Legal Alert: Employment Law Cost Changes Commencing 30 June and 1 July 2026
Employment Law Cost Changes Commencing 30 June and 1 July 2026
- 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.
Stay Up-To-Date
Subscribe to receive updates specific to your preferences
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.



