Minimum wages increase from 1 July 2026
Published 28 May 2026 | Updated 24 June 2026
New pay rates available ahead of 1 July 2026
To access the new pay rates now, you can:
- use our Pay and Conditions Tool
- download an updated pay guide from Pay guides.
A reminder that any pay rate increase applies from the first full pay period starting on or after 1 July 2026.
We’re still updating our other website information and resources with the new pay rates. These updates will be available from 1 July 2026.
The Fair Work Commission has announced an increase to the National Minimum Wage and minimum award wages.
The increase applies from the first full pay period starting on or after 1 July 2026.
We’ve now updated our Pay and Conditions Tool and pay guides with the new rates.
On this page:
- Minimum wages are increasing
- Check the new pay rates now
- If you’re covered by an agreement
- Other upcoming workplace changes
- Keep up to date
- Related information
Minimum wages are increasing
The Fair Work Commission (the Commission) has announced its decision (PDF) following the 2026 Annual Wage Review.
From 1 July 2026, the Commission has increased:
The Commission is the national workplace relations tribunal. It’s a different agency to us and reviews minimum wages each year as part of the Annual Wage Review.
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 will be:
- $1004.90 per week, or
- $26.44 per hour.
The new National Minimum Wage will apply from the first full pay period 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.
The Commission has announced a 4.75% increase to minimum wages, provided that:
- the lowest rate in any award that applies to ongoing employment must be at least $1004.90 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.
If you’re not sure of your award, find it using our Pay and Conditions Tool. You can also look at List of awards.
Example: Pay period starting on or 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.
Check the new pay rates now
To find the new pay rates that will apply from the first full pay period starting on or after 1 July 2026, you can:
- use our Pay and Conditions Tool
- check the rates in our updated Pay guides.
We’re updating our other website information and resources with the new pay rates, including the Fair Work Information Statement. This and other updates will be available from 1 July 2026.
We’ll send another email on 1 July 2026 once these other updates have been made. Subscribe to our email updates to make sure you’re alerted when our information has been updated.
If you’re covered by an agreement
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. Read more in our Library article at Annual Wage Reviews and agreements.
If you need help checking if an enterprise agreement applies to you, follow our tips on Finding an agreement.
Other upcoming workplace changes
There are also other upcoming changes, including:
- 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
Remember to subscribe to email updates. We’ll send an email reminding you to check your new rates on 1 July 2026.
It only takes a few moments to sign up and will help you stay in the loop with other changes to workplace laws.
You can also follow us on social media for updates:
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.
- For information on enterprise agreements and the Annual Wage Review, go to our Library article Annual Wage Reviews and agreements.
