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In today’s fast-changing business environment, setting and forgetting your financial goals is no longer enough. Shifts in the economy, industry conditions, or even within your own business can quickly make old targets irrelevant. Reviewing and resetting your goals regularly ensures you remain competitive, financially resilient, and focused on the future.
It’s important to note as you read what’s ahead, that the team at Attune Advisory are well equipped to help guide you through strategies to help you through setting and resetting your goals. Not only that, we’ll help with the numbers that make your goals a reality. So, let’s dive in…
The first step is to evaluate your current financial position. This includes reviewing your key performance indicators (KPIs), budgets, and forecasts. Ask yourself: are the targets you set six or twelve months ago still realistic? Have market conditions, client demand, or internal changes reshaped your priorities? By taking an honest look at where you stand, you can make more informed decisions about what needs to shift.
Once you understand your current position, the next step is to forecast how changes may affect your financials. Consider how new costs, opportunities, or risks will influence your cash flow, profit and loss, and balance sheet. These forecasts provide the foundation for updated goals.
Ambition is important, but flexibility matters just as much. Many business owners underestimate how long it will take to reach a target. Building in realistic timeframes helps ensure goals are both challenging and achievable.
Financial goals shouldn’t be set in isolation. Involving your leadership team, advisors and external experts (like your Attune Advisory team) creates a stronger process. A collaborative approach brings diverse perspectives and builds accountability. When your people understand and contribute to the targets, they’re more invested in achieving them.
The beauty of having an external team on board, brings that external lense – highlighting risks or opportunities you may not see from inside the business.
Resetting goals isn’t a once-a-year exercise. Regular reviews – quarterly or even monthly – help you stay responsive. This way, if conditions change, you’re ready to adapt rather than react. By treating goal-setting as a dynamic process, your business is better equipped to manage challenges and seize opportunities as they arise.
Regularly reviewing and resetting your financial goals is one of the smartest steps you can take to keep your business moving forward. By assessing your current position, forecasting realistically, and collaborating with your team and advisors, you’ll create goals that reflect today’s realities while preparing you for tomorrow.
Ready to reset your financial goals and build a tailored strategy to achieve them? Give the team at Attune Advisory a call on 1300 866 113 or send us an email today.
For years, Environmental, Social, and Governance (ESG) reporting was seen as something only large corporations worried about. But the landscape is changing. Increasingly, small and medium-sized businesses (SMEs) are finding that ESG principles matter, and not just for compliance, but also for winning business, attracting talent, and building long-term resilience.
If you’re a business owner wondering whether ESG applies to you, the answer is increasingly “yes.” Here’s what it means in practice and how you can take small, intentional steps to get ahead.
ESG refers to how businesses measure and manage their impact across three key areas:
• Environmental – energy efficiency, waste management, supply chain sustainability, and your overall carbon footprint.
• Social – workplace culture, diversity and inclusion, employee wellbeing, and community engagement.
• Governance – transparency, ethical decision-making, risk management, and compliance with regulations.
For SMEs, ESG matters because clients, employees, and investors increasingly expect businesses of all sizes to show responsible practices. Even if you’re not legally required to produce formal ESG reports, demonstrating alignment with these principles can set you apart in a competitive market.
You don’t need a dedicated ESG department to make progress. Here are small but effective actions to consider:
• Start with Measurement: Track simple metrics: your energy use, recycling efforts, or employee turnover. These create a baseline you can improve on.
• Formalise Policies: Draft clear policies on workplace behaviour, diversity, and governance. Even short, practical documents show intent and can be shared with clients.
• Engage Your Team: Ask staff for input on social and environmental initiatives. Ideas like community volunteering, reducing office waste, or flexible working practices can make a big difference.
• Report Simply: You don’t need a glossy ESG report. A straightforward section in your annual report or website update can show stakeholders what you’re doing and why.
Navigating ESG can feel overwhelming, especially if you’re already managing growth, cash flow, and compliance. At Attune Advisory, we support SMEs with practical, scalable strategies that integrate ESG into broader business planning.
• Through our Business Advisory services, we help align ESG goals with financial and operational strategies.
• With Virtual CFO support, we provide reporting frameworks and governance oversight without the cost of a full-time executive.
• For day-to-day efficiency, our Business Process Outsourcing can free up your team to focus on value-driven initiatives.
Our approach is grounded in practicality, ensuring ESG supports your business goals, rather than becoming an extra layer of red tape.
Final Word
ESG isn’t just for the ASX-listed giants anymore. For SMEs, it’s fast becoming a marker of trust, professionalism, and future-readiness. By taking small, deliberate steps now, you can strengthen client relationships, attract better talent, and build a more resilient business for the long term.
Want to explore how ESG fits into your strategy? Give the Attune Advisory team a call on 1300 866 113 or send us an email – we’ll help you take the first step with confidence.
For many business owners, the term “Division 7A” can be intimidating, and for good reason. The rules around these loans are complex, and getting them wrong can lead to unwanted tax consequences. At Attune Advisory, we believe in making compliance clear, so here’s a straightforward look at what Division 7A loans are, why they matter, and how to avoid common pitfalls.
Division 7A applies when private companies provide payments, loans, or other benefits to shareholders (or their associates). While this may sound harmless, the ATO views these transactions carefully. If they’re not structured correctly, they may be treated as unfranked dividends, meaning they’re taxable in the hands of the recipient, often without the benefit of franking credits.
For small and medium-sized businesses, Division 7A isn’t just red tape, it’s about avoiding unnecessary tax bills and protecting cash flow. If your company provides financial benefits to shareholders that aren’t properly documented or repaid, you could face:
• Additional tax liabilities
• Interest charges
• Penalties for non-compliance
In short, overlooking these rules can create serious financial strain and erode the protections of your company structure.
Even well-meaning directors can run into Division 7A issues. Here are some of the most frequent mistakes:
One option that businesses sometimes use is declaring a franked dividend to offset a Division 7A loan. In this scenario, instead of repaying the loan directly, the company declares a dividend (with franking credits attached), which can then reduce the loan balance. This approach requires careful planning to ensure the tax impact works in the shareholder’s favour, so professional advice is critical.
What happens if we breach Division 7A rules?
Act quickly. Creating a compliant loan agreement, making minimum repayments, or fully repaying the loan can help rectify issues.
What is a “deemed dividend”?
If the ATO determines a benefit given to a shareholder (or associate) doesn’t meet Division 7A rules, it can be classified as a deemed unfranked dividend, taxable without franking credits.
Division 7A is one of those areas where mistakes can be costly. But with the right systems, documentation, and advice, you can stay compliant and avoid unexpected tax liabilities.
If you Need clarity on Division 7A or other company tax obligations? Give the Attune Advisory team a call on 1300 866 113 or send us an email to start the conversation — you’ll be glad you did.
Unlike direct costs (such as raw materials or project-specific expenses), overheads don’t directly generate income. Yet, they have a huge impact on profitability. Keeping overheads under control – without losing capability – is one of the most important financial management skills for any business owner.
Overheads are the fixed and variable costs required to support business operations. They can include:
• Facilities: rent, office supplies, utilities, cleaning.
• Staffing: salaries, superannuation, insurance, recruitment.
• Technology: software, subscriptions, IT support, security.
• Administration: professional fees, licences, training, and compliance.
These costs are unavoidable, but how you manage them can mean the difference between a healthy profit margin and a business under pressure.
It’s easy to underestimate the effect overheads have on your bottom line. Every dollar spent on an overhead is a dollar not contributing to net profit.
For example, if your business operates on a 20% margin, an unnecessary $10,000 in overheads means you need an extra $50,000 in revenue just to stand still. That’s why trimming overheads can create immediate, tangible improvements in profitability.
Overheads also matter from a cash flow perspective. Rising overheads eat into working capital, making it harder to cover wages, purchase stock, or invest in growth. For many businesses, especially SMEs, this is where financial stress starts to show.
Many businesses fall into the trap of allowing overheads to creep up unnoticed. Common pitfalls include:
Over time, these issues compound, eroding margins and creating inefficiencies.
1. Review Regularly
Overheads shouldn’t just be reviewed at tax time. Monthly or quarterly reviews give you visibility on what’s creeping up and where adjustments can be made.
2. Benchmark Costs
Compare your overhead ratios (like rent-to-revenue or wages-to-turnover) with industry benchmarks. This helps identify areas where you may be overspending.
3. Separate Fixed and Variable Costs
Understanding which costs are fixed and which are flexible helps you plan more effectively. For example, while rent may be locked in, utilities and casual staffing costs can often be managed more dynamically.
4. Embrace Technology
Using automation and cloud-based platforms can streamline processes, reduce admin costs, and free up resources for more value-adding activities.
5. Seek Strategic Oversight
Sometimes, overhead management requires an external perspective. That’s where professional advisory services can make a significant difference – that’s where we come in.
At Attune Advisory, we work with clients to make sure overheads are not just monitored — but strategically managed. Our services include:
• Business Advisory: We help businesses review their cost structures, identify inefficiencies, and develop strategies for leaner, more sustainable operations.
• Virtual CFO Services: For growing businesses, our Virtual CFO offering provides high-level financial leadership, including detailed overhead analysis, cash flow forecasting, and scenario planning – without the cost of a full-time CFO.
• Business Process Outsourcing (BPO): Outsourcing administrative functions can reduce payroll overheads and increase efficiency, letting you focus on what you do best.
By combining these services, we help clients track, trim, and tidy their overheads while maintaining the capability and resources needed to grow.
Overheads are a fact of business life, but they don’t have to erode your profitability. By keeping a close eye on your costs, benchmarking against industry standards, and making smart adjustments, you can ensure your overheads remain lean and sustainable.
Managing overheads isn’t just about cutting costs, it’s about aligning spending with strategy. With the right support, overhead management becomes a tool not only for survival but for long-term growth.
Want a fresh perspective on your overheads? Give the Attune Advisory team a call on 1300 866 113 or send us an email to arrange a review. You’ll be glad you did.
With the Federal Government’s push towards greener transport and recent tax incentives, more Australians are considering electric vehicles (EVs). One option worth exploring is salary sacrificing for an EV through a novated lease – but is it the right move for you?
A novated lease is a three-way agreement between you, your employer, and a leasing provider. Your employer makes lease payments on your behalf by deducting them from your pre-tax salary, and you get full private use of the vehicle.
When structured correctly, and if the vehicle qualifies, the arrangement can reduce your taxable income and in many cases be exempt from fringe benefits tax (FBT).
Let’s say you earn $100,000 a year. If you salary sacrifice $15,000 towards a novated lease, your taxable income drops to $85,000. Depending on your marginal tax rate, that could translate into thousands of dollars in annual tax savings. Over the course of a five-year lease, those savings could easily add up to more than $20,000.
While the tax savings can be attractive, it’s important to factor in ongoing vehicle costs:
• Charging: Using grid electricity costs around $500 annually for 12,000 km. Solar can bring this down, while public fast charging may cost $30–$40 per session.
• Insurance: EV insurance can be higher, averaging around $1,500 a year, due to specialist repair needs.
• Servicing: Lower than petrol vehicles, often around $1,000 a year since EVs have fewer moving parts.
• Registration & road fees: Vary by state, with some jurisdictions offering discounts.
These costs – along with charging, insurance, servicing, and even registration – can often be bundled into the lease, helping you budget more easily and potentially gain further tax efficiencies.
Not all vehicles qualify. To access the FBT exemption:
• The car must be a battery electric vehicle or hydrogen fuel cell vehicle.
• Plug-in hybrid vehicles will no longer qualify (since 1 April 2025, unless an existing lease is in place).
• The purchase price must be below the Luxury Car Tax threshold for fuel-efficient vehicles ($91,387 for 2025–26).
• The car must have first been held and used on or after 1 July 2022.
Even when exempt from FBT, the benefit is reportable, which may impact certain government payments or income-tested benefits.
If your employment ends, the novated lease doesn’t automatically stop. You’ll need to either:
• Take over the lease personally,
• Transfer it to a new employer, or
• Pay out/terminate the lease early (which may involve fees and residual costs).
The financial upside can be significant – but whether a novated EV lease suits you depends on your income level, career stability, driving habits, and overall financial goals. Employers can also consider novated leasing as part of their employee benefits offering, helping attract and retain staff.
For tailored advice on structuring a novated lease and understanding the tax implications, give the Attune Advisory team a call on 1300 866 113 or send us an email. Let’s make sure your decision delivers the best financial outcome possible.
As we approach World Mental Health Day (October 10), it’s a timely reminder of the importance of looking after our mental wellbeing – both personally and within the workplace.
At Attune Advisory, we understand that financial and operational success in business is closely tied to the wellbeing of the people behind it. Yet too often, mental health takes a back seat to deadlines, targets, and long hours.
Mental health challenges can affect anyone, regardless of role or experience. Ignoring them can lead to serious consequences, from burnout and absenteeism to decreased productivity and engagement. For business owners and leaders, fostering a culture that values mental wellbeing isn’t just the right thing to do for everyone involved, it also helps teams perform at their best.
• Checking in regularly: Simple conversations about workload and wellbeing can uncover issues early.
• Normalising support: Encourage employees to access professional help without stigma.
• Flexible work arrangements: Providing space for work-life balance can make a huge difference.
• Promoting wellness programs: Initiatives such as mindfulness sessions, mental health workshops, or wellbeing resources signal that mental health matters. These things can be easy to organise, and often at very low or no cost.
At a personal level, it’s equally important to recognise signs of stress or mental strain in ourselves. Simple strategies – from regular exercise and sleep to maintaining social connections and taking time out – can help prevent issues from escalating.
While the human cost of poor mental health is the primary concern, the business impact cannot be ignored. Teams that feel supported, understood, and valued are more engaged, innovative, and resilient. By prioritising wellbeing, businesses not only foster healthier workplaces but also contribute to more sustainable performance.
As we reflect on mental health this October, let’s commit to creating environments – both at work and at home – where wellbeing is actively supported. After all, thriving people create thriving businesses.
For more guidance on supporting mental health at work or in your own life, the World Health Organization provides helpful resources and initiatives: WHO Mental Health Day.
No matter the size of your business, staying on top of tax deadlines is essential. Timely lodgement and payment keep you compliant with the ATO, protect your cash flow, and help you avoid unnecessary penalties.
As you’re no doubt aware, the ATO sets specific dates each month for Business Activity Statements (BAS), superannuation contributions, and other reports. Missing these deadlines can quickly add up in fines and interest charges — but with some planning, and assistance from the Attune team we can help you make them easy to manage.
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For many businesses, cash flow is stretched at year-end. But falling behind on tax or super obligations only makes things harder down the track. Lodging on time — even if you can’t pay in full — shows the ATO you’re proactive and may give you access to flexible payment arrangements if the need arises.
Take Control of Compliance
Tax compliance doesn’t need to be overwhelming. With the right systems and advice, you can stay ahead of deadlines, maintain healthy cash flow, and protect your business from unnecessary penalties.
For help staying on top of your obligations, give the Attune Advisory team a call on 1300 866 113 or send us an email. Lets make sure you remain compliant and in the best tax position possible as the year continues.
You may have seen our recent article about how a DPN works, but because running a company in Australia comes with responsibilities that extend well beyond day-to-day operations, we thought it worthwhile diving in again. A Director Penalty Notice is one of the more serious risks directors face, it results in personal liability for certain unpaid company taxes. The Australian Taxation Office (ATO) uses Director Penalty Notices (DPNs) to enforce this, and in recent months, their use has been increasing.
If you’re a director, or considering becoming one, understanding how DPNs work and how to protect yourself is essential.
A Director Penalty Notice is a formal notice issued by the ATO that can make you personally liable for a company’s unpaid:
• Pay As You Go (PAYG) withholding
• Goods and Services Tax (GST)
• Superannuation Guarantee Charge (SGC)
In other words, if these obligations aren’t paid on time, the ATO can shift the responsibility from the business to its directors.
Once a DPN is issued, directors have 21 days to take action. That action may involve:
• Paying the debt in full
• Placing the company into administration or liquidation (for certain types of notices)
Failing to respond within the deadline means the penalty automatically becomes locked in against the director personally, with no further opportunity to resolve it through company processes.
Even if your company can’t pay its full tax bill, you should still lodge BAS and superannuation guarantee statements on time. This is because:
• Lodged on time: You may still be eligible for a “non-lockdown” DPN, which gives you restructuring or administration options.
• Lodged late: You lose these options. A “lockdown” DPN means you are automatically liable, and resigning as a director won’t remove that responsibility.
• “If I resign, I’m safe.” Not true. Resigning after the debt has arisen doesn’t protect you. You remain liable for periods when you were a director.
• “The company can sort it out later.” Once the 21 days have passed, the liability is personal and permanent.
• “This only affects large companies.” In reality, small and medium businesses are often targeted because cash flow pressures can lead to unpaid GST or super.
Being a company director can open doors for growth and opportunity, but it also carries personal risks if tax obligations aren’t met. DPNs are one of the ATO’s strongest enforcement tools, and ignoring them is not an option.
The best defence is proactive compliance, clear oversight of company finances, and timely action if issues arise.
Need clarity on your obligations as a director? Give the Attune Advisory team a call on 1300 866 113 or send us an email to start the conversation — you’ll be glad you did.
From the start of this financial year came a new round of payroll and compliance changes for Australian employers. From wage increases to expanded leave entitlements, the rules have shifted, and every business owner needs to know what’s changed to avoid costly missteps.
Payroll isn’t just an administrative task, it directly affects your cash flow, staff satisfaction, and compliance obligations. Missing a new requirement could mean backpay claims, fines, or serious legal disputes. Staying on top of the updates ensures you’re not only compliant but also seen as a fair and reliable employer.
With Payroll Auditing becoming more prevalent there’s less avenues for excuses with incorrect payroll, and certainly, more room to nail your obligations without breaking a sweat. So, if you’re unsure, we can point you in the right direction so you can stay proactive and ensure you’re doing everything you can (and should) for your team and business’ wellbeing.
The national minimum wage has risen by 3.5%, bringing the base rate to $948 per week or $24.95 per hour. Every employee covered by the minimum or award rates is impacted. Double-check your rosters and pay runs to ensure you’re meeting the new standard.
The superannuation guarantee has officially lifted from 11.5% to 12%. While half a percent may not sound like much, across your whole workforce it adds up. Be sure payroll systems are updated and factor the increase into future budgets.
Parents now have access to 24 weeks (120 days) of paid parental leave for children born or adopted after 1 July 2025. This means employers need to plan for longer absences, update leave policies, and ensure payroll software reflects the new entitlement.
Two important shifts:
• ATO interest on overdue tax debts is no longer deductible. Late payments will now hit your bottom line harder.
• Instant asset write-off capped at $1,000 per item. Larger purchases will need to be depreciated over time instead of deducted upfront.
• Right to disconnect: From August 26, small business employees can refuse after-hours calls or emails unless it’s an emergency.
• Casual conversion: Long-term casual staff now have an easier path to request permanent roles. Businesses must have processes in place to handle these requests fairly.
1. Review wages and budgets: Ensure you’re paying the correct minimum rates and adjust cash flow forecasts for the super increase.
2. Update policies and payroll systems: Reflect the extended parental leave entitlements and workplace rights in your HR documents.
3. Stay tax-smart: Keep ATO deadlines top of mind and plan asset purchases with depreciation rules in mind.
4. Communicate with your tea: Be transparent with staff about changes to pay, leave, and workplace policies.
Managing payroll and compliance isn’t just about avoiding penalties, it’s about building trust with your employees and keeping your business running smoothly. By preparing now, you’ll avoid surprises, keep staff engaged, and maintain stronger financial control.
Need a hand navigating the changes?
Give the team a call on 1300 866 113 or send us an email to start the conversation – you’ll be glad you did.
When most business owners hear the words “tax planning,” their minds immediately jump to June 30. But in reality, effective tax planning isn’t something to dust off once a year. For Australian SMEs, it’s a year-round strategy that can deliver lasting benefits to cash flow, compliance, and growth.
Here’s why smart tax planning should be embedded into your business operations, not just your EOFY checklist.
Cash flow is the lifeblood of any small-to-medium enterprise. By planning ahead, businesses can structure expenses and income in ways that smooth out cash flow peaks and troughs. For example:
• Strategic timing of invoices and payments can help you better manage working capital.
• Regularly reviewing PAYG instalments ensures you’re not overpaying (or underpaying) tax during the year.
• Claiming eligible deductions early can ease cash flow pressure.
Proactive planning means fewer surprises and more certainty when it comes to meeting your obligations.
Australia’s tax system offers a range of deductions and incentives that SMEs can leverage, but many go unclaimed simply because business owners don’t plan ahead. Some examples include:
• Instant asset write-offs or temporary full expensing on eligible equipment purchases.
• Home office and technology expenses, especially relevant for hybrid or remote work setups.
• Industry-specific deductions, such as tools for trades or professional development for consultants.
Staying across these opportunities all year round helps ensure nothing is left on the table.
ATO scrutiny on SMEs has increased in recent years, with a strong focus on accurate record-keeping, GST compliance, and correct claims. Tax planning isn’t just about reducing liability — it’s also about staying on the right side of compliance.
Working with a proactive advisor helps you:
• Keep records organised.
• Meet all lodgement deadlines.
• Avoid penalties or interest from misreporting.
This peace of mind allows you to focus on running your business, not worrying about unexpected letters from the ATO.
Good tax planning is really good business planning. Structuring your tax position correctly can support your long-term goals, whether that’s reinvesting profits into growth, securing finance, or planning an eventual business exit.
For instance, an advisor can help you:
• Structure your business (company, trust, partnership) to balance tax efficiency with liability protection.
• Plan for capital gains tax when selling assets.
• Access R&D tax incentives to fuel innovation.
This strategic lens turns tax from a cost into an enabler of sustainable growth.
When you have clarity over your tax obligations and opportunities, it’s easier to make confident decisions. Whether it’s hiring new staff, investing in new equipment, or expanding into new markets, ongoing tax planning gives you the numbers you need to move forward with certainty.
Our approach (that should also be yours), is that tax planning isn’t just a once-a-year exercise — it’s a year-round strategy that underpins cash flow, compliance, and growth. By working with the Attune team throughout the year as part of your tax processess, allows you to unlock deductions, reduce risk, and make better business decisions with confidence.
We’re here to help you take control of your tax position and plan for success all year round, so let’s talk about what we can do for you … Call us on 1300 866 113 or get in touch here to speak with an expert.
