The Employment Hero Super Choice Code of Practice (2026)
Superannuation is the single largest employer-funded benefit your business provides and with Payday Super legislation arriving 1 July 2026, the rules around how employees choose their fund are about to change.
At Employment Hero, we believe employees deserve genuine choice and transparency when it comes to their super. That’s why we’ve developed Australia’s first Super Choice Code of Practice; a gold standard for onboarding platforms designed to protect employees, reduce compliance risk for employers and make sure super fund selection is always clear, fair and in your team’s best interest.
When employees actively choose their fund, the outcomes speak for themselves: higher balances, better engagement and stronger retirement savings for life.
Read through the Code below or download The Employment Hero Super Choice Code of Practice.
The Employment Hero Super Choice Code of Practice
Download our Super Choice Code of Practice to see exactly how Employment Hero is setting the standard for transparency, compliance and employee choice in superannuation.
Super Choice Code of Practice (2026 Review)
- Advertising is limited to MySuper products that have passed the latest APRA performance test. Choice products and broader fund features must not be promoted.
- Clear and unambiguous disclosures must accompany all advertisements, including:
- Advertisements must be clearly labelled as such.
- Where a stapled fund has been identified by the ATO, employees must be clearly informed that this is their stapled fund based on ATO records.
- Employees must be informed they can search for any other superannuation accounts and consolidate them through myGov to save on fees from duplicate accounts. A link to myGov must be provided.
- Employees must be informed they can compare superannuation products using the ATO’s YourSuper comparison tool. A link to the tool must be provided.
- Any consideration or benefit (financial or otherwise) that the person making or causing the advertisement has received or will receive must be disclosed.
- Advertisements must include a statement that employees should consider their personal financial situation, investment strategy, fund performance, fees and costs, and insurance arrangements when choosing or switching superannuation products.
- Employees must be informed through a clear visual interface in advance that they will see advertisements, which they will have the ability to skip or ignore.
- No financial product advice may be given to employees by onboarding platforms.
- Employers must not be offered any inducements by an onboarding platform or a superannuation trustee to encourage employees to nominate any advertised fund, whether or not the fund is a default Product.
- Cybersecurity must be maintained to the industry standard for financial services providers, including maintaining ISO 27001 certification and compliance with applicable obligations under the Privacy Act 1988 and the Cyber Security Act 2024.
- Onboarding platforms must maintain a robust conflicts of interest policy to ensure any real or perceived conflicts arising from the advertising of funds on the platform are managed appropriately.
What does this mean for businesses using the Employment Hero platform?
- You can be confident your employees are being offered genuine fund choice, not steered into products that aren’t in their best interest.
- You manage superannuation and onboarding on a platform that keeps pace with regulatory changes
- You support employee engagement with super, helping them build better retirement savings.
Employment Hero’s payroll and onboarding platform is fully integrated with the ATO’s stapled fund API and TFN validation services, meaning we make it seamless for businesses to comply while giving their employees the best experience possible.
Learn more about choice in superannuation here.
Disclaimer: The information in this article is current as at 17 April 2026, and has been prepared by Employment Hero Pty Ltd (ABN 11 160 047 709) and its related bodies corporate (Employment Hero). The views expressed in this article are general information only, are provided in good faith to assist employers and their employees, and should not be relied on as professional advice. The Information is based on data supplied by third parties. While such data is believed to be accurate, it has not been independently verified and no warranties are given that it is complete, accurate, up to date or fit for the purpose for which it is required. Employment Hero does not accept responsibility for any inaccuracy in such data and is not liable for any loss or damages arising either directly or indirectly as a result of reliance on, use of or inability to use any information provided in this article. You should undertake your own research and to seek professional advice before making any decisions or relying on the information in this article.