Hotels, pubs & licensed venues compliance obligations in Australian Capital Territory: 100–499 employees
Computed by the Rules Mate applicability engine for a Pty Ltd company with 100–499 employees, turnover $10M–$100M, in hotels, pubs & licensed venues, operating in Australian Capital Territory and selling to consumers and small businesses.
Short answer: 58 obligations
58 obligations apply (18 critical) across 29 regulators, plus 22 to check. Risk rating: medium. No licensed regime, but you employ staff (WHS, Fair Work, super and payroll duties); you are an APP entity under the Privacy Act; 18 critical obligations apply.
What changes at 100–499 employees
Compared with a hotels, pubs & licensed venues business with 20–99 employees in Australian Capital Territory, 3 obligations apply that did not, and 1 drops away.
What switches on at 500+ employees
Moving to a Pty Ltd company with 500+ employees, turnover $100M–$1B adds 10 obligations:
- AASB S2 Scope 3 emissions + assurance phase-in
- Lodge mandatory climate-related financial disclosures (ASRS S2)
- Publish an annual Modern Slavery Statement
- Maintain auditor / financial reporting (Chapter 2M)
- Comply with corporate whistleblower protections (Part 9.4AAA Corporations Act)
- Lodge Payment Times Reports (large business)
- ASRS Group 3 climate disclosure — FY commencing on/after 1 July 2027
- Scope 3 emissions disclosure (AASB S2 + voluntary)
- Modern Slavery Statement (Cwlth)
- Climate scenario analysis (AASB S2)
Australian Capital Territory law that applies
5 Australian Capital Territory obligations apply on these facts:
| Obligation | Why it applies |
|---|---|
| PCBU primary duty of care (ACT WHS Act s 19) | Every business is a PCBU — the primary duty of care applies whether or not you employ anyone · ACT law |
| Industrial manslaughter offence (ACT WHS Act s 34A) | Applies to every PCBU and its officers — a death caused by reckless or negligent breach of a WHS duty is a crime · ACT law |
| Register for ACT portable long service leave (hospitality / beauty) | You have employees (100–499) · Industry: Hotels, pubs & licensed venues · ACT law |
| Pay ACT payroll tax when threshold met | 100–499 employees — wages far exceed the ACT payroll tax threshold of $1.75M |
| Comply with Workplace Privacy Act 2011 (ACT) | You have employees (100–499) · ACT law |
Payroll tax in Australian Capital Territory (FY2026-27)
ACT: 6.75% on Australian wages above the $1.75 million tax-free threshold (FY2026-27). On these facts it applies: 100–499 employees — wages far exceed the ACT payroll tax threshold of $1.75M.
- How the threshold works
- Flat tax-free threshold, apportioned by days employed and the ACT share of Australia-wide wages.
- Returns
- Monthly by the 7th of the following month; annual reconciliation by 28 July
- Administered by
- ACT Revenue Office
Australian Capital Territory regulators
Where the obligations sit
| Area | Obligations |
|---|---|
| Privacy | 9 |
| Workplace | 8 |
| Tax | 7 |
| Directors | 4 |
| Whs | 4 |
| Food safety | 3 |
| Super | 2 |
| Migration | 2 |
| Liquor | 2 |
| Corporations | 2 |
Critical obligations on this profile
- Notifiable Data Breach (NDB) scheme (Annual turnover over $3M — an APP entity under the Privacy Act (s 6D))
- Apply for a Director Identification Number (Director ID) (Incorporated company (Corporations Act))
- Comply with directors' general law and statutory duties (Incorporated company (Corporations Act))
- Prevent insolvent trading (s 588G) (Incorporated company (Corporations Act))
- Pay superannuation on every payday (Payday Super) (You have employees (100–499))
- Pay employees in accordance with the applicable modern award (You have employees (100–499))
- Manage psychosocial hazards at work (You have employees (100–499))
- Take reasonable and proportionate measures to prevent sex discrimination, sexual (You have employees (100–499))
Check whether these apply
- ASRS Group 2 climate disclosure — FY commencing on/after 1 July 2026: only if you meet 2 of 3 Group 2 tests (revenue ≥ $200M, gross assets ≥ $500M, 250+ employees) or report under NGER
- Franchising Code of Conduct (mandatory industry code): only if you are a franchisor or franchisee
- AASB S2 Scope 3 emissions + assurance phase-in: only if you meet 2 of 3 ASRS size tests (revenue ≥ $50M, gross assets ≥ $25M, 100+ employees) or report under NGER
- Lodge mandatory climate-related financial disclosures (ASRS S2): only if you meet 2 of 3 ASRS size tests (revenue ≥ $50M, gross assets ≥ $25M, 100+ employees) or report under NGER
- Lodge an FBT return and pay FBT by 21 May: only if you provide fringe benefits (cars, entertainment, loans) to employees
- Wash outbound marketing lists against the Do Not Call Register: only if you make outbound telemarketing calls
- Maintain auditor / financial reporting (Chapter 2M): only if you meet 2 of 3 large-proprietary tests (revenue ≥ $50M, gross assets ≥ $25M, 100+ employees)
- Comply with corporate whistleblower protections (Part 9.4AAA Corporations Act): only if you are a large proprietary company (s 1317AI policy requirement)
Thresholds to watch
- Modern Slavery Statement mandatory (threshold $100M consolidated; approaching)
Questions
- How many compliance obligations apply to hotels, pubs and licensed venues in Australian Capital Territory with 100–499 employees?
- 58 obligations apply (18 critical) across 29 regulators, plus 22 to check. Risk rating: medium. No licensed regime, but you employ staff (WHS, Fair Work, super and payroll duties); you are an APP entity under the Privacy Act; 18 critical obligations apply.
- Which Australian Capital Territory laws apply?
- PCBU primary duty of care (ACT WHS Act s 19), Industrial manslaughter offence (ACT WHS Act s 34A), Register for ACT portable long service leave (hospitality / beauty), Pay ACT payroll tax when threshold met and Comply with Workplace Privacy Act 2011 (ACT)
Related
- Hotels, pubs & licensed venues compliance in Australian Capital Territory
- Hotels, pubs & licensed venues: all obligations
- Compliance obligations by industry, state and size
- Hotels, pubs & licensed venues in ACT: sole trader
- Hotels, pubs & licensed venues in ACT: sole trader with employees
- Hotels, pubs & licensed venues in ACT: partnership
- Hotels, pubs & licensed venues in ACT: trading trust
- Hotels, pubs & licensed venues in ACT: no employees
- Hotels, pubs & licensed venues in ACT: 1–5 employees
- Hotels, pubs & licensed venues in ACT: 20–99 employees
- Hotels, pubs & licensed venues in ACT: 20–99 employees, turnover $1M–$3M
- Hotels, pubs & licensed venues in ACT: 6–19 employees, turnover $3M–$10M
- Hotels, pubs & licensed venues in ACT: 100–499 employees, turnover $100M–$1B
- Hotels, pubs & licensed venues in ACT: 500+ employees, turnover $1B+
- Hotels, pubs & licensed venues in New South Wales: 100–499 employees
- Hotels, pubs & licensed venues in Victoria: 100–499 employees
- Hotels, pubs & licensed venues in Queensland: 100–499 employees
- Hotels, pubs & licensed venues in Western Australia: 100–499 employees
- Hotels, pubs & licensed venues in South Australia: 100–499 employees
- Hotels, pubs & licensed venues in Tasmania: 100–499 employees
- Hotels, pubs & licensed venues in Northern Territory: 100–499 employees
- Franchising Code of Conduct (mandatory industry code): does it apply to hotels, pubs & licensed venues?
- Hold valid liquor licence (state liquor licensing): does it apply to hotels, pubs & licensed venues?
- Appoint a certified Food Safety Supervisor (FSS): does it apply to hotels, pubs & licensed venues?
- Register for ACT portable long service leave (hospitality / beauty): does it apply to hotels, pubs & licensed venues?
Sources
- ACT Revenue Office: payroll tax thresholds and rates
- PCBU primary duty of care (ACT WHS Act s 19)
- Industrial manslaughter offence (ACT WHS Act s 34A)
- Register for ACT portable long service leave (hospitality / beauty)
- Comply with Workplace Privacy Act 2011 (ACT)
- Notifiable Data Breach (NDB) scheme
- Apply for a Director Identification Number (Director ID)
- Comply with directors' general law and statutory duties
Computed by the Rules Mate applicability engine from the published obligation corpus; facts last checked 3 October 2026. Rules Mate is not a law firm and this is general information, not legal advice. Confirm your position with the regulator source or a qualified adviser before acting.