Key workplace changes 2026–27

A significant wave of reform is shaping Australian workplaces over 2026–27. 

Four key developments are: 

• payday superannuation 
• the final expansion of Paid Parental Leave and flexible parental leave 
• the 2026 Annual Wage Review 
• the gender-based undervaluation changes to the Health Professionals and Support Services (HPSS) Award 2020. 

Payday superannuation 

From 1 July 2026, employers are required to pay superannuation guarantee contributions on each payday rather than quarterly. 

Contributions must reach the employee’s fund within seven business days of payday to avoid exposure to the super guarantee charge. 

This means payroll and finance processes should already be operating on a much shorter timeframe than under the previous quarterly system. 

Members should make sure their payroll settings, cashflow processes and contribution timing are aligned with the new requirements. 

Where there is any uncertainty about the technical or accounting implications of the change, members should seek advice from an accountant, bookkeeper or payroll provider. 

Paid Parental Leave and flexible parental leave 

From 1 July 2026, the government’s Paid Parental Leave scheme increased to 130 days, which is equivalent to 26 weeks. 

At the same time, the flexible component of parental leave also increased to 130 days. 

For members, this means parental leave arrangements may now be more flexible and less linear than in the past, particularly where employees take leave in separate blocks or stagger their return to work. 

Members should ensure their parental leave policies, template communications and internal processes reflect the current entitlement. 

Annual wage review 

From the first full pay period on or after 1 July 2026, minimum award wages increased by 4.75 per cent. 

The National Minimum Wage also increased from $948.00 per week ($24.95 per hour) to $1004.90 per week ($26.44 per hour). 

For members, this means payroll systems and pay rates should already have been updated from the applicable July 2026 pay period. 

Although the Fair Work Commission also made structural adjustments to the lowest-paid C13 and C14 classifications, those particular changes do not affect employees covered by the HPSS Award. 

Members should nevertheless confirm that the general award increase has been applied correctly across all relevant classifications. 

Gender-based undervaluation review 

One of the most significant recent changes is the Fair Work Commission’s gender-based undervaluation review of the HPSS Award. 

From 1 October 2026, changes will take effect to the classification structure, minimum pay rates and classification definitions for health professionals under the award. 

A key feature of the new framework is the move to an Australian Qualifications Framework–based classification system for Level 1 health professionals. 

For higher classifications, the revised definitions focus more directly on the duties being performed rather than relying on titles alone. 

For members, this means it is important to ensure employees have been classified by reference to their qualifications, experience and actual duties, and that pay rates have been updated accordingly. 

Members should also remember that employees employed as of 30 September 2026 are entitled to the higher of either their new rate under the revised framework or their pre-existing rate of pay, while new employees from 1 October 2026 are paid under the new structure only. 

This is an area where a careful review of contracts, classifications and payroll settings is particularly important. 

For more information, members are encouraged to review the Stop Press that was developed back in June on the SharePoint HR Portal. 

Practical steps for members 

Given that most of these changes are now in effect, members may wish to use this as a checklist to confirm they have: 

• updated payroll systems for payday super 
• reviewed parental leave policies and internal processes 
• applied the 1 July 2026 wage increase 
• reviewed HPSS Award classifications, qualifications, duties and pay rates in light of the gender-based undervaluation changes. 

In summary 

These changes are no longer just upcoming; they are now part of the current compliance landscape for allied health employers. 

Members who have not yet reviewed their payroll, leave and classification practices should do so as soon as possible to ensure they are meeting their obligations and paying employees correctly. 

>> Content supplied. The HR in Practice specialist workplace relations and work (occupational) health and safety advisory service is operated by Wentworth Advantage. The APA HR in Practice Service is an exclusive member benefit for APA Business Premium Principal members. 

>> For more assistance, contact the HR in Practice Service on 1300 138 954 or hrinpractice@australian.physio 

Disclaimer: The material contained in this publication is general comment and is not intended as advice on any particular matter. No reader should act or fail to act on the basis of any material contained herein. The material contained in this publication should not be relied on as a substitute for legal or professional advice on any particular matter. Wentworth Advantage Pty Ltd, expressly disclaim all and any liability to any persons whatsoever in respect of anything done or omitted to be done by any such person in reliance whether in whole or in part upon any of the contents of this publication. ©Wentworth Advantage Pty Ltd 2026