If you’re a small business owner, you’ve probably heard about “payday super” coming in July 2026. The government has just introduced further measures (to be debated in parliament next year) that will make your life easier when onboarding new employees, and there are some important compliance issues you need to understand.
The good news: check super accounts earlier
Currently, when you hire someone new, you need to give them a choice of super fund form within 28 days. Only after they fail to respond can you request their “stapled fund” details from the ATO. A stapled fund is simply the employee’s existing super account that follows them from job to job. This timing has been awkward and time-consuming. But the proposed new laws will let you request stapled fund information from the ATO before, during, or after giving the employee their choice form. This means you can integrate super information into your onboarding process much more smoothly.
What this means for you: You can now get all the super details sorted upfront, reducing paperwork delays and helping prevent employees from accidentally opening duplicate accounts. Your payroll software should be able to handle this more efficiently, especially with payday super requiring super to be paid at the same time as wages. Don’t worry – employees still have the right to choose their own fund. You’ll still need to provide the choice form. But having the information earlier means you can help new employees see their existing fund details and make an informed decision.
The catch: no more super product advertising
The second change addresses a problem you might not have known existed. Some employee onboarding platforms have been paid to promote specific super funds during the sign-up process. From 1 July 2026, there will be strict rules about which super products can be mentioned during employee onboarding. You’ll only be able to show: MySuper products that have passed performance tests (and only if certain conditions are met); the employee’s existing stapled fund; and your business’s default fund. This ad ban applies from when an employee accepts your job offer until they’ve completed their super fund choice. Breaking these rules could result in civil penalties, so it’s important your onboarding systems comply.
What this means for you: If you use onboarding software or platforms, check with your provider to ensure they’ll be compliant by 1 July 2026. You don’t want to accidentally breach the rules because your software is promoting the wrong products.
Getting ready for payday super
With payday super requiring you to pay super at the same time as wages (rather than quarterly), now is the time to review your entire payroll and super processes. These new onboarding rules are designed to work seamlessly with payday super, but only if you’re prepared. The stapling improvements start soon after the legislation passes, while the advertising restrictions begin on 1 July 2026 – the same date payday super becomes mandatory. Take Action Now Don’t wait until the last minute.
Here’s what you should do: Talk to your accountant or payroll adviser about updating your onboarding processes. Check that your payroll software will support early stapling requests and comply with the advertising restrictions. Visit the ATO website for the latest guidance on payday super and these new measures. Review your employment contracts and onboarding documentation. The transition to payday super is one of the biggest changes to super in years. Getting your systems right now will save you headaches and potential penalties later.
