February 2026 Newsletter

Evolve Corporate Solutions • February Newsletter

Preparing People & Business for Success in 2026

Hello and welcome to our February edition of the Evolve newsletter!

As we settle into 2026, we’re seeing continued momentum in workplace practices, regulatory change, and HR evolution in Australia. Whether you’re a business leader, HR professional, or small business owner, staying ahead of these trends and updates will support stronger, sustainable workforce outcomes this year.

Workplace Law & HR Updates You Should Know

Here are the key developments affecting employers and people teams since December 2025:

1. Payday Super Moves to Every Pay Cycle (From July 2026)

One of the biggest changes for employers this year is “Payday Super”, requiring superannuation contributions to be paid at the same time as wages, rather than quarterly. This aims to improve transparency and ensure faster payment of entitlements.
👉 Employers may need to update payroll systems and review cashflow plans to manage this more frequent obligation.

2. Paid Parental Leave Expanded

From 1 July 2026, the government will expand the Paid Parental Leave (PPL) scheme — increasing access to up to 26 weeks’ leave and offering greater flexibility for parents to share entitlements. This change supports workforce participation and family-friendly practices.

3. Review of the National Employment Standards (NES)

A comprehensive review of the NES is underway in 2026 — the first full review since 2009. Depending on the outcomes, this could see changes to minimum standards such as annual leave entitlement and maximum weekly hours. Employers should monitor this inquiry and prepare for potential updates.

4. Casual Conversion & “Right to Disconnect” Laws Now Extended to Small Business

Significant reforms to casual employment and work-life balance are now in effect for small businesses too:

• Casual Conversion (Employee Choice Pathway): Eligible casual employees can request conversion to permanent roles, and employers must respond within set timeframes — this now applies to small businesses from August 2025 onwards.

• Right to Disconnect: Employees have the right to refuse unreasonable work-related contact outside typical work hours, and employers should factor this into policies and expectations.

5. Workplace Policy and Compliance Updates

Across 2025–26, workplace policy must also reflect:

• Changes around sexual harassment and gender-based harassment compliance as WHS issues in some jurisdictions

• Updated flexible work and casual employment requirements

• Continued focus on wage theft prevention, record keeping, and discrimination protections

• Ensuring privacy and compliance as HR systems collect and process employee data

Keeping employment contracts and policies up to date will help mitigate risk and demonstrate good faith compliance.

Small Business HR Highlights

While many changes affect all employers, small businesses should pay particular attention to:

• Casual Employment Rights

Eligible long-term casual workers can now request conversion to permanent roles — this flexibility can help with retention but needs clear process and timelines to respond appropriately.

• Right to Disconnect

Small businesses should update policies to reflect this statutory right, balancing productivity expectations with wellbeing and compliance.

• Payroll Readiness for Payday Super

Cashflow planning and payroll system configuration are essential to meet the new superannuation timing requirements.

Practical HR Focus for February

As you plan people strategy in 2026, here are a few timely actions:

✔ Review existing employment contracts and HR policies for compliance with recent workplace law changes.
✔ Engage with payroll or HRIS providers to ensure Payday Super readiness.
✔ Refresh your onboarding and employee handbook material to include changes around casual conversion and right to disconnect.
✔ Communicate expectations around wellbeing, flexible work and work-life balance to teams early in the year.
✔ Consider proactive planning around leave accruals, parental leave support and equity policies.

Thought Leadership & Insights from Evolve

We’re also publishing regular insights to help you navigate these shifting HR and business environments, including:

• How to build a proactive workforce strategy

• Making the most of technology integration and ongoing support

• Practical tips for leadership and change management

• Planning your 2026 people and structure roadmap

If you missed any of these, head to our blog for practical guidance and tools.

We’re Here to Support You

Whether you need help reviewing policies, integrating new systems, or setting your people strategy for growth and compliance in 2026 — reach out.

Evolve Corporate Solutions supports organisations of all sizes with tailored HR, workforce planning, and organisational development solutions grounded in real-world business needs.

📩 Want to connect on any of the above? letsevolve@evolvesolutions.com.au

Wishing you a productive and positive start to the year! 🚀

— The Evolve Team
Evolving Business with People Strategy and Digital Innovation