Payday Super announcement including fact sheet has been released by treasury today. The ATO has been tasked to engage industry to inform administrative design. AWCC Ltd has approached the ATO to represent its members including prospective members. Below is a quick summary and link to the full press release and fact sheet: - From 1 July 2026, an employer will be required to make SG contributions on ‘payday.’ - Payday is the date that an employer makes an Ordinary Time Earnings (OTE) payment to an employee. Each time OTE is paid, there will be a new 7 day ‘due date’ for contributions to arrive in the employees’ superannuation fund. ......An employer will be liable for the new SG charge unless SG contributions are received by their employees’ superannuation fund within 7 calendar days of payday. See fact sheet for exceptions. - The longer the period of non-compliance, the larger the SG Charge will be. - Several changes are being made to support the transition to Payday Super and protect employees in the onboarding process (See fact sheet for full list). Link to the full press release and fact sheet in the comments.
Australian Workforce Compliance Council Ltd
Industry Associations
Mawson Lakes, South Australia 565 followers
The voice for Australia's Payroll Practitioners and Employment Technology Providers.
About us
The purpose of AWCC Ltd is to: 1. Provide a voice for Payroll Practitioners and Employment Technology Providers who operationalise Australia’s Labour and related legislation. 2. Endeavour to increase the public standing, credibility and capability of its Payroll Practitioners and Employment Technology Providers. 3. Advocate on behalf of our members to all Governments on matters of national policy in relation to the operational application of labour and related legislation. 4. Conduct and publish research to support our industry. Our 2024 four strategic pillars are: 1. Establish the countries first peak body for Payroll Practitioners and EmployTech. 2. Create and uplift the Payroll Profession. 3. Develop an EmployTech industry Code of Conduct. 4. Establish a Workforce Compliance Standards framework with all nine Australian Governments.
- Website
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https://awcc.asn.au/
External link for Australian Workforce Compliance Council Ltd
- Industry
- Industry Associations
- Company size
- 2-10 employees
- Headquarters
- Mawson Lakes, South Australia
- Type
- Nonprofit
- Founded
- 2022
- Specialties
- Payroll, Industrial Relations, Digital Service Providers, Technology, Labour Law, Employment Law, Policy, Advocacy, Representation, and Employment Technology Providers
Locations
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Primary
Get directions
50 Mawson Lakes Blvd
Mawson Lakes, South Australia 5095, AU
Employees at Australian Workforce Compliance Council Ltd
Updates
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AWCC continues to advocate for Payroll. See this udpate from the MD & CEO of AWCC regarding our progress in advancing the skills, education and recognition with the Australian Government for the Payroll Profession.
Advocacy Update Ahead of equal payday tomorrow, AWCC is proud to announce its recent progress as the only Peak Body working to represent Payroll Professionals to the Australian Government. This work includes input into the recently announced Future Skills Organisation Finance Workforce Plan for 2024 (link in comments). On page 47 of the 2024 plan, it highlights all changes set to take effect in the ANZSCO update at the end of this year. These changes will result in the creation of the Payroll Manager designation (among others). This change is the direct result of AWCC working in the interests of its members as the Australian Bureau of Statistics who manage the ANZSCO register, confirmed with me that no other submission was made on behalf of the Payroll or EmployTech industries. AWCC will continue its work in this space and you can expect more industry announcements as we continue to work closely with Government for both the EmployTech and Payroll industries.
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There is a lot of work required, by Employment Technology Providers #ETPs, System Integrators #SI and #PayrollProfessionals to make #PaydaySuper a successful reality. A lot of investment in tough economic times. We are very keen to understand the government's plans that will enable payroll to deliver this by the due date. We're keen to know the plan! Certified Payroll Practitioners Employment Technology Providers Australia https://lnkd.in/e2KGd9d4
Government understanding of the lifecycle of solutions (design, build, test, deploy) isn't evident in their industry engagement on Payday Super. If you compare it to Single Touch Payroll Phase 2, where the detailed design took 18 months for a change to an existing report. Then Employment Technology Providers #ETPs had to build, test and deploy their solutions that took another 12 to 18 months. Three years for one report that was co-designed with industry, led by a very progressive government designer. Yet here we still are for Payday Super, after a year, without even a high-level concept published of what government intends for their solution. Commonwealth Treasury and the Australian Taxation Office have been consulting and engaging with industry but what do we have to show for it, except more opportunities for industry to identify the same "pain points" that we've been identifying for YEARS! With the announced date for Payday Super of 1 July 2026, that leaves 2 short years to produce a miracle of very complex changes for a topic that few truly understand now, from the operational business perspective. It will impact onboarding; ongoing validation of member super fund accounts throughout the employment life cycle and beyond; reviewing the definition of "ordinary time earnings"; changing the payment cycle of super from quarterly to per pay period; revisiting SuperStream and payment methods; and looking at how the ATO can automate Super Guarantee Charge statements. This is a massive undertaking that significantly impacts many other existing business processes and technology solutions and business-to-business transactions. There are plenty of failed projects due to the arbitrary selection of a go-live date rather than assessing how long it will actually take to deliver a successful outcome. What does success look like to government for Payday Super? Is it realistic? With less than two years to go, why are we still nowhere with Payday Super? How about planning to succeed by redesigning the entire framework for superannuation guarantee? Technology changes rapidly, why not design for the future? Tinkering around the edges of an outdated, disjointed solution won't end in success. Time to rethink the strategy! Better to replan than fail! Better to work with industry on a solution that they co-design than to force more changes that don't align with natural business processes (looking at you, "get stapled super funds"). And what will be the cost to business of trying and failing? This isn't working for us. Please let us help you to succeed. It's time to reimagine Superannuation Guarantee processes for businesses in Australia. Stephen Jones #payroll #DSPs #STP2 #PaydaySuper Australian Workforce Compliance Council Ltd, Certified Payroll Practitioners
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Annual Wage Review 2023-24 - Announcement of Decision Summary notes from the FWC release. - Adjustment to minimum wage rates in modern awards....."we have decided to increase the National Minimum Wage and all modern award minimum wage rates by 3.75 per cent, effective from 1 July 2024." - "This increase of 3.75 per cent which we have determined is broadly in line with forecast wages growth across the economy in 2024......We consider therefore that this increase is consistent with forecast return of the inflation rates to below 3 per cent in 2025." - As a result of last years gender equity report and subsequent review, the FWC will commence (shortly after the wage review proceeding) a review of the following applicable industry awards which is intended to be completed by the time of next years Annual Wage Review. - Early childhood education, care workers, disability home care workers and other social and community services workers, dental assistants, medical technicians, psychologists, other health professionals and pharmacists. The full announcement can be found here: https://lnkd.in/gTy8sqS6 PDF link of announcement https://lnkd.in/g8UmX3Xf FWC annual wage reviews homepage: https://lnkd.in/gDK4qKTb #payroll #australianpayroll #payrollmanagement #employtech #payrolltechnology #HRPayroll #Payrollprocessing #payrollcompliance #industrialrelations
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AWCC has officially submitted its response to The Treasury's consultation on non-compete clauses and worker restraints. The submission highlights challenges like job mobility restrictions and legal uncertainties. AWCC proposes solutions such as clarity in clauses, job mobility promotion, and tailored agreements to foster a dynamic and fair payroll industry. Check out the submission below. Details of the consultation and issues paper are available from https://lnkd.in/gXq7Rn2b - complete the worker or employer questionnaire before 31 May 2024 to have your say. Thanks to Jennifer McKennariey for spearheading this initiative and to all our dedicated payroll professionals for contributing their invaluable industry insights. Your expertise and experiences fuel our mission to foster fair and innovative employment practices in the payroll industry. #AWCC #Payroll #PayrollProfessionals #EmploymentTechnology #WorkforceCompliance #IndustrialRelations #NonCompeteClauses #Jobs #Innovation #FairWork #FairEmployment #Career #LabourLegislation #IndustryInsights #Leaders #Policy #Advocacy #EconomicGrowth #IndustryImpact #FutureOfWork #EmployeeMobility #CorporateResponsibility #ThoughtLeadership #CommunityEngagement
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AWCC made the following submission to The Treasury in response to their public consultation on Exempting lump sum payments in arrears from the Medicare Levy. Although this proposed change specifically addresses the amount of the Lump sum payment in arrears tax offset claimed by taxpayers for impacted prior financial years, our submission focuses on how payroll and employment technology can assist taxpayers by ensuring that valid Lump Sum E amounts are accurately reported in Single Touch Payroll Phase 2. Many employers and payers consider the ATO threshold amount for Lump Sum E of $1,200 relates to each payment. It doesn’t: it’s an annual threshold amount. Read our submission to find out how employers and payers may get this right, with the assistance from payroll professionals and employment technology. https://lnkd.in/edmx-fH8 #payroll #dsp #etpa
AWCC Submission – Exempting lump sum payments in arrears from the medicare levy
https://awcc.asn.au
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147 Awards have been updated by the Fair Work Commission to reflect superannuation as an entitlement under the National Employment Standards #NES, effective from 9 April 2024. Not every Award was amended for various reasons, refer to the FWC's list of amendments here to determine if your Award was updated: https://lnkd.in/ek8XN5Ha View The Fair Work Ombudsman's newsroom article: https://lnkd.in/ebp6vyjE #payroll #superannuation #compliance #awards #cpp
Superannuation rules updated in awards
fairwork.gov.au
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For those who missed it, here is a link to the recording of yesterdays webinar with PWC's Rohan Geddes, and the FWO Anna Booth, and Deputy FWO Michelle Carey.
In yesterday's Workforce Leader's Forum, Natalie Perrin and I hosted the FWO Anna Booth and Deputy FWO, Michelle Carey. There was a lot of great content introduced in the session, including discussions about (1) the important steps the FWO is taking to ensure their compliance and enforcement policy is accessible, predictable and reasonable, (2) the impact of corporate culture in the new wage compliance penalty regime, and (3) the essential 8 steps of good remediations. If you missed the session, you can watch it by registering through this link, https://bit.ly/4axGORJ. It is well worth a watch! #payroll #fwo #pwc
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AWCC Ltd, Australia's only Peak body for the Payroll Profession and Employment Technology Providers, has made its 14 page submission to the Fair Work Commissions "Paid Agents Options Paper." You can read the full submission below, or on our website at: https://lnkd.in/gP2eUnmB A special thankyou to our CEO, Ciaran Strachan MBA for including much of his research into contributing factors towards IR non-compliance in the areas of Unfair Dismissal representation. #industrialrelations #employmentrelations #unfairdismissal #workplaceinvestigations