The increase applies from the first full pay period starting on or after 1 July 2026, rather than from that date itself.

Minimum Award Wage Floors

Most employees are covered by a modern award rather than the National Minimum Wage directly. Award minimum rates rose 4.75% from 1 July 2026, subject to two floors: the lowest rate for ongoing employment in any award can't fall below $1,004.90 a week ($26.44 an hour) — matching the new National Minimum Wage — and entry-level rates, which typically apply for an employee's first six months, can't fall below $978.10 a week ($25.74 an hour).

Trainee rates under the National Training Wage increase on the same date, including awards that incorporate Schedule E of the Miscellaneous Award. Where an enterprise agreement applies, the increase generally flows through as well, since an agreement's base rates can't sit below the relevant award's base rates.

The Commission also confirmed a staged phase-out of the C13 classification level in some awards, shifting the minimum ongoing rate to the higher C12 level, with additional targeted increases for the lowest-paid employees as the first step in that transition.

Other Fair Work Changes From 1 July 2026

• Children's Services and Pharmacy Award rates: increasing in two steps — first from the pay period on or after 30 June 2026, then again from the period on or after 1 July 2026.
• Payday Super: employers must now pay super at the same time as wages — see our separate article on what this involves.
• Unpaid flexible parental leave: increasing to up to 130 days, for a child born or placed for adoption on or after 1 July 2026.
• Government-funded Parental Leave Pay: increasing from 120 to 130 days.
• High income threshold (and contractor high income threshold): both increasing to $190,100.
• Unfair dismissal compensation cap: increasing to $95,050.

Sources & References

Fair Work Ombudsman: Minimum wages increase from 1 July 2026