HPSS Award Changes: What Allied Health Employers Need to Know Before 1 October 2026

The Health Professionals and Support Services Award 2020 (HPSS Award) is changing, and 1 October 2026 is an important date for allied health employers.

Following the Fair Work Commission's review into gender-based undervaluation, the HPSS Award is introducing a new classification structure for eligible health professionals, along with staged increases to minimum award rates.

From the first full pay period starting on or after 1 October 2026, eligible health professionals will transition to a new AQF-based classification structure, with further staged wage increases continuing through to 30 June 2030.

These changes are more than a payroll update. Allied health employers should consider how the changes may affect employee classifications, wages, employment contracts, remuneration structures, workforce costs, pricing and profitability.

This guide explains the key HPSS Award changes and what employers should review before 1 October 2026.

What is the HPSS Award Pay Guide?

The HPSS Award Pay Guide contains the minimum wages, classifications and key pay rates that apply to employees covered by the Health Professionals and Support Services Award 2020 [MA000027].

The guide provides important information for employers, payroll teams and managers, including minimum rates for:

• full-time employees

• part-time employees

• casual employees

• different classifications and pay points under the Award

The Fair Work Commission regularly reviews and updates modern award rates, meaning employers should ensure they are always working from the most current pay guide.

What is changing under the HPSS Award from 1 October 2026?

The Fair Work Commission's review found that work performed by health professionals covered by the HPSS Award had historically been subject to gender-based undervaluation. The resulting changes include a new classification structure and increases to minimum award rates for eligible health professionals.

From the first full pay period starting on or after 1 October 2026, eligible health professionals will transition to the new classification structure. The changes will be phased in, with further increases continuing through to 30 June 2030.

For allied health employers, this means reviewing employee classifications, pay rates and remuneration arrangements before the changes take effect.

These staged increases are separate from future Annual Wage Review increases, so employers should continue to monitor Fair Work Commission updates each year.

What do HPSS Award changes mean for allied health employers?

The HPSS Award changes may have a significant impact on allied health employers, particularly where employees are covered by the new health professional classification structure.

Employers should not wait until October to review their arrangements. The changes may affect wages and remuneration structures, as well as workforce costs and future budgeting.

Employers should consider reviewing:

Award classifications

Ensure employees are correctly classified under the HPSS Award based on their role, qualifications, skills and responsibilities.

Incorrect classification is a common cause of payroll errors and underpayments.

Employment contracts and salary arrangements

Employers should review whether current salary arrangements continue to meet minimum Award obligations as rates increase.

A salary that currently exceeds the Award minimum may not continue to do so after future increases.

Payroll systems

Payroll systems should be updated to reflect new Award rates and ensure:

• correct minimum rates are applied

• overtime and penalty calculations remain accurate

• allowances are correctly processed

Workforce and remuneration planning

Allied health employers should consider how future wage increases may affect:

• staffing budgets

• salary reviews

• recruitment strategies

• retention initiatives

• service pricing

Proactive planning can help organisations manage wage changes while continuing to attract and retain skilled professionals.

What should allied health employers do before 1 October 2026?

Employers should start preparing now rather than waiting for the first October pay run.

A practical review should include:

1. Review employee classifications

Check which employees are covered by the HPSS Award and determine whether their current classification will change under the new structure.

2. Check minimum rates

Compare current pay rates against the new minimum rates that will apply from the first full pay period on or after 1 October 2026.

3. Review employment contracts

Check employment contracts and salary arrangements to ensure they continue to meet minimum Award obligations as rates and classifications change.

4. Check payroll systems

Make sure payroll systems are updated before the changes take effect, including applicable rates, classifications, allowances, overtime and penalty calculations.

5. Assess the financial impact

Consider how increased minimum rates may affect staffing costs, salary structures, recruitment, retention, budgets and service pricing.

6. Plan for future increases

The changes do not end on 1 October 2026. Further staged increases are scheduled, so employers should consider the longer-term impact on remuneration and workforce planning.

How can employers stay compliant with the HPSS Award?

To reduce payroll compliance risks, employers should:

• use the latest HPSS Award Pay Guide

• review employee classifications regularly

• monitor Fair Work Commission updates

• check employment contracts and salary arrangements

• audit payroll processes periodically

• seek advice where Award interpretation is complex

Modern awards can be difficult to interpret, particularly where classifications, allowances, overtime and salary arrangements interact.

Need help preparing for the HPSS Award changes?

The HPSS Award changes may affect employee classifications, minimum rates, employment contracts, payroll and workforce costs.

Workplace Plus can help you understand what the changes mean for your organisation and identify what needs to be reviewed before they take effect.

Book a confidential discovery call to discuss your requirements with our team.

Looking for current HPSS Award pay rates?

The latest HPSS Award Pay Guide provides current minimum wages and rates under the Award.

For more information or support, contact us today.