Beyond payroll and compliance, HR leaders are being urged to treat EOFY as a chance to realign people strategy with the business
As Australian organisations close out the 2025–26 financial year, HR teams are under familiar pressure: finalise budgets, lock in workforce plans, and clear the administrative backlog. But according to one HR leader and judge at this year’s HR Awards, that framing sells the period short.
"EOFY is not just about closing out the year, it is an opportunity to reflect, reset, and shape what comes next together," said Amit Pahuja, head of people at Perpetual Private.
Pahuja's view – that EOFY should function as a deliberate strategic checkpoint rather than a compliance sprint – comes as HR teams also navigate a sharper-edged risk that surfaces every June: a seasonal spike in tax fraud and misreported expenses, much of it tied to deductions claimed by employees and contractors.
Avinash Singh, principal lawyer at Astor Legal, says EOFY consistently produces the year's highest concentration of fraudulent or inflated claims.
For HR, EOFY has traditionally meant budgets, headcount planning and finalising single touch payroll (STP) declarations to the Australian Taxation Office (ATO). Pahuja says that focus on performance, cost discipline and execution is necessary, but incomplete.
"It is also a moment for personal reset. As we move into a new year, many reflect on their professional and personal goals. Teams...
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