What the proposed new payday super rules mean for you

How will payday super impact employers?

If you’re an employer, the introduction of payday super could make it simpler to meet your super obligations. Paying super on the same day as your employees’ regular pay could potentially help:

lower the likelihood of missing super payments
reduce your business’s payroll liabilities
make your business’s payroll system more streamlined and manageable.

Additionally, moving to payday super could help your business avoid incurring the SG charge due to unpaid super. This charge, which is not tax deductible, can be a significant financial burden for employers.

While the requirement does not come into place until 1 July 2026, you can consider shifting to payday super ahead of time. This is up to you as an employer, but it could help you get ahead of these regulatory changes before they come into effect.

If your business already pays super with salary and wages, you might not need to make any changes.

Why is the Federal Government bringing in payday super?

Most employers do the right thing and follow the SG rules. However, some employers fail to meet their super obligations.

Unpaid super amounted to $3.4 billion in the 2019-20 financial year, according to ATO estimates. Payday super aims to make it easier for your employees to track the super contributions you make to their super fund. This is especially important for low-income workers and those relying on insecure work, many of whom are women.

Government analysis found that under the proposed new rules, a 25-year-old worker on the median income who currently receives their super quarterly and wages fortnightly could be about $6,000 or 1.5% better off when they retire¹.

The government will provide the ATO with additional resourcing to help it detect and address unpaid super cases sooner. The change may also mean the ATO can act earlier when an unpaid super complaint is lodged.