Major Changes Proposed for the HPSS Award: What Organisations Need to Know

The Fair Work Commission has released its final decision as part of the Gender Based Undervaluation Priority Awards Review, confirming significant upcoming changes to the Health Professionals and Support Services Award (2020) (HPSS Award).

For organisations covered by the HPSS Award that employ health professionals, the proposed changes represent one of the most substantial overhauls to the Award in recent years, with impacts expected across classification structures, pay progression, remuneration, workforce planning, and compliance obligations.

What Has Changed?

The review forms part of a broader Fair Work Commission initiative aimed at addressing gender based undervaluation in female dominated industries and occupations.

While the draft changes were originally expected to commence from 30 June 2026, the Fair Work Commission has now confirmed a revised implementation date of 30 October 2026 following extensive feedback from unions, employers, and industry stakeholders during the consultation process.

Although some amendments were made around the margins, the key proposed changes remain largely intact.

Key Proposed  Changes to the HPSS Award

Some of the most significant proposed changes impacting health professionals include:

1. Changes to Classification Structures

The proposed determination introduces substantial changes to how health professional roles are classified under the Award.

Organisations may need to reassess existing employee classifications to ensure alignment with the updated framework once implemented.

2. New Pay Point Progression Arrangements

The proposed changes also alter how employees progress through pay points within classification levels. This may impact:

• Employee remuneration reviews
• Progression timelines
• Payroll processes
• Workforce budgeting

3. Increases to Minimum Pay Rates

Many minimum pay rates for health professionals are proposed to increase under the updated Award structure. For organisations with large award covered workforces, this may have a significant impact on labour costs and workforce planning.

What Should Organisations Be Doing Now?

Although the changes are not expected to take effect until 30 October 2026, organisations should begin preparing now. Early preparation can help reduce compliance risks and allow sufficient time to assess operational and financial impacts.

Organisations should consider:

• Reviewing employee classifications and understanding where existing roles will transition into the new structure
• Assessing current pay structures and progression arrangements
• Reviewing employment contracts and remuneration frameworks
• Assessing budget and workforce planning impacts
• Considering any interaction with enterprise agreements

Why This Matters

Award interpretation and classification compliance continue to be a major focus area for the Fair Work Ombudsman.

As seen in this example, Awards can be changed, so organisations relying on outdated classification frameworks or assumptions may face heightened compliance risks.

For many organisations, these changes will require more than simple payroll updates. They may impact broader workforce strategy, remuneration frameworks, and operational structures.

How Skildare Can Help

Skildare supports organisations with:

• Award interpretation and compliance reviews
• Classification assessments
• Workforce and remuneration reviews
• Enterprise agreement advice
• Payroll and workforce compliance audits
• HR and employment relations strategy