Nellers HR & Payroll

13/04/2026

It’s been a massive few months for our who are celebrating 🎉5 successful Employment Hero implementations 🎉 going live this last month! 🚀

Moving to a new HRIS is a significant transition for any business. It’s not just about the software; it’s about ensuring the underlying compliance, workflows, and data integrity are rock solid from day one. It's about effective change management to ensure your people can navigate the shift. It's project management that's ready for the curve balls that a project like this can throw you, because dependencies are considered and timelines and risks are managed.

Our team of HR, Payroll and Systems Specialists at Nellers have been right there in the trenches with our clients, navigating the complexities, smoothing out the technical hurdles, and ensuring their people systems are set up for long-term success.

Need us in your corner? Reach out for a chat to discuss how we can partner with you and your team to ensure a smooth implementation.

12/04/2026

For many small businesses, payroll is one of the highest-risk areas of the business, but it doesn’t always require complex systems to improve accuracy and compliance.

Sometimes, the most effective tools are also the simplest.

One tool we regularly recommend to clients is a Payroll Register. When maintained properly, it becomes a powerful governance tool that supports both accuracy and compliance.

A well-maintained payroll register can help businesses:

• Identify recurring issues and prevent repeat payroll errors
• Provide an auditable trail for reviews by Fair Work or the ATO, helping meet record-keeping obligations
• Protect payroll accuracy during staffing changes, system transitions, or periods of growth

For many businesses, payroll knowledge can sit with one person or within a single system. A payroll register provides an additional layer of transparency and control, ensuring there is always a clear record of what has been paid, when, and why.

Good payroll governance doesn’t have to be complicated - but it does need to be intentional.

Not sure how your payroll processes stack up?

At Nellers, we run comprehensive Payroll Audits to help businesses identify risks, improve processes, and ensure they are meeting their obligations. Message us today to find out more.

09/04/2026

🚩 Workplace Red Flag Series - Your workplace policies are a Google template 🚩

They look professional.
They reference legislation.
They sit neatly in a handbook.

But do they reflect your business?

Here’s why generic policies are risky:

📝 They don’t match your operations
If your policy says one thing but you do another, credibility is eroded.

⚖️ They may reference outdated legislation
Employment law changes frequently - templates don’t update themselves.

💬 They create false security
Having a policy doesn’t protect you. Applying it properly does.

Policies should support your decisions, not contradict them.

At Nellers, we develop tailored, commercially aligned policies that reflect how your business actually operates and that can stand up if tested.

01/04/2026

Are you an experienced Gardner looking for a permanent, multi-site opportunity?

Our client is a family-owned business managing premium townhouse complexes across Brisbane's northern suburbs. They take immense pride in their work and the presentation of their sites. They aren't just looking for a mower; they're looking for a professional who enjoys their craft and takes true ownership of their results.

What's on Offer?

🌿Competitive Salary: $80,000 per annum + Super.

🌳Security: Permanent role with full leave entitlements

🌿The Full Setup: Company vehicle, company phone, and all professional tools provided.

🌳Additional Perk: PPE Allowance for quality safety gear and boots.

🌿Culture: A high-autonomy role within a supportive, family-run business.

Apply now or reach out to Nellers HR & Payroll on 07 3108 9768 to find out more.

$80k + Super | Brisbane North | Company Vehicle + Phone + PPE Allowance. Flexible options: Full-Time preferred; Part-Time considered for the right fit

24/03/2026

🚩 Workplace Red Flag Series - Undocumented Probation 🚩

You have a 6-month probation period written into the contract…

But there were no formal check-ins.
No documented feedback.
No midpoint review.
No final assessment meeting.

That’s not probation. That’s hope.

Probation periods don’t manage performance - managers do.

Here’s why undocumented probation is risky:

🪤The "General Protections" Trap
Think probation protects you from claims? Think again. While minimum employment periods offer some protection against Unfair Dismissal, General Protections claims have no minimum employment period. If you let someone go without a paper trail, they may claim it was because they exercised a workplace right or due to discrimination. Without documentation, it’s your word against theirs.

📝 No paper trail
If performance concerns arise later, you have no evidence the employee was informed or given an opportunity to improve. If you haven't documented the issues, a "suitability" dismissal can look like a "hidden reason" dismissal.

⏰ Missed opportunities
If concerns are identified late, you may lose the ability to reasonably extend probation or course-correct a potentially great hire that just needed a bit more guidance.

⚖️ Procedural fairness still applies
Even during probation, businesses should follow a fair process. “They were on probation” is not a defence on its own.

💬 Employees are left guessing
Silence is often interpreted as “I’m doing fine.”
That makes difficult conversations harder — and riskier.

A simple probation framework should include:
✔ Clear expectations from day one
✔ A documented 1-month check-in
✔ A midpoint review
✔ A formal end-of-probation meeting
✔ Written confirmation of outcome

Probation is your lowest-risk window to assess suitability. If you don’t use it properly, that window closes quickly.

If your managers aren’t confident running structured probation reviews, that’s fixable, and far less painful than a Fair Work claim later.

Not too sure where to start? Our team at Nellers HR & Payroll are always happy to help, from basic templates and management coaching, to tailored meeting guides - we can support your team through this process.

22/03/2026

What a way to wrap up Harmony week by attending Down Syndrome & Intellectual Disability Queensland's breakfast to celebrate World Down Syndrome Day. The global theme 'Together against Loneliness' was brought to life as the room shared amazing stories of connectedness, achievement, support and seeing the ability, not the disability.

Inclusion doesn't happen by chance. It's about communities, government, business and people with lived experience coming together to create welcoming spaces for people to belong and thrive. Including the workplace.

Employment is one of the most powerful ways to foster a sense of belonging.

We left inspired by the important role Nellers HR & Payroll play working with businesses to create opportunities for people to benefit from meaningful work. Take 2 mins out of your day to watch this video on the Hiring Chain:

https://www.youtube.com/watch?v=SKku4RAWa4M

As we wrap up Harmony Week 2026, let’s make a commitment to keep the hiring chain moving.

22/03/2026

🐰 Easter is hopping closer! 🐣

With Easter just around the corner, it’s a great time for businesses and employees alike to plan ahead for the upcoming public holidays.

As always, Easter public holiday dates can vary across States and Territories, so we’ve pulled together a handy graphic to help you keep track of what applies where in 2026.

Whether you’re organising staff rosters, planning a long weekend, or just making sure payroll doesn’t get scrambled 🥚 - it pays to know the dates.

Take a look at the graphic below for the 2026 Easter public holiday dates across Australia.

And remember… don’t put all your eggs in one basket when it comes to workforce planning this Easter! 😉

19/03/2026

🚩 Workplace Red Flag Series - Updating Employment Contracts 🚩

If your employment contracts were drafted years ago and haven’t been reviewed since… this one’s for you.

Employment law doesn’t stand still. And neither does your business.

Yet many SMEs are still relying on contracts that were written:

- Before recent Fair Work changes

- Before flexible work reforms

- Before updated superannuation rules

- Before wage theft became a criminal offence

Here’s why that’s risky:

⚖️ Outdated clauses may be unenforceable

Restraints, offset clauses, annualised salary provisions and termination clauses must be drafted carefully to stand up.

💰 Set-off and award coverage issues

If your contract doesn’t properly align with the relevant Modern Award, you may have backpay exposure.

📄 No protection around IP, confidentiality or post-employment conduct

If it’s not clearly written, it’s difficult to rely on later.

🔄 Your business has changed

New structures. New bonus models. Hybrid work. Different reporting lines.

If the contract doesn’t reflect reality, it weakens your position.

An employment contract isn’t just an onboarding document.

It’s a risk management tool.

If you haven’t reviewed your contracts in the past 2–3 years, it’s worth asking:

👉 Would this hold up if tested?

Proactive review now is significantly cheaper than defending a claim later.

If you’d like a contract health check, the Nellers HR & Payroll team are here to help.

15/03/2026

This week is Harmony Week - a reminder that diversity and inclusion aren’t corporate buzzwords.

You don’t need a large HR department to build an inclusive workplace.
But you do need intentional systems.

Here’s what inclusion actually looks like in SMEs:

🤝 Inclusive recruitment practices
Structured interviews. Clear selection criteria. Consistent scoring.
Hiring based on capability, not familiarity.

📄 Clear workplace policies
Anti-discrimination, bullying and grievance processes shouldn’t sit in a folder untouched.
They should be understood and applied consistently.

🗣 Psychological safety in small teams
In an 8–20 person business, culture is amplified.
If people don’t feel safe to raise concerns early, issues escalate quickly.

🌏 Cultural awareness in communication
Assumptions around communication styles, holidays, family responsibilities or religious observances can unintentionally exclude team members.

⚖️ Fair decision-making frameworks
Performance management, promotions and flexibility should follow structured criteria, not ad hoc conversations.

For small businesses, inclusion isn’t about themed lunches or posters in the lunchroom - It’s about how decisions are made every day.

Because in SMEs, culture isn’t delegated.
It’s modelled by owners and leaders.

If you’d like to review whether your policies and processes genuinely support an inclusive workplace, beyond good intentions, Nellers can help.

11/03/2026

🚩 Workplace Red Flag Series: The "Untouchable" High Performer 🚩

Whether you’re a fan or a critic, the Kyle Sandilands phenomenon is the ultimate case study in a common leadership dilemma: When does high revenue stop excusing poor conduct?

In the radio world, the justifications are legendary:

💲 “He brings in the ratings.”
📊 “The advertisers love the numbers.”
🫣 “That’s just Kyle being Kyle.”

But in any other workplace, from a local clinic to a corporate office, this creates a massive HR liability.

Why the "Star Performer" Pass is Risky:

⚖️ The Fairness Gap
If one person can ignore the code of conduct because they "hit their targets," the rules effectively cease to exist for everyone else. Credibility disappears the moment exceptions are made for money.

💬 The Jackie O Factor (The Enabler/Survivor)
In these dynamics, "reliable" performers often have to carry the emotional labour of smoothing over disruptions. This leads to burnout and quiet resentment within the wider team.

📝 The Legal Paper Trail
Revenue doesn't protect you in a Fair Work Commission hearing. If a culture of "allowed" misconduct is established, a business’s defence against future claims is significantly weakened.

High performance and professional behaviour are not a trade-off; they are two separate requirements of the job. You can be commercially vital and still be a cultural liability.

At Nellers, we help leaders navigate these high-stakes conversations.

02/03/2026

💰 Payday Super is coming – are you ready?

From 1 July 2026, the way employers calculate, pay and report Superannuation Guarantee (SG) is changing.

And it’s a big shift.

Instead of paying super quarterly, employers will need to pay super on payday – at the same time as salary and wages.

Here’s what that means in practice:

🔹 Super will be calculated at 12% of “Qualifying Earnings (QE)” – a new definition that captures ordinary time earnings plus certain additional amounts.
🔹 Contributions must be received by the employee’s super fund within 7 business days of payday.
🔹 Reporting will expand through Single Touch Payroll (STP) to include both QE and super liability.
🔹 The Super Guarantee Charge (SGC) will apply if payments aren’t received within the new timeframe – with daily compounding interest and updated penalty structures (25% or 50% of unpaid SGC, depending on compliance history).
🔹 The Small Business Superannuation Clearing House (SBSCH) will no longer be available from 1 July 2026.

There are also updates coming to SuperStream standards to support near real-time payments and faster error resolution — but systems and processes will need to be ready.

📌 While the changes don’t commence until 1 July 2026, employers don’t need to wait. Moving to pay cycle super now can reduce future risk and smooth the transition.

For many businesses, this will require:
✔ Reviewing payroll systems
✔ Stress-testing cash flow
✔ Updating internal processes
✔ Ensuring accurate employee fund data

If you’d like support preparing your business for Payday Super, our team at Nellers HR & Payroll is here to help.

Proactive compliance now = fewer headaches later.