Payday Super starts on 1 July 2026. From this date, employers will be required to pay employees’ super at the same time as wages, rather than quarterly. Preparing early gives businesses more time to understand the changes and adjust payroll processes with confidence.

No. From 1 July 2026, super must be paid on payday. The current quarterly payment option will be replaced, meaning super contributions need to be paid at the same time as employees are paid. This change is designed to align super with payroll to strengthen retirement savings and tackle unpaid super.

No. Under Payday Super, the new base for calculating Superannuation Guarantee (SG) is Qualifying Earnings (QE) instead of OTE. QE includes all commissions and some additional salary sacrifice amounts as well as all Ordinary Time Earnings. It also may include payments to some contractors so it’s important to review what counts as qualifying earnings for each worker. Updating payroll systems ensures super is calculated correctly every pay run.

Under Payday Super, late or unpaid contributions can trigger the Superannuation Guarantee Charge (SGC), which includes the outstanding super, interest, and an administration charge. Paying super on time each pay run helps avoid these costs and keeps you compliant.

Deputy Payroll handles Payday Super within your normal pay run workflow, so it’s not something your team has to manage separately. You can automate complex super calculations with every pay run, keep wages and super together in one place, and maintain clear audit trails. It’s a unified platform for shift-based businesses to manage rostering, timesheets, pay runs, and super while helping simplify compliance.

Deputy Payroll lets you manage multiple businesses or ABN branches within one account, while running separate payrolls for each entity as needed. Payday Super is handled within the normal pay run workflow, with payments attributed to the correct entity. And if employees work across locations, Deputy Payroll helps make sure payroll and Payday Super are processed correctly.

Deputy HR includes super stapling, which helps employers identify an employee’s existing stapled super fund when they start a new job. This makes it easier to pay super to the correct fund from the beginning. For Payday Super, that can help reduce errors, support compliance, and keep payroll moving smoothly by making sure the right fund details are in place before super is paid through Deputy Payroll.

Super payments must reach the employee’s super fund within 7 business days of payday. This makes it important to run payroll accurately the first time, any bounced or reprocessed payments could delay super reaching employees on time. Using a payroll solution that has an embedded superannuation clearing house is key to on-time super.

Yes. Payday Super applies to all employees, including casual and part-time staff. Super entitlements must be paid on each payday, regardless of hours worked or employment type.

Payday Super can affect cash flow because super must be paid on each payday, not quarterly. This means funds need to be available more frequently, so planning ahead is important.

In some cases, yes. If your modern award or enterprise agreement allows it, you may be able to change how often you run payroll to better manage the cash flow impact of Payday Super. Because pay frequency can affect employee entitlements and compliance obligations, it’s important to check the rules that apply to your business before making any changes.