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When should I be really worried and take them to the emergency room?","pediatricians","You can then choose to continue the exchange and get a complete and detailed answer.","is answering it accurately and carefully.","Loading questions...","Popular Questions","Response Available","Could not close the question. Please try again.","Connect your calendar to receive proactive alerts","Continue the discussion and access unlimited questions","We monitor your Google calendar and alert you before it becomes urgent.","Your question is in good hands.","To be completed on the full guide","Your location could not be updated. Please check the postcode.","is answering it","Could not process your question. Please try again.","Estimated time before preview publication: a few minutes.","Question closed successfully.","Your information is treated confidentially.","You will also have the option to clarify certain elements or add a document to refine the answer if necessary.","Receive personalised follow-up on your guides","Ask a new question, follow your guides, and synchronise your Google and Outlook calendars",{"empty":732,"title":733,"types":734,"loading":23,"markAllRead":743},"No notifications","Notifications",{"status":735,"question_paid":739,"question_reply":740,"matched_article":741,"matched_articles":742},{"closed":736,"answered":737,"partially-answered":738},"Question closed","Your answer is ready","Partial answer available","Payment confirmed","New reply to your question","{count} new article for you","{count} new articles for you","Mark All as Read",{"empty":745,"title":647,"paused":746,"emptyHint":747,"reactivate":748,"categoryFallback":749},"No alerts at this time.","Alerts Paused","Connect your calendar and submit a question to receive personalised suggestions.","Reactivate","Category",{"error":125,"title":751,"minChars":752,"seoTitle":751,"emailSent":753,"minDigits":754,"emailLabel":379,"backToLogin":755,"description":756,"submitButton":757,"updateButton":758,"seoDescription":759,"updatingButton":460,"passwordUpdated":760,"emailPlaceholder":761,"errorDescription":762,"newPasswordLabel":763,"newPasswordTitle":764,"passwordMismatch":765,"submitButtonLoading":460,"confirmPasswordLabel":766,"emailSentDescription":464,"resetErrorDescription":767,"newPasswordPlaceholder":768,"confirmPasswordPlaceholder":769,"passwordUpdatedDescription":770},"Reset Your Password","Password must be at least 8 characters","Email Sent","Password must contain at least 2 digits","Back to Login","Enter your email address","Send Link","Update Password","Enter your new password","Password Updated","your email","Could not send the reset email. 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The expert in {city} was able to reassure me and guide me exactly to what I needed.",{"title":628,"subtitle":883,"subtitleExpert":884,"titleWithExpert":885},"Submit your question, and we will find the right expert for you!","Submit your question, and the response will be provided to you.","New Question for {name}",{"to":887,"seconds":888,"responseTo":889,"expertReading":890,"estimatedResponseTime":891,"expertSentPartialResponse":892},"to","seconds","Response to","{firstName} {lastName} is reading your question","Estimated response time: between 5 and 10 minutes","{expertName} has sent a partial response to",{"back":458,"title":459,"sending":460,"sendLink":757,"description":894,"notifications":895},"A reset link will be sent to your email address",{"error":125,"emailSent":753,"emailError":896,"loginRequired":897,"emailSentDescription":464},"Could not send reset email. 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Free tool for disability support, home care and social services workers.",16,"consumer","employment-law","generated","https:\u002F\u002Fpub-bdebbd2dad294475a2da0eb657815b6b.r2.dev\u002Ftools\u002Fcba-au-social-community-home-care-disability-services-award-2010-735aff94f1.webp",{"slug":1055,"local_slug":1055,"title":1056,"description":1057,"view_count":1058,"audience":1050,"category":1051,"source":1052,"hero_image":1059,"hero_image_alt":1056},"cba-au-clerks-private-sector-award-2020","Clerks Award 2020 — free pay & rights calculator 2026 | Expert Zoom","Calculate your pay, redundancy, annual leave and superannuation under the Clerks — Private Sector Award 2020.",15,"https:\u002F\u002Fpub-bdebbd2dad294475a2da0eb657815b6b.r2.dev\u002Ftools\u002Fcba-au-clerks-private-sector-award-2020-d6003361e7.webp",{"slug":1061,"local_slug":1061,"title":1062,"description":1063,"view_count":1064,"audience":1050,"category":1051,"source":1052,"hero_image":1065,"hero_image_alt":1062},"cba-au-road-transport-distribution-award-2020","Road Transport Distribution Award 2020 — free pay & rights calculator 2026 | Expert Zoom","Calculate your pay, redundancy, annual leave and superannuation under the Road Transport and Distribution Award 2020 (MA000038). Updated for 2025-26 Australian rates — free, no signup.",12,"https:\u002F\u002Fpub-bdebbd2dad294475a2da0eb657815b6b.r2.dev\u002Ftools\u002Fcba-au-road-transport-distribution-award-2020-904df7a0a7.webp",{"slug":1067,"local_slug":1067,"title":1068,"description":1069,"view_count":1070,"audience":1050,"category":1051,"source":1052,"hero_image":1071,"hero_image_alt":1072},"cba-au-hair-beauty-industry-award-2010","Hair and Beauty Industry Award — free pay & rights calculator 2026 | Expert Zoom","Calculate your pay, redundancy, annual leave and superannuation under the Hair and Beauty Industry Award 2010 (MA000005). Updated for 2025-26 Australian rates.",11,"https:\u002F\u002Fpub-bdebbd2dad294475a2da0eb657815b6b.r2.dev\u002Ftools\u002Fcba-au-hair-beauty-industry-award-2010-baa9ec62c8-1780065756.webp","",{"slug":1074,"local_slug":1074,"title":1075,"description":1076,"view_count":1070,"audience":1050,"category":1051,"source":1052,"hero_image":1077,"hero_image_alt":1075},"cba-au-hospitality-industry-general-award-2020","Hospitality Industry General Award 2020 — free pay & rights calculator 2026 | Expert Zoom","Calculate your hospitality pay, redundancy, annual leave and superannuation under the Hospitality Industry (General) Award 2020. Updated for 2025-26 Australian rates — free, no signup.","https:\u002F\u002Fpub-bdebbd2dad294475a2da0eb657815b6b.r2.dev\u002Ftools\u002Fcba-au-hospitality-industry-general-award-2020-fadd85aed3.webp",{"slug":1079,"local_slug":1079,"title":1080,"description":1081,"view_count":1082,"audience":1050,"category":1051,"source":1052,"hero_image":1083,"hero_image_alt":1080},"cba-au-security-services-industry-award-2020","Security Services Industry Award 2020 — free pay & rights calculator 2026 | Expert Zoom","Calculate your pay, redundancy, annual leave and superannuation under the Security Services Industry Award 2020 (MA000016). All 5 classification levels, penalty rates, and state-based long service leave.",10,"https:\u002F\u002Fpub-bdebbd2dad294475a2da0eb657815b6b.r2.dev\u002Ftools\u002Fcba-au-security-services-industry-award-2020-aca734bc87.webp",{"slug":1085,"local_slug":1085,"title":1086,"description":1087,"view_count":1082,"audience":1050,"category":1051,"source":1052,"hero_image":1088,"hero_image_alt":1086},"cba-au-nurses-award-2020","Nurses Award 2020 — free pay & entitlements calculator 2026 | Expert Zoom","Calculate your nursing pay, redundancy, annual leave, superannuation and long service leave under the Nurses Award 2020 (MA000034). Updated for 2025-26 Australian rates — free, no signup.","https:\u002F\u002Fpub-bdebbd2dad294475a2da0eb657815b6b.r2.dev\u002Ftools\u002Fcba-au-nurses-award-2020-6c03ab1230.webp",{"slug":1090,"local_slug":1090,"title":1091,"description":1092,"view_count":1082,"audience":1050,"category":1051,"source":1052,"hero_image":1093,"hero_image_alt":1091},"cba-au-manufacturing-associated-industries-award-2020","Manufacturing Award 2020 — free pay & rights calculator 2026 | Expert Zoom","Calculate your pay, redundancy, annual leave and superannuation under the Manufacturing and Associated Industries and Occupations Award 2020.","https:\u002F\u002Fpub-bdebbd2dad294475a2da0eb657815b6b.r2.dev\u002Ftools\u002Fcba-au-manufacturing-associated-industries-award-2020-63aeb8d0f4.webp",{"slug":1095,"local_slug":1095,"title":1096,"description":1097,"view_count":1098,"audience":1050,"category":1051,"source":1052,"hero_image":1099,"hero_image_alt":1096},"cba-au-aged-care-award-2010","Aged Care Award 2010 — free pay & rights calculator 2026 | Expert Zoom","Calculate your pay, redundancy, annual leave and superannuation under the Aged Care Award 2010 (MA000018).",9,"https:\u002F\u002Fpub-bdebbd2dad294475a2da0eb657815b6b.r2.dev\u002Ftools\u002Fcba-au-aged-care-award-2010-947e27372c.webp",{"slug":1101,"local_slug":1101,"title":1102,"description":1103,"view_count":1098,"audience":1050,"category":1051,"source":1052,"hero_image":1104,"hero_image_alt":1102},"cba-au-building-construction-general-on-site-award-2020","On-site Award 2020 — free pay calculator | Expert Zoom","Calculate your construction pay, redundancy, annual leave and superannuation under the Building and Construction General On-site Award 2020. 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Work Act 2026: Three Changes That Rewrite Your Workplace Rights","Three changes to the Fair Work Act — the right to disconnect, a new casual conversion pathway, and limits on fixed-term contracts — are now fully operational across Australia in 2026. Together, they r","Three changes to the Fair Work Act — the right to disconnect, a new casual conversion pathway, and limits on fixed-term contracts — are now fully operational across Australia in 2026. Together, they represent the most significant rewrite of Australian workplace law since the Fair Work Act 2009 was first enacted. Whether you are a worker navigating an \"always-on\" workplace or an employer updating employment contracts, these provisions carry real legal weight. Civil penalties for breaches can reach $82,500 per contravention for corporations, and the Fair Work Commission (FWC) has already begun receiving hundreds of disputes under the new framework.\n\n\u003Cdiv class=\"stat-grid\">\n  \u003Cdiv class=\"stat-card\">\n    \u003Cdiv class=\"stat-value\">$82,500\u003C\u002Fdiv>\n    \u003Cdiv class=\"stat-label\">Max penalty per breach (corporations)\u003C\u002Fdiv>\n    \u003Cdiv class=\"stat-source\">Fair Work Act 2009, civil penalty provisions\u003C\u002Fdiv>\n  \u003C\u002Fdiv>\n  \u003Cdiv class=\"stat-card\">\n    \u003Cdiv class=\"stat-value\">2 years\u003C\u002Fdiv>\n    \u003Cdiv class=\"stat-label\">Fixed-term contract cap (maximum duration)\u003C\u002Fdiv>\n    \u003Cdiv class=\"stat-source\">Fair Work Act, s.333E, in force Dec 2023\u003C\u002Fdiv>\n  \u003C\u002Fdiv>\n  \u003Cdiv class=\"stat-card\">\n    \u003Cdiv class=\"stat-value\">12 months\u003C\u002Fdiv>\n    \u003Cdiv class=\"stat-label\">Qualifying period for casual conversion request\u003C\u002Fdiv>\n    \u003Cdiv class=\"stat-source\">Fair Work Act, s.66A, in force Aug 2024\u003C\u002Fdiv>\n  \u003C\u002Fdiv>\n\u003C\u002Fdiv>\n\n\n## The Right to Disconnect: What Changed on 26 August 2025\n\nThe right to disconnect came into force for large employers (those with 15 or more employees) on 26 August 2024. Small businesses gained the same obligation on 26 August 2025. Under sections 333M to 333Q of the Fair Work Act 2009, employees now have a protected right to refuse monitoring, reading, or responding to employer contact outside their ordinary working hours — provided that refusal is not unreasonable in the circumstances.\n\nThe law does not prohibit employers from making contact. It prohibits adverse action against an employee who refuses to engage with that contact. Adverse action includes dismissal, demotion, reducing hours, and any form of retaliation. An employee who is disciplined for ignoring a 10 pm email can bring a general protections claim before the FWC under the existing adverse action framework, now bolstered by the specific right to disconnect protections.\n\n**What counts as \"unreasonable refusal\" is context-dependent.** The FWC assesses each situation by weighing the reason for the contact, whether the employee is compensated for being available outside hours, the disruption to the employee's personal circumstances, and the nature of the role. A doctor on-call under a formal arrangement stands in a different position to an office worker who receives occasional after-hours emails from their manager.\n\n> \"The right to disconnect is not a blanket prohibition on out-of-hours contact — it is a protection against the expectation of an immediate response. Employers who rely on informal 'always-on' cultures now face real legal exposure if they take action against employees who exercise this right.\"\n> — Employment law perspective, consistent with Fair Work Commission guidance\n\n\n## Casual Conversion in 2026: A Worker-Initiated Right\n\n![Two professionals across a meeting table in a Melbourne law office, one signing a casual employment conversion letter, the other reviewing the employer agreement, natural daylight, decisive professional moment](https:\u002F\u002Fpub-bdebbd2dad294475a2da0eb657815b6b.r2.dev\u002Fhero\u002Fe6dc15e66fc1-inline-1-2d9523.webp)\n\nThe casual conversion framework underwent a fundamental shift with the Fair Work Legislation Amendment (Closing Loopholes) Act 2023. Under the pre-2024 regime, conversion was employer-driven: after 12 months, employers were obligated to offer conversion to eligible casuals. The new model, operational since 27 August 2024, places that power with the employee.\n\nAn employee who has worked as a casual for 12 months or more and whose employment pattern suggests a \"regular and systematic\" arrangement can now make a written conversion request directly to their employer under section 66A of the Fair Work Act. The employer must respond in writing within 21 days, either accepting or refusing on specified grounds.\n\nThe Fair Work Act recognises only narrow grounds for refusal:\n\n- The employee does not meet the definition of a \"regular casual employee\" (their pattern of work is genuinely irregular or ad hoc)\n- Accepting the request would result in a significant adjustment to the employer's operations\n- The position will cease to exist within 12 months\n- Hours and days would significantly reduce within 12 months\n- There are no comparable permanent positions available\n\nAn employer cannot simply refuse because they prefer the workforce flexibility that casual arrangements provide. Unjustified refusals expose employers to FWC proceedings and potential penalties. The [Fair Work Commission's approach to junior rates in 2026](https:\u002F\u002Fexpert-zoom.com\u002Fau\u002Fnews\u002Ffair-work-commission-junior-rates-2026-australia-young-workers) illustrates how the Commission continues to prioritise worker protections across employment classifications.\n\n**À retenir:** A casual employee with 12 months of regular rostered shifts has an enforceable right to request conversion. \"Regular and systematic\" does not require identical hours each week — a consistent pattern of shifts, even if varying in length, typically qualifies.\n\n\n## Fixed-Term Contract Limits: The Two-Year Cap and Its Exceptions\n\n![An Anglo-Australian man in business casual attire reviewing a fixed-term contract on a laptop at a modern Brisbane open-plan office, midday light, thoughtful expression](https:\u002F\u002Fpub-bdebbd2dad294475a2da0eb657815b6b.r2.dev\u002Fhero\u002Fe6dc15e66fc1-inline-2-2d9523.webp)\n\nFrom 6 December 2023, the Fair Work Act introduced hard limits on fixed-term contracts under sections 333E to 333J. The core rule is straightforward: a fixed-term contract cannot cover a period of more than two years in total, including any extensions or renewals. Employers also cannot engage the same employee on two or more consecutive fixed-term contracts for the same or substantially similar role if doing so would result in a total engagement exceeding two years.\n\nAnti-avoidance provisions close the obvious loopholes. An employer cannot structure an arrangement through a third-party labour hire company to circumvent the caps, nor can they use a short break between contracts to \"reset the clock\" if the intent is to keep the employee in an indefinite fixed-term engagement.\n\nThe following table summarises what is and is not permitted:\n\n| Scenario | Permitted? |\n|---|---|\n| Single fixed-term contract, 18 months | Yes |\n| Two consecutive contracts, 1 year each, same role | No (total exceeds 2 years) |\n| Fixed-term contract + extension totalling 2.5 years | No |\n| Fixed-term contract, then conversion to permanent | Yes |\n| Renewed contract after genuine restructure of role | Assessed case by case |\n| Contract for specific task with no fixed end date | Not a fixed-term contract; caps do not apply |\n\n**Key exemptions** apply for high-income earners above the annual earnings threshold (currently $175,000 for 2025–26), specialist roles governed by specific government programs, training arrangements, and certain seasonal positions. Employers relying on exemptions should document the basis carefully, as the burden of proof rests with the employer in any FWC proceedings.\n\n\n## How the Fair Work Commission Handles Disputes Under the New Framework\n\nThe Fair Work Commission (FWC) is the primary dispute resolution body for all three areas. Its general powers allow it to issue orders, impose civil penalties, and award compensation. The process is designed to be accessible without legal representation, though legal advisers become valuable once the dispute reaches formal hearing stage.\n\nFor right to disconnect disputes, an employee who believes they have been subjected to adverse action must file an application within 21 calendar days of the alleged adverse action. The FWC first attempts conciliation; if that fails, the matter proceeds to arbitration. The Commission can order reinstatement, compensation, or a declaration that the employer contravened the Act.\n\nFor casual conversion disputes, an employer's failure to respond within 21 days to a conversion request, or an unreasonable refusal, can be referred to the FWC for conciliation and, if necessary, determination. For fixed-term contract breaches, penalties can be sought by either the FWC or the employee, and affected employees may also claim the benefit of a permanent contract if a fixed-term arrangement is found to contravene the caps.\n\nUnderstanding your [rights on public holidays and penalty rates](https:\u002F\u002Fexpert-zoom.com\u002Fau\u002Fnews\u002Fanzac-day-2026-public-holiday-saturday-penalty-rates-entitlements-workers-employers) alongside these protections gives employees a fuller picture of the Fair Work Act's protections in practice.\n\n\n## Practical Compliance Steps for Employers\n\nCompliance with the Fair Work Act's 2026 obligations is not a one-time box-ticking exercise. Each of the three areas requires specific operational changes.\n\n**For the right to disconnect:**\n\n1. Audit current communication expectations. If your internal culture assumes responses to messages sent after hours, that expectation is now legally problematic.\n2. Update employment contracts and workplace policies to acknowledge the right to disconnect and specify the narrow circumstances (genuine emergencies, on-call arrangements with compensation) where out-of-hours response is expected.\n3. Train managers. The most common breach scenario is a manager penalising an employee informally — through exclusion, workload adjustments, or negative performance assessments — rather than formal disciplinary action.\n4. Document any legitimate on-call arrangements, including the additional compensation paid for availability.\n\n**For casual conversion:**\n\n1. Identify all casual employees with 12 or more months of service who work a regular or systematic pattern.\n2. Assess whether their engagement pattern would qualify them to make a conversion request.\n3. Develop a written response process for conversion requests, including the template for refusal on permissible grounds.\n4. If refusing, ensure the grounds are genuine and documented — a refusal based on operational preference alone does not withstand FWC scrutiny.\n\n**For fixed-term contracts:**\n\n1. Audit all current fixed-term arrangements. Any contract entered into or renewed from 6 December 2023 must comply with the two-year cap.\n2. For roles genuinely suited to project-based or temporary arrangements, document the specific task the contract relates to.\n3. Do not roll over contracts for the same role without converting to permanent employment or terminating, unless an exemption clearly applies.\n\n\n## When to Seek Legal Advice on Your Fair Work Act Rights\n\nMany Fair Work Act matters can be resolved through the FWC's free conciliation service without lawyers involved. However, certain situations call for early legal advice: when an employer disputes the facts, when penalties are at stake, when the matter involves senior employees with complex contracts, or when the dispute overlaps with general protections claims that might carry higher compensation.\n\nFor employees, a workplace lawyer can assess whether a refusal of a casual conversion request was genuinely on permissible grounds, advise on the strength of a right to disconnect adverse action claim, and help calculate the likely compensation range. For employers, early legal advice on fixed-term contract structuring is far less expensive than FWC proceedings.\n\nThe Fair Work Ombudsman's website ([fairwork.gov.au](https:\u002F\u002Fwww.fairwork.gov.au)) provides free guidance, template letters, and compliance checklists for both employers and employees. It is the authoritative first resource for understanding the practical operation of all three provisions.\n\n---\n\n## Frequently Asked Questions\n\n### Can an employer contact an employee after hours for emergencies?\n\nYes. The right to disconnect protects employees from unreasonable out-of-hours contact, not all contact. The FWC considers the nature and urgency of the contact when assessing whether a refusal was reasonable. A genuine operational emergency — a safety incident, a system failure requiring immediate action — is unlikely to be found unreasonable contact. The question is whether the employer then takes adverse action against an employee who still chose not to respond.\n\n### Does the fixed-term contract cap apply to existing contracts signed before December 2023?\n\nThe two-year cap applies to fixed-term contracts entered into on or after 6 December 2023. Contracts signed before that date are not caught by the cap, but any renewal or extension executed on or after 6 December 2023 is assessed under the new rules. An employer renewing a 2022 fixed-term contract in 2024 must ensure the total engagement (including the original contract) does not exceed two years.\n\n### What if a casual employee does not want to convert to permanent employment?\n\nCasual conversion is a right, not an obligation. An employee who prefers to remain casual can simply not make a request. If the employer believes the employee may qualify for conversion, the employer has no obligation under the new scheme to proactively offer conversion (unlike the pre-2024 employer-driven model). The initiative rests entirely with the employee.\n\n### How quickly must an employer respond to a right to disconnect dispute raised by an employee?\n\nAn employer against whom a right to disconnect dispute is filed in the FWC must respond within the timeframes set by the Commission's procedural rules. In practice, the FWC schedules conciliation within one to three weeks of application. Employers are strongly advised to engage with the process rather than ignore it, as non-participation does not stop the Commission from proceeding and can result in adverse costs orders.\n\n---\n\n> **Legal disclaimer:** The information in this article is general in nature and does not constitute legal advice. Fair Work Act entitlements depend on individual circumstances, applicable Modern Awards, and enterprise agreements. Consult a registered Australian workplace lawyer or the Fair Work Ombudsman for advice specific to your situation.\n\n","https:\u002F\u002Fpub-bdebbd2dad294475a2da0eb657815b6b.r2.dev\u002Fhero\u002Fe6dc15e66fc1-2d954c.webp","Anglo-Australian woman in a navy blazer reviews employment contracts at a Melbourne CBD law office at dusk, city skyline visible through floor-to-ceiling windows",false,"PUBLISHED","au","en","Fair Work Act 2026: Key Changes for Workers | Expert Zoom","Australia's Fair Work Act now protects your right to disconnect, enables casual conversion, and caps fixed-term contracts at two years. Know your rights.","Fair Work Act Changes 2026 Australia : Right to Disconnect","e6dc15e66fc1","9cc87197-5408-43dc-9de5-d740868a64f4",2071,[2540,2541],"https:\u002F\u002Fpub-bdebbd2dad294475a2da0eb657815b6b.r2.dev\u002Fhero\u002Fe6dc15e66fc1-inline-1-2d9523.webp","https:\u002F\u002Fpub-bdebbd2dad294475a2da0eb657815b6b.r2.dev\u002Fhero\u002Fe6dc15e66fc1-inline-2-2d9523.webp",{"excerpt":1072,"featured":2529,"metaTitle":2533,"countryCode":2531,"categorySlug":678,"languageCode":2532,"readingTimeMin":1082,"metaDescription":2534},388,"d6648162-0b8f-4b2c-a713-f4a624122d4d","PASS","Submitted and indexed","2026-06-18T20:46:19.000Z","2026-07-13T18:00:32.426Z",5.8,"poor",3.5,"good","2026-07-18T19:26:26.086Z","2026-06-13T17:40:00.446Z","2026-06-13T17:40:00.448Z","2026-07-24T08:47:47.974Z",{"id":1437,"name":676,"slug":678,"parentId":1136},{"id":2559,"slug":2560,"title":2561,"excerpt":2562,"contentMd":2563,"heroImage":2564,"heroImageAlt":2565,"heroImageCredit":1136,"audioUrl":1136,"audioGeneratedAt":1136,"readingTimeMin":1098,"featured":2529,"status":2530,"lang":1141,"countryCode":2531,"languageCode":2532,"categoryId":1437,"metaTitle":2566,"metaDescription":2567,"keyword":2568,"seoApiPageId":2569,"seoApiTenantId":2537,"contentType":1136,"wordCount":2570,"internalImages":2571,"frontmatter":2572,"viewCount":2575,"internalLinksCount":1143,"expertId":2576,"folderId":1136,"folderPosition":1136,"gscVerdict":2545,"gscCoverage":2546,"gscLastCrawl":2577,"gscCheckedAt":2578,"gscIndexingState":1136,"gscRobotsTxtState":1136,"gscPageFetchState":1136,"gscGoogleCanonical":1136,"gscCrawledAs":1136,"cwvLcp":2579,"cwvLcpRating":2550,"cwvFcp":2580,"cwvFcpRating":2550,"cwvCls":1143,"cwvClsRating":2552,"cwvAuditedAt":2581,"publishedAt":2582,"createdAt":2583,"updatedAt":2584,"category":2585},"cmpr0x4xr00p970zjd4ehqg0j","local-government-industry-award-2020-pay-rates-entitlements-australia","Local Government Industry Award 2020 — Rights, Pay and Entitlements Explained (2026)","The Local Government Industry Award 2020 (MA000112) sets the minimum pay rates, working conditions, and entitlements for employees across Australia's local government sector. Whether you work in commu","The Local Government Industry Award 2020 (MA000112) sets the minimum pay rates, working conditions, and entitlements for employees across Australia's local government sector. Whether you work in community services, waste management, parks and recreation, local law enforcement, or council administration, this award directly shapes your take-home pay, leave rights, redundancy entitlements, and superannuation. Understanding what you are owed — and how to calculate it — is the foundation of informed employment.\n\n\u003Cdiv data-tool=\"cba-au-local-government-industry-award-2020\">\u003C\u002Fdiv>\n\n## What the Local Government Industry Award 2020 Covers\n\nThe award covers employees engaged in **all activities undertaken by local government entities** operating within the national Fair Work system. This includes:\n\n- **Community services** — family support, welfare, employment assistance, housing, aged care, youth services, arts and events\n- **Waste and environmental services** — garbage collection, recycling, street sweeping, sanitary services\n- **Local law enforcement** — by-law officers, rangers, parking inspectors, community safety officers\n- **Recreation and leisure** — leisure centres, swimming pools, sports centres, libraries\n- **Tourism and heritage** — visitor information centres, guided tours, heritage sites\n- **Labour-on-hire** employers and group training organisations placing workers in local government roles\n\nThe award is a **federal instrument** under the national Fair Work system. It applies to most local government workers in Victoria, Tasmania, the ACT, and the Northern Territory. However, local government employees in **New South Wales, Queensland, and South Australia** fall under their respective state industrial systems and are not covered by this federal award — they have separate state instruments.\n\n**Exclusions from coverage include:** chief executive officers, nurses (covered by the Nurses Award 2020), medical practitioners, university-qualified early childhood teachers, and employees covered by an enterprise agreement.\n\n## Pay Structure and Classification Levels (2025-26)\n\nThe award uses an 11-level classification structure. Employees must be informed in writing of their classification level on commencement and whenever their classification changes. The following rates apply from **1 July 2025** following the 2024-25 Annual Wage Review:\n\n| Level | Weekly Rate (AUD) | Hourly Rate (AUD) |\n|-------|-------------------|-------------------|\n| Level 1 | $983.40 | $25.88 |\n| Level 2 | $1,014.70 | $26.70 |\n| Level 3 | $1,053.00 | $27.71 |\n| Level 4 | $1,068.40 | $28.12 |\n| Level 5 | $1,135.50 | $29.88 |\n| Level 6 | $1,228.80 | $32.34 |\n| Level 7 | $1,250.10 | $32.90 |\n| Level 8 | $1,350.80 | $35.55 |\n| Level 9 | $1,445.10 | $38.03 |\n| Level 10 | $1,579.40 | $41.56 |\n| Level 11 | $1,781.00 | $46.87 |\n\nAll rates are based on a standard **38-hour ordinary working week**. Part-time employees receive the same hourly rate on a pro-rata basis. Junior employees and apprentices are paid at percentages of the applicable adult rate — refer to the Fair Work Ombudsman's pay guide for the full junior and apprentice rate tables.\n\n## Working Hours, Overtime, and Penalty Rates\n\nStandard ordinary hours are **38 per week**, typically spanning **6:00 am to 6:00 pm Monday to Friday**. Extended spans apply for waste services and community services roles (5:00 am to 10:00 pm).\n\n**Overtime rates:**\n- First two hours of overtime: 150% of the ordinary hourly rate\n- Thereafter: 200%\n- Overtime on Saturday from noon onwards and all Sunday overtime: 200%\n\n**Penalty rates for work outside the standard span:**\n- Weekday work outside 6:00 am–6:00 pm: 120%\n- Saturday: 150%\n- Sunday: 175%\n- Public holidays: 250%\n\n*Exception for recreation centres and community services:* Employees at leisure facilities may work Saturday and Sunday between 5:00 am and 10:00 pm at ordinary rates with no penalty loading — instead, they may receive a rostered day off (RDO) arrangement.\n\n**Casual loading:** Casual employees are paid a **25% loading** on top of their base hourly rate in lieu of leave and other permanent-employee entitlements. Overtime and penalty rates for casual employees are calculated on the base rate before applying the casual loading.\n\n**Minimum engagement for casuals:** 2 consecutive hours per engagement.\n\n**Call-back minimum:** Employees called back to work after leaving the premises are entitled to a minimum of 3 hours at overtime rates.\n\n**Leading hand allowances (from 1 July 2025):**\n- Supervising 1–5 employees: AUD $30.93\u002Fweek\n- Supervising 6–15 employees: AUD $42.18\u002Fweek\n- Supervising 15+ employees: AUD $53.43\u002Fweek\n\n**On-call allowances:** AUD $28.12\u002Fday (Monday–Friday), AUD $42.18\u002Fday (Saturday), AUD $56.24\u002Fday (Sunday or public holiday). When called back, the 3-hour minimum overtime guarantee applies.\n\n## Annual Leave\n\nUnder the National Employment Standards (NES) and the award, full-time employees are entitled to **4 weeks (20 days) of paid annual leave per year** (Fair Work Act 2009, s.87).\n\n**Shiftworkers** who are rostered to work on Sundays and public holidays are entitled to **5 weeks of paid annual leave** per year under the NES.\n\n**Annual leave loading:** The award (clause 23.4) provides an **annual leave loading of 17.5%** of the employee's minimum weekly rate of pay for their classification. This loading is paid in addition to regular pay when annual leave is taken.\n\n**Accrual:** Annual leave accrues progressively during the year and accumulates if not taken. Part-time employees accrue leave on a pro-rata basis reflecting their contracted hours.\n\n**Cashing out:** Annual leave may be cashed out by written agreement, provided the employee retains at least 4 weeks of accrued leave after the cashing out, and is paid at the full amount that would have been payable had the leave been taken.\n\n## Notice Period\n\nNotice requirements under this award are based on the **NES minimum (Fair Work Act 2009, s.117)** — the award does not provide a longer notice period above the statutory scale.\n\n**NES notice scale (employer dismissing an employee):**\n\n| Years of continuous service | Minimum notice |\n|-----------------------------|----------------|\n| Less than 1 year | 1 week |\n| 1 year up to 3 years | 2 weeks |\n| 3 years up to 5 years | 3 weeks |\n| 5 years or more | 4 weeks |\n| Over 45 years of age with 2+ years service | Add 1 extra week |\n\n**Employee resignation:** The same NES scale applies (minimum 1 week after 1 year of service). Failure to give notice may allow the employer to deduct from any final payments up to the value of the notice not given.\n\n**Payment in lieu of notice** is permissible — the employer may pay out the notice period rather than require the employee to work it.\n\n## Redundancy Pay\n\nThe award (clause 33) incorporates the **NES genuine redundancy scale (Fair Work Act 2009, Schedule 4, s.119)**. There is no award-specific enhancement above the NES minimum.\n\n**NES redundancy pay table:**\n\n| Years of continuous service | Weeks of pay |\n|-----------------------------|--------------|\n| 1 year | 4 weeks |\n| 2 years | 6 weeks |\n| 3 years | 7 weeks |\n| 4 years | 8 weeks |\n| 5 years | 10 weeks |\n| 6 years | 11 weeks |\n| 7 years | 13 weeks |\n| 8 years | 14 weeks |\n| 9 years | 16 weeks |\n| 10 years or more | 12 weeks (capped) |\n\nThe 10-year cap reflects that long-service leave entitlements are expected to offset additional redundancy obligations.\n\n**Small business exemption:** Employers with fewer than 15 employees are exempt from paying NES redundancy pay under s.123 of the Fair Work Act 2009.\n\n**Job search entitlement:** An employee notified of redundancy is entitled to up to **one paid day per week** during the notice period to seek alternative employment.\n\n**Tax treatment of redundancy pay:** Genuine redundancy payments receive concessional tax treatment — a tax-free component applies up to the statutory formula (base amount $12,524 plus $6,264 per completed year of service for 2025-26), with the excess taxed as an Eligible Termination Payment (ETP).\n\n## Superannuation\n\nThe award (clause 20.2) requires employers to contribute at a level sufficient to avoid the Superannuation Guarantee Charge. The current **Superannuation Guarantee (SG) rate is 12.0%** of ordinary time earnings, effective from **1 July 2025** (Superannuation Guarantee (Administration) Act 1992).\n\n**Choice of fund:** Employees have the right to choose their own superannuation fund under the Fair Work Act 2009, s.149A. If an employee does not nominate a fund, the employer must contribute to the default fund specified in the award (eligible funds include Vision Super, Aware Super, and AustralianSuper, among others).\n\n**Important note for state-based local government:** Some local government workers may be in state-defined benefit super schemes (such as those operated in Victoria or other jurisdictions). These schemes follow different contribution and benefit rules — contact your employer or superannuation fund for details.\n\n## State and Territory Variations\n\nWhile the Local Government Industry Award 2020 is a federal instrument (the same pay rates and conditions apply wherever it operates), several important entitlements vary by state and territory:\n\n**Long service leave** is governed by state and territory law, not the Fair Work Act. Qualifying periods and entitlements differ:\n\n| State\u002FTerritory | Qualifying period | Entitlement | Legislation |\n|-----------------|-------------------|-------------|-------------|\n| NSW | 10 years | 8.667 weeks | Long Service Leave Act 1955 (NSW) |\n| VIC | 7 years | 6.067 weeks | Long Service Leave Act 2018 (VIC) |\n| QLD | 10 years | 8.667 weeks | Industrial Relations Act 2016 (QLD) |\n| SA | 10 years | 13 weeks | Long Service Leave Act 1987 (SA) |\n| WA | 10 years | 8.667 weeks | Long Service Leave Act 1958 (WA) |\n| TAS | 10 years | 8.667 weeks | Long Service Leave Act 1976 (TAS) |\n| ACT | 7 years | 6.067 weeks | Long Service Leave Act 1976 (ACT) |\n| NT | 10 years | 13 weeks | Long Service Leave Act 1981 (NT) |\n\nUse the Long Service Leave tab in the calculator above to check your entitlement by state.\n\n**Public holidays:** Federal public holidays (New Year's Day, Australia Day, Good Friday, Easter Saturday, Easter Monday, ANZAC Day, King's Birthday, Christmas Day, Boxing Day) apply nationally. Additional state-specific public holidays include Melbourne Cup Day (VIC), EKKA Show Day (QLD), Adelaide Cup (SA), Foundation Day (WA), and Eight Hours Day (TAS).\n\n**Workers compensation** is administered by state and territory schemes (icare in NSW, WorkSafe in VIC, WorkCover in QLD). Premiums, entitlements, and dispute processes differ by jurisdiction.\n\n**Jurisdictional coverage reminder:** If you work in local government in NSW, QLD, or SA, you are most likely covered by your state's industrial system, not this federal award. Contact your union or the relevant state industrial relations authority to confirm your applicable instrument.\n\n## Your Rights at Work\n\n**Unfair dismissal:** Employees covered by the award who have completed the minimum employment period (6 months for regular employers; 12 months for small businesses) can apply to the Fair Work Commission for an unfair dismissal remedy under Fair Work Act 2009, s.382.\n\n**General protections:** The Fair Work Act 2009 (Part 3-1) prohibits adverse action against an employee for exercising a workplace right — including taking leave, raising a complaint, or participating in union activities.\n\n**Right of entry:** Union officials (ASU, AWU, and other registered unions) have rights to enter workplaces to hold discussions with members and inspect records, in accordance with Fair Work Act 2009, Part 3-4.\n\n**Workplace health and safety:** The Work Health and Safety Act 2011 (Cth) and corresponding state WHS laws apply to local government workplaces. Councils have a duty of care to provide a safe working environment.\n\n**Disputes:** Disputes about the award can be raised with the Fair Work Commission or the Fair Work Ombudsman. Employees can also contact their union for assistance.\n\n---\n\n*This article is for general information purposes only and does not constitute legal advice. Pay rates are indicative based on the Local Government Industry Award 2020 (MA000112) as in force in 2025-26. For questions about your specific employment situation, contact your union, the Fair Work Ombudsman (1300 724 690) or a qualified employment lawyer.*\n","https:\u002F\u002Fpub-bdebbd2dad294475a2da0eb657815b6b.r2.dev\u002Fhero\u002Fd883ba9fd2ba-19a913.webp","Australian local government council worker checks award entitlements and pay rates 2026","Local Government Industry Award 2020 | Expert Zoom","Pay rates, redundancy, annual leave and superannuation under the Local Government Industry Award 2020 (MA000112). Updated for 2025-26 Australian rates.","local government industry award 2020 pay rates entitlements Australia","d883ba9fd2ba",1972,[],{"draft":2573,"excerpt":1072,"featured":2529,"metaTitle":2566,"countryCode":2531,"categorySlug":1051,"languageCode":2532,"relatedTools":2574,"readingTimeMin":1098,"metaDescription":2567},true,[1117],271,"5270ade3-25dc-40a9-9234-077c07f74988","2026-06-07T11:30:58.000Z","2026-06-28T15:11:29.969Z",6.23,3.49,"2026-07-17T17:29:49.860Z","2026-05-29T14:35:01.310Z","2026-05-29T14:35:01.311Z","2026-07-24T16:16:45.452Z",{"id":1437,"name":676,"slug":678,"parentId":1136},{"id":2587,"slug":2588,"title":2589,"excerpt":2590,"contentMd":2591,"heroImage":2592,"heroImageAlt":2593,"heroImageCredit":1136,"audioUrl":1136,"audioGeneratedAt":1136,"readingTimeMin":1082,"featured":2529,"status":2530,"lang":1141,"countryCode":2531,"languageCode":2532,"categoryId":1437,"metaTitle":2594,"metaDescription":2595,"keyword":2596,"seoApiPageId":2597,"seoApiTenantId":2537,"contentType":1136,"wordCount":2598,"internalImages":2599,"frontmatter":2600,"viewCount":2602,"internalLinksCount":1143,"expertId":2603,"folderId":1136,"folderPosition":1136,"gscVerdict":2545,"gscCoverage":2546,"gscLastCrawl":2604,"gscCheckedAt":2605,"gscIndexingState":1136,"gscRobotsTxtState":1136,"gscPageFetchState":1136,"gscGoogleCanonical":1136,"gscCrawledAs":1136,"cwvLcp":2606,"cwvLcpRating":2550,"cwvFcp":2580,"cwvFcpRating":2550,"cwvCls":1143,"cwvClsRating":2552,"cwvAuditedAt":2607,"publishedAt":2608,"createdAt":2609,"updatedAt":2610,"category":2611},"cmpr0qpwn00or70zj9t6i0qpc","hair-and-beauty-industry-award-2010-pay-rates-entitlements-2026-australia","Hair and Beauty Industry Award 2010 — Rights, Pay and Entitlements Explained (2026)","The Hair and Beauty Industry Award 2010 (MA000005) is the Modern Award that sets minimum pay rates and working conditions for workers in salons, spas, barber shops, nail studios, and related beauty bu","The Hair and Beauty Industry Award 2010 (MA000005) is the Modern Award that sets minimum pay rates and working conditions for workers in salons, spas, barber shops, nail studios, and related beauty businesses across Australia. If you cut, colour, style, wax, massage, apply nails, or perform beauty treatments as an employee — or employ someone who does — this award almost certainly applies to you.\n\nAdministered by the Fair Work Commission (FWC) and enforced by the Fair Work Ombudsman (FWO), the award operates as a federal industrial instrument under the *Fair Work Act 2009* (Cth) and applies in all states and territories.\n\n\u003Cdiv data-tool=\"cba-au-hair-beauty-industry-award-2010\">\u003C\u002Fdiv>\n\n## Who Is Covered by the Hair and Beauty Industry Award?\n\nThe award applies to employers whose principal business activity is hairdressing, barbering, or beauty therapy, and to their employees. This broadly covers:\n\n- **Hairdressers and barbers** — cutting, colouring, styling, perming, chemical treatments\n- **Beauty therapists** — facials, waxing, body treatments, massage, tanning\n- **Nail technicians** — manicures, pedicures, gel and acrylic nails\n- **Cosmetic tattoo artists and lash technicians** — microblading, lash extensions\n- **Electrologists** — permanent hair removal\n- **Salon assistants and receptionists** employed in hair or beauty businesses\n\nApprentices under training contracts in hairdressing are also covered by this award at nationally recognised apprentice pay rates.\n\nThe award does **not** cover employees who are otherwise covered by a higher-paying enterprise agreement, or employees in sectors with their own award (for example, massage therapists employed in a healthcare facility may fall under a different award).\n\n## Pay Rates and Classification Levels\n\nThe award divides employees into grades based on qualifications, experience, and the type of work performed. Employers must pay at least the minimum rate for the applicable grade; paying less than the award rate is a breach of the *Fair Work Act 2009*.\n\n**Hairdressing and Beauty Therapy Employee Grades (2025-26):**\n\n| Grade | Description | Approx. Hourly Rate (AUD) |\n|-------|-------------|--------------------------|\n| Grade 1 | Introductory — no formal qualifications, first 3 months | $24.10 |\n| Grade 2 | Qualified employee Year 1 (Certificate III or equivalent) | $26.25 |\n| Grade 3 | Qualified employee Year 2 | $27.70 |\n| Grade 4 | Qualified employee Year 3 | $29.25 |\n| Grade 5 | Qualified employee Year 4+ \u002F Senior \u002F Supervisor | $31.85 |\n| Grade 6 | Educator \u002F Specialist \u002F Salon Manager | $34.30 |\n\n*Rates are approximate and effective from 1 July 2025 following the Fair Work Commission Annual Wage Review. Verify current rates at [fairwork.gov.au](https:\u002F\u002Fwww.fairwork.gov.au) or contact the Fair Work Ombudsman on 13 13 94.*\n\nThe Annual Wage Review (AWR) applies every July — the FWC reviews and increases all modern award minimum rates. The 2025-26 rates apply from 1 July 2025.\n\nApprentice hairdressers are paid a percentage of the Grade 3 rate, increasing each year:\n- Year 1: 40% of Grade 3\n- Year 2: 50% of Grade 3\n- Year 3: 65% of Grade 3\n- Year 4: 80% of Grade 3\n\n## Working Hours, Overtime, and Penalty Rates\n\n**Ordinary hours** under the award are a maximum of 38 per week for full-time employees, with a maximum spread of hours between 8 am and 9 pm Monday to Saturday, and 10 am to 6 pm Sunday.\n\n**Overtime** is paid at 150% for the first two overtime hours per day and 200% thereafter. An employee called back to work outside ordinary hours is entitled to a minimum payment of two hours at overtime rates.\n\n**Penalty rates** apply when you work outside ordinary hours or on weekends and public holidays:\n\n| When you work | Penalty rate |\n|---------------|-------------|\n| Saturday | 125% of ordinary rate |\n| Sunday | 175% of ordinary rate |\n| Public holiday | 250% of ordinary rate |\n| Evening work (after 6 pm weekday) | 115% of ordinary rate |\n\n**Casual loading:** Casual employees receive a 25% loading on top of their ordinary hourly rate in lieu of paid leave entitlements (NES s.67B, effective 26 August 2022). This applies to all hours worked by casuals, including penalties.\n\n## Annual Leave\n\nUnder the National Employment Standards (NES) in the *Fair Work Act 2009* s.87, full-time employees are entitled to **4 weeks (20 days) of paid annual leave** per year. Part-time employees accrue leave on a pro-rata basis.\n\n**Annual leave loading of 17.5%** applies under the Hair and Beauty Industry Award 2010. This means when you take annual leave, you receive your ordinary rate **plus** 17.5% loading. The loading is intended to compensate for the loss of overtime and penalty rates during your absence.\n\n**Accrual:**\n- Full-time (38 hrs\u002Fweek): 2.923 hours of annual leave accrues per week (152 hours per year)\n- Leave accrues continuously from the first day of employment and can be taken as it accrues by agreement\n\n**Shiftworkers** engaged as such for 5 or more hours per shift who regularly work Sundays and public holidays are entitled to **5 weeks** annual leave per year.\n\nAnnual leave can be **cashed out** (up to 2 weeks per year) if the employee has more than 4 weeks accrued and both parties agree in writing.\n\n## Notice Period\n\nThe minimum notice of termination under the *Fair Work Act 2009* s.117 is:\n\n| Years of continuous service | Notice period |\n|-----------------------------|---------------|\n| Less than 1 year | 1 week |\n| 1 year to less than 3 years | 2 weeks |\n| 3 years to less than 5 years | 3 weeks |\n| 5 years or more | 4 weeks |\n| Over 45 years old with 2+ years of service | +1 week supplement |\n\nEmployees may give the same minimum notice when resigning. The award itself does not specify notice periods beyond the NES scale, so the NES minimum applies.\n\nIf an employer terminates without giving notice, they must pay the employee in lieu of notice (i.e., pay the wages the employee would have earned during the notice period).\n\nThe notice period does not apply to casual employees or to dismissal for serious misconduct.\n\n## Redundancy Pay\n\nIf your position is made redundant (genuine redundancy), you are entitled to redundancy pay under the NES (*Fair Work Act 2009*, Sch 4, s.119). The Hair and Beauty Industry Award 2010 does not provide enhanced redundancy above the NES formula.\n\n**NES genuine redundancy pay scale:**\n\n| Years of continuous service | Weeks of pay |\n|-----------------------------|-------------|\n| 1 year | 4 weeks |\n| 2 years | 6 weeks |\n| 3 years | 7 weeks |\n| 4 years | 8 weeks |\n| 5 years | 10 weeks |\n| 6 years | 11 weeks |\n| 7 years | 13 weeks |\n| 8 years | 14 weeks |\n| 9 years | 16 weeks |\n| 10 or more years | 12 weeks (capped) |\n\n**Important:** Small business employers (fewer than 15 employees) are **exempt** from NES redundancy pay obligations. Most hair and beauty salons employ fewer than 15 people — if this applies to your employer, they are not required to pay statutory redundancy, though they must still give the correct notice.\n\nRedundancy pay is tax-free up to a limit set by the ATO each year. For 2025-26, the tax-free component of a genuine redundancy payment is AUD $12,524 plus AUD $6,264 for each completed year of service.\n\n## Superannuation\n\nFrom **1 July 2025**, employers must pay superannuation at the Superannuation Guarantee (SG) rate of **12%** of ordinary time earnings under the *Superannuation Guarantee (Administration) Act 1992*. This is a mandatory employer contribution — it is paid on top of your wage, not deducted from it.\n\n**Ordinary time earnings** include your base rate, casual loading, and leave loading, but generally exclude overtime. Super is paid quarterly at minimum (though many employers pay monthly).\n\nEmployees have the right to choose their super fund (Choice of Fund, *Fair Work Act 2009* s.149A). If you do not nominate a fund, your employer pays into their default fund (which must be a MySuper product with an authorised fund).\n\nThe **concessional contributions cap** for 2025-26 is AUD $30,000 per year. This cap includes employer SG contributions plus any salary-sacrifice contributions you make. If you salary-sacrifice super on top of the employer SG, be aware of this cap to avoid excess contributions tax.\n\n## Allowances and Special Provisions\n\nThe award includes several specific allowances:\n\n**Uniform allowance:** If your employer requires you to wear a specific uniform, they must either provide it free of charge or pay you an allowance to cover the cost of purchase and laundering.\n\n**Laundry allowance:** If you are required to launder your uniform, you receive a set weekly laundry allowance.\n\n**Vehicle allowance:** If you are required to use your own vehicle for work purposes (for example, mobile hairdressers or beauty therapists attending clients at home), you are entitled to a vehicle allowance per kilometre at the rate set by the ATO.\n\n**Split shift allowance:** If your shifts are split into two segments separated by a non-meal break of more than 30 minutes, you are entitled to a split shift allowance.\n\n**First aid allowance:** If you hold a first aid certificate and are required to use it, a first aid allowance applies.\n\n**Meal allowance:** If you are required to work overtime for more than 1.5 hours beyond your ordinary finishing time without prior notice, a meal allowance applies.\n\n## State and Territory Variations\n\nModern Awards like the Hair and Beauty Industry Award 2010 are federal instruments — the minimum pay rates are the same in every Australian state and territory. However, some important entitlements are governed by state law and **do differ** by jurisdiction:\n\n**Long service leave** is the most significant variation. Each state and territory sets its own qualifying period and entitlement:\n\n| State\u002FTerritory | Qualifying period | Entitlement |\n|-----------------|-------------------|-------------|\n| New South Wales | 10 years | 2 months (8.667 weeks) |\n| Victoria | 7 years | 6.067 weeks |\n| Queensland | 10 years | 8.667 weeks |\n| South Australia | 10 years | 13 weeks |\n| Western Australia | 10 years | 8.667 weeks |\n| Tasmania | 10 years | 8.667 weeks |\n| Australian Capital Territory | 10 years | 6.067 weeks |\n| Northern Territory | 10 years | 13 weeks |\n\nUse the Long Service Leave tab in the free calculator above to estimate your entitlement based on your state.\n\n**Public holidays** follow the federal calendar (New Year's Day, Australia Day, Good Friday, Easter Saturday, Easter Monday, ANZAC Day, King's Birthday, Christmas Day, Boxing Day) plus state-specific additions: Melbourne Cup Day in Victoria, EKKA Show Day in Queensland, Adelaide Cup Day in South Australia, Foundation Day in Western Australia, and Eight Hours Day in Tasmania.\n\n**Workers compensation** schemes are state-based. If you are injured at work, you must claim through your state scheme — icare in NSW, WorkSafe in Victoria, WorkCover Queensland, ReturnToWork SA, WorkCover WA, WorkSafe Tasmania, Comcare in the ACT, and NT WorkSafe in the Northern Territory.\n\n## Your Rights at Work\n\n**Unfair dismissal:** If you are dismissed and believe it was harsh, unjust, or unreasonable, you may apply to the Fair Work Commission for an unfair dismissal remedy under *Fair Work Act 2009* s.394. You must be outside your minimum employment period: 6 months for employers with 15 or more employees, or 12 months for small businesses (fewer than 15 employees). You must apply within **21 days** of dismissal.\n\n**General protections:** You cannot be dismissed or adversely treated for reasons such as taking sick leave, raising a workplace safety concern, making a complaint to the FWO, or exercising a workplace right (FWA Pt 3-1). General protections apply from day one of employment — there is no minimum employment period.\n\n**Right of entry:** Union officials holding an FWC entry permit have the right to enter workplaces to check compliance with modern awards and consult with members, subject to 24 hours' notice (reduced or waived in certain circumstances).\n\n**Workplace health and safety:** All employers have duties under the *Work Health and Safety Act 2011* (Cth) or the equivalent state WHS legislation to provide a safe working environment. In hair and beauty workplaces, this includes safe handling of chemicals (colour, bleach, relaxers), proper ventilation, and ergonomic considerations.\n\nIf you believe your employer is not paying you correctly, you can report this to the **Fair Work Ombudsman** (1300 724 690 or fairwork.gov.au). The FWO can investigate and recover underpaid wages.\n\n---\n\n*This article is for general information purposes only and does not constitute legal advice. For questions about your specific employment situation, contact your union, the Fair Work Ombudsman (1300 724 690) or a qualified employment lawyer. Verify all pay rates at [fairwork.gov.au](https:\u002F\u002Fwww.fairwork.gov.au).*\n","https:\u002F\u002Fpub-bdebbd2dad294475a2da0eb657815b6b.r2.dev\u002Fhero\u002F5392680c04ca-19a597.webp","Australian hairdresser checks award entitlements, hair and beauty sector 2026","Hair & Beauty Industry Award Pay Rates 2026 | Expert Zoom","Rights, pay rates and entitlements under the Hair and Beauty Industry Award 2010 — updated for 2025-26. Free guide for hairdressers and beauty therapists.","hair and beauty industry award 2010 pay rates entitlements 2026 australia","5392680c04ca",2117,[],{"draft":2573,"excerpt":1072,"featured":2529,"metaTitle":2594,"countryCode":2531,"categorySlug":1051,"languageCode":2532,"relatedTools":2601,"readingTimeMin":1082,"metaDescription":2595},[1067],204,"76172d07-be21-4943-84ca-61eedb55dca8","2026-06-09T18:13:04.000Z","2026-06-28T14:51:30.601Z",4.1,"2026-07-17T16:48:23.071Z","2026-05-29T14:30:01.894Z","2026-05-29T14:30:01.895Z","2026-07-24T16:18:30.068Z",{"id":1437,"name":676,"slug":678,"parentId":1136},{"id":2613,"slug":2614,"title":2615,"excerpt":2616,"contentMd":2617,"heroImage":2618,"heroImageAlt":2619,"heroImageCredit":1136,"audioUrl":1136,"audioGeneratedAt":1136,"readingTimeMin":1082,"featured":2529,"status":2530,"lang":1141,"countryCode":2531,"languageCode":2532,"categoryId":1437,"metaTitle":2620,"metaDescription":2621,"keyword":2622,"seoApiPageId":2623,"seoApiTenantId":2537,"contentType":1136,"wordCount":2624,"internalImages":2625,"frontmatter":2626,"viewCount":2628,"internalLinksCount":1143,"expertId":2629,"folderId":1136,"folderPosition":1136,"gscVerdict":2545,"gscCoverage":2546,"gscLastCrawl":2630,"gscCheckedAt":2578,"gscIndexingState":1136,"gscRobotsTxtState":1136,"gscPageFetchState":1136,"gscGoogleCanonical":1136,"gscCrawledAs":1136,"cwvLcp":2631,"cwvLcpRating":2550,"cwvFcp":2632,"cwvFcpRating":2633,"cwvCls":1143,"cwvClsRating":2552,"cwvAuditedAt":2634,"publishedAt":2635,"createdAt":2636,"updatedAt":2637,"category":2638},"cmpr0qp9f00op70zj4o9gsdiu","educational-services-schools-general-staff-award-2020-pay-rates-entitlements-australia","Educational Services (Schools) General Staff Award 2020 — Rights, Pay and Entitlements Explained (2026)","The Educational Services (Schools) General Staff Award 2020 (MA000076) is the federal Modern Award that sets legally enforceable minimum pay rates and conditions for non-teaching staff employed in Aus","The Educational Services (Schools) General Staff Award 2020 (MA000076) is the federal Modern Award that sets legally enforceable minimum pay rates and conditions for non-teaching staff employed in Australian schools — government, Catholic, and independent alike. It covers a large and diverse workforce: administrative officers, cleaners, maintenance workers, IT support staff, library assistants, laboratory technicians, integration aides, canteen workers, boarding supervisors, and security personnel. If you work in a school in a non-teaching capacity, this award almost certainly applies to you.\n\nUnderstanding your entitlements under the Award is not just useful — it is your legal right. The Fair Work Act 2009 (Cth) makes compliance with Modern Award terms mandatory for all national system employers. Underpayment is a serious civil breach and, for deliberate wage theft, a criminal offence under the Protecting Worker Entitlements Act 2023.\n\n\u003Cdiv data-tool=\"cba-au-educational-services-schools-general-staff-award-2020\">\u003C\u002Fdiv>\n\n## Pay Structure and Classification Levels\n\nThe Award organises employees into eight classification levels (1 through 8), each with sub-levels. Rates are set in clause 17.1 and are updated annually following the Fair Work Commission's Annual Wage Review. The table below shows the minimum rates effective from the most recent wage determination:\n\n| Level | Annual Salary | Weekly Rate | Hourly Rate |\n|-------|--------------|-------------|-------------|\n| Level 1.1 | AUD $49,467 | AUD $948.00 | AUD $24.95 |\n| Level 1.2 | AUD $51,262 | AUD $982.40 | AUD $25.85 |\n| Level 1.3 | AUD $53,062 | AUD $1,016.90 | AUD $26.76 |\n| Level 2.1 | AUD $53,453 | AUD $1,024.40 | AUD $26.96 |\n| Level 2.2 | AUD $55,102 | AUD $1,056.00 | AUD $27.79 |\n| Level 3.1 | AUD $55,786 | AUD $1,069.10 | AUD $28.13 |\n| Level 3.2 | AUD $56,782 | AUD $1,088.20 | AUD $28.64 |\n| Level 4.1 | AUD $58,885 | AUD $1,128.50 | AUD $29.70 |\n| Level 4.2 | AUD $61,839 | AUD $1,185.10 | AUD $31.19 |\n| Level 5.1 | AUD $63,847 | AUD $1,223.60 | AUD $32.20 |\n| Level 5.2 | AUD $66,905 | AUD $1,282.20 | AUD $33.74 |\n| Level 6.1 | AUD $69,305 | AUD $1,328.20 | AUD $34.95 |\n| Level 6.2 | AUD $74,017 | AUD $1,418.50 | AUD $37.33 |\n| Level 7.1 | AUD $76,188 | AUD $1,460.10 | AUD $38.42 |\n| Level 7.2 | AUD $78,635 | AUD $1,507.00 | AUD $39.66 |\n| Level 7.3 | AUD $81,067 | AUD $1,553.60 | AUD $40.88 |\n| Level 8 | AUD $88,283 | AUD $1,691.90 | AUD $44.52 |\n\nLevel 1 typically covers entry-level roles such as cleaners, kitchen hands, and general assistants. Level 4–5 covers experienced administrative staff and senior integration aides. Levels 6–8 cover specialist technical, supervisory, and managerial positions.\n\n**Junior rates** apply to employees under 20 at Levels 1 and 2: from 50% of the adult rate at age 16 to 90% at age 19. At 20, the full adult rate applies regardless of experience (clause 17.3).\n\n## Working Hours, Overtime and Penalty Rates\n\nThe standard full-time work week is **38 ordinary hours** (clause 21.1). Ordinary hours may be averaged over two to four weeks, or over 12 months for boarding and emergency services roles.\n\n**Overtime** is paid for hours worked beyond ordinary hours (clause 21.2):\n\n| Situation | Full-time \u002F Part-time | Casual |\n|-----------|----------------------|--------|\n| Mon–Sat, first 3 hours | 150% | 175% |\n| Mon–Sat, after 3 hours | 200% | 225% |\n| Sunday | 200% | 225% |\n| Public holidays | 250% | 275% |\n\n**Shift and weekend penalties** (clause 22):\n\n| Situation | Rate |\n|-----------|------|\n| Afternoon or night shift | 115% |\n| Permanent night shift | 130% |\n| Saturday (most employees) | 150% |\n| Sunday (most employees) | 200% |\n| Saturday (cooking\u002Fcatering, boarding supervision) | 125% |\n| Sunday (cooking\u002Fcatering, boarding supervision) | 175% |\n| Broken shift | Base rate + 15% penalty |\n\n**Casual loading:** Casual employees receive a 25% loading on the minimum hourly rate for every ordinary hour worked (clause 11.1 and NES s.67B from 26 August 2022). This loading compensates for the absence of paid leave entitlements. The minimum engagement for casuals is two hours per shift.\n\n## Annual Leave\n\nUnder the National Employment Standards (NES), full-time employees are entitled to four weeks (20 days) of paid annual leave per year (Fair Work Act 2009 s.87). Shiftworkers who regularly work Sundays and public holidays may be entitled to five weeks.\n\n**Annual leave loading** under this Award is **17.5%** of the ordinary rate of pay, payable when leave is taken (clause 26 or the applicable leave provision). This loading is additional to the ordinary rate and represents a meaningful financial benefit — for a Level 4.1 employee earning AUD $29.70\u002Fhour, leave loading adds approximately AUD $1,005 for a four-week leave period.\n\nSchools are entitled to require employees to take annual leave during non-term weeks, provided adequate notice is given. This is a common feature of school employment, aligning leave with school holidays.\n\n**Leave accrual** occurs progressively throughout the year. Part-time employees accrue leave on a pro-rata basis proportional to their contracted hours. Unused leave accumulates and must be paid out upon termination.\n\n**Cashing out** annual leave is permitted by written agreement between employer and employee, provided no less than four weeks of leave remains in the balance after the payout (NES s.94).\n\n## Notice Period\n\nWhen an employer dismisses an employee, the Fair Work Act 2009 s.117 sets the following minimum notice periods based on continuous service:\n\n| Years of continuous service | Minimum notice |\n|-----------------------------|---------------|\n| Less than 1 year | 1 week |\n| 1 year to less than 3 years | 2 weeks |\n| 3 years to less than 5 years | 3 weeks |\n| 5 years or more | 4 weeks |\n\n**Over-45 supplement:** Employees aged 45 or over with at least two years of continuous service are entitled to one additional week of notice (s.117(3)).\n\nThe Award does not prescribe a longer notice period than the NES minimum. However, individual employment contracts or enterprise agreements may provide for longer notice. Payment in lieu of notice is permitted — the employer may choose to pay the employee their full entitlements for the notice period rather than requiring them to work it.\n\nIf an employee resigns, the same NES scale applies as a guide, though Award provisions for resignation notice may differ. Check your contract.\n\n## Redundancy Pay\n\nGenuine redundancy entitlements are set by the NES under Fair Work Act 2009 Schedule 4 (s.119). The Award does not provide any enhancement above the NES formula.\n\n| Years of continuous service | Redundancy pay (weeks) |\n|-----------------------------|------------------------|\n| 1 year | 4 weeks |\n| 2 years | 6 weeks |\n| 3 years | 7 weeks |\n| 4 years | 8 weeks |\n| 5 years | 10 weeks |\n| 6 years | 11 weeks |\n| 7 years | 13 weeks |\n| 8 years | 14 weeks |\n| 9 years | 16 weeks |\n| 10 years or more | 12 weeks (NES cap) |\n\n**Small business exemption:** Employers with fewer than 15 employees at the time of redundancy are exempt from NES redundancy pay requirements (Fair Work Act 2009 s.123(1)).\n\n**Tax treatment:** Redundancy pay from a genuine redundancy is a tax-free payment up to the ATO's tax-free limit: AUD $12,524 base amount plus AUD $6,264 for each completed year of service (2025-26 figures). Amounts above this threshold are taxed as an employment termination payment (ETP) at concessional rates.\n\nIf you believe your redundancy is not genuine — for example, your role is being filled by someone else — you may have grounds to make a general protections claim or an unfair dismissal claim under the Fair Work Act.\n\n## Superannuation\n\nFrom 1 July 2025, the Superannuation Guarantee (SG) rate is **12%** of ordinary time earnings, under the Superannuation Guarantee (Administration) Act 1992. Your employer must pay this amount into a complying super fund on top of your wages — it is not deducted from your take-home pay.\n\n**Nominated funds under this Award** (as of January 2026) include NGS Super, UniSuper, Aware Super, HESTA, and AustralianSuper, among others. Under Fair Work Act 2009 s.149A (Choice of Fund), employees have the right to choose their own complying super fund. Your employer must pay into your nominated fund unless your employment contract or an enterprise agreement specifies a particular fund.\n\n**Concessional contributions cap:** In 2025-26, the total concessional contributions cap (employer SG + salary sacrifice) is AUD $30,000 per year. Contributions above this cap are taxed at your marginal rate rather than the concessional 15% rate.\n\n**Voluntary contributions:** The Award permits employees to authorise post-tax voluntary deductions. Adjustments to voluntary deduction amounts require three months' written notice to the employer.\n\n## Allowances\n\nThe Award provides specific allowances for workers in qualifying roles:\n\n| Allowance | Rate |\n|-----------|------|\n| First Aid allowance | AUD $920.47\u002Fyear or AUD $3.84\u002Fday |\n| Sleepover allowance | AUD $61.36\u002Fsleepover + 150% hourly rate for work performed |\n| Meal allowance | AUD $19.93\u002Foccasion (if meal not provided by employer) |\n| Tool allowance (tradesperson) | AUD $17.90\u002Fweek (carpenters: AUD $33.88\u002Fweek) |\n| Uniform allowance | AUD $1.20\u002Fday (max AUD $6.00\u002Fweek) or employer provision |\n| Vehicle allowance | AUD $0.99\u002Fkm (motor car, max 400 km\u002Fweek) |\n| On-call allowance | One ordinary hour's pay per 24-hour on-call period |\n\nThese allowances are separate from base pay and are adjusted annually. If your role involves any of these activities, confirm with your employer or union whether the allowance is being paid correctly.\n\n## State and Territory Variations\n\nThe Educational Services (Schools) General Staff Award 2020 is a federal instrument — pay rates and conditions apply uniformly across all Australian states and territories. However, several entitlements remain governed by state and territory legislation and therefore vary by jurisdiction.\n\n**Long service leave:** Qualifying periods and entitlements differ significantly. Use the Long Service Leave tab in the calculator above to check your state or territory:\n\n| State\u002FTerritory | Qualifying period | Entitlement |\n|----------------|------------------|-------------|\n| NSW | 10 years | 2 months (approx. 8.667 weeks) |\n| VIC | 7 years | 6.067 weeks (pro-rata access after 7 years) |\n| QLD | 10 years | 8.667 weeks |\n| SA | 10 years | 13 weeks |\n| WA | 10 years | 8.667 weeks |\n| TAS | 10 years | 8.667 weeks |\n| ACT | 10 years | 6.067 weeks (pro-rata after 7 years) |\n| NT | 10 years | 13 weeks; additional 6.5 weeks per subsequent 5 years |\n\n**Public holidays:** All Australian employees observe the eight federal public holidays (New Year's Day, Australia Day, Good Friday, Easter Saturday, Easter Monday, ANZAC Day, King's Birthday, Christmas Day, Boxing Day). State-specific additions include Melbourne Cup Day in Victoria, EKKA Show Day in Queensland, Adelaide Cup in South Australia, and Foundation Day in Western Australia.\n\n**Workers compensation:** Each state and territory operates its own workers compensation scheme (icare NSW, WorkSafe VIC, WorkCover QLD, ReturnToWork SA, WorkCover WA, WorkSafe Tasmania, and the Safety, Rehabilitation and Compensation Act 1988 for Commonwealth employees). Premiums, benefits, and return-to-work processes vary.\n\n## Your Rights at Work\n\n**Unfair dismissal:** Employees covered by this Award can apply to the Fair Work Commission for an unfair dismissal remedy under Fair Work Act 2009 s.382 once they have completed the minimum employment period — six months for employers with 15 or more employees, or 12 months for small businesses. The application must be lodged within 21 calendar days of dismissal.\n\n**General protections:** The Fair Work Act Part 3-1 prohibits employers from taking adverse action against employees who exercise a workplace right, such as making a complaint, taking parental leave, or being a union member. These protections apply from day one of employment — there is no minimum employment period.\n\n**Right of entry:** Under Fair Work Act Part 3-4, authorised union officials may enter your workplace to investigate suspected contraventions, meet with members, and inspect employee records. The Independent Education Union of Australia (IEU) and the Australian Education Union (AEU) represent general staff in many schools.\n\n**Workplace health and safety:** The Work Health and Safety Act 2011 (Cth) and state equivalents impose duties on employers to provide a safe workplace. If you have a safety concern, you can raise it with a Health and Safety Representative (HSR) or contact your state\u002Fterritory WHS regulator.\n\n**Wage theft:** If you believe you are being underpaid, you can lodge a complaint with the Fair Work Ombudsman (FWO) at fairwork.gov.au or by calling **1300 724 690**. The FWO can investigate, issue compliance notices, and take legal action. Deliberate wage theft by employers is now a criminal offence.\n\n---\n\n*This article is for general information purposes only and does not constitute legal advice. For questions about your specific employment situation, contact your union, the Fair Work Ombudsman (1300 724 690) or a qualified employment lawyer.*\n","https:\u002F\u002Fpub-bdebbd2dad294475a2da0eb657815b6b.r2.dev\u002Fhero\u002F96a854e34fba-19a5c3.webp","Australian school support staff member reviews award entitlements, education sector 2026","Schools General Staff Award 2020 Pay Rates | Expert Zoom","Your complete guide to the Educational Services Schools General Staff Award 2020: pay levels, annual leave, redundancy, notice and superannuation rights in 2026.","educational services schools general staff award 2020 pay rates entitlements Australia","96a854e34fba",2169,[],{"draft":2573,"excerpt":1072,"featured":2529,"metaTitle":2620,"countryCode":2531,"categorySlug":1051,"languageCode":2532,"relatedTools":2627,"readingTimeMin":1082,"metaDescription":2621},[1122],206,"e0095787-121c-44ea-8a86-a0a9990f79a3","2026-06-06T13:41:25.000Z",4.32,2.15,"needs_improvement","2026-07-17T17:30:10.464Z","2026-05-29T14:30:01.056Z","2026-05-29T14:30:01.059Z","2026-07-24T02:06:19.821Z",{"id":1437,"name":676,"slug":678,"parentId":1136},{"id":2640,"slug":2641,"title":2642,"excerpt":2643,"contentMd":2644,"heroImage":2645,"heroImageAlt":2646,"heroImageCredit":1136,"audioUrl":1136,"audioGeneratedAt":1136,"readingTimeMin":1070,"featured":2529,"status":2530,"lang":1141,"countryCode":2531,"languageCode":2532,"categoryId":1437,"metaTitle":2647,"metaDescription":2648,"keyword":2649,"seoApiPageId":2650,"seoApiTenantId":2537,"contentType":1136,"wordCount":2651,"internalImages":2652,"frontmatter":2653,"viewCount":2655,"internalLinksCount":1143,"expertId":2656,"folderId":1136,"folderPosition":1136,"gscVerdict":2545,"gscCoverage":2546,"gscLastCrawl":2657,"gscCheckedAt":2578,"gscIndexingState":1136,"gscRobotsTxtState":1136,"gscPageFetchState":1136,"gscGoogleCanonical":1136,"gscCrawledAs":1136,"cwvLcp":2658,"cwvLcpRating":2550,"cwvFcp":2659,"cwvFcpRating":2550,"cwvCls":1143,"cwvClsRating":2552,"cwvAuditedAt":2660,"publishedAt":2661,"createdAt":2662,"updatedAt":2663,"category":2664},"cmpr0k9yn00nm70zjn6w56xwv","security-services-industry-award-2020-pay-rates-entitlements-2026-australia","Security Services Industry Award 2020 — Rights, Pay and Entitlements Explained (2026)","The Security Services Industry Award 2020 (MA000016) is the primary federal modern award governing pay and conditions for security workers across Australia. Whether you guard commercial premises, moni","The Security Services Industry Award 2020 (MA000016) is the primary federal modern award governing pay and conditions for security workers across Australia. Whether you guard commercial premises, monitor alarms, control crowds at events, or work in aviation security, this award sets the legal minimum entitlements that apply to your employment. Understanding the Security Services Industry Award is essential for both workers and employers in one of Australia's fastest-growing labour sectors.\n\n## What Is the Security Services Industry Award 2020?\n\nThe Security Services Industry Award 2020 replaced earlier state-based and federal award instruments under the modern award system established by the Fair Work Act 2009. The Fair Work Commission (FWC) maintains and reviews the award annually as part of the Annual Wage Review process. The most recent pay rates took effect from the first full pay period on or after 1 July 2025.\n\nThe award covers a wide range of roles, including security officers, crowd controllers, alarm monitoring officers, alarm technicians, aviation security screeners, security consultants, and workers in investigative services. It applies to employees of private security companies and to security workers employed directly by businesses, provided they are engaged in security-related duties as defined under the award.\n\nThe award does not cover employees in the ACT public service or Commonwealth public sector roles, which are governed by separate instruments. Where an enterprise agreement covers a worker, those agreement terms apply instead — but must meet or exceed the award as a safety net.\n\n\u003Cdiv data-tool=\"cba-au-security-services-industry-award-2020\">\u003C\u002Fdiv>\n\n## Pay Structure and Classification Levels\n\nThe Security Services Industry Award 2020 classifies security employees into five levels. Classification depends on qualifications, licensing, and the nature of work performed. Detailed classification definitions appear in Schedule A of the award.\n\n**Minimum pay rates effective 1 July 2025 (Annual Wage Review 2024–25):**\n\n| Classification Level | Hourly Rate (AUD) | Weekly Rate (AUD) |\n|----------------------|:-----------------:|:-----------------:|\n| Security Officer Level 1 | $27.13 | $1,031.10 |\n| Security Officer Level 2 | $27.91 | $1,060.60 |\n| Security Officer Level 3 | $28.38 | $1,078.60 |\n| Security Officer Level 4 | $28.86 | $1,096.60 |\n| Security Officer Level 5 | $29.79 | $1,131.90 |\n\n*Source: Fair Work Commission, MA000016, rates effective from first full pay period on or after 1 July 2025.*\n\nSecurity Officer Level 1 is the entry-level classification for a holder of a current security licence who performs basic security duties. Level 2 typically covers employees with additional responsibilities such as first aid certification or experience in alarm monitoring. Higher levels recognise employees who supervise others, hold specialist aviation security qualifications, or perform advanced investigative or technical security functions.\n\nAll employees must hold a current and valid security licence issued under the relevant state or territory licensing authority as a condition of engagement under this award.\n\n## Working Hours, Overtime and Penalty Rates\n\nThe standard full-time working week under the Security Services Industry Award 2020 is 38 ordinary hours. These may be worked as a fixed pattern or averaged over a roster cycle of between two and eight weeks, allowing for the rotating shift patterns common in the security industry.\n\nMinimum shift length for full-time employees is 7.6 hours per shift. Maximum ordinary-time shift length is 10 hours, extendable to 12 hours by written agreement between employer and employee.\n\n**Overtime rates** apply when employees work beyond their ordinary hours. Under the award, overtime is calculated at the following percentages of the minimum hourly rate:\n\n| When overtime is worked | Rate |\n|-------------------------|------|\n| Monday to Saturday — first 2 hours | 150% |\n| Monday to Saturday — after 2 hours | 200% |\n| Sunday (all overtime hours) | 200% |\n| Public holidays (all overtime hours) | 250% |\n\n**Penalty rates** apply during certain periods even within ordinary hours:\n\n| Shift period | Rate |\n|--------------|------|\n| Standard weekday hours (6 am – 6 pm) | 100% (base rate) |\n| Night shift (6 pm – midnight, midnight – 6 am) | 121.7% of base rate |\n| Permanent night shift workers | 130% of base rate |\n| Saturday | 150% of base rate |\n| Sunday | 200% of base rate |\n| Public holidays | 250% of base rate |\n\n**Casual loading:** Casual employees receive a 25% loading on top of the applicable minimum hourly rate in lieu of leave entitlements and other benefits. This loading is provided for under National Employment Standards (NES) section 67B, effective 26 August 2022.\n\n**Key allowances under the award:**\n\n| Allowance | Amount |\n|-----------|--------|\n| First aid (per shift, up to $36.46\u002Fweek) | $7.33 |\n| Firearm (per shift, up to $18.34\u002Fweek) | $3.67 |\n| Broken shift (per rostered shift) | $17.47 |\n| Supervision — up to 5 employees (weekly) | $45.52 |\n| Supervision — 6 or more employees (weekly) | $80.46 |\n| Relieving officer (weekly) | $45.09 |\n| Aviation security (per hour worked) | $2.02 |\n\nThese allowances are paid in addition to the applicable minimum hourly rate.\n\n## Annual Leave\n\nFull-time and part-time employees under the Security Services Industry Award 2020 are entitled to four weeks of paid annual leave per year under the NES (Fair Work Act 2009, section 87). This equates to 20 working days based on a five-day working week.\n\n**Shiftworkers** who are regularly required to work on Sundays and public holidays and whose roster includes shifts of varying starting and finishing times are entitled to five weeks (25 days) of annual leave per year.\n\n**Annual leave loading:** When taking annual leave, employees are entitled to be paid the greater of their ordinary time earnings or their minimum rate of pay plus a 17.5% leave loading. The leave loading applies to the base rate and recognises that employees miss out on penalty rates and shift loadings while on leave.\n\n**Leave accrual:** Annual leave accrues progressively at the rate of approximately 1.67 days per month (for full-time employees) or pro-rata for part-time employees based on contracted hours.\n\n**Cashing out annual leave** is available under the NES, subject to the conditions that the employee retains at least four weeks of accrued leave, each cash-out agreement is in writing, and the employee is paid at least the full amount that would be payable had the leave been taken.\n\nCasual employees do not accrue annual leave; their 25% casual loading compensates for this.\n\n## Notice Period\n\nWhen employment ends, both employer and employee must provide notice. The Security Services Industry Award 2020 does not provide notice periods above the NES minimum, so the statutory scale under Fair Work Act 2009 section 117 applies.\n\n**NES minimum notice (employer dismissal):**\n\n| Continuous service | Minimum notice |\n|--------------------|---------------|\n| Less than 1 year | 1 week |\n| 1 year and up to 3 years | 2 weeks |\n| 3 years and up to 5 years | 3 weeks |\n| 5 years or more | 4 weeks |\n\n**Over-45 supplement:** If you are over 45 years of age and have at least two years of continuous service, you are entitled to one additional week's notice on top of the above scale.\n\nEmployers may give payment in lieu of notice instead of requiring the employee to work out the notice period. The payment must equal the full amount the employee would have earned working the notice period, including applicable penalties and allowances.\n\n**Employee resignation:** The same NES scale applies to notice given by an employee when resigning, unless the employment contract specifies a shorter period. Employers cannot require longer notice from employees than they themselves are required to give.\n\n## Redundancy Pay\n\nWhere an employee is genuinely made redundant, they are entitled to redundancy pay under the NES (Fair Work Act 2009, Schedule 4, section 119). The Security Services Industry Award 2020 does not provide for any enhancement above the NES genuine redundancy scale.\n\n**NES redundancy pay scale:**\n\n| Years of continuous service | Weeks of redundancy pay |\n|-----------------------------|------------------------|\n| At least 1 year but less than 2 | 4 weeks |\n| At least 2 years but less than 3 | 6 weeks |\n| At least 3 years but less than 4 | 7 weeks |\n| At least 4 years but less than 5 | 8 weeks |\n| At least 5 years but less than 6 | 10 weeks |\n| At least 6 years but less than 7 | 11 weeks |\n| At least 7 years but less than 8 | 13 weeks |\n| At least 8 years but less than 9 | 14 weeks |\n| At least 9 years but less than 10 | 16 weeks |\n| 10 years or more | 12 weeks (capped) |\n\n**Small business exemption:** Employers with fewer than 15 employees (small business employers) are not required to pay NES redundancy pay. Check with the Fair Work Ombudsman or your union if you are unsure whether your employer qualifies.\n\n**Tax treatment of redundancy:** Genuine redundancy payments are tax-free up to a statutory cap. For the 2025–26 income year, the tax-free base amount is $12,524, plus $6,264 for each completed year of service. Amounts above this threshold are treated as an employment termination payment (ETP) and taxed at concessional rates. Consult a tax adviser for your individual circumstances.\n\n## Superannuation\n\nEmployers covered by the Security Services Industry Award 2020 are required to make superannuation contributions on behalf of all eligible employees under the Superannuation Guarantee (Administration) Act 1992.\n\n**Superannuation Guarantee rate:** 12.0% of ordinary time earnings from 1 July 2025. Ordinary time earnings generally include your base rate of pay, shift loadings, and allowances payable for ordinary hours — but not overtime payments.\n\n**Default fund:** The award specifies AustralianSuper and Australian Retirement Trust as default superannuation funds. If your employer does not have a default fund, contributions must go to one of these funds unless you provide a valid choice of fund.\n\n**Choice of fund:** Under Fair Work Act 2009 section 149A, employees have the right to choose their own super fund. Your employer must pay contributions into your nominated complying fund. If you have not made a choice, your employer will use their nominated default fund.\n\n**Concessional contributions cap:** Total concessional contributions (employer SG plus any salary sacrifice) are capped at $30,000 per financial year for 2025–26. Contributions above this cap are taxed at marginal rates.\n\n## State and Territory Variations\n\nAlthough the Security Services Industry Award 2020 is a federal instrument that sets uniform minimum rates across all Australian states and territories, several important entitlements are governed by state and territory law and differ by jurisdiction.\n\n### Long Service Leave\n\nLong service leave is not covered by the Fair Work Act — it is set by state and territory legislation and varies significantly:\n\n| State\u002FTerritory | Qualifying period | Entitlement |\n|-----------------|:-----------------:|:-----------:|\n| NSW | 10 years | 8.667 weeks |\n| VIC | 7 years | 6.067 weeks |\n| QLD | 10 years | 8.667 weeks |\n| SA | 10 years | 13 weeks |\n| WA | 10 years | 8.667 weeks |\n| TAS | 10 years | 8.667 weeks |\n| ACT | 7 years | 6.067 weeks |\n| NT | 10 years | 13 weeks |\n\nUse the Long Service Leave tab in the calculator above to estimate your entitlement based on your state or territory.\n\nIn Victoria and the ACT, employees may access a pro-rata entitlement after reaching the qualifying period (7 years). In some jurisdictions, pro-rata LSL is payable upon termination after a minimum period of service, even before the full qualifying period is met.\n\n### Public Holidays\n\nFederal public holidays apply nationwide: New Year's Day, Australia Day, Good Friday, Easter Saturday, Easter Monday, ANZAC Day, King's Birthday (second Monday in June in most states), Christmas Day, and Boxing Day. State and territory governments also declare additional public holidays:\n\n- **VIC:** Melbourne Cup Day (first Tuesday in November)\n- **QLD:** The Royal Queensland Show (EKKA) in Brisbane\n- **SA:** Adelaide Cup Day (third Monday in May)\n- **WA:** Foundation Day (first Monday in June) and Royal Show Day\n- **TAS:** Eight Hours Day (second Monday in March)\n\nSecurity workers are entitled to the 250% penalty rate (under the award) for working on any gazetted public holiday in their state or territory.\n\n### Workers Compensation\n\nWorkers compensation is administered by state-based schemes and premiums and entitlements differ:\n\n- **NSW:** icare NSW\n- **VIC:** WorkSafe Victoria\n- **QLD:** WorkCover Queensland\n- **SA:** ReturnToWorkSA\n- **WA:** WorkCover WA\n- **TAS:** WorkSafe Tasmania\n- **ACT:** WorkSafe ACT\n- **NT:** NT WorkSafe\n\nContact your state's scheme if you are injured at work.\n\n## Your Rights at Work\n\n**Unfair dismissal:** If you are dismissed and believe the dismissal was harsh, unjust, or unreasonable, you may apply to the Fair Work Commission for an unfair dismissal remedy under Fair Work Act 2009 section 382. The qualifying period is 6 months of continuous employment (or 12 months for employees of small businesses). Applications must be lodged within 21 days of dismissal.\n\n**General protections:** Part 3-1 of the Fair Work Act protects employees from adverse action (demotion, dismissal, pay reduction) taken because they exercise a workplace right — such as making a complaint, inquiring about pay, or taking protected industrial action.\n\n**Right of entry:** Unions holding an entry permit under the Fair Work Act 2009 may enter workplaces to investigate suspected breaches of awards, hold discussions with members, or inspect records. Your employer must not obstruct a valid right-of-entry visit.\n\n**Work health and safety:** Security work carries specific physical risks including shift-work fatigue, lone worker situations, and exposure to aggressive behaviour. The Work Health and Safety Act 2011 (and state WHS equivalents) requires employers to identify and manage these risks. If your workplace is unsafe, you have the right to raise concerns with your employer, your health and safety representative, or your state's WHS regulator without being punished for doing so.\n\n**Union coverage:** The Security Industry Association (SIA) and the United Workers Union (UWU) are the main industry stakeholders. Membership gives access to legal representation, bargaining support, and advice on rights under the award.\n\n---\n\n*This article is for general information purposes only and does not constitute legal advice. For questions about your specific employment situation, contact your union, the Fair Work Ombudsman (1300 724 690) or a qualified employment lawyer.*\n","https:\u002F\u002Fpub-bdebbd2dad294475a2da0eb657815b6b.r2.dev\u002Fhero\u002F3bef06ebdf1c-19a5f0.webp","Australian security officer checks award entitlements, security services industry 2026","Security Services Award Pay Rates 2026 | Expert Zoom","Security Services Award 2020 pay rates, leave, redundancy and superannuation explained for Australian security workers. Updated 2025-26 by Expert Zoom.","security services industry award 2020 pay rates entitlements 2026 australia","3bef06ebdf1c",2393,[],{"draft":2573,"excerpt":1072,"featured":2529,"metaTitle":2647,"countryCode":2531,"categorySlug":1051,"languageCode":2532,"relatedTools":2654,"readingTimeMin":1064,"metaDescription":2648},[1079],480,"7933719d-dc2b-4b0c-bc06-c45cc2a8aad0","2026-06-10T04:27:52.000Z",4.52,3.6,"2026-07-17T17:51:02.215Z","2026-05-29T14:25:01.285Z","2026-05-29T14:25:01.287Z","2026-07-24T02:06:16.874Z",{"id":1437,"name":676,"slug":678,"parentId":1136},{"id":2666,"slug":2667,"title":2668,"excerpt":2669,"contentMd":2670,"heroImage":2671,"heroImageAlt":2672,"heroImageCredit":1136,"audioUrl":1136,"audioGeneratedAt":1136,"readingTimeMin":1082,"featured":2529,"status":2530,"lang":1141,"countryCode":2531,"languageCode":2532,"categoryId":1437,"metaTitle":2673,"metaDescription":2674,"keyword":2675,"seoApiPageId":2676,"seoApiTenantId":2537,"contentType":1136,"wordCount":2677,"internalImages":2678,"frontmatter":2679,"viewCount":2681,"internalLinksCount":1143,"expertId":2682,"folderId":1136,"folderPosition":1136,"gscVerdict":2545,"gscCoverage":2546,"gscLastCrawl":2683,"gscCheckedAt":2684,"gscIndexingState":1136,"gscRobotsTxtState":1136,"gscPageFetchState":1136,"gscGoogleCanonical":1136,"gscCrawledAs":1136,"cwvLcp":2685,"cwvLcpRating":2550,"cwvFcp":2580,"cwvFcpRating":2550,"cwvCls":1143,"cwvClsRating":2552,"cwvAuditedAt":2686,"publishedAt":2687,"createdAt":2688,"updatedAt":2689,"category":2690},"cmpqzuk3s00l470zjx0rgsx7d","health-professionals-support-services-award-2020-pay-rates-entitlements-2026-australia","Health Professionals and Support Services Award 2020 — Rights, Pay and Entitlements Explained (2026)","The Health Professionals and Support Services Award 2020 (MA000027) is the primary Modern Award governing pay rates, leave entitlements and working conditions for allied health professionals and healt","The Health Professionals and Support Services Award 2020 (MA000027) is the primary Modern Award governing pay rates, leave entitlements and working conditions for allied health professionals and health support workers across Australia's private health industry. Issued by the Fair Work Commission, this award covers tens of thousands of workers — from physiotherapists and medical scientists to dental assistants, hospital orderlies and medical receptionists — employed in private hospitals, private specialist practices, dental clinics, pathology laboratories and community health centres. If you work in private-sector health care and are not a nurse, paramedic or medical practitioner, this award almost certainly sets your minimum entitlements.\n\n\u003Cdiv data-tool=\"cba-au-health-professionals-support-services-award-2020\">\u003C\u002Fdiv>\n\n## Who Does the Award Cover?\n\nThe Health Professionals and Support Services Award 2020 applies to employers in the **health industry** — defined as the delivery of health care, medical services and dental services in Australia — and to their employees classified under Schedule A of the award. Coverage also extends to labour hire (on-hire) employees placed in health industry businesses, and to health professional employees working in organisations outside the health industry proper.\n\nTwo broad classification streams exist under the award:\n\n**Health Professional stream** — includes Audiologists, Biomedical Engineers, Cardiac Technologists, Chiropractors, Counsellors, Dental Hygienists, Dental Prosthetists, Dental Therapists, Dieticians, Exercise Physiologists, Medical Imaging Technologists (including Radiographers, Sonographers, Nuclear Medicine Technologists and Radiation Therapists), Medical Laboratory Technicians, Medical Scientists, Occupational Therapists, Oral Health Therapists, Orthoptists, Osteopaths, Pharmacists, Physiotherapists, Podiatrists, Prosthetists and Orthotists, Psychologists, Social Workers, Speech Pathologists, Welfare Workers, Youth Workers, and other allied health professionals with recognised tertiary qualifications.\n\n**Support Services stream** — includes medical receptionists, cleaners, kitchen and food services staff, laboratory assistants, hospital orderlies, CSSD attendants, theatre attendants, dental assistants, pathology collectors, EEG and ECG recording attendants, laundry hands, social work aides and similar non-professional health support roles.\n\n**Excluded from coverage:** Nurses and midwives (Nurses Award 2020), paramedics (Ambulance and Patient Transport Award), and medical practitioners (excluded by Fair Work Commission determination from 1 July 2021).\n\n## Pay Structure and Classification Levels\n\nPay rates under the award are reviewed annually by the Fair Work Commission through the Annual Wage Review process. The rates below are effective from **1 July 2025**, incorporating the 3.5% increase from the 2024–25 Annual Wage Review.\n\n### Support Services Stream\n\n| Classification | Hourly Rate (AUD) | Weekly Rate (AUD) |\n|---|---|---|\n| Level 1 | $25.74 | $978.20 |\n| Level 2 | $26.76 | $1,016.90 |\n| Level 3 | $27.79 | $1,056.00 |\n| Level 4 | $28.12 | $1,068.40 |\n| Level 5 | $29.07 | $1,104.70 |\n| Level 6 | $30.64 | $1,164.20 |\n| Level 7 | $31.19 | $1,185.10 |\n| Level 8 PP1 | $32.24 | $1,225.30 |\n| Level 8 PP2 | $33.09 | $1,257.50 |\n| Level 8 PP3 | $35.42 | $1,345.80 |\n| Level 9 PP1 | $36.05 | $1,369.90 |\n| Level 9 PP2 | $37.33 | $1,418.50 |\n| Level 9 PP3 | $37.63 | $1,429.90 |\n\n### Health Professional Stream\n\n**Level 1** (entry-level, pay point determined by highest qualification on entry):\n\n| Pay Point | Entry Basis | Hourly Rate (AUD) | Weekly Rate (AUD) |\n|---|---|---|---|\n| PP1 | Undergraduate Year 2 \u002F Diploma | $29.49 | $1,120.80 |\n| PP2 | 3-year degree | $30.64 | $1,164.20 |\n| PP3 | 4-year degree | $31.99 | $1,215.70 |\n| PP4 | Masters degree | $33.09 | $1,257.50 |\n| PP5 | PhD | $36.05 | $1,369.90 |\n| PP6 | Experience progression | $37.33 | $1,418.50 |\n\n**Level 2** (experienced practitioner, working independently with professional judgment):\n\n| Pay Point | Hourly Rate (AUD) | Weekly Rate (AUD) |\n|---|---|---|\n| PP1 | $37.53 | $1,426.20 |\n| PP2 | $38.90 | $1,478.10 |\n| PP3 | $40.38 | $1,534.50 |\n| PP4 | $41.99 | $1,595.60 |\n\n**Level 3** (experienced specialist with advanced expertise):\n\n| Pay Point | Hourly Rate (AUD) | Weekly Rate (AUD) |\n|---|---|---|\n| PP1 | $43.81 | $1,664.80 |\n| PP2 | $45.04 | $1,711.50 |\n| PP3 | $46.01 | $1,748.30 |\n| PP4 | $48.05 | $1,825.90 |\n| PP5 | $49.82 | $1,893.30 |\n\n**Level 4** (senior specialist with high-level professional autonomy):\n\n| Pay Point | Hourly Rate (AUD) | Weekly Rate (AUD) |\n|---|---|---|\n| PP1 | $53.05 | $2,015.80 |\n| PP2 | $56.61 | $2,151.10 |\n| PP3 | $61.56 | $2,339.30 |\n| PP4 | $67.96 | $2,582.40 |\n\nEmployees progress through pay points annually (or after 1,824 hours for part-time and casual employees) subject to satisfactory performance.\n\n## Working Hours, Overtime and Penalty Rates\n\nThe standard full-time working week under the award is **38 ordinary hours**. Shifts must not exceed 10 hours, and ordinary hours may be averaged over a four-week roster cycle.\n\nPenalty rates apply to work outside ordinary Monday-to-Friday business hours:\n\n| Type of Work | Penalty Rate |\n|---|---|\n| Ordinary hours, Mon–Fri, standard span | 100% |\n| Shiftwork (finishing after 6pm or starting before 6am, Mon–Fri) | 115% |\n| Saturday or Sunday (any hours worked) | 150% |\n| Public holidays | 250% |\n| Overtime Mon–Sat, first 2 hours | 150% |\n| Overtime Mon–Sat, after 2 hours | 200% |\n| Overtime Sunday | 200% |\n| Overtime public holidays | 250% |\n\n**Casual employees** receive a **25% casual loading** on top of the minimum hourly rate, built into all penalty rate calculations. The minimum casual engagement is 3 hours per shift.\n\n## Annual Leave\n\nUnder the National Employment Standards (Fair Work Act 2009, s.87), all full-time employees under this award are entitled to a minimum of **4 weeks (20 days) of paid annual leave** per year, accruing progressively throughout the year. Part-time employees accrue leave on a pro-rata basis proportional to their contracted hours.\n\n**Shiftworkers** who are regularly rostered to work on Sundays and public holidays are entitled to an additional week of leave — **5 weeks (25 days)** per year. This reflects the greater disruption to rest and social time experienced by regular weekend and public holiday workers.\n\n**Annual leave loading** of **17.5%** applies under this award, payable on top of the base rate during annual leave. For shiftworkers, the loading is the higher of 17.5% or the shift and weekend penalties the employee would have received had they been at work — ensuring shiftworkers are not financially disadvantaged by taking their leave entitlement.\n\nAnnual leave accrues at a rate of approximately **1.667 days per month** for full-time employees (or 2.083 days per month for shiftworkers on the 5-week entitlement). Leave can be cashed out in limited circumstances by agreement between employer and employee, subject to the employee retaining at least 4 weeks' accrued leave.\n\n## Notice of Termination\n\nThe Health Professionals and Support Services Award 2020 applies the National Employment Standards notice scale from Fair Work Act 2009, s.117 without enhancement. Minimum notice periods are:\n\n| Continuous service | Employer notice |\n|---|---|\n| Less than 1 year | 1 week |\n| 1 year to 3 years | 2 weeks |\n| 3 years to 5 years | 3 weeks |\n| 5 years or more | 4 weeks |\n| Over 45 years old with 2+ years service | +1 week supplement |\n\nFor employee resignation, the same 1–4 week scale applies (without the over-45 supplement). The award also provides a job-search entitlement of up to one paid working day once notice has been given, allowing employees to attend interviews without loss of pay.\n\nPayment in lieu of notice is permissible where the employer elects not to require the employee to work out the notice period. The amount due equals the employee's base rate of pay for the relevant notice weeks.\n\n## Redundancy Pay\n\nGenuine redundancy entitlements under this award follow the National Employment Standards scale in **Fair Work Act 2009, Schedule 4, s.119**. The award provides no enhancement above the statutory minimum:\n\n| Years of continuous service | NES weeks of pay |\n|---|---|\n| 1–2 years | 4 weeks |\n| 2–3 years | 6 weeks |\n| 3–4 years | 7 weeks |\n| 4–5 years | 8 weeks |\n| 5–6 years | 10 weeks |\n| 6–7 years | 11 weeks |\n| 7–8 years | 13 weeks |\n| 8–9 years | 14 weeks |\n| 9–10 years | 16 weeks |\n| 10+ years | 12 weeks (statutory cap) |\n\n**Small business exemption:** Employers with fewer than 15 employees are not required to pay NES redundancy pay under s.121(1) of the Fair Work Act 2009. Employees with less than 12 months of continuous service are also excluded.\n\nRedundancy pay is a genuine redundancy payment for tax purposes. The first AUD $12,524 (plus AUD $6,264 per year of service) is tax-free as an employment termination payment, with the balance taxed at a concessional rate.\n\nWhere an employee is given notice of redundancy and their role is transferred to another employer, only the service period with the actual employer may count, subject to continuity provisions.\n\n## Superannuation\n\nEmployers covered by the Health Professionals and Support Services Award 2020 must pay superannuation contributions at the current Superannuation Guarantee rate — **12% of ordinary time earnings from 1 July 2025** — under the Superannuation Guarantee (Administration) Act 1992. This rate will increase to 12% permanently from this date (the phased SG increases are complete).\n\nThe award names eight default superannuation funds: **Aware Super, Prime Super, HESTA, Equipsuper, Australian Retirement Trust, CareSuper, NGS Super** and **HOSTPLUS**. These are among Australia's largest industry super funds with extensive experience serving healthcare and allied health workers.\n\nEmployees retain the right to nominate their preferred complying superannuation fund (Choice of Fund, Fair Work Act s.149A). Where a new employee does not nominate a fund, the employer must identify their stapled fund via the ATO before defaulting to one of the named award funds.\n\nConcessional (pre-tax) contributions are capped at AUD $30,000 per year for 2025-26, including the employer's SG contribution. Voluntary employee contributions made via salary sacrifice count toward this cap.\n\n## State and Territory Variations\n\nThe Health Professionals and Support Services Award 2020 is a federal instrument — its pay rates and employment conditions apply uniformly across all Australian states and territories. However, several entitlements are governed by state legislation and vary by jurisdiction:\n\n**Long service leave** depends on state law. The qualifying period and entitlement differ significantly: Victoria (7 years \u002F 6 weeks), New South Wales (10 years \u002F 8.7 weeks), Queensland (10 years \u002F 8.7 weeks), South Australia (10 years \u002F 13 weeks), Western Australia (10 years \u002F 8.7 weeks), Tasmania (10 years \u002F 8.7 weeks), ACT (10 years \u002F 6 weeks, with pro-rata from 7 years), Northern Territory (10 years \u002F 13 weeks). Use the Long Service Leave tab in the calculator above for your state.\n\n**Public holidays** include national days (New Year's Day, Australia Day, Good Friday, Easter Saturday, Easter Monday, ANZAC Day, King's Birthday, Christmas Day, Boxing Day) plus state-specific additions: Melbourne Cup Day (VIC), EKKA Show Day (QLD), Adelaide Cup Day (SA), Foundation Day (WA), Eight Hours Day (TAS).\n\n**Workers compensation** is administered through state-based schemes — icare in NSW, WorkSafe VIC, WorkCover QLD, ReturnToWorkSA, WorkCover WA, WorkSafe TAS, WorkSafe ACT, NT WorkSafe. Contribution rates, benefit calculations and return-to-work processes differ between jurisdictions.\n\n## Your Rights at Work\n\n**Unfair dismissal protection** applies once a qualifying period is completed: six months for employers with 15 or more employees, or 12 months for small business employers. Claims must be lodged with the Fair Work Commission within 21 days of dismissal (Fair Work Act 2009, s.382).\n\n**General protections** under Part 3-1 of the Fair Work Act prohibit adverse action against employees who exercise a workplace right — including raising a workplace concern, taking leave or joining a union.\n\n**Right to disconnect** was introduced to modern awards from 26 August 2024 (large employers) and 26 August 2025 (small employers). Under clause 13A of the award, employees may reasonably refuse contact from their employer outside working hours unless the refusal would be unreasonable in all the circumstances.\n\n**Union rights:** The Health Services Union (HSU) and United Workers Union (UWU) are the principal unions representing employees under this award. Under the Fair Work Act, authorised union representatives have rights of entry to workplaces, and employees are entitled to union representation in enterprise bargaining and dispute resolution.\n\n**Casual conversion:** Casuals employed on a regular and systematic basis for 12 months or more may request conversion to permanent employment. Employers must respond within 21 days and can only refuse on genuine reasonable business grounds.\n\n---\n\n*This article is for general information purposes only and does not constitute legal advice. For questions about your specific employment situation, contact your union, the Fair Work Ombudsman (1300 724 690) or a qualified employment lawyer. Award rates and legislative provisions are current as of 2025-26 but are subject to change.*\n","https:\u002F\u002Fpub-bdebbd2dad294475a2da0eb657815b6b.r2.dev\u002Fhero\u002F63798d99d53d-199bc9.webp","Australian allied health worker reviews pay entitlements under the Health Professionals Award 2026","Health Professionals Award 2026 Pay Rates | Expert Zoom","Pay rates, redundancy, annual leave and super entitlements under the Health Professionals and Support Services Award 2020. Updated for 2025-26 Australian rates.","health professionals support services award 2020 pay rates entitlements 2026 Australia","63798d99d53d",2150,[],{"draft":2573,"excerpt":1072,"featured":2529,"metaTitle":2673,"countryCode":2531,"categorySlug":1051,"languageCode":2532,"relatedTools":2680,"readingTimeMin":1082,"metaDescription":2674},[1128],694,"a4094b2e-c373-48eb-a578-5bccbfe730cb","2026-06-21T11:59:05.000Z","2026-06-28T14:31:30.147Z",5.72,"2026-07-17T17:51:19.496Z","2026-05-29T14:05:01.382Z","2026-05-29T14:05:01.383Z","2026-07-24T14:03:03.678Z",{"id":1437,"name":676,"slug":678,"parentId":1136},{"id":2692,"slug":2693,"title":2694,"excerpt":2695,"contentMd":2696,"heroImage":2697,"heroImageAlt":2698,"heroImageCredit":1136,"audioUrl":1136,"audioGeneratedAt":1136,"readingTimeMin":1070,"featured":2529,"status":2530,"lang":1141,"countryCode":2531,"languageCode":2532,"categoryId":1437,"metaTitle":2699,"metaDescription":2700,"keyword":2701,"seoApiPageId":2702,"seoApiTenantId":2537,"contentType":1136,"wordCount":2703,"internalImages":2704,"frontmatter":2705,"viewCount":2707,"internalLinksCount":1143,"expertId":2682,"folderId":1136,"folderPosition":1136,"gscVerdict":2545,"gscCoverage":2546,"gscLastCrawl":2708,"gscCheckedAt":2684,"gscIndexingState":1136,"gscRobotsTxtState":1136,"gscPageFetchState":1136,"gscGoogleCanonical":1136,"gscCrawledAs":1136,"cwvLcp":2709,"cwvLcpRating":2550,"cwvFcp":2710,"cwvFcpRating":2550,"cwvCls":1143,"cwvClsRating":2552,"cwvAuditedAt":2711,"publishedAt":2712,"createdAt":2713,"updatedAt":2714,"category":2715},"cmpqxcy4a008270zjihn324g6","road-transport-distribution-award-2020-pay-rates-entitlements-2026-australia","Road Transport and Distribution Award 2020 — Rights, Pay and Entitlements Explained (2026)","The Road Transport and Distribution Award 2020 (MA000038) is the primary modern award governing pay rates, working conditions, and entitlements for truck drivers, distribution workers, and freight han","The Road Transport and Distribution Award 2020 (MA000038) is the primary modern award governing pay rates, working conditions, and entitlements for truck drivers, distribution workers, and freight handlers across Australia. Whether you are a rigid vehicle driver, a B-double operator, a forklift driver in a distribution centre, or an oil cartage worker, this award sets the minimum standards that apply to your employment. With the July 2025 Annual Wage Review delivering a 3.5% pay increase, understanding your updated entitlements is more important than ever.\n\n\u003Cdiv data-tool=\"cba-au-road-transport-distribution-award-2020\">\u003C\u002Fdiv>\n\n## Who Does the Road Transport and Distribution Award 2020 Cover?\n\nThe award covers employees working in:\n\n- Road transport of goods and livestock (including refrigerated freight)\n- Distribution facilities (warehouses, logistics centres, and DCs)\n- Air freight forwarding and customs clearance (storage and distribution)\n- Wholesale meat delivery\n- Cartage of petroleum products (oil distribution — separate rate stream)\n- Transport of milk and cream\n- Cartage of quarried materials (sand, gravel, rock)\n- Vehicle distribution and relocation\n- Mobile food vending\n\n**Important exclusions:** The award does not cover long-haul drivers employed under the Road Transport (Long Distance Operations) Award 2020 (MA000039), cash-in-transit workers, or waste management workers — each of those industries has its own modern award. Mining industry employees are also excluded.\n\nThe TWU (Transport Workers' Union of Australia) was a party to the making of this award. The employer counterparts include the Australian Road Transport Industrial Organisation (ARTIO\u002FATA) and the Australian Industry Group (AiG). Approximately 200,000 workers in metropolitan and short-haul freight and distribution nationally are covered.\n\n## Pay Structure and Classification Levels (2025-26)\n\nThe most recent Annual Wage Review delivered a **3.5% increase** effective the first full pay period on or after **1 July 2025**. The award contains three distinct rate streams.\n\n### Transport Workers — Grades 1 to 10\n\n| Grade | Role Examples | Weekly Rate | Hourly Rate | Casual Hourly (+25%) |\n|-------|--------------|-------------|-------------|----------------------|\n| Grade 1 | General hand, loader, courier, rigger's assistant | AUD $974.70 | AUD $25.65 | AUD $32.06 |\n| Grade 2 | Tow motor driver, rigid vehicle ≤4.5t GVM | AUD $998.10 | AUD $26.27 | AUD $32.84 |\n| Grade 3 | Forklift ≤5t, two-axle rigid vehicle | AUD $1,009.60 | AUD $26.57 | AUD $33.21 |\n| Grade 4 | Three-axle rigid, radio operator | AUD $1,027.40 | AUD $27.04 | AUD $33.80 |\n| Grade 5 | Forklift >10t, four+ axle rigid, crane chaser | AUD $1,040.20 | AUD $27.37 | AUD $34.21 |\n| Grade 6 | Heavy trailer combinations >22.4t GCM | AUD $1,052.00 | AUD $27.68 | AUD $34.60 |\n| Grade 7 | Double articulated vehicle ≤53.4t GCM | AUD $1,067.30 | AUD $28.09 | AUD $35.11 |\n| Grade 8 | B-doubles >53.4t GCM, mobile crane 25–50t | AUD $1,098.30 | AUD $28.90 | AUD $36.13 |\n| Grade 9 | Mobile crane >50t, gantry crane | AUD $1,116.70 | AUD $29.39 | AUD $36.74 |\n| Grade 10 | Multi-axle platform equipment 70–100t | AUD $1,144.40 | AUD $30.12 | AUD $37.65 |\n\n### Distribution Facility Employees — Levels 1 to 4\n\nWorkers employed in warehouses and distribution centres are classified under a separate four-level stream:\n\n| Level | Weekly Rate | Hourly Rate | Casual Hourly |\n|-------|-------------|-------------|---------------|\n| Level 1 | AUD $1,009.60 | AUD $26.57 | AUD $33.21 |\n| Level 2 | AUD $1,027.40 | AUD $27.04 | AUD $33.80 |\n| Level 3 | AUD $1,067.30 | AUD $28.09 | AUD $35.11 |\n| Level 4 | AUD $1,116.70 | AUD $29.39 | AUD $36.74 |\n\n### Oil Distribution Workers\n\nOil cartage workers operate under separate provisions (clause 14 of the award). They work a 35-hour ordinary week instead of 38 hours. The weekly rates are the same as transport workers at the equivalent grade, but the hourly rate is calculated by dividing by 35, not 38. A Grade 1 oil distribution worker earns AUD $27.85\u002Fhour, rising to AUD $32.70\u002Fhour at Grade 10.\n\n**Junior rates:** Employees under 19 years are paid 70% of the adult rate; age 19 pays 80%; age 20 and over pays 100%. Any employee aged 18 or over who is the sole driver of a vehicle is paid the full adult rate regardless.\n\n## Working Hours, Overtime and Penalty Rates\n\n### Ordinary Hours\n\nDay workers are entitled to 38 ordinary hours per week, averaged over a cycle of up to 28 days. Ordinary time is typically worked between 5:30 am and 6:30 pm Monday to Friday (the spread of ordinary hours can be altered by agreement). Oil distribution workers are limited to a 35-hour ordinary week, worked between 6:30 am and 5:30 pm Monday to Friday.\n\n### Overtime\n\nOvertime rates apply to all time worked beyond ordinary hours:\n\n- First 2 hours: 150% of the ordinary rate (time and a half)\n- After 2 hours: 200% (double time)\n\nEmployees must receive at least a 10-hour break between shifts. Where an employee is required to return to work in less than 10 hours following overtime, they are paid at double time rates until they receive a 10-hour break.\n\n### Penalty Rates\n\n| Occasion | Penalty Rate |\n|----------|-------------|\n| Saturday (ordinary hours) | 150% |\n| Sunday (ordinary hours) | 200% |\n| Good Friday and Christmas Day | 200% |\n| Other public holidays (ordinary hours) | 150% |\n| Good Friday\u002FChristmas Day — outside ordinary hours | 300% |\n| Other public holidays — outside ordinary hours | 250% |\n| Afternoon shift (continuous shiftwork) | 117.5% |\n| Night shift (continuous shiftwork) | 130% |\n| Non-continuous afternoon or night shift | 150% |\n| Early morning shift (starting 12:01 am–6:00 am) | 130% |\n\nThe minimum engagement for part-time and casual employees is 4 hours.\n\n## Annual Leave\n\nUnder Fair Work Act 2009 s.87 and the NES, full-time employees covered by the Road Transport and Distribution Award 2020 are entitled to **4 weeks (20 days) of paid annual leave** per year. Part-time employees accrue leave on a pro-rata basis. Employees who are genuine continuous shiftworkers — rostered across all seven days of the week on a rotating basis — are entitled to 5 weeks under the NES.\n\n**Annual leave loading:** The award provides for annual leave loading at the greater of:\n- 17.5% of the employee's base rate of pay; or\n- The shift or weekend penalty rate the employee would have received had they been working during the leave period.\n\nLeave loading is not payable on both rates simultaneously — only the higher of the two applies. Employees may cash out a maximum of 2 weeks of their annual leave accrual per 12-month period, provided they retain at least 4 weeks of accrued leave at all times.\n\n## Notice Period\n\nThe Road Transport and Distribution Award 2020 does not enhance the minimum notice of termination above the NES. Employees and employers are both bound by the statutory minimums under Fair Work Act 2009 s.117:\n\n| Period of continuous service | Minimum notice |\n|-----------------------------|---------------|\n| Less than 1 year | 1 week |\n| 1–3 years | 2 weeks |\n| 3–5 years | 3 weeks |\n| 5 years or more | 4 weeks |\n| Employee aged 45+ with 2+ years service | +1 week supplement |\n\nNotice may be given by either party. An employer may elect to make a payment in lieu of notice — this is taxed as ordinary income (not as an employment termination payment). For changes to ordinary starting times, the award separately requires the employer to give at least 48 hours' notice.\n\n## Redundancy Pay\n\nGenuine redundancy entitlements under this award are governed by the NES (Fair Work Act 2009, Schedule 4, s.119). The award does not provide enhanced redundancy pay above the NES scale. Employees who are genuinely made redundant are entitled to:\n\n| Years of continuous service | Redundancy pay |\n|-----------------------------|---------------|\n| At least 1 but less than 2 years | 4 weeks |\n| At least 2 but less than 3 years | 6 weeks |\n| At least 3 but less than 4 years | 7 weeks |\n| At least 4 but less than 5 years | 8 weeks |\n| At least 5 but less than 6 years | 10 weeks |\n| At least 6 but less than 7 years | 11 weeks |\n| At least 7 but less than 8 years | 13 weeks |\n| At least 8 but less than 9 years | 14 weeks |\n| At least 9 but less than 10 years | 16 weeks |\n| 10 years or more | 12 weeks (capped) |\n\n**Small business exemption:** Employers with fewer than 15 employees are exempt from the NES redundancy pay obligation. Genuine redundancy (as defined in Fair Work Act s.389) requires that the position no longer exists, the employer has complied with any applicable consultation requirements, and it was not reasonable to redeploy the employee.\n\nRedundancy pay up to the NES-prescribed amount is generally tax-free up to a lifetime limit (the tax-free component for Employment Termination Payments in 2025-26 is AUD $12,524 plus AUD $6,264 for each completed year of service). Amounts above this threshold are taxed as an ETP (Employment Termination Payment) at concessional rates.\n\n## Superannuation\n\nEmployers covered by the Road Transport and Distribution Award 2020 must pay the Superannuation Guarantee at the current legislated rate — **12% of ordinary time earnings** from 1 July 2025 (Superannuation Guarantee (Administration) Act 1992). This is an employer-paid contribution on top of the employee's wage, not deducted from take-home pay.\n\nUnder clause 20 of the award, the default funds to which contributions may be made include Team Super, CareSuper, Australian Retirement Trust, and AustralianSuper. However, under Fair Work Act s.149A, employees have the right to choose their own complying superannuation fund. If a valid fund choice is made, the employer must pay contributions to that fund.\n\nThe 2025-26 concessional contributions cap (employer SG plus any salary-sacrifice or deductible personal contributions) is AUD $30,000 per year. Contributions within the cap are taxed at 15% in the fund.\n\n## Allowances\n\nThe award provides for the following allowances as at 2025-26:\n\n| Allowance | Rate |\n|-----------|------|\n| Leading hand (1–5 employees supervised) | AUD $47.65\u002Fweek |\n| Leading hand (11+ employees supervised) | AUD $90.16\u002Fweek |\n| Dangerous goods — bulk | AUD $23.93\u002Fday |\n| Dangerous goods — packaged\u002Fplacarded load | AUD $10.00\u002Fday |\n| Meal allowance (overtime 2+ hours or travel away) | AUD $20.32\u002Fmeal |\n| Travelling allowance (overnight away from home) | AUD $40.08\u002Fday minimum |\n| Vehicle allowance (daily) | AUD $4.64\u002Fday |\n| First aid officer | AUD $16.15\u002Fweek |\n| Money handling — over AUD $2,000 | AUD $27.66\u002Fweek |\n\n## State and Territory Variations\n\nModern Awards are federal instruments — pay rates and most entitlements are identical in every state and territory. However, the following entitlements are governed by state or territory legislation and differ by jurisdiction.\n\n### Long Service Leave\n\nLong service leave is not covered by the Fair Work Act. The qualifying period and entitlement vary significantly:\n\n| State\u002FTerritory | Qualifying period | Entitlement | Legislation |\n|----------------|------------------|-------------|-------------|\n| NSW | 10 years | 2 months (8.667 weeks) | Long Service Leave Act 1955 |\n| VIC | 7 years | 6.067 weeks; pro-rata after 7 years | Long Service Leave Act 2018 |\n| QLD | 10 years | 8.667 weeks | Industrial Relations Act 2016 |\n| SA | 10 years | 13 weeks | Long Service Leave Act 1987 |\n| WA | 10 years | 8.667 weeks | Long Service Leave Act 1958 |\n| TAS | 10 years | 8.667 weeks | Long Service Leave Act 1976 |\n| ACT | 10 years | 6.067 weeks (pro-rata after 7 years) | Long Service Leave Act 1976 |\n| NT | 10 years | 13 weeks; +6.5 weeks for each subsequent 5 years | Long Service Leave Act 1981 |\n\nUse the Long Service Leave tab in the calculator above to estimate your entitlement by state.\n\n### Public Holidays\n\nFederal public holidays apply in all states and territories: New Year's Day, Australia Day, Good Friday, Easter Saturday, Easter Monday, ANZAC Day, King's Birthday (timing varies by state), Christmas Day, and Boxing Day. State-specific additions include Melbourne Cup Day (VIC), EKKA Show Day (QLD), Adelaide Cup (SA), Foundation Day (WA), and Eight Hours Day (TAS).\n\n### Workers Compensation\n\nWorkers compensation is administered by state-based schemes — icare (NSW), WorkSafe Victoria, WorkCover Queensland, ReturnToWorkSA, WorkCover WA, WorkSafe Tasmania, WorkSafe ACT, and NT WorkSafe. Premium rates, claim processes, and weekly benefit amounts differ between jurisdictions.\n\n## Your Rights at Work\n\n**Unfair dismissal:** If you have been dismissed and believe it was unfair, harsh, or unreasonable, you may apply to the Fair Work Commission for an unfair dismissal remedy under Fair Work Act s.382. The minimum employment period for eligibility is 6 months (or 12 months if your employer is a small business with fewer than 15 employees). Applications must be lodged within 21 days of the dismissal taking effect.\n\n**General protections:** Fair Work Act Part 3-1 protects employees from adverse action taken because of a workplace right, union membership, or industrial activity. This protection applies from the first day of employment.\n\n**Right of entry:** Under Fair Work Act Part 3-4, TWU officials with valid entry permits may enter your workplace to investigate suspected award or agreement breaches, hold discussions with employees, or inspect relevant records. They must give at least 24 hours' notice for most entry purposes.\n\n**Work health and safety:** All employers in the road transport sector are bound by the Work Health and Safety Act 2011 (federal model WHS laws, enacted in most jurisdictions) or the relevant state WHS Act. Transport workers have the right to cease unsafe work and must not be penalised for raising safety concerns.\n\n## Disclaimer\n\n*This article is for general information purposes only and does not constitute legal advice. For questions about your specific employment situation, contact your union (Transport Workers' Union of Australia), the Fair Work Ombudsman (1300 724 690) or a qualified employment lawyer. All figures are as at the 2025-26 pay year.*\n","https:\u002F\u002Fpub-bdebbd2dad294475a2da0eb657815b6b.r2.dev\u002Fhero\u002Fc84b2e2bbee6-199db7.webp","Australian truck driver checks road transport award entitlements, freight sector 2026","Road Transport Distribution Award 2020 | Expert Zoom","Pay rates, redundancy, annual leave and superannuation for truck drivers and distribution workers under MA000038. Updated for 2025-26 Australian rates.","road transport distribution award 2020 pay rates entitlements 2026 Australia","c84b2e2bbee6",2377,[],{"draft":2573,"excerpt":1072,"featured":2529,"metaTitle":2699,"countryCode":2531,"categorySlug":1051,"languageCode":2532,"relatedTools":2706,"readingTimeMin":1070,"metaDescription":2700},[1061],340,"2026-06-25T07:26:49.000Z",4.31,3.59,"2026-07-17T16:50:18.204Z","2026-05-29T12:55:20.505Z","2026-05-29T12:55:20.506Z","2026-07-24T11:38:11.947Z",{"id":1437,"name":676,"slug":678,"parentId":1136},{"id":2717,"slug":2718,"title":2719,"excerpt":2720,"contentMd":2721,"heroImage":2722,"heroImageAlt":2723,"heroImageCredit":1136,"audioUrl":1136,"audioGeneratedAt":1136,"readingTimeMin":1082,"featured":2529,"status":2530,"lang":1141,"countryCode":2531,"languageCode":2532,"categoryId":1437,"metaTitle":2724,"metaDescription":2725,"keyword":2726,"seoApiPageId":2727,"seoApiTenantId":2537,"contentType":1136,"wordCount":2728,"internalImages":2729,"frontmatter":2730,"viewCount":2732,"internalLinksCount":1143,"expertId":2733,"folderId":1136,"folderPosition":1136,"gscVerdict":2545,"gscCoverage":2546,"gscLastCrawl":2734,"gscCheckedAt":2735,"gscIndexingState":1136,"gscRobotsTxtState":1136,"gscPageFetchState":1136,"gscGoogleCanonical":1136,"gscCrawledAs":1136,"cwvLcp":2736,"cwvLcpRating":2633,"cwvFcp":2737,"cwvFcpRating":2550,"cwvCls":1143,"cwvClsRating":2552,"cwvAuditedAt":2738,"publishedAt":2739,"createdAt":2740,"updatedAt":2741,"category":2742},"cmpqv7di100ecs4c0706taehc","manufacturing-and-associated-industries-award-pay-rates-entitlements-2026-australia","Manufacturing and Associated Industries Award 2020 — Rights, Pay and Entitlements Explained (2026)","The Manufacturing and Associated Industries and Occupations Award 2020 (MA000010) is one of the most significant Modern Awards in Australia, covering a broad range of workers across the manufacturing ","The Manufacturing and Associated Industries and Occupations Award 2020 (MA000010) is one of the most significant Modern Awards in Australia, covering a broad range of workers across the manufacturing sector — from entry-level process workers to professional engineers and scientists. If you work in a factory, on a production line, in a warehouse, or in a technical engineering role under a manufacturing employer, this award most likely sets the floor for your pay and conditions.\n\n## Who Does the Manufacturing Award Cover?\n\nThe Manufacturing and Associated Industries and Occupations Award 2020 applies to employers in the manufacturing industry and their employees who are covered by the award's scope. It applies to:\n\n- Production and process workers (factory hands, machine operators, assembly line workers)\n- Warehouse and stores employees (including forklift operators and storepersons)\n- Tradespeople (boilermakers, welders, fitters, turners, toolmakers, CNC machinists)\n- Technical and engineering employees (engineering associates, draughtspersons, technical designers)\n- Professional engineers and scientists working within manufacturing enterprises\n\nThe award does **not** apply to employees who are covered by another Modern Award or enterprise agreement. If you have an enterprise agreement in place, its terms apply instead — provided they meet the National Employment Standards (NES) minimums set out in the Fair Work Act 2009.\n\n\u003Cdiv data-tool=\"cba-au-manufacturing-associated-industries-award-2020\">\u003C\u002Fdiv>\n\n## Pay Structure and Classification Levels\n\nEvery employee covered by the Manufacturing Award must be classified into one of 14 classification levels — C14 (lowest\u002Fentry-level) through to C1 (highest\u002Fprofessional). Your classification is determined by your actual duties and skills, not your job title. Employers must classify employees correctly and pay at least the minimum rate for their level.\n\n### Minimum Hourly Rates — Effective 1 July 2025\n\nThe Fair Work Commission (FWC) increased Manufacturing Award wages by 3.75% from 1 July 2025 following the Annual Wage Review 2024-25.\n\n| Classification | Typical Role | Hourly Rate (AUD) | Weekly Rate (38 hrs) |\n|---|---|---|---|\n| C14 | Entry-level factory hand \u002F process worker | $24.28 | $922.60 |\n| C13 | Factory hand (experienced) | $24.95 | $948.10 |\n| C12 | Machine operator (general) | $25.85 | $982.30 |\n| C11 | Machine operator (specialist) | $26.70 | $1,014.60 |\n| C10 | Skilled operator \u002F storeperson \u002F forklift | $28.12 | $1,068.60 |\n| C9 | Production team leader \u002F advanced operator | $29.00 | $1,102.00 |\n| C8 | CNC operator \u002F advanced tradesperson | $29.88 | $1,135.40 |\n| C7 | Trade Certificate level | $30.63 | $1,163.90 |\n| C6 | Advanced tradesperson | $32.23 | $1,224.70 |\n| C5 | Engineering \u002F Technical Level 1 | $32.90 | $1,250.20 |\n| C4 | Engineering \u002F Technical Level 2 | $33.78 | $1,283.60 |\n| C3 | Engineering associate \u002F technical designer | $35.55 | $1,350.90 |\n| C2(a) | Professional (diploma\u002Fdegree) | $36.43 | $1,384.30 |\n| C2(b) | Professional advanced | $37.50 | $1,425.00 |\n| C1 | Professional engineer \u002F scientist | $38.03 | $1,445.10 |\n\n*Source: Fair Work Commission, Manufacturing and Associated Industries and Occupations Award 2020 (MA000010). Effective 1 July 2025. All figures in AUD.*\n\n**Always verify current rates** using the official FWO Pay and Conditions Tool or the Fair Work Ombudsman pay guide for MA000010.\n\n## Working Hours, Overtime and Penalty Rates\n\n### Ordinary Hours\n\nFull-time employees under the Manufacturing Award work a maximum of 38 ordinary hours per week. Hours can be averaged over a roster cycle up to four weeks.\n\n### Overtime\n\nWhen employees work beyond ordinary hours, they must be paid:\n\n- **First 3 hours of overtime:** 150% of the ordinary hourly rate (time and a half)\n- **Overtime after 3 hours:** 200% of the ordinary rate (double time)\n\n### Shift Penalties\n\nMany manufacturing operations run multiple shifts. Shift allowances under the award are:\n\n- **Afternoon shift** (regular shift finishing after 6:00 pm and at or before midnight): 15% loading above ordinary rate\n- **Permanent night shift** (regular night shift): 30% loading above ordinary rate\n\n### Weekend and Public Holiday Rates\n\n- **Saturday:** 150% of ordinary rate (time and a half)\n- **Sunday:** 200% of ordinary rate (double time)\n- **Public holidays:** 250% of ordinary rate (double time and a half), minimum 3 hours\n\n### Casual Loading\n\nCasual employees receive a **25% loading** on top of their ordinary hourly rate, compensating for the lack of paid leave, notice periods, and redundancy entitlements. A casual C14 employee, for example, earns AUD $30.35\u002Fhr under the 2025-26 rates.\n\n## Annual Leave\n\n### NES Minimum Entitlement (Fair Work Act 2009, s.87)\n\nFull-time employees are entitled to 4 weeks (20 days) of paid annual leave per year, accruing progressively throughout the year.\n\n**Shiftworkers** who regularly work on Sundays and public holidays are entitled to **5 weeks** of paid annual leave under the Manufacturing Award.\n\n### Annual Leave Loading\n\nUnder the Manufacturing Award, employees receive annual leave loading equal to the **greater of**:\n\n- **17.5%** of their ordinary rate of pay during the leave period; or\n- The shift\u002Fweekend penalty rates they would have received had they actually been working on those days.\n\nThis means that for workers regularly on afternoon or night shifts, the leave loading may exceed 17.5%.\n\n### Cashing Out Annual Leave\n\nAnnual leave may be cashed out by written agreement, subject to NES conditions: at least 4 weeks of accrued leave must remain after any cash-out, and payment must not be less than what would have been received for taking the leave.\n\n## Notice Periods (Fair Work Act 2009, s.117)\n\nThe NES sets minimum notice periods for employer-initiated termination. The Manufacturing Award does not provide notice periods above the NES minimum.\n\n| Years of continuous service | Minimum notice |\n|---|---|\n| Less than 1 year | 1 week |\n| 1 year to less than 3 years | 2 weeks |\n| 3 years to less than 5 years | 3 weeks |\n| 5 years or more | 4 weeks |\n| Over 45 years of age with 2+ years service | +1 week supplement |\n\n**Payment in lieu of notice** is permitted — the employer may pay out the notice period rather than require the employee to work it out.\n\nFor employee **resignations**, the same NES scale applies as a minimum.\n\n## Redundancy Pay (Fair Work Act 2009, Schedule 4, s.119)\n\nGenuine redundancy pay under the NES is calculated based on years of continuous service:\n\n| Years of continuous service | Weeks of redundancy pay |\n|---|---|\n| 1 year | 4 weeks |\n| 2 years | 6 weeks |\n| 3 years | 7 weeks |\n| 4 years | 8 weeks |\n| 5 years | 10 weeks |\n| 6 years | 11 weeks |\n| 7 years | 13 weeks |\n| 8 years | 14 weeks |\n| 9 years | 16 weeks |\n| 10 years or more | 12 weeks (capped) |\n\n**Small business employers** (fewer than 15 employees) are exempt from paying NES redundancy pay under s.121 of the Fair Work Act 2009.\n\n**Redundancy pay tax treatment:** Genuine redundancy payments receive concessional tax treatment under the Income Tax Assessment Act 1997. A tax-free amount applies (base amount of AUD $12,524 plus AUD $6,264 for each completed year of service for 2025-26). Amounts above the tax-free component are taxed as employment termination payments (ETPs) at concessional rates.\n\nThe Manufacturing Award does not provide redundancy entitlements above the NES statutory minimum.\n\n## Superannuation\n\nFrom **1 July 2025**, the Superannuation Guarantee (SG) rate is **12%** of ordinary time earnings under the Superannuation Guarantee (Administration) Act 1992. Your employer must pay this contribution into a complying superannuation fund.\n\n**Choice of super fund:** Under s.149A of the Fair Work Act 2009, employees may choose their own complying super fund. Your employer must pay into your chosen fund once notified.\n\nThe Manufacturing Award does not specify super provisions above the statutory SG rate. The standard 12% SG applies to all employees covered by the award.\n\n## Key Allowances\n\nThe Manufacturing Award provides various allowances on top of minimum rates. Some of the most common:\n\n| Allowance | Rate (AUD) | Condition |\n|---|---|---|\n| Tool allowance (tradesperson) | $0.47\u002Fhour | Employee supplies own tools |\n| Meal allowance | $18.38\u002Foccasion | Overtime without prior notice, meal not provided |\n| Leading hand (3–10 workers) | $46.76\u002Fweek | Supervising 3–10 workers |\n| Leading hand (11–20 workers) | $68.16\u002Fweek | Supervising 11–20 workers |\n| Leading hand (21+ workers) | $88.92\u002Fweek | Supervising 21 or more workers |\n| First aid allowance | $21.26\u002Fweek | Holder of first-aid qualification, responsible for first aid |\n\n*Allowance rates are adjusted periodically. Check the current Award or FWO pay guide for up-to-date values.*\n\n## State and Territory Variations\n\nThe Manufacturing and Associated Industries and Occupations Award 2020 is a **federal Modern Award** — the pay rates and NES entitlements apply uniformly in all states and territories. However, several entitlements are governed by state\u002Fterritory law and differ across jurisdictions:\n\n### Long Service Leave\n\nLong service leave entitlements vary significantly by state and territory:\n\n| State \u002F Territory | Qualifying period | Entitlement | Key legislation |\n|---|---|---|---|\n| New South Wales | 10 years | 2 months (approx. 8.667 weeks) | Long Service Leave Act 1955 |\n| Victoria | 7 years | 6.067 weeks; pro-rata after 7 years | Long Service Leave Act 2018 |\n| Queensland | 10 years | 8.667 weeks | Industrial Relations Act 2016, s.94 |\n| South Australia | 10 years | 13 weeks | Long Service Leave Act 1987 |\n| Western Australia | 10 years | 8.667 weeks | Long Service Leave Act 1958 |\n| Tasmania | 10 years | 8.667 weeks | Long Service Leave Act 1976 |\n| Australian Capital Territory | 7 years | 6.067 weeks | Long Service Leave Act 1976 |\n| Northern Territory | 10 years | 13 weeks | Long Service Leave Act 1981 |\n\nUse the **Long Service Leave tab** in the calculator above to estimate your entitlement in your state or territory.\n\n### State Public Holidays\n\nIn addition to federal public holidays (New Year's Day, Australia Day, Good Friday, Easter Saturday, Easter Monday, ANZAC Day, King's Birthday, Christmas Day, Boxing Day), each state has additional public holidays:\n\n- **Victoria:** Melbourne Cup Day (first Tuesday in November)\n- **Queensland:** EKKA Show Day (Brisbane)\n- **South Australia:** Adelaide Cup Race Day\n- **Western Australia:** Foundation Day (first Monday in June)\n- **Tasmania:** Eight Hours Day (second Monday in March)\n\nManufacturing employees are entitled to these additional state public holidays at award penalty rates (250% for day workers).\n\n### Workers Compensation\n\nWorkers compensation is state-administered. If you are injured at work, the applicable scheme depends on your state: icare (NSW), WorkSafe (VIC), WorkCover (QLD), ReturnToWork SA, WorkCover (WA), WorkCover (TAS), WorkSafe (ACT), NT WorkSafe.\n\n## Your Rights at Work\n\n### Unfair Dismissal (Fair Work Act 2009, s.382)\n\nIf you have been employed for at least **6 months** (or 12 months for small business employees), you may apply to the Fair Work Commission for an unfair dismissal remedy if your employment is terminated and you believe the dismissal was harsh, unjust or unreasonable.\n\n### General Protections (Fair Work Act 2009, Part 3-1)\n\nYou are protected from adverse action (including dismissal, demotion, or reduction in pay) for exercising a workplace right — such as making a complaint, taking sick leave, or joining a union.\n\n### Right of Entry\n\nUnion officials with an entry permit may enter your workplace to hold discussions with union members or investigate suspected Award breaches.\n\n### Dispute Resolution\n\nIf you believe your employer is not meeting Manufacturing Award requirements, you can:\n\n1. **Raise it directly** with your employer or HR\n2. **Contact your union** (the Australian Manufacturing Workers' Union (AMWU) or AWU represent many manufacturing workers)\n3. **Lodge a complaint** with the Fair Work Ombudsman: 13 13 94\n4. **Apply to the Fair Work Commission** for a dispute resolution order\n\n---\n\n*This article is for general information purposes only and does not constitute legal advice. For questions about your specific employment situation, contact your union, the Fair Work Ombudsman (1300 724 690) or a qualified employment lawyer.*\n","https:\u002F\u002Fpub-bdebbd2dad294475a2da0eb657815b6b.r2.dev\u002Fhero\u002Fe7983eaed6e4-197d3d.webp","Manufacturing worker checks award pay entitlements at factory workbench, Australia 2026","Manufacturing Award 2020 Pay Rates 2026 | Expert Zoom","Your guide to Manufacturing Award MA000010 pay rates, leave, redundancy and super entitlements for 2025-26. Free calculator included.","Manufacturing and Associated Industries Award pay rates entitlements 2026 Australia","e7983eaed6e4",2027,[],{"draft":2573,"excerpt":1072,"featured":2529,"metaTitle":2724,"countryCode":2531,"categorySlug":1051,"languageCode":2532,"relatedTools":2731,"readingTimeMin":1082,"metaDescription":2725},[1090],379,"096850c3-8de2-44a8-a34a-9ad300652839","2026-06-20T18:46:56.000Z","2026-06-28T12:20:45.686Z",3.99,3.3,"2026-07-18T01:26:54.925Z","2026-05-29T11:55:01.272Z","2026-05-29T11:55:01.273Z","2026-07-24T14:19:09.130Z",{"id":1437,"name":676,"slug":678,"parentId":1136},{"id":2744,"slug":2745,"title":2746,"excerpt":2747,"contentMd":2748,"heroImage":2749,"heroImageAlt":2750,"heroImageCredit":1136,"audioUrl":1136,"audioGeneratedAt":1136,"readingTimeMin":1082,"featured":2529,"status":2530,"lang":1141,"countryCode":2531,"languageCode":2532,"categoryId":1437,"metaTitle":2751,"metaDescription":2752,"keyword":2753,"seoApiPageId":2754,"seoApiTenantId":2537,"contentType":1136,"wordCount":2755,"internalImages":2756,"frontmatter":2757,"viewCount":2759,"internalLinksCount":1143,"expertId":2576,"folderId":1136,"folderPosition":1136,"gscVerdict":2545,"gscCoverage":2546,"gscLastCrawl":2760,"gscCheckedAt":2761,"gscIndexingState":1136,"gscRobotsTxtState":1136,"gscPageFetchState":1136,"gscGoogleCanonical":1136,"gscCrawledAs":1136,"cwvLcp":2762,"cwvLcpRating":2550,"cwvFcp":2763,"cwvFcpRating":2550,"cwvCls":1143,"cwvClsRating":2552,"cwvAuditedAt":2764,"publishedAt":2765,"createdAt":2766,"updatedAt":2767,"category":2768},"cmpqsix51006i11lbv403914f","fast-food-industry-award-pay-rates-entitlements-2026-australia","Fast Food Industry Award 2020 — Rights, Pay and Entitlements Explained (2026)","The Fast Food Industry Award 2020 (MA000003) is the federal Modern Award that sets the minimum pay rates, penalty rates, and employment conditions for workers in fast food restaurants and takeaway out","The Fast Food Industry Award 2020 (MA000003) is the federal Modern Award that sets the minimum pay rates, penalty rates, and employment conditions for workers in fast food restaurants and takeaway outlets across Australia. It covers approximately 210,000 employees — one of the largest award workforces in the country — working for outlets such as McDonald's, KFC, Domino's, Subway, and thousands of independent takeaway businesses. Negotiated under the Fair Work Act 2009, the Award is administered by the Fair Work Commission (FWC) and sets enforceable minimums that all covered employers must meet or exceed. Enterprise agreements at major chains must pass the Better Off Overall Test (BOOT) against this Award before they can be approved.\n\n## Pay Structure — Classification Levels and Hourly Rates\n\n\u003Cdiv data-tool=\"cba-au-fast-food-industry-award-2020\">\u003C\u002Fdiv>\n\nThe Fast Food Industry Award 2020 classifies employees into three levels based on duties and responsibilities. The following rates apply for the 2025-26 financial year (effective from 1 July 2025):\n\n| Classification | Weekly Rate | Hourly Rate |\n|---|---|---|\n| Level 1 | AUD $1,008.90 | AUD $26.55 |\n| Level 2 | AUD $1,068.40 | AUD $28.12 |\n| Level 3 (supervising 1 or fewer) | AUD $1,084.90 | AUD $28.55 |\n| Level 3 (supervising 2 or more) | AUD $1,098.20 | AUD $28.90 |\n\nStandard full-time hours under the Award are 38 per week, with a maximum of 38 ordinary hours plus reasonable additional hours.\n\n**Level 1** covers the majority of fast food workers: food preparation, taking orders, cooking, serving customers, food delivery, and cleaning. This level also encompasses team members being trained.\n\n**Level 2** applies to employees who hold supervisory responsibility for other workers, or who exercise a trade or equivalent skill in their role.\n\n**Level 3** covers appointed shop or outlet managers. The rate depends on how many staff the manager is directly supervising during their shift.\n\n## Junior Rates (Under-21)\n\nThe Award recognises age-based junior rates as a percentage of the adult Level 1 rate. Given the very high proportion of young workers in fast food, these rates affect a significant portion of the workforce:\n\n| Age | % of Adult Rate | Hourly Rate (2025-26) |\n|---|---|---|\n| Under 16 | 40% | AUD $10.62 |\n| 16 years | 50% | AUD $13.28 |\n| 17 years | 60% | AUD $15.93 |\n| 18 years | 70% | AUD $18.59 |\n| 19 years | 80% | AUD $21.24 |\n| 20 years | 90% | AUD $23.90 |\n| 21 years and over | 100% | AUD $26.55 |\n\nJunior rates apply to ordinary time. They do not reduce penalty rates, which are calculated as a percentage of the applicable junior hourly rate. The Fair Work Ombudsman (FWO) conducts regular audits of fast food chains to enforce correct payment of junior rates.\n\n## Working Hours, Overtime and Penalty Rates\n\n**Casual loading (25%):** Casual employees receive an additional 25% loading on top of the base rate under National Employment Standards (NES) s.67B (effective 26 August 2022). This compensates for the lack of paid leave entitlements.\n\n**Penalty rates for full-time and part-time employees:**\n\n| Shift | Penalty Rate |\n|---|---|\n| Monday–Friday, 10 pm–midnight | 110% |\n| Monday–Friday, midnight–6 am | 115% |\n| Saturday | 125% |\n| Sunday (Level 1) | 125% |\n| Sunday (Level 2 and 3) | 150% |\n| Public holidays | 225% |\n\n**Penalty rates for casual employees** (25% loading already included in listed rate):\n\n| Shift | Casual Rate |\n|---|---|\n| Monday–Friday, 10 pm–midnight | 135% |\n| Monday–Friday, midnight–6 am | 140% |\n| Saturday | 150% |\n| Sunday (Level 1) | 150% |\n| Sunday (Level 2–3) | 175% |\n| Public holidays | 250% |\n\n**Overtime rates for full-time and part-time employees:**\n\n| Overtime period | Rate |\n|---|---|\n| Monday–Saturday, first 2 hours | 150% |\n| Monday–Saturday, after 2 hours | 200% |\n| Sunday overtime | 200% |\n| Public holiday overtime | 250% |\n\nNote that Sunday penalty rates differ depending on classification level — a notable feature of the Fast Food Industry Award that distinguishes it from some other service-sector awards.\n\n## Annual Leave\n\nUnder Fair Work Act 2009 s.87 (NES), all full-time fast food workers are entitled to **four weeks (20 days) of paid annual leave** per year. Part-time employees accrue leave on a pro-rata basis proportional to their contracted hours. Casual employees do not receive paid annual leave — the 25% casual loading is designed to compensate for this.\n\n**Annual leave loading:** The Fast Food Industry Award 2020 provides for annual leave loading of **17.5% of the employee's minimum hourly rate** for all ordinary hours of the leave period, or the applicable weekend penalty rate — whichever is greater. For many fast food workers whose rosters include regular weekend shifts, the penalty-based calculation may yield a higher leave loading amount.\n\n**Accrual rate:** Annual leave accrues continuously throughout employment at a rate of approximately 1.538 hours per week (for full-time workers on 38-hour weeks), or 2.923 hours per fortnight.\n\n**Cashing out:** Under the Award, employees may cash out up to two weeks of annual leave in any 12-month period, provided at least four weeks of accrued leave remains after cashing out. This requires a genuine written agreement.\n\n**Excessive accrual:** Where accrued annual leave exceeds eight weeks, the employer may direct the employee to take leave (with minimum notice), or the employee may request to take their excess leave.\n\n## Notice Period\n\nThe Fast Food Industry Award 2020 does not provide notice periods beyond the NES minimum. Accordingly, the following statutory notice periods apply under Fair Work Act 2009 s.117:\n\n| Years of continuous service | Minimum notice (employer) |\n|---|---|\n| Less than 1 year | 1 week |\n| 1–3 years | 2 weeks |\n| 3–5 years | 3 weeks |\n| 5 years or more | 4 weeks |\n\n**Supplement for older workers:** Employees aged 45 or over with at least two years of continuous service are entitled to one additional week of notice on top of the above scale.\n\n**Payment in lieu:** An employer may choose to pay the employee for the notice period rather than require them to work it. This payment must be calculated at the employee's base rate plus any award entitlements that would have applied during that period.\n\n**Employee resignation:** The NES minimum notice scale also applies when an employee resigns, though enterprise agreements or individual contracts may specify a different notice period for resignation. Always check your employment contract.\n\n## Redundancy Pay\n\nRedundancy pay under the Fast Food Industry Award 2020 follows the NES genuine redundancy scale set out in Fair Work Act 2009 Schedule 4. The Award does not provide any enhancement above the NES minimum:\n\n| Years of continuous service | Weeks of redundancy pay |\n|---|---|\n| 1 year | 4 weeks |\n| 2 years | 6 weeks |\n| 3 years | 7 weeks |\n| 4 years | 8 weeks |\n| 5 years | 10 weeks |\n| 6 years | 11 weeks |\n| 7 years | 13 weeks |\n| 8 years | 14 weeks |\n| 9 years | 16 weeks |\n| 10 years or more | 12 weeks (capped) |\n\n**Important:** Casual employees are not entitled to redundancy pay because they do not have a guaranteed pattern of ongoing work.\n\n**Small business exemption:** Employers with fewer than 15 employees are exempt from the NES redundancy pay obligation. If you work for a small independent fast food outlet with fewer than 15 staff, you may not receive redundancy pay on dismissal.\n\n**Tax treatment:** Genuine redundancy payments are treated as Eligible Termination Payments (ETPs) and receive concessional tax treatment. The tax-free component in 2025-26 is AUD $12,524 plus AUD $6,264 per completed year of service. Amounts above this threshold are taxed at a concessional rate.\n\nIf your employer offers a redeployment to another position within the same company or a related entity, this may affect your entitlement to genuine redundancy pay. Contact the Fair Work Ombudsman (FWO) on 1300 724 690 if you are unsure.\n\n## Superannuation\n\nFrom 1 July 2025, Australian employers must pay a **Superannuation Guarantee (SG) rate of 12%** of ordinary time earnings into your chosen superannuation fund under the Superannuation Guarantee (Administration) Act 1992. The Fast Food Industry Award 2020 does not provide any additional super contribution above this statutory minimum.\n\nOrdinary time earnings for super purposes includes your base rate plus allowances paid on a regular basis, but does not include overtime payments.\n\nUnder Fair Work Act 2009 s.149A, employees covered by the Award are entitled to choose their own super fund. If you have not nominated a fund, your employer must pay into your stapled super account (a super fund linked to you from previous employment) or, if none exists, a default fund nominated in their enterprise agreement or award.\n\n**Contributions cap:** The concessional contributions cap for 2025-26 is AUD $30,000 per year, which includes both employer SG contributions and any salary-sacrificed amounts. Contributions above this cap are taxed at your marginal rate.\n\n## State and Territory Variations\n\nThe Fast Food Industry Award 2020 is a federal Modern Award and applies the same pay rates across all Australian states and territories. However, several entitlements vary by jurisdiction:\n\n**Long service leave** entitlements are set by state and territory legislation, not the Fair Work Act. Qualifying periods and payment amounts differ significantly:\n\n| State\u002FTerritory | Qualifying period | Entitlement | Legislation |\n|---|---|---|---|\n| New South Wales | 10 years | 2 months (8.667 weeks) | Long Service Leave Act 1955 |\n| Victoria | 7 years | 6.067 weeks | Long Service Leave Act 2018 |\n| Queensland | 10 years | 8.667 weeks | Industrial Relations Act 2016 s.94 |\n| South Australia | 10 years | 13 weeks | Long Service Leave Act 1987 |\n| Western Australia | 10 years | 8.667 weeks | Long Service Leave Act 1958 |\n| Tasmania | 10 years | 8.667 weeks | Long Service Leave Act 1976 |\n| Australian Capital Territory | 10 years | 6.067 weeks | Long Service Leave Act 1976 |\n| Northern Territory | 10 years | 13 weeks | Long Service Leave Act 1981 |\n\nUse the Long Service Leave tab in the calculator above to estimate your entitlement based on your state and years of service.\n\n**Public holidays:** The following are federal public holidays and apply nationwide: New Year's Day, Australia Day, Good Friday, Easter Saturday, Easter Monday, ANZAC Day, King's Birthday (date varies by state), Christmas Day, and Boxing Day. State-specific public holidays include Melbourne Cup Day (VIC), EKKA Show Day (QLD), Adelaide Cup Day (SA), Foundation Day\u002FWestern Australia Day (WA), Eight Hours Day (TAS), and Family & Community Day (ACT).\n\n**Workers compensation:** Each state and territory operates its own workers compensation scheme (e.g. icare in NSW, WorkSafe Victoria, WorkCover Queensland). Premiums, entitlements, and claims processes differ significantly. If you are injured at work, contact your state workers compensation authority.\n\n## Your Rights at Work\n\n**Unfair dismissal:** If you have been employed for at least six months (12 months for small business employers), you can apply to the Fair Work Commission for an unfair dismissal remedy under Fair Work Act 2009 s.382. Applications must be made within 21 days of your dismissal taking effect.\n\n**General protections:** Fair Work Act 2009 Part 3-1 prohibits adverse action against employees for exercising a workplace right — for example, making a complaint, taking leave, or engaging in union activity. These protections apply from day one of employment and do not require a qualifying period.\n\n**Right of entry:** Union officials from the United Workers Union (UWU) or SDA hold permit rights to enter your workplace to investigate potential Award breaches or to consult with union members, subject to notice requirements under Fair Work Act 2009 Part 3-4.\n\n**Wage theft:** Underpayment of minimum Award rates is unlawful. Several major fast food chains have faced significant penalties from the Fair Work Ombudsman following wage theft investigations. If you believe you are being underpaid, you can lodge an anonymous complaint with the FWO online or call 13 13 94.\n\n**Workplace health and safety:** All workers are protected under the Work Health and Safety Act 2011 (Cth) or applicable state WHS legislation. You have the right to refuse unsafe work without penalty.\n\n---\n\n*This article is for general information purposes only and does not constitute legal advice. For questions about your specific employment situation, contact your union (United Workers Union or SDA), the Fair Work Ombudsman (1300 724 690), or a qualified employment lawyer.*\n","https:\u002F\u002Fpub-bdebbd2dad294475a2da0eb657815b6b.r2.dev\u002Fhero\u002F89fa471c3c40-196b87.webp","Australian fast food worker checks their award entitlements, fast food sector 2026","Fast Food Industry Award Pay Rates 2026 | Expert Zoom","Check your pay rates, casual loading, penalty rates and leave entitlements under the Fast Food Industry Award 2020. Updated for 2025-26 Australian rates.","fast food industry award pay rates entitlements 2026 Australia","89fa471c3c40",2112,[],{"draft":2573,"excerpt":1072,"featured":2529,"metaTitle":2751,"countryCode":2531,"categorySlug":1051,"languageCode":2532,"relatedTools":2758,"readingTimeMin":1082,"metaDescription":2752},[1106],567,"2026-06-23T03:49:26.000Z","2026-06-28T11:41:30.378Z",4.54,3.62,"2026-07-24T13:49:19.556Z","2026-05-29T10:40:01.092Z","2026-05-29T10:40:01.093Z","2026-07-24T13:49:19.557Z",{"id":1437,"name":676,"slug":678,"parentId":1136},{"id":2770,"slug":2771,"title":2772,"excerpt":2773,"contentMd":2774,"heroImage":2775,"heroImageAlt":2776,"heroImageCredit":1136,"audioUrl":1136,"audioGeneratedAt":1136,"readingTimeMin":1082,"featured":2529,"status":2530,"lang":1141,"countryCode":2531,"languageCode":2532,"categoryId":1437,"metaTitle":2777,"metaDescription":2778,"keyword":2779,"seoApiPageId":2780,"seoApiTenantId":2537,"contentType":1136,"wordCount":2781,"internalImages":2782,"frontmatter":2783,"viewCount":2785,"internalLinksCount":1143,"expertId":2629,"folderId":1136,"folderPosition":1136,"gscVerdict":2545,"gscCoverage":2546,"gscLastCrawl":2786,"gscCheckedAt":2761,"gscIndexingState":1136,"gscRobotsTxtState":1136,"gscPageFetchState":1136,"gscGoogleCanonical":1136,"gscCrawledAs":1136,"cwvLcp":2787,"cwvLcpRating":2550,"cwvFcp":2788,"cwvFcpRating":2633,"cwvCls":1143,"cwvClsRating":2552,"cwvAuditedAt":2789,"publishedAt":2790,"createdAt":2791,"updatedAt":2792,"category":2793},"cmppxml4000g21204s03ugx8g","building-and-construction-general-on-site-award-2020-pay-rates-entitlements-2026-australia","Building and Construction General On-site Award 2020 — Rights, Pay and Entitlements Explained (2026)","The Building and Construction General On-site Award 2020 (MA000020) is one of Australia's most significant modern awards, setting legally enforceable minimum pay rates and employment conditions for hu","The Building and Construction General On-site Award 2020 (MA000020) is one of Australia's most significant modern awards, setting legally enforceable minimum pay rates and employment conditions for hundreds of thousands of workers in the building, construction, and civil engineering industries. Whether you're a carpenter, bricklayer, concreter, scaffolder, steel fixer, labourer, painter, or plant operator working on a construction site, this award most likely governs your minimum entitlements. Understanding these rights — from your classification level and hourly rate to redundancy pay, annual leave loading, and superannuation — is essential to knowing you're being paid correctly and fairly.\n\nThis guide explains the key provisions of the Building and Construction General On-site Award 2020 in plain Australian English, using the current 2025-26 pay rates effective from 1 July 2025. Use the free calculator below to estimate your take-home pay, redundancy entitlement, annual leave value, notice period, and long service leave based on your individual situation.\n\n\u003Cdiv data-tool=\"cba-au-building-construction-general-on-site-award-2020\">\u003C\u002Fdiv>\n\n## Pay Structure and Classification Levels\n\nThe award classifies construction workers across eight levels (CW\u002FECW 1 through ECW 9), reflecting skill, trade qualifications, and experience. These rates include the industry allowance, which is built into the base rate for general building, civil, and metal and engineering construction work.\n\nEffective from the first full pay period on or after **1 July 2025** (following the Fair Work Commission's 3.5% Annual Wage Review):\n\n| Classification | Weekly Rate (AUD) | Hourly Rate (AUD) |\n|---|---|---|\n| CW\u002FECW 1a — new entrant (0–3 months) | $967.50 | $25.46 |\n| CW\u002FECW 1b — 3 to 12 months | $986.60 | $25.96 |\n| CW\u002FECW 1c — 12+ months (not yet CW1d) | $999.80 | $26.31 |\n| CW\u002FECW 1d — substantive requirements met | $1,017.70 | $26.78 |\n| CW\u002FECW 2 | $1,038.20 | $27.32 |\n| CW\u002FECW 3 — standard\u002Fbenchmark rate | $1,068.40 | $28.12 |\n| CW\u002FECW 4 | $1,102.10 | $29.00 |\n| CW\u002FECW 5 | $1,135.70 | $29.89 |\n| CW\u002FECW 6 | $1,165.90 | $30.68 |\n| CW\u002FECW 7 | $1,199.30 | $31.56 |\n| CW\u002FECW 8 | $1,228.40 | $32.33 |\n| ECW 9 | $1,250.10 | $32.90 |\n\n**CW3 is the \"standard rate\"** — used as the reference point for calculating allowances throughout the award. The industry allowance of AUD $59.70 per week (or AUD $1.57 per hour) is already incorporated into these figures for general building, civil, and metal and engineering construction. For residential construction, a lower industry allowance of AUD $47.76 per week applies.\n\nApprentices are paid as a percentage of the CW3 standard rate, starting from 50% in the first year and progressing through the apprenticeship.\n\n## Working Hours, Overtime, and Penalty Rates\n\nOrdinary hours are 38 per week under the Building and Construction General On-site Award 2020. Hours worked beyond ordinary time attract overtime rates, as do work performed on weekends and public holidays.\n\n### Overtime (Monday–Friday)\n\n- First 2 hours of overtime: **150%** of ordinary rate (full-time\u002Fpart-time); 175% (casual)\n- After 2 hours: **200%** (full-time\u002Fpart-time); 225% (casual)\n\n### Weekend and Public Holiday Penalty Rates\n\n| Day | Full-time \u002F Part-time | Casual |\n|---|---|---|\n| Saturday — first 2 hours | 150% | 175% |\n| Saturday — after 2 hours or after noon | 200% | 225% |\n| Sunday | 200% | 225% |\n| Public holiday | 250% | 275% |\n\nMinimum engagement periods apply on penalty days: 3 hours on Saturdays and 4 hours on Sundays and public holidays.\n\n**Casual loading** is 25% above the ordinary rate, in line with the NES (Fair Work Act 2009 s.67B). This loading compensates casual employees for the absence of paid leave and notice entitlements.\n\n### Key Industry Allowances\n\nBeyond the base classification rate, the award provides several additional allowances commonly applicable in the construction sector:\n\n- **Fares and travel allowance:** AUD $21.94 per day (for employees travelling to and from site)\n- **Meal allowance:** approximately AUD $19.23 per meal (payable when working 1.5+ hours overtime; updated July 2025)\n- **Tool allowance:** approximately AUD $38.60 per week for carpenters, joiners, stonemasons, and tilelayers who supply their own tools\n- **Multi-storey and height allowances:** graduated percentage loadings for work on buildings of 5+ storeys or structures exceeding 15 metres\n- **Confined spaces allowance:** applicable in confined space work\n- **Distant work \u002F living away from home:** AUD $100.22 per day when working at a site too distant for employees to return home each night\n\n## Annual Leave\n\nUnder the Building and Construction General On-site Award 2020, full-time and part-time weekly-hire employees are entitled to **4 weeks (20 days) of paid annual leave** per year — the NES minimum under Fair Work Act 2009 s.87. Seven-day continuous shiftworkers are entitled to **5 weeks**.\n\nAnnual leave accrues progressively throughout the year at approximately 2.92 hours per week for full-time employees working 38 ordinary hours.\n\n**Annual leave loading** under this award is **17.5%** of the employee's ordinary rate — or the relevant weekend\u002Fshift penalty rates they would otherwise have received, whichever is higher. This means construction workers often receive more than the flat 17.5% if their ordinary roster includes regular weekend work.\n\nFor **daily hire employees** (common in the construction industry), the annual leave loading component is built into a factor (52\u002F50.4) applied to the ordinary rate, rather than being paid separately when leave is taken.\n\nPart-time employees accrue leave on a pro-rata basis proportional to their contracted hours.\n\n## Notice Period\n\nThe notice obligations under this award depend on whether you are employed on a **daily hire** or **weekly hire** basis — an important distinction specific to the construction industry.\n\n**Daily hire employees** — the most common engagement type on construction sites — give or receive **1 day's notice** (or 1 day's pay in lieu) when ending employment. This is an award-specific provision, significantly shorter than the NES scale.\n\n**Weekly hire employees** — full-time and part-time employees not employed on a daily basis — are covered by the NES minimum notice scale under Fair Work Act 2009 s.117:\n\n| Years of continuous service | Minimum notice |\n|---|---|\n| Less than 1 year | 1 week |\n| 1–3 years | 2 weeks |\n| 3–5 years | 3 weeks |\n| 5 years or more | 4 weeks |\n\nAn additional 1 week applies for employees over 45 years of age with at least 2 years of continuous service.\n\nEmployers may elect to pay out notice rather than requiring employees to work through the notice period. For weekly hire employees, payment in lieu of notice is calculated as the gross weekly pay multiplied by the applicable notice weeks.\n\n## Redundancy Pay\n\nThe Building and Construction General On-site Award 2020 contains an **industry-specific redundancy scheme under clause 41** that applies *in place of* the NES redundancy provisions (Fair Work Act 2009, Schedule 4, s.119). This is a critical distinction from most other awards.\n\nThe industry scheme has a broader definition of redundancy — employment ending for any reason other than serious misconduct or refusal of duty, including project completion and end of available work.\n\n**Industry-specific redundancy scale:**\n\n| Length of service | Redundancy payment |\n|---|---|\n| Less than 12 months | 1.75 hours' pay per week of service |\n| 1–2 years | 2.4 weeks' pay + 1.75 hrs\u002Fweek over 1 year (max 4.8 weeks) |\n| 2–3 years | 4.8 weeks' pay + 1.6 hrs\u002Fweek over 2 years (max 7 weeks) |\n| 3–4 years | 7 weeks' pay + 0.73 hrs\u002Fweek over 3 years (max 8 weeks) |\n| 4+ years | 8 weeks' pay (maximum) |\n\nUnlike the NES scale, there is **no small business exemption** under this award-specific scheme. The maximum redundancy payment is capped at **8 weeks**, compared to 16 weeks under the NES. Note that many Victorian employers participate in the **CoINVEST** portable entitlements fund, which pre-funds these obligations through weekly contributions.\n\nApprentices are excluded from this redundancy scheme.\n\n## Superannuation\n\nEmployers must pay superannuation contributions at the **Superannuation Guarantee (SG) rate of 12.0%** on employees' ordinary time earnings, effective from 1 July 2025 under the Superannuation Guarantee (Administration) Act 1992. This rate increased from 11.5% and will remain at 12% going forward.\n\nOrdinary time earnings for super purposes include the base rate and industry allowance but exclude overtime, meal allowances, and fares\u002Ftravel allowances.\n\n**Cbus Super** is the industry fund associated with the building and construction sector, but employees have the right to nominate any complying superannuation fund under Fair Work Act 2009 s.149A (Superannuation — choice of fund).\n\nThe concessional contributions cap for 2025-26 is AUD $30,000 per year (including employer SG contributions). Employees wishing to make additional voluntary concessional contributions should account for this cap to avoid the associated tax penalty.\n\n## State and Territory Variations\n\nThe Building and Construction General On-site Award 2020 is a federal instrument that sets uniform minimum rates across all Australian states and territories. However, several entitlements depend on the state or territory in which you work.\n\n### Long Service Leave\n\nLong service leave is governed by state and territory legislation, not the Fair Work Act. Qualifying periods and entitlements differ significantly by jurisdiction:\n\n| State\u002FTerritory | Qualifying period | Entitlement | Legislation |\n|---|---|---|---|\n| NSW | 10 years | 2 months (8.667 weeks) | Long Service Leave Act 1955 |\n| VIC | 7 years | 6.067 weeks | Long Service Leave Act 2018 |\n| QLD | 10 years | 8.667 weeks | Industrial Relations Act 2016 s.94 |\n| SA | 10 years | 13 weeks | Long Service Leave Act 1987 |\n| WA | 10 years | 8.667 weeks | Long Service Leave Act 1958 |\n| TAS | 10 years | 8.667 weeks | Long Service Leave Act 1976 |\n| ACT | 10 years | 6.067 weeks (from 7 yrs pro-rata) | Long Service Leave Act 1976 |\n| NT | 10 years | 13 weeks | Long Service Leave Act 1981 |\n\n**Victoria and NSW** also have portable long service leave schemes for the construction industry. In Victoria, CoINVEST administers portable LSL — service is cumulative across different employers in the industry, providing stronger protections for workers who change construction employers frequently.\n\nUse the Long Service Leave tab in the calculator above to estimate your entitlement based on your state.\n\n### Public Holidays\n\nFederal public holidays (New Year's Day, Australia Day, Good Friday, Easter Monday, ANZAC Day, King's Birthday, Christmas Day, Boxing Day) apply across all states. Additional state-specific public holidays include Melbourne Cup Day (Victoria), EKKA Show Day (Queensland), Adelaide Cup (South Australia), Foundation Day (Western Australia), and Eight Hours Day (Tasmania).\n\n### Workers Compensation\n\nWorkers compensation insurance is a state-based scheme. Premiums, claim entitlements, and return-to-work provisions vary: icare (NSW), WorkSafe (VIC), WorkCover (QLD), ReturnToWorkSA (SA), WorkCover (WA), WorkSafe (TAS), WorkSafe (ACT), NT WorkSafe (NT). Construction workers must be covered by their employer's workers compensation policy before starting work on site.\n\n## Your Rights at Work\n\n### Unfair Dismissal\n\nEmployees covered by this award can apply for unfair dismissal under Fair Work Act 2009 s.382 once the qualifying period has been served: **6 months** for employers with 15 or more employees, or **12 months** for small business employers (fewer than 15 employees). Applications must be lodged within 21 days of dismissal taking effect.\n\n### General Protections\n\nFair Work Act 2009 Part 3-1 prohibits adverse action against an employee because of a workplace right, industrial activity, protected attribute (such as union membership), or for reasons related to temporary absences due to illness or injury. These protections apply from the first day of employment — there is no qualifying period.\n\n### Right of Entry\n\nThe CFMEU (Construction, Forestry and Maritime Employees Union) and other relevant unions hold right of entry permits allowing authorised union representatives to enter construction sites to investigate suspected award breaches, hold discussions with employees, and inspect records.\n\n### Work Health and Safety\n\nAll construction workers have the right to a safe workplace under the Work Health and Safety Act 2011 (and equivalent state legislation). The right to cease unsafe work (WHS Act s.84) cannot be treated as misconduct by an employer.\n\n---\n\n*This article is for general information purposes only and does not constitute legal advice. Pay rates are based on the Building and Construction General On-site Award 2020 (MA000020) and Australian statutory rates as of 2025-26. For questions about your specific employment situation, contact your union, the Fair Work Ombudsman (1300 724 690), or a qualified employment lawyer.*\n","https:\u002F\u002Fpub-bdebbd2dad294475a2da0eb657815b6b.r2.dev\u002Fhero\u002Fc56e75b5cef3-189f8c.webp","Australian construction workers on a building site wearing hard hats and high-vis vests, 2026","Building & Construction Award 2020 | Expert Zoom","Calculate pay rates, redundancy, annual leave and superannuation for Australian construction workers under the Building and Construction General On-site Award 2020. Free, updated 2025-26.","building and construction general on-site award 2020 pay rates entitlements 2026 australia","c56e75b5cef3",2076,[],{"excerpt":1072,"featured":2529,"metaTitle":2777,"countryCode":2531,"categorySlug":1051,"languageCode":2532,"relatedTools":2784,"readingTimeMin":1082,"metaDescription":2778},[1101],559,"2026-06-09T10:13:24.000Z",4.05,2.98,"2026-07-24T03:05:25.134Z","2026-05-28T20:15:04.031Z","2026-05-28T20:15:04.032Z","2026-07-24T14:14:20.059Z",{"id":1437,"name":676,"slug":678,"parentId":1136},{"id":2795,"slug":2796,"title":2797,"excerpt":2798,"contentMd":2799,"heroImage":2800,"heroImageAlt":2801,"heroImageCredit":1136,"audioUrl":1136,"audioGeneratedAt":1136,"readingTimeMin":1064,"featured":2529,"status":2530,"lang":1141,"countryCode":2531,"languageCode":2532,"categoryId":1437,"metaTitle":2802,"metaDescription":2803,"keyword":2804,"seoApiPageId":2805,"seoApiTenantId":2537,"contentType":1136,"wordCount":2806,"internalImages":2807,"frontmatter":2808,"viewCount":2810,"internalLinksCount":1143,"expertId":2629,"folderId":1136,"folderPosition":1136,"gscVerdict":2545,"gscCoverage":2546,"gscLastCrawl":2811,"gscCheckedAt":2761,"gscIndexingState":1136,"gscRobotsTxtState":1136,"gscPageFetchState":1136,"gscGoogleCanonical":1136,"gscCrawledAs":1136,"cwvLcp":2812,"cwvLcpRating":2633,"cwvFcp":2813,"cwvFcpRating":2633,"cwvCls":1143,"cwvClsRating":2552,"cwvAuditedAt":2814,"publishedAt":2815,"createdAt":2816,"updatedAt":2817,"category":2818},"cmppwwuh600cw1204xl4n1dyj","aged-care-award-2010-pay-rates-entitlements-2026-australia","Aged Care Award 2010 (MA000018) — Rights, Pay and Entitlements Explained (2026)","Australia's aged care sector employs more than 250,000 workers across residential homes, day programs and home-care services — making the Aged Care Award 2010 one of the most consequential modern awar","Australia's aged care sector employs more than 250,000 workers across residential homes, day programs and home-care services — making the Aged Care Award 2010 one of the most consequential modern awards under the national workplace relations system. If you work as a personal care worker, home carer, enrolled nurse, cook, cleaner, laundry hand or administrative officer in the aged care industry, this award sets the minimum pay rates and conditions that apply to your employment. Understanding it fully helps you check whether you are being paid correctly, what entitlements you are owed, and what to do if something goes wrong.\n\n## What is the Aged Care Award 2010?\n\nThe Aged Care Award 2010 (Fair Work Commission instrument code MA000018) is a modern award made by the Fair Work Commission under the Fair Work Act 2009. It replaced a raft of pre-reform state and federal instruments and has been significantly restructured since 2020 following the landmark Aged Care Work Value case (AM2020\u002F99), in which the Commission recognised that aged care workers had been historically underpaid relative to their skills and responsibilities.\n\nTwo major pay increases flowed from that decision: the first took effect on 1 July 2023, and a second tranche was implemented from 1 January 2025. On top of those, the Annual Wage Review 2025 delivered a further 3.5 per cent increase effective from the first full pay period on or after 1 July 2025. The result is a meaningfully higher wage floor for a sector that has long struggled with recruitment and retention.\n\n\u003Cdiv data-tool=\"cba-au-aged-care-award-2010\">\u003C\u002Fdiv>\n\n## Pay Structure and Classification Levels\n\nThe award divides the workforce into two streams: **General Employees** and **Direct Care Employees**. Direct care workers — those who deliver hands-on personal or clinical care — attract substantially higher minimum rates as a result of the Work Value case.\n\n### General Employees (Levels 1–7) — from 1 July 2025\n\n| Level | Typical roles | Hourly rate (AUD) | Weekly rate (AUD, 38 hrs) |\n|-------|--------------|-------------------|--------------------------|\n| 1 | Cleaner, laundry hand, general kitchen hand | $26.51 | $1,007.50 |\n| 2 | Experienced cleaner, food services assistant, gardener | $27.56 | $1,047.50 |\n| 3 | Senior clerk, receptionist, food services coordinator | $28.62 | $1,087.70 |\n| 4 | Qualified tradesperson (cook\u002Fchef), senior support | $28.96 | $1,100.50 |\n| 5 | Coordinator, experienced tradesperson | $29.94 | $1,137.80 |\n| 6 | Senior coordinator, specialist support role | $31.55 | $1,198.90 |\n| 7 | High-level technical or specialist role | $32.12 | $1,220.60 |\n\n### Direct Care Employees (Levels 1–6) — from 1 July 2025\n\n| Level | Classification | Hourly rate (AUD) |\n|-------|---------------|-------------------|\n| 1 | Introductory Direct Carer (less than 3 months' experience) | $31.13 |\n| 2 | Direct Carer (3 months or more experience) | $32.86 |\n| 3 | Qualified Direct Carer (Certificate III in Individual Support or equivalent) | $34.59 |\n| 4 | Senior Direct Carer (Cert III + 4 years' relevant experience) | $35.97 |\n| 5 | Advanced Direct Carer \u002F enrolled nurse equivalent | $36.74 |\n| 6 | Senior Advanced Carer \u002F specialist role | $37.14 |\n\nAll rates are expressed as **ordinary time hourly rates** and include the effect of recent Work Value increases. They are subject to upward revision following each Annual Wage Review. Check the Fair Work Ombudsman Pay Guide (MA000018) for the most current figures after 1 July each year.\n\n## Working Hours, Overtime and Penalty Rates\n\nThe standard ordinary hours under the Aged Care Award 2010 are **38 hours per week**, averaged across the applicable roster cycle. Ordinary hours may be averaged over a period of up to 4 weeks where an agreement or roster provides.\n\n### Overtime rates (full-time and part-time employees)\n\n| When incurred | Rate |\n|--------------|------|\n| Monday to Friday, first 2 hours | 150% |\n| Monday to Friday, after 2 hours | 200% |\n| Saturday (overtime) | 200% |\n| Sunday (overtime) | 200% |\n| Public holiday (overtime) | 250% |\n\n### Shift penalties (ordinary hours worked outside the standard spread)\n\n| Shift | Rate |\n|-------|------|\n| Afternoon shift (starting between 10 am and 1 pm) | 110% |\n| Afternoon shift (starting between 1 pm and 4 pm) | 112.5% |\n| Night shift (starting between 4 pm and 4 am) | 115% |\n| Night shift (starting between 4 am and 6 am) | 110% |\n\n### Weekend penalties (ordinary hours)\n\n| Day | Full-time \u002F Part-time | Casual |\n|-----|----------------------|--------|\n| Saturday | 150% | 175% |\n| Sunday | 175% | 200% |\n| Public holiday | 250% | 275% |\n\n**Casual loading** is 25 per cent on top of the ordinary hourly rate, as required by Fair Work Act 2009 s.67B (introduced from 26 August 2022). Casual rates in the table above already include this loading.\n\nA minimum break of **10 hours** must be provided between the end of one shift and the start of the next. This can be reduced to 8 hours by agreement between the employee and employer, but payment at overtime rates applies to any hours worked in the period below 10 hours.\n\n## Annual Leave\n\n### Entitlement\n\nFull-time and part-time employees accrue **4 weeks (20 days) of paid annual leave** per year of service, in accordance with the National Employment Standards (NES) under Fair Work Act 2009 s.87. Employees who qualify as **shiftworkers** under the award are entitled to **5 weeks (25 days)** annually.\n\n### Leave loading\n\nThe Aged Care Award 2010 provides for annual leave loading of **17.5 per cent** of the employee's base rate during the leave period. Shiftworkers receive the higher of 17.5 per cent or the shift and weekend penalties they would have earned had they worked during the leave period.\n\n### Accrual and cashing out\n\nAnnual leave accrues progressively throughout the year. Employees may cash out up to **2 weeks of accrued annual leave** in any 12-month period by written agreement, provided they retain a minimum balance of 4 weeks (Fair Work Act 2009 s.93).\n\n## Notice Period\n\n### NES minimum notice on employer dismissal (Fair Work Act 2009 s.117)\n\n| Continuous service | Notice |\n|-------------------|--------|\n| Less than 1 year | 1 week |\n| 1 year to 3 years | 2 weeks |\n| 3 years to 5 years | 3 weeks |\n| 5 years or more | 4 weeks |\n\nEmployees aged **45 years or over** with at least 2 years of continuous service are entitled to an additional 1 week's notice. Where the employer fails to give the required notice, **payment in lieu** must be made at the employee's full ordinary rate for the notice period.\n\nThe Aged Care Award 2010 does not provide a notice scale exceeding the NES — the statutory minimum applies. Employees resigning must give the same minimum notice as the employer would be required to give (unless the employer agrees otherwise).\n\n### Unfair dismissal\n\nEmployees who have completed the **minimum employment period** (6 months continuous service with an employer who has 15 or more employees; 12 months for a small business employer) are protected against unfair dismissal under Fair Work Act 2009 s.382. Applications must be lodged within 21 days of the dismissal taking effect.\n\n## Redundancy Pay\n\nWhen an employee is made genuinely redundant — meaning the employer no longer requires the position to be performed by anyone, has consulted under the applicable consultation obligations, and has explored reasonable redeployment — the NES genuine redundancy provisions in Fair Work Act 2009 s.119 and Schedule 4 apply.\n\n### NES redundancy scale\n\n| Continuous service | Weeks of redundancy pay |\n|-------------------|------------------------|\n| 1 year (less than 2) | 4 weeks |\n| 2 years (less than 3) | 6 weeks |\n| 3 years (less than 4) | 7 weeks |\n| 4 years (less than 5) | 8 weeks |\n| 5 years (less than 6) | 10 weeks |\n| 6 years (less than 7) | 11 weeks |\n| 7 years (less than 8) | 13 weeks |\n| 8 years (less than 9) | 14 weeks |\n| 9 years (less than 10) | 16 weeks |\n| 10 years or more | 12 weeks (capped) |\n\nEach week of pay is calculated at the **base rate** for ordinary hours (not including overtime, penalties or allowances). **Small business employers** with fewer than 15 employees are exempt from NES redundancy pay under s.121(1)(b). No confirmed award-specific enhancement above the NES formula applies to the Aged Care Award 2010 — the NES scale is the applicable minimum.\n\n**Tax treatment:** genuine redundancy payments are partially tax-free under the Income Tax Assessment Act 1997. The tax-free threshold is AUD $11,985 plus AUD $5,994 per completed year of service (2025-26 rates — verify via the Australian Taxation Office for the applicable income year).\n\n## Superannuation\n\nSince 1 July 2025, employers must contribute **12 per cent** of an employee's **ordinary time earnings** to a complying superannuation fund under the Superannuation Guarantee (Administration) Act 1992. This is the employer's contribution and is payable in addition to the employee's gross wage — it is not deducted from take-home pay.\n\nEmployees are entitled to choose their own complying superannuation fund under Fair Work Act 2009 s.149A. Where an employee does not nominate a fund, contributions must be paid to the employer's default fund (a MySuper-authorised product) or, from November 2021, to the employee's existing stapled fund as identified through the Australian Taxation Office.\n\n**Concessional contributions cap:** the combined total of employer SG contributions and any pre-tax voluntary contributions (salary sacrifice) must not exceed AUD $30,000 per financial year (2025-26) without incurring additional tax.\n\n## Allowances\n\nThe Aged Care Award 2010 provides for several sector-specific allowances:\n\n- **Leading hand allowance:** 2.67 per cent (2–5 workers supervised) to 5.88 per cent (10 or more workers supervised) of the standard rate, paid as an addition to the ordinary rate while performing leading hand duties.\n- **Meal allowance (overtime):** AUD $16.62 for the first meal, AUD $14.98 for each subsequent meal where overtime extends beyond 2 hours or more above ordinary hours.\n- **Vehicle allowance:** AUD $0.99 per kilometre (minimum) for employees required to use their own vehicle on employer business. This is a minimum floor; the current ATO cents-per-kilometre rate may apply if more favourable.\n- **Tool allowance (cooks and chefs):** AUD $13.41 per week where a cook is required to provide their own tools.\n- **Sleepover allowance:** where an employee is required to sleep over at a residential facility, the allowance and minimum payment provisions in the award apply. Employers must provide suitable sleeping accommodation as a condition of requiring a sleepover.\n- **Ceremonial leave:** Aboriginal and Torres Strait Islander employees are entitled to up to 10 days of unpaid leave per year to meet cultural or ceremonial obligations.\n\n## State and Territory Variations\n\nModern awards are federal instruments, meaning pay rates and most working conditions are uniform across all states and territories. However, three significant entitlements remain **state-based** and vary by jurisdiction:\n\n### Long service leave\n\nLong service leave is governed by state and territory legislation. Qualifying periods and entitlements differ significantly:\n\n| State\u002FTerritory | Qualifying period | Entitlement | Governing legislation |\n|----------------|------------------|-------------|----------------------|\n| NSW | 10 years | 8.667 weeks (2 months) | Long Service Leave Act 1955 (NSW) |\n| VIC | 7 years | 6.067 weeks (pro-rata available from 7 years) | Long Service Leave Act 2018 (VIC) |\n| QLD | 10 years | 8.667 weeks | Industrial Relations Act 2016 (QLD) s.94 |\n| SA | 10 years | 13 weeks | Long Service Leave Act 1987 (SA) |\n| WA | 10 years | 8.667 weeks (state system workers) | Long Service Leave Act 1958 (WA) |\n| TAS | 10 years | 8.667 weeks | Long Service Leave Act 1976 (TAS) |\n| ACT | 7 years | 6.067 weeks (pro-rata available from 7 years) | Long Service Leave Act 1976 (ACT) |\n| NT | 10 years | 13 weeks; after subsequent 5 years: +6.5 weeks | Long Service Leave Act 1981 (NT) |\n\nUse the Long Service Leave tab in the free calculator above to estimate your entitlement based on your state.\n\n### Public holidays\n\nFederal public holidays apply across the country: New Year's Day, Australia Day, Good Friday, Easter Saturday, Easter Monday, ANZAC Day, King's Birthday (varies by state), Christmas Day and Boxing Day. Additional state-specific public holidays include Melbourne Cup Day (VIC), EKKA Show Day (Brisbane metro QLD), Adelaide Cup (SA), Foundation Day (WA) and Eight Hours Day (TAS).\n\n### Workers compensation\n\nWorkers compensation schemes are state-administered. Premiums, coverage and claim processes differ between icare (NSW), WorkSafe (VIC), WorkCover (QLD), ReturnToWorkSA, WorkCover WA, WorkCover Tasmania, the ACT's WorkSafe ACT, and NT WorkSafe. Injured workers should contact the relevant scheme in the state where they are employed.\n\n## Your Rights at Work\n\nEmployees covered by the Aged Care Award 2010 have the full suite of NES protections, plus additional rights under the Fair Work Act 2009:\n\n- **Unfair dismissal** (FWA Pt 3-2): lodged to the Fair Work Commission within 21 days. Must have completed the minimum employment period (6 months \u002F 12 months for small business).\n- **General protections** (FWA Pt 3-1): prohibit adverse action against an employee for exercising a workplace right, for union membership, or on discriminatory grounds. No minimum period applies.\n- **Right of entry** (FWA Pt 3-4): union officials holding a valid entry permit may enter the workplace to investigate suspected breaches or hold discussions with members.\n- **Work Health and Safety**: the Work Health and Safety Act 2011 (Cth) (and equivalent state acts) impose duties on employers to provide a safe system of work. In aged care, this includes infection control, manual handling equipment and appropriate staffing ratios.\n- **Anti-discrimination**: the Fair Work Act 2009 s.351 prohibits adverse action on the basis of race, colour, sex, sexual orientation, age, physical or mental disability, marital status, family or carer's responsibilities, pregnancy, religion, political opinion, national extraction or social origin.\n\n## Disclaimer\n\n*This article is for general information purposes only and does not constitute legal advice. Pay rates, allowances and entitlements are subject to change following each Annual Wage Review and Fair Work Commission decisions. For questions about your specific employment situation, contact your union, the Fair Work Ombudsman (1300 724 690), or a qualified employment lawyer.*\n","https:\u002F\u002Fpub-bdebbd2dad294475a2da0eb657815b6b.r2.dev\u002Fhero\u002F6c6113faec9e-18a328.webp","Australian aged care worker checks award entitlements and pay rates 2026","Aged Care Award 2010 Pay Rates 2026 | Expert Zoom","Your complete guide to Aged Care Award 2010 pay rates, redundancy, annual leave and superannuation entitlements. Updated for 2025-26 Australian rates.","Aged Care Award 2010 pay rates entitlements 2026 Australia","6c6113faec9e",2404,[],{"excerpt":1072,"featured":2529,"metaTitle":2802,"countryCode":2531,"categorySlug":1051,"languageCode":2532,"relatedTools":2809,"readingTimeMin":1064,"metaDescription":2803},[1095],441,"2026-06-21T05:30:36.000Z",3.34,2.14,"2026-07-18T01:27:26.400Z","2026-05-28T19:55:03.112Z","2026-05-28T19:55:03.114Z","2026-07-24T09:44:07.200Z",{"id":1437,"name":676,"slug":678,"parentId":1136},{"id":2820,"slug":2821,"title":2822,"excerpt":2823,"contentMd":2824,"heroImage":2825,"heroImageAlt":2826,"heroImageCredit":1136,"audioUrl":1136,"audioGeneratedAt":1136,"readingTimeMin":1064,"featured":2529,"status":2530,"lang":1141,"countryCode":2531,"languageCode":2532,"categoryId":1437,"metaTitle":2827,"metaDescription":2828,"keyword":2829,"seoApiPageId":2830,"seoApiTenantId":2537,"contentType":1136,"wordCount":2831,"internalImages":2832,"frontmatter":2833,"viewCount":2835,"internalLinksCount":1143,"expertId":2656,"folderId":1136,"folderPosition":1136,"gscVerdict":2836,"gscCoverage":2837,"gscLastCrawl":2838,"gscCheckedAt":2761,"gscIndexingState":1136,"gscRobotsTxtState":1136,"gscPageFetchState":1136,"gscGoogleCanonical":1136,"gscCrawledAs":1136,"cwvLcp":2839,"cwvLcpRating":2550,"cwvFcp":2580,"cwvFcpRating":2550,"cwvCls":2840,"cwvClsRating":2552,"cwvAuditedAt":2841,"publishedAt":2842,"createdAt":2843,"updatedAt":2844,"category":2845},"cmppuy2qp004l120478mipub7","schads-award-pay-rates-entitlements-2026-australia","Social, Community, Home Care and Disability Services Industry Award 2010 — Rights, Pay and Entitlements Explained (2026)","The Social, Community, Home Care and Disability Services Industry Award 2010 — commonly known as the SCHADS Award — is one of Australia's most significant modern awards, covering more than 250,000 wor","The Social, Community, Home Care and Disability Services Industry Award 2010 — commonly known as the SCHADS Award — is one of Australia's most significant modern awards, covering more than 250,000 workers across the disability support, home care, community services, and crisis accommodation sectors. Whether you are a disability support worker assisting NDIS participants in their homes, a community welfare case manager, a crisis shelter coordinator, or a family day care scheme employee, this award sets the legal minimum pay rates, penalty rates, leave entitlements, and conditions of employment that apply to you. Introduced as a modern award by the Fair Work Commission (FWC) under the Fair Work Act 2009, the SCHADS Award has been significantly strengthened over recent years, most notably through the Equal Remuneration Order (ERO) and the Aged Care Work Value Case, both of which have delivered substantial wage increases to historically underpaid feminised workforces.\n\n## What Is the SCHADS Award and Who Does It Cover?\n\n\u003Cdiv data-tool=\"cba-au-social-community-home-care-disability-services-award-2010\">\u003C\u002Fdiv>\n\nThe Social, Community, Home Care and Disability Services Industry Award 2010 (instrument code MA000100) applies to employers and employees in the social and community services industry across Australia. The award is structured into five separate employee streams, each with its own pay schedule:\n\n- **Schedule B — Social and Community Services (SACS):** Community welfare workers, intake officers, case managers, outreach workers, child protection support workers, disability support workers in non-home-care settings, Indigenous community workers, youth workers, and similar roles.\n- **Schedule C — Crisis Accommodation and Supported Housing:** Workers in crisis shelters, refuges, transitional housing, and supported accommodation services.\n- **Schedule D — Family Day Care Coordination:** Employees working in family day care coordination schemes.\n- **Schedule E — Home Care – Disability Services:** Workers providing in-home support to NDIS participants under disability funding streams.\n- **Schedule F — Home Care – Aged Care:** Workers providing in-home aged care services under Commonwealth aged care programs (Commonwealth Home Support Programme, Home Care Packages).\n\nWorkers covered by the SCHADS Award are employed across government, not-for-profit, and private organisations. Registered nurses and enrolled nurses are covered by the Nurses Award 2020, and residential aged care workers fall under the Aged Care Award 2010 rather than the SCHADS Award. Health professionals such as physiotherapists and occupational therapists have their own award (Health Professionals and Support Services Award 2020).\n\n## Pay Structure and Classification Levels\n\nThe SCHADS Award uses a multi-level classification structure tied to qualifications, experience, and job complexity. Each stream has its own pay schedule. Employees in the SACS (Schedule B) and Crisis Accommodation (Schedule C) streams benefit from the Equal Remuneration Order, meaning their published rates already incorporate ERO uplifts designed to address historic gender-based undervaluation of community services work.\n\n### SACS Employees (Schedule B) — Effective 1 July 2025\n\n| Level | Pay Point | Hourly Rate (AUD) | Weekly Rate (AUD) |\n|-------|-----------|-------------------|-------------------|\n| Level 1 | 1st year | AUD $28.24 | AUD $1,073.30 |\n| Level 1 | 2nd year | AUD $29.61 | AUD $1,125.30 |\n| Level 2 | 1st year | AUD $29.94 | AUD $1,137.60 |\n| Level 2 | 2nd year | AUD $30.98 | AUD $1,177.40 |\n| Level 3 | 1st year | AUD $32.07 | AUD $1,218.70 |\n| Level 3 | 3rd year | AUD $34.26 | AUD $1,301.90 |\n| Level 4 | 1st year | AUD $35.50 | AUD $1,349.00 |\n| Level 4 | 3rd year | AUD $38.45 | AUD $1,461.20 |\n| Level 5 | 1st year | AUD $40.64 | AUD $1,544.40 |\n| Level 6 | 1st year | AUD $47.44 | AUD $1,802.70 |\n| Level 7 | 1st year | AUD $55.23 | AUD $2,098.70 |\n| Level 8 | 1st year | AUD $63.68 | AUD $2,419.70 |\n\n### Home Care – Disability Services (Schedule E) — Effective 1 July 2025\n\n| Level | Pay Point | Hourly Rate (AUD) | Weekly Rate (AUD) |\n|-------|-----------|-------------------|-------------------|\n| Level 1 | 1st year | AUD $26.51 | AUD $1,007.50 |\n| Level 2 | 1st year | AUD $27.98 | AUD $1,063.40 |\n| Level 3 | 1st year | AUD $29.46 | AUD $1,119.40 |\n| Level 4 | 1st year | AUD $30.63 | AUD $1,164.00 |\n| Level 5 | 1st year | AUD $31.81 | AUD $1,208.60 |\n\n### Home Care – Aged Care (Schedule F) — Effective 1 October 2025\n\nFollowing the Aged Care Work Value Case decision, Schedule F home care workers received a separate additional increase from 1 October 2025:\n\n| Level | Pay Point | Hourly Rate (AUD) | Weekly Rate (AUD) |\n|-------|-----------|-------------------|-------------------|\n| Level 1 | 1st year | AUD $31.13 | AUD $1,182.94 |\n| Level 2 | 1st year | AUD $32.86 | AUD $1,248.68 |\n| Level 3 | 1st year | AUD $34.59 | AUD $1,314.42 |\n| Level 4 | 1st year | AUD $35.97 | AUD $1,366.86 |\n| Level 5 | 1st year | AUD $37.35 | AUD $1,419.30 |\n\nEmployees advance to the next pay point after 12 months of service demonstrating satisfactory performance and required competency. Use the Pay Calculator tab above to estimate your take-home pay at your current classification level.\n\n## Penalty Rates and Overtime\n\nThe SCHADS Award prescribes specific penalty rates for work outside ordinary Monday-to-Friday daytime hours. Weekend penalty rates are particularly significant given that home care and disability support work frequently occurs on weekends and public holidays.\n\n### Penalty Rates (% of ordinary rate)\n\n| Time and Day | Full-time \u002F Part-time | Casual |\n|---|---|---|\n| Ordinary hours (Mon–Fri) | 100% | 125% |\n| Saturday | 150% | 175% |\n| Sunday | 200% | 225% |\n| Public holiday | 250% | 275% |\n| Afternoon shift (finishing after 8 pm, at\u002Fbefore midnight) | +12.5% | — |\n| Night shift (finishing after midnight \u002F starting before 6 am) | +15% | — |\n\nShift allowances and weekend penalty rates do not stack — only the higher rate applies.\n\n### Overtime\n\n- **SACS and Crisis Accommodation (Schedules B and C):** 150% for the first 3 overtime hours, then 200%.\n- **Home Care, Disability, and Family Day Care (Schedules D, E, F):** 150% for the first 2 overtime hours, then 200%.\n- **All streams on Sundays:** 200% for all overtime hours.\n\n### Casual Loading\n\nThe casual loading under the SCHADS Award is **25%** of the ordinary hourly rate, added to all hours worked. This compensates casual employees for the lack of paid leave, notice entitlements, and other permanent employment benefits (Fair Work Act 2009 s.67B).\n\n### Sleepover Allowance\n\nA distinctive feature of this award is the sleepover allowance: workers required to sleep over at a client's residence or care facility during an 8-hour overnight period receive **4.9% of their standard weekly rate per sleepover** (rather than full overtime pay for those hours). If called upon to perform active duties during a sleepover, overtime rates apply with a minimum payment of 1 hour per disturbance.\n\n## Annual Leave\n\nUnder the SCHADS Award, full-time employees are entitled to **4 weeks (20 days) of paid annual leave per year**, consistent with the NES minimum under the Fair Work Act 2009 s.87. This accrues progressively throughout the year.\n\n**Annual leave loading:** Most SCHADS employees are entitled to a leave loading of **17.5% of their ordinary rate** while on annual leave. Shiftworkers receive whichever is higher — the 17.5% loading or the penalty rates they would have received if they had worked those shifts.\n\nCasual employees are not entitled to paid annual leave; the 25% casual loading compensates for this. Part-time employees accrue annual leave on a pro-rata basis proportional to their contracted hours.\n\n## Notice Periods\n\nThe SCHADS Award reflects the NES notice periods prescribed by Fair Work Act 2009 s.117. The notice period for termination of employment is determined by the employee's length of continuous service:\n\n| Years of Continuous Service | Minimum Notice |\n|-----------------------------|----------------|\n| Less than 1 year | 1 week |\n| 1 to 3 years | 2 weeks |\n| 3 to 5 years | 3 weeks |\n| 5 years or more | 4 weeks |\n| Over 45 with 2+ years of service | +1 additional week |\n\nPayment in lieu of notice is permitted. The same scale applies to both employee resignation and employer-initiated termination. Employers who fail to provide the required notice must pay out the equivalent amount at the employee's ordinary rate.\n\n## Redundancy Pay\n\nWhere a role is genuinely redundant, SCHADS Award employees are entitled to redundancy pay under the NES (Fair Work Act 2009 Sch 4, s.119). The genuine redundancy scale is:\n\n| Years of Continuous Service | Weeks of Pay |\n|-----------------------------|--------------|\n| 1 year | 4 weeks |\n| 2 years | 6 weeks |\n| 3 years | 7 weeks |\n| 4 years | 8 weeks |\n| 5 years | 10 weeks |\n| 6 years | 11 weeks |\n| 7 years | 13 weeks |\n| 8 years | 14 weeks |\n| 9 years | 16 weeks |\n| 10 years or more | 12 weeks (statutory cap) |\n\n**Small business exemption:** Employers with fewer than 15 employees are exempt from NES redundancy pay obligations (Fair Work Act 2009 s.123). Community and disability sector workers employed by small providers should check whether this exemption applies to their situation.\n\nRedundancy pay above the tax-free threshold is treated as an eligible termination payment (ETP) for tax purposes. The tax-free component is calculated as AUD $12,524 plus AUD $6,264 per completed year of service (2025-26 limits).\n\n## Superannuation\n\nThe SCHADS Award does not contain sector-specific superannuation provisions beyond what is required by law. Employers must contribute at the current Superannuation Guarantee (SG) rate under the Superannuation Guarantee (Administration) Act 1992:\n\n- **12.0% of ordinary time earnings** from 1 July 2025 onwards\n\nThe employer contribution is paid in addition to (not deducted from) the employee's wages. HESTA (the Health Employees Superannuation Trust Australia) is widely used in the community services and aged care sector and offers insurance options tailored to this workforce, but employees may choose any complying superannuation fund (Fair Work Act 2009 s.149A — Choice of Fund). Government sector SCHADS workers may be enrolled in a state defined benefit scheme with different contribution rules.\n\nThe annual concessional contributions cap (including employer SG and salary-sacrifice) is AUD $30,000 for the 2025-26 year.\n\n## Important Allowances\n\nIn addition to base pay and penalty rates, the SCHADS Award provides for a range of sector-specific allowances (from 1 July 2025):\n\n| Allowance | Amount | Trigger |\n|-----------|--------|---------|\n| Broken shift (1 break) | AUD $20.82\u002Fshift | Home care and SACS disability work; max 12-hour span |\n| Broken shift (2 breaks) | AUD $27.56\u002Fshift | Written agreement required |\n| First aid certificate | AUD $17.75\u002Fweek (FT) | Hold current first aid certificate and required to perform first aid |\n| On-call (Mon–Fri) | AUD $24.80\u002F24-hour period | Employee must be contactable and available to return to work |\n| On-call (weekend\u002Fpublic holiday) | AUD $49.63\u002F24-hour period | Same conditions, weekend\u002Fpublic holiday |\n| Vehicle\u002Ftravel | AUD $0.99\u002Fkm | Use of personal vehicle for work purposes |\n| Uniform | AUD $1.27\u002Fshift or AUD $6.35\u002Fweek | Employer-required uniform |\n| Laundry | AUD $0.38\u002Fshift or AUD $1.92\u002Fweek | Employer-required laundering |\n| Meal allowance (overtime) | AUD $18.35 (first occasion); AUD $16.20 each additional 4 hours | Overtime extends 1+ hour beyond ordinary hours and no meal provided |\n| Heat\u002Fcold disability | AUD $0.67\u002Fhour | Work in temperatures above 46°C or below 0°C |\n| Remote area | AUD $30.88\u002Fweek | Designated remote work locations |\n\n## State and Territory Variations\n\nThe SCHADS Award is a federal modern award, meaning pay rates and conditions are uniform across all Australian states and territories. However, certain entitlements are governed by state and territory legislation and therefore differ by jurisdiction:\n\n**Long service leave:** The qualifying period and entitlement differ significantly across states. Workers in Victoria qualify after 7 years of continuous service (6.067 weeks), while workers in most other states must complete 10 years before accessing long service leave. South Australia and the Northern Territory provide 13 weeks of leave at the 10-year mark, compared to approximately 8.7 weeks in NSW, QLD, WA, and Tasmania. Use the Long Service Leave tab in the calculator above to estimate your entitlement based on your state.\n\n**Public holidays:** Federal public holidays — New Year's Day, Australia Day, Good Friday, Easter Saturday, Easter Monday, ANZAC Day, King's Birthday, Christmas Day, and Boxing Day — apply nationwide. Each state and territory adds its own public holidays: Melbourne Cup Day (VIC), EKKA Exhibition Day (QLD), Adelaide Cup Day (SA), Foundation Day\u002FWestern Australia Day (WA), Eight Hours Day (TAS), Family and Community Day\u002FReconciliation Day (ACT). Workers rostered on state-specific public holidays are entitled to the 250% SCHADS Award public holiday rate.\n\n**Workers compensation:** Workers compensation schemes are state-based. Different premium structures, weekly payment rates, and rehabilitation requirements apply depending on whether you are employed in NSW (icare), VIC (WorkSafe), QLD (WorkCover QLD), SA (ReturnToWorkSA), WA (WorkCover WA), TAS (WorkSafe Tasmania), ACT (WorkSafe ACT), or NT (NT WorkSafe).\n\n## Your Rights at Work\n\nSCHADS Award employees have access to the full suite of Fair Work Act 2009 protections:\n\n**Unfair dismissal:** Most SCHADS employees can make an unfair dismissal application to the Fair Work Commission after completing the minimum employment period — 6 months for employers with 15 or more employees, or 12 months for small business employers (Fair Work Act 2009 s.382). Claims must be lodged within 21 days of the dismissal taking effect.\n\n**General protections:** The general protections provisions (Fair Work Act 2009 Part 3-1) prohibit adverse action (including dismissal, demotion, or reduction in conditions) against an employee for exercising a workplace right — such as making a complaint, taking personal leave, or participating in industrial action.\n\n**Right of entry:** Unions that are party to the SCHADS Award — the Australian Services Union (ASU), Health Services Union (HSU), and United Workers' Union (UWU) — have right-of-entry entitlements under Fair Work Act 2009 Part 3-4. Union officials may enter your workplace to investigate suspected Award breaches with 24 hours' notice, or without notice in specific circumstances.\n\n**Right to disconnect:** From 26 August 2024, employees of non-small-business employers covered by the SCHADS Award have the right to refuse contact outside of working hours unless the refusal is unreasonable. Small business employers must comply from 26 August 2025 (SCHADS Award cl.25A).\n\n**Minimum engagement:** Full-time and part-time SCHADS employees must be paid a minimum of 2 hours per shift (3 hours for SACS non-disability roles), even if fewer hours are worked. Casual employees have the same minimum per-engagement guarantee.\n\n---\n\n*This article is for general information purposes only and does not constitute legal advice. For questions about your specific employment situation, contact your union (ASU, HSU, or UWU), the Fair Work Ombudsman (1300 724 690), or a qualified employment lawyer. Pay rates and allowances in this article are based on the SCHADS Award as of 2025-26 and are subject to Annual Wage Review increases by the Fair Work Commission.*\n","https:\u002F\u002Fpub-bdebbd2dad294475a2da0eb657815b6b.r2.dev\u002Fhero\u002F26a43596e718-1891ba.webp","Australian disability support worker reviews SCHADS Award entitlements 2026","SCHADS Award Pay Rates 2026 | Expert Zoom","Check your SCHADS Award pay rates, penalty rates, redundancy and leave entitlements. 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