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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.
