As we move through the second quarter of 2026, a number of significant employment and workplace law reforms are coming into effect at both state and federal level. Several reviews and consultation processes will also reach critical milestones during this period.
Employers should be aware of these dates, and assess whether their current practices remain compliant. A snapshot of the most important developments is outlined below.
15 April 2026 – commencement of outstanding provisions of the Justice Legislation Amendment (Anti-vilification and Social Cohesion) Act 2025 (Vic) inserting civil anti-vilification protections into the Equal Opportunity Act 2010(Vic) and repeal the Racial and Religious Tolerance Act 2001 (Vic).
1 May 2026 – The deadline for reply submissions and any submissions relating to data or research published after 27 March 2026 for the Fair Work Commission’s (FWC) Annual Wage Review 2026.
4 May 2026 – commencement of:
• Workplace Protection (Personal Violence) Act 2025 (SA); and
• Commonwealth Workplace Protection Orders Act 2025 (Cth) (or earlier by proclamation).
8 May 2026 – deadline for expressions of interest for taking part in consultations for the FWC’s Annual Wage Review 2026.
15 May 2026 – deadline for lodging post-Budget or supplementary submissions relating to data or research published after 1 May 2026 for the FWC’s Annual Wage Review 2026.
15 May 2026 – anticipated release of preliminary findings and draft recommendations from the independent statutory review into the operation of the Closing Loopholes Acts.
20 May 2026
• Consultations take place for the FWC’s Annual Wage Review 2026.
• Anticipated proclaimed commencement date of Restricting Non-disclosure Agreements (Sexual Harassment at Work) Act 2025 (Vic).
15 June 2026 – anticipated release of final report from review into the operation of the Closing Loopholes Acts. It is anticipated that the report may foreshadow further legislative amendments affecting casual employment, labour hire regulation, wage theft, and/or bargaining structures. Employers should be alert to recommendations that may lead to further reform.
1 July 2026 – commencement of:
• requirement for employers to make Superannuation Guarantee contributions so that they are received by funds within seven business days of the employee’s payday, rather than quarterly, as well as the prohibition on advertising superannuation products to new employees as part of the onboarding process, with certain exceptions;
• 26-week entitlement to paid parental leave (PPL) payments (130 flexible PPL days) under the Paid Parental Leave Act 2010 (Cth);
• duty on persons conducting a business or undertaking (PCBU) in NSW to comply with codes of practice or manage hazards and risks to an equivalent standard, under section 26A of the Work Health and Safety Act 2011 (NSW).
These changes will require payroll adjustments, updated onboarding processes, revised parental leave policies, and for NSW businesses, a reassessment of WHS compliance systems against applicable codes of practice.
Practical Steps for Employers
With multiple impending reforms crossing discrimination law, workplace safety, remuneration, confidentiality and payroll compliance, employers should:
• Review employment contracts, policies and settlement documentation
• Assess payroll and superannuation systems ahead of Payday Super
• Update WHS and incident management frameworks
• Consider participating in consultation processes where relevant
• Ensure HR and payroll teams are briefed on upcoming changes
Get in touch to discuss your options with our team.