D-Link A/NZ today unveiled its new range of 2.5G Multi-Gigabit switch range, including the DMS-1016 and DMS-1024 models. Designed for seamless, ultra-fast connectivity, these unmanaged switches cater to the growing bandwidth demands of both home and small business networks.

Modern digital workflows, including video conferencing, cloud computing, and real-time collaboration, demand faster, reliable networks. These new 2.5G switches address this by delivering ultra-fast downlink speeds across 16 or 24 ports, optimising productivity in device-dense environments.

“As digital workflows become more bandwidth-intensive, multi-gigabit performance is no longer optional—it’s essential,” said Graeme Reardon, Managing Director, D-Link A/NZ. “Our new 2.5G switches deliver next-generation performance with plug‑and‑play simplicity, futureproofing networks for years to come.”

Product Features and Benefits

• 16 or 24-Port unmanaged delivering reliable 2.5-gigabit speeds
• Intelligent power management reduces energy use during idle periods, supporting sustainability goals while lowering operating costs
• Plug-and-play installation eliminates bottlenecks and powers high-end devices without complexity

Engineered and manufactured in Taiwan, these switches reflect the highest global standards of precision and reliability. Built on D-Link’s Made in Taiwan (MIT) brand promise of creative innovation, solution-oriented, one-stop service, and sustainable design, they offer dependable connectivity and performance supported by decades of experience.

This launch reinforces D-Link’s core philosophy of “One Connection – Infinite Possibilities,” underscoring the company’s commitment to secure, smart, and efficient networking solutions that evolve with customer needs.

2.5G Multi-Gigabit Switch range availability and pricing

The DMS-1016 and DMS-1024 switches are available now from www.dlink.com.au and from all authorised D-Link partners and resellers for the following RRPs:

DMS-1016 – RRP AU$649.00

DMS-1024 – RRP AU$849.95

New research from VistaPrint has revealed a powerful psychological milestone hiding in plain sight across Australia’s $590 billion small and medium business economy¹: nearly three quarters of SMB owners believe branded merchandise signals they’ve officially ‘made it’ in business.

The findings come as Australia’s 2.7 million SMBs contribute one-third of the nation’s GDP and employ over 5 million people², making their confidence, credibility, and growth potential crucial drivers of national economic success.

Yet the research exposes a significant opportunity gap: over half (55%) of Australian SMBs are not currently using branded merchandise as a business growth tactic, potentially missing out on branding and psychological benefits that could amplify their business growth.

The psychology of business success

The new research, which surveyed Australian SMB owners, found that 69% strongly believe branded merchandise signals you have “made it” as a business. Notably, 42% of businesses introduce branded merchandise within their first year of operation, showing how quickly entrepreneurs see its value in establishing credibility and building their brand.

More significantly, 74% of small and medium-sized businesses report that branded merchandise has given them a stronger sense of being a ‘real business.’ This finding shows that the impact of branded products goes far beyond marketing or customer engagement. For many SMB owners, seeing their brand physically represented on merchandise is not just about visibility. It provides validation, builds confidence, and reinforces a sense of legitimacy in the marketplace. In an environment where credibility and trust are critical to survival and growth, branded merchandise is proving to be both a marketing tool and a stepping stone to business growth.

At Vista, we make it simple and accessible for business owners to bring these ideas to life with a wide range of high-quality, customisable products that are affordable and come in quantities right-sized for small businesses, along with easy design tools that help them elevate their brand and confidently get their name out there.

“For many entrepreneurs, branded items act as tangible proof that their venture has evolved from startup to established business,” said Marcus Marchant, CEO of Vistaprint Australia. “This represents the moment SMB owners feel they’ve truly arrived, not just a promotional or branding nice-to-have.”

Measurable Business Impact

The research reveals that branded merchandise delivers tangible business benefits that could play a key role in strengthening Australia’s SMB sector. Small business owners reported strengthened brand identity (39%), boosted team pride (33%), and greater ability to stand out from competitors in a crowded marketplace (32%). Many (29%) said branded merchandise helps get people talking, increased customer trust (26%), and even direct support in acquiring new customers (26%).

“When I first started Squirtz Plumbing, it was just me and a van. The day we designed our own branded uniforms and caps was the day I felt like I had really made it,” said Joel, owner of Squirtz Plumbing. “It was more than just merch, it made my team feel unified, helped customers recognise us instantly, and made the business feel professional and established.”

The professional credibility factor

Research shows that 80% of SMB owners perceive businesses with branded uniforms as very or extremely professional, with 22% rating them as “extremely professional.” This demonstrates the strong link between merchandise and perceived credibility.

Businesses that do not adopt merchandise risk appearing less established and less trustworthy, which can reduce customer confidence and limit growth, missing out on the credibility that branded presence provides. Branded uniforms, signage, and merchandise are increasingly viewed as essential markers of legitimacy and professionalism, not optional extras.

Strengthening Australia’s SMB economic engine

Australia’s small businesses are economic powerhouses, contributing $590 billion annually – one-third of the nation’s GDP – and employing 5.1 million people. When these businesses are more confident, professional, and successful, it strengthens the entire economic ecosystem.

The research reveals a significant untapped potential: 55% of SMBs are not currently using branded merchandise, including 24% actively considering it. This represents hundreds of thousands of businesses that could potentially boost their team pride, customer trust, and professional credibility – benefits that ripple through local communities and the broader economy.

Perhaps most tellingly, 64% of SMBs would invest more in branded merchandise if the design process were easier, revealing that demand exists but practical barriers are holding back market expansion.

Barriers and Solutions

Cost remains the primary barrier, with 47% citing it as preventing further investment, followed by lack of time (17%) and uncertainty about return on investment (13%).

Merchandise is no longer just giveaways, it’s a strategic way for small businesses to build credibility and connect with customers,” said Marchant. “From a café’s branded aprons to a tradie’s uniforms, these moments of visibility create trust and pride in the community.

“Branded merchandise is one of the simplest and most effective ways for SMBs to build visibility and pride,” added Marchant. “We are making it easy for small businesses to bring their brand to life in ways that strengthen trust and drive long-term success.”

For businesses looking to expand into merchandise, please visit https://www.vistaprint.com.au/  to see VistaPrint’s range of options.

Every business that hires, collects and stores personal information. From resumes and identification documents, medical clearances, superannuation and bank details, licences, and reference checks, this data tells the story of the people who make your business run. Managing that People Data securely is a daily responsibility for every employer.

With a few structured, repeatable habits, and by making better use of the tools you already have, you can protect your people’s information, meet privacy requirements, and build lasting trust.

1. Identify what you collect, where it lives, and who touches it

Start with visibility. List what personal and sensitive data you gather at each stage of employment:

• Pre-hire: resumes, ID, licences, qualifications, references.
• Onboarding: tax and super forms, bank details, emergency contacts, training certificates.
• During employment: performance notes, medical clearances, leave forms, payroll data.

Next, note where this information is stored – email inboxes, shared drives, laptops, HR systems, even messaging apps – and who can access it. Many businesses find data scattered across personal folders and email attachments. Consolidate where possible and set one “source of truth” per person.

You likely already have secure storage tools: Microsoft 365 and Google Workspace both include encrypted cloud drives, multi-factor authentication (MFA), and controlled sharing options. Use these features instead of emailing documents or saving them to unsecured desktops.

When an employee leaves, treat their data like a formal project rather than an afterthought. Confirm what information must be retained for legal, tax, or safety purposes (for example, payroll, superannuation, and injury records) and what can be securely deleted such as copies of ID, medical notes, and access credentials. Remove their access to all systems immediately, transfer ownership of any shared files, and reset shared passwords. Archive essential employment records in a restricted folder with a clear retention end date, then schedule a follow-up review (typically after seven years) to confirm deletion. This ensures compliance, prevents unauthorised access, and keeps your records lean and accurate.

2. Build trust and compliance into hiring

Transparency builds confidence. Let candidates know why you collect data, how it’s collected and used, who will see it, and when it’s deleted. A short, plain-English privacy and consent statement attached to your onboarding pack goes a long way.

Other low-cost practices include:

• Data minimisation: Only collect what’s needed for each stage. For example, don’t request a driver’s licence until the role requires driving.
• Role-based access: Give recruiting staff access to candidate data, but limit payroll or medical information to HR only.
• Audit trail: Keep a simple log (spreadsheet or system note) recording who uploaded or accessed sensitive documents.
• Breach checklist: Prepare a two-page guide on how to isolate an incident, who to notify, and what to communicate.

These steps reduce administrative risk and the human errors that often lead to data leaks.

3. Delete data methodically, not emotionally

Most breaches occur because data lingers long after it’s useful. Set clear retention rules:

• Unsuccessful candidates: keep applications and interview notes for 6–12 months, then securely delete.
• Employees: retain payroll and contractual records as legally required and remove unnecessary supporting documents.
• Referee contacts: delete once the hiring decision is final unless there’s a legal or audit need.

Add a “Delete by” date to file names (e.g., Smith_ID_DEL-2026-06) or create quarterly calendar reminders for data clean-ups. For secure destruction:

• Digital: use your system’s permanent-delete function; for devices, run a secure-erase before resale or disposal.
• Physical: use a cross-cut shredder or a certified destruction service, keeping the certificate for your records.

If you use external vendors (for payroll, screening, or training), ask how they handle data expiry, and how a user is able to control the removal of their data.

4. Treat HR data with the same rigour as financial data

Most small businesses protect their bank accounts meticulously but underestimate the sensitivity of HR information. Apply the same controls:

• Two-person approval for changes to personal or payroll details.
• Regular reviews of who can access HR folders or systems.
• Password protection for any file containing personal data.
• Vendor due diligence – ask where data is hosted and how it’s encrypted.

5. Detecting fraud through smart, practical verification

As recruitment becomes more remote, identity and reference fraud are growing risks. Simple tools can help:

• Track the IP address or time zone of online referees – if a “Sydney manager” submits a reference from an overseas server at midnight, it’s worth a quick verification call.
• Prefer references from company email domains rather than free accounts.
• Keep reference links one-time use to prevent spoofing.
• Confirm referees via a company ‘contact us’, not a mobile number provided by the candidate.
• Conduct an identity check either in person, or, if you use a system, a digital ID check and use a Document Verification Service, combined with a biometric check.

These small steps protect both your business and genuine candidates from fraudulent behaviour.

6. Lessons from ISO 27001:2022 – continuous improvement, not compliance theatre

When WorkPro achieved its ISO 27001:2022 accreditation, the biggest insight wasn’t about technology – it was about rhythm. Data protection isn’t a one-off project; it’s an ongoing cycle of review and refinement.

Even without certification, SMEs can borrow this approach: once a year, review who has access to what, test your breach response plan, check vendor contracts, review your privacy policy and collections notice, and refresh your team’s awareness via training. A simple online search will help you find practical security training providers. Additionally, the company delivering your technology support may also be able to provide user security training.

Use the annual review as an opportunity to tidy, update, and strengthen. Small, consistent improvements make a business more resilient – and reinforce that protecting people’s data is as much about trust as it is about compliance.

—

Contributed by Tania Evans, Founder & CEO of WorkPro

WorkPro is an Australian workforce compliance and job-readiness platform helping businesses implement and deliver a consistent, robust, streamlined screening, onboarding and legal compliance program for their workforce.

At just 19 years old, Naythen Lindsey has made history as the youngest franchise owner in the Kwik Kopy network, and one of the youngest in Australia. While many of his peers are still deciding what to do after school, Naythen has already stepped up to take full ownership of a business, using his own savings to purchase Kwik Kopy Hornsby.

The ever-changing economic climate can be challenging to small businesses, but one franchise network has proven that family values, strong support systems and a community spirit can drive success and inspire the next generation of entrepreneurs. 

Kwik Kopy Australia is a print, signage and design franchise network owned and operated by the Penfold family for over 44 years. Having a consistently growing franchise network with 90 centres at present, the growth was anchored on family foundations and continues to attract more franchisees to embody those values.

“Many might think people as young as me can’t lead a business,” says Naythen. “I’ve been exposed to the industry since I was 16 years old, which made me more equipped and ready.”

A Gen Z business owner 

Naythen did not attend university. He left schooling after Year 10 with hopes of becoming an engineer, but instead took the great opportunity to be part of the family business. He started learning about print and design at Kwik Kopy Five Dock, owned by his father, Paul. As he recently took leadership of the Hornsby location, he wanted to understand the processes.

Living in Shellharbour and travelling for work, the young business owner plans to relocate to Hornsby soon to better serve local customers and immerse himself in the community. As he continues to progress, Naythen is an example of how family support and personal dedication mix well in entrepreneurship.

Building on family 

Not only is Naythen the youngest Kwik Kopy franchise owner, but also the youngest in the Lindsey family – a success story of franchise ownership that showcases the values Kwik Kopy was founded on. His parents, Paul and Suzan, joined the network in 2014, relocating from Melbourne to Sydney to operate the Five Dock centre. 

Today, Paul continues to own Five Dock, while Suzan owns the Shellharbour location and is supported by their other son Daymein. “There’s healthy competition among us,” shares Suzan. “Ultimately, we support one another. Seeing Naythen build something this young is what we’ve always dreamed of.”

The Lindseys have won 16 awards across their centres, including Franchisee of the Year, Chairman’s Award and Brand Ambassador Award. They have also mentored others to succeed, as they used to co-own the Coburg centre with a former employee they sponsored. They later sold their share so she could convert to a full owner. 

An established model

Naythen acknowledges his remarkable feat would not be possible without viable support from the franchise network. Kwik Kopy Australia’s model is built on that commitment. As a family-owned franchise network, it offers comprehensive training, guidance and tools to franchisees from all walks of life. It provides an opportunity for people to avoid starting from scratch. 

The support from the network is beyond professional, but also personal. “You’re never approaching things blindly. Regardless of the issue, you can always pick up the phone and contact them for support,” says Suzan.

A lack of career growth opportunities is the most commonly cited barrier to career advancement globally, according to the sixth chapter of ADP’s “People at Work 2025” report series.

Based on survey data from nearly 38,000 workers across 34 markets, about one in five workers globally (19%) say limited opportunities are holding back their career progression. In Australia, 20% of workers cite this as their main barrier, underscoring that the challenge is both local and universal.

Other obstacles cited globally include a lack of desire to move ahead (13%) and limited time (12%), with fewer workers pointing to fear (5%) and lack of education (5%) as barriers. These findings suggest that motivation and visibility of career pathways matter more than individual skills gaps.

The study also shows what keeps Australian employees engaged and loyal. Flexibility in scheduling is the main reason workers stay with their current employer (38%), followed by pay for performance (25%) and access to professional training and skills development (24%). In comparison, the top three reasons chosen by employees around the world are: opportunity for career advancement (45%), professional training and skills development (36%), and flexibility in scheduling (34%).

Kylie Baullo, General Manager, Australia, New Zealand, and Japan, ADP, said: “Flexibility has become a basic expectation for Australian workers, but it is not enough by itself. Employees also want to see clear career paths and opportunities to develop their skills. When those opportunities are not visible, even loyal employees may feel the need to look elsewhere. Employers who combine flexibility with tangible rewards and development opportunities will not only keep talent but also build a more motivated and dedicated workforce.”

Generational and demographic differences

The perception of career barriers varies by age. More than 20% of workers aged 40 and above report that the lack of opportunity is their biggest barrier, compared to just 14% of those aged 26 and below.

The data also shows differences by job level. Around 16% of executives and upper managers cited the lack of opportunity as a career advancement barrier. This rises to 18% among middle and frontline managers, and 20% among individual contributors.

Among workers who identify as a racial or ethnic minority in their market, 16% report a lack of opportunity as a main barrier, slightly lower than the 20% of non-minority workers who say the same.

Career stagnation drives turnover risk

Career stagnation appears to be a strong trigger for job hunting. Among workers who perceive few growth opportunities at their current job, over a third (34%) are actively looking or interviewing for a new job.

Additionally, those who feel strongly that they need to change employers to progress are 2.6 times less likely to consider themselves highly productive. Globally, 15% of workers believe switching employers is essential to their career progression. In Australia, that figure is slightly lower at 13%.

“The workplace impact of limited career visibility isn’t just employee disengagement – it’s lost productivity, diminished innovation, and higher turnover,” said Nela Richardson, Chief Economist at ADP. “Organisations that design clear, equitable career paths don’t just retain talent, they also increase their ability to unlock the full productive potential of their employees.”

Grill’d has welcomed the Fair Work Commission’s approval of its new Enterprise Agreement, a landmark achievement that positions its team members among the best paid in Australia’s fast-food industry.

The agreement represents a major milestone for Grill’d, its people, and the broader hospitality sector, delivering stronger pay, clearer career progression, and industry-leading benefits that go well beyond the Award.

Grill’d faced a challenging environment through a stalled and drawn-out process to reach approval for this agreement for its teams. Given this, Grill’d proactively provided almost 6 months of backpay, despite the significant cost to the business, demonstrating an unwavering commitment to its people.

Simon Crowe, Founder and Managing Director of Grill’d, said the new deal received overwhelming support, with 83% of voting employees backing the proposal.

“The road to a new Enterprise Agreement has been long and challenging, but our people are our greatest asset. We listened carefully and fought hard to deliver the best possible outcome for our teams,” Crowe said.

“They wanted growth, flexibility, and real benefits, and this agreement delivers all three in spades.”

Under the new Enterprise Agreement, Grill’d team members will receive a significantly higher base pay for both full-time and part-time employees compared to the industry Award, comfortably passing the Better Off Overall Test (BOOT).

The agreement also provides clear career pathways and a range of enhanced benefits designed to support professional growth and work-life balance.

“Our people are the heart of Grill’d, and this agreement is a reflection of their passion, patience, and belief in what we’re building together,” Crowe said. “We’re deeply grateful for their support throughout this process.”

Grill’d remains steadfast in its commitment to be the best place to work in hospitality, ensuring every team member has the opportunity to thrive in an environment built on the company’s core values of Passion, Leadership, Ownership, Trust, and Sustainability.

On 14 October 2025, Microsoft will officially end support for Windows 10 in every market, including Australia, meaning that PCs running Windows 10 will no longer receive security updates, technical support, or vulnerability patches.

That leaves a vast portion of Australian homes, schools, local councils and small businesses exposed to unpatched security holes. Experts estimate Windows 10 still powers a significant share of global desktops, and many Aussie users lag behind in migrating due to stricter hardware demands of Windows 11.

What does this mean in practice for Australians?

• No more patches: After 14 October, any new vulnerabilities discovered in Windows 10 will remain unpatched — giving cybercriminals easy entry points.
• Higher risk of scams and ransomware: Unsupported devices are prime targets for phishing, ransomware, and business email compromise (BEC) attacks.
• Fake update scams: Attackers may pose as Microsoft or IT support, sending fake “security updates” that actually install malware — a trend already flagged by Scamwatch, which reports Australians lost over $174 million to scams in the first half of 2025.
• Loss of compatibility: New peripherals and apps may no longer work properly on hold-out machines.
• Data exposure: Once compromised, attackers can steal files, credentials and personal information — or use your device to attack others.

Windows 10 is the second most used Windows operating system powering roughly 46 % Windows desktops worldwide, so many homes and businesses will be exposed to unpatched vulnerabilities if they do nothing.

Avast cyber security expert Luis Corrons explains what this means for consumers and businesses, and what steps they should take to make sure their devices remain secure.

“End of support is not the end of the world, but it is the end of free safety nets. Attackers know that, which is why unpatched Windows and driver bugs become long-lived entry points,” says Corrons. “It is also an opportunity for scammers. People may see fake pop-ups, upgrade offers or even get phone calls pretending to be from Microsoft.”

In Australia, the scale of scam and fraud already shows how dangerous it can get:

• In the first half of 2025, Australians reported 108,305 scams, with $174 million in losses.
• In 2023–24, more than 2 million Australians were victims of card fraud, and 675,000 responded to a scam.

Imagine a scenario: a small Australian accounting firm still running Windows 10 gets targeted via a phishing email that installs ransomware, because their system had unpatched vulnerabilities. The results: business downtime, data loss, reputational damage, remediation costs.

What can people do to stay safe?

1. If eligible, upgrade to Windows 11.
2. If you must keep Windows 10, enroll in ESU. This is a paid option for consumers and businesses.
3. Harden holdouts: keep browsers and third-party apps fully updated, remove SMB1 protocol, use a reputable security suite that still supports Windows 10, run a non-admin account, enable multi-factor authentication, and maintain offline backups.
4. For businesses: run an inventory of Windows 10 endpoints, segment networks, restrict macros and unsigned drivers, turn on application allow-listing, plan hardware refresh for non-upgradable devices, and budget multi-year ESU if needed. Pricing starts around 61 USD per device for year one and increases annually.
5. Beware of scams: if you receive a call claiming to be from Microsoft urging you to upgrade, or suspiciously looking pop-up messages, stay cautious and do not engage. If your device is eligible for an upgrade, you will receive an official notification from Microsoft.

D-Link A/NZ has introduced three new DMS-1250 Series network switches, expanding the current DMS-1250 Series offering in the market, which are designed to meet the growing demand for high-performance connectivity in modern business environments.

The DMS-1250 range now includes the:

• DMS-1250-28P 28-Port Multi-Gigabit Smart Managed PoE++ Switch with 24 2.5G 90W PoE++ ports and 4 10G SFP+ ports
• DMS-1250-28 28-Port Multi-Gigabit Smart Managed Switch with 24 2.5G ports and 4 10G SFP+ ports
• DMS-1250-18P 18-Port Multi-Gigabit Smart Managed PoE++ Switch with 16 2.5G 90W PoE++ ports and 2 10G SFP+ ports

New DMS-1250 Series switches key features

DMS-1250-28P

28-Port Multi-Gigabit Smart Managed PoE++ Switch with 24 2.5G 90W PoE++ ports and 4 10G SFP+ ports

• 24 Ports 2.5GE PoE for downlink

• 4 Ports 10G SFP+ for uplink

• PoE IEEE802.3af/at/bt options, power budget 475W

• 6kV surge protection on all 2.5G ethernet ports

• Supports LACP 802.3ad Link Aggregation

• Supports Static Routing & Loopback Detection

• Supports Spanning Tree Protocol (STP/RSTP/MSTP)

• AAA support for RADIUS/TACACS+

• Supports D-Link Safeguard Engine

• Manage through the Nuclias Network Controller

DMS-1250-28

28-Port Multi-Gigabit Smart Managed Switch with 24 2.5G ports and 4 10G SFP+ ports

• 24 Ports 2.5GE for downlink

• 4 Ports 10G SFP+ for uplink

• 6kV surge protection on all 2.5G ethernet ports

• Supports LACP 802.3ad Link Aggregation

• Supports Static Routing

• Supports Loopback Detection

• Supports Spanning Tree Protocol (STP/RSTP/MSTP)

• AAA support for RADIUS/TACACS+

• Supports D-Link Safeguard Engine

• Manage through the Nuclias Network Controller

DMS-1250-18P

18-Port Multi-Gigabit Smart Managed PoE++ Switch with 16 2.5G 90W PoE++ ports and 2 10G SFP+ ports

• 16 Ports 2.5GE PoE for downlink

• 2 Ports 10G SFP+ for uplink

• PoE IEEE802.3af/at/bt options, power budget 370W

• 6kV surge protection on all 2.5G ethernet ports

• Supports LACP 802.3ad Link Aggregation

• Supports Static Routing & Loopback Detection

• Supports Spanning Tree Protocol (STP/RSTP/MSTP)

• AAA support for RADIUS/TACACS+

• Supports D-Link Safeguard Engine

• Manage through the Nuclias Network Controller

Featuring 2.5G ports across the range, these switches offer a significant boost in network speed, ideal for SMBs and enterprises looking to support bandwidth-hungry applications such as video conferencing, high-resolution file transfers, and cloud-based services.

Cutting-edge PoE features ensure reliable power delivery

With advanced Layer 2 management capabilities, the DMS-1250 Series ensures seamless, scalable networking that keeps pace with the rapid evolution of digital workloads. The DMS Series of Multi-Gigabit Switches also is the perfect companion to the latest Wi-Fi Access points that support 2.5G connectivity, maximising not only LAN, but also Wi-Fi performance across the network.

The DMS-1250 Series employs cutting-edge PoE features that ensure reliable power delivery as
PoE+ ports provide a high-power budget to fulfill business needs.​ The innovative PoE functions can ensure uninterrupted power delivery to all powered devices.

PoE has a number of additional benefits including the fact that PoE switches simplify device installation by reducing cable usage and eliminating the need for separate power supplies or outlets. Perpetual PoE also provides an uninterrupted power supply to network devices, even during reboots or maintenance and Fast PoE technology reduces the time it takes for devices to become operational after connecting to the network.

The DMS-1250 Series’ PD-Alive feature is perfect for IP surveillance networks to monitor the status of connected powered devices and verify their activity.​

DMS-1250-28 28-Port Multi-Gigabit Smart Managed Switch with 24 2.5G ports and 4 10G SFP+ ports

The three new DMS-1250 PoE models also come equipped with built-in internal fans that automatically adjust across five cooling levels to prevent the device from overheating. Alternatively, administrators can manually set the fans to either Off or Quiet Mode based on the environment or operating temperature.

The DMS-1250 Series switches also offer enhanced 6kV surge protection on all 2.5G access ports, ensuring that your network remains resilient and that your devices stay safe from electrical surges.​

In addition, the DMS-1250 Series switches offer a comprehensive set of Layer 2+ capabilities, including:

• Static Routes

• IPv4/IPv6

• DHCP relay (available in future R2 firmware release)

• DiffServ QoS

• Port Mirroring

• Spanning Tree Protocol (STP/MSTP/RSTP)

• Link Aggregation Control Protocol (LACP)

• IGMP and MLD Snooping

DMS-1250-18P 18-Port Multi-Gigabit Smart Managed PoE++ Switch with 16 2.5G 90W PoE++ ports and 2 10G SFP+ ports

There are also a variety of management tools on hand with D-Link’s Nuclias Connect and D-View 8 to meet users’ management requirements. D-Link Nuclias Controller (DNC) and D-Link Nuclias Hub (DNH) facilitate the discovery and management of multiple D-Link devices, allowing efficient configuration of settings. Additionally, the DMS-1250 Series seamlessly integrates with D-View 8, a comprehensive central network management system. Then SNMP functionality enables centralised network asset management, remote configuration and logging.

The DMS-1250 Series switches​ are versatile and particularly suitable for SMB environments. They provide high-speed data transmission with 2.5GE to desktops and infrastructure devices, whilst providing crucial 10G uplinks for external connectivity. This high-speed uplink ensures that the entire business can access external services without encountering data bottlenecks. Furthermore, they offer IEEE 802.3af/at (PoE/PoE+) to power remote devices.

DMS-1250 Availability and pricing

The DMS-1250-28P, DMS-1250-28 and DMS-1250-28P are available now from www.dlink.com.au, www.dlink.co.nz and from all authorised D-Link partners and resellers in both countries for the following RRPs:

DMS-1250-28P – RRP AU$2699.95

DMS-1250-28 – RRP AU$1499.95

DMS-1250-18P – RRP AUD$1899.95