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HR & Workplace Relations Updates

Current. Practical.
Employer-focused.

Know what has changed, and what deserves your attention.

Australian workplace requirements change regularly. This page brings together current HR, award and workplace relations updates that may affect your people practices and decisions.

Strategic HR Australia monitors relevant developments from the Fair Work Commission, Fair Work Ombudsman and other authoritative Australian sources. Here you’ll find concise updates on what has changed, who may be affected, key dates and practical areas employers should review.

Latest Updates

Gender-based undervaluation – priority awards review

The Commission has published further decisions and determinations for employees covered under the Health Professionals and Support Services Award 2020 and the Social, Community, Home Care and Disability Services Industry Award 2010.

A. Health Professionals and Support Services Award 2020

Following the changes made in April 2026 for Support Services Employees, the Fair Work Commission has confirmed changes to the Health Professionals and Support Services Award for health professionals.

Key details

  • An updated classification structure takes effect from 1 October 2026, changing the way health professionals are classified under the award.
  • Level 1 employees will be classified based on qualifications and years of experience.
  • Levels 2, 3 and 4 employees will be classified based on roles and duties.
  • A pay rate increase applies from the first pay period starting on or after 1 October 2026, with further increases on 30 June each year until 2030.
  • The ‘standard rate’ (used to calculate some allowances) will also increase from 1 October 2026.

Action required

  • Review current classifications of health professional employees against the new structure ahead of 1 October 2026.
  • Update rates of pay for relevant employees to the revised pay rates from the first full pay period on or after 1 October 2026

For more information is available here: Changes to the Health Services Award

B. Social, Community, Home Care and Disability Services Industry Award 2010 (SCHADS Award)

Rates of pay increase

The following changes have been confirmed for employees engaged under Schedule E (Home Care – Employees Disability Care) of the award:

  • From 1 December 2026, employees engaged under Schedule E (Home Care – Employees Disability Care) of the SCHADS Award will receive a 15 per cent increase in their pay rates.
  • This change is to bring their rate of pay more in line with that of employees working in other streams of the award.

Action required

  • Identify all employees engaged under Schedule E of the Award.
  • Update rate of pay for these employees to apply the 15 per cent increase from 1 December 2026.

For more information is available here: Determination PR814259

Changes to classification structure

From 1 October 2027, employees in all streams under the SCHADS Award (except Family Day Care Employees) will move to a streamlined classification schedule. Translation tables have been provided by the Fair Work Commission to guide the changeover for each stream.

Action required

  • Review the Fair Work Commission’s translation arrangements for each affected stream.
  • Plan for reclassification of affected employees ahead of the 1 October 2027 changeover.

New workplace sexual harassment complaint options tool

The Fair Work Ombudsman and Australian Human Rights Commission, working with Respect@Work member organisations has launched a new interactive tool to help people who experience sexual harassment at work identify the right complaint pathway.

Key details

Complaints about workplace sexual harassment in Australia can be handled by several different agencies, each with its own rules, time limits and outcomes. The tool uses simple yes/no and multiple-choice questions (including whether criminal conduct was involved, timeframes, and the type of help sought) to point users toward relevant options. It allows a person to understand their options without needing to disclose detailed information about their experience, consistent with a trauma-informed approach.

Action required

  1. Make managers and HR staff aware that this tool is available as a resource for employees.
  2. Consider referencing the tool in relevant internal policies or support 

More information is available here: Workplace sexual harassment – Complaint Options

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