Surviving EOFY Without Losing Your Team (or Your Mind)

Now that we’re closing out the 2024/25 financial year, let’s talk about what changed and how to plan smarter for the year ahead.

PEOPLE & CULTURE

Fay Theiss

2 min read

Let me tell you about a company I met earlier this year. Great product, smart people, zero HR budget. Their onboarding process? A laptop, a Slack login and a “good luck” message. Learning opportunities? If you count YouTube.

Three employees quit in the same month. One said she felt like she was “working in a start-up escape room”. Another left mid-project because no one had ever explained their job properly. The founder messaged me asking if I could “do some quick HR stuff” before things got worse.

Moral of the story? If your HR plan is vibes-based, don’t be surprised when your team starts vanishing.

Now that we’re closing out the 2024/25 financial year, let’s talk about what changed and how to plan smarter for the year ahead.

Key Changes This Financial Year

  • Minimum Wage Increase: From 1 July 2025, the national minimum wage goes up to $24.95 per hour or $948.00 per week.

  • Superannuation Guarantee: Employer contributions increase to 12% from 1 July 2025.

  • Paid Parental Leave: The government-funded leave entitlement increases to 24 weeks, with plans to reach 26 weeks by 2026.

  • Super on Parental Leave: From 1 July 2025, super will also be paid on the government parental leave payments.

  • Independent Contractors: The rules have changed. It’s no longer just about what’s written in the contract. Businesses must consider the actual nature of the working relationship. Misclassifying a worker could open the door to legal and financial consequences.

  • Casual Conversion: From August 2024, employers must assess whether casual employees should be offered permanent roles. It’s your responsibility to track eligibility and act.

Why Allocate Budget for HR in the New Financial Year?

Are you budget-prepared for the changes above? Have you factored these updates into your plans for this financial year?

Here’s why it matters:

  • Stay Compliant: Employment laws are shifting. A proactive HR approach helps you avoid risk and stay in line.

  • Enhance Employee Experience: A strong people strategy leads to better culture, engagement and retention.

  • Strategic Growth: HR isn’t just admin. It helps you plan your team, scale with intention and avoid costly missteps.

Need a Hand With It All?

I’ve put together a quick End-of-Year HR Checklist to help you cover the essentials and plan ahead.

👉 Download it here