Your Annual HR Compliance Calendar 2025
When it comes to HR, most of the damage happens quietly — not because someone made a major mistake, but because no one noticed the small ones stacking up. A missed policy review here, an expired contract there, and suddenly your business is out of step with Fair Work requirements.
The easiest way to avoid those risks? Treat HR like any other essential part of your business operations — with a calendar and a system.
This guide lays out the key dates, checks, and reminders to help you stay compliant all year long.
JANUARY – Reset and Review
Confirm any award or pay rate changes (many take effect 1 Jan)
Check public holiday dates for the year ahead
Review any upcoming fixed-term or probationary contracts
Update your HR calendar or tracking spreadsheet
Tip: Set aside time now to map key HR admin dates across the year — and delegate where you can.
MARCH – Mid-Q1 Compliance Pulse Check
Review employee leave balances ahead of Easter period
Conduct a quick HR file audit — check that employee files, contracts, and policies are complete and accessible and in line with Fair Work requirements
Schedule upcoming performance reviews if part of your rhythm
JUNE – End of Financial Year
Finalise payroll and superannuation reporting
Schedule or conduct your annual HR compliance audit
Review any minimum wage or award changes (the Fair Work Commission often announces updates around this time for application in the financial year)
JULY – Implement Updates
Apply any new pay rates or award changes (usually effective 1 July)
Communicate these changes clearly to staff (and in writing)
Review and update employment contracts where relevant
Ensure superannuation increases are updated in line with legislation
Update the Fair Work Information Statement and other relevant Fair Work statements if changes have been made
SEPTEMBER – Policy and Culture Review
Review and update your HR policies: leave, workplace bebaviour, safety etc
Check that staff have access to the latest versions and have acknowledged any updates
Review onboarding and training materials — are they current and compliant?
Run a pulse survey or culture check-in if relevant to your business
NOVEMBER – Prep for the Holiday Period
Plan for public holiday closures and communicate staffing needs
Review leave requests and staffing gaps
Confirm shutdown policies are documented and shared
Review casual employee arrangements if workload will shift
ALL YEAR ROUND – Ongoing Checks
Monitor award updates relevant to your industry
Keep a record of training completion and workplace inductions
Review and manage probation periods, contract end dates, and employee anniversaries
Schedule quarterly or biannual one-on-one check-ins with staff
Tools to Help You Stay on Top of It
You don’t need a fancy HR system to stay organised — but you do need something consistent. Try:
A simple HR spreadsheet or checklist with due dates and responsibilities
Shared calendar reminders for recurring tasks
HRAnywhere’s support tools (we can set it all up for you)
Annual reminders to update policies and contracts with expert input
Compliance Isn’t One Big Task — It’s a Series of Small Ones
Staying compliant doesn’t need to be stressful — but it does require structure. By turning HR into a scheduled process, you’re not just protecting your business — you’re creating the conditions for it to grow with confidence.
Need help building your HR calendar or reviewing your key documents?
[Book a compliance planning session with HRAnywhere ]