Staffing & Recruitment Compliance in 2025-2026
Staffing & Recruitment Compliance in 2025-2026
The 2025-2026 financial year brings a wave of legislative changes that directly impact staffing and recruitment operations. From a rise in the superannuation guarantee to stricter rules around psychosocial safety and new obligations under a proposed national labour hire licensing scheme, agencies must be ready to adjust their policies, systems, and communications accordingly.
With updates taking effect throughout the year and into 2026, now is the time to review and strengthen compliance practices. Let’s look at the most significant upcoming changes that agency leaders and HR professionals need to know.
What’s New in 2025-2026?
1. Fair Work Information Statement (Effective 1 July 2025)
The latest FWS will come into effect on 1st July 2025. All employers have an obligation to provide the latest FWS to each employee and be able to produce a record that you have distributed the latest version if required as part of an internal or external audit. Learn more.
2. Superannuation Guarantee Increase to 12% (Effective 1 July 2025)
As part of the government’s long-term plan to strengthen retirement savings, the Superannuation Guarantee rate will increase from 11.5% to 12%. Agencies must update their payroll systems and ensure all client billing accurately reflects the higher super contribution. Learn more.
3. Paid Parental Leave Expansion (Effective 1 July 2025)
The Paid Parental Leave scheme increases to 24 weeks, up from 22 weeks, with three weeks reserved for each parent. Agencies should ensure their internal policies reflect the updated entitlements and that client communication aligns with these expectations. Learn more.
4. Right to Disconnect (Effective 26 August 2025 for small businesses)
Employees will have the right to disconnect from work communications outside of their paid hours unless the contact is reasonable. This includes ignoring emails, calls, or messages related to work. Staffing and recruitment agencies should review communication protocols and set clear expectations with clients and workers about appropriate contact times. More info.
5. Psychosocial Hazard Regulations (Effective 1 December 2025)
New WHS regulations will require all employers, including staffing and recruitment agencies, to identify, assess, and control psychosocial risks in the workplace. This includes addressing issues such as excessive workloads, bullying, isolation, and poor support. Agencies must consider not just internal risks, but also those present at host sites where workers are placed. More info.
6. Mandatory Payday Superannuation (Effective 1 July 2026)
From mid-2026, superannuation contributions must be paid at the same time as wages rather than quarterly. This shift will improve transparency and employee entitlements but may require staffing firms to revise cash flow processes and upgrade their payroll platforms. More info here.
7. National Labour Hire Licensing Scheme
The federal government is progressing toward a single national labour hire licensing framework, consolidating current state-based schemes in Queensland, Victoria, and the ACT. This reform will apply to providers who supply workers to third parties, including staffing agencies, and introduce penalties for non-compliance. Agencies will need to prepare for new licence application processes, fit-and-proper person tests, and obligations for both providers and host employers. Learn more.
Defining Staffing & Recruitment Compliance
What is staffing and recruitment compliance? Staffing and recruitment compliance is an umbrella term that covers the full range of legal, regulatory, and ethical obligations employers must meet when hiring, placing, and managing workers. This includes:
- Classifying workers correctly as employees or contractors
- Ensuring timely and lawful payment of wages, entitlements, and superannuation
- Complying with award conditions and Fair Work requirements
- Meeting labour hire licensing obligations
- Managing workplace health, safety, psychosocial risks, and data privacy
With regulatory changes becoming more frequent, agencies must invest in up-to-date processes and tools to manage risk and maintain service quality.
How WorkPro Supports Your Agency
WorkPro is a unified workforce screening, onboarding and compliance platform that enables staffing and recruitment agencies to meet their obligations efficiently:
- eLearning Modules: Easily deliver and administer mandated information and education leveraging a pre-built library of over 60 role and industry safety learning modules. This also includes key compliance topics such as anti-discrimination and bullying, psychosocial risk awareness, privacy, modern slavery and cyber security.
- Fair Work Statement (FWS): WorkPro will embed the Fair Work Ombudsman’s FWS as soon as the Ombudsman releases it – likely to be on 1st July 2025.
- Background Checks: Easily administer important screening, choosing from over 100 national and international background and probity checks including Australian Citizenship and Work Rights checks, Nationally Coordinated Criminal History Checks, Reference Checks, Qualification and financial regulatory checks from one secure portal.
- Credential Management: Collect and monitor essential licences, certificates and accreditations like forklift, RSA, driver’s licence, and other industry-specific credentials with verifications, expiry alerts and central recording keeping.
- Resource Hub: Access guides, checklists, and factsheets to stay informed and proactive about changing laws.
With a series of important changes taking effect within the next financial year, compliance remains a priority for staffing and recruitment firms. Staying informed and investing in systems that scale with regulation is key.
Partner with WorkPro to systemise compliance and build a robust program that supports trust and job-ready workforces.
