AdvisorCorp

Why do similar commercial properties deliver very different results?

Same suburb. Same size. Similar building.
Very different outcomes.

It’s usually not luck 👇
It comes down to lease terms, capex, timing, and management decisions.

✔️ The lease controls real cash flow (not just headline rent)
✔️ How the space is used affects costs and future upgrades
✔️ Capex can improve returns — or quietly destroy them
✔️ Timing of leases, upgrades, and finance matters
✔️ Strong assets are actively managed, not “set and forget”

Before you buy commercial property, get the numbers right.

At AdvisorCorp, we provide:
🔹 Taxation advice
🔹 Commercial lending solutions
🔹 Depreciation & cash-flow forecasting

We have a streamlined process to help clients purchase investment or owner-occupied commercial properties with clarity and confidence.

💼 Talk to AdvisorCorp before you commit — not after.

Finance & Mortgage Services

The Reserve Bank of Australia (RBA) increased the cash rate by 25 basis points to 3.85% at its first meeting for 2026.

📢 Payday Superannuation – Big Change Coming from 1 July 2026

The Australian Government has announced an important update to the Superannuation Guarantee (SG) rules that employers need to be aware of.

🗓 From 1 July 2026, employers will be required to pay employees’ superannuation at the same time as salary and wages — commonly referred to as Payday Superannuation.

🔍 What this means:

* Super will move from quarterly payments to each pay cycle

* Greater transparency for employees

* Improved retirement outcomes

* Changes to payroll systems and cash-flow planning for businesses

⚠️ While this change is still some time away, early preparation is key to avoid compliance issues and penalties.

At AdvisorCorp, we’re helping businesses understand what this means and how to get ready well before the deadline.

📩 If you’d like guidance on payroll readiness, compliance planning, or cash-flow impact — feel free to reach out.

Grab 50% off for 6 months Online accounting from Xero

Canberra Small Business Expo Free to attend

The Reserve Bank of Australia (RBA) has held the cash rate steady at 4.35 per cent during the March monetary policy meeting.

Understanding Employee Claims of Unreasonable Additional Hours: A Case Study

In the recent case of Dorsch v HEAD Oceania Pty Ltd (2024), an employee alleged that his employer mandated him to work unreasonable additional hours without proper compensation or regard for his personal well-being. The employee claimed to have worked between 30 and 40 hours per week beyond the standard 38-hour workweek, raising questions about the employer's compliance with the Fair Work Act 2009 (Cth) (FW Act).

Under the FW Act, an employer must not request or require a full-time employee to work more than 38 hours per week unless the additional hours are reasonable. Determining reasonableness is contextual, considering factors such as health and safety risks, personal circumstances, role nature, and level of responsibility.

The applicant in this case was the most senior employee of the employer, with significant autonomy in managing his workload and working hours. Despite this, the Court ruled in favour of the employer, citing insufficient evidence presented by the employee to substantiate the claim of excessive work hours.

The employee's allegations were not adequately supported by evidence of specific dates or periods during which he purportedly worked 70–80 hours per week. Additionally, evidence regarding extensive work-related travel lacked specificity, failing to support the claim of excessive workload.

The Court's ruling provides guidance on when hours worked outside ordinary working hours can be considered 'required' by the employer. It highlights that a requirement to work additional hours does not necessarily require explicit communication from the employer but can be inferred from circumstances, including the nature of the work and the employee's level of autonomy.

This case serves as a reminder for both employers and employees to carefully document and substantiate claims related to work hours and workload. Clear communication, proper record-keeping, and adherence to legal obligations are essential to ensuring fair and reasonable working conditions for all parties involved.

Former ATO officer sentenced for accepting bribes.

The ATO has advised that a former ATO employee has been sentenced to 5 years' imprisonment for corrupt conduct, including accepting bribes from a taxpayer they were auditing, in exchange for reducing millions of dollars in personal and business tax debts over a span of 6 years, which ceased only after the former employee's arrest. Following a guilty plea in July 2023, the Parramatta District Court, on 12 March 2024, convicted the offender of several contraventions of the Commonwealth Criminal Code, including accepting a bribe as a Commonwealth official, abuse of public office, and unauthorised access and disclosure of restricted data. The Court sentenced the offender to 5 years in prison, with a non-parole period of 2 years and 6 months.