The Fair Work Ombudsman’s legal action against Greathunter Pty Ltd, the former operator of Newcastle restaurant Larnna Thai, is a reminder that superannuation compliance is no longer just an Australian Taxation Office issue.
As superannuation obligations increasingly fall within the Fair Work framework and the National Employment Standards (NES), unpaid super can now trigger workplace investigations, litigation and significant penalties.
According to the Fair Work Ombudsman, Greathunter and its sole director allegedly failed to pay more than $23,000 in superannuation to three employees between 2021 and 2023. The regulator also alleges that inaccurate pay slips were provided during the investigation, allegedly suggesting superannuation had been paid when it had not.
The matter highlights a growing compliance risk for employers.
While late super payments have historically been treated as an ATO matter, the Fair Work Ombudsman is increasingly pursuing cases where unpaid super is linked to broader payroll failures, inaccurate record keeping or vulnerable workers.
For payroll professionals, the case reinforces several important lessons.
Payslips are legal documents.
If payroll records indicate superannuation has been paid when it has not, employers may face serious legal and reputational consequences.
Payroll systems, reconciliations and reporting processes must align with actual payment activity.
With Payday Super commencing from 1 July 2026, employers will generally be required to pay superannuation at the same time as wages.
This will significantly reduce the ability for unpaid super liabilities to remain hidden for extended periods.
Businesses relying on manual payroll processes, delayed reconciliations or disconnected systems may face increased compliance risk.
One of the strongest messages from the case is the importance of proactive remediation.
When payroll errors are identified, organisations should:
Regulators are far more likely to take a serious view where issues remain unresolved or records allegedly misrepresent compliance.
The Greathunter case reinforces that payroll is no longer simply an administrative process.
It is now a core governance, compliance and reputational risk function.
As enforcement activity increases and Payday Super approaches, payroll professionals will play a critical role in ensuring organisations meet their legal obligations accurately and transparently.
Superannuation compliance is no longer just an end of quarter payroll task.
With Fair Work now actively pursuing superannuation related breaches and Payday Super commencing from 1 July 2026, payroll accuracy, reconciliation and record keeping have become critical governance responsibilities.
Payroll professionals should ensure payroll records reflect actual payments made, discrepancies are identified early and remediation occurs quickly and transparently.
In today’s compliance environment, strong payroll governance is no longer optional; it is essential.
Source: Fair Work Ombudsman media release, 21 May 2026.