5 moments HR can’t miss in 2026 (and how to prepare now)

With a full year of cultural events, people priorities, and organisational milestones, HR leaders are heading into 2026 with more complexity and more opportunity than ever. The secret to staying ahead isn’t doing more. It’s planning smarter.

Using insights from our 2026 People Planner, here are five high-impact moments HR professionals can’t miss in 2026 and what you can do right now to set your organisation up for connection, engagement, and success this year.

1. Employee Appreciation Day (March)

Why it matters:
Our research has shown that only 23% of Australian employees feel appreciated, with around one in three stating that they intend to leave their job due to a lack of recognition.

Employee Appreciation Day is more than a date on the calendar; it’s can be a catalyst for culture. When done well, it elevates morale, strengthens belonging, and boosts performance.

What HR should do now:

• Map out a recognition campaign with a clear theme

• Equip managers with ready-to-use recognition messages or eCards

• Plan company-wide appreciation moments (videos, shoutouts, highlights)

• Decide on rewards or experiences that align with your EVP

Pro tip from the 2026 People Planner:
Recognition is one of the top drivers of productivity, and regular recognition moments throughout the year amplify the impact of this single day. Discover the ripple effects of appreciation on your business with our Appreciation Index report. 

2. Mental Health Awareness Month (May)

Why it matters:
Australian workers are struggling with their psychological safety at work. Our research reveals that:

• 42% don’t feel comfortable discussing their mental health with their manager

• 33% don’t feel comfortable taking personal leave for mental health

This makes May a critical moment for resetting expectations and reducing stigma.

What HR should do now:

• Provide managers with conversation guides and support resources

• Plan wellbeing content, webinars, or guest speakers

• Share stories from leaders normalising conversations about mental health

• Reassess psychological safety and mental health policies

Pro tip from the 2026 People Planner:
See this month as an opportunity to reset how your organisation approaches supporting its employees' mental health. Start (or re-start!) the conversation and share resources, it's all about incremental change. Learn more about boosting employee wellbeing here. 

3. NAIDOC Week (July) 

Why it matters:
National NAIDOC Week celebrates and recognises the history, culture, and achievements of Aboriginal and Torres Strait Islander peoples, providing a vital opportunity for organisations to support reconciliation, awareness, and education.

What HR should do now:

• Identify opportunities for storytelling, learning, and cultural education

• Collaborate with First Nations colleagues or partners 

• Plan internal communications in advance to help teams understand the NAIDOC theme and purpose

• Encourage leaders to model participation and learning

Pro tip from the 2026 People Planner:
Mid-year is also a good time to have a fresh start; take the time to explore how you empower and support your managers to handle important conversations and facilitate change. 

4. R U OK? Day (September)

Why it matters:
September brings a powerful reminder about connection and mental health. We know that 28% of Aussie workers feel uncomfortable discussing work-life balance with their manager — a sign that trust still needs to be built.

R U OK? Day is a highly visible way to reinforce your culture of care.

What HR should do now:

• Prepare conversation guides to help managers ask meaningful questions

• Use internal channels to remind people what support is available

• Pair this day with a broader mental health strategy (not just one-off events)

• Encourage leaders to share honest, personal reflections

Pro tip from the 2026 People Planner:
Use this opportunity to conduct a pulse survey of your people, exploring what ongoing initiatives would best support their mental health and work-life balance. 

5. The Festive Season (November–December)

Why it matters:
The last 8–10 weeks of the year shape the employee experience more than many leaders realise. It’s a time when fatigue peaks, costs rise and recognition becomes essential.

Our planner highlights the importance of thoughtful, inclusive celebrations and provides a range of ideas to keep morale high and productivity flowing in the last weeks of the year. 

What HR should do now:

• Plan your end-of-year recognition program and awards

• Create inclusive festive content for diverse cultural and religious celebrations

• Prepare financial wellbeing support (discounts, cashback, budgeting tools) to provide crucial cost of living relief during the costly holiday period

• Encourage leaders to run team reflections and share highlights

Pro tip from the 2026 People Planner:
Automate rewards and recognition as much as possible to reduce your end-of-year admin pressure. Chat to our team about how to move away from spreadsheets and digitise your rewards. 

Learn more about how Reward Gateway | Edenred can help you engage, recognise, and retain your people in 2026 – wherever they are – and make your corner of the world a better place to work.