Customized annual calendar of people and employment compliance obligations specific to your business. Track Modern Award updates, payroll tax deadlines, leave management milestones, and legislative changes throughout the year.
The Challenge
You miss Award rate update deadlines because you don't track when they're due
Payroll tax lodgements are missed or late because you don't have a system to track them
You don't reconcile leave balances regularly, creating disputes about leave owing
Compliance obligations are scattered across different documents or remembered ad-hoc
You discover past compliance gaps during an audit because you never tracked obligations
What's Included
Calendar specific to your business, location, and Awards, showing all compliance deadlines and obligations for the year.
Month-by-month checklist of actions needed (payroll updates, superannuation, reporting, reconciliations).
Calendar with reminders (usually 2 weeks before deadline) so compliance isn't missed.
Brief explanation of what each compliance obligation means and how to meet it.
Calendar reviewed and updated annually to reflect Award changes, legislative updates, and business growth.
Why It Matters
Employment compliance has multiple deadlines throughout the year. Award rates update (usually 1 Sept), superannuation contributions are due monthly or quarterly, payroll tax is due quarterly or annually (depending on state), leave balances should be reconciled periodically, and various reporting obligations apply. A compliance calendar keeps these obligations visible and ensures nothing is missed. It's especially important for growing businesses—as you hire more staff, compliance becomes more complex. A calendar also helps with budgeting—you know when costs will increase (Award rate updates) and when major compliance efforts are needed (year-end payroll tax reconciliation).
Single calendar tracking all compliance deadlines
Proactive reminders before compliance deadlines
Awareness of annual regulatory changes (Award rates, tax, superannuation)
Reduced risk of missing critical compliance dates
Better planning for seasonal compliance peaks (payroll tax reporting, annual leave planning)
Documented evidence of compliance-conscious management
The Process
Your business profile reviewed (size, industry, Award, employee count, pay frequency)
Annual compliance obligations identified (Award rate updates, payroll tax, super guarantee, leave tracking, reporting deadlines)
Key dates mapped to a calendar (Award updates 1 Sept, financial year end, quarterly/annual reporting, leave year end)
Calendar distributed with reminders and action items for each deadline
Calendar reviewed quarterly to track progress and adjust for changes
Updated annually as regulations change or business grows
Best For
Small businesses managing compliance without a dedicated HR or compliance officer
Growing businesses where compliance is becoming more complex
Busy owners who need all obligations in one place to stay on top
Businesses that have had compliance gaps and want to be more proactive
Complementary Services
Ongoing monitoring of Modern Award rates and Annual Wage Index updates. We track when rates change, calculate new minimum pay levels, and ensure your pay rates stay compliant throughout the year.
Regular, ongoing audits of payroll, employment records, and Award compliance. We monitor for payment errors, classification issues, leave underpayment, and other compliance gaps, catching problems early.
Complete employment documentation: employment contracts, Fair Work Statements, tax file number declarations, superannuation declarations, emergency contacts, and acknowledgments. All required documents collected and properly filed.
FAQ
Award rate updates (usually 1 Sept), payroll tax lodgement (usually quarterly or annually), superannuation contributions (monthly or quarterly), annual leave balances (usually at year-end), leave accrual (if tracked), FBT compliance (annual), and any industry-specific obligations.
By the date the Award becomes operative—usually 1 September for most Awards. You must update payroll and pay any back-pay from that date.
Most states require lodgement quarterly by the 21st of the month following the quarter end. Some states have monthly or annual reporting. It depends on your location and payroll size.
At least annually at a consistent date (often 30 June or end of contract anniversary). More frequently if possible. This prevents disputes about leave owing.
Yes. A calendar helps you stay on top of deadlines. Without tracking, compliance obligations are easy to miss, especially for growing businesses.
Can't find the answer you're looking for? Get in touch
We can help you implement compliance calendar and start seeing results. Book a consultation to discuss your specific needs and explore how this service can transform your business.