Statement: Regulatory Reform Omnibus Bill 2026

WGEA welcomes the passing of The Regulatory Reform Omnibus Bill 2026 through Parliament. 

The legislation makes 2 changes to how employers report to the Workplace Gender Equality Agency (WGEA). The changes are intended to make reporting simpler. They will also give larger employers more time to set more considered gender equality targets.

The first change moves Commonwealth public sector employers with 100 or more employees onto the private sector reporting period of 1 April to 31 March. These employers used a calendar-year period to match the Australian Public Service Commission (APSC) workforce data collection. Since that data transfer has ended, a separate period is no longer needed. The change starts with 2027 reporting, which will cover 1 April 2026 to 31 March 2027. Employers will report the same information as they do now. With everyone on one timeline, WGEA can publish a single national report and compare results across sectors.

The second change adds a 12-month window between target cycles for employers with 500 or more employees. Feedback from employers and stakeholders highlighted that choosing new targets while reporting on the last cycle left little time to learn from results. The new window gives employers time to review outcomes, consult their people and set evidence-based targets. It is not a pause. Employers should keep acting on gender equality during this time. Employers who selected their first targets in 2026 will select their next targets in 2030 reporting.

WGEA is now confirming the changes and will update its guidance for employers before reporting opens in April 2027.

"These changes respond directly to what employers told us: that reporting works better when it's aligned across sectors, and that meaningful target-setting needs time and reflection, not a rush straight from one cycle to the next," WGEA COO Janette Dines said.