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AFR Best Places to Work 2027: Invited Submissions Close on 26 November

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Invited entrants to AFR Best Places to Work 2027 must submit by 26 November 2026 at 23:59 AEDT. Nominations are closed: check the round-two fees, assessments and publicity conditions.

Last checked against official sources: 19 October 2026

* Dates and timings are subject to change, please check directly with the awards organisers.

Full submissions for invited entrants to the Financial Review Best Places to Work 2027 close on Thursday 26 November 2026 at 23:59 AEDT, according to the official FAQ. That leaves 38 days from this check to complete the second stage. This is not a new public nomination window: only eligible organisations invited after the first assessment can proceed.

Check Your Stage Before You Start

The process page says eligible organisations were due to be announced and the submissions period to begin on 14 October 2026. If your organisation nominated, confirm its invitation and access before planning a full submission. Do not assume that meeting the general eligibility criteria now lets you join this round.

There is a dated discrepancy on the official site: the process timeline still gives 17 September 2026 for nominations closing, while the homepage explicitly extends that deadline to 24 September 2026, which the FAQ also gives. We follow the announced extension. Both dates are past; neither makes nominations open today.

Budget for the Invited Stage

Nomination was free, but round two has an entry fee. The organiser lists the following amounts, all excluding GST:

  • Not-for-profits: $1450.
  • Up to 99 employees: $2900.
  • 100–499 employees: $4500.
  • 500 or more employees: $5800.

Confirm the applicable rate and payment arrangements in your invitation. Do not confuse free nomination with a free full assessment.

Gather Employee Evidence, Not Just Policies

The methodology gives the Employee Experience Survey and the Policies & Practices Questionnaire equal weight: 50% each. HR is identified as the best-placed representative to complete the questionnaire. Check the survey route and minimum response requirement for your organisation before scheduling staff communications.

A policy document shows what you intended; employee evidence helps show what changed. Gather a clear baseline, measurable outcomes and specific examples of improved workplace experience. Explain the link between the initiative and the result rather than treating a list of benefits as proof of impact.

The FAQ warns that submission information may be published if you reach the final list and says confidential or sensitive information should not be included. Review permissions and the content of the submission before sharing staff stories or business details. Do not assume the full submission is private.

Set an Internal Finish Date

Agree an owner for the submission, the survey coordination and the final approval. Leave time to reconcile the evidence, complete the questionnaire and check the current requirements before the AEDT cutoff. The FAQ says extensions are not generally available; contact the organiser directly about exceptional circumstances rather than planning around extra time.

For an evidence-led writing structure, read Crafting Winning Awards Entries. The goal is a credible account of employee experience, not simply a completed form.

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