4 employment law changes coming in 2026

Following several years of rapid reform, Australia's employment law framework will continue to evolve in 2026, with a number of legislative changes already locked in and others under review. 

1. Payday super

Starting from 1 July this year, businesses will be required to pay superannuation at the same time as wages or salaries. This approach replaces the current quarterly model for a pay-cycle-aligned approach.

2. Gender equality target-setting requirements for large businesses

Starting in April this year, Australian employers with 500 or more employees will be required to select and work towards specific gender equality targets.

3. Changes to paid parental leave

Starting from 1 July this year, eligible parents will be able to access up to 26 weeks of government funded paid parental leave (PPL) - an increase from 24 weeks in 2025 and 22 weeks in 2024.

4. Outcome of the government's NES review

In November last year, the House of Representatives Standing Committee on Employment, Workplace Relations, Skills and Training announced a new enquiry into Australia’s National Employment Standards (NES) – the first review of the NES in its entirety since the Fair Work Act 2009 was introduced. 

In its statement announcing the enquiry, the committee specified that it would not focus on flexible working arrangements, casual employment, parental leave or family and domestic violence leave, as these standards have either been reviewed recently or are scheduled for separate reviews. 

However, the review could result in significant changes to standards such as annual leave entitlements and maximum weekly hours. 

More information is available here.