Telecommunications carriers / CSPs compliance obligations in New South Wales: 20–99 employees, turnover $1M–$3M
Computed by the Rules Mate applicability engine for a Pty Ltd company with 20–99 employees, turnover $1M–$3M, in telecommunications carriers / csps, operating in New South Wales and selling to consumers and small businesses.
Short answer: 51 obligations
51 obligations apply (17 critical) across 25 regulators, plus 9 to check. Risk rating: medium. No licensed regime, but you employ staff (WHS, Fair Work, super and payroll duties); 17 critical obligations apply.
Turnover $1M–$3M instead of $3M–$10M: what changes
Compared with a Pty Ltd company with 20–99 employees, turnover $3M–$10M in New South Wales, 1 obligation applies that did not, and 8 drop away.
- No longer applies: Notifiable Data Breach (NDB) scheme
- No longer applies: Publish a Privacy Policy that meets APP 1
- No longer applies: Provide an APP 5 collection notice at or before collection
- No longer applies: APP 12 & APP 13 access and correction requests
- No longer applies: APP 7 direct marketing: consent, opt-out & when you can't message (2026)
- No longer applies: Privacy Act Reform — information controllers regime (proposed Tranche 2)
- No longer applies: Report ransomware and cyber extortion payments within 72 hours
- No longer applies: APP 2 — anonymity + pseudonymity for individuals
New South Wales law that applies
4 New South Wales obligations apply on these facts, and 1 more is worth checking:
| Obligation | Why it applies |
|---|---|
| PCBU primary duty of care (NSW WHS Act s 19) | Every business is a PCBU — the primary duty of care applies whether or not you employ anyone · NSW law |
| Notify SafeWork NSW of notifiable WHS incidents | Every PCBU must notify the regulator of notifiable incidents (death, serious injury, dangerous incident) · NSW law |
| Pay long service leave under the LSL Act 1955 (NSW) | You have employees (20–99) · NSW law |
| Comply with Workplace Surveillance Act 2005 (NSW) | You have employees (20–99) · NSW law |
| Pay NSW payroll tax when threshold met | Check: applies only if your annual Australian wages (grouped) exceed $1.2M |
Payroll tax in New South Wales (FY2026-27)
NSW: 5.45% on Australian wages above the $1.2 million tax-free threshold (FY2026-27). On these facts it may apply: 20–99 employees in NSW — enter annual payroll to confirm; it applies only if your annual Australian wages (grouped) exceed $1.2M.
- How the threshold works
- Flat tax-free threshold, apportioned by the share of Australian wages paid in NSW and by days employed; only one group member claims it.
- Returns
- Monthly by the 7th of the following month; annual reconciliation by 28 July
- Administered by
- Revenue NSW
New South Wales regulators
Where the obligations sit
| Area | Obligations |
|---|---|
| Workplace | 8 |
| Tax | 7 |
| Telecommunications | 5 |
| Directors | 4 |
| Whs | 4 |
| Privacy | 3 |
| Super | 2 |
| Online safety | 2 |
| Migration | 2 |
| Corporations | 2 |
Critical obligations on this profile
- 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 (20–99))
- Pay employees in accordance with the applicable modern award (You have employees (20–99))
- Manage psychosocial hazards at work (You have employees (20–99))
- Take reasonable and proportionate measures to prevent sex discrimination, sexual (You have employees (20–99))
- Australian Business Number (ABN) application (Every business carrying on an enterprise needs an ABN)
Check whether these apply
- Lodge an FBT return and pay FBT by 21 May: only if you provide fringe benefits (cars, entertainment, loans) to employees
- Pay NSW payroll tax when threshold met: only if your annual Australian wages (grouped) exceed $1.2M
- 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
- Track eligibility for the electric car FBT exemption: only if you provide electric vehicles to employees
- Comply with AANA Code of Ethics + community guidelines: only if you advertise to consumers or engage influencers
- Enforce + manage post-employment restraints — current state: only if your contracts contain restraint of trade clauses
- Child Support — employer deductions: only if Services Australia serves you a child support deduction notice
Thresholds to watch
- Lose the Privacy Act small-business exemption at $3M annual turnover (removal of the exemption altogether is proposed, not yet law) (threshold $3M; very close)
- WGEA gender pay gap reporting becomes mandatory (threshold 100 employees; very close)
Questions
- How many compliance obligations apply to telecommunications carriers / CSPs in New South Wales with 20–99 employees, turnover $1M–$3M?
- 51 obligations apply (17 critical) across 25 regulators, plus 9 to check. Risk rating: medium. No licensed regime, but you employ staff (WHS, Fair Work, super and payroll duties); 17 critical obligations apply.
- Which New South Wales laws apply?
- PCBU primary duty of care (NSW WHS Act s 19), Notify SafeWork NSW of notifiable WHS incidents, Pay long service leave under the LSL Act 1955 (NSW) and Comply with Workplace Surveillance Act 2005 (NSW)
Related
- Telecommunications carriers / CSPs compliance in New South Wales
- Telecommunications carriers / CSPs: all obligations
- Compliance obligations by industry, state and size
- Telecommunications carriers / CSPs in NSW: sole trader
- Telecommunications carriers / CSPs in NSW: sole trader with employees
- Telecommunications carriers / CSPs in NSW: partnership
- Telecommunications carriers / CSPs in NSW: trading trust
- Telecommunications carriers / CSPs in NSW: no employees
- Telecommunications carriers / CSPs in NSW: 1–5 employees
- Telecommunications carriers / CSPs in NSW: 20–99 employees
- Telecommunications carriers / CSPs in NSW: 100–499 employees
- Telecommunications carriers / CSPs in NSW: 6–19 employees, turnover $3M–$10M
- Telecommunications carriers / CSPs in NSW: 100–499 employees, turnover $100M–$1B
- Telecommunications carriers / CSPs in NSW: 500+ employees, turnover $1B+
- Telecommunications carriers / CSPs in Victoria: 20–99 employees, turnover $1M–$3M
- Telecommunications carriers / CSPs in Queensland: 20–99 employees, turnover $1M–$3M
- Telecommunications carriers / CSPs in Western Australia: 20–99 employees, turnover $1M–$3M
- Telecommunications carriers / CSPs in South Australia: 20–99 employees, turnover $1M–$3M
- Telecommunications carriers / CSPs in Tasmania: 20–99 employees, turnover $1M–$3M
- Telecommunications carriers / CSPs in Northern Territory: 20–99 employees, turnover $1M–$3M
- Telecommunications carriers / CSPs in Australian Capital Territory: 20–99 employees, turnover $1M–$3M
- Comply with Telecommunications Consumer Protections (TCP) Code: does it apply to telecommunications carriers / csps?
- Comply with the Reducing Scam Calls and Scam SMs Industry Code: does it apply to telecommunications carriers / csps?
- Comply with Customer Service Guarantee (CSG) for standard phone services: does it apply to telecommunications carriers / csps?
- Telco data retention — 2 years (Part 5-1A Telecommunications Act): does it apply to telecommunications carriers / csps?
Sources
- Revenue NSW: payroll tax thresholds and rates
- PCBU primary duty of care (NSW WHS Act s 19)
- Notify SafeWork NSW of notifiable WHS incidents
- Pay long service leave under the LSL Act 1955 (NSW)
- Comply with Workplace Surveillance Act 2005 (NSW)
- Apply for a Director Identification Number (Director ID)
- Comply with directors' general law and statutory duties
- Prevent insolvent trading (s 588G)
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.