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Protecting Your Retirement: The Warning Signs of High-Risk Schemes

Following the collapse of the First Guardian/ Shield schemes, Hostplus is urging members to familiarise themselves with the red flags to look out for when making decisions about your super. These include cold calling, pressure tactics, and exaggerated promises about high returns.

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Protecting Your Retirement: The Warning Signs of High-Risk Schemes

Following the collapse of the First Guardian/ Shield schemes, Hostplus is urging members to familiarise themselves with the red flags to look out for when making decisions about your super. These include cold calling, pressure tactics, and exaggerated promises about high returns.

Read now

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Canstar: 2018 - 2015 Outstanding Value Superannuation

Hostplus Outstanding Value Super

8 years in a row

We’re proud to have won Canstar’s Outstanding Value Super Award for the eighth year in a row. The award recognises our strong long-term performance, competitive fees and an array of product features. 

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Canstar: 2018 - 2015 Outstanding Value Superannuation

Hostplus Outstanding Value Super

8 years in a row

We’re proud to have won Canstar’s Outstanding Value Super Award for the eighth year in a row. The award recognises our strong long-term performance, competitive fees and an array of product features. 

Find out more

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CPI + 2.5%

Retired and looking for more certainty over your returns?

Introducing CPIplus, a Pension investment option that aims to deliver a consistent and predetermined return above inflation each year.

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Not available for Transition to Retirement Pensions. Though returns above inflation are predetermined annually, Hostplus can shorten the return period. Hostplus may also adjust the rate of return with at least 30 days’ notice.

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CPI + 2.5%

Retired and looking for more certainty over your returns?

Introducing CPIplus, a Pension investment option that aims to deliver a consistent and predetermined return above inflation each year.

Learn more

Not available for Transition to Retirement Pensions. Though returns above inflation are predetermined annually, Hostplus can shorten the return period. Hostplus may also adjust the rate of return with at least 30 days’ notice.

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  1. Home
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  4. Remuneration policy

Our  
remuneration 
policy

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Hostplus is run to benefit our members, and does not pay dividends to shareholders or sales commissions to financial planners. Our focus is on providing our members with the best-quality superannuation services at competitive prices.

As such, our remuneration policy is designed to encourage superior performance and long-term commitment to Hostplus from all staff, with our objective being to remunerate fairly and equitably so we can provide a quality service to our members. 

Our remuneration policy is also informed by our guiding principles and philosophy and applies to directors, officers and all Hostplus employees.

If there’s something you can’t find here, don’t hesitate to call us on 1300 467 875. We’re available to assist with any enquiries Monday to Friday, 8am - 8pm AEST/AEDT. 

Our position on remuneration

Our remuneration policy is designed to encourage superior performance from our staff.

Simplicity. Consistency. Equality. Fairness. Alignment with values. Appropriate risk behaviour. Transparency. 

We believe remuneration should:

  • facilitate the delivery of superior long-term results for the business
  • promote sound risk management principles
  • support the corporate values and desired culture
  • attract, retain, motivate and align the talent we need to achieve our business goals
  • reinforce leadership, accountability, teamwork and innovation
  • align with the contribution and performance of the business, teams and individuals.

Our remuneration practices have regard to general market conditions, with a focus on what is happening within the financial services, and more specifically, the superannuation sector.  

All remuneration-related matters are to be determined and approved by the Board’s People and Remuneration Committee. The People and Remuneration Committee is accountable for exercising its responsibilities in line with its Charter.

Hostplus remuneration details

Remuneration, in the form of director fees for Board members, are considered by the People and Remuneration Committee which makes recommendations to the Board. Remuneration is reviewed annually, with any changes to be made effective from 1 July in that year.

Year ended 30 June 2025
NameDirector fee (salary) ($)Parking benefits ($)Superannuation ($)Termination benefits ($)Total ($)
Independent Directors

D Frawley

253,901

-

30,000

-

283,901

J Rudd

124,763

-

18,714

-

143,477

J Whiting

156,949

-

23,542

-

180,491

Employer-nominated

C Laundy

144,166

-

21,625

-

165,791
D Attenborough 145,134 -21,770 -166,904

D Gibson

145,134

-

21,770

-

166,904

B Kearney37,800-5,670-43,470
Member-nominated
G Bullock (a)
125,731-18,860-144,591
J Korlevska (a)56,235-8,435-64,670
T Lyons131,383-19,708-151,091
B Myers (a)158,885-23,833-182,718
 Total1,480,081-
213,927-1,694,008

(a) The salary in relation to the services provided by this Director is paid to their nominating association United Workers Union. Any superannuation contribution is paid directly to this Director.

The People and Remuneration Committee has the delegated authority to:
 
  • determine remuneration matters of the Hostplus Executive Leadership Team (ELT),
  • make recommendations to the Board on remuneration relating to the CEO, and 
  • provide recommendations to the Board on proposed agreements made under relevant industrial legislation (e.g. enterprise agreements). 

Fixed remuneration reviews for the ELT occur annually, with any increases payable from 1 July in that year. Increases above the terms of the enterprise agreement (excluding for the CEO) require approval from the People and Remuneration Committee.

The CEO assesses each ELT member's performance, considering their operational and financial responsibilities and their contribution to the management and leadership of the business.

The Chairman, on behalf of the Board, assesses the CEO's performance against the previous year's objectives and sets goals for the year ahead. The Board discusses the outcome without the CEO present, and the results are then communicated to the CEO. 

Year ended 30 June 2025
NameDate commenced in roleDate of role change
Short-term
employment benefit		Post-employment
benefit		Long-term
employment benefit		Other short-term benefits Total
   Salary and fees including short-term leave ($)Variable remuneration ($)Bridging payment ($)Super ($)Long service leave ($)Variable remuneration(a) ($)Non-monetary benefit(b) ($)($)

D Elia

15/03/1999

 

1,217,813

238,740

358,110

30,000

95,590

192,344

11,982

2,144,579

J Dutton04/03/2024 511,15372,638-30,0003,740-
11,982629,513

U Mecchi

23/11/2023

 

607,133

75,538

-

30,000

19,678

-

11,982

744,331

J Muir

26/01/2023

 

511,773

87,759

-

30,000

36,873

-

8,249

674,654

S Sicilia

31/03/2008

30/04/2025(c)

776,458

389,160

259,440

25,154

55,955

142,731

9,980

1,658,878

G Clerk

01/05/2025

30/06/2025(d)

136,557

-

-

5,538

3,224

-

2,002

147,321

N Strickland

15/09/2023

 

416,222

73,058

-

30,000

10,234

-

11,982

541,496

A Nedelkov01/07/202430/06/2025(e)336,694--30,00027,170 -11,982405,846
S Hill03/02/2025 242,974--12,115--4,858259,947

Total



4,756,777

936,893

617,550

222,807

252,464

335,075

84,999

7,206,565

(a) Long-term variable remuneration includes the deferred component of the Short-Term Incentive Plan.
(b) Non-monetary benefits primarily represent car parking benefits provided to executive Key Management Personnel.
(c) Extended leave from 30 April 2025 to 30 June 2025.
(d) Appointed Acting Chief Investment Officer between 1 May 2025 to 30 June 2025.
(e) Ceased role as Acting Chief Administration and Insurance Officer.

This Remuneration Disclosure has been prepared in line with the Australian Prudential Regulation Authority (APRA) Prudential Standard CPS 511 - Remuneration. The information is current as of 30 June 2025 and provides an overview of Hostplus' remuneration policy, practices, and governance. 

Further information

The People and Remuneration Committee is responsible for regularly reviewing the remuneration policy and as appropriate, making recommendations to the Board. This includes an assessment of the policy’s application, effectiveness and compliance with the requirements of APRA’s Prudential Standard SPS 510: Governance.

The People and Remuneration Committee reviews the policy annually to ensure it continues to meet its intended purpose and to identify any material deviations of remuneration outcomes.

The Committee’s responsibilities are set out in the People and Remuneration Committee’s Charter and extend to:

  • approving the staff benefits that have significant monetary impacts
  • setting fixed remuneration annual review parameters and outcomes
  • setting maximum variable remuneration
  • deciding participation in variable remuneration plans
  • reviewing overall short-term incentives (STIs) allocations
  • approving any proposal for a sign on, retention or termination payment.

Hostplus offers variable remuneration in the form of STIs to the CEO and to members of the Group Executive Team. At its discretion, the Board may implement a variable remuneration scheme for non-executive staff based on individual performance, but linked to overall performance of the Fund.

CEO and Group Executive Team – participation is subject to People and Remuneration Committee approval and Board endorsement.

STIs are discretionary, performance-based remuneration designed to drive and reward short-to-medium term results, reflecting the level of risk. This includes financial and non-financial results and metrics at an organisation, department, team and individual level.The STI plan is set at the start of each financial year, with the conditions attached to the specific individual plans and objectives to be met.

Any sign-on, retention or termination payments not set out in the employment contract are to be approved by the People and Remuneration Committee.

All Group Executives at Hostplus may resign from their employment by giving Hostplus three (3) months’ notice in writing. The relevant Group Executive and Hostplus may agree on a lesser notice period, or Hostplus may, at its discretion, waive the notice period. Hostplus may terminate their employment and in such circumstances Hostplus must provide them with three (3) months’ notice in lieu. 

In addition, Hostplus may terminate their employment at any time, without notice, if, in the opinion of Hostplus, they engage in serious misconduct, serious neglect of duty, or serious breach of any of the express or implied terms of their employment contract. In such circumstances they would be entitled to payment of their normal salary and benefits up to the date of termination only.

Details of the remuneration paid to our Responsible Persons are set out above.

Over the past year, Hostplus has continued to make meaningful headway in strengthening gender equity across our organisation. Our latest WGEA results show sustained improvement, with our average total remuneration gender pay gap decreasing to 17.2% and our median gap to 13.9%. These results position Hostplus ahead of the broader financial services benchmark of 23.2%, reflecting our ongoing commitment to fair and equitable outcomes for all employees.

Our progress this year has been supported by deliberate actions, including a comprehensive pay equity review which resulted in targeted adjustments for 22 employees, as well as ongoing work to embed gender balanced recruitment practices and strengthen leadership capability across the organisation.

While we recognise there is further work to do, our trajectory demonstrates that our efforts are delivering positive and measurable results. In the year ahead, we will continue to advance this work by uplifting our action plan to focus on key improvement areas highlighted in our 2025 data, with the full support of the Board and executive leadership.

Hostplus remains committed to driving long term, sustainable progress towards gender equity and fostering a workplace where all employees can thrive.