2026 Workplace Law Changes
Welcome Back to Another HR Alert:
2026 Workplace Law Changes Are Here! Is Your Business Ready?
Several major workplace law changes are now taking effect across Australia, with some of the biggest payroll and compliance reforms in years commencing from 1 July 2026.
For many businesses, these changes will require immediate action to avoid payroll errors, underpayment risks, compliance breaches, and increased scrutiny from regulators.
Here is what employers need to know.
1. Minimum Wage Increase – Effective 1 July 2026
The Fair Work Commission has announced a 4.75% increase to the National Minimum Wage and modern award minimum rates.
The National Minimum Wage will increase from: $24.95 to $26.44 per hour
Some lower-paid classifications will receive increases of up to 6%.
What This Means for Employers
If your business employs award-covered staff, this is not simply a “set and forget” payroll update.
Businesses should now:
Review all employee pay rates and classifications
Check annualised salary arrangements
Update payroll systems before July
Ensure casual and penalty rates are adjusted correctly
Incorrect implementation can quickly lead to underpayment risks and potential wage theft concerns.
2. Payday Super Is Coming – Effective 1 July 2026
One of the biggest payroll changes in recent years is now approaching.
From 1 July 2026, employers will generally be required to pay superannuation at the same time employees are paid, replacing the current quarterly payment system.
Why This Matters
This change will impact:
Payroll processes
Cash flow management
Payroll system capability
Compliance monitoring
Businesses that are not prepared may find themselves exposed to:
Super payment failures
Increased compliance risks
Administrative pressure
Employee disputes and complaints
Now is the time to review whether your systems and processes are ready.
3. SCHADS Award Changes – Effective 1 June 2026
Significant changes to the SCHADS Award are now in effect for employers operating within:
Disability services
Community services
Home care and aged care sectors
The changes impact areas such as:
Rostering
Minimum engagements
Classifications
Payment obligations
Employers in these industries should urgently review their payroll and rostering practices.
4. Gender Equality Reforms Continue
Large employers are now entering the first Workplace Gender Equality Agency (WGEA) target-setting cycle under the new reforms.
This places increased focus on:
Gender pay equity
Workforce representation
Leadership diversity
Workplace reporting obligations
5. Transport Industry Reforms
The Fair Work Amendment (Fairer Fuel) Act 2026 introduces additional changes impacting the road transport industry and contractual chain arrangements.
Transport operators and businesses engaging contractors should review current arrangements to ensure compliance moving forward.
The Reality for Employers in 2026
The compliance landscape is continuing to shift rapidly.
Regulators are increasingly focusing on:
Wage compliance
Payroll accuracy
Superannuation obligations
Employment classifications
Record keeping
For many businesses, the biggest risk is not intentional non-compliance; it is outdated systems, assumptions, and processes that have not kept up with legislative change.
Need Help Preparing?
Howardco Business + HR Solutions can assist with:
Workplace policy updates
Award interpretation assistance
HR compliance audits
If you would like support reviewing your workplace compliance obligations before these changes take effect, please contact our team.
Being proactive now is always better than fixing a compliance issue later.
If you are unsure about whether your policies cover you, click here to schedule your complimentary 30-minute policy health check and strategy session.
Disclaimer: The information provided is for general knowledge only and does not constitute legal advice. For specific enquiries, please reach out to us.