[et_pb_section fb_built=”1″ _builder_version=”4.16″ da_disable_devices=”off|off|off” global_colors_info=”{}” da_is_popup=”off” da_exit_intent=”off” da_has_close=”on” da_alt_close=”off” da_dark_close=”off” da_not_modal=”on” da_is_singular=”off” da_with_loader=”off” da_has_shadow=”on”][et_pb_row column_structure=”1_3,2_3″ _builder_version=”4.23″ background_size=”initial” background_position=”top_left” background_repeat=”repeat” width=”100%” custom_padding=”||0px||false|false” locked=”off” global_colors_info=”{}”][et_pb_column type=”1_3″ module_class=”table-contents” _builder_version=”4.23″ background_color=”#f3f2f6″ custom_padding=”25px||25px||true|false” sticky_position=”top” sticky_limit_bottom=”section” sticky_position_tablet=”top” sticky_position_phone=”none” sticky_position_last_edited=”on|desktop” border_radii=”on|24px|24px|24px|24px” global_colors_info=”{}” custom_padding__hover=”|||”][et_pb_text _builder_version=”4.23″ text_font=”||||||||” global_colors_info=”{}” background__hover_enabled=”on|desktop”][\/et_pb_text][\/et_pb_column][et_pb_column type=”2_3″ _builder_version=”4.16″ custom_padding=”|||” global_colors_info=”{}” custom_padding__hover=”|||”][et_pb_text admin_label=”Intro” _builder_version=”4.27.6″ header_2_font_size=”32px” custom_margin=”||0px|||” hover_enabled=”0″ header_2_font_size_tablet=”30px” header_2_font_size_phone=”26px” header_2_font_size_last_edited=”on|tablet” global_colors_info=”{}” sticky_enabled=”0″]<\/p>\n
On October 14, 2025, Microsoft will cease support for their Windows 10 operating system (OS). This doesn\u2019t mean that Windows 10 will stop functioning if it\u2019s already installed on your computer. However, it does mean it will no longer receive updates \u2014 or, more importantly, security support. This leaves computers still using Windows 10 vulnerable to cybercriminals, hackers, and scammers.<\/p>\n
Let\u2019s dig into what this means if you still use this operating system for your small business.<\/p>\n
Windows 10 is a computer operating system developed by Microsoft and released in 2015. Windows 10 was the successor to Windows 8.1. If you use a computer with a Microsoft OS (operating system), Windows 10 is the interface between you and your computer.<\/p>\n
A computer operating system, or OS, is software that manages your applications and hardware. Without an OS, your personal devices, such as your computer, phone, or tablet, wouldn\u2019t function. The OS handles your device\u2019s memory, file storage, and resources. Think of an operating system as a skeleton: it holds everything together and allows things to function.<\/p>\n
Microsoft has stopped support for Windows 10 to focus its time and resources on its current, up-to-date OS, Windows 11. Before Windows 10, there were Windows 8.1, 8, 7, Vista and so on. Microsoft releases OS regularly over time as hardware and applications evolve. When updates no longer suffice, they develop operating systems that are (supposedly) better than the last system.<\/p>\n
Microsoft’s announcement of its decision to cut support to Windows 10 is not a surprise; ever since the release of Windows 11, it was only a matter of time. If you have been using the Microsoft OS for the last 20 years, you would be familiar with this current scenario, as the decommission of the Windows 8.1 update caused a similar uproar in 2023.<\/p>\n
In this case, however, around 46% of Windows OS computers worldwide are still operating under Windows 10. This means that many people and businesses need to switch to ensure they are protected and have reliable systems.<\/p>\n
If you are using Windows 10, you have probably been prompted to upgrade your OS many times by now. Before you upgrade, however, you need to know if your current device is suitable to handle Windows 11 OS requirements<\/a>. If your device doesn\u2019t meet the criteria, you will need to purchase a new device. As a side note, any work-related purchases may be tax-deductible<\/a>. New Microsoft devices will already have Windows 11 pre-installed.<\/p>\n [\/et_pb_text][et_pb_image src=”https:\/\/www.reckon.com\/au\/wp-content\/uploads\/2025\/10\/Windows-11-install-graphic.png” alt=”three step installation guide for windows 11″ title_text=”Windows 11 Install Graphic” align=”center” _builder_version=”4.27.4″ _module_preset=”default” hover_enabled=”0″ global_colors_info=”{}” sticky_enabled=”0″][\/et_pb_image][et_pb_text _builder_version=”4.27.4″ _module_preset=”default” global_colors_info=”{}”]<\/p>\n If you have any questions or issues, consult the Microsoft website for more information about the Windows 11 update<\/a>.<\/p>\n The differences between Windows 10 and Windows 11 \u2014 aside from the modern user interface \u2014 would be hard to detect unless your business requires more advanced OS capabilities. With a more modern interface, you will have a more intuitive setup, which will simplify tasks. The bonus as well is that while the interface is more modern, it is not drastically different from what you would be used to with Windows 10. You won\u2019t be required to learn a new system.<\/p>\n The fundamental difference between the two is security hardware. Windows 11 security updates are far more robust than those for Windows 10, and Windows 10 won’t receive any more support.<\/p>\n You can still use Windows 10, but be prepared for zero security support. This leaves everything you have stored on your device vulnerable to hackers and malware. Since cybercrime is on the rise<\/a>, it may be wise to update rather than risk the financial and business fallout of financial loss or a data breach.<\/p>\n If you are not in a position to update to Windows 11 before the 14 October deadline, Microsoft has offered an extension called the Extended Security Updates program<\/a> (ESU).<\/p>\n For instance, suppose you are using legacy software on your devices that are not compatible with Windows 11. In that case, the ESU extends security updates by an extra year while you find a solution or alternatives.<\/p>\n While the support being pulled from Windows 10 could be a potential wrench in the works for your business, it also provides an opportunity to update your system. Set aside time to upgrade your computer with the latest software \u2014 and while you\u2019re at it, review your cybersecurity policy<\/a> to ensure your business is safe from outside threats.<\/p>\n [\/et_pb_text][ba_social_share icon_bg=”#03002e” icon_padding=”10px|12px|10px|12px|true|true” layout=”classic” show_text=”off” btn_padding=”0px|0px|0px|0px|false|false” btn_bg_color=”RGBA(255,255,255,0)” _builder_version=”4.23″ _module_preset=”default” custom_margin=”50px||||false|false” custom_padding=”25px||||false|false” custom_css_before=” content: %22SHARE THIS%22;|| font-size: 16px;|| font-weight: 700;|| line-height: 22px;|| letter-spacing: 0em;|| text-align: center;|| color: #ff5447;|| margin-bottom: 10px;|| display: inline-flex;|| position: absolute;|| margin-top: 10px;” border_width_top_main=”1px” border_color_top_main=”#e4e4e4″ border_radii_icon=”on|5px|5px|5px|5px” global_colors_info=”{}” custom_css_before_last_edited=”off|desktop”][ba_social_share_child _builder_version=”4.23″ _module_preset=”default” global_colors_info=”{}”][\/ba_social_share_child][ba_social_share_child network_type=”facebook” _builder_version=”4.23″ _module_preset=”default” global_colors_info=”{}”][\/ba_social_share_child][ba_social_share_child network_type=”linkedin” _builder_version=”4.23″ _module_preset=”default” global_colors_info=”{}”][\/ba_social_share_child][ba_social_share_child network_type=”email” _builder_version=”4.23″ _module_preset=”default” global_colors_info=”{}”][\/ba_social_share_child][\/ba_social_share][\/et_pb_column][\/et_pb_row][\/et_pb_section]<\/p>\n","protected":false},"excerpt":{"rendered":" Microsoft ends Windows 10 support in 2025. Here’s what small businesses need to know to stay secure and compliant.<\/p>\n","protected":false},"author":36,"featured_media":297937,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_et_pb_use_builder":"on","_et_pb_old_content":" Changes to how casual employees can transition to permanent employment are coming this year. The new process adds an employee-driven element, where, depending on certain circumstances, a casual employee can notify their employer of their intention to move from casual to permanent employment.<\/p> This is a marked departure from the previous rules, which were entirely up to the employers. So, what does this new process look like, and what does it mean for small businesses?<\/p> Let\u2019s go through it.<\/p> The \u201cClosing Loopholes\u201d amendment has directly changed how casual employees remain casual or transition to permanent employment.<\/p> Under the old rules in the National Employment Standard, a casual employee\u2019s employment status was entirely employer-driven. This meant that any conversation or initiation of a casual employee was through the employer's agreement or arrangement.<\/p> Now, employees can let their employer know their desire to change their working status, called the employee choice pathway.<\/p> Under the employee choice pathway, casual employees can pursue permanent employment by notifying their employers of their intent to change from casual to permanent. The following criteria have to be met before notice can be given:<\/p> The changes have been in effect for medium-large businesses since 26 February 2025. Under the legislation, businesses with 15 or more employees must follow the employee choice pathway procedure.<\/p> The changes will come into effect on 26 August 2025 for small businesses (15 employees or fewer). Under the rules of casual employment, an employee may only notify their intent for permanent employment if they have been employed for more than 12 months.<\/p> The employee choice pathway is twofold: a notice of intent to transition from casual to permanent, and the response to that notice. While this may seem simple, a number of factors determine the outcome. First, before a notice can be made to move from casual to permanent, we must look at what defines casual employment status.<\/p> The legal definition of what constitutes casual employment can be found in the Fairwork Act 2009 (15A). This is a rather large document, so for all intents and purposes, casual employment can be simply defined like this:<\/p> If you are unsure about the definition of casual employment<\/a>, the Fairwork Ombudsman has materials and resources.<\/p> The notice a casual employee gives to their employer about moving to permanent employment requires two factors to be satisfied:<\/p> Here is an example of a notice to demonstrate what this would look like in the workplace.<\/p> Imagine a bartender working casually for over 10 months at a large pub with more than 15 workers. This casual employee has been given more responsibilities in the last few months, including rostering other casuals. The employee has also noticed they work fixed, regular, rostered shifts. With this information and a desire for more security in their employment, they approach their employer with notice to transition from casual to permanent employment.<\/em><\/p><\/blockquote> In this example, the employee meets the requirements to give notice and pursue the casual choice pathway. After notice occurs, the employer is required to respond. Let\u2019s take a look.<\/p> Once an employer receives a notice from their employee, they have 21 days to respond. Before a response is made, the employer should consult with the employee about what changes the transition would make to their employment. This discussion should include:<\/p> After a consultation, the employer can accept or reject the notice of employment change.<\/p> When accepting a change, the employer needs to include what has been consulted previously and provide a new written employment agreement with their employee. The changes must immediately be implemented after the acceptance of employment status unless the employer and employee have agreed on a different commencement date.<\/p> When it comes to rejecting a notice, employers need a good reason. An employer can justify a rejection of the notice when either of the following circumstances apply:<\/p> Accepting or rejecting an employee's notice must be thoughtfully considered, whatever the circumstances, and communication should be clear and concise. If there is a disagreement, it may come down to both sides not effectively communicating. However, dispute resolution procedures are in place if the relationship is beyond solving in the workplace. It also should be noted that protections are in place<\/a> against any adverse actions taken in reaction to an employee submitting a notice.<\/p> Any dispute must be resolved first in the workplace. However, if a dispute occurs due to a disagreement about an employee\u2019s employment status, there are a number of avenues that can be explored:<\/p> Unfortunately, if either of these doesn\u2019t remedy the situation, the matter may have to be resolved in court, arbitrated by the Federal Circuit Court.<\/p> As the changes on the pathway from casual to permanent employment are new, there will be a degree of awkwardness in implementation. What is essential is good communication and honesty when discussing an employee's future in your business. As the date for small businesses to follow the new rules is set for 26 August 2025, there is plenty of time to review your procedures for managing your staff<\/a>.<\/p> You may find that the new process has new opportunities for dedicated employees<\/a> to commit fully to your business. Whatever the employee choice pathway brings, ensure you are prepared with proper payroll systems<\/a> to navigate the changing landscape.<\/p>","_et_gb_content_width":"","inline_featured_image":false,"_lmt_disableupdate":"no","_lmt_disable":"","footnotes":""},"categories":[344],"tags":[],"class_list":["post-297935","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-news"],"yoast_head":"\nWindows 11 installation guide:<\/h3>\n
\n
Differences between Windows 10 and 11<\/h2>\n
Windows 10 extension<\/h2>\n
Keeping your business up-to-date<\/h2>\n
Key changes to casual employment rights<\/h2>
Who is affected by the employee choice pathway?<\/h2>
The process involved<\/h2>
Defining casual employment<\/h3>
Giving notice of employment change<\/h3>
Responding to a notice<\/h3>
Accepting or rejecting an employment change notice from an employee<\/h3>
What happens if there is an employment dispute?<\/h2>
The bottom line<\/h2>