The superannuation component of a taxpayer's salary was nearly twice the amount the employer was statutorily required to contribute: the taxpayer was, according to the Court, effectively 'salary sacrificing' to make additional superannuation contributions. Consequently, the Court held that if the taxpayer had worked his full 6 months' notice period (as originally requested), then he would have received 6 months' base salary and 6 months' superannuation component. Therefore when the employer paid the taxpayer in lieu of notice, it had to pay the superannuation contribution as well as the salary.
Employers must make quarterly contributions to employees' superannuation funds equal to 9% of each employees' wage.3
The question in Willis was whether the employer was liable to pay the 9% contribution in respect of a termination payment made to an employee in lieu of the contractual period for notice.
On 13 April 2005, the taxpayer was summarily dismissed by his employer and his employment was terminated. Under the employment contract, the employer was required to give the taxpayer either 6 months' termination notice or payment in lieu of all or part of that period.
Initially, the employer asked the taxpayer to continue his employment throughout the 6 month notice period. But soon afterwards the employer decided to pay the taxpayer in lieu of notice. The employer then:
The taxpayer sued the employer and claimed that:
The District Court of New South Wales rejected the taxpayer's claims and found in the employer's favour.
The taxpayer appealed to the New South Wales Court of Appeal.
Sign up with Cleardocs to continue reading
Also receive a copy of Cleardocs' top premium ClearLaw articles for free.SIGN UP FOR FREE
The Court of Appeal rejected the taxpayer's claim with regard to the redundancy issue.
The Court heard the following submissions on the superannuation issue:
The employer's submission did not directly respond to the legal issue — namely what types of payments to an individual require a corresponding super guarantee payment to the individual's super fund.
The Court held in the taxpayer's favour.
The Court noted that the taxpayer had accepted a remuneration package which consisted of a base salary of $208,980 and a superannuation component of $18,808.20. The superannuation component constituted 9% of the base salary. However, employers in the relevant income year were only required to pay superannuation contributions on wages up to $134,880. The superannuation component was therefore nearly twice the amount the employer was statutorily required to contribute under the Act. As such, the taxpayer had effectively 'salary sacrificed' by accepting a higher superannuation contribution and a lower base salary.
Importantly, in the Court's view, had the taxpayer worked out the full 6 months' notice period, as originally requested, he would have received 6 months' base salary and 6 months' superannuation component.
In response to the employer's submissions, the Court stated that:
The Court concluded that the taxpayer was entitled to an order that the employer pay $9,404.10 (9% of 6 months' base salary), together with interest, to the taxpayer's super fund.
After the reasons for judgment had been written but before it was handed down, the employer informed the Court that it would, within 48 hours, pay $9,404.10 to the taxpayer's superannuation account (together with interest up to the date of payment).
The Court noted that this amounted to the employer conceding that the taxpayer had always been entitled to the superannuation contribution.
Stay on top of the never ending changes affecting superannuation with the following resources from Thomson Reuters:The Essential SMSF Guide and the Australian Superannuation Handbook. Available in book, ebook and online.
For more information:
Daniel is a lawyer in the Maddocks Tax & Revenue team.Daniel advises extensively in the following areas:
His advice covers both direct and indirect tax considerations.
Prior to joining Maddocks, Daniel worked at a Big Four Chartered Accounting Firm focusing on tax consulting for mergers and acquisitions.
The legal information and commentary on this site is general only. Documents ordered through Cleardocs affect the user's legal rights and liabilities. To assess their suitability for the user, legal accounting and financial advice must be obtained.
For more information, contact Maddocks on (03) 9258 3555 and ask to speak to a member of their team.