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From payroll timing and documentation to flexible work requests and digital systems, compliance scrutiny is increasing. Understand what’s changing across Australia and New Zealand, and what it means for your organisation.
Download the Q1 2026 Workforce Risk Report
Workforce risk across Australia and New Zealand is entering a more active enforcement phase in 2026. Employers are operating under sustained pressure, with 44,075 Fair Work Commission applications recorded in 2024–25, and volumes remaining above historical averages.
Across Q1, one pattern is clear: day-to-day decisions, documentation and processes are under closer scrutiny.
This Workforce Risk Report outlines the key compliance changes across ANZ and highlights where organisations are most exposed.
Three shifts shaping workforce risk in ANZ:
1. Compliance is moving into operational delivery
Payroll, superannuation, leave management and complaint handling are no longer assessed on policy alone, but on how consistently they are executed.
2. Process discipline is under increased scrutiny
Flexible work refusals, settlement agreements and underpayment responses are being tested against the quality of documentation and procedural fairness.
3. Risk is expanding across jurisdictions
Federal reviews, state-level reforms and New Zealand employment law updates are progressing on different timelines, increasing complexity for regional teams.
What You’ll Learn
This report breaks down the workforce compliance changes already affecting employers across Australia and New Zealand:
- Payday Super from 1 July 2026
Superannuation must be paid at the same time as wages, significantly reducing the window to identify and correct payroll errors. - Expansion of paid parental leave
Up to 130 days (26 weeks) of paid leave for eligible employees, with direct implications for workforce planning and backfill. - Restrictions on NDAs in Victoria
Updated rules governing the use of confidentiality in sexual harassment matters. - Flexible working and work-from-home requests
Increased expectations on how requests are assessed, documented and justified. - Digital work systems under WHS in New South Wales
Rostering, monitoring and performance systems now carry workplace health and safety obligations. - New Zealand employment law updates
- Changes to contractor classification and a revised regulatory approach to leave entitlements.
Why it matters
For many organisations, workforce risk is no longer theoretical—it is operational.
- Payroll teams have less time to resolve discrepancies
- Managers are expected to document decisions with greater precision
- Policies and templates must be updated across multiple jurisdictions
- Digital workforce tools are now subject to safety and compliance obligations
This is where risk is accumulating, within everyday processes.
Who this is for
This Workforce Risk Report is designed for:
- HR and People leaders managing distributed or cross-border teams
- Payroll and operations teams responsible for accurate execution
- Compliance and legal teams monitoring regulatory developments
- Organisations operating across Australia and New Zealand
Stay ahead of workforce risk in ANZ
Download the Q1 2026 Workforce Risk Report for a clear, practical view of current compliance risks, and the steps your organisation can take to address them.
CXC partners with organisations across Australia and New Zealand to manage payroll, contractor engagement and workforce compliance across multiple jurisdictions.
If these changes are already impacting your team, we can support a review of your current processes and help identify potential gaps.
About CXC
At CXC, we want to help you grow your business with flexible, contingent talent. But we also understand that managing a contingent workforce can be complicated, costly and time-consuming. Through our MSP solution, we can help you to fulfil all of your contingent hiring needs, including temp employees, independent contractors and SOW workers. And if your needs change? No problem. Our flexible solution is designed to scale up and down to match our clients’ requirements.
