Hotels, pubs & licensed venues compliance obligations in Victoria: 100–499 employees, turnover $100M–$1B
Computed by the Rules Mate applicability engine for a Pty Ltd company with 100–499 employees, turnover $100M–$1B, in hotels, pubs & licensed venues, operating in Victoria and selling to consumers and small businesses.
Short answer: 68 obligations
68 obligations apply (19 critical) across 33 regulators, plus 16 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; 19 critical obligations apply.
Turnover $100M–$1B instead of $10M–$100M: what changes
Compared with a Pty Ltd company with 100–499 employees, turnover $10M–$100M in Victoria, 10 obligations apply that did not.
- Applies: AASB S2 Scope 3 emissions + assurance phase-in
- Applies: Lodge mandatory climate-related financial disclosures (ASRS S2)
- Applies: Publish an annual Modern Slavery Statement
- Applies: Maintain auditor / financial reporting (Chapter 2M)
- Applies: Comply with corporate whistleblower protections (Part 9.4AAA Corporations Act)
- Applies: Lodge Payment Times Reports (large business)
- Applies: ASRS Group 3 climate disclosure — FY commencing on/after 1 July 2027
- Applies: Scope 3 emissions disclosure (AASB S2 + voluntary)
- Applies: Modern Slavery Statement (Cwlth)
- Applies: Climate scenario analysis (AASB S2)
Victoria law that applies
5 Victoria obligations apply on these facts, and 1 more is worth checking:
| Obligation | Why it applies |
|---|---|
| Notify VIC WorkSafe of notifiable WHS incidents | Every PCBU must notify the regulator of notifiable incidents (death, serious injury, dangerous incident) · VIC law |
| PCBU primary duty of care (Victoria OHS Act s 21) | Every business is a PCBU — the primary duty of care applies whether or not you employ anyone · VIC law |
| Pay Victorian payroll tax when threshold met | 100–499 employees — wages far exceed the VIC payroll tax threshold of $1M |
| Comply with the General Environmental Duty (VIC) | The Victorian general environmental duty applies to every business activity that could cause harm from pollution or waste · VIC law |
| Pay long service leave under the LSL Act 2018 (Vic) | You have employees (100–499) · VIC law |
| Comply with Retail Leases Act 2003 (VIC) | Check: applies only if you lease retail premises |
Payroll tax in Victoria (FY2026-27)
VIC: 4.85% on Australian wages above the $1 million tax-free threshold (FY2026-27). On these facts it applies: 100–499 employees — wages far exceed the VIC payroll tax threshold of $1M.
- How the threshold works
- Full threshold below $3M of Australian wages; between $3M and $5M it phases out at 50% of wages over $3M; no threshold above $5M.
- Surcharges
- Above $10M Australian wages: mental health and wellbeing surcharge 0.5% + COVID-19 debt surcharge 0.5%; above $100M a further 0.5% each (2% total).
- Regional concession
- 1.2125% regional employer rate
- Returns
- Monthly by the 7th of the following month; annual reconciliation by 21 July
- Administered by
- SRO Vic
Victoria regulators
Where the obligations sit
| Area | Obligations |
|---|---|
| Privacy | 8 |
| Workplace | 8 |
| Tax | 7 |
| Climate | 5 |
| Directors | 4 |
| Whs | 4 |
| Food safety | 3 |
| Super | 2 |
| Migration | 2 |
| Liquor | 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
- 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
- Influencer + ad disclosure under ACL + AANA Code: only if you advertise to consumers or engage influencers
- Comply with Retail Leases Act 2003 (VIC): only if you lease retail premises
- Implement Food Safety Program where prescribed (Standard 3.2.1): only if you serve food to vulnerable persons (FSANZ Std 3.3.1) or your state prescribes a food safety program
- Wine Equalisation Tax (WET) for producers + wholesalers: only if you produce, import or wholesale wine
Questions
- How many compliance obligations apply to hotels, pubs and licensed venues in Victoria with 100–499 employees, turnover $100M–$1B?
- 68 obligations apply (19 critical) across 33 regulators, plus 16 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; 19 critical obligations apply.
- Which Victoria laws apply?
- Notify VIC WorkSafe of notifiable WHS incidents, PCBU primary duty of care (Victoria OHS Act s 21), Pay Victorian payroll tax when threshold met, Comply with the General Environmental Duty (VIC) and Pay long service leave under the LSL Act 2018 (Vic)
Related
- Hotels, pubs & licensed venues compliance in Victoria
- Hotels, pubs & licensed venues: all obligations
- Compliance obligations by industry, state and size
- Hotels, pubs & licensed venues in VIC: sole trader
- Hotels, pubs & licensed venues in VIC: sole trader with employees
- Hotels, pubs & licensed venues in VIC: partnership
- Hotels, pubs & licensed venues in VIC: trading trust
- Hotels, pubs & licensed venues in VIC: no employees
- Hotels, pubs & licensed venues in VIC: 1–5 employees
- Hotels, pubs & licensed venues in VIC: 100–499 employees
- Hotels, pubs & licensed venues in VIC: 20–99 employees, turnover $1M–$3M
- Hotels, pubs & licensed venues in VIC: 6–19 employees, turnover $3M–$10M
- Hotels, pubs & licensed venues in VIC: 500+ employees, turnover $1B+
- Hotels, pubs & licensed venues in New South Wales: 100–499 employees, turnover $100M–$1B
- Hotels, pubs & licensed venues in Queensland: 100–499 employees, turnover $100M–$1B
- Hotels, pubs & licensed venues in Western Australia: 100–499 employees, turnover $100M–$1B
- Hotels, pubs & licensed venues in South Australia: 100–499 employees, turnover $100M–$1B
- Hotels, pubs & licensed venues in Tasmania: 100–499 employees, turnover $100M–$1B
- Hotels, pubs & licensed venues in Northern Territory: 100–499 employees, turnover $100M–$1B
- Hotels, pubs & licensed venues in Australian Capital Territory: 100–499 employees, turnover $100M–$1B
- 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
- SRO Vic: payroll tax thresholds and rates
- Notify VIC WorkSafe of notifiable WHS incidents
- PCBU primary duty of care (Victoria OHS Act s 21)
- Comply with the General Environmental Duty (VIC)
- Pay long service leave under the LSL Act 2018 (Vic)
- 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.