EOFY 2025: Your HR Compliance Check-In 

Key tips to help you stay compliant, confident, and in control.

As June 30 draws near, many business owners are feeling the pressure of wrapping up the financial year. From payroll reconciliations to policy updates, EOFY isn’t just about ticking boxes—it’s about setting your team up for success in the year ahead.

At LMHR, we’re here to make that easier.

Whether you’re managing a growing workforce or reviewing your HR systems, here are a few key areas to focus on before the year closes out:

Key HR & Payroll Tasks for EOFY

Your EOFY HR & Payroll Checklist
  • Finalise payroll and submit STP to the ATO by 14 July 2025
  • Reconcile employee records – personal details, tax info, leave balances
  • Review superannuation payments and upcoming rate changes
  • Update employment contracts & policies in line with new legislation
  • Check compliance with Fair Work updates, including wage theft laws

Key Legislative Changes for 2025

Wage Theft Criminalisation

From 1 January 2025, intentional underpayment of wages can result in criminal prosecution. Ensure all pay rates, including overtime, allowances, and leave entitlements, are correct. This applies across all sectors and is enforced under the amended Fair Work Act.

Closing Loopholes Legislation

New provisions are now in place to protect:

  • Gig economy and digital platform workers.
  • Casual employees converting to permanent roles.
  • Workers under enterprise agreements, with the Fair Work Commission now empowered to intervene more actively.

Case Study: The Cost of Poor Policy Communication

In March 2025, Fair Work reviewed a case where a worker was dismissed for drinking a single glass of wine before his shift. The employer had quietly updated their Drug & Alcohol Policy to a zero-tolerance (0.00%) limit—but failed to conduct formal training or get signed acknowledgements.

The Commission found the dismissal harsh and unreasonable, noting the worker hadn’t been properly informed.

Key takeaway: When updating policies, ensure:

  • Formal communication and training are delivered
  • Employees acknowledge changes in writing
  • You don’t assume awareness based on passive channels like emails or toolbox talks

Final Thoughts

EOFY is your chance to reflect, reset, and reinforce strong foundations in your HR and payroll systems. With continued legislative reform and increased scrutiny on compliance, it’s essential that every business—regardless of size—takes proactive steps to ensure alignment with national standards.

Are you up to speed for EOFY?
Do you have your compliance in check?

At LMHR, we partner with organisations to simplify HR and payroll and ensure your business is audit-ready year-round.