Activity details
Making gender equality a central objective of the workplace relations system and strengthening the Fair Work Commission’s ability to order pay increases for workers in low-paid, feminised industries.
This activity is part of a broader activity to improve women’s economic security through new legislation and a greater understanding of gender equality performance in Australian workplaces.
Implementation progress update
To make the workplace relations system fairer for women, the Fair Work Legislation Amendment (Secure Jobs, Better Pay) Act 2022 made gender equality part of the Fair Work Act 2009, improved pay transparency in workplaces, and made sure the Fair Work Commission considers gender equality in its decisions. This includes when it sets minimum wages, and considers whether historically work has been undervalued because of assumptions based on gender.
This is having an impact. For example, the Fair Work Commission:
- Considered gender undervaluation in its 2022-23, 2023-24 and 2024-25 Annual Wage Review decisions to increase the National Minimum Wage by 8.6%, 3.75% and 3.5% respectively.
- Awarded pay increases of up to 28.5% to aged care workers in March 2024, due to historical undervaluation because of gender-based assumptions.
- Has made findings that minimum wages should rise for certain occupations because of gender undervaluation, including child carers, health professionals (including First Nations workers), dental assistants and pathology collectors, and awarded wage increases of 14.1% to pharmacists.
- Has commenced proceedings to review modern award classifications that require an undergraduate university degree, on work value grounds, to remedy potential undervaluation (including gender-based undervaluation).
More information
- Learn about the National Plan to End Violence against women and children 2022-2032.
- Read the First Action Plan 2023-2027.
- Browse the First Action Plan 2023-2027 Activities Addendum update.