1 December 2025

• Pay income tax for taxable large and medium taxpayers, companies and super funds. Lodgment of return is due 31 January 2026.
• Pay income tax for the taxable head company of a consolidated group with a member deemed to be a large or medium taxpayer in the latest year lodged. Lodgment of return is due 31 January 2026.
• Pay income tax for companies and super funds when lodgment of the tax return was due 31 October 2025.

21 December 2025

• Lodge and pay November 2025 monthly business activity statement.

21 January 2026

• Lodge and pay quarter 2, 2025–26 PAYG instalment activity statement for head companies of consolidated groups
• Lodge and pay December 2025 monthly business activity statement except for business clients with up to $10 million turnover who report GST monthly and lodge electronically.

31 January 2026

• Lodge TFN report for closely held trusts if any beneficiary quoted their TFN to a trustee in quarter 2, 2025–26.
• Lodge tax return for taxable large and medium entities as per the latest year lodged (all entities other than individuals), unless required earlier.

What is Payday Super?

Payday super is the federal government’s proposed legislation to make employers pay their employees’ super at the same time as their wages or salary. The proposed start date for payday superannuation is 1 July 2026.

As at 21 October 2025, this law has not passed through parliament, but it is anticipated that it will become legislated as drafted. This reform, known as Payday Super, replaces the current quarterly payment system and aims to:

• Improve retirement outcomes through faster compounding.
• Reduce unpaid super.
• Increase transparency and accountability for both employers and employees.

Current vs New System

• Currently, employers must pay SG contributions quarterly, by the 28th day after each quarter ends.
• From 1 July 2026, SG contributions must be received by the employee’s super fund within 7 business days of each Qualifying Earnings (QE) Day – the day wages are paid.

Key Employer Obligations

From 1 July 2026, employers must:

1. Accurately calculate SG contributions based on each employee’s Qualifying Earnings (QE) – which includes:
2. Ordinary Time Earnings (OTE)
3. Salary sacrifice contributions
4. Other amounts currently included in SG calculations
5. Pay super within 7 business days of each payday (QE Day).
6. Ensure compliance with the employee’s chosen super fund. Penalties apply for breaches of fund choice rules.

For new employees, super contributions must be received by their fund within 20 business days of their first payday.

Super Guarantee (SG) Charge Updates

If employers fail to meet their obligations, they may be liable for the updated SG Charge (SGC), which includes:

• Outstanding SG shortfall: Remaining SG after accounting for late contributions (calculations based on QE), plus
• Notional earnings: Daily compounding Interest from day after due date, plus
• Employer’s administrative uplift amount: Additional charge of up to 60% of the shortfall will be added, plus
• Employer’s choice loading (if any): Additional 25% penalty for not complying with fund choice rules.
  

How Can You Prepare for Payday Super?

Employers should begin preparing now to ensure compliance by July 2026:

1. Review payroll and clearing house systems to ensure they support real-time SG payments.
2. Confirm employee fund choices are correctly recorded and followed.
3. Monitor SG payments closely to avoid shortfalls and take advantage of voluntary disclosure options if needed.

There is a common myth that dual cab utes are automatically exempt from FBT.

However, if an employer provides dual cab utes to staff to complete their duties and the vehicle is available for personal use, then the benefit may still be subject to FBT.

1. an eligible vehicle, which means it is designed to carry:
   – a load of one tonne or more;
   – more than eight passengers (including the driver); or
   – a load under one tonne and not primarily designed for carrying passengers;
   
2. used only for limited private use (i.e. minor, infrequent, and irregular), such as the occasional trip to the tip or helping a someone move house.

If a work dual cab ute doubles as the family taxi or is used for weekend personal trips, it is not exempt.

If an employee’s personal use does not meet both exemption conditions, the employer will be liable for FBT.