Australia’s Workplace Gender Equality Agency (WGEA) reporting requirements have sharpened this year, with new measures that affect organisations of all sizes. For employers with 100+ staff, annual WGEA reporting remains mandatory – but 2026 brings significant changes in transparency and compliance that every employer should note.

WGEA is now publicly releasing each employer’s gender pay gap data, and large employers must set formal gender equality targets for the first time. Even if your business isn’t required to report, these changes signal broader trends in workplace equality that matter for all employers. Below is a practical overview.

What is WGEA Reporting

WGEA reporting is an annual gender equality report that certain employers must submit under law. It covers key aspects of workplace gender equality, from workforce composition and pay to policies on flexibility and support, across six Gender Equality Indicators (GEIs).
A typical WGEA report has three parts:

A questionnaire on your organisation’s gender equality policies, practices and programs (e.g. policies on equal pay, parental leave, flexible work, preventing harassment).

A Workplace Profile (WPP) – an Excel snapshot of all employees (by gender, role, level) and their pay (base salary and total remuneration) on a chosen date.

Workforce Management Statistics (WMS) – an Excel summary of workforce movements (hires, promotions, exits) during the year.

Who must report?

All private sector companies and Commonwealth public-sector agencies with 100 or more employees in Australia are “relevant employers” under the Act and must lodge a report each year.

Reports are submitted via the WGEA online portal during the annual reporting window of 1 April to 31 May (covering the preceding 12-month period). Reports need sign-off by the organisation’s CEO (or equivalent) and a declaration that the data is accurate and no personal information is included.

What’s new in 2026?

This year’s WGEA cycle comes with significant changes aimed at increasing transparency and driving action:

• Public gender pay gap results: For the first time, WGEA is publishing employer-level gender pay gap data. WGEA released the 2024–25 data on 3 March 2026, including each reporting employer’s average and median pay gap (base salary and total remuneration), workforce gender composition by quartiles, and other metrics. In other words, your organisation’s aggregated pay gap is now public, this is a big change from prior years when only industry averages were published. Employers can also lodge a public “Employer Statement” to provide context or explain their results, which appears alongside your data on WGEA’s site. This push for transparency means gender pay equity is firmly in the spotlight across all industries.
  
  
• Target-setting for large employers (500+): Under new legislation effective this year, any organisation with 500 or more employees (now termed a “Designated Relevant Employer”) has extra responsibilities. These large employers must set and pursue three Gender Equality Targets over a three-year cycle. At least one target must be a numeric goal (for example, reducing your pay gap by X% or increasing women in leadership roles by a certain amount). Others may be action-based (like improving policies on flexible work or parental leave). You’ll need to meet or show improvement against each target by the end of the three-year period. This shifts WGEA compliance from a pure reporting exercise to a focus on accountability and progress. If a large employer fails to make meaningful progress on its chosen targets without a reasonable excuse, WGEA can deem it non-compliant, which may lead to being publicly named and even barred from competing for Commonwealth contracts or grants. The message is clear: simply reporting numbers isn’t enough – big employers are expected to take action on gender equality.
  
  
• Combined reporting program: WGEA has merged its private and public sector reporting programs into one unified “Gender Equality Reporting” framework. Now Commonwealth agencies with 100+ employees also lodge reports in the same window (previously their cycle differed). This integration means all large employers nationwide are measured under one system. While primarily an administrative change, it underscores that gender equality reporting is now a standard practice across both business and government.
  
  
• Improved reporting tools: WGEA introduced a new workplace profile template with built-in data validation checks. As you fill in your employee payroll data, the spreadsheet flags potential errors or omissions and provides a summary of warnings. This helps organisations “get it right” before submission – reducing common mistakes like missing data or misclassifying roles. There’s also a transition from old ANZSCO occupation codes to new OSCA job codes in the reporting template. In short, WGEA is making the tech side of reporting a bit easier, but it’s vital to use these tools and double-check your data.
  

Key Dates & Deadlines (2026):

• Reporting Period: For most companies, the data covers 1 April 2025 – 31 March 2026. (For Commonwealth public-sector employers, it was the 2025 calendar year.)
  
  
• Lodgement Window: 1 April to 31 May 2026 – all reports must be submitted in this timeframe.
  
  
• Public Data Release: WGEA’s next public data release (employer pay gaps and other metrics) is scheduled for March 2027, reflecting this year’s submissions. (The first release of employer-specific pay gap data occurred in March 2026.)
  
  
• Target Selection: If you have 500+ employees, you will select your 3 gender equality targets during this reporting cycle (by 31 May 2026). This kicks off your three-year improvement cycle.

After You Lodge – Don’t Forget These Obligations:

Reporting is not over when you hit “submit.” After lodging your WGEA report, the law requires you to:

• Notify your employees (and any shareholders or members, if applicable) that you’ve lodged the report and how they can access it. Typically, this means an internal notice or email with a link to your public report.
  
  
• Notify any relevant employee organisations (unions) within 7 days of lodging. If a union has members in your workforce, you must let them know you’ve submitted the report.
  
  
• Inform staff and unions of their right to comment. Employees (and any employee groups) can provide feedback on your report to either you or WGEA within 28 days. You need to communicate this right when you notify them.
  
  
• Provide WGEA’s feedback to your board. Once WGEA processes your data, they’ll issue you an Executive Summary and Industry Benchmark report. Your CEO (or equivalent) must pass these on to the governing body or board for their information.

Failing to complete these post-lodgement steps is a common pitfall. Many organisations forget that reporting isn’t finished until these notifications are done. Make sure to plan for these tasks in early June right after submission.

Why These Changes Matter – Even if You Don’t Report

Even if your organisation has fewer than 100 employees and isn’t legally required to report to WGEA, the gender equality landscape is shifting for all.
Here’s why even non-reporting employers should care about the WGEA updates:

• Transparency is the new normal: Large employers’ gender pay gap results are now out in the open. This sets benchmark expectations in every industry. Employees, investors and customers increasingly expect all workplaces to be proactive on diversity and pay equity – not just the big corporates. A small business might not appear in WGEA’s public data, but your staff and stakeholders are aware of the national push toward pay transparency and fairness. It’s wise to anticipate more scrutiny on equity issues across the board.
  
  
• Focus on pay equity and inclusion: The government and WGEA are clearly prioritising gender pay gaps and equality initiatives. For example, publishing pay gaps and mandating targets for large firms signal that closing the gender gap is a national priority. While smaller employers aren’t mandated to do the same, many are taking voluntary steps, such as reviewing their own pay parity or setting internal diversity goals to keep up with best practices. Taking initiative now (for instance, conducting a pay gap analysis or introducing flexible work and parental leave policies) can help future-proof your business. It not only ensures you’re prepared if you grow beyond 100 employees one day, but also makes you more attractive as an employer committed to fairness.
  
  
• Future-proofing and compliance horizon: Laws and societal expectations are evolving. It’s possible that in the future, reporting obligations could extend to smaller employers or that clients and larger partners will expect smaller suppliers to share gender equality information. Getting familiar with WGEA’s framework now can position your organisation ahead of the curve. Consider using WGEA’s public “Data Explorer” to see how companies in your sector are performing on gender equality, and identify areas where you can improve voluntarily.

This proactive approach to diversity and inclusion will put you in a stronger position in terms of brand reputation, talent retention, and readiness for any future compliance requirements.

How Flawless HR can support you

At Flawless HR, we work with employers to move beyond the report and focus on what really matters:

• Mapping and planning WGEA commitments across the three‑year target cycle
  
  
• Developing and reviewing policies, frameworks and practical initiatives aligned to the GEIs
  
  
• Supporting leaders to embed gender equality into workforce planning, culture and governance

Whether you’re setting targets for the first time, reviewing existing initiatives, or wanting to proactively strengthen your approach to gender equality, we can help you build a clear, compliant and achievable plan that delivers real impact.

If you’d like to talk through what this means for your organisation, we’re here to help.

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If you’ve got any burning questions about these changes or you’re not sure how they’ll impact your business, reach out to our team by email hello@flawlesshr.com.au