Qld Workforce Connect Fund

Flor- Hanly - Monday, October 16, 2023

Queensland Workforce Strategy: Workforce Connect Fund

Through the Workforce Connect Fund, small businesses can apply for an HR Support Grant of up to $5,000 (subject to available funding) to implement new and innovative HR solutions to address an immediate need.

Speak to an Industry Workforce Advisor about accessing the grant and enhancing your HR strategy today.

Learn more about the Workforce Connect Fund initiative here.

Having trouble retaining employees?

Building strong and productive working relationships is integral to the success of any business, but what do employees want? Sometimes the answer to that question is not so easy to find!

That’s why the Back to Work team has released the Harrison Tool for Retention — to help employers retain staff within their business.

Using the tool, employers can start conversations with their employees about what motivates them, their strengths and how they can work together.

Learn more about the Harrison Tool for Retention or the other support available through Back to Work here.


Another $2.5M in grants for QLD small businesses

Flor- Hanly - Monday, August 28, 2023

Business Boost Grants Program Queensland

Key points

  • Business Boost grants of up to $20,000 to help Queensland businesses are up for grabs
  • $2.5 million will be available in this round
  • For more information go to
  • Applications close 12 September 2023.

The Business Boost grants program provides support to businesses to improve their efficiency and productivity through organisational development.

The grants can be used for activities that will create growth, such as strategic business planning, design and implementation of sophisticated cloud platforms and online management systems, and, planning and systems for staff management and development.

The Business Boost Grants Guidelines have been updated for this round and are available online now and businesses will be able to register their interest from 9am on 6 September 2023 until 5pm on Friday 12 September 2023.

Business Boost Grants are a pillar of the Queensland Government’s Big Plan for Small Business Strategy 2021-23. Business Boost grants have already helped 379 businesses which have shared in more than $4.7 million.

Flor-Hanly operates throughout Mackay, Clermont and Central Queensland. Our accounting team works with you to help you determine, focus on and achieve your personal and business goals. Contact us on 07 4963 4800.



New Paid DV Leave Arrives for SMB Employees starts 1 August

Flor- Hanly - Friday, July 21, 2023

Paid domestic violence leave entitlements for small business employees

Small businesses across Australia are facing a new challenge as they prepare for the implementation of paid domestic violence leave entitlements starting 1 August 2023.

This new policy grants employees up to ten paid days off during a twelve-month period to address family and domestic violence issues.

Key points about the new entitlement

  • From 1 August, small businesses employees will have the right to avail themselves of ten days of paid domestic or family violence leave within a twelve-month period
  • This leave will be compensated at the employee's regular pay rate, based on the hours they would have worked if they were not on leave
  • The new paid DV leave entitlement builds upon the previous provision of five days of unpaid leave as outlined in the National Employment Standards.

Which businesses are covered?

Small businesses, defined as those with fewer than 15 employees, will be subject to this new entitlement. Larger businesses have already offered this benefit to their employees since February of this year.

Which employees are covered?

The DV paid leave allowance applies to all employees operating under the Fair Work system, including part-time and casual workers.

Paid domestic violence leave can be taken by employees when they need to address the impact of family and domestic violence, and it is not feasible for them to handle these matters outside their work hours. This may include making safety arrangements for themselves or close relatives, attending court hearings, accessing police services, attending counselling sessions, or meeting with medical, financial or legal professionals.

The leave is applicable if an employee is subject to coercion, control, harm or fear instigated by a close relative, current or former intimate partner or a member of their household who acts in a violent, threatening or abusive manner.

When can employees take paid family and domestic violence leave?

  • Employees are not required to accumulate or accrue this leave
  • All ten days are available to them from their first day of employment
  • The ten-day leave allowance will renew on their work anniversary.

For existing employees when the entitlement takes effect, they can access the full ten days on the relevant start date, and the leave will renew on the anniversary of their employment commencement, not on the anniversary of the start date of the entitlement.

How should employees inform employers?

  • Employees should inform their employers about their intention to take paid domestic violence leave as soon as practicable, even if this happens after they have already begun taking their leave
  • Employers can request evidence from the employee to verify that the leave is being used to address family or domestic violence issues, as described above.

Employers can only use this information to ensure the employee's entitlement to family and domestic violence leave, except for specific situations where the employee consents to the employer sharing the information, when the employer is legally obligated to share the information, or when sharing the information is essential to protect the life, health, or safety of the employee or another person. Importantly, information disclosed to the employer cannot be used against the employee in any adverse action.

Are workers still entitled to unpaid family and domestic violence leave?

Starting from 1 August 2023, the new DV entitlement will replace the previous five-day unpaid leave allowance. However, until that date, small business employees can still claim the existing unpaid leave entitlement.

How is DV paid leave noted on payslips?

  • To ensure the employee's safety and privacy, there are specific rules about how employers should record the use of paid family and domestic violence leave
  • It should not be mentioned as such on the payslip and should be recorded as ordinary hours worked or labeled as an allowance, bonus or overtime payment
  • If an employee requests it, the leave can be listed as another kind of leave, such as paid annual leave.

Support for small businesses during the transition

The Fair Work Ombudsman has prepared a comprehensive guide to help small businesses navigate the new entitlements. Businesses can access this guide for further assistance and understanding.

As the implementation date nears, small businesses need to ensure they are ready to comply with the new paid domestic violence leave entitlements and provide much-needed support to employees facing family and domestic violence challenges.

For help with any of these changes, contact the team at Flor-Hanly in Mackay on 07 4963 4800.

If you or someone you know is impacted by sexual assault, or domestic or family violence, call 1800RESPECT on 1800 737 732 or visit the 1800 Respect website.

For information about local services, download the free Daisy App. 

Accessible information and support is available via the free Sunny App which has been developed for and by women with disability. 

For Aboriginal Family Domestic Violence Hotline, call 1800 019 123.

For legal information, visit the Family Violence Law Help website.

In an emergency, call 000.


Agribusiness Digital Solutions Grants Scheme

Flor- Hanly - Wednesday, July 12, 2023

Round 2 now open

The Agribusiness Digital Solutions Grants Scheme offers co-contribution grants of up to $100,000 to support projects which result in the trialling and adoption of digital technologies into supply chains within agricultural, fishery or forestry industries in Queensland.

Key dates

  • Applications open 7 July 2023
  • Applications to apply close 18 August 2023
  • Applicants will be notified of applications outcomes by 29 September 2023

Apply online here »

Program information

The Agribusiness Digital Solutions Grants Scheme aims to improve the resilience of the agribusiness sector or primary production industries by supporting industry organisations to implement digital technologies and systems that increase preparedness for future disruptions and risks related to biosecurity, climate and food safety. 

Co-contribution grants of up to $100,000 are available on a competitive basis to industry organisations and other entities established to advance or promote the economic development of the agribusiness sector, a primary production industry or part of a primary production industry. 

An amount of $1.3 million has been made available to fund grants under Round Two of the Scheme. Grants are subject to the availability of funding and applying for a grant is no guarantee funding will be approved.

QRIDA administers the Agribusiness Digital Solutions Grants Scheme on behalf of the Department of Agriculture and Fisheries.

Project eligibility criteria

To be eligible for funding projects must:

  • implement a digital solution that will provide benefit to the agribusiness sector, a primary production industry or part of a primary production industry within Queensland; 
  • improve the resilience of the agribusiness sector or primary production industries in Queensland; and
  • allow for the benefits or lessons of the project to be shared across the agribusiness sector or a primary production industry. 

For further details on eligibility please refer to the Scheme guidelines


1 July changes

Flor- Hanly - Thursday, June 29, 2023

What you need to know

There are legal, financial, and other changes your business will have to be across very soon. Not sure what they are or what to do? Don’t worry, we have you covered.

It’s been a big year for changes in areas like people management, pay and tax. Here’s a rundown of some key changes that will come into effect 1 July and what they mean for your business and your employees.


If you haven’t already, then it’s time to get your payroll systems sorted as the superannuation guarantee increases to 11% from 1 July. The super guarantees for the current quarter will stay at 10.5%.

Also, make sure you’re across the gradual increases, which will see the super guarantee reach 12% by July 2025.

To work out how this will impact employees’ pay, have a look at whether their contract states their salary is inclusive of superannuation or not.


Employees should also be aware that from 1 July, wage increases will come into effect following a ruling from the Fair Work Commission.

For employees who aren’t covered by an award, the minimum wage will go up from 1 July to $882.80 per week, or $23.23 per hour, and will apply from the first full pay period starting on or after 1 July 2023.

For employees covered by an award, minimum award wages will increase by 5.75%, also applying to the first full pay period starting on or after 1 July 2023.


From 1 July 2023, the application fee will increase to $83.30. The fee applies to dismissal, general protections, bullying, and sexual harassment at work applications made under sections 365, 372, 394, 773, and 789FC of the Fair Work Act 2009.

There is no fee to make an application to deal with a sexual harassment dispute under section 527F of the Fair Work Act.

Also effective from 1 July, the high-income threshold in unfair dismissal cases will increase to $167,500 and the compensation limit will be $83,750 for dismissals occurring on or after 1 July 2023.


From 1 July, amendments to the Paid Parental Leave Scheme will come into effect.

Notably, the Dad and Partner Pay (DAPP) scheme, which currently provides up to two weeks of paid leave, will now be combined with the 18-week paid parental leave scheme. This means eligible parent couples or single parents can share their 20 weeks of leave – aimed at greater gender equity in parental caring responsibilities.

There are other changes, too, such as the whole 20 weeks of leave of instalments can be received flexibly in multiple blocks within 24 months of the child’s birth or adoption date, removing the previous requirement of 12 weeks in one continuous period.

Also, note that employees now have greater rights to request an additional 12 months of leave (24 in total) – and employers need to show reasonable business grounds on which to refuse.


For those who employ parents with young children, it’s worth noting that childcare rebates will change from 1 July. They should result in any employees with a family income of less than $530,000 getting a higher level of subsidy for the cost of childcare.

For example, families earning up to $80,000 will get an increased maximum Child Care Subsidy (CCS) amount, from 85% to 90%. If they earn over $80,000, they may get a subsidy starting from 90%, but it will go down by 1% for each $5,000 of income the family earns.

While these changes are applied automatically, it is worth being aware that they are coming.


From 1 February, employers with 15 or more employees were required to provide their employees with 10 days of paid family and domestic violence leave (FDVL) per year. 

For smaller employers who employ less than 15 employees, this entitlement will operate from 1 August 2023.

Paid family and domestic violence leave is quite a sensitive topic, and there need to be procedures in place – on everything from how the HR or manager handles requests to the privacy issues around how it gets recorded on a pay slip.


For those businesses employing older Australians, it’s worth noting that from 1 July, the pension age will be raised to 67 for those born on or after 1 January 1957.

Not only that but asset and income eligibility tests will also be revamped, which means singles can earn $204 a fortnight and couples $360 a fortnight, before losing their full pension.


With soaring power bills contributing significantly to business operating costs, $650 in bill relief is on its way from July.

The total amount of bill relief will vary by state. To be eligible, your business must be on a separately metered business tariff with your electricity retailer – so if you run a business from home, you probably won’t qualify.

If you need help with any of these changes, contact the team at Flor-Hanly in Mackay on 07 4963 4800.

Source: MyBusiness



July changes to fuel tax credit rates

Flor- Hanly - Monday, June 26, 2023

Fuel tax credit rates for business

Fuel tax credit rates change regularly, so it's important to check and apply the correct rate.

They are indexed twice a year – in February and August – based on the upward movement of the consumer price index (CPI). The CPI indexation factor for rates from 1 February 2023 is 1.037.

Fuel tax credit rates may also change for fuel used in a heavy vehicle for travelling on a public road. This is due to changes in the road user charge.

The heavy vehicle road user charge will increase by 6% over 3 years from 28.8 cents per litre for petrol and diesel in 2023–24, to 30.5 cents per litre in 2024–25 and to 32.4 cents per litre in 2025–26.

The road user charge rate for gaseous fuels per kilogram rate will increase from 38.5 cents per kilogram in 2023-24, to 40.8 cents per kilogram in 2024–25, to 43.2 cents per kilogram in 2025–26. Currently, the road user charge reduces fuel tax credits for gaseous fuels to nil.

In July 2023, rates will change for biodiesel (B100) due to an annual increase in excise duty rates.

From 29 September 2022, the rates changed due to the end of the temporary reduction of fuel excise duty. The reduction, which was in place from 30 March to 28 September, applied to excise and excise equivalent customs duty rates for petrol, diesel and all other fuel and petroleum-based products (except aviation fuels). This affected the fuel tax credit rates during this period.

For current fuel tax rates, see From 1 July 2023 to 30 June 2024 (includes rates from 1 July 2023) or contact Flor-Hanly's accountants in North Mackay on 07 4963 4800.

Source: ATO



New free app helps sugar growers plan and increase yields

Flor- Hanly - Wednesday, May 24, 2023

Harvest Mate app

Optimised harvesting could add $44 million to Queensland grower revenue.

A ground-breaking new decision support tool that helps sugarcane growers make more profitable decisions at harvest time has been launched in Queensland.

The Harvest Mate app, developed through a collaboration between the State Government and Sugar Research Australia (SRA) is designed to help growers capture additional sugar yield from their paddocks.

Research shows that optimised harvester settings have the potential to add $44 million to annual grower revenue across Queensland for green-harvested sugarcane.

The decision support tool uses data collected by SRA from years of trials across the sugar industry and is supported by detailed economic data collected and analysed by the Department of Agriculture and Fisheries (DAF).

Harvest Mate is designed to use growers’ block and crop information in addition to harvester, haul-out and labour details and harvest conditions to predict optimal harvester settings.

Growers can download the app for free from the Google Play Store or Apple Store.

Flor-Hanly services primary producers across Central and Northern Queensland and beyond. From the CQ coast to Longreach. From Charters Towers to Roma. Contact our team in Mackay on 4963 4800 or visit our website.

Source: QLD Government



2023-24 Federal Budget Summary

Flor- Hanly - Wednesday, May 10, 2023

Modest but meaningful

A range of measures provide cost-of-living relief to individuals such as increased and expanded JobSeeker payments and better access to affordable housing.

As part of the measures introduced for small business, a temporary $20,000 threshold for the small business instant asset write-off will apply for one year, following the end of the temporary full expensing rules.

No changes were announced to personal income tax cuts legislated to commence in 2023–24.

Personal income tax measures

Increasing the Medicare levy low-income thresholds

The Government will increase the Medicare levy low-income thresholds for singles, families and seniors and pensioners from 1 July 2022 as follows:

  • The threshold for singles will be increased from $23,365 to $24,276.
  • The family threshold will be increased from $39,402 to $40,939.
  • For single seniors and pensioners, the threshold will be increased from $36,925 to $38,365.
  • The family threshold for seniors and pensioners will be increased from $51,401 to $53,406.

For each dependent child or student, the family income thresholds will increase by a further $3,760 instead of the previous amount of $3,619.

The increase in the thresholds provides cost-of-living relief by taking account of recent CPI outcomes so that low-income individuals continue to be exempt from paying the Medicare levy.

Exempting lump sum payments in arrears from the Medicare levy

The Government will exempt eligible lump sum payments in arrears from the Medicare levy from 1 July 2024. This measure will ensure low-income taxpayers do not pay higher amounts of the Medicare levy as a result of receiving an eligible lump sum payment, for example as compensation for underpaid wages.

Eligibility requirements will ensure that relief is targeted to taxpayers who are genuinely low-income and should be eligible for a reduced Medicare levy. To qualify, taxpayers must be eligible for a reduction in the Medicare levy in the two most recent years to which the lump sum accrues.

Taxpayers must also satisfy the eligibility requirements of the existing lump sum payment in arrears tax offset, including that a lump sum accounts for at least 10% of the taxpayer’s income in the year of receipt.

Small business measures

$20,000 instant asset write-off

From 1 July 2023 until 30 June 2024, the Government will temporarily increase the instant asset write-off threshold from $1,000 to $20,000.

Small businesses with an aggregated annual turnover of less than $10 million will be able to immediately deduct the full cost of eligible assets costing less than $20,000 that are first used or installed ready for use between 1 July 2023 and 30 June 2024. The $20,000 threshold will apply on a per-asset basis, so small businesses can instantly write off multiple assets.

Assets valued at $20,000 or more (which cannot be immediately deducted) can continue to be placed into the small business simplified depreciation pool and depreciated at 15% in the first income year and 30% each income year thereafter.

The provisions that prevent small businesses from re-entering the simplified depreciation regime for five years if they opt-out will continue to be suspended until 30 June 2024.

New Energy Incentive for small businesses

Small and medium businesses with an aggregated annual turnover of less than $50 million will be able to deduct an additional 20% of the cost of eligible depreciating assets that support electrification and more efficient use of energy. Up to $100,000 of total expenditure will be eligible for the Small Business Energy Incentive, with the maximum bonus deduction being $20,000.

A range of depreciating assets, as well as upgrades to existing assets, will be eligible for the Small Business Energy Incentive. These will include assets that upgrade to more efficient electrical goods (such as energy-efficient fridges), assets that support electrification (such as heat pumps and electric heating or cooling systems), and demand management assets (such as batteries or thermal energy storage). Full details of eligibility criteria will be finalised in consultation with stakeholders.

Eligible assets will need to be first used or installed ready for use between 1 July 2023 and 30 June 2024. Eligible upgrades will also need to be made in this period.

Certain exclusions will apply such as electric vehicles, renewable electricity generation assets, capital works, and assets that are not connected to the electricity grid and use fossil fuels.

Lodgment penalty amnesty program

A lodgment penalty amnesty program is being provided for small businesses with an aggregated turnover of less than $10 million to encourage them to re-engage with the tax system.

The amnesty will remit failure-to-lodge penalties for outstanding tax statements lodged in the period from 1 June 2023 to 31 December 2023 that were originally due during the period from 1 December 2019 to 28 February 2022.

Halving the increase in quarterly tax instalments

The Government will amend the tax law to set the GDP adjustment factor for pay as you go (‘PAYG’) and GST instalments at 6% for the 2024 income year, a reduction from 12% under the statutory formula. The reduced factor will provide cash flow support to small businesses and other PAYG instalment taxpayers.

The 6% GDP adjustment rate will apply to small businesses and individuals who are eligible to use the relevant instalment methods (up to $10 million aggregated annual turnover for GST instalments and $50 million aggregated annual turnover for PAYG instalments), in respect of instalments that relate to the 2024 income year and fall due after the enabling legislation receives Royal Assent.

Superannuation measures

Government to amend the non-arm’s length income (‘NALI’) provisions

The Government will amend the NALI provisions which apply to expenditure incurred by superannuation funds by doing the following:

  • Limiting income of self-managed superannuation funds and small Australian Prudential Regulation Authority (‘APRA’) regulated funds that is taxable as NALI to twice the level of a general expense. Additionally, fund income taxable as NALI will exclude contributions.
  • Exempting expenditure that occurred prior to the 2019 income year.
  • Exempting large APRA-regulated funds from the NALI provisions for both general and specificexpenses of the fund.

Increasing the frequency of superannuation guarantee payments

From 1 July 2026, employers will be required to pay their employees’ superannuation guarantee entitlements on the same day that they pay salary and wages.

Currently, employers are only required to pay their employees’ superannuation guarantee on a quarterly basis. By increasing the payment frequency of superannuation to align with the payment of salary and wages, this measure aims to ensure employees have greater visibility over whether their entitlements have been paid and better enable the ATO to recover unpaid superannuation.

Changes to the design of the superannuation guarantee charge will also be necessary to align with increased payment frequency.

This package will particularly benefit those in lower paid, casual and insecure work who are more likely to miss out when superannuation guarantee is paid less frequently.

Earnings for superannuation balances above $3 million taxed at 30%

From 1 July 2025, the Government will reduce the tax concessions available to individuals with a total superannuation balance exceeding $3 million.

Individuals with a total superannuation balance of less than $3 million will not be affected.

This reform is intended to ensure superannuation concessions are better targeted and sustainable. It will bring the headline tax rate to 30%, up from 15%, for earnings corresponding to the proportion of an individual’s total superannuation balance that is greater than $3 million. This rate remains lower than the top marginal tax rate of 45%.

Earnings relating to assets below the $3 million threshold will continue to be taxed at 15%, or 0% if held in a retirement pension account.

Interests in defined benefit schemes will be appropriately valued and will have earnings taxed under this measure in a similar way to other interests. This will ensure commensurate treatment.

The measure will not place a limit on the amount of money an individual can hold in superannuation. The current contributions rules will continue to apply.

Tax integrity measures

Expanding the general anti-avoidance rule (Part IVA)

The Government will expand the scope of the general anti-avoidance rule for income tax (Part IVA of the ITAA 1936) so that it can apply to:

  • schemes that reduce tax paid in Australia by accessing a lower withholding tax rate on income paid to foreign residents; and
  • schemes that achieve an Australian income tax benefit, even where the dominant purpose was to reduce foreign income tax.This measure will apply to income years commencing on or after 1 July 2024, regardless of whether the scheme was entered into before that date.

Extending the compliance program for personal income tax

The Government will provide $89.6 million to the ATO and $1.2 million to Treasury to extend the Personal Income Tax Compliance Program for two years from 1 July 2025 and expand its scope from 1 July 2023.

This extension will enable the ATO to continue to deliver a combination of proactive, preventative and corrective activities in key areas of non-compliance, and to expand the scope of the program to address emerging areas of risk, such as deductions relating to short-term rental properties to ensure they are genuinely available to rent.

Improving engagement with taxpayers to ensure timely payment of tax and superannuation liabilities

The Government will provide funding over four years from 1 July 2023 to enable the ATO to engage more effectively with businesses to address the growth of tax and superannuation liabilities.

The additional funding will facilitate ATO engagement with taxpayers who have high-value debts over $100,000 and aged debts older than two years where those taxpayers are either:

  • public and multinational groups with an aggregated turnover of greater than $10 million; or
  • privately owned groups or individuals controlling over $5 million of net wealth.

Investing in superannuation guarantee compliance

The Government will provide $40.2 million to the ATO in the 2024 income year, which includes $27 million for the ATO to improve data matching capabilities to identify and act on cases of superannuation guarantee underpayment by employers and $13.2 million for consultation and co-design.

Four-year extension for GST compliance program

The Government will provide $588.8 million to the ATO over four years from 1 July 2023 to continue a range of activities that promote GST compliance.

These activities will ensure businesses meet their tax obligations, including accurately accounting for and remitting GST, and correctly claiming GST refunds. Funding through this extension will also help the ATO develop more sophisticated analytical tools to combat emerging risks to the GST system.

Extending and merging the Serious Financial Crime Taskforce and Serious Organised Crime program

The Government will extend funding for the Serious Financial Crime Taskforce (‘SFCT’) and Serious Organised Crime program (‘SOC’) over four years to 30 June 2027 and merge the programs, with a merged SFCT to commence from 1 July 2023.

The SFCT and SOC are currently separately funded ATO-led cross-agency collaborations between the ATO, national policing and other law enforcement and regulatory agencies, targeting serious and organised crime groups and serious financial crime and tax evasion.

An extension and merging of these programs will maximise the disruption of organised crime groups that seek to undermine the integrity of Australia’s public finances.

Other Budget measures

Capital allowances – Accelerating the capital works tax deduction for ‘Build-To-Rent Developments’

For eligible new build-to-rent projects where construction commences after 7:30pm (AEST) on 9 May 2023 (Budget night), the Government will:

  • increase the rate for the capital works tax deduction to 4% per year; and
  • reduce the final withholding tax rate on eligible fund payments from managed investment trust(‘MIT’) investments from 30% to 15%.

This measure will apply to build-to-rent projects consisting of 50 or more apartments or dwellings made available for rent to the general public. The dwellings must be retained under single ownership for at least 10 years before being able to be sold and landlords must offer a lease term of at least three years for each dwelling.

The reduced managed investment trust withholding tax rate for residential build-to-rent will apply from 1 July 2024. Consultation will be undertaken on implementation details, including any minimum proportion of dwellings being offered as affordable tenancies and the length of time dwellings must be retained under single ownership.

FBT – Electric Car Discount

The Government will sunset the eligibility of plug-in hybrid electric cars for the FBT exemption for eligible electric cars. This change will apply from 1 April 2025.

Arrangements involving plug-in hybrid electric cars entered into between 1 July 2022 and 31 March 2025 remain eligible for the Electric Car Discount.

Note that this announcement is already reflected in the legislation. Specifically, Treasury Laws Amendment (Electric Car Discount) Act 2022 included a ‘sunset clause’ with respect to plug-in hybrid electric cars. The law applies such that a plug-in hybrid electric car ceases to be a ‘zero or low emissions vehicle’ from 1 April 2025 and, thus, ceases to be eligible for the FBT exemption from 1 April 2025, subject to transitional measures.

Incentivising pensioners into the workforce – six months extension

The Government will provide $3.7 million to extend the measure to provide age and veteran pensioners with a once-off credit of $4,000 to their Work Bonus income bank and temporarily increase the maximum income bank until 31 December 2023.

Under this measure, pensioners can earn up to $11,800 before their pension is reduced, supporting pensioners who want to work, or work more hours, to do so without losing their pension.

Budget questions?

If you have any questions, please contact the team at Flor-Hanly in North Mackay who can help you to understand how these proposed changes could apply to you.

The full Budget papers are available at and the Treasury ministers’ media releases are available at Please note that these Budget measures are still only proposed and not yet law.


ATO introduces payday super

Flor- Hanly - Thursday, May 04, 2023

Superannuation system update

On 2 May 2023 the Australian Government announced that from 1 July 2026, employers will be required to pay their employees’ super at the same time as their salary and wages.

The start date will provide employers, super funds, payroll providers and other parts of the superannuation system with sufficient time to prepare for the change. This measure is not yet law.

Treasury and the ATO will consult closely with industry and stakeholders on these changes in the second half of 2023.

For more information, see the Hon Stephen Jones MP joint media release here »

Read more about how Flor-Hanly can assist with superannuation or contact our team on 07 4963 4800.

Source: ATO


Super guarantee rate change scheduled

Flor- Hanly - Friday, April 21, 2023

Get ready for a change in the super guarantee rate

The superannuation guarantee (SG) rate will increase from 10.5% to 11% on 1 July 2023.

Employers, remember to update your payroll system to align with these changes.

The new SG rate applies to payments made to workers on or after 1 July 2023.

The Superannuation Guarantee is a compulsory scheme that requires employers to provide a minimum level of superannuation support to their eligible employees.

Under this scheme, employers are required to make regular contributions to a complying superannuation fund or retirement savings account (RSA) on behalf of their employees. The current rate of SG contribution is set at 10% of an employee's ordinary time earnings, with some exceptions for certain employees such as those under 18 years of age or earning less than $450 in a month.

The aim of the SG scheme is to help save for retirement and reduce reliance on the age pension. It also helps to ensure that employees are provided with a level of superannuation support throughout their working life, regardless of their employer or industry.

It is important to note that the SG scheme is separate from any additional voluntary contributions that an employee may choose to make to their superannuation account.

Refer to the ATO's Super Guarantee Percentage table here »

To discuss tax planning, payroll updates or to clarify the requirements around this topic further contact the tax team at Flor-Hanly in Mackay on 07 4963 4800.

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