The workplace trends every Australian woman in business should be watching in 2026

In The News

If your work life felt different this year—busier, more uncertain, or simply harder to balance—you’re not imagining it. New research confirms that workplaces everywhere are shifting in ways that directly affect how we work, lead and build our careers.

And for women—whether you’re running a business, leading a team or navigating your professional path—these trends matter. They shape your daily workload, wellbeing, opportunities and even your likelihood of staying in your current role.

From changing expectations around flexibility to rising job insecurity among younger workers, the latest findings reveal a workplace in transition.

Drawing on insights from more than 500,000 employees in over 100 countries, the WorkL Global Workplace Report 2025 highlights some of the most important shifts affecting workers today.

Here’s what these trends mean for you, your team and your business in 2026:

1. Men are now leading the push for flexible work

One of the most striking trends is that men are increasingly asking for structured flexible working—hybrid arrangements, work-from-home options and even four-day weeks.

This shift shows that wellbeing and balance are becoming universal priorities, not gendered ones. For individual workers, it means:

• More people around you will expect flexibility.
• There may be greater acceptance of balancing work with life.
• The stigma around using flexible options could finally begin to fade.

For women, this is significant. When flexibility becomes a standard expectation for everyone, it’s easier to access and less likely to impact perceptions of commitment.

2. Hybrid work wins—and forced office days are losing support

The data points to one clear conclusion: hybrid work delivers the best outcomes for engagement and productivity.

What this means for workers:

• You may genuinely be more productive at home—and the data backs you.
• If you feel drained by unnecessary office days, you’re not alone.
• Businesses forcing a full return to the office may be pushing against the tide.

Australia’s engagement score of 71%—below the global average—suggests many workers aren’t feeling energised or supported by rigid workplace models.

For women juggling caring responsibilities, hybrid work continues to be a crucial enabler of both career progression and wellbeing.

3. Younger workers and minority groups are most likely to quit

The findings also show that job instability is rising—especially for those early in their careers or from under-represented groups.

What this means for individuals:

• Younger workers may feel disconnected or unsure about long-term prospects.
• First-year employees are at higher risk of burnout or disengagement
• Gender-diverse workers face particular barriers to feeling safe and supported

With one in four Australian workers considering leaving their job, leaders and business owners need to re-examine culture, onboarding and support systems.

4. Inclusion gaps persist—especially for disabled employees

Disabled workers continue to experience lower engagement and poorer perceptions of fairness—especially around pay.

What this means for workers:

• Employees living with disability may still face invisible barriers.
• Team culture, leadership behaviour and accessible workplace design matter more than organisations realise.
• Those with health or caring needs—often women—may still feel unsupported.

For businesses aiming to attract or retain talent, closing these gaps requires strategic intent, not just goodwill.

5. AI is fueling anxiety—especially for young women starting their careers

AI is reshaping roles quickly, but most organisations aren’t helping staff adjust.

What this means for individuals:

• It’s normal to feel uncertain about how AI affects your job.
• Many workers don’t feel adequately trained or supported.
• Young professionals especially may worry about job security in AI-exposed fields.

For women leaders, this is an opportunity to guide teams through change with empathy, clarity and skill-building.

6. Generational expectations are drifting further apart

Younger workers want flexibility and purpose. Older workers want stability and autonomy.

What this means in your workplace:

• You may be navigating very different expectations within the same team.
• Communication and clarity are becoming essential leadership tools.
• A one-size-fits-all approach no longer works.

What these trends tell us about the future of work for women

The findings paint a picture of a workplace where expectations are shifting quickly toward fairness, flexibility and purpose—values women in business have long championed.

For Australian women, these trends suggest a future where:

• Flexibility becomes standard, not negotiated
• Inclusive leadership is essential to retaining talent
• Skills in communication, empathy and adaptability grow more valuable
• AI readiness and digital confidence become part of every career.

This is a moment to reflect not only on the changes happening around you, but on the impact you want to create in the year ahead. The trends are clear: the workplaces that thrive will be those that understand and support the people who power them.

And for women shaping Australia’s future of work, the opportunity to lead that change has never been stronger.