Resources to Support Your
Business

This is our recommended checklist to work through before you finalise and lodge for the 2025-26 year. It is a broad guide rather than step by step instructions for any one payroll system, and what applies to you will depend on your setup. Use it as a starting point, and talk to us about anything specific to your organisation.

Effective HR is sometimes engaged as an independent expert in serious workplace matters. In one de-identified case, we assessed whether an employer took "all reasonable steps" to prevent harm. Here is what went wrong, and how to close the same gaps in your workplace before they cost you.

A common assumption is that paying "above award" means a wage increase does not apply to you. That is not always the case. When award rates rise, you still need to be confident that every employee continues to receive at least their minimum entitlement once you account for base rates, penalty rates, overtime, allowances, loadings, including annual leave loading, and any annualised salary arrangement.

The Federal Court has now dismissed the Fair Work Ombudsman’s appeal, confirming that sleepovers are separate from shifts. The Fair Work Commission has since issued a determination varying the SCHADS Award, introducing changes to how sleepover related work is structured and paid, with an operative date of 1 June 2026. While this provides direction, it also introduces a more complex framework for employers to navigate.

The SCHADS Award is widely considered the most complex award in Australia. But the reason isn’t just the rules, it’s the structure. In reality, it’s not one award. It’s four different sectors combined into a single framework which has been stitched together, altered and adjusted over the years into the current state.