New window period between target cycles and shift to new reporting period for public sector employers confirmed
Gender equality reporting for Australian employers will see changes in the 2027 reporting period after Parliament passed a new bill aimed at simplifying regulatory processes for businesses.
Parliament recently passed the Regulatory Reform Omnibus Bill 2026, which amends 26 Acts to streamline regulatory and administrative processes for businesses and community organisations.
Among the amended laws is the Workplace Gender Equality Act 2012.
New window period for gender equality targets
Under the changes, a 12-month window period will be introduced between target cycles for meeting or demonstrating improvement against three gender equality targets.
The change comes after feedback from employers that choosing new gender equality targets while reporting on the last cycle did not give them enough time to learn from results, according to the Workplace Gender Equality Agency (WGEA).
"The new window gives employers time to review outcomes, consult their people and set evidence-based targets," it said in a media release.
Large employers in Australia are required by law to select and commit to achieving three gender equality targets, and are given three years to meet or show improvement against each target they select.
WGEA assesses whether these targets were met or improved by comparing information that employers reported in the final year of the target cycle with the data they reported in the baseline year.
The agency, however, clarified that the recent change in legislation does not mean 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," it said.
New reporting period for public sector employers
Meanwhile, another significant change under the amendments to the Workplace Gender Equality Act 2012 is a shift in the reporting period for Commonwealth public sector employers with 100 or more employees.
Under the change, these employers will move to the private sector reporting period of 1 April to 31 March.
This will allow WGEA to publish a single national report and compare results across sectors, according to the agency.
"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," WGEA said.
WGEA welcomes reporting shifts
WGEA has welcomed the passing of the Regulatory Reform Omnibus Bill 2026, saying it is confirming the changes under the law.
"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," said WGEA chief operating officer Janette Dines.
Guidance for employers will be updated before reporting opens in April 2027, according to the agency.
