From 1 July 2026, employers will be required to pay their employees' superannuation contributions at the same time as paying qualifying earnings (their pay) on payday, and be received by the super fund within 7 business days. The super guarantee amount from 1 July 2026 will be 12% of qualifying earnings (including ordinary time earnings, salary sacrifice contributions, and other amounts currently included in an employee's salary or wages for super guarantee purposes).

Payday super can also be designed to target specific needs, such as helping younger workers start building wealth early, encouraging voluntary contributions, or assisting those with irregular income to smooth their super savings. Making contributions a routine part of every pay cycle reduces the temptation to delay or skip saving.

Why It’s Important
Superannuation is designed to provide financial security in retirement, but its effectiveness depends heavily on time, consistency, and compounding. Regular payday contributions mean your super has more frequent opportunities to grow through compound interest, turning even modest contributions into significant retirement savings over decades.

Consistency is especially important for people who may not actively manage their superannuation or who struggle with irregular incomes. By contributing automatically each pay cycle, payday super ensures retirement savings are less reliant on occasional lump-sums or last-minute top-ups.

What It Should Mean for Retirement Outcomes
The long-term impact of payday super can be substantial. For example, someone who contributes a small amount regularly from their first job can see their super grow more than someone who waits until later in their career to make large, irregular contributions. The magic lies in starting early and letting the money work over time.

Additionally, regular contributions can reduce the stress of “catching up” later in life, help smooth income fluctuations, and provide a clear picture of how much you’re saving for retirement. Over time, consistent contributions not only build a larger nest egg but also provide financial confidence and peace of mind in planning.

Making Payday Super Work for You
To get the most out of payday super, it’s important to understand your fund’s rules, fees, and investment options. Combining compulsory employer contributions with optional salary-sacrifice contributions can further boost retirement outcomes. Reviewing your super periodically ensures contributions are aligned with your goals and that your fund continues to perform effectively.

Payday super is about simplicity, consistency, and harnessing the power of compounding over time.

Embedding contributions in each pay cycle makes superannuation a routine part of your financial life, helping Australians of all ages work toward a more secure and comfortable retirement.

Starting early and staying consistent is the key - and Payday Super is a tool that hopes to make that easier.

If you are a business that is looking to get its systems up-to-date when it comes to the upcoming Payday Super deadline (1 July 2026), why not speak with one of our trusted team to find out how we can help?

Disclaimer For External Distribution Purposes
The information contained in this publication is for general information purposes only, professional advice should be obtained before acting on any information contained herein. The receiver of this document accepts that this publication may only be distributed for the purposes previously stipulated and agreed upon at subscription. Neither the publishers nor the distributors can accept any responsibility for loss occasioned to any person as a result of action taken or refrained from in consequence of the contents of this publication.