Superannuation Changes 1 July 2026: What Employers Must Do Now
From 1 July 2026, superannuation changed. And if your payroll system isn’t set up correctly, you’re no longer following Australian law.
Here’s what you need to know, in plain English.
What Changed
Up until 30 June 2026, employers could pay superannuation quarterly. Contributions had to reach employees’ super funds within one quarter (three months).
From 1 July 2026, that’s gone.
Now; employers must pay superannuation at the same time as wages. Contributions must reach employees’ super funds within seven business days after payday.
That’s it. Seven business days. Not 30 days. Not quarterly. Seven business days.
What This Means for Employers
This is a significant shift. It means;
✅ Your payroll system needs to process super contributions immediately after paying wages
✅ You can’t batch superannuation payments any longer
✅ You need to track seven-business day deadlines carefully
✅ Missing the deadline is non-compliance
The One Thing You Need to Check Right Now
Is your payroll system set up to meet the seven-business day requirement?
If you’re using payroll software (Xero, MYOB, etc.), check:
- Does it automatically calculate super contributions on payday?
- Does it track the seven-business day deadline?
- Does it flag non-compliance if contributions aren’t processed on time?
If the answer to any of these is “I’m not sure,” contact your payroll provider or accountant today. Don’t wait.
This Also Changes Your Employment Agreements
Here’s what many employers don’t realise; this change means your employment contracts, terms and conditions, and agreements need updating.
Specifically; they should clearly state that superannuation is paid within seven business days of payday (not quarterly as they may currently say).
If your employment agreements still reference quarterly super payments, they’re out of date.
Update them now.
Why This Matters
Beyond compliance, this is about fairness to your employees.
Superannuation is their retirement savings. Getting it to them faster means it starts working for them sooner. That’s good for them, and it’s good compliance practice for you.
What To Do
- Check your payroll system (does it meet the seven-business day requirement?)
- Update your employment agreements (remove quarterly references!)
- Brief your finance and HR teams (if you have them)
- Make sure your accountant or payroll provider knows you’re across this
Simple. Practical. Compliant.
Need Clarity?
Most employers I work with have questions about how this works in practice. Different industries, different pay cycles, different systems.
If you’re unsure whether your payroll setup meets the seven-business day requirement, or you need help updating your employment agreements, that’s exactly what I help with.
Book a free 15-minute discovery call to discuss your superannuation compliance:
Or explore my Australian Employment Law HR Audit ($997) to identify all your compliance gaps: