Gender Equality Reporting Requirements for Businesses with 500+ Employees

| August 7, 2025

In March of this year the Workplace Gender Equality Amendment (Setting Gender Equality Targets) Act 2024 (Targets Act) took effect as legislation amending the Workplace Gender Equality Act 2012 (WGEA Act). 

The Targets Act was a recommendation of a review into the WGEA Act, and it will require employers with more than 500 employees to consider and confirm the three gender equality targets (targets) it will progress. Impacted employers will need to report the three gender equality targets they have selected in April 2026. 

The intention of this new requirement for large employers is to set targets, and demonstrate their actions to progress gender equality.  

As mentioned, three targets must be selected. Those targets are to be selected from the six gender equality indicators. Within the six indicators are action and numerical based targets – to a total of 19 targets.  

An employer to whom this requirement applies must select at least one numeric target. The full menu of targets can be viewed HERE. Once the targets are set, employers will provide a baseline report indicating their current status in relation to each of the selected targets. Reporting on those targets will become an annual requirement, and at the end of the three-year reporting cycle, an employer must demonstrate their improvement actions and progress toward each target.  

Failure to demonstrate a target has been met or they have improved against the baseline will be considered a failure to comply with the WGEA Act. Unless there is a reasonable excuse for the failure, the WGEA will have the ability to publicly name a business that has failed to comply – noting that non-compliance may mean a business becomes ineligible to tender for Australian Government contracts.  

Deadline for setting targets

A business in the private sector needs to select their targets for reporting in the period commencing 1 April 2026. The public sector period is 1 September 2026. 

Preparing for 1 April 2026

At the time of writing this article, private sector employers impacted by the recent amendments have just under one year to set their targets.  

In preparation employers: 

1. Should start thinking about the gender equality actions the business has been taking, and what they can look to expand, or add to, their agenda considering the nature of the workplace. 

2. Should consider the full menu of targets (download a copy HERE) and identify the three targets they are going to report against, having regard to the analysis undertaken at point 1 above.  

Regularly check the WGEA website (www.wgea.gov.au) for new information and / or resources. Likely met the definition. As such, the application was permitted to proceed and has been listed for directions.  

Final Thoughts

The introduction of mandatory gender equality targets marks a significant shift in accountability for Australia’s largest employers. It’s no longer enough to state good intentions—businesses must set clear goals, track their progress, and report annually to the Workplace Gender Equality Agency. With the 2026 deadline fast approaching, preparation is key.

At IRiQ Law, we assist organisations in interpreting legislative changes, selecting suitable targets, and ensuring ongoing compliance. Whether you’re establishing your baseline or designing an action plan, we’re here to help your business meet its gender equality obligations with confidence.

📞 Contact us today to get ahead of the 1 April 2026 reporting deadline.