Tag: human resources

family domestic violence

Paid Family and Domestic Violence Leave

Posted on | by Allan Hall

10 Days of Paid Family and Domestic Violence Leave Effective from 1 February 2023 

As of 1 February 2023, all employees of non-small business employers (including part-time and casuals) will be able to access 10 days’ paid family and domestic violence leave (FDVL) in each 12-month period. 

Small business employees can access this paid leave from 1 August 2023. Until then, they are entitled to take unpaid family and domestic violence leave.  

To access this paid leave, in accordance with the Fair Work Act requirements, employees will need to provide notice and show evidence that they require the leave to respond to the impact of family and domestic violence, where it is not practical for them to do so outside of working hours. Employers must accept the evidence, provided that a reasonable person would be satisfied that the employee was entitled to take the leave. 

Important payroll implications for businesses 

  • FDVL is counted and paid as time worked. Therefore, an employer must pay the leave at the employee’s full pay rate (inclusive of incentive-based payments and bonuses, loadings, monetary allowances and overtime).  
  • FDVL is reset annually, meaning it does not accrue and each year on the anniversary of employment, the leave count renews to 10 days.  
  • From February 2023, employers must not include information relating to FDVL on the payslip. This includes the balance of leave and when it was taken. FDVL taken by an employee must be recorded on a play slip as ordinary hours of work or another kind of payment for performing work, such as an allowance, bonus or overtime payment. 
  • The balance of or taking of FDVL cannot be displayed on any employee timesheet and attendance portal. There should also be no email or text trail of an employee applying or being permitted this leave. Businesses should restrict record keeping and communication to in person and in writing (in an employee’s physical file) at the workplace only. This is a big change from usual payroll requirements and is for the safety of the victim, as domestic violence offenders will often have access to the victim’s email, work logins and physical mail. 
  • Written notes between the employer and employee that the employee has signed off on should be securely stored to provide evidence that the business has engaged with the employee and provided access to the entitlement, should a future dispute arise as part of an unfair dismissal or adverse action claim.  

Suggested Actions for Employers  

  • inform payroll about the rules in relation to providing family and domestic violence leave information on payslips
  • review or develop a workplace policy which provides guidance for employees who experience family and domestic violence, in respect to accessing leave or additional support
  • implement an Employee Assistance Program (EAP) to provide an anonymous and confidential forum for employees to express their concerns with trained professionals. 

If you would like further guidance or assistance with developing policies and procedures regarding FDVL, implementing new payroll processes, having difficult conversations with employees, or implementing an EAP, please do not hesitate to contact the team at Allan Hall HR.   

Contact us

Our experienced HR Consultants are available to support you with any employee-related questions. Please get in touch with us today on 1300 675 393 or at [email protected] .  

outside the building

Closing for a well-deserved end of year break?

Posted on | by Allan Hall

It’s time to let your clients and employees know

Act now to ensure your client expectations and employee legislative requirements are met.

Informing Clients of Business Shutdowns

It is common for a workplace to shut down its operations over the Christmas-New Year period because of a reduction in business activity or because the majority of employees request to take annual leave.

It’s up to businesses to determine closure dates and ensure these are clearly communicated to clients as early as possible, so that reasonable expectations are set and deadlines are met without creating any unnecessary worry. Recommended communication includes separate emails to clients, newsletter footers, invoice footers, notes on email signatures or any combination of the above.

To assist with planning your shutdown period, the NSW gazetted public holidays for the upcoming holiday season are:

  • Christmas Day: Sunday 25 December 2022
  • Boxing Day: Monday 26 December 2022
  • Additional Public Holiday for Christmas Day: Tuesday 27 December 2022
  • New Year’s Day: Sunday 1 January 2023
  • Additional Public Holiday for New Year’s Day: Monday 2 January 2023
  • Australia Day: Thursday 26 January 2023

Get ahead of the game. Download our Business Shutdown Client Email template to send to your clients.

Employee Notifications

Employers planning to close over the Christmas-New Year period need to also correctly inform employees from now. Employers are obligated to formally confirm business closure dates and notify staff in accordance with award requirements.

Most awards will contain terms which allow employers to shut down the business for a period and send employees on designated annual leave. This is usually subject to an employer providing at least 4 weeks’ notice of the intention to do so, however certain awards may require a greater notice period.

It’s never too early to start planning. Download our Business Shutdown Employee Notice template.

Employee Leave Considerations

Annual Leave Requests

With the Christmas and Summer Holiday period fast approaching, you may also notice an increased number of annual leave requests waiting for your approval. For those businesses that shut down over this period, approving annual leave is usually a joyous task. However, for smaller businesses continuing to trade during this period, it can be a difficult juggling act to ensure you have enough employees on board to meet your customers’ needs while also ensuring employees receive a well-deserved break.

When reviewing annual leave applications, it is important to remember that you cannot unreasonably refuse to authorise an employee’s request to take annual leave. If you need assistance with understanding the rules surrounding ‘reasonableness,’ please do not hesitate to make contact with our HR team.

Can employees refuse to work on Public Holidays?

Employers can request that employees work on a public holiday if the request is reasonable. Likewise, an employee can refuse to work on a public holiday if the employer’s request is not reasonable. In determining whether the employer’s request is reasonable, under the Fair Work Act a broad range of factors are taken into account. These include:

  • The nature of the employer’s workplace and the nature of the employee’s work
  • The employee’s personal circumstances
  • Whether the employee could reasonably expect the employer might request work on the public holiday
  • Whether the employee is entitled to receive overtime or other penalty payments that reflects the expectation to work public holidays
  • The type of employment of the employee (eg whether full-time, part-time, casual or shift work)
  • The amount of notice in advance of the public holiday given by the employer to the employee
  • The amount of notice given by the employee when refusing a request to work on a public holiday

Unsure of what applies or what steps to take? Don’t guess – seek advice.

Our team at Allan Hall Human Resource Services have years of first-hand experience to guide you and your business to a safe, enjoyable, and carefree festive season.

If you require advice on the conditions relating to your Employer rights or obligations, please get in touch with our highly experienced HR team on (02) 8978 3752 or simply contact us below.   

CONTACT ALLAN HALL HR
public holiday australia

One-off Public Holiday on 22 September 2022

Posted on | by Allan Hall

Key areas for employers to consider

Thursday 22 September 2022 has been declared a one-off public holiday for the National Day of Mourning for Queen Elizabeth II.

Many of our clients have voiced concerns regarding the impact of this decision on their business, particularly in relation to an unexpected loss of trade, staff rostering, additional overtime payment costs, and reduced cash flow and profits.

Key areas for employers to consider

1. Open for trade – normal public holiday rules and entitlements will apply:

  • Trading rules: Employers who decide to trade on the public holiday must abide by the public holiday trading rules set out by the applicable state/territory government. Further information regarding the public holidays in your state or territory, can be found here: National Day of Mourning and other upcoming public holidays – Fair Work Ombudsman
  • Penalty rates and other award requirements: Employers who choose to remain open on the public holiday are obligated to pay the penalty rates set out in the applicable modern award or enterprise agreement. Other obligations may also apply in relation to the public holiday and your employees. Employers are encouraged to check the applicable modern award/s or enterprise agreement for the current penalty rates and other requirements. Should you need support, our experienced HR Consultants at Allan Hall HR are available to help.

2. Closed for trade:

Permanent employees who would usually work on 22 September are entitled to take the day off, and will be paid their base pay rate for the ordinary hours they would have otherwise worked on that day. The base rate of pay does not include:

  • Incentive based payments
  • Bonuses
  • Loadings
  • Monetary allowances
  • Over time
  • Penalty rates

Employers cannot change an employee’s days/hours to deliberately avoid this payment. Full-time and part-time employees have the right to be absent from work on public holidays, or to be paid the appropriate penalty rates under the applicable award or industrial instrument.

3. Staff scheduling changes:

  • Casual workforce: Employers may need to consider whether they will reduce their casual workforce to save costs or increase their casual workforce to meet an increased demand. Make note of any rostering requirements as per your company policy.
  • Notice regarding a change in roster: An applicable award or industrial instrument may contain requirements in relation to the period of notice required to be given by an employer to change an employee’s roster.

4. Changes to payroll:

  • If payroll is scheduled for 22 September, employers will need to consider delays in bank transfer of wages and whether they may need to move the pay date forward.
  • If an employee already has an annual leave day scheduled on Thursday 22nd, this will now need to be treated as a public holiday for payroll and leave accrual purposes.

Contact us

Our experienced HR Consultants are available to support you with any employee-related questions. Please get in touch with us today on 1300 675 393 or at [email protected].

Why use a Recruiter

5 tips to recruit quality employees in the current job market

Posted on | by Allan Hall

Attracting and retaining suitable talent—

With global labour shortages presenting huge challenges for employers, many of our clients have reported significant difficulties during the past 6-12 months in attracting and retaining suitable employees.

Our team at Allan Hall HR has seen a large increase in requests for support in recruitment during this time and has put together some tips to help you recruit in the current market.

The employment situation in Australia

Whilst the extent of the labour shortage differs across regions and industries, with healthcare, manufacturing and supply chain industries experiencing the greatest impact, it is undeniably currently one of the biggest challenges employers are facing globally.

The Covid-19 pandemic has resulted in the following factors affecting the labour market:

  • migrants returning to their home countries,
  • a reduction in available international graduates, and
  • border closures resulting in fewer working-holiday visas.

Australia is currently experiencing a record low unemployment rate of 3.5% (ABS, July 2022). Due to the labour and skill shortage, wage costs in some sectors, such as IT, are rising between 20% to 50%, with employers having to boost salaries to attract and retain staff.

As a result, the number of jobs advertised has significantly increased. ANZ job ads data for April 2022 revealed that the number of job ads was up 26.3% from a year earlier at 242,536. They were 57.3% higher than the pre-pandemic level in February 2020 and SEEK data shows they remain significantly higher than pre-pandemic levels.

Five things employers can do to attract great candidates

To help you stand out from the crowd and attract and retain quality staff in this current market, our HR team offer the following tips:

1 Focus on your Employee Value Proposition

Distinguish yourself from your competitors and be clear on your selling points to attract new talent. How do you differ from other organisations and what benefits do you offer? What are your points of difference and why would a prospective employee want to work for you? For example, do you offer a hybrid working model / flexibility to work from home? Do you pay over the market rate for the position? Do you have an outstanding culture that current employees value? Does the company provide clear, defined opportunities for career progression?

Ensure you retain a strong focus on your current employees and offer and communicate these aspects to your existing employees to remind them of the key benefits of continuing to work within your organisation.

2 Deploy targeted search strategies

For many roles in the current market, it is now rare to simply advertise and have people apply. It is important to identify where the top talent is currently working and proactively reach out to prospective employees from these organisations with the key selling points from your Employee Value Proposition.

Utilise your network and professional networking tools, such as LinkedIn and other social media platforms.

Encourage existing employees to help you with your search for top talent and consider devising an employee referral program to incentivise this.

3 Understand salary expectations in the current market

Salary benchmarking and reviewing current remuneration ensures your offering is competitive to the current market. Salary benchmarking is a useful tool in attracting new talent and reducing staff turnover.

4 Grow your own talent

Employing graduates or school leavers is a great way to grow talent specific to your business needs. Recent graduates can bring an exciting and fresh perspective to your workplace.

5 Consider engaging recruitment specialists with access to a broad database of potential candidates and targeted sourcing tools

Our Allan Hall HR team have a team of highly skilled recruitment, search and marketing specialists who are supported by our HR consultants, to apply a holistic approach to your HR and recruitment needs. We can assist with recruitment activities across Australia including:

  • creating an employee value proposition
  • salary benchmarking
  • premium and targeted candidate search 
  • employee referral schemes
  • psychometric testing of potential candidates to help in your hiring decisions and ongoing development of employees
  • staff retention strategies
  • structured onboarding support 

As per your tax and accounting support at Allan Hall, you only pay for the time spent, together with any direct advertising costs.

Our recruitment team at Allan Hall HR would love to discuss your needs, and how we can best assist your organisation. We are equipped with a range of resources and strategies suited to the current labour market; including a solely dedicated headhunting team, premium-level access to targeted recruitment and social media platforms including LinkedIn, and a targeted graduate recruitment team.

For more information, please get in touch with our friendly team at Allan Hall HR at [email protected] or call 02 8978 3743.

Allan Hall team poses at Australian Accounting Awards

Australian Accounting Awards 2022 winners

Posted on | by Allan Hall

Allan Hall Business Advisors wins Wellness Program of the Year at Australian Accounting Awards

AccountantsDaily announced the Australian Accounting Awards winners at the ninth gala event in Sydney. In a record field of 652 submissions and 297 finalists in 2022, Allan Hall Business Advisors took out one of only 14 National Group awards, winning the Wellness Program of the Year. 

Wellness Program award seal
Allan Hall named 2022 Wellness Program of the Year award winners

Demonstrating how employee initiatives enrich the understanding and importance of wellness among Australia’s accounting industry was key to being acknowledged in this award category.

Allan Hall has been actively advocating health and wellness initiatives, events and activities within the business and wider community for many years, recognising that the key to success is not only supporting clients but also the people within.

This made the award win a very special one as it provides industry recognition of the emphasis the firm places on its employees and their wellbeing.

Accepting the award, Allan Hall HR Director, Janelle Parish said, “To win this particular award would be special at any time but we are extremely proud to have won it this year, to be recognised nationally for our support of staff with our wellness initiatives over such a challenging period.”

“Our firm has a fabulous, collaborative culture with Directors and Managers who are all very supportive of employee wellbeing and any wellness initiatives put forward.”

“Promoting health and wellbeing has been an essential aspect of our HR management through our ‘Thrive’ wellbeing program which follows four pillars of mind, body, spirit and work culture. Our Thrive wellbeing committee was able to adjust our approach over the past 12 months to the challenging COVID-19 climate to ensure our employees’ physical and mental wellbeing remained a major focus.”

The Australian Accounting Awards are known as the benchmark for excellence nationally as they focus on professional development and innovation, and recognise the successes of accountants, bookkeepers, partners, superannuation specialists, thought leaders, executives, as well as rising stars of tomorrow.

In his opening address, Accountants Daily editor Philip King said the Australian Accountants Awards offer a moment to pause and honour the best of the best in the profession. View the full list of winners here »

Allan Hall Business Advisors was named Australian Accounting Awards Firm of the Year in 2021.

CONTACT ALLAN HALL

payroll

National Minimum Wage Rise

Posted on | by Allan Hall

The Fair Work Commission has announced two substantial increases to minimum wages

National Minimum Wage Increase 

The National Minimum Wage will increase by 5.2%, amounting to $40 a week. 

The new minimum wage will be $812.60 per week or $21.38 per hour.  

Award minimum wage increase 

The increase to award minimum wages is 4.6%. This is subject to a minimum increase for award classifications of $40 per week and based on a 38-hour week for full-time employees.  

This means the minimum award wages: 

  • Above $869.60 per week, will get a 4.6% increase 
  • Below $869.60 per week, will get a $40 increase 

When do these changes come into effect? 

National Minimum Wage 

The new National Minimum Wage will apply from the first full pay period on or after 1 July 2022.  

Awards 

For most award-covered employees, minimum wages will increase from the first full pay period on or after 1 July 2022. 

However, for employees covered under the awards listed below the increase will be effective from 1 October 2022: 

Aviation
  • Aircraft Cabin Crew Award 
  • Airline Operations – Ground Staff Award 
  • Air Pilots Award 
  • Airport Employees Award 
  • Air Services Australia Enterprise Award 2016 
Hospitality 
  • Hospitality Industry (General) Award 
  • Registered and Licensed Clubs Award 
  • Restaurant Industry Award 
Tourism 
  • Marine Tourism and Charter Vessels Award 
  • Alpine Resorts Award 

Which employees will receive this increase?  

Employees whose minimum wage entitlements are set by:    

  • The national minimum wage    
  • A modern award     
  • A registered agreement (in some circumstances)    

Non-award covered employees 

It is important to note that if you have non-award covered employees on a salary which is above the national minimum wage, you are not obliged to increase their salary. However, with the current job market being so competitive and a shortage of potential employees available in the Australian market, it may be worth undertaking salary benchmarking and considering an increase when undertaking your next salary review process.    

Next steps

  1. Check whether your employees are covered by the national minimum wage, or a modern award.   
  1. Should a modern award apply to your employees, ensure you have correctly classified employees under the relevant award, and confirm the minimum rates of pay that will apply.    
  1. Review the current rates of pay for your employees and, if required, adjust their pay rates from their first full pay period starting on or after the appropriate date as it applies to your modern award.  

Changes to Superannuation from 1 July 2022 

It is important to also note that the increase in the super guarantee rate from 10% to 10.5% will be effective from 1 July 2022. Read more about the changes to superannuation here. 

Contact us

Our experienced HR Consultants at Allan Hall HR are available to answer your queries regarding the wage rise and assist you with salary benchmarking, clarification of awards or any other employee-related matters. Please get in touch with us today on 1300 675 393 or at [email protected] .

apprentice wage subsidy

Wage subsidy applications for employees close 30 June

Posted on | by Allan Hall

Be quick to claim yours! 

Overview of the Boosting Apprenticeship Commencements (BAC) wage subsidy 

The Boosting Apprenticeship Commencements (BAC) wage subsidy supports employers of any size in onboarding new apprentices.  

The subsidy is not just for traditional apprentices or young people (although it does also apply to them). Employers who organise training for their employees through Group Training Organisations may also be eligible – see eligibility criteria below.  

Group Training Organisations must pass on the BAC and CAC payments to the host employer. Employers (via the Group Training Organisation) will be eligible for the wage subsidy for up to 30 approved employees registered for training. 

Businesses that employ an Australian Apprentice for training between 5 October 2020 and 30 June 2022 may be eligible for a subsidy of 50% of the gross wages paid. The subsidy is for a maximum of $7000 per quarter, per eligible employee, for wages paid in the 12-month period from the date they start.  

Payments will be made quarterly in arrears into the employer’s nominated bank account. Employers are encouraged to submit claims as soon as possible after the relevant claim period opens. 

Eligibility Criteria  

The subsidy is available to employers of any size, industry, or geographic location.  

Your business may be eligible if: 

  • You engage an Australian Apprentice between 5 October 2020 and 30 June 2022 
  • Your Australian apprentice or trainee is undertaking a Certificate II or higher qualification and has a training contract that is formally approved by the state training authority.  

Please note, you may still be eligible for the wage subsidy if your employee is registered prior to 30 June 2022 to complete the training, and the required application is completed / approved.  

Additional eligibility requirements apply to existing workers. 

The employee must not be: 

  • Employed as a casual or contractor 
  • Sole director of the employer company 
  • Sole trader 
  • Majority shareholder in the employer company 
  • Partner in a partnership (of the employing business) 
  • Trustee in a trust (of the employing business) 

For further information regarding eligibility refer to the Department of Education, Skills and Employment Q&A here » 

Moving forward – the Completing Apprenticeship Commencements (CAC) wage subsidy 

After 12 months of this support, employers may be eligible to transition to the time-limited Completing Apprenticeship Commencements (CAC) wage subsidy for the second and third years of an apprenticeship.  

Under this scheme, eligible employers will receive a 10% wage subsidy in the second year of an eligible apprenticeship, up to a maximum of $1500 per quarter per apprentice, and a 5% wage subsidy in the third year of their apprenticeship, to a maximum of $750 per quarter per apprentice.  

How to apply for BAC and CAC 

  1. Employers must set up a Digital Identity (such as myGovID and link it to your business)  
  1. Employers should then check their eligibility using the Apprenticeship Data Management System (ADMS) 
  1. If eligible, a form will be created in ADMS and you will receive an email notification inviting you to make the claim 
  1. When ready to claim, go to ADMS Website and log in using your myGovID, fill in the form and upload evidence for your apprentice and submit application. The ADMS will assist in calculating the subsidy amount you may be able to claim 
  1. Once you have submitted the claim, you will receive an email notification with the outcome.  

Alternatively, there are a number of third-party providers who can assist.  You simply provide them with details of your eligible employees and they do the rest.   

Other rebates available 

Wage subsidies are also available for employees who have been hired through an employment services provider, and fit the following criteria: 

  • 15 to 29 years of age 
  • Indigenous Australians 
  • 50 years of age and above 
  • A parent 
  • Registered with an employment services provider for 12 months or more 

For more information please check out the Australian Government Wage Subsidies Fact Sheet » 

Contact us 

Our experienced HR Consultants are available to support you with any employee-related questions. Please get in touch with us today on 1300 675 393 or at [email protected].

family domestic violence

Family Domestic Violence leave entitlements

Posted on | by Allan Hall

Provisional decision by the Fair Work Commission to implement 10 days of paid family and domestic violence leave

Key points

  • It is anticipated that full-time and part-time award covered employees will soon be eligible to access 10 days of paid family and domestic violence leave per year.
  • The date this entitlement will come into effect has not yet been finalised.
  • All employees, including casuals, can continue to access five days of unpaid FDV leave per year in the meantime, under the National Employment Standards.

The Fair Work Commission has issued a provisional decision to provide 2.3 million full-time and part-time employees covered by modern awards with an entitlement to 10 days of paid family and domestic violence leave annually.

Under the current National Employment Standards, all workers (including casuals) are entitled to access five days of unpaid family and domestic violence leave per year.

However, on 17 May 2022 a provisional decision was made by the Fair Work Commission to provide full-time and part-time employees covered by a modern award with access to 10 days of paid family and domestic violence leave each year. The leave will accrue annually but will not exceed 10 days.

Please note, this decision is not yet finalised and the Commission has asked for input from interested parties before issuing a final decision.

Who is eligible to apply for family and domestic violence leave?

An employee who is a victim of family and domestic violence may access this leave to respond to the impact of family and domestic violence, where it is impractical to do so outside of regular working hours.

Reasons an employee may take family and domestic violence leave include:

  • to attend police interviews or court hearings
  • to plan for their safety or the safety of a close family member
  • to attend appointments with counselling, medical or legal providers

Applying payment to family and domestic violence leave will help individuals to:

  • sustain their economic security
  • access appropriate services
  • safely remove themselves from a life of violence.

Employer Concerns

There have been some concerns raised by business groups about the increased costs associated with the new paid entitlement. However, the Fair Work Commission anticipates that the take-up of the paid family and domestic violence leave entitlement would likely be low. In addition, the current estimated spend associated with family and domestic violence leave due to increased absenteeism and lost productivity sits at $2 billion annually, which is far costlier for businesses.

Effective Date

There is no set effective date as the decision isn’t yet finalised. Given that there have been some concerns raised by business groups, the Fair Work Commission will liaise with relevant parties, giving them the opportunity to raise any objections, before the details are finalised and entitlements come into effect.

Casual Employees

At this stage, the Fair Work Commission has advised that casual employees have been excluded from the new paid family and domestic violence leave entitlement.

Casual employees will continue to be eligible to access up to five days of unpaid family and domestic violence leave each year under the National Employment Standards.

Action for employers

Although the decision is not yet finalised, it is important for employers to prepare by:

  • keeping an eye out for developments in this area over the coming months. Once the decision is finalised, you may need to speak with your bookkeeper or payroll provider to ensure you have a family and domestic violence leave category available in your payroll software.
  • reviewing or developing a workplace policy which provides guidance for employees experiencing family and domestic violence, in respect to accessing leave or additional support.

If you would like further guidance or assistance with reviewing or developing policies and procedures regarding family and domestic violence leave, or approaching difficult employee conversations, please do not hesitate to contact the team at Allan Hall HR.

Looking Ahead

Some unions and business advocates are calling on the federal government to apply 10 days of paid family and domestic violence leave to all employees covered by the National Employment Standards (including casuals and contractors). They are advocating for family and domestic violence leave to be inserted into the National Action Plan to end violence to women and children. Given this activity, we will likely see more announcements coming soon in respect to these leave entitlements.

Contact us

Our experienced HR Consultants are available to support you with any employee-related questions. Please get in touch with us today on 1300 675 393 or at [email protected].

Australian Accounting Awards finalists announced for 2022

Allan Hall shortlisted for national accounting awards

Posted on | by Allan Hall

Australian Accounting Awards finalists announced for 2022

Allan Hall Business Advisors has been shortlisted as category finalists for Innovator of the Year, Multiservice Firm of the Year, Wellness Program of the Year and Network of the Year (Alliott Global Alliance) in this year’s Australian Accounting Awards.

The Australian Accounting Awards is the premier event that showcases the depth of accounting talent and expertise, recognising success and passion.

The Innovator award recognises the most innovative accounting businesses in Australia, acknowledging those that developed and capitalised on innovation during the 2021 calendar year.

The Multiservice award recognises the Australian accounting firm that most effectively diversified its service offering in 2021 by recognising firms offering services complementary to accounting, such as risk advice, mortgage and finance broking, financial planning, SMSF advice and legal services.

The Wellness award recognises an Australian accounting firm that has actively advocated health and wellness initiatives, events and/or activities among their peers and the community at large.

Finally, the Network award recognises the accounting network that gives opportunities to its members and is focused on enabling quality client services. Judges look at the resources, services and support systems the accounting network provides its associated firms.

The finalist list announced on 26 April features over 290 high-achieving professionals across 34 submission-based categories.

Allan Hall Director Scott Jago said, “Allan Hall is a Top 50 firm demonstrating how a suburban practice can deliver everything SMBs need.”

“We strengthen our business by being future-focussed, innovative and continuously improving. As we move forward, we do not rest on our laurels and are continually mindful of what clients and staff need from us.”

“Thanks to our quality team and technology advancements, we can assist anyone from anywhere and offer high-value services. We couldn’t have achieved any of this without the dedication of the Allan Hall team, and the trust our clients put in us to help them.”

AccountantsDaily Editor Philip King said, “The Accountants Daily Australian Accounting Awards night is renowned as the premier event each year when the profession recognises and celebrates those right at the top of their game.”

“Reaching the finalists stage is regarded as an incredible achievement across the Australian accounting industry, demonstrating the depth of dedication and commitment each firm brings to advancing the industry.”

“To be shortlisted from among the hundreds of high-quality entries is a mark of high achievement, one that echoes throughout the profession.”

Winners will be announced at a gala ceremony in Sydney on 16 June 2022.

Allan Hall were named multi-award winners in 2022’s Client Choice Awards and the Australian Accounting Awards Firm of the Year winner in 2021.

CONTACT ALLAN HALL