{"id":306602,"date":"2026-07-07T11:30:06","date_gmt":"2026-07-06T23:30:06","guid":{"rendered":"https:\/\/www.reckon.com\/au\/?p=306602"},"modified":"2026-07-03T13:08:31","modified_gmt":"2026-07-03T01:08:31","slug":"small-business-marketing-expenses","status":"publish","type":"post","link":"https:\/\/www.reckon.com\/au\/blog\/small-business-marketing-expenses\/","title":{"rendered":"Small Business Marketing Expenses: What You Can Claim"},"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;4.27.7&#8243; header_2_font_size=&#8221;32px&#8221; custom_margin=&#8221;||0px|||&#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>At the end of the financial year, it can become a frenzy of sorting which business expenses to claim on your tax return. For small businesses, especially sole traders, marketing expenses can be confusing because they are more complex than other operational expenses. The cost-to-value of marketing isn\u2019t straightforward, so many receipts get left in the too-hard basket.<\/p>\n<p>Instead, let\u2019s change our mindset about marketing expenses and view marketing spend as a long-term investment you can claim as a deduction.<\/p>\n<h2>How marketing costs affect your small business<\/h2>\n<p>Marketing for many small businesses and sole traders can sometimes be an afterthought. That\u2019s fair enough \u2014 getting your business operational and generating income is a good priority.<\/p>\n<p>However, often, budget allocation for marketing looks like this:<\/p>\n<p style=\"text-align: center;\"><strong>Work &gt; Revenue &gt; Expenses &gt; What\u2019s left over (pay myself) &gt; Marketing spend.<\/strong><\/p>\n<p>This keeps budgets thin and unfocused, which isn\u2019t exactly useful. An <a href=\"https:\/\/www.reckon.com\/au\/blog\/small-business-marketing-handbook\/\">effective marketing strategy<\/a> means setting aside the funds you actually need to do it well, and this requires some long-term financial planning.<\/p>\n<h2>What counts as a marketing expense<\/h2>\n<p>Marketing expenses should be easy to spot, like invoices from TikTok, print shops, or the ad agency you hired. But some aren&#8217;t so obvious. Let\u2019s look at an example list of expenses and pick which ones fall under marketing.<\/p>\n<p>[\/et_pb_text][et_pb_code _builder_version=&#8221;4.27.7&#8243; _module_preset=&#8221;default&#8221; global_colors_info=&#8221;{}&#8221;]<!--<!-- [et_pb_line_break_holder] -->  Marty&#8217;s marketing expenses reveal widget<!-- [et_pb_line_break_holder] -->&#8211;><!-- [et_pb_line_break_holder] --><\/p>\n<div class=\"rcn-marty-widget\" data-rcn-marty><!-- [et_pb_line_break_holder] -->  <\/p>\n<div class=\"rcn-marty-card\"><!-- [et_pb_line_break_holder] -->    <pee class=\"rcn-marty-label\">Marty&#8217;s monthly expenses<\/pee><!-- [et_pb_line_break_holder] -->    <\/p>\n<div class=\"rcn-marty-list\"><\/div>\n<p><!-- [et_pb_line_break_holder] -->    <\/p>\n<div class=\"rcn-marty-reveal-zone\"><!-- [et_pb_line_break_holder] -->      <\/p>\n<div class=\"rcn-marty-reveal-btn\" role=\"button\" tabindex=\"0\" aria-label=\"Reveal which expenses are marketing\"><!-- [et_pb_line_break_holder] -->        Which of these are marketing expenses?<!-- [et_pb_line_break_holder] -->      <\/div>\n<p><!-- [et_pb_line_break_holder] -->    <\/div>\n<p><!-- [et_pb_line_break_holder] -->    <\/p>\n<div class=\"rcn-marty-summary\"><!-- [et_pb_line_break_holder] -->      <pee class=\"rcn-marty-summary-text\"><\/pee><!-- [et_pb_line_break_holder] -->    <\/div>\n<p><!-- [et_pb_line_break_holder] -->    <\/p>\n<div class=\"rcn-marty-reset-btn\" role=\"button\" tabindex=\"0\" aria-label=\"Reset the list to its original state\"><!-- [et_pb_line_break_holder] -->      <svg viewBox=\"0 0 24 24\" width=\"16\" height=\"16\" fill=\"none\" stroke=\"currentColor\" stroke-width=\"2\" stroke-linecap=\"round\" stroke-linejoin=\"round\"><!-- [et_pb_line_break_holder] -->        <polyline points=\"1 4 1 10 7 10\"><\/polyline><!-- [et_pb_line_break_holder] -->        <path d=\"M3.51 15a9 9 0 1 0 2.13-9.36L1 10\"><\/path><!-- [et_pb_line_break_holder] -->      <\/svg><!-- [et_pb_line_break_holder] -->    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For instance, the referral thank-you gift to Marty\u2019s wholesaler could count as a valid expense because it cultivates a business relationship with his branded materials \u2014 and that\u2019s good marketing.<\/p>\n<p>So when reviewing marketing expenses at <a href=\"https:\/\/www.reckon.com\/au\/small-business-resources\/end-of-financial-year\/\">EOFY<\/a>, keep this golden rule in mind. Anything that costs your business money should be considered an expense.<\/p>\n<h2>Eligible tax claims for small businesses and sole traders<\/h2>\n<p>The ATO has pretty strict rules in place for what counts as an eligible deduction for small businesses and sole traders. Here are the rules to keep in mind when reviewing receipts at EOFY.<\/p>\n<h3>Mixed business: Business vs personal deductions<\/h3>\n<p>Freelancers and side hustlers sometimes blur the line between business and personal, but the ATO is strict on this one. The business portion of an expense is claimable; the personal stuff isn\u2019t. This rule is straightforward for expenses like a work phone bill, but becomes painful to track if your personal phone is also your business phone.<\/p>\n<p>Keeping things separate is a must, and the best way to do so is with a logbook. This is the approach for travel logs for work cars and should be the same for any item used for personal\/business purposes. Keep things fair and reasonable, with explanations when claiming these expenses, as just numbers and a receipt may not pass the pub test.<\/p>\n<h3>Capital expenditure vs revenue expense<\/h3>\n<p>When running a business, expenses fall into two categories: <a href=\"https:\/\/www.reckon.com\/au\/small-business-resources\/starting-a-small-business\/capex-vs-opex\/\">capital and operating<\/a>. Capital expenses structurally improve a business, whereas operating expenses keep a business running. Why is this important? Well, the entirety of a capital expense can\u2019t be claimed in a single financial year (unlike operating expenses). Instead, capital expenses are claimed over time.<\/p>\n<p>This creates confusion if you aren\u2019t sure what the difference is between the two, especially for marketing. For example, creating a basic website for a business counts as an enduring asset, meaning the costs associated with creating that website (e.g. hiring a web designer) are considered capital and thus depreciated over time. However, the costs to keep the website running (e.g. domain name subscription) are operational, therefore deductible in the same financial year.<\/p>\n<p>Keep in mind that the ATO doesn\u2019t care what department an expense sits under: just what the expense does for the business.<\/p>\n<h2>ATO rules for tax deductions<\/h2>\n<p>When it comes to <a href=\"https:\/\/www.reckon.com\/au\/glossary\/tax-deductions\/\">tax deductions<\/a>, the ATO wants to know two basic things: a working record of the expense, and evidence that you paid for it. So keep receipts, invoices, and bank statements, and provide a brief description of how your business used the expense when lodging your tax return. These help immensely if the ATO asks \u2014 because it does.<\/p>\n<h2>Your business and marketing expenses<\/h2>\n<p>When it comes to marketing expenses, a lot of what you pay for can be claimed. The main takeaway is that you:<\/p>\n<ol>\n<li>Budget and plan for your marketing spend throughout the year<\/li>\n<li>Know the difference between capital and operational expenses<\/li>\n<li>Record and keep evidence for claimable deductions<\/li>\n<\/ol>\n<p>By following these steps, you should get a better understanding of how to budget your marketing campaigns, run a more efficient business, and identify the expenses you can claim so that you\u2019re ready at EOFY.<\/p>\n<p>One of the best ways to track expenses as they come up is with <a href=\"https:\/\/www.reckon.com\/au\/accounting-software\/\">Reckon One accounting software<\/a>. This way, you can ditch spreadsheets and keep your finances in check.<\/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>Confused about marketing expenses? Discover what small businesses can claim, plus ATO tips to stay compliant and save money.<\/p>\n","protected":false},"author":36,"featured_media":306604,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_et_pb_use_builder":"on","_et_pb_old_content":"<p>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><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><p>Let\u2019s go through it.<\/p><h2>Key changes to casual employment rights<\/h2><p>The \u201cClosing Loopholes\u201d amendment has directly changed how casual employees remain casual or transition to permanent employment.<\/p><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><p>Now, employees can let their employer know their desire to change their working status, called the employee choice pathway.<\/p><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><ul><li>The employee has been employed for 6 months or more (or for small business, 12 months or more)<\/li><li>The employee believes that they no longer meet the requirements of a casual employee defined under the Fairwork Act 2009<\/li><\/ul><h2>Who is affected by the employee choice pathway?<\/h2><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><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><h2>The process involved<\/h2><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><h3>Defining casual employment<\/h3><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><ul><li>The employment relationship is not a firm commitment to further ongoing work.<\/li><li>The employee is entitled to casual loading under the rate determined under their agreement, rate, or contract.<\/li><\/ul><p>If you are unsure about the definition of <a href=\"https:\/\/www.fairwork.gov.au\/starting-employment\/types-of-employees\/casual-employees\" target=\"_blank\" rel=\"noopener\">casual employment<\/a>, the Fairwork Ombudsman has materials and resources.<\/p><h3>Giving notice of employment change<\/h3><p>The notice a casual employee gives to their employer about moving to permanent employment requires two factors to be satisfied:<\/p><ol><li>The employee must have been employed for 6 months or more (12 months or more for small businesses), and;<\/li><li>The employee believes that they no longer meet the requirements of casual employment.<\/li><\/ol><p>Here is an example of a notice to demonstrate what this would look like in the workplace.<\/p><blockquote><p><em>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><p>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><h3>Responding to a notice<\/h3><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><ul><li>Whether the employee would move to full-time or part-time permanent employment.<\/li><li>The change of hours the employee will work.<\/li><li>When the change of employment will take effect.<\/li><\/ul><p>After a consultation, the employer can accept or reject the notice of employment change.<\/p><h3>Accepting or rejecting an employment change notice from an employee<\/h3><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><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><ul><li>The employee still meets the requirements of casual employment.<\/li><li>Causes significant changes to the business organisational structure.<\/li><li>It will have a considerable impact on day-to-day business operations.<\/li><li>The change will break existing rules in an award or enterprise agreement.<\/li><li>The change violates recruitment or selection procedures that are protected by law.<\/li><\/ul><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 <a href=\"https:\/\/www.fairwork.gov.au\/starting-employment\/types-of-employees\/casual-employees\/becoming-a-permanent-employee#protections\" target=\"_blank\" rel=\"noopener\">protections are in place<\/a> against any adverse actions taken in reaction to an employee submitting a notice.<\/p><h2>What happens if there is an employment dispute?<\/h2><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><ul><li>Consultation with the Fairwork Ombudsman<\/li><li><a href=\"https:\/\/www.fwc.gov.au\/issues-we-help\/casual-permanent-status\" target=\"_blank\" rel=\"noopener\">Resolution mediated<\/a> by the Fairwork Commission<\/li><\/ul><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><h2>The bottom line<\/h2><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 <a href=\"https:\/\/www.reckon.com\/au\/small-business-resources\/payroll-guide\/workforce-management\/\" rel=\"\">managing your staff<\/a>.<\/p><p>You may find that the new process has new opportunities for <a href=\"https:\/\/www.reckon.com\/au\/small-business-resources\/hiring-staff-process\/traits-good-team-member\/\" rel=\"\">dedicated employees<\/a> to commit fully to your business. Whatever the employee choice pathway brings, ensure you are prepared with proper <a href=\"https:\/\/www.reckon.com\/au\/accounting-software\/payroll\/\">payroll systems<\/a> to navigate the changing landscape.<\/p>","_et_gb_content_width":"","inline_featured_image":false,"_lmt_disableupdate":"no","_lmt_disable":"","footnotes":""},"categories":[343],"tags":[],"class_list":["post-306602","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-insights"],"yoast_head":"<!-- This site is optimized with the Yoast SEO Premium plugin v27.9 (Yoast SEO v27.9) - https:\/\/yoast.com\/product\/yoast-seo-premium-wordpress\/ -->\n<title>Small Business Marketing Expenses: What You Can Claim | Reckon Blog<\/title>\n<meta name=\"description\" content=\"Confused about marketing expenses? 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