Awkward!
Its probably more awkward if you have to tell suppliers and employees you don’t have the money to pay them.
If you can’t pay your bills, you may be insolvent and that can lead to harsh penalties for the directors.
Ask for help before you are in over your talk hole.
Incorrect classification of workers puts your business at risk of receiving harsh penalties, so let’s make sure you know and understand your obligations.
In June 2023, the ATO updated their guidelines, so now is a good time to review.
You may find that over time a legitimate contractor could become an employee, so you need to monitor and review new and existing workers.
The penalties for misclassification of workers are not pretty.
So you are trying to save money/headaches/risk by hiring contractors, rather than employees. Make sure you don’t accidentally create more risk for yourself.We’ve googled a bunch of info and copy pasted it here and cut the rubbish to make it easy for you to review your situation. Links to source
On the 1st August changes take effect for small business.
Family and domestic violence means: violent, threatening or other abusive behaviour by certain individuals known to an employee that both: seeks to coerce or control the employee & causes them harm or fear.
On the 1st August changes take effect for small business (less than 15 employees).
As an employer, what do you need to do?
Lots! We’ve created a checklist with links to give you a headstart.
Before making your first hire you need to do a bunch of stuff.
Now that you’ve done the ground work, time to search for the perfect employee. If you’ve found an adequate one, you need to start the onboarding / hiring process.
In January 2021 the government introduced a new option for struggling small businesses.
This is only for incorporated businesses (companies and trusts, not sole traders or partnerships) that have a viable future.
Its quicker, cheaper and easier than traditional options like liquidation or administration.
Fair Work has updated the rules about unpaid parental leave.
From 1 July 2023, the Fair Work Act includes greater flexibility for employees taking unpaid parental leave. This change is to align with updates made to the Paid Parental Leave scheme from 1 July.
Need help with payroll? Ask us to give you a hand
Changes have come into effect from 1st July 2023.
It’s up to your employee to apply for Parental Leave Pay through Services Australia and work out leave arrangements with you.
Parental Leave Pay helps eligible working parents take time off to care for a newborn or recently adopted child. If you need to provide Parental Leave Pay we give you the funds to pass on to your employees. You should provide the funds in the same way you pay their salary or wages.
It’s time to reconcile wages and submit STP finalisations to the ATO on behalf of your employees. You need to make the lodgement on or before 14th July.
There are alot of changes taking effect from 1st July 2023, we’ve prepared an overview for you.
Super goes up on all wage payments made to staff on or after 1st July.
Minimum wages are rising for the first Full pay period from 1st July.
Paid Parental Leave is changing too.
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