The fireworks are over and the puddings have been replaced with hot cross buns in the shops, it is a whole new year. While the busy retail period cracks on the new year has already ushered in a raft of new laws from fuel price locks to cash mandates, paid parental leave, and dangerous goods penalties, all of which will have an impact on the operations of fuel businesses in 2026 and should be understood now.
Fuel price reporting AND ‘lock in’ for VIC
The Victorian Government’s Fair Fuel Plan is rolling out in two ‘phases’.
Phase 1 is in effect now and requires fuel retailers to report their actual fuel price to the Government portal in a transparency measure that displays the current price exclusively on the Services VIC App.
Phase 2 will apply from 10/03/2026 and will require fuel retailers to lock in a price for the next 24 hours. Retailers will be able to reduce the price after the lock-in, but not increase it. All lock-in and current prices will be required to be reported to the Government portal for display exclusively on the Services VIC App.
For more seee: https://acapmag.com.au/2026/01/fair-fuel-plan-start-date-announced/
Cash Mandate for Retailers
The Cash Mandate requires supermarkets and fuel retailers to honour cash transactions up to $500 during certain times (07:00-21:00) unless they are exempted.
Retailers with a turnover of less than $10M will be exempt (unless trading on behalf of a business with a turnover of more than $10M). Retailers that mostly sell diesel, such as regional and unstaffed locations will be exempt from the Mandate.
ACAPMA has met with the ACCC to clarify the situation for fuel sites that are unmanned but largely sell unleaded fuel, and sites that largely sell diesel but also sell some ULP. These situations are yet to be resolved, however ACAPMA will continue dialogue with the ACCC.
The regulations are in effect from 1 January 2026 with a 6 month educational transition period applying.
For more see: https://acapmag.com.au/2025/12/cash-mandate-regulations-for-fuel-retailers/
Baby Priya’s Law introduced
New protections apply to employer funded paid parental leave in the event of stillbirth or the death of a child.
The Fair Work Act has been changed to prohibit an employer from refusing or cancelling employer funded paid parental leave for an employee because that employee’s child is stillborn or dies. This applies if both:
- the employee would have been entitled to the leave under their terms and conditions of employment if their child had not been stillborn or died
- the leave is associated with the birth of an employee’s child or the child of an employee’s spouse or de facto partner, or the placement of a child with the employee for adoption.
This protection applies where a child is stillborn or dies on or after 7 November 2025.
The employer can only refuse or cancel the leave because of the stillbirth or death if an exception applies, or if the employee has requested that the leave be cancelled.
Employers who breach this protection could face civil penalties.
Increased DG Penalties for WA
WA WHS alignment will result in fines of millions of dollars for businesses that breach their dangerous goods duties.
The harmonisation of the Dangerous Goods Safety Act 2004 will increase from the current $500,000 for businesses and $100,000 for individuals to $3,000,000 for businesses and $600,000 for individuals.
For more see: https://acapmag.com.au/2025/12/increased-dg-penalties/
Free Public Transport for U18y in VIC
Public transport will be free for everyone aged under 18 from 1 January. The Victorian government will also make it free for more than 650,000 seniors and close to 300,000 carers and disability support pensioners to catch a train, tram or bus on weekends.
Learnings for all businesses
It is easy to get swept up in the busy summer season, but it is important to pause and digest the changes that come into effect as we ring in the New Year.
“As is expected there will be more changes that will come throughout the year. ACAPMA will continue to keep Members informed of the changes and supported with achieving compliance” conclude Elisha.
Here to help
HR Highlights are things to consider, implement and watch out for in your business. They are provided as general information for you to consider and do not constitute advice. You should seek further advice on your situation by contacting your legal advisor. ACAPMA members can access resources and receive advice, guidance and support from the ACAPMA employment professionals via employment@acapma.com.au , it is free for members. ACAPMA Membership delivers this and more benefits, see; https://acapma.com.au/membership/ for more information.
Elisha Radwanowski BCom(HRM&IR)
ACAPMA
