- Published
A quick look at the key workplace changes and trends employers should have on their radar.
2026 is shaping up to be another year of updates across payroll, compliance, and general workplace practice. Here are the main things we already know about – plus a few trends to watch.
Pay Day Super – 1 July 2026
From 1 July 2026, super contributions must be paid at the same time as wages, instead of quarterly.
This will be one of the biggest payroll shifts in years.
Employers will need to:
- Make sure payroll systems can process super every pay cycle
- Review cash flow planning
- Check internal processes for accuracy and reconciliation
The ATO is expected to release more guidance through 2025–2026, so keep an eye out and review your payroll setup early.
Work From Home Clause
The Fair Work Commission has been reviewing a model “working from home” clause for the Clerks Award since 2024. It’s looking be released during 2026, potentially impacting flexibility, hours, breaks, and allowances for remote work.
If you have admin or office staff covered by the Clerks Award, start reviewing your WFH arrangements and policies now so you’re not caught off guard when the changes drop.
National Minimum Wage Increase
The annual wage review will happen mid-year as usual.
Plan ahead your budgeting, payroll updates, and communication with staff.
Superannuation Guarantee
The Superannuation Guarantee increased to 12% and is not expected to change further in 2026.
Even though there’s no rise scheduled, it’s still important for employers to:
- Check payroll systems are applying the correct rate
- Make sure super is being calculated on the right earnings
- Keep an eye on any legislative tweaks or ATO guidance
What Else We Might See – Trends for 2026
A few broader workplace trends are also worth keeping on your radar:
- Increased Use of AI in HR & Payroll
More businesses are adopting AI-powered tools for recruitment, onboarding, rostering, timesheets and employee management.
This comes with opportunities to streamline admin but also new risks around privacy, data accuracy and cybersecurity.
- More Focus on Psychosocial Safety
With changes over the last few years in WHS laws across Australia, regulators are expected to keep increasing their focus on psychosocial hazards.
This includes things like workload management, bullying, role clarity and fatigue.
- Skills Shortages & Recruitment Trends
Transport, trades, and specialist technical roles are still expected to be tight in 2026.
Employers may need to focus on development pathways, internal promotions and improving retention.
Want a hand staying ahead of these changes?
Get in touch and our HR experts can help you navigate payroll, super, WFH policies, and more – so you can focus on running your business.
