Layoffs in Australia 2026: What Employees & Employers Should Know

The Australian Bureau of Statistics (ABS) reported a 12% increase in redundancies compared to 2024, with sectors like technology, retail, and construction most affected. Economic slowdowns, persistent inflation, and the continued integration of AI-driven automation are fuelling these job losses. The federal government’s 2026 workforce transition package is also playing a key role in shaping employer obligations and worker protections.

• Technology sector: Major tech employers—including several fintechs and global IT firms—announced large-scale redundancies as they shift towards more AI-centric operations.

• Retail and hospitality: Changing consumer habits and cost-of-living pressures have led to store closures and downsizing across major chains.

• Construction: Rising materials costs and tighter lending have slowed project pipelines, resulting in significant layoffs among tradies and project managers.

Behind the statistics are real stories—like that of Sarah, a Sydney-based software engineer, who was laid off during a company-wide restructure but leveraged government upskilling grants to transition into a new cybersecurity role within months.

With layoffs on the rise, the Australian government has updated several key regulations in 2026 to protect workers and clarify employer responsibilities:

• Redundancy Pay: The Fair Work Commission has increased statutory redundancy pay caps for long-serving employees, and introduced new requirements for pro-rata redundancy for those with less than one year of service.

• Notice Periods: Companies must now provide a minimum four-week notice for most redundancies, with additional time for workers over 45 or those with disabilities.

• Job Transition Support: The Workforce Resilience Package offers up to $7,500 in retraining grants for displaced workers and mandates employer-funded outplacement services for layoffs affecting more than 20 employees.

• Consultation Requirements: Employers must demonstrate genuine consultation with staff and unions, documenting alternative measures considered before finalising layoffs.

Employers who fail to comply face increased penalties, including mandatory compensation and potential bans on government contracts. For workers, the new policies mean faster access to Centrelink support and a streamlined appeals process if they believe a redundancy was not genuine.

Facing a layoff can be daunting, but 2026 brings more options than ever for Australians to bounce back. Here’s how to navigate the transition:

• Act Quickly on Entitlements: Request a written statement of your redundancy, final pay, and accrued leave. The myGov portal now offers same-day claims for many redundancy benefits.

• Upskill or Retrain: Take advantage of federal and state grants for in-demand fields like cybersecurity, healthcare, and clean energy. Many TAFEs and universities are offering accelerated, low-cost courses specifically for displaced workers.

• Review Your Finances: Revisit your budget, prioritise essential expenses, and consider speaking with a financial counsellor (free through the National Debt Helpline) to manage debts or mortgage stress.

• Network and Job Hunt: Join local LinkedIn groups, attend industry meetups, and use government-funded employment services to tap into the hidden job market.

Employers can also minimise negative impacts by offering extended notice, facilitating job fairs, and maintaining open communication with affected staff.

Layoffs are a tough reality in Australia’s evolving economy, but 2026’s policy changes and support systems provide a stronger safety net. Whether you’re facing redundancy or managing workforce transitions, understanding your rights and options is crucial to making smart decisions. By staying informed and proactive, Australians can turn today’s challenges into tomorrow’s opportunities.