Health workers protesting in front of the Victorian Parliament for better pay and conditions. 01.04.2026 © Lara Levy

Every year on 1 July, new workplace laws and entitlements come into effect across Australia. This year brings important changes to superannuation, paid parental leave, gender equality and workplace protections, alongside another increase to the minimum wage. Here's what workers need to know.

1. Minimum wages are increasing

Millions of Australian workers will receive a pay rise from 1 July.

The National Minimum Wage will increase by 6% to $26.44 an hour. Minimum pay rates under workplace awards will also increase by 4.75%. Awards set the minimum rates of pay for many jobs and industries, so this increase will benefit millions of workers across Australia.

The Fair Work Commission said the increase reflects ongoing cost-of-living pressures and will help protect the wages of Australia's lowest-paid workers. The new rates apply from the first full pay period on or after 1 July.

Each year, unions make the case for higher wages before the Fair Work Commission, helping ensure workers' pay keeps pace with the cost of living.

2. Large employers will now be measured on gender equality outcomes

Large employers have reported on gender equality for several years. From 1 July, they will also be expected to demonstrate progress.

Under the Workplace Gender Equality Agency's target-setting framework, employers with 500 or more employees must select three gender equality targets and work towards them over the next three years.

The targets are designed to improve outcomes in areas such as the gender pay gap, flexible work, recruitment, promotion and workplace culture.

Public gender pay gap reporting, won after years of union campaigning, has helped expose inequality across Australian workplaces. From 1 July, these new requirements are designed to turn transparency into action by encouraging employers to take practical steps to close the gender pay gap and improve gender equality.

3 . Victoria restricts the use of NDAs in sexual harassment cases

After over three years of dedicated campaigning led by union women, the Victorian Government has passed nation-leading legislation to restrict the use of non-disclosure agreements for sexual harassment matters.

Up until now, NDAs have protected employers from accountability and released them from their obligations to address systems of work that allow sexual harassment to occur, enabling repeat offenders to continue and preventing workers from talking about their experiences. From 1 July 2026, that changes.

Read more: Sexual harassment at work: the Victorian Government moves to end silencing agreements

This reform puts power back in the hands of survivors and sends a clear message: protecting an employer's reputation will never again be more important than a worker's safety.

4.  Super will now be paid every payday

Until now, employers have only been required to pay super every three months. From 1 July, super contributions must be paid at the same time as wages. If you're paid weekly, your super must also be paid weekly.

This is great news for workers! Payday super gives you more control over your money. It means that you receive what you’ve earned in super ever pay cycle. It makes it easier for workers to track their retirement savings and identify unpaid super earlier. It also reduces the risk of unpaid super going unnoticed, particularly for lower-paid workers, women and casual employees, who are disproportionately affected. Your superannuation landing in your account each pay day also means you'll be accruing more interest on your super balance, leading to thousands more in your account come retirement.

5. Paid Parental Leave increases to 26 weeks

On 1 July 2026, Commonwealth funded Paid Parental Leave is increasing again: from 24 weeks to 26 weeks (130 days). This is the last planned increase, rising from 18 weeks back in 2023.

There are also changes to how leave is taken; if you have a partner, 20 days of the total Parental Leave Pay is now reserved for them. Leave is also flexible, with families able to decide who, how and when they want to use their leave.

This expansion follows years of campaigning by union women. Longer paid parental leave improves financial security, helps reduce the gender pay gap and gives families more time together. Reserving part of the leave for partners also encourages shared caring responsibilities and supports women returning to work.

6. Super is finally being paid on government-funded parental leave

Last year we celebrated a big win. After years of union women campaigning for change, superannuation will now paid on Commonwealth paid parental leave.

This change came into law on 1 July 2025. The ATO now pays 12% super contributions on Commonwealth funded parental leave pay, paid directly to worker’s super funds. However, this is deposited after the relevant financial year.  Which means the very first contributions will be made starting from July 2026.

Adding super to paid parental leave is crucial for closing the gender super gap, it boosts equity in retirements savings and enhances long term financial security for working women.

Looking ahead: what's next for workers?

While many important workplace changes take effect this July, work is already underway on the next round of reforms. The Federal Government has announced plans to ban non-compete clauses for low and middle-income workers from 2027, making it easier for people to change jobs without fear of legal consequences. At the same time, Australia's National Employment Standards are undergoing their first comprehensive review since 2009, with unions calling for stronger workplace rights, including paid reproductive health leave, expanded carer's leave, stronger flexible work rights and improvements to annual leave.

Every workplace right Australians enjoy today was won because working people organised and campaigned together. The reforms taking effect this July are another step forward, and the work doesn't stop here. Together, we can keep winning the changes that matter, from paid reproductive health leave to stronger protections for every worker.

HWU members and officials coming together to ask for better pay and conditions, 18.02.2026