Australia’s labour market is set to expand through 2026, with growth concentrated in services and higher-skilled roles. The National Skills Commission’s projections highlight where demand is heading and which capabilities will be most valuable for employers and jobseekers alike.
Where the jobs are rising
- Services dominate growth. Four service industries are expected to deliver almost two-thirds of new roles by November 2026: Health Care & Social Assistance (+301k), Professional, Scientific & Technical Services (+206.6k), Education & Training (+149.6k), and Accommodation & Food Services (+112.4k)
- Occupations in demand. Professionals (+494.2k, +14.7%) and Community & Personal Service Workers (+188.9k, +13.5%) will account for nearly 60% of total growth
- Stand-out roles. The fastest-growing specific occupations include Aged & Disabled Carers (+74.9k, +28%), Software & Applications Programmers (+42.2k, +27%), Registered Nurses (+40.4k, +13.9%), Database & Systems Administrators and ICT Security Specialists (+29.1k, +38.9%), and Management & Organisation Analysts (+28.2k, +32.2%)
Skills and qualifications that matter
- Further study is the norm. More than 9 in 10 new jobs will require post-secondary qualifications, a clear signal that credentials and continuous learning remain essential.
- STEM momentum. STEM jobs are projected to grow 14.2%, roughly twice the pace of non-STEM roles (7.4%).
- The “4Cs” edge. Roles drawing on Care, Computing, Cognitive ability and Communication are set for strong gains, blending technical fluency with human-centred capabilities.
What’s easing back
Not every job family is expanding. Occupations exposed to automation and routine work, such as secretaries, bookkeepers and bank workers, face softer growth. Upskilling and role redesign will be key strategies for affected teams.
What this means for employers
- Plan capability, not just headcount. Map 2026 demand to the skills above, then use targeted learning pathways to build bench strength in analytics, digital, clinical and service roles.
- Tighten hiring process time. High-demand segments (health, tech, education) will move quickly. Compress decision cycles and keep shortlists warm.
- Blend workforce models. Balance permanent hires for critical IP with contractors and fixed-term talent for projects, peaks and implementations.
- Invest in early-career pipelines. With most growth in higher-skill roles, apprenticeships, graduate programs and micro-credentials can de-risk future shortages.
What this means for candidates
- Prioritise portable skills. Pair technical depth (e.g., cloud, cybersecurity, clinical care) with communication, problem-solving and stakeholder management.
- Credential smartly. Short courses, certifications and post-grad study aligned to the growth areas above will improve mobility and pay outcomes.
- Look beyond titles. Many growth roles have adjacent entry points – project coordination into analysis, service roles into care pathways, or BAU IT into security.
If you’re planning 2026 hiring across Melbourne, Sydney or Perth, or you’re a candidate ready to align your next move with these trends, MARS Recruitment can help you translate projections into action: workforce planning, role design, and fast, quality shortlists.
Source: National Skills Commission, “Projecting employment to 2026”;
[DISCLAIMER] The information provided in this article is for general, informational purposes only and should not be construed as professional advice. Individuals are encouraged to seek guidance from qualified career coaches or advisors when navigating career transitions.
