Legal Alert: Employment Law Cost Changes Commencing 30 June and 1 July 2026

Legal Alert: Employment Law Cost Changes Commencing 30 June and 1 July 2026

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Employment Law Cost Changes Commencing 30 June and 1 July 2026

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3 min read

2 Jul 2026

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    Key Takeaways
  • Employers need to prepare for several significant employment law changes taking effect from 30 June and 1 July 2026.
  • Payroll systems, superannuation processes and employee pay rates should be reviewed to ensure they reflect the new legal requirements.
  • Health and pharmacy employers face award-specific wage increases, while all employers need to comply with new superannuation and minimum wage obligations.
  • Taking proactive steps now can help minimise the risk of underpayments, penalties and workplace disputes.

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A number of significant employment law cost changes commence from 30 June and 1 July 2026. These reforms affect employer obligations relating to superannuation, minimum wages, modern awards and Paid Parental Leave.

Now is the time to ensure your payroll systems, employment practices and workplace policies are up to date.

30 June 2026 

Wage increases to awards found subject to gender-based undervaluation

As part of the Fair Work Commission's gender undervaluation reforms, the following increases take effect from the first full pay period commencing on or after 30 June 2026:

  • The first of five staged wage increases under Health Professionals and Support Services Award 2020
  • The second of three phases of wage increases under the Pharmacy Industry Award 2020
  • The first of three increases to minimum rates under the Children’s Services Award 2010

Employers should:

  • Review relevant award/s and identify confirm new rates. The Fair Work Ombudsman Pay and Conditions Tool can provide useful guidance: P.A.C.T Pay Calculator - Find your award
  • Review employee classifications and confirm employees are correctly classified
  • Update payroll systems with to reflect minimum award rates

1 July 2026

Payday Super Begins

Superannuation contributions must now be received by an employee's nominated super fund within seven business days of each payday. This replaces the current quarterly payment system.

Employers should:

  • Review payroll and superannuation processes
  • Consider any cashflow impacts of more frequent super payments
  • Ensure payroll systems can meet the new payment deadlines

New Super Calculation Rules

The Super Guarantee will now be calculated using qualifying earnings (QE) rather than ordinary time earnings (OTE).Qualifying earnings include OTE, commissions and certain salary sacrifice amounts.

Employers should:

  • Review payroll systems
  • Review current remuneration arrangements, particularly commission-based or complex arrangements
  • Confirm superannuation is being calculated correctly

Expanded Paid Parental Leave

Eligible families with children born or adopted on or after 1 July 2026 will be entitled to 26 weeks (130 days) of Government-funded Paid Parental Leave, an increase from the previous entitlement of 24 weeks.

Employers should ensure their parental leave policies and employee communications reflect the expanded scheme.

Superannuation on Paid Parental Leave

The Australian Taxation Office will make superannuation contributions of 12% to current and future recipients of government funded paid parental leave, and to those who received government funded paid parental leave in the 2025-26 financial year.

Minimum Wage Increases

From the first full pay period commencing on or after 1 July 2026:

  • The National Minimum Wage increases to $26.44 per hour ($1,004.90 per week)
  • Modern award minimum wages increase by 4.75% 

Employers should also review salary and annualised wage arrangements to ensure employees remain better off overall.

Employers should:

  • Review employee pay rates
  • Update payroll systems
  • Check annualised salary arrangements remain compliant

What Employers Should Do Now

With multiple changes taking effect within a short period, employers should take the opportunity to review their workplace compliance obligations.

Key actions include:

  • Review award classifications and employee pay rates
  • Update payroll systems for the new wage and superannuation requirements
  • Ensure compliance with the new Payday Super regime
  • Review employment contracts and remuneration arrangements where necessary
  • Update parental leave policies and employee communications

Failure to comply with workplace laws can expose employers to underpayment claims, financial penalties and costly workplace disputes.

If you are unsure how these changes affect your business, require assistance reviewing your employment practices or believe you may have failed to comply with one or more of your workplace law obligations, the Employment & Industrial Relations team at Hillhouse Legal Partners can assist.

Please contact Robert Lamb on (07) 3220 1144 or robert@hillhouse.com.au.

Proposed Testamentary Trust Tax Changes: Government Signals Further Change

Proposed Testamentary Trust Tax Changes: Government Signals Further Change

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Proposed Testamentary Trust Tax Changes: Government Signals Further Change

Author: Robert Lamb

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3 min read

23 Jun 2026

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    Key Takeaways
  • Recent reports indicate the Government intends to revise its proposed testamentary trust tax changes, however the legislation has not yet been introduced or passed by Parliament.
  • Testamentary trusts remain an important Estate Planning tool, with flexibility continuing to be a key feature of a well-structured Will.
  • There is no need to make immediate changes based on media reports alone, but if you have concerns about your Estate Plan, now is an appropriate time to seek advice.

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When the Federal Budget was handed down in May, the Government announced a proposal to introduce a minimum 30% tax rate on income from discretionary trusts, including discretionary testamentary trusts established from 1 July 2028.

At the time, we shared in our recent Federal Budget Proposal article that the proposal represented a significant potential change to Estate Planning and that, importantly, the legislation had not yet been introduced or passed by Parliament.

Since then, the Government has indicated it intends to revise the proposal. It has been widely reported that discretionary testamentary trusts established for genuine Estate Planning purposes will no longer be subject to the proposed 30% minimum tax. Instead, the proposed minimum tax is expected to only apply where income from those trusts is distributed to a corporate beneficiary.

While this is welcome news for many Australians, it is important to remember that the proposed legislation has not yet been finalised or passed by Parliament. The detail of the final law, including any exclusions and how they will operate in practice, remains uncertain.

What does this mean for your Estate Plan?

Our advice remains largely unchanged.

Testamentary trusts continue to be an important Estate Planning tool. They can provide significant benefits including:

  • Asset protection
  • Flexibility in administering inheritances
  • Protection for vulnerable beneficiaries, and
  • Tax planning opportunities where appropriate

The recent developments reinforce the importance of building flexibility into Estate Planning rather than reacting to proposals that may ultimately change before becoming law.

Should you change your Will?

For most people, there is no immediate need to amend an existing Will solely because of these announcements.

However, if you have questions about how the proposed changes may affect your Estate Plan, or you are considering updating your Will for other reasons, now is an appropriate time to seek advice.

As the legislation is still being developed, we are not yet able to provide definitive advice on how the final laws will affect individual Estate Plans. Once the legislation is settled, we will be able to provide more specific recommendations where required.

We're here to help

Our Wills & Estates team is here to discuss the proposed changes and answer any questions you may have about your Estate Planning arrangements. To arrange a confidential discussion, please contact Robert Lamb, Tracy Pratt or our Wills & Estates team on (07) 3220 1144 or send our team an email via email@hillhouse.com.au.

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A Judgment Isn’t Enough: Can the Debtor Actually Pay?

A Judgment Isn’t Enough: Can the Debtor Actually Pay?

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A Judgment Isn’t Enough: Can the Debtor Actually Pay?

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3 min read

16 Jun 2026

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    Key Takeaways
  • A judgment confirms that money is owed, but it does not guarantee payment.
  • Before commencing, it is important to consider whether the debtor has assets or income that any judgment can be enforced against.
  • Legal costs are only partly recoverable in most cases, and a costs order will rarely if ever cover all costs incurred.
  • An effective debt recovery strategy considers both the strength of the claim and the likelihood of recovering the debt and your legal costs.

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Further to our previous article on the options available when chasing an unpaid invoice, one of the most important questions a creditor should ask before commencing legal proceedings is whether the debtor actually has the ability to pay. A successful court outcome is only part of the equation. The real issue is whether the debt can actually and practically be recovered.

Even where a creditor obtain judgment confirming that money is owed, payment is not automatic. If the debtor does not pay voluntarily, further enforcement action may be required to recover the money and your legal costs.

Judgement Is Not Recovery

It is understandable to assume that obtaining judgment means the matter is effectively over. However In reality, a judgment simply confirms that the debt is legally due.

If the debtor has no assets, no income, or no practical source of funds, enforcement may be futile for a host of reasons.

Therefore a strategic and cost-benefit analysis of the question even if we “win” the court case can the money ultimately be obtained should be undertaken before commencing court proceedings. Legal fees, court filing fees, and enforcement costs can quickly outweigh the amount in dispute, particularly if the debtor is potentially insolvent or difficult to locate.

Costs and Commerciality 

Legal costs are another important consideration.

You have to assume you will be out of pocket even if you “win” the case and the person pays.

Even if you are successful in a court case and obtain a costs order, those costs are usually assessed on a standard basis. This generally results in recovery of only about 50–60% of the actual legal fees actually incurred.

An indemnity costs order is more favourable but it is typically reserved for exceptional circumstances where the other party has acted unreasonably, improperly, or in a way that justifies a more significant costs order. Even in those cases, recovery may be closer to 70–80% of actual legal fees, and sometimes more depending on the circumstances.

Accordingly, the existence of a strong claim does not necessarily mean litigation is commercially worthwhile. The likely recovery outcome should always be weighed against the anticipated legal costs.

Assessing the Debtor's Position

Before commencing the debt recovery process or court proceeding, creditors should make reasonable enquiries into the debtor’s financial circumstances. Some practical steps include:

  • Conducting a land title search to determine whether the debtor owns real property;
  • Do a company search (if the debtor is a company) or a bankruptcy search (if the debtor is a natural person)
  • Identifying whether the debtor is employed, which may assist with enforcement through a redirection of earnings
  • Investigating whether any third parties owe money to the debtor, which may support a redirection of debts
  • Considering whether there are other assets, guarantees, or corporate structures that may improve recovery prospects

These enquiries can provide valuable insight into whether legal proceedings are likely to result in a meaningful recovery or whether the better commercial decision is to avoid further costs.

Enforcement After Judgment 

If the debtor still fails to pay after judgment, the law provides a number of enforcement options. These include enforcement warrants for seizure and sale of property, redirection of debts, and redirection of earnings, which can allow part of the debtor’s wages to be paid directly to the creditor.

In practice terms, a creditor may be able to enforce against property, redirect income at source, or recover money owed to the debtor by third parties.

However, all of these options depend on the debtor having assets, income or other recoverable funds available in the first place.

A statutory demand could also be issued against a Company debtor.

A Commercial Decision 

Sometimes the most commercially sensible decision is not to proceed if the debtor has little or no capacity to pay. Where there is no meaningful asset base, no employment, and no identifiable source of recovery, additional litigation may simply increase losses rather than improved the outcome.

That is why debt recovery should always be approached strategically. The key question is not simply whether judgment can be obtained, but whether it is likely to result in actual recovery.

A Measured Recovery Strategy 

A staged approach is often the most effective. Issue a demand first, assess the debtor’s financial position, and then decide whether proceedings are justified.

This approach helps ensure that legal action is supported by sound commercial judgment and that enforcement prospects are considered from the outset.

The law can provide a remedy, but it cannot guarantee payment. For creditors, the ultimate objective is not a judgment on paper, but money in hand.

How We Can Help 

If you are considering legal action to recover debt, our Litigation and Dispute Resolution team can help you assess both the strength of your claim and the practical prospects of recovery. Contact Hillhouse Legal Partners to discuss your circumstances and the most commercially sensible path forward.

FWC Announces Major Wage Increase Today Ahead of 1 July 2026 Changes

FWC Announces Major Wage Increase Today Ahead of 1 July 2026 Changes

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FWC Announces Major Wage Increase Today Ahead of 1 July 2026 Changes

Author: Robert Lamb

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3 min read

2 Jun 2026

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    Key Takeaways
  • From 1 July 2026, the Fair Work Commission will increase modern award minimum wage rates by 4.75%, with the National Minimum Wage also increasing to align with the new lowest ongoing award rate.
  • Employers should review employee classifications, payroll systems, budgets, and remuneration arrangements to ensure compliance with the new wage rates from the first full pay period on or after 1 July 2026.
  • These changes will affect approximately one in five Australian employees, requiring many businesses to review payroll systems, employee classifications, budgets and remuneration arrangements before the new rates take effect.

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The Fair Work Commission (FWC) today announced a 4.75% increase to modern award minimum wage rates and an increase to the National Minimum Wage, effective from 1 July 2026.

As the National Minimum Wage applies to employees who are not covered by a modern award, today’s decision will impact employers and employees across Australia. The changes are expected to have a particularly significant impact in industries heavily reliant on award-covered workers including health care, hospitality, retail, administration and support services.

The increase follows the FWC’s Annual Wage Review process and represents one of the more significant minimum wage increases in recent years.

What are the new minimum wage rates?

The National Minimum Wage will increase by approximately 6% to align with the new lowest ongoing modern award rate.

The FWC also confirmed that modern awards containing a C13 classification level will see that level phased out.

As a result:

The lowest wage rate for ongoing employment under the modern award system will increase to:

  • $1,004.90 per week, or
  • $26.44 per hour

The lowest wage rate for entry-level employment for up to six months will increase to:

  • $978.10 per week, or
  • $25.74 per hour

The weekly rate is based on a 38-hour working week for a full-time employee.

Employees will generally be entitled to the increased rates from the first full pay period on or after 1 July 2026.

These changes will require many employers to review payroll systems, employee classifications, budgets and remuneration arrangements ahead of 1 July 2026.

Who will be impacted?

The increase will affect approximately one in five Australian employees who are paid minimum award wages.

According to the FWC:
• More than 60% of award-reliant employees are female
• More than 70% work part-time hours
• More than half are casual employees
• A large proportion work in:

  • accommodation and food services
  • health care and social assistance
  • retail trade, and
  • administrative and support services

Businesses operating in these sectors are likely to experience the most immediate financial and operational impact from the increases.

Why did the FWC increase wages?

In its decision, the FWC acknowledged that economic conditions throughout much of 2025 remained relatively strong, including continued employment growth, increased productivity and business investment.

However, the Commission also noted inflation increased significantly during the second half of 2025, driven in part by global instability and the ongoing conflict in the Middle East.

The FWC found this widened the “real wage gap” between inflation and modern award wage increases, impacting the living standards and financial capacity of low-paid workers.

While the FWC did not award an increase sufficient to fully close that gap, it stated the increase was intended to ensure award-reliant employees were generally not worse off in real terms than they were as at 1 July 2025.

What should employers do now?

With the changes taking effect from 1 July 2026, employers should begin preparing now.

Key steps may include:

  • Reviewing applicable modern awards and employee classifications
  • Updating payroll systems and pay rates
  • Reviewing casual, part-time and entry-level employee arrangements
  • Checking annualised salary arrangements remain compliant
  • Reviewing whether enterprise agreements linked to annual wage review increases require updating
  • Assessing workforce planning and budgeting impacts
  • Ensuring employment contracts and remuneration structures remain compliant

Employers should also be aware that award compliance remains a key enforcement focus for the Fair Work Ombudsman, particularly in industries with large casual or award-reliant workforces.

Businesses should familiarise themselves with any specific modern award amendments applying to their workforce before 1 July 2026 to ensure compliance.

Failure to implement updated rates from the first full pay period on or after 1 July 2026 may expose employers to underpayment claims, penalties and compliance investigations.

How we can help

Hillhouse Legal Partners regularly advises employers on award compliance, employment contracts, payroll obligations and workplace risk management.

If you would like assistance reviewing your workplace arrangements ahead of the 1 July 2026 changes, please contact our Employment & Industrial Relations team.

This article is general information only and does not constitute legal advice.

 

Proposed Testamentary Trust Tax Changes: Government Signals Further Change

Federal Budget Proposal Signals Major Changes for Testamentary Trusts

Home » Robert Lamb

Federal Budget Proposal Signals Major Changes for Testamentary Trusts

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3 min read

28 May 2026

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    Key Takeaways
  • Discretionary Testamentary Trusts have long been recommended as a prudent estate planning strategy for asset protection and tax-effective distribution of assets to beneficiaries.
  • The Government announced, in the latest Federal Budget, a proposal to impose a minimum 30% tax rate on income from discretionary testamentary trusts established from 1 July 2028, significantly changing their future taxation treatment, while fixed testamentary trusts remain unaffected.
  • Testamentary trusts established under a Will do not take effect when the Will is signed, but typically arise only after the Will maker’s death and, in most cases, once Probate has been granted and the executor establishes the trusts, which may occur well after 1 July 2028.
  • It is important to ensure your Estate Plan remains flexible and aligned with changing taxation and succession planning considerations.

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Discretionary Testamentary Trusts have long formed an important part of many estate plans and we have recommended them to numerous clients over many years. They remain a prudent strategy for asset protection and tax effective distribution of assets to beneficiaries under the law as it has stood for many decades.

As part of the Federal Budget released this month, the Government announced a proposal to impose a minimum tax rate of 30% on the income of discretionary testamentary trusts established from 1 July 2028. This represents a significant change in the law on the future taxation treatment of discretionary testamentary trusts. The change does not apply to other forms of testamentary trusts, including fixed testamentary trusts.

At this stage, the legislation has not yet been finalised or passed by Parliament. Accordingly, the information in this update is subject to the final form of the legislation as passed by Parliament.

It is important to note that the testamentary trusts created under a Will do not actually come into existence when the Will is signed. Rather, testamentary trusts generally only come into existence upon the death of the Will maker at the earliest and, more commonly, shortly thereafter when the executor of the estate establishes the testamentary trusts after Probate is granted. Accordingly, testamentary trusts contemplated under a Will may not come into existence until well after 1 July 2028.

In most cases, our Wills include a provision allowing a beneficiary to direct the executor not to transfer some or all of their entitlement under the Will into a testamentary trust. This clause provides beneficiaries with flexibility to decide at the relevant time whether establishing the testamentary trust remains appropriate, taking into account the taxation and other implications applying at that time.

In some circumstances, clients have instructed us not to include this flexibility. This may occur, for example, where a beneficiary is considered too young or inexperienced to manage an inheritance independently, or where the client specifically wishes to ensure assets remain protected within a Testamentary Trust structure regardless of the beneficiary’s preference. Under the proposed changes, discretionary testamentary trusts of this nature established after 1 July 2028 may become subject to the proposed minimum 30% tax rate.

In light of this significant proposed change to the taxation treatment of discretionary testamentary trusts, now may be an opportune time to review your Wills and broader estate planning arrangements. We have reviewed many Wills that require assets to be transferred into a discretionary testamentary trust and therefore may not provide the same degree of flexibility under the proposed regime.

If you are uncertain whether your current arrangements may be affected, we would be pleased to review your Will and advise whether any changes should be considered. Once the proposed legislation is finalised, we will also be able to provide more specific recommendations as to whether amendments to your Estate Plan or Will may be desirable or necessary.

Key Takeaway

While the proposed changes are not yet law, they highlight the importance of ensuring your Estate Plan remains flexible and aligned with evolving taxation and succession planning considerations. Reviewing your arrangements now may help avoid unintended outcomes for beneficiaries in the future.

 

To arrange a confidential review or discuss your Estate Planning arrangements, please contact Anna Huang and our Wills & Estates team on (07) 3220 1144 or via email at email@hillhouse.com.au.

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