FY27 Workplace Relations Quick Guide

CHAMBER NT BUSINESS NEWS

8 July 2026

  

As  1 July 2026, the key workplace relations and employment-related changes Australian businesses need to be aware of are:

Minimum wage and award wages have increased.

  • The National Minimum Wage increased to $26.44 per hour ($1,004.90 per week).
  • Modern award minimum rates increased by 4.75%.
  • The new rates apply from the first full pay period on or after 1 July 2026. 

Payroll systems and pay rates should be reviewed.

Employers need to update payroll systems, award classifications, allowances, and any over-award arrangements to ensure employees remain correctly paid following the Annual Wage Review. 

 Payday Super has commenced.

  • Employers must now pay superannuation contributions within 7 days of paying wages, replacing the previous quarterly payment requirement.
  • This is one of the most significant payroll compliance changes in recent years and affects cash flow, payroll processes, and super administration. 

 Increased penalties and compliance risks for late super payments.

Under Payday Super, employers who miss the new payment deadline may be liable for the Superannuation Guarantee Charge (SGC), with penalties applying much sooner than under the previous quarterly system. 

Government Paid Parental Leave has increased to 26 weeks

  • Eligible families with a child born or adopted on or after 1 July 2026 can access up to 26 weeks (130 days) of government-funded Parental Leave Pay, up from 24 weeks.
  • Businesses should update parental leave policies and employee information resources. 

Superannuation is now payable on Government Paid Parental Leave

Employees receiving Government Paid Parental Leave for children born or adopted from 1 July 2025 receive a 12% superannuation contribution, with payments commencing from July 2026.

Enterprise agreements may require review

The increase to award rates may impact whether enterprise agreements continue to satisfy minimum pay obligations and the Better Off Overall Test (BOOT). Employers should review agreement-covered employees following the wage increases. 

Recommended actions for businesses

  •  Update payroll systems for new pay rates and Payday Super requirements.
  • Review award classifications, allowances, and salary arrangements.
  • Ensure superannuation processes can meet the 7-day payment rule.
  • Update parental leave policies and employee communications.
  • Review enterprise agreements and BOOT compliance where applicable.
  • Audit payroll compliance to reduce underpayment and superannuation risks. 

 

Further Consultation

If you have any queries about the changes to the SCHADS Award, please contact Workplace Relations at [email protected] or by phone on 08 8982 8102