Minimum wages increase from 1 July 2026
Published 28 May 2026 | Updated 1 July 2026
The National Minimum Wage and minimum award wages increase from 1 July 2026.
We’ve updated our Pay and Conditions Tool and pay guides with the new rates.
On this page:
- What you can do now
- About the minimum wage increase
- Other workplace law changes starting
- Keep up to date
- Related information
What you can do now
We've updated our pay tools, information and resources.
To check the new rates, you can:
- use our Pay and Conditions Tool
- download our Pay guides.
These pay rate increases follow the Annual Wage Review 2026 by the Fair Work Commission (the Commission).
Tip: We're different from the Fair Work Commission
A reminder that the Commission is the national workplace relations tribunal and registered organisations tribunal.
We're the Fair Work Ombudsman. Our role is to give you advice and assistance on workplace laws, including on the minimum wage increase.
Learn more about the difference between the Fair Work Ombudsman and the Fair Work Commission.
About the minimum wage increase
Learn more about the minimum wage increase, including for:
National Minimum Wage
The National Minimum Wage applies to employees who aren’t covered by an awardAn award is a legal document that outlines the wages and conditions of employment for employees that are covered by it within a particular industry or occupation. Other known term: modern award. or enterprise agreementAn enterprise agreement sets out minimum employment conditions and can apply to one business or a group of businesses. .
From 1 July 2026, the National Minimum Wage is:
- $1,004.90 per week, or
- $26.44 per hour.
These rates apply from the first full pay period starting on or after 1 July 2026. This means if your weekly pay period starts on Wednesday, the new rates will apply from Wednesday 1 July 2026.
Learn more about this wage at Minimum wages.
Minimum award wages
Most employees are covered by an award. Awards are legal documents that outline minimum pay rates and conditions of employment in an industry or occupation.
From 1 July 2026 minimum award wages increase by 4.75%, provided that:
- the lowest rate in any award that applies to ongoing employment must be at least $1,004.90 per week or $26.44 per hour
- any entry-level rate that applies to the first 6 months (or less) of employment must be at least $978.10 per week or $25.74 per hour.
This increase will apply from the first full pay period starting on or after 1 July 2026. This means if your weekly pay period starts on Wednesday, the new rates will apply from Wednesday 1 July 2026.
Example: Pay period starting after 1 July 2026
Pedro owns a hair salon. His employees are covered by the Hair and Beauty Award.
Pedro’s employees are paid on a weekly pay cycle that runs from Monday to Sunday. 1 July 2026 is a Wednesday, which means it falls in the middle of a pay cycle.
This means that the new pay rates will apply from the next pay cycle which starts on Monday 6 July 2026.
Tip: How to find your award
To check which award you're covered by, you can:
- use our Pay and Conditions Tool
- check the coverage clause (usually clause 4) and job classifications within the award using our List of awards
- check whether an award applies to you by reading an award summary at Award summaries.
National Training Wage
Wage increases for trainees under the National Training Wage come into effect on the same date as award minimum wage increases. This includes awards that refer to and incorporate the terms under Schedule E of the Miscellaneous Award.
Learn more about this wage in our Library article Trainee rates in the National Training Wage schedule.
Enterprise agreements
An enterprise agreement sets out minimum employment conditions. It can apply to one business or a group of businesses.
If you’re covered by an enterprise agreement, the minimum wage increase may apply. This is because the base pay rate in an enterprise agreement can’t be less than the base pay rate in the relevant award. Find out more in our Library articles:
If you need help checking if an enterprise agreement applies to you, follow our tips on Finding an agreement.
Other workplace law changes starting
The following workplace law changes have also started:
- changes to Children’s Services Award pay rates
- changes to Pharmacy Award pay rates
- new payday super rules
- increase to unpaid flexible parental leave
- increase to government funded parental leave pay
- increase to income thresholds and the compensation cap.
Changes to Children’s Services Award pay rates
The Commission has previously announced an increase to minimum pay rates in the Children’s Services Award. This increase applies from the first full pay period starting on or after 30 June 2026.
For employees affected by this change, the minimum wage under the Children’s Services Award changes:
- from the first pay period starting on or after 30 June 2026
- again from the first pay period starting on or after 1 July 2026.
Find out more at Changes to the Children’s Services Award.
Changes to Pharmacy Award pay rates
The Commission has previously announced an increase to minimum pay rates in the Pharmacy Award. This increase applies from the first full pay period starting on or after 30 June 2026.
For employees affected by this change, the minimum wage under the Pharmacy Award changes:
- from the first pay period starting on or after 30 June 2026
- again from the first pay period starting on or after 1 July 2026.
Find out more at Changes to the Pharmacy Award.
New payday super rules
From 1 July 2026, employers need to pay superannuation contributions at the same time they pay their employees’ wages.
Find out more at Payday Super: New rules starting 1 July 2026.
Increase to unpaid flexible parental leave
Unpaid flexible parental leave is increasing to up to 130 days for a child who is born or placed for adoption on or after 1 July 2026.
Find out more at Flexible parental leave.
Increase to government funded parental leave pay
From 1 July 2026, your family can get 130 days of Parental Leave Pay. This is an increase from the current 120 days.
Find out more about these and other changes at Services Australia - Parental Leave Pay.
Increase to income thresholds and the compensation cap
From 1 July 2026, the:
- high income thresholdThe amount of money earned by an employee before the relevant award stops applying to them. The high income threshold changes each year. will increase to $190,100
- contractor high income thresholdThe amount of money earned by a contractor before certain Fair Work Commission remedies no longer apply, including for unfair deactivation, unfair termination and unfair contract terms. A contractor who earns more than this amount can also choose not to use the whole of relationship test to define their relationship. The contractor high income threshold changes each year. will increase to $190,100
- compensation capThe most the Fair Work Commission can order an employer to pay in an unfair dismissal case. The cap changes on 1 July each year and is set by the Fair Work Regulations. will increase to $95,050.
Keep up to date
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Related information
- Access a copy of the Commission’s decision (PDF).
- Learn more about the Commission’s process reviewing wages each year at Annual Wage Reviews.
- Understand minimum wages by going to Minimum wages.
- For information on enterprise agreements and the Annual Wage Review, go to our Library article Annual Wage Reviews and agreements.
