{"id":305285,"date":"2026-06-15T10:30:31","date_gmt":"2026-06-14T22:30:31","guid":{"rendered":"https:\/\/www.reckon.com\/au\/?p=305285"},"modified":"2026-06-10T12:39:17","modified_gmt":"2026-06-10T00:39:17","slug":"small-business-changes-july-2026","status":"publish","type":"post","link":"https:\/\/www.reckon.com\/au\/blog\/small-business-changes-july-2026\/","title":{"rendered":"The Big Changes coming in the 2026-27 Financial Year: What businesses need to know"},"content":{"rendered":"<p>[et_pb_section fb_built=&#8221;1&#8243; _builder_version=&#8221;4.16&#8243; da_disable_devices=&#8221;off|off|off&#8221; global_colors_info=&#8221;{}&#8221; da_is_popup=&#8221;off&#8221; da_exit_intent=&#8221;off&#8221; da_has_close=&#8221;on&#8221; da_alt_close=&#8221;off&#8221; da_dark_close=&#8221;off&#8221; da_not_modal=&#8221;on&#8221; da_is_singular=&#8221;off&#8221; da_with_loader=&#8221;off&#8221; da_has_shadow=&#8221;on&#8221;][et_pb_row column_structure=&#8221;1_3,2_3&#8243; _builder_version=&#8221;4.23&#8243; background_size=&#8221;initial&#8221; background_position=&#8221;top_left&#8221; background_repeat=&#8221;repeat&#8221; width=&#8221;100%&#8221; custom_padding=&#8221;||0px||false|false&#8221; locked=&#8221;off&#8221; global_colors_info=&#8221;{}&#8221;][et_pb_column type=&#8221;1_3&#8243; module_class=&#8221;table-contents&#8221; _builder_version=&#8221;4.23&#8243; background_color=&#8221;#f3f2f6&#8243; custom_padding=&#8221;25px||25px||true|false&#8221; sticky_position=&#8221;top&#8221; sticky_limit_bottom=&#8221;section&#8221; sticky_position_tablet=&#8221;top&#8221; sticky_position_phone=&#8221;none&#8221; sticky_position_last_edited=&#8221;on|desktop&#8221; border_radii=&#8221;on|24px|24px|24px|24px&#8221; global_colors_info=&#8221;{}&#8221; custom_padding__hover=&#8221;|||&#8221;][et_pb_text _builder_version=&#8221;4.23&#8243; text_font=&#8221;||||||||&#8221; global_colors_info=&#8221;{}&#8221; background__hover_enabled=&#8221;on|desktop&#8221;][\/et_pb_text][\/et_pb_column][et_pb_column type=&#8221;2_3&#8243; _builder_version=&#8221;4.16&#8243; custom_padding=&#8221;|||&#8221; global_colors_info=&#8221;{}&#8221; custom_padding__hover=&#8221;|||&#8221;][et_pb_text admin_label=&#8221;Intro&#8221; _builder_version=&#8221;4.27.6&#8243; header_2_font_size=&#8221;32px&#8221; hover_enabled=&#8221;0&#8243; header_2_font_size_tablet=&#8221;30px&#8221; header_2_font_size_phone=&#8221;26px&#8221; header_2_font_size_last_edited=&#8221;on|tablet&#8221; global_colors_info=&#8221;{}&#8221; sticky_enabled=&#8221;0&#8243;]<\/p>\n<p>The 2026-27 financial year is hurtling towards us, and for small businesses focused on the EOFY, there are some things they may have missed. Let\u2019s look at the big changes going into effect from July 2026.<\/p>\n<h2>Payday Super: 1 July 2026<\/h2>\n<p>Payday Super changes how every business pays its employees. The payroll compliance update \u2014 biggest change since STP \u2014 requires that superannuation be paid alongside salary and wages (now called <a href=\"https:\/\/www.reckon.com\/au\/small-business-resources\/payday-super\/qualifying-earnings\/\">qualifying earnings<\/a>). This means businesses need to alter their payroll processes and update their cash-flow behaviour.<\/p>\n<p>Quarterly superannuation guarantee (SG) contributions <strong>are out<\/strong>, and businesses need to pay SG contributions to an employee\u2019s designated superfund within <strong>7 business days<\/strong> of salary and wages. So instead of paying superannuation four times per year, super payments may need to be made as often as 52 times per year (depending on the business&#8217;s pay frequency).<\/p>\n<p>To prepare your small business for the upcoming payroll compliance changes, check out our free Payday Super resources:<\/p>\n<ul>\n<li><a href=\"https:\/\/www.reckon.com\/au\/small-business-resources\/payday-super\/\">Payday Super Hub<\/a> for all things related to the new payroll laws.<\/li>\n<li><a href=\"https:\/\/www.reckon.com\/au\/small-business-resources\/payday-super\/payday-super-checklist\/\">Payday Super Checklist<\/a> to prepare your business for 1 July.<\/li>\n<li><a href=\"https:\/\/www.reckon.com\/au\/small-business-resources\/payday-super\/payday-super-cash-flow-calculator\/\">Payday Super Cash Flow Calculator<\/a> to forecast the cash you\u2019ll need for every pay run.<\/li>\n<\/ul>\n<p>[\/et_pb_text][et_pb_text disabled_on=&#8221;off|off|off&#8221; admin_label=&#8221;Scenario&#8221; _builder_version=&#8221;4.27.6&#8243; _module_preset=&#8221;default&#8221; text_text_color=&#8221;#0a004a&#8221; background_color=&#8221;#eeecff&#8221; custom_margin=&#8221;30px||||false|false&#8221; custom_padding=&#8221;20px|30px|30px|30px|false|false&#8221; hover_enabled=&#8221;0&#8243; border_radii=&#8221;on|20px|20px|20px|20px&#8221; box_shadow_style=&#8221;preset2&#8243; locked=&#8221;off&#8221; global_colors_info=&#8221;{}&#8221; sticky_enabled=&#8221;0&#8243;]<\/p>\n<h3>Upcoming July super contributions pitfall<\/h3>\n<p>July could require multiple super liability payments from a business. First, a business will need to <strong>ensure it has settled the April-June SG payments<\/strong> to its employees\u2019 super funds, which are due by 28 July. Secondly, the business needs to account for the Payday Super rules, which <strong>can result in a large cash payment commitment.<\/strong><\/p>\n<p>Another factor to consider is that <strong>the ATO will apply any super contributions to whatever outstanding super liability comes first<\/strong>. If you have not settled the April-June liability \u2014 or any other older outstanding liability \u2014 any super payments made will contribute to that liability first until it has been cleared.<\/p>\n<p>To avoid getting caught out, make sure to <strong>settle the quarterly payment first, or simultaneously<\/strong> alongside your first Payday Super SG contribution.<\/p>\n<p>[\/et_pb_text][et_pb_text _builder_version=&#8221;4.27.6&#8243; _module_preset=&#8221;default&#8221; hover_enabled=&#8221;0&#8243; sticky_enabled=&#8221;0&#8243;]<\/p>\n<h2>Minimum Wage increases: 1 July 2026<\/h2>\n<p>The <a href=\"https:\/\/www.fairwork.gov.au\/about-us\/workplace-laws\/annual-wage-review\/annual-wage-review-2026\" target=\"_blank\" rel=\"noopener\">national minimum wage<\/a> has risen by 4.75%, increasing the weekly rate to $1004.90 or $26.44 an hour (for those not under an award). For those who do have employees under an award, using the <a href=\"https:\/\/calculate.fairwork.gov.au\/FindYourAward\" target=\"_blank\" rel=\"noopener\">Fair Work Ombudsman\u2019s pay tool<\/a> will help you find the specific rate.<\/p>\n<p>The increase is another pay commitment for small businesses and a win for those in entry-level roles as the <a href=\"https:\/\/www.reckon.com\/au\/small-business-resources\/employee\/cost-of-living\/\">cost of living<\/a> bites. The change means employers with staff on the affected rate will need to update their <a href=\"https:\/\/www.reckon.com\/au\/accounting-software\/payroll\/\">payroll systems<\/a> mid-week, as 1 July falls on a Wednesday. For instance, a cafe owner will pay their staff for the week of 29th-5th: Monday and Tuesday will be processed at the previous rate, and Wednesday through Sunday will be at the new rate.<\/p>\n<h2>$20,000 Instant Asset Write-Off and Loss Carryback Scheme made permanent: 1 July 2026<\/h2>\n<p>The May 2026 federal budget has sparked a major debate over the tax reforms <a href=\"https:\/\/www.reckon.com\/au\/blog\/2026-federal-budget-explained\/\">proposed by the Albanese Labor government<\/a>, but there are also some schemes that benefit small businesses:<\/p>\n<p><strong>$20,000 Instant Asset Write-Off:<\/strong><\/p>\n<ul>\n<li>Made permanent for businesses from 1 July 2026.<\/li>\n<li>Available to all businesses with an aggregated turnover under $10 million.<\/li>\n<li>Can be applied to an asset equaling or under (\u2264) $20,000.<\/li>\n<\/ul>\n<p><strong>Loss Carryback Scheme:<\/strong><\/p>\n<ul>\n<li>Allows businesses to carry back revenue losses and offset them against tax paid on the previous 2 financial years.<\/li>\n<li>Available for businesses (under a corporate structure) with an aggregated turnover of under $1 billion.<\/li>\n<li>This applies only to revenue losses and is capped by a company\u2019s franking account balance.<\/li>\n<\/ul>\n<h2>New SMS Messaging Rules: 1 July 2026<\/h2>\n<p>Businesses that use branded SMS messaging to communicate with their customers will need to <a href=\"https:\/\/www.reckon.com\/au\/blog\/acma-sms-rule-changes\/\">register their details with their telecommunications provider<\/a>. If your business isn\u2019t registered, from 1 July 2026, your sender ID will show as \u2018unverified\u2019.<\/p>\n<p>The details that your business will need to provide are:<\/p>\n<ol>\n<li>Business name<\/li>\n<li>ABN<\/li>\n<li>Reason for sending<\/li>\n<\/ol>\n<p>The changes have been introduced by the Australian Communications and Media Authority (ACMA) to help combat <a href=\"https:\/\/www.reckon.com\/au\/small-business-resources\/technology-and-security\/business-scam-stats\/\">scams<\/a> via SMS messaging.<\/p>\n<h2>Anti-money laundering &amp; Counter-terrorism financing (AML\/CTF) registration for certain businesses: 29 July 2026<\/h2>\n<p>Under the AML\/CTF Amendment Bill 2024, more professional service providers will be required to <a href=\"https:\/\/www.austrac.gov.au\/industry-and-business\/about-amlctf-reforms\/about-reforms\" target=\"_blank\" rel=\"noopener\">register with Austrac<\/a>. These services include:<\/p>\n<ul>\n<li>Real estate businesses, professionals, agents, buyers\u2019 agents, and property developers.<\/li>\n<li>Dealers in precious stones, metals and products.<\/li>\n<li>Lawyers, conveyancers, and legal services.<\/li>\n<li>Accountants, trust, and company service providers.<\/li>\n<li>Businesses providing certain virtual asset services (beyond currently regulated digital-to-fiat currency exchange services).<\/li>\n<\/ul>\n<p>These entities will need to enrol via <a href=\"https:\/\/www.austrac.gov.au\/new-austrac\/enrol-us\/enrol-us-overview\" target=\"_blank\" rel=\"noopener\">AUSTRAC online by the 29th July 2026<\/a>. As these services are considered high risk by AUSTRAC, businesses need to conduct due diligence and register with the agency to combat money laundering and terrorism funding.<\/p>\n<p>The new policy requires these businesses to:<\/p>\n<ol>\n<li>Enrol with AUSTRAC by 29 July 2026.<\/li>\n<li>Develop a program that conducts a risk assessment of their clients.<\/li>\n<li>Perform due diligence on high-risk customers.<\/li>\n<li>Report to AUSTRAC when certain events\/transactions are initiated by a client.<\/li>\n<li>Record keeping for 7 years.<\/li>\n<\/ol>\n<h2>RBA Card Surcharge Ban: 1 October 2026<\/h2>\n<p><a href=\"https:\/\/www.reckon.com\/au\/blog\/rba-surcharge-ban\/\">The RBA has banned surcharges on card transactions<\/a>, like debit, prepaid, and credit cards, on EFTPOS, Visa, and Mastercard networks. This ruling applies only to a transaction surcharge to cover merchant payment provider fees, not to holiday surcharging.<\/p>\n<p>For instance, if you charge a customer a price for the services provided and then, at payment, add a transaction fee to cover the processing fee you incur, that is prohibited. Businesses that surcharge to cover merchant processing fees must either absorb the cost or increase prices to accommodate. Essentially, whatever price is advertised, that is the price you must provide.<\/p>\n<p>The ruling also reduces interchange fees, meaning businesses should see lower costs associated with processing card payments.<\/p>\n<h2>Junior Pay Rates Phaseout: 1 December 2026<\/h2>\n<p>The <a href=\"https:\/\/www.reckon.com\/au\/blog\/junior-pay-abolished-fwc\/\">phaseout plan for junior pay rates<\/a> begins in December. The Fair Work Commission has ruled that the wage scale for workers under 21 who are paid under the general retail, fast food, and pharmaceutical industry award is not fit for purpose. The phaseout also includes a pay lift for under-16-year-olds and 17-year-olds.<\/p>\n<ul>\n<li>Under-16s have their pay lifted from 45% to 50% of the award.<\/li>\n<li>16-year-olds will keep 50% of the award.<\/li>\n<li>17-year-olds will have their pay lifted from 60% to 75%.<\/li>\n<\/ul>\n<p>Fair Work Commission Phase-out plan:<\/p>\n<table style=\"border-collapse: collapse; width: 100%; height: 184px;\" border=\"1\">\n<tbody>\n<tr style=\"height: 23px;\">\n<th style=\"width: 25%; height: 23px;\">First pay period after:<\/th>\n<th style=\"width: 25%; text-align: center; height: 23px;\">18 year olds<\/th>\n<th style=\"width: 25%; text-align: center; height: 23px;\">19 year olds<\/th>\n<th style=\"width: 25%; text-align: center; height: 23px;\">20 year olds<\/th>\n<\/tr>\n<tr style=\"height: 23px;\">\n<td style=\"width: 25%; height: 23px;\">Pre-phase-out rate<\/td>\n<td style=\"width: 25%; height: 23px;\">70%<\/td>\n<td style=\"width: 25%; height: 23px;\">80%<\/td>\n<td style=\"width: 25%; height: 23px;\">90%<\/td>\n<\/tr>\n<tr style=\"height: 23px;\">\n<td style=\"width: 25%; height: 23px;\">1 Dec 2026<\/td>\n<td style=\"width: 25%; height: 23px;\">75%<\/td>\n<td style=\"width: 25%; height: 23px;\">85%<\/td>\n<td style=\"width: 25%; height: 23px;\">95%<\/td>\n<\/tr>\n<tr style=\"height: 23px;\">\n<td style=\"width: 25%; height: 23px;\">1 July 2027<\/td>\n<td style=\"width: 25%; height: 23px;\">80%<\/td>\n<td style=\"width: 25%; height: 23px;\">90%<\/td>\n<td style=\"width: 25%; height: 23px;\">100%<\/td>\n<\/tr>\n<tr style=\"height: 23px;\">\n<td style=\"width: 25%; height: 23px;\">1 Dec 2027<\/td>\n<td style=\"width: 25%; height: 23px;\">85%<\/td>\n<td style=\"width: 25%; height: 23px;\">95%<\/td>\n<td style=\"width: 25%; height: 23px;\">&#8211;<\/td>\n<\/tr>\n<tr style=\"height: 23px;\">\n<td style=\"width: 25%; height: 23px;\">1 July 2028<\/td>\n<td style=\"width: 25%; height: 23px;\">90%<\/td>\n<td style=\"width: 25%; height: 23px;\">100%<\/td>\n<td style=\"width: 25%; height: 23px;\">&#8211;<\/td>\n<\/tr>\n<tr style=\"height: 23px;\">\n<td style=\"width: 25%; height: 23px;\">1 Dec 2028<\/td>\n<td style=\"width: 25%; height: 23px;\">95%<\/td>\n<td style=\"width: 25%; height: 23px;\">&#8211;<\/td>\n<td style=\"width: 25%; height: 23px;\">&#8211;<\/td>\n<\/tr>\n<tr style=\"height: 23px;\">\n<td style=\"width: 25%; height: 23px;\">1 July 2029<\/td>\n<td style=\"width: 25%; height: 23px;\">100%<\/td>\n<td style=\"width: 25%; height: 23px;\">&#8211;<\/td>\n<td style=\"width: 25%; height: 23px;\">&#8211;<\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n<p>It is important to be aware that this is the proposed phaseout plan, and the details are still being ironed out. However, it\u2019s best for any affected businesses with young workers to plan for these changes now to accurately forecast cash flow.<\/p>\n<h2>Preparing for the 2026-2027 Financial Year<\/h2>\n<p>Every business with employees needs to account for the Payday Super compliance changes taking effect on 1 July 2026. Everything else mentioned above is industry or circumstance-related, but still important, whether it is a Payday Super or a minimum wage increase; non-compliance comes with penalties.<\/p>\n<p>[\/et_pb_text][ba_social_share icon_bg=&#8221;#03002e&#8221; icon_padding=&#8221;10px|12px|10px|12px|true|true&#8221; layout=&#8221;classic&#8221; show_text=&#8221;off&#8221; btn_padding=&#8221;0px|0px|0px|0px|false|false&#8221; btn_bg_color=&#8221;RGBA(255,255,255,0)&#8221; _builder_version=&#8221;4.23&#8243; _module_preset=&#8221;default&#8221; custom_margin=&#8221;50px||||false|false&#8221; custom_padding=&#8221;25px||||false|false&#8221; custom_css_before=&#8221; 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;&#8221; border_width_top_main=&#8221;1px&#8221; border_color_top_main=&#8221;#e4e4e4&#8243; border_radii_icon=&#8221;on|5px|5px|5px|5px&#8221; global_colors_info=&#8221;{}&#8221; custom_css_before_last_edited=&#8221;off|desktop&#8221;][ba_social_share_child _builder_version=&#8221;4.23&#8243; _module_preset=&#8221;default&#8221; global_colors_info=&#8221;{}&#8221;][\/ba_social_share_child][ba_social_share_child network_type=&#8221;facebook&#8221; _builder_version=&#8221;4.23&#8243; _module_preset=&#8221;default&#8221; global_colors_info=&#8221;{}&#8221;][\/ba_social_share_child][ba_social_share_child network_type=&#8221;linkedin&#8221; _builder_version=&#8221;4.23&#8243; _module_preset=&#8221;default&#8221; global_colors_info=&#8221;{}&#8221;][\/ba_social_share_child][ba_social_share_child network_type=&#8221;email&#8221; _builder_version=&#8221;4.23&#8243; _module_preset=&#8221;default&#8221; global_colors_info=&#8221;{}&#8221;][\/ba_social_share_child][\/ba_social_share][\/et_pb_column][\/et_pb_row][\/et_pb_section]<\/p>\n","protected":false},"excerpt":{"rendered":"<p>The 2026 Federal Budget explained for small businesses, covering tax changes, PAYG updates, CGT reform, and what business owners should do now.<\/p>\n","protected":false},"author":36,"featured_media":305292,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_et_pb_use_builder":"on","_et_pb_old_content":"<p><span style=\"font-weight: 400;\">Is your small business a great place to work? Reckon is! For 2024-2025, Great Place To Work has stamped its seal of approval and determined that Reckon is an industry leader in nurturing our employees and providing a safe workplace.<\/span><\/p><p><span style=\"font-weight: 400;\">So, who is Great Place To Work, and how did Reckon measure up?<\/span><\/p><h2><b>About Great Place to Work<\/b><\/h2><p><a href=\"https:\/\/greatplacetowork.com.au\/?gad_source=1&gclid=Cj0KCQjwrp-3BhDgARIsAEWJ6SzL7-F1-sV6Gkf5tnyw8uPrZuukbvrOGqWlj61-avphW_5hPrNI3F4aAmJ9EALw_wcB\"><span style=\"font-weight: 400;\">Great Place To Work<\/span><\/a><span style=\"font-weight: 400;\"> is an industry body that consults on workplace management and provides certifications for businesses of all sizes on their capacity to offer a great working environment.<\/span><\/p><p><span style=\"font-weight: 400;\">Great Place To Work has reviewed the workplace culture and practices of many Australian businesses and developed a model that determines what is average, to good or great place to work. They don't share this model, but they hint at a few key indicators that are considered, such as leadership, experience, culture, and performance.\u00a0<\/span><\/p><h2><b>How to make a good company culture<\/b><\/h2><p><span style=\"font-weight: 400;\">How the workplace thrives at Reckon starts with our Head of People & Culture, Jessica Morris. Here is what she had to say about our certification:<\/span><\/p><p><em><span style=\"font-weight: 400;\">I\u2019m absolutely thrilled to share that we\u2019ve been officially certified as a Great Place to Work! This recognition is a testament to the incredible culture we have here at Reckon. The team's dedication, authenticity, and camaraderie have been the driving force behind our success, and we can all be proud of it.\u00a0<\/span><\/em><\/p><p><em><span style=\"font-weight: 400;\">Reckon isn\u2019t your typical software company. We are smaller, close-knit, and share the same values you won\u2019t find in a bigger organisation. Everyone is encouraged to be themselves and given the opportunity to find success in their roles. It\u2019s a real privilege to work here.\u00a0<\/span><\/em><\/p><p><em><span style=\"font-weight: 400;\">I\u2019d like to give a big thank you to each of our employees for making our company a fantastic place. Together, we\u2019ll continue to build an environment where everyone has the opportunity to thrive and grow.<\/span><\/em><\/p><p><span style=\"font-weight: 400;\">So, how does Reckon stack up against the rest?\u00a0<\/span><\/p><p><img class=\"alignnone wp-image-7941\" src=\"https:\/\/www.reckon.com\/au\/wp-content\/uploads\/2024\/09\/Untitled-600-x-200-px-1-300x105.png\" alt=\"\" width=\"1086\" height=\"380\" \/><\/p><h2><b>How Reckon scored<\/b><\/h2><p><span style=\"font-weight: 400;\">So, what is the industry standard for a good workplace? Several factors contribute to a great workplace, but ultimately, it comes down to a shared company culture and values that management and employees agree on. Through Great Place To Work\u2019s modelling, <\/span><a href=\"https:\/\/greatplacetowork.com.au\/companies\/Reckon\/\"><span style=\"font-weight: 400;\">Reckon differentiates itself from the typical Aussie company<\/span><\/a><span style=\"font-weight: 400;\">.<\/span><\/p><p><span style=\"font-weight: 400;\">Although Great Place To Work doesn\u2019t provide access to their modelling, it shows where you scored best.<\/span><\/p><p><img class=\"alignnone wp-image-7946\" src=\"https:\/\/www.reckon.com\/reckon-blog\/wp-content\/uploads\/2024\/09\/Graph-300x200.png\" alt=\"\" width=\"810\" height=\"540\" \/><\/p><h3><b>Justice\u00a0<\/b><\/h3><p><span style=\"font-weight: 400;\">Our highest score was in justice, at <\/span><strong>96%<\/strong><span style=\"font-weight: 400;\">. Justice is the extent to which employees perceive management promotes inclusive behaviour and ensures fairness.<\/span><\/p><h3><b>Leadership behaviour<\/b><\/h3><p><span style=\"font-weight: 400;\">Our leadership group measured highly at <\/span><strong>93%<\/strong><span style=\"font-weight: 400;\">. Our employees agreed that Reckon's leadership behaviour resonated with Reckon's strategy and values.\u00a0<\/span><\/p><h3><b>Communication<\/b><\/h3><p><span style=\"font-weight: 400;\">Reckon employees responded with <\/span><strong>93%<\/strong><span style=\"font-weight: 400;\"> satisfaction with communication. This indicator looked at the two-way dialogue employees and management share in the workplace.<\/span><\/p><h3><b>Innovate<\/b><\/h3><p><span style=\"font-weight: 400;\">With a response of <\/span><strong>91%<\/strong><span style=\"font-weight: 400;\">, Reckon employees agreed that innovation was at the forefront of our values.\u00a0<\/span><\/p><h3><b>Engagement rate<\/b><\/h3><p><span style=\"font-weight: 400;\">Reckon employees measured <\/span><strong>90%<\/strong><span style=\"font-weight: 400;\"> for engagement rates. Reckon employees agreed they were more tuned into their work and more receptive to going above and beyond expectations.<\/span><\/p><h3><b>Collaboration and support<\/b><\/h3><p><span style=\"font-weight: 400;\">Reckon employees responded positively overall regarding collaboration and support. At<\/span> <strong>90%<\/strong><span style=\"font-weight: 400;\">, employees agreed that management was more willing to provide training opportunities, resources, and equipment to help them do their jobs better and encourage them.\u00a0<\/span><\/p><h3><b>Pride<\/b><\/h3><p><span style=\"font-weight: 400;\">At <\/span><strong>89%<\/strong><span style=\"font-weight: 400;\">, Reckon employees responded positively to the pride that they take in their work. This indicator shows that most Reckon employees were more fulfilled by their responsibilities than the average company.<\/span><\/p><h2><b>How to improve your workplace standards<\/b><\/h2><p><span style=\"font-weight: 400;\">Are you looking at ways to improve your small business's workplace? Reviewing your <\/span><a href=\"https:\/\/www.reckon.com\/au\/small-business-resources\/payroll-guide\/workforce-management\/\"><span style=\"font-weight: 400;\">workplace management<\/span><\/a><span style=\"font-weight: 400;\"> could set your business up for the future. Even the slightest change can improve workplace culture, keep employees happy, and attract the best staff to your small business.<\/span><\/p>","_et_gb_content_width":"","inline_featured_image":false,"_lmt_disableupdate":"no","_lmt_disable":"","footnotes":""},"categories":[344],"tags":[],"class_list":["post-305285","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-news"],"yoast_head":"<!-- This site is optimized with the Yoast SEO Premium plugin v27.7 (Yoast SEO v27.7) - https:\/\/yoast.com\/product\/yoast-seo-premium-wordpress\/ -->\n<title>Small Business Changes from July 2026: Super, Wages, &amp; Tax | Reckon Blog<\/title>\n<meta name=\"description\" content=\"Key July 2026 changes for small businesses: Payday Super, minimum wage rises, tax write\u2011offs, SMS rules and compliance deadlines.\" \/>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" 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