For many small business owners, the company they’ve built is more than a livelihood, it’s a legacy. But when it comes time to step back, the path forward isn’t always clear.
Whether your children have chosen different careers or there’s no obvious successor in sight, succession planning can be one of the most emotionally and financially complex aspects of running a business.
Recent Australian research shows that most small businesses won’t be passed on to the next generation. In fact, nearly half of SME owners expect that when they retire it will result in the closure of the business or selling to someone outside the family.i
Only 39 per cent anticipate a family member taking over, and just one-third have a documented succession plan in place.
Without a clear plan, many business owners find themselves working well past the traditional retirement age. The reasons vary from lack of interest from family, uncertainty about valuation or simply not knowing where to start and the consequences can be significant.
Who will take over your business?
Succession planning isn’t just about protecting financial outcomes; it’s also about preserving relationships. When expectations are unclear or decisions are made under pressure, family dynamics can suffer. Open conversations, guided by a shared vision and professional advice, can help avoid misunderstandings and make sure that everyone feels heard. Even if the next generation isn’t stepping in, a thoughtful plan can honour your legacy and reduce stress for those around you.
Start early for a smoother exit
The key to a successful business exit is planning early.
A well-considered succession plan allows you to decide how and when you leave your business, rather than being forced to react to circumstances.
A federal government succession planning template is a helpful starting point, but it’s just one piece of the puzzle.
Planning ahead also helps avoid complications with the Australian Taxation Office. Transferring control or assets within a family business can trigger tax consequences, especially if the structure isn’t reviewed in advance.
A strong succession plan should cover:
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whether you’ll retain any ownership or involvement post-transition
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how the successor will fund the purchase (if applicable)
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contingencies for unplanned events like illness or sudden death
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tax implications of asset transfers, CGT, GST, and restructuring
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a current business valuation and regular reviews
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legal documentation and buy-sell agreements
If your business involves trusts, shareholder loans, or complex structures, it’s particularly important to seek professional advice. The ATO is actively reviewing transactions involving family wealth transfers, internal restructures, and use of concessions so clarity and compliance are key. Transactions of interest include assets being moved around within a private group; family member interests being restructured; accessing of concessions, exemptions and rollovers; settlement of shareholder/associate loans (Division 7A loans); and transfer of wealth through trusts.ii
Get good advice
Succession planning isn’t just about paperwork. Whether you’re preparing your business for sale, transferring ownership to a family member, or simply exploring your options, professional advice can make all the difference.
We can help you to:
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choose the right tax structure
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understand the implications of buy-sell agreements
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maximise available CGT concessions
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prepare your business for valuation and sale
If you’d like to start the conversation or review your existing plan, please contact our office. The earlier you begin, the more choices you’ll have and the more confident you’ll feel about your next chapter of your business.
7 tips for successful succession planning
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Assess family readiness Consider whether family members have the necessary skills, experience and ambition to continue the business.
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Use a neutral facilitator An independent adviser can help draw out sensitive issues within the family and work on potential conflicts.
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Document unequal distributions If family wealth or business control won’t be shared equally, clearly document your reasoning to support transparency and reduce the chance of future disputes.
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Plan a gradual handover Allow time for successors to take on responsibilities progressively ensuring a smoother transition and continuity of leadership.
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Embed family values Include your family’s values, culture and vision in the plan to help guide future decisions and reduce misunderstandings.
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Aim for consensus Try to obtain agreement from all family members to avoid confusion or conflict, especially in the event of the current business owner’s death.
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Record tax-sensitive transactions Document all transactions with current or future tax implications such as changes in ownership; acquisition, disposal or transfer of assets; restructures; and loans, payments or debt forgiveness to related parties.
i Planning for life after business | Business Research and Insights
