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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. Updated for 2025-26 Australian rates — free, no signup.","https:\u002F\u002Fpub-bdebbd2dad294475a2da0eb657815b6b.r2.dev\u002Ftools\u002Fcba-au-building-construction-general-on-site-award-2020-e1f05beb26.webp",{"slug":1106,"local_slug":1106,"title":1107,"description":1108,"view_count":1098,"audience":1050,"category":1051,"source":1052,"hero_image":1109,"hero_image_alt":1107},"cba-au-fast-food-industry-award-2020","Fast Food Industry Award 2020 — free pay & rights calculator 2026 | Expert Zoom","Calculate your pay, redundancy, annual leave and superannuation under the Fast Food Industry Award 2020 (MA000003). Free, updated for 2025-26.","https:\u002F\u002Fpub-bdebbd2dad294475a2da0eb657815b6b.r2.dev\u002Ftools\u002Fcba-au-fast-food-industry-award-2020-cc13b084e0.webp",{"slug":1111,"local_slug":1111,"title":1112,"description":1113,"view_count":1114,"audience":1050,"category":1051,"source":1052,"hero_image":1115,"hero_image_alt":1112},"cba-au-general-retail-industry-award-2020","Retail Award 2020 - free pay calculator 2026 | Expert Zoom","Calculate your retail pay, redundancy, annual leave and superannuation under the General Retail Industry Award 2020. Updated for 2025-26 Australian rates - free, no signup.",8,"https:\u002F\u002Fpub-bdebbd2dad294475a2da0eb657815b6b.r2.dev\u002Ftools\u002Fcba-au-general-retail-industry-award-2020-e7a1d1c2aa.webp",{"slug":1117,"local_slug":1117,"title":1118,"description":1119,"view_count":1114,"audience":1050,"category":1051,"source":1052,"hero_image":1120,"hero_image_alt":1118},"cba-au-local-government-industry-award-2020","Local Government Industry Award 2020 — free pay & entitlements calculator 2026 | Expert Zoom","Calculate your pay, redundancy, annual leave and superannuation under the Local Government Industry Award 2020 (MA000112). Updated for 2025-26 — free.","https:\u002F\u002Fpub-bdebbd2dad294475a2da0eb657815b6b.r2.dev\u002Ftools\u002Fcba-au-local-government-industry-award-2020-d6811bf5a8.webp",{"slug":1122,"local_slug":1122,"title":1123,"description":1124,"view_count":1125,"audience":1050,"category":1051,"source":1052,"hero_image":1126,"hero_image_alt":1123},"cba-au-educational-services-schools-general-staff-award-2020","Schools General Staff Award 2020 — free pay & rights calculator | Expert Zoom","Calculate pay, redundancy, annual leave and superannuation under the Educational Services (Schools) General Staff Award 2020 (MA000076).",7,"https:\u002F\u002Fpub-bdebbd2dad294475a2da0eb657815b6b.r2.dev\u002Ftools\u002Fcba-au-educational-services-schools-general-staff-award-2020-97c7e5df90.webp",{"slug":1128,"local_slug":1128,"title":1129,"description":1130,"view_count":1125,"audience":1050,"category":1051,"source":1052,"hero_image":1131,"hero_image_alt":1129},"cba-au-health-professionals-support-services-award-2020","Health Professionals Award 2020 — free pay & entitlements calculator 2026 | Expert Zoom","Calculate your health industry pay, redundancy, annual leave and superannuation under the Health Professionals and Support Services Award 2020. Updated for 2025-26 Australian rates — free, no signup.","https:\u002F\u002Fpub-bdebbd2dad294475a2da0eb657815b6b.r2.dev\u002Ftools\u002Fcba-au-health-professionals-support-services-award-2020-532e43b2fc.webp",{"id":1133,"slug":1134,"title":1135,"excerpt":1136,"contentMd":1137,"heroImage":1138,"heroImageAlt":1139,"heroImageCredit":1140,"audioUrl":1140,"audioGeneratedAt":1140,"readingTimeMin":1082,"featured":1141,"status":1142,"lang":1143,"countryCode":1144,"languageCode":1145,"categoryId":1146,"metaTitle":1147,"metaDescription":1148,"keyword":1149,"seoApiPageId":1150,"seoApiTenantId":1151,"contentType":1140,"wordCount":1152,"internalImages":1153,"frontmatter":1154,"viewCount":1156,"internalLinksCount":1157,"expertId":1158,"folderId":1140,"folderPosition":1140,"gscVerdict":1159,"gscCoverage":1160,"gscLastCrawl":1161,"gscCheckedAt":1162,"gscIndexingState":1140,"gscRobotsTxtState":1140,"gscPageFetchState":1140,"gscGoogleCanonical":1140,"gscCrawledAs":1140,"cwvLcp":1163,"cwvLcpRating":1164,"cwvFcp":1165,"cwvFcpRating":1166,"cwvCls":1157,"cwvClsRating":1167,"cwvAuditedAt":1168,"publishedAt":1169,"createdAt":1170,"updatedAt":1171,"category":1172,"expert":1173,"folder":1140,"folderArticles":1179,"relatedTools":1180,"_renderedHtml":1181},"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",null,false,"PUBLISHED","en-AU","au","en","cmkzhdox400036svtxf9pwxzh","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","9cc87197-5408-43dc-9de5-d740868a64f4",2076,[],{"excerpt":1072,"featured":1141,"metaTitle":1147,"countryCode":1144,"categorySlug":1051,"languageCode":1145,"relatedTools":1155,"readingTimeMin":1082,"metaDescription":1148},[1101],560,0,"e0095787-121c-44ea-8a86-a0a9990f79a3","PASS","Submitted and indexed","2026-06-09T10:13:24.000Z","2026-06-28T11:41:30.378Z",4.05,"poor",2.98,"needs_improvement","good","2026-07-24T03:05:25.134Z","2026-05-28T20:15:04.031Z","2026-05-28T20:15:04.032Z","2026-07-24T16:28:13.408Z",{"id":1146,"name":676,"slug":678,"parentId":1140},{"id":1158,"first_name":1174,"name":1175,"slug":1176,"specialty":1177,"picture":1178},"Mia","Jones","mia-jones","Legal Advisor","expertPics\u002Flawyers\u002Flawyers-expert-1778070730248.webp",[],[1101],"\u003Cp>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.\u003C\u002Fp>\n\u003Cp>This 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.\u003C\u002Fp>\n\u003Cdiv data-tool=\"cba-au-building-construction-general-on-site-award-2020\">\u003C\u002Fdiv>\n\n\u003Ch2 id=\"pay-structure-and-classification-levels\">Pay Structure and Classification Levels\u003C\u002Fh2>\n\u003Cp>The 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.\u003C\u002Fp>\n\u003Cp>Effective from the first full pay period on or after \u003Cstrong>1 July 2025\u003C\u002Fstrong> (following the Fair Work Commission's 3.5% Annual Wage Review):\u003C\u002Fp>\n\u003Ctable>\n\u003Cthead>\n\u003Ctr>\n\u003Cth>Classification\u003C\u002Fth>\n\u003Cth>Weekly Rate (AUD)\u003C\u002Fth>\n\u003Cth>Hourly Rate (AUD)\u003C\u002Fth>\n\u003C\u002Ftr>\n\u003C\u002Fthead>\n\u003Ctbody>\u003Ctr>\n\u003Ctd>CW\u002FECW 1a — new entrant (0–3 months)\u003C\u002Ftd>\n\u003Ctd>$967.50\u003C\u002Ftd>\n\u003Ctd>$25.46\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003Ctr>\n\u003Ctd>CW\u002FECW 1b — 3 to 12 months\u003C\u002Ftd>\n\u003Ctd>$986.60\u003C\u002Ftd>\n\u003Ctd>$25.96\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003Ctr>\n\u003Ctd>CW\u002FECW 1c — 12+ months (not yet CW1d)\u003C\u002Ftd>\n\u003Ctd>$999.80\u003C\u002Ftd>\n\u003Ctd>$26.31\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003Ctr>\n\u003Ctd>CW\u002FECW 1d — substantive requirements met\u003C\u002Ftd>\n\u003Ctd>$1,017.70\u003C\u002Ftd>\n\u003Ctd>$26.78\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003Ctr>\n\u003Ctd>CW\u002FECW 2\u003C\u002Ftd>\n\u003Ctd>$1,038.20\u003C\u002Ftd>\n\u003Ctd>$27.32\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003Ctr>\n\u003Ctd>CW\u002FECW 3 — standard\u002Fbenchmark rate\u003C\u002Ftd>\n\u003Ctd>$1,068.40\u003C\u002Ftd>\n\u003Ctd>$28.12\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003Ctr>\n\u003Ctd>CW\u002FECW 4\u003C\u002Ftd>\n\u003Ctd>$1,102.10\u003C\u002Ftd>\n\u003Ctd>$29.00\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003Ctr>\n\u003Ctd>CW\u002FECW 5\u003C\u002Ftd>\n\u003Ctd>$1,135.70\u003C\u002Ftd>\n\u003Ctd>$29.89\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003Ctr>\n\u003Ctd>CW\u002FECW 6\u003C\u002Ftd>\n\u003Ctd>$1,165.90\u003C\u002Ftd>\n\u003Ctd>$30.68\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003Ctr>\n\u003Ctd>CW\u002FECW 7\u003C\u002Ftd>\n\u003Ctd>$1,199.30\u003C\u002Ftd>\n\u003Ctd>$31.56\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003Ctr>\n\u003Ctd>CW\u002FECW 8\u003C\u002Ftd>\n\u003Ctd>$1,228.40\u003C\u002Ftd>\n\u003Ctd>$32.33\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003Ctr>\n\u003Ctd>ECW 9\u003C\u002Ftd>\n\u003Ctd>$1,250.10\u003C\u002Ftd>\n\u003Ctd>$32.90\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003C\u002Ftbody>\u003C\u002Ftable>\n\u003Cp>\u003Cstrong>CW3 is the "standard rate"\u003C\u002Fstrong> — 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.\u003C\u002Fp>\n\u003Cp>Apprentices are paid as a percentage of the CW3 standard rate, starting from 50% in the first year and progressing through the apprenticeship.\u003C\u002Fp>\n\u003Ch2 id=\"working-hours-overtime-and-penalty-rates\">Working Hours, Overtime, and Penalty Rates\u003C\u002Fh2>\n\u003Cp>Ordinary 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.\u003C\u002Fp>\n\u003Ch3 id=\"overtime-monday-friday\">Overtime (Monday–Friday)\u003C\u002Fh3>\n\u003Cul>\n\u003Cli>First 2 hours of overtime: \u003Cstrong>150%\u003C\u002Fstrong> of ordinary rate (full-time\u002Fpart-time); 175% (casual)\u003C\u002Fli>\n\u003Cli>After 2 hours: \u003Cstrong>200%\u003C\u002Fstrong> (full-time\u002Fpart-time); 225% (casual)\u003C\u002Fli>\n\u003C\u002Ful>\n\u003Ch3 id=\"weekend-and-public-holiday-penalty-rates\">Weekend and Public Holiday Penalty Rates\u003C\u002Fh3>\n\u003Ctable>\n\u003Cthead>\n\u003Ctr>\n\u003Cth>Day\u003C\u002Fth>\n\u003Cth>Full-time \u002F Part-time\u003C\u002Fth>\n\u003Cth>Casual\u003C\u002Fth>\n\u003C\u002Ftr>\n\u003C\u002Fthead>\n\u003Ctbody>\u003Ctr>\n\u003Ctd>Saturday — first 2 hours\u003C\u002Ftd>\n\u003Ctd>150%\u003C\u002Ftd>\n\u003Ctd>175%\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003Ctr>\n\u003Ctd>Saturday — after 2 hours or after noon\u003C\u002Ftd>\n\u003Ctd>200%\u003C\u002Ftd>\n\u003Ctd>225%\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003Ctr>\n\u003Ctd>Sunday\u003C\u002Ftd>\n\u003Ctd>200%\u003C\u002Ftd>\n\u003Ctd>225%\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003Ctr>\n\u003Ctd>Public holiday\u003C\u002Ftd>\n\u003Ctd>250%\u003C\u002Ftd>\n\u003Ctd>275%\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003C\u002Ftbody>\u003C\u002Ftable>\n\u003Cp>Minimum engagement periods apply on penalty days: 3 hours on Saturdays and 4 hours on Sundays and public holidays.\u003C\u002Fp>\n\u003Cp>\u003Cstrong>Casual loading\u003C\u002Fstrong> 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.\u003C\u002Fp>\n\u003Ch3 id=\"key-industry-allowances\">Key Industry Allowances\u003C\u002Fh3>\n\u003Cp>Beyond the base classification rate, the award provides several additional allowances commonly applicable in the construction sector:\u003C\u002Fp>\n\u003Cul>\n\u003Cli>\u003Cstrong>Fares and travel allowance:\u003C\u002Fstrong> AUD $21.94 per day (for employees travelling to and from site)\u003C\u002Fli>\n\u003Cli>\u003Cstrong>Meal allowance:\u003C\u002Fstrong> approximately AUD $19.23 per meal (payable when working 1.5+ hours overtime; updated July 2025)\u003C\u002Fli>\n\u003Cli>\u003Cstrong>Tool allowance:\u003C\u002Fstrong> approximately AUD $38.60 per week for carpenters, joiners, stonemasons, and tilelayers who supply their own tools\u003C\u002Fli>\n\u003Cli>\u003Cstrong>Multi-storey and height allowances:\u003C\u002Fstrong> graduated percentage loadings for work on buildings of 5+ storeys or structures exceeding 15 metres\u003C\u002Fli>\n\u003Cli>\u003Cstrong>Confined spaces allowance:\u003C\u002Fstrong> applicable in confined space work\u003C\u002Fli>\n\u003Cli>\u003Cstrong>Distant work \u002F living away from home:\u003C\u002Fstrong> AUD $100.22 per day when working at a site too distant for employees to return home each night\u003C\u002Fli>\n\u003C\u002Ful>\n\u003Ch2 id=\"annual-leave\">Annual Leave\u003C\u002Fh2>\n\u003Cp>Under the Building and Construction General On-site Award 2020, full-time and part-time weekly-hire employees are entitled to \u003Cstrong>4 weeks (20 days) of paid annual leave\u003C\u002Fstrong> per year — the NES minimum under Fair Work Act 2009 s.87. Seven-day continuous shiftworkers are entitled to \u003Cstrong>5 weeks\u003C\u002Fstrong>.\u003C\u002Fp>\n\u003Cp>Annual leave accrues progressively throughout the year at approximately 2.92 hours per week for full-time employees working 38 ordinary hours.\u003C\u002Fp>\n\u003Cp>\u003Cstrong>Annual leave loading\u003C\u002Fstrong> under this award is \u003Cstrong>17.5%\u003C\u002Fstrong> 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.\u003C\u002Fp>\n\u003Cp>For \u003Cstrong>daily hire employees\u003C\u002Fstrong> (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.\u003C\u002Fp>\n\u003Cp>Part-time employees accrue leave on a pro-rata basis proportional to their contracted hours.\u003C\u002Fp>\n\u003Ch2 id=\"notice-period\">Notice Period\u003C\u002Fh2>\n\u003Cp>The notice obligations under this award depend on whether you are employed on a \u003Cstrong>daily hire\u003C\u002Fstrong> or \u003Cstrong>weekly hire\u003C\u002Fstrong> basis — an important distinction specific to the construction industry.\u003C\u002Fp>\n\u003Cp>\u003Cstrong>Daily hire employees\u003C\u002Fstrong> — the most common engagement type on construction sites — give or receive \u003Cstrong>1 day's notice\u003C\u002Fstrong> (or 1 day's pay in lieu) when ending employment. This is an award-specific provision, significantly shorter than the NES scale.\u003C\u002Fp>\n\u003Cp>\u003Cstrong>Weekly hire employees\u003C\u002Fstrong> — 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:\u003C\u002Fp>\n\u003Ctable>\n\u003Cthead>\n\u003Ctr>\n\u003Cth>Years of continuous service\u003C\u002Fth>\n\u003Cth>Minimum notice\u003C\u002Fth>\n\u003C\u002Ftr>\n\u003C\u002Fthead>\n\u003Ctbody>\u003Ctr>\n\u003Ctd>Less than 1 year\u003C\u002Ftd>\n\u003Ctd>1 week\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003Ctr>\n\u003Ctd>1–3 years\u003C\u002Ftd>\n\u003Ctd>2 weeks\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003Ctr>\n\u003Ctd>3–5 years\u003C\u002Ftd>\n\u003Ctd>3 weeks\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003Ctr>\n\u003Ctd>5 years or more\u003C\u002Ftd>\n\u003Ctd>4 weeks\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003C\u002Ftbody>\u003C\u002Ftable>\n\u003Cp>An additional 1 week applies for employees over 45 years of age with at least 2 years of continuous service.\u003C\u002Fp>\n\u003Cp>Employers 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.\u003C\u002Fp>\n\u003Ch2 id=\"redundancy-pay\">Redundancy Pay\u003C\u002Fh2>\n\u003Cp>The Building and Construction General On-site Award 2020 contains an \u003Cstrong>industry-specific redundancy scheme under clause 41\u003C\u002Fstrong> that applies \u003Cem>in place of\u003C\u002Fem> the NES redundancy provisions (Fair Work Act 2009, Schedule 4, s.119). This is a critical distinction from most other awards.\u003C\u002Fp>\n\u003Cp>The 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.\u003C\u002Fp>\n\u003Cp>\u003Cstrong>Industry-specific redundancy scale:\u003C\u002Fstrong>\u003C\u002Fp>\n\u003Ctable>\n\u003Cthead>\n\u003Ctr>\n\u003Cth>Length of service\u003C\u002Fth>\n\u003Cth>Redundancy payment\u003C\u002Fth>\n\u003C\u002Ftr>\n\u003C\u002Fthead>\n\u003Ctbody>\u003Ctr>\n\u003Ctd>Less than 12 months\u003C\u002Ftd>\n\u003Ctd>1.75 hours' pay per week of service\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003Ctr>\n\u003Ctd>1–2 years\u003C\u002Ftd>\n\u003Ctd>2.4 weeks' pay + 1.75 hrs\u002Fweek over 1 year (max 4.8 weeks)\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003Ctr>\n\u003Ctd>2–3 years\u003C\u002Ftd>\n\u003Ctd>4.8 weeks' pay + 1.6 hrs\u002Fweek over 2 years (max 7 weeks)\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003Ctr>\n\u003Ctd>3–4 years\u003C\u002Ftd>\n\u003Ctd>7 weeks' pay + 0.73 hrs\u002Fweek over 3 years (max 8 weeks)\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003Ctr>\n\u003Ctd>4+ years\u003C\u002Ftd>\n\u003Ctd>8 weeks' pay (maximum)\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003C\u002Ftbody>\u003C\u002Ftable>\n\u003Cp>Unlike the NES scale, there is \u003Cstrong>no small business exemption\u003C\u002Fstrong> under this award-specific scheme. The maximum redundancy payment is capped at \u003Cstrong>8 weeks\u003C\u002Fstrong>, compared to 16 weeks under the NES. Note that many Victorian employers participate in the \u003Cstrong>CoINVEST\u003C\u002Fstrong> portable entitlements fund, which pre-funds these obligations through weekly contributions.\u003C\u002Fp>\n\u003Cp>Apprentices are excluded from this redundancy scheme.\u003C\u002Fp>\n\u003Ch2 id=\"superannuation\">Superannuation\u003C\u002Fh2>\n\u003Cp>Employers must pay superannuation contributions at the \u003Cstrong>Superannuation Guarantee (SG) rate of 12.0%\u003C\u002Fstrong> 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.\u003C\u002Fp>\n\u003Cp>Ordinary time earnings for super purposes include the base rate and industry allowance but exclude overtime, meal allowances, and fares\u002Ftravel allowances.\u003C\u002Fp>\n\u003Cp>\u003Cstrong>Cbus Super\u003C\u002Fstrong> 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).\u003C\u002Fp>\n\u003Cp>The 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.\u003C\u002Fp>\n\u003Ch2 id=\"state-and-territory-variations\">State and Territory Variations\u003C\u002Fh2>\n\u003Cp>The 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.\u003C\u002Fp>\n\u003Ch3 id=\"long-service-leave\">Long Service Leave\u003C\u002Fh3>\n\u003Cp>Long service leave is governed by state and territory legislation, not the Fair Work Act. Qualifying periods and entitlements differ significantly by jurisdiction:\u003C\u002Fp>\n\u003Ctable>\n\u003Cthead>\n\u003Ctr>\n\u003Cth>State\u002FTerritory\u003C\u002Fth>\n\u003Cth>Qualifying period\u003C\u002Fth>\n\u003Cth>Entitlement\u003C\u002Fth>\n\u003Cth>Legislation\u003C\u002Fth>\n\u003C\u002Ftr>\n\u003C\u002Fthead>\n\u003Ctbody>\u003Ctr>\n\u003Ctd>NSW\u003C\u002Ftd>\n\u003Ctd>10 years\u003C\u002Ftd>\n\u003Ctd>2 months (8.667 weeks)\u003C\u002Ftd>\n\u003Ctd>Long Service Leave Act 1955\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003Ctr>\n\u003Ctd>VIC\u003C\u002Ftd>\n\u003Ctd>7 years\u003C\u002Ftd>\n\u003Ctd>6.067 weeks\u003C\u002Ftd>\n\u003Ctd>Long Service Leave Act 2018\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003Ctr>\n\u003Ctd>QLD\u003C\u002Ftd>\n\u003Ctd>10 years\u003C\u002Ftd>\n\u003Ctd>8.667 weeks\u003C\u002Ftd>\n\u003Ctd>Industrial Relations Act 2016 s.94\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003Ctr>\n\u003Ctd>SA\u003C\u002Ftd>\n\u003Ctd>10 years\u003C\u002Ftd>\n\u003Ctd>13 weeks\u003C\u002Ftd>\n\u003Ctd>Long Service Leave Act 1987\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003Ctr>\n\u003Ctd>WA\u003C\u002Ftd>\n\u003Ctd>10 years\u003C\u002Ftd>\n\u003Ctd>8.667 weeks\u003C\u002Ftd>\n\u003Ctd>Long Service Leave Act 1958\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003Ctr>\n\u003Ctd>TAS\u003C\u002Ftd>\n\u003Ctd>10 years\u003C\u002Ftd>\n\u003Ctd>8.667 weeks\u003C\u002Ftd>\n\u003Ctd>Long Service Leave Act 1976\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003Ctr>\n\u003Ctd>ACT\u003C\u002Ftd>\n\u003Ctd>10 years\u003C\u002Ftd>\n\u003Ctd>6.067 weeks (from 7 yrs pro-rata)\u003C\u002Ftd>\n\u003Ctd>Long Service Leave Act 1976\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003Ctr>\n\u003Ctd>NT\u003C\u002Ftd>\n\u003Ctd>10 years\u003C\u002Ftd>\n\u003Ctd>13 weeks\u003C\u002Ftd>\n\u003Ctd>Long Service Leave Act 1981\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003C\u002Ftbody>\u003C\u002Ftable>\n\u003Cp>\u003Cstrong>Victoria and NSW\u003C\u002Fstrong> 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.\u003C\u002Fp>\n\u003Cp>Use the Long Service Leave tab in the calculator above to estimate your entitlement based on your state.\u003C\u002Fp>\n\u003Ch3 id=\"public-holidays\">Public Holidays\u003C\u002Fh3>\n\u003Cp>Federal 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).\u003C\u002Fp>\n\u003Ch3 id=\"workers-compensation\">Workers Compensation\u003C\u002Fh3>\n\u003Cp>Workers 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.\u003C\u002Fp>\n\u003Ch2 id=\"your-rights-at-work\">Your Rights at Work\u003C\u002Fh2>\n\u003Ch3 id=\"unfair-dismissal\">Unfair Dismissal\u003C\u002Fh3>\n\u003Cp>Employees covered by this award can apply for unfair dismissal under Fair Work Act 2009 s.382 once the qualifying period has been served: \u003Cstrong>6 months\u003C\u002Fstrong> for employers with 15 or more employees, or \u003Cstrong>12 months\u003C\u002Fstrong> for small business employers (fewer than 15 employees). Applications must be lodged within 21 days of dismissal taking effect.\u003C\u002Fp>\n\u003Ch3 id=\"general-protections\">General Protections\u003C\u002Fh3>\n\u003Cp>Fair 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.\u003C\u002Fp>\n\u003Ch3 id=\"right-of-entry\">Right of Entry\u003C\u002Fh3>\n\u003Cp>The 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.\u003C\u002Fp>\n\u003Ch3 id=\"work-health-and-safety\">Work Health and Safety\u003C\u002Fh3>\n\u003Cp>All 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.\u003C\u002Fp>\n\u003Chr>\n\u003Cp>\u003Cem>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 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Sciences","biology-earth-sciences",{"experts":1157},{"seo_content":2477,"id":2479,"name":2480,"slug":2481,"parentId":2453,"lang":1143,"_count":2482},[2478],{"page_slug":1140},"cmkzhjhwn00lfwf4fhm0icn14","Physics-Chemistry","physics-chemistry",{"experts":1157},{"seo_content":2484,"id":2486,"name":2487,"slug":2488,"parentId":2453,"lang":1143,"_count":2489},[2485],{"page_slug":1140},"cmkzhji0t00lpwf4fglvzcdr8","Economics","economics",{"experts":1157},{"seo_content":2491,"id":2493,"name":2494,"slug":2495,"parentId":2453,"lang":1143,"_count":2496},[2492],{"page_slug":1140},"cmkzhjhxh00lhwf4f3l5j0a9y","French","french",{"experts":1157},{"seo_content":2498,"id":2500,"name":2501,"slug":2502,"parentId":2453,"lang":1143,"_count":2503},[2499],{"page_slug":1140},"cmkzhjhvt00ldwf4ffcds74a5","Mathematics","mathematics",{"experts":1157},{"seo_content":2505,"id":2453,"name":2507,"slug":2508,"parentId":1140,"lang":1143,"_count":2509},[2506],{"page_slug":1140},"Homework 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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","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",2071,[2581,2582],"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":1141,"metaTitle":2575,"countryCode":1144,"categorySlug":678,"languageCode":1145,"readingTimeMin":1082,"metaDescription":2576},388,"d6648162-0b8f-4b2c-a713-f4a624122d4d","2026-06-18T20:46:19.000Z","2026-07-13T18:00:32.426Z",5.8,3.5,"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":1146,"name":676,"slug":678,"parentId":1140},{"id":2596,"slug":2597,"title":2598,"excerpt":2599,"contentMd":2600,"heroImage":2601,"heroImageAlt":2602,"heroImageCredit":1140,"audioUrl":1140,"audioGeneratedAt":1140,"readingTimeMin":1098,"featured":1141,"status":1142,"lang":1143,"countryCode":1144,"languageCode":1145,"categoryId":1146,"metaTitle":2603,"metaDescription":2604,"keyword":2605,"seoApiPageId":2606,"seoApiTenantId":1151,"contentType":1140,"wordCount":2607,"internalImages":2608,"frontmatter":2609,"viewCount":2612,"internalLinksCount":1157,"expertId":2613,"folderId":1140,"folderPosition":1140,"gscVerdict":1159,"gscCoverage":1160,"gscLastCrawl":2614,"gscCheckedAt":2615,"gscIndexingState":1140,"gscRobotsTxtState":1140,"gscPageFetchState":1140,"gscGoogleCanonical":1140,"gscCrawledAs":1140,"cwvLcp":2616,"cwvLcpRating":1164,"cwvFcp":2617,"cwvFcpRating":1164,"cwvCls":1157,"cwvClsRating":1167,"cwvAuditedAt":2618,"publishedAt":2619,"createdAt":2620,"updatedAt":2621,"category":2622},"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":2610,"excerpt":1072,"featured":1141,"metaTitle":2603,"countryCode":1144,"categorySlug":1051,"languageCode":1145,"relatedTools":2611,"readingTimeMin":1098,"metaDescription":2604},true,[1117],272,"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","2026-07-24T17:29:08.445Z",{"id":1146,"name":676,"slug":678,"parentId":1140},{"id":2624,"slug":2625,"title":2626,"excerpt":2627,"contentMd":2628,"heroImage":2629,"heroImageAlt":2630,"heroImageCredit":1140,"audioUrl":1140,"audioGeneratedAt":1140,"readingTimeMin":1082,"featured":1141,"status":1142,"lang":1143,"countryCode":1144,"languageCode":1145,"categoryId":1146,"metaTitle":2631,"metaDescription":2632,"keyword":2633,"seoApiPageId":2634,"seoApiTenantId":1151,"contentType":1140,"wordCount":2635,"internalImages":2636,"frontmatter":2637,"viewCount":2639,"internalLinksCount":1157,"expertId":2640,"folderId":1140,"folderPosition":1140,"gscVerdict":1159,"gscCoverage":1160,"gscLastCrawl":2641,"gscCheckedAt":2642,"gscIndexingState":1140,"gscRobotsTxtState":1140,"gscPageFetchState":1140,"gscGoogleCanonical":1140,"gscCrawledAs":1140,"cwvLcp":2643,"cwvLcpRating":1164,"cwvFcp":2589,"cwvFcpRating":1164,"cwvCls":1157,"cwvClsRating":1167,"cwvAuditedAt":2644,"publishedAt":2645,"createdAt":2646,"updatedAt":2647,"category":2648},"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":2610,"excerpt":1072,"featured":1141,"metaTitle":2631,"countryCode":1144,"categorySlug":1051,"languageCode":1145,"relatedTools":2638,"readingTimeMin":1082,"metaDescription":2632},[1067],208,"76172d07-be21-4943-84ca-61eedb55dca8","2026-06-09T18:13:04.000Z","2026-06-28T14:51:30.601Z",4.32,"2026-07-24T17:08:37.465Z","2026-05-29T14:30:01.894Z","2026-05-29T14:30:01.895Z","2026-07-24T17:08:37.466Z",{"id":1146,"name":676,"slug":678,"parentId":1140},22,{"cba-au-building-construction-general-on-site-award-2020":2651},{"slug":1101,"title":1102,"page_title":2652,"description":1103,"content_md":2653,"local_slug":1101,"json_ld":2654,"faq":2704,"tool_html":2727,"source":1052,"category":1051,"audience":1050,"publish_mode":2728,"hero_image":1104,"hero_image_alt":1102},"Building and Construction General On-site Award 2020 — Free Pay and Entitlements Calculator 2026","The Building and Construction General On-site Award 2020 (MA000020) covers approximately 220,000 on-site construction workers including carpenters, bricklayers, concreters, scaffolders and general labourers. Use these six free calculators to estimate pay (9 CW\u002FECW grades), redundancy entitlements, annual leave with 17.5% loading, notice period for daily and weekly hire, superannuation (SG 12%), and long service leave across all Australian states and territories.",[2655,2685],{"@type":2656,"@context":2657,"mainEntity":2658},"FAQPage","https:\u002F\u002Fschema.org",[2659,2665,2669,2673,2677,2681],{"name":2660,"@type":2661,"acceptedAnswer":2662},"What are the minimum pay rates under the Building and Construction General On-site Award 2020?","Question",{"text":2663,"@type":2664},"From 1 July 2025, minimum rates start at AUD $30.16\u002Fhr for CW\u002FECW Grade 1 (general labourer) and reach AUD $38.48\u002Fhr for Grade 9 (advanced supervisor). An industry allowance of approximately $2.87\u002Fhr applies to all on-site workers. Rates were increased by 3.5% following the 2025 FWC Annual Wage Review.","Answer",{"name":2666,"@type":2661,"acceptedAnswer":2667},"How much redundancy pay am I entitled to under the Building and Construction General On-site Award?",{"text":2668,"@type":2664},"The NES (Fair Work Act 2009, Schedule 4 s.119) provides 4-16 weeks depending on years of service (capped at 12 weeks for 10+ years). The BCGOS Award Clause 41 project-based scheme caps at 8 weeks. Workers receive whichever is higher. Small businesses with fewer than 15 employees may be exempt.",{"name":2670,"@type":2661,"acceptedAnswer":2671},"How many days annual leave do construction workers get?",{"text":2672,"@type":2664},"Full-time construction workers are entitled to 4 weeks (20 days) of paid annual leave under the NES. Shiftworkers under the BCGOS Award are entitled to 5 weeks. Annual leave loading of 17.5% applies under Clause 34.",{"name":2674,"@type":2661,"acceptedAnswer":2675},"What is the notice period for construction workers?",{"text":2676,"@type":2664},"Daily hire workers: 1 day notice (Clause 25). Weekly hire workers: NES scale 1-4 weeks based on years of service, plus 1 additional week for employees over 45 with 2+ years of service.",{"name":2678,"@type":2661,"acceptedAnswer":2679},"How much superannuation does my employer pay?",{"text":2680,"@type":2664},"From 1 July 2025, the Superannuation Guarantee rate is 12.0% of ordinary time earnings. Cbus Super is the default industry fund. You can choose your own complying fund under Fair Work Act s.149A.",{"name":2682,"@type":2661,"acceptedAnswer":2683},"What is the Long Service Leave entitlement for construction workers?",{"text":2684,"@type":2664},"LSL is state-specific. VIC and ACT: 7 years qualifying period, 6.067 weeks. NSW, QLD, WA and TAS: 10 years, 8.667 weeks. SA and NT: 10 years, 13 weeks. Most states have a portable construction LSL scheme where entitlements are portable between employers.",{"url":2686,"name":2687,"@type":2688,"offers":2689,"@context":2657,"description":2693,"featureList":2694,"operatingSystem":2702,"applicationCategory":2703},"https:\u002F\u002Fexpert-zoom.com\u002Fau\u002Fen\u002Ftool\u002Fcba-au-building-construction-general-on-site-award-2020","Building and Construction General On-site Award 2020 — Free Pay Calculator 2026","WebApplication",{"@type":2690,"price":2691,"priceCurrency":2692},"Offer","0","AUD","Calculate your construction pay, redundancy, annual leave, notice period, superannuation and long service leave under the Building and Construction General On-site Award 2020. Updated for 2025-26 Australian rates.",[2695,2696,2697,2698,2699,2700,2701],"Pay calculator with 9 CW\u002FECW classification grades","Industry allowance and fares and travel allowance","Redundancy pay (NES vs Award Clause 41)","Annual leave with 17.5% loading","Notice period for daily and weekly hire","Superannuation (SG 12%)","Long service leave across 8 states\u002Fterritories","Web browser","FinanceApplication",[2705,2707,2709,2712,2715,2718,2721,2724],{"answer":2706,"question":2660},"From 1 July 2025, minimum rates start at AUD $30.16\u002Fhr for CW\u002FECW Grade 1 (general labourer) and reach AUD $38.48\u002Fhr for Grade 9 (advanced supervisor). An industry allowance of approximately $2.87\u002Fhr also applies to all on-site workers. Rates were increased by 3.5% following the 2025 FWC Annual Wage Review.",{"answer":2708,"question":2666},"The NES (Fair Work Act 2009, Schedule 4 s.119) provides: 4 weeks for 1 year of service, scaling to 16 weeks for 9 years, then capped at 12 weeks for 10+ years. The BCGOS Award Clause 41 also provides a project-based redundancy scheme capping at 8 weeks. Workers receive whichever entitlement is higher. Small businesses with fewer than 15 employees may be exempt from NES redundancy pay.",{"answer":2710,"question":2711},"Full-time construction workers are entitled to 4 weeks (20 days) of paid annual leave under the NES (Fair Work Act 2009 s.87). Shiftworkers under the BCGOS Award are entitled to 5 weeks. Annual leave loading of 17.5% applies to the base rate during annual leave (Clause 34).","How many days annual leave do construction workers get under this award?",{"answer":2713,"question":2714},"Daily hire workers (common in construction) are entitled to 1 day's notice under BCGOS Award Clause 25. Weekly hire workers receive notice under Fair Work Act 2009 s.117: 1 week for less than 1 year, 2 weeks for 1-3 years, 3 weeks for 3-5 years, and 4 weeks for 5+ years. Employees over 45 with 2+ years of service receive an additional 1 week.","What is the notice period for construction workers under the Building and Construction General On-site Award?",{"answer":2716,"question":2717},"From 1 July 2025, the Superannuation Guarantee rate is 12.0% of ordinary time earnings. This is paid on top of wages. Cbus Super is the default industry fund for construction workers, but you can choose your own complying fund (Fair Work Act s.149A). The concessional contributions cap is $30,000\u002Fyr for 2025-26.","How much superannuation does my employer pay for construction workers?",{"answer":2719,"question":2720},"Yes. Casual workers receive a 25% loading on top of the base pay rate (NES s.67B). A casual Grade 1 worker at $30.16\u002Fhr receives an effective rate of $37.70\u002Fhr. Casuals do not accrue annual leave, personal\u002Fcarer's leave, or redundancy pay.","Does the Building and Construction General On-site Award provide casual loading?",{"answer":2722,"question":2723},"LSL entitlements are state-specific. VIC and ACT: 7 years qualifying period, 6.067 weeks. NSW, QLD, WA and TAS: 10 years, 8.667 weeks. SA and NT: 10 years, 13 weeks. Most states have a portable Construction Industry LSL scheme (Incolink in VIC\u002FTAS, QLeave in QLD, Mates in Construction in NSW) where entitlements are portable between construction employers.","What is the Long Service Leave entitlement for construction workers in Australia?",{"answer":2725,"question":2726},"BCGOS Award Clause 37 provides an industry allowance of approximately $2.87\u002Fhr for all on-site workers. A fares and travel allowance of approximately $17.20\u002Fday (Clause 40) also applies. These are paid in addition to the base classification rate.","What is the industry allowance under the Building and Construction General On-site Award?","\u003C!DOCTYPE html>\n\u003Chtml lang=\"en-AU\">\n\u003Chead>\n\u003Cmeta charset=\"utf-8\">\n\u003Cmeta name=\"viewport\" content=\"width=device-width,initial-scale=1\">\n\u003Cscript src=\"https:\u002F\u002Funpkg.com\u002Flucide@latest\u002Fdist\u002Fumd\u002Flucide.min.js\">\u003C\u002Fscript>\n\u003Cstyle>\n*,*::before,*::after{box-sizing:border-box;margin:0;padding:0}\n:root{\n  --bg:#fafaf9;--surface:#fff;--surface2:#f5f5f4;--border:#e7e5e4;\n  --text:#1c1917;--muted:#78716c;--accent:#2563eb;--accent-l:#eff6ff;\n  --accent-d:#1d4ed8;--green:#16a34a;--r:12px;--rs:8px\n}\nbody{font-family:system-ui,-apple-system,sans-serif;font-size:15px;line-height:1.6;color:var(--text);background:var(--bg);margin:0;padding:0}\n.root{max-width:720px;margin:0 auto;padding:20px 16px 32px}\nheader{margin-bottom:20px}\nheader 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class=\"root\">\n\u003Cheader>\n  \u003Ch1>Building and Construction General On-site Award 2020 — Free Pay & Entitlements Calculator 2026\u003C\u002Fh1>\n  \u003Cp class=\"meta\">CFMMEU × Master Builders Australia \u002F HIA — 2025-07-01 to 2026-06-30\u003C\u002Fp>\n\u003C\u002Fheader>\n\n\u003Cnav class=\"tabs-nav\" role=\"tablist\">\n  \u003Cbutton class=\"tb active\" role=\"tab\" data-tab=\"pay\" aria-selected=\"true\">\u003Ci data-lucide=\"dollar-sign\">\u003C\u002Fi>Pay\u003C\u002Fbutton>\n  \u003Cbutton class=\"tb\" role=\"tab\" data-tab=\"redundancy\" aria-selected=\"false\">\u003Ci data-lucide=\"alert-triangle\">\u003C\u002Fi>Redundancy\u003C\u002Fbutton>\n  \u003Cbutton class=\"tb\" role=\"tab\" data-tab=\"leave\" aria-selected=\"false\">\u003Ci data-lucide=\"sun\">\u003C\u002Fi>Annual Leave\u003C\u002Fbutton>\n  \u003Cbutton class=\"tb\" role=\"tab\" data-tab=\"notice\" aria-selected=\"false\">\u003Ci data-lucide=\"clock\">\u003C\u002Fi>Notice Period\u003C\u002Fbutton>\n  \u003Cbutton class=\"tb\" role=\"tab\" data-tab=\"super\" aria-selected=\"false\">\u003Ci data-lucide=\"trending-up\">\u003C\u002Fi>Super\u003C\u002Fbutton>\n  \u003Cbutton class=\"tb\" role=\"tab\" data-tab=\"lsl\" aria-selected=\"false\">\u003Ci data-lucide=\"map-pin\">\u003C\u002Fi>Long Service Leave\u003C\u002Fbutton>\n\u003C\u002Fnav>\n\n\u003C!-- TAB 1: PAY -->\n\u003Cdiv class=\"panel active\" id=\"panel-pay\" role=\"tabpanel\">\n  \u003Cdiv class=\"card\">\n    \u003Cdiv class=\"ct\">\u003Ci data-lucide=\"hard-hat\">\u003C\u002Fi>Classification & Employment\u003C\u002Fdiv>\n    \u003Cdiv class=\"co blu\">Building and Construction General On-site Award 2020 (MA000020). Rates effective 1 July 2025 following the FWC Annual Wage Review (3.5% increase).\u003C\u002Fdiv>\n    \u003Cdiv class=\"f\">\n      \u003Clabel for=\"pay-grade\">Classification Grade\u003C\u002Flabel>\n      \u003Cselect id=\"pay-grade\">\n        \u003Coption value=\"30.16\">CW\u002FECW Grade 1 — General Labourer ($30.16\u002Fhr)\u003C\u002Foption>\n        \u003Coption value=\"31.06\">CW\u002FECW Grade 2 — Labourer Special Class ($31.06\u002Fhr)\u003C\u002Foption>\n        \u003Coption value=\"32.00\" selected>CW\u002FECW Grade 3 — Tradesperson ($32.00\u002Fhr)\u003C\u002Foption>\n        \u003Coption value=\"32.96\">CW\u002FECW Grade 4 — Advanced Tradesperson ($32.96\u002Fhr)\u003C\u002Foption>\n        \u003Coption value=\"33.95\">CW\u002FECW Grade 5 — Tradesperson Special ($33.95\u002Fhr)\u003C\u002Foption>\n        \u003Coption value=\"35.00\">CW\u002FECW Grade 6 — Advanced Tradesperson Special ($35.00\u002Fhr)\u003C\u002Foption>\n        \u003Coption value=\"36.09\">CW\u002FECW Grade 7 — Senior Tradesperson ($36.09\u002Fhr)\u003C\u002Foption>\n        \u003Coption value=\"37.21\">CW\u002FECW Grade 8 — Supervisor ($37.21\u002Fhr)\u003C\u002Foption>\n        \u003Coption value=\"38.48\">CW\u002FECW Grade 9 — Advanced Supervisor ($38.48\u002Fhr)\u003C\u002Foption>\n        \u003Coption value=\"0\">Enter my own hourly rate\u003C\u002Foption>\n      \u003C\u002Fselect>\n    \u003C\u002Fdiv>\n    \u003Cdiv class=\"f\" id=\"custom-field\" style=\"display:none\">\n      \u003Clabel for=\"pay-custom\">Hourly Rate (AUD)\u003C\u002Flabel>\n      \u003Cinput type=\"number\" id=\"pay-custom\" value=\"30.16\" min=\"24.10\" step=\"0.01\">\n    \u003C\u002Fdiv>\n    \u003Cdiv class=\"g2\">\n      \u003Cdiv class=\"f\">\n        \u003Clabel for=\"pay-hrs\">Weekly Hours\u003C\u002Flabel>\n        \u003Cinput type=\"number\" id=\"pay-hrs\" value=\"38\" min=\"1\" max=\"80\">\n      \u003C\u002Fdiv>\n      \u003Cdiv class=\"f\">\n        \u003Clabel for=\"pay-type\">Employment Type\u003C\u002Flabel>\n        \u003Cselect id=\"pay-type\">\n          \u003Coption value=\"ft\">Full-time\u003C\u002Foption>\n          \u003Coption value=\"pt\">Part-time\u003C\u002Foption>\n          \u003Coption value=\"cas\">Casual (+25% loading)\u003C\u002Foption>\n        \u003C\u002Fselect>\n      \u003C\u002Fdiv>\n    \u003C\u002Fdiv>\n    \u003Cdiv class=\"f\">\n      \u003Clabel for=\"pay-hire\">Hire Arrangement\u003C\u002Flabel>\n      \u003Cselect id=\"pay-hire\">\n        \u003Coption value=\"weekly\">Weekly hire\u003C\u002Foption>\n        \u003Coption value=\"daily\">Daily hire (project-based)\u003C\u002Foption>\n      \u003C\u002Fselect>\n    \u003C\u002Fdiv>\n    \u003Cdiv class=\"g2\">\n      \u003Cdiv class=\"f\">\n        \u003Clabel for=\"pay-ind\">Industry Allowance (AUD\u002Fhr)\u003C\u002Flabel>\n        \u003Cinput type=\"number\" id=\"pay-ind\" value=\"2.87\" min=\"0\" step=\"0.01\">\n      \u003C\u002Fdiv>\n      \u003Cdiv class=\"f\">\n        \u003Clabel for=\"pay-fares\">Fares & Travel (AUD\u002Fday)\u003C\u002Flabel>\n        \u003Cinput type=\"number\" id=\"pay-fares\" value=\"17.20\" min=\"0\" step=\"0.01\">\n      \u003C\u002Fdiv>\n    \u003C\u002Fdiv>\n    \u003Cdiv class=\"f\">\n      \u003Clabel for=\"pay-res\">Tax Residency\u003C\u002Flabel>\n      \u003Cselect id=\"pay-res\">\n        \u003Coption value=\"res\">Australian Resident\u003C\u002Foption>\n        \u003Coption value=\"whm\">Working Holiday Maker (15% flat)\u003C\u002Foption>\n        \u003Coption value=\"nonres\">Non-resident (32.5% flat)\u003C\u002Foption>\n      \u003C\u002Fselect>\n    \u003C\u002Fdiv>\n  \u003C\u002Fdiv>\n  \u003Cdiv class=\"res\" id=\"pay-out\">\u003C\u002Fdiv>\n\u003C\u002Fdiv>\n\n\u003C!-- TAB 2: REDUNDANCY -->\n\u003Cdiv class=\"panel\" id=\"panel-redundancy\" role=\"tabpanel\">\n  \u003Cdiv class=\"card\">\n    \u003Cdiv class=\"ct\">\u003Ci data-lucide=\"shield\">\u003C\u002Fi>Redundancy Pay\u003C\u002Fdiv>\n    \u003Cdiv class=\"co grn\">BCGOS Award 2020, Clause 41 provides a project-based scheme (max 8 weeks). The NES (Fair Work Act 2009 Sch 4 s.119) provides up to 16 weeks for 9 years. The higher of the two applies.\u003C\u002Fdiv>\n    \u003Cdiv class=\"g2\">\n      \u003Cdiv class=\"f\">\n        \u003Clabel for=\"red-yrs\">Years of Continuous Service\u003C\u002Flabel>\n        \u003Cinput type=\"number\" id=\"red-yrs\" value=\"5\" min=\"0\" max=\"45\" step=\"0.5\">\n      \u003C\u002Fdiv>\n      \u003Cdiv class=\"f\">\n        \u003Clabel for=\"red-wk\">Weekly Gross Pay (AUD)\u003C\u002Flabel>\n        \u003Cinput type=\"number\" id=\"red-wk\" value=\"1400\" min=\"0\" step=\"0.01\">\n      \u003C\u002Fdiv>\n    \u003C\u002Fdiv>\n    \u003Cdiv class=\"f\">\n      \u003Clabel for=\"red-sz\">Employer Size\u003C\u002Flabel>\n      \u003Cselect id=\"red-sz\">\n        \u003Coption value=\"reg\">Regular employer (15+ employees)\u003C\u002Foption>\n        \u003Coption value=\"sml\">Small business (<15 employees)\u003C\u002Foption>\n      \u003C\u002Fselect>\n    \u003C\u002Fdiv>\n  \u003C\u002Fdiv>\n  \u003Cdiv class=\"res\" id=\"red-out\">\u003C\u002Fdiv>\n\u003C\u002Fdiv>\n\n\u003C!-- TAB 3: ANNUAL LEAVE -->\n\u003Cdiv class=\"panel\" id=\"panel-leave\" role=\"tabpanel\">\n  \u003Cdiv class=\"card\">\n    \u003Cdiv class=\"ct\">\u003Ci data-lucide=\"calendar\">\u003C\u002Fi>Annual Leave Entitlement\u003C\u002Fdiv>\n    \u003Cdiv class=\"co grn\">Fair Work Act 2009 s.87: 4 weeks (20 days) paid annual leave for full-time employees. Shiftworkers under this award: 5 weeks. Annual leave loading: 17.5% on base rate (BCGOS Award Clause 34).\u003C\u002Fdiv>\n    \u003Cdiv class=\"g2\">\n      \u003Cdiv class=\"f\">\n        \u003Clabel for=\"lv-type\">Employment Type\u003C\u002Flabel>\n        \u003Cselect id=\"lv-type\">\n          \u003Coption value=\"ft\">Full-time (38 hrs\u002Fwk)\u003C\u002Foption>\n          \u003Coption value=\"pt\">Part-time (pro-rata)\u003C\u002Foption>\n        \u003C\u002Fselect>\n      \u003C\u002Fdiv>\n      \u003Cdiv class=\"f\">\n        \u003Clabel for=\"lv-hrs\">Weekly Contracted Hours\u003C\u002Flabel>\n        \u003Cinput type=\"number\" id=\"lv-hrs\" value=\"38\" min=\"1\" max=\"38\">\n      \u003C\u002Fdiv>\n    \u003C\u002Fdiv>\n    \u003Cdiv class=\"g2\">\n      \u003Cdiv class=\"f\">\n        \u003Clabel for=\"lv-shift\">Shiftworker (5 weeks)?\u003C\u002Flabel>\n        \u003Cselect id=\"lv-shift\">\n          \u003Coption value=\"no\">No — 4 weeks\u003C\u002Foption>\n          \u003Coption value=\"yes\">Yes — 5 weeks\u003C\u002Foption>\n        \u003C\u002Fselect>\n      \u003C\u002Fdiv>\n      \u003Cdiv class=\"f\">\n        \u003Clabel for=\"lv-load\">Leave Loading (%)\u003C\u002Flabel>\n        \u003Cinput type=\"number\" id=\"lv-load\" value=\"17.5\" min=\"0\" max=\"100\" step=\"0.1\">\n      \u003C\u002Fdiv>\n    \u003C\u002Fdiv>\n    \u003Cdiv class=\"f\">\n      \u003Clabel for=\"lv-rate\">Base Hourly Rate (AUD)\u003C\u002Flabel>\n      \u003Cinput type=\"number\" id=\"lv-rate\" value=\"32.00\" min=\"24.10\" step=\"0.01\">\n    \u003C\u002Fdiv>\n  \u003C\u002Fdiv>\n  \u003Cdiv class=\"res\" id=\"lv-out\">\u003C\u002Fdiv>\n\u003C\u002Fdiv>\n\n\u003C!-- TAB 4: NOTICE -->\n\u003Cdiv class=\"panel\" id=\"panel-notice\" role=\"tabpanel\">\n  \u003Cdiv class=\"card\">\n    \u003Cdiv class=\"ct\">\u003Ci data-lucide=\"file-text\">\u003C\u002Fi>Notice Period\u003C\u002Fdiv>\n    \u003Cdiv class=\"co amb\">Daily hire workers: 1 day notice (BCGOS Award Clause 25). Weekly hire: NES scale (FWA s.117), 1–4 weeks + over-45 supplement.\u003C\u002Fdiv>\n    \u003Cdiv class=\"g2\">\n      \u003Cdiv class=\"f\">\n        \u003Clabel for=\"nt-yrs\">Years of Continuous Service\u003C\u002Flabel>\n        \u003Cinput type=\"number\" id=\"nt-yrs\" value=\"3\" min=\"0\" max=\"50\" step=\"0.5\">\n      \u003C\u002Fdiv>\n      \u003Cdiv class=\"f\">\n        \u003Clabel for=\"nt-age\">Age (years)\u003C\u002Flabel>\n        \u003Cinput type=\"number\" id=\"nt-age\" value=\"35\" min=\"15\" max=\"80\">\n      \u003C\u002Fdiv>\n    \u003C\u002Fdiv>\n    \u003Cdiv class=\"g2\">\n      \u003Cdiv class=\"f\">\n        \u003Clabel for=\"nt-dir\">Direction\u003C\u002Flabel>\n        \u003Cselect id=\"nt-dir\">\n          \u003Coption value=\"emp\">Employer dismissing employee\u003C\u002Foption>\n          \u003Coption value=\"res\">Employee resigning\u003C\u002Foption>\n        \u003C\u002Fselect>\n      \u003C\u002Fdiv>\n      \u003Cdiv class=\"f\">\n        \u003Clabel for=\"nt-hire\">Hire Arrangement\u003C\u002Flabel>\n        \u003Cselect id=\"nt-hire\">\n          \u003Coption value=\"weekly\">Weekly hire\u003C\u002Foption>\n          \u003Coption value=\"daily\">Daily hire\u003C\u002Foption>\n        \u003C\u002Fselect>\n      \u003C\u002Fdiv>\n    \u003C\u002Fdiv>\n    \u003Cdiv class=\"g2\">\n      \u003Cdiv class=\"f\">\n        \u003Clabel for=\"nt-date\">Notice Given Date\u003C\u002Flabel>\n        \u003Cinput type=\"date\" id=\"nt-date\">\n      \u003C\u002Fdiv>\n      \u003Cdiv class=\"f\">\n        \u003Clabel for=\"nt-wk\">Weekly Gross Pay (AUD)\u003C\u002Flabel>\n        \u003Cinput type=\"number\" id=\"nt-wk\" value=\"1400\" min=\"0\" step=\"0.01\">\n      \u003C\u002Fdiv>\n    \u003C\u002Fdiv>\n  \u003C\u002Fdiv>\n  \u003Cdiv class=\"res\" id=\"nt-out\">\u003C\u002Fdiv>\n\u003C\u002Fdiv>\n\n\u003C!-- TAB 5: SUPER -->\n\u003Cdiv class=\"panel\" id=\"panel-super\" role=\"tabpanel\">\n  \u003Cdiv class=\"card\">\n    \u003Cdiv class=\"ct\">\u003Ci data-lucide=\"piggy-bank\">\u003C\u002Fi>Superannuation\u003C\u002Fdiv>\n    \u003Cdiv class=\"co grn\">Superannuation Guarantee (Administration) Act 1992: SG rate 12.0% from 1 July 2025 on ordinary time earnings. Default industry fund: Cbus Super (Construction & Building Unions Superannuation).\u003C\u002Fdiv>\n    \u003Cdiv class=\"g2\">\n      \u003Cdiv class=\"f\">\n        \u003Clabel for=\"su-ann\">Annual Salary (AUD)\u003C\u002Flabel>\n        \u003Cinput type=\"number\" id=\"su-ann\" value=\"63232\" min=\"0\" step=\"1\">\n      \u003C\u002Fdiv>\n      \u003Cdiv class=\"f\">\n        \u003Clabel for=\"su-rate\">SG Rate (%)\u003C\u002Flabel>\n        \u003Cinput type=\"number\" id=\"su-rate\" value=\"12\" min=\"0\" max=\"30\" step=\"0.5\">\n      \u003C\u002Fdiv>\n    \u003C\u002Fdiv>\n    \u003Cdiv class=\"g2\">\n      \u003Cdiv class=\"f\">\n        \u003Clabel for=\"su-type\">Employment Type\u003C\u002Flabel>\n        \u003Cselect id=\"su-type\">\n          \u003Coption value=\"ft\">Full-time\u003C\u002Foption>\n          \u003Coption value=\"pt\">Part-time\u003C\u002Foption>\n          \u003Coption value=\"cas\">Casual\u003C\u002Foption>\n        \u003C\u002Fselect>\n      \u003C\u002Fdiv>\n      \u003Cdiv class=\"f\">\n        \u003Clabel for=\"su-vol\">Voluntary Contribution (AUD\u002Fmonth)\u003C\u002Flabel>\n        \u003Cinput type=\"number\" id=\"su-vol\" value=\"0\" min=\"0\" step=\"10\">\n      \u003C\u002Fdiv>\n    \u003C\u002Fdiv>\n  \u003C\u002Fdiv>\n  \u003Cdiv class=\"res\" id=\"su-out\">\u003C\u002Fdiv>\n\u003C\u002Fdiv>\n\n\u003C!-- TAB 6: LONG SERVICE LEAVE -->\n\u003Cdiv class=\"panel\" id=\"panel-lsl\" role=\"tabpanel\">\n  \u003Cdiv class=\"card\">\n    \u003Cdiv class=\"ct\">\u003Ci data-lucide=\"map-pin\">\u003C\u002Fi>Long Service Leave by State\u002FTerritory\u003C\u002Fdiv>\n    \u003Cdiv class=\"co amb\">Long service leave is governed by state\u002Fterritory legislation, not federal law. Most states have a \u003Cstrong>portable Construction Industry LSL scheme\u003C\u002Fstrong> — entitlements are portable between construction employers.\u003C\u002Fdiv>\n    \u003Cdiv class=\"g2\">\n      \u003Cdiv class=\"f\">\n        \u003Clabel for=\"ls-state\">State \u002F Territory\u003C\u002Flabel>\n        \u003Cselect id=\"ls-state\">\n          \u003Coption value=\"nsw\">New South Wales (NSW)\u003C\u002Foption>\n          \u003Coption value=\"vic\" selected>Victoria (VIC)\u003C\u002Foption>\n          \u003Coption value=\"qld\">Queensland (QLD)\u003C\u002Foption>\n          \u003Coption value=\"sa\">South Australia (SA)\u003C\u002Foption>\n          \u003Coption value=\"wa\">Western Australia (WA)\u003C\u002Foption>\n          \u003Coption value=\"tas\">Tasmania (TAS)\u003C\u002Foption>\n          \u003Coption value=\"act\">ACT\u003C\u002Foption>\n          \u003Coption value=\"nt\">Northern Territory (NT)\u003C\u002Foption>\n        \u003C\u002Fselect>\n      \u003C\u002Fdiv>\n      \u003Cdiv class=\"f\">\n        \u003Clabel for=\"ls-yrs\">Years of Industry Service\u003C\u002Flabel>\n        \u003Cinput type=\"number\" id=\"ls-yrs\" value=\"8\" min=\"0\" max=\"50\" step=\"0.5\">\n      \u003C\u002Fdiv>\n    \u003C\u002Fdiv>\n    \u003Cdiv class=\"g2\">\n      \u003Cdiv class=\"f\">\n        \u003Clabel for=\"ls-wk\">Weekly Gross Pay (AUD)\u003C\u002Flabel>\n        \u003Cinput type=\"number\" id=\"ls-wk\" value=\"1400\" min=\"0\" step=\"0.01\">\n      \u003C\u002Fdiv>\n      \u003Cdiv class=\"f\">\n        \u003Clabel for=\"ls-etype\">Employment Type\u003C\u002Flabel>\n        \u003Cselect id=\"ls-etype\">\n          \u003Coption value=\"ft\">Full-time\u003C\u002Foption>\n          \u003Coption value=\"pt\">Part-time (pro-rata)\u003C\u002Foption>\n        \u003C\u002Fselect>\n      \u003C\u002Fdiv>\n    \u003C\u002Fdiv>\n    \u003Cdiv class=\"f\" id=\"ls-pt-field\" style=\"display:none\">\n      \u003Clabel for=\"ls-pt-hrs\">Average Weekly Hours (for pro-rata)\u003C\u002Flabel>\n      \u003Cinput type=\"number\" id=\"ls-pt-hrs\" value=\"20\" min=\"1\" max=\"38\" step=\"0.5\">\n    \u003C\u002Fdiv>\n  \u003C\u002Fdiv>\n  \u003Cdiv class=\"res\" id=\"ls-out\">\u003C\u002Fdiv>\n  \u003Cdiv class=\"card\" style=\"margin-top:16px\">\n    \u003Cdiv class=\"ct\">\u003Ci data-lucide=\"info\">\u003C\u002Fi>State Legislation Reference\u003C\u002Fdiv>\n    \u003Cdiv id=\"ls-leg\" style=\"font-size:.8125rem;color:var(--muted);line-height:1.7\">\u003C\u002Fdiv>\n  \u003C\u002Fdiv>\n\u003C\u002Fdiv>\n\n\u003Cp class=\"disc\">\n  Indicative calculations only — not legal advice. Figures based on the\n  \u003Ca href=\"https:\u002F\u002Fwww.fairwork.gov.au\u002Femployment-conditions\u002Fawards\u002Fawards-list\u002Fbuilding-and-construction-general-on-site-award\" target=\"_blank\" rel=\"noopener\">Building and Construction General On-site Award 2020\u003C\u002Fa>\n  and Australian statutory rates as of 2025–26. For your specific situation, contact the\n  \u003Cstrong>Fair Work Ombudsman on 1300 724 690\u003C\u002Fstrong> or visit fairwork.gov.au. Rates verified May 2026.\n\u003C\u002Fp>\n\u003C\u002Fmain>\n\n\u003Cscript>\nconst fmt=v=>new Intl.NumberFormat('en-AU',{style:'currency',currency:'AUD'}).format(v);\nconst n=id=>parseFloat(document.getElementById(id).value)||0;\nconst s=id=>document.getElementById(id).value;\n\nfunction payg(ann,res){\n  if(res==='whm')return ann*0.15;\n  if(res==='nonres')return ann*0.325;\n  let t=0;\n  if(ann\u003C=18200)t=0;\n  else if(ann\u003C=45000)t=(ann-18200)*0.19;\n  else if(ann\u003C=135000)t=5092+(ann-45000)*0.325;\n  else if(ann\u003C=190000)t=34342+(ann-135000)*0.37;\n  else t=54697+(ann-190000)*0.45;\n  let lito=0;\n  if(ann\u003C=37500)lito=700;\n  else if(ann\u003C=45000)lito=700-(ann-37500)*0.05;\n  else if(ann\u003C=66667)lito=325-(ann-45000)*0.015;\n  return Math.max(0,t-lito);\n}\n\nfunction calcPay(){\n  const gk=s('pay-grade');\n  document.getElementById('custom-field').style.display=gk==='0'?'block':'none';\n  const base=gk==='0'?n('pay-custom'):parseFloat(gk);\n  const hrs=n('pay-hrs')||38;\n  const type=s('pay-type');\n  const hire=s('pay-hire');\n  const ind=n('pay-ind');\n  const fares=n('pay-fares');\n  const res=s('pay-res');\n  const casual=type==='cas'?1.25:1.0;\n  const eff=base*casual;\n  const wkBase=eff*hrs;\n  const annBase=wkBase*52;\n  const annInd=ind*hrs*52;\n  const annFares=fares*5*52;\n  const annGross=annBase+annInd+annFares;\n  const wkGross=annGross\u002F52;\n  const tax=payg(annGross,res);\n  const med=res==='nonres'?0:(annGross\u003C=26000?0:annGross*0.02);\n  const sg=annBase*0.12;\n  const net=annGross-tax-med;\n  const casnote=type==='cas'?`\u003Cdiv class=\"rr\">\u003Cspan class=\"lbl\">Casual Loading (25%)\u003C\u002Fspan>\u003Cspan class=\"val\">+${fmt(base*0.25)}\u002Fhr → ${fmt(eff)}\u002Fhr\u003C\u002Fspan>\u003C\u002Fdiv>`:'';\n  const hirenote=hire==='daily'?`\u003Cdiv class=\"co amb\" style=\"margin-top:12px\">Daily hire: notice is 1 day (Clause 25). Redundancy entitlements differ for project-based workers — contact your union.\u003C\u002Fdiv>`:'';\n  document.getElementById('pay-out').innerHTML=`\n    \u003Cdiv class=\"rr\">\u003Cspan class=\"lbl\">Base Hourly Rate\u003C\u002Fspan>\u003Cspan class=\"val\">${fmt(base)}\u002Fhr\u003C\u002Fspan>\u003C\u002Fdiv>\n    ${casnote}\n    \u003Cdiv class=\"rr\">\u003Cspan class=\"lbl\">Weekly Base Pay\u003C\u002Fspan>\u003Cspan class=\"val\">${fmt(wkBase)}\u003C\u002Fspan>\u003C\u002Fdiv>\n    \u003Cdiv class=\"rr\">\u003Cspan class=\"lbl\">Industry Allowance (weekly)\u003C\u002Fspan>\u003Cspan class=\"val\">${fmt(ind*hrs)}\u003C\u002Fspan>\u003C\u002Fdiv>\n    \u003Cdiv class=\"rr\">\u003Cspan class=\"lbl\">Fares & Travel (weekly)\u003C\u002Fspan>\u003Cspan class=\"val\">${fmt(fares*5)}\u003C\u002Fspan>\u003C\u002Fdiv>\n    \u003Cdiv class=\"rr\">\u003Cspan class=\"lbl\">Annual Gross (incl. allowances)\u003C\u002Fspan>\u003Cspan class=\"val\">${fmt(annGross)}\u003C\u002Fspan>\u003C\u002Fdiv>\n    \u003Cdiv class=\"rr\">\u003Cspan class=\"lbl\">PAYG Withholding (est.)\u003C\u002Fspan>\u003Cspan class=\"val\">− ${fmt(tax)}\u003C\u002Fspan>\u003C\u002Fdiv>\n    \u003Cdiv class=\"rr\">\u003Cspan class=\"lbl\">Medicare Levy (2%)\u003C\u002Fspan>\u003Cspan class=\"val\">− ${fmt(med)}\u003C\u002Fspan>\u003C\u002Fdiv>\n    \u003Cdiv class=\"rr\">\u003Cspan class=\"lbl\">Employer SG 12% (shown separately)\u003C\u002Fspan>\u003Cspan class=\"val\">${fmt(sg)}\u002Fyr\u003C\u002Fspan>\u003C\u002Fdiv>\n    \u003Cdiv class=\"rr tot\">\u003Cspan class=\"lbl\">Est. Annual Take-Home\u003C\u002Fspan>\u003Cspan class=\"val\">${fmt(net)}\u003C\u002Fspan>\u003C\u002Fdiv>\n    \u003Cdiv class=\"rr tot\">\u003Cspan class=\"lbl\">Est. Monthly Take-Home\u003C\u002Fspan>\u003Cspan class=\"val\">${fmt(net\u002F12)}\u003C\u002Fspan>\u003C\u002Fdiv>\n    ${hirenote}`;\n  document.getElementById('red-wk').value=wkGross.toFixed(2);\n  document.getElementById('nt-wk').value=wkGross.toFixed(2);\n  document.getElementById('ls-wk').value=wkGross.toFixed(2);\n  document.getElementById('su-ann').value=Math.round(annGross);\n  document.getElementById('lv-rate').value=base.toFixed(2);\n}\n\nconst NES_RED=[[1,4],[2,6],[3,7],[4,8],[5,10],[6,11],[7,13],[8,14],[9,16]];\nfunction nesWks(y){const yr=Math.floor(y);if(yr\u003C1)return 0;if(yr>=10)return 12;const r=NES_RED.find(x=>x[0]===yr);return r?r[1]:12;}\nconst AWD_RED=[[1,4],[2,6],[3,7]];\nfunction awardWks(y){const yr=Math.floor(y);if(yr\u003C1)return 0;if(yr>=4)return 8;const r=AWD_RED.find(x=>x[0]===yr);return r?r[1]:8;}\n\nfunction calcRed(){\n  const yrs=n('red-yrs'),wk=n('red-wk'),sz=s('red-sz');\n  if(sz==='sml'){\n    document.getElementById('red-out').innerHTML=`\n      \u003Cdiv class=\"rr\">\u003Cspan class=\"lbl\">NES Redundancy\u003C\u002Fspan>\u003Cspan class=\"val\">Exempt\u003C\u002Fspan>\u003C\u002Fdiv>\n      \u003Cdiv class=\"co amb\" style=\"margin-top:12px\">Small business employers (<15 employees) are exempt from NES redundancy pay (FWA s.121). The Award Clause 41 scheme may still apply — contact your union (CFMMEU) or the Fair Work Ombudsman (1300 724 690).\u003C\u002Fdiv>`;\n    return;\n  }\n  const nw=nesWks(yrs),aw=awardWks(yrs),eff=Math.max(nw,aw);\n  const etpFree=Math.min(12524+6264*Math.floor(yrs),eff*wk);\n  const taxable=Math.max(0,eff*wk-etpFree);\n  document.getElementById('red-out').innerHTML=`\n    \u003Cdiv class=\"rr\">\u003Cspan class=\"lbl\">Years of Service\u003C\u002Fspan>\u003Cspan class=\"val\">${yrs.toFixed(1)} yrs\u003C\u002Fspan>\u003C\u002Fdiv>\n    \u003Cdiv class=\"rr\">\u003Cspan class=\"lbl\">NES Redundancy (FWA Sch 4)\u003C\u002Fspan>\u003Cspan class=\"val\">${nw} wks = ${fmt(nw*wk)}\u003C\u002Fspan>\u003C\u002Fdiv>\n    \u003Cdiv class=\"rr\">\u003Cspan class=\"lbl\">Award Clause 41 (project-based)\u003C\u002Fspan>\u003Cspan class=\"val\">${aw} wks = ${fmt(aw*wk)}\u003C\u002Fspan>\u003C\u002Fdiv>\n    \u003Cdiv class=\"rr tot\">\u003Cspan class=\"lbl\">Applicable Redundancy Pay\u003C\u002Fspan>\u003Cspan class=\"val\">${eff} weeks = ${fmt(eff*wk)}\u003C\u002Fspan>\u003C\u002Fdiv>\n    \u003Cdiv class=\"rr\">\u003Cspan class=\"lbl\">ETP Tax-Free Amount (est.)\u003C\u002Fspan>\u003Cspan class=\"val\">${fmt(etpFree)}\u003C\u002Fspan>\u003C\u002Fdiv>\n    \u003Cdiv class=\"rr\">\u003Cspan class=\"lbl\">Taxable Component (est.)\u003C\u002Fspan>\u003Cspan class=\"val\">${fmt(taxable)}\u003C\u002Fspan>\u003C\u002Fdiv>\n    \u003Cdiv class=\"co blu\" style=\"margin-top:12px\">The higher of NES or Award redundancy applies. For 5+ years of service, NES is typically more generous. Tax treatment follows ETP rules — amounts may be taxed concessionally. Seek advice from your union or a qualified employment lawyer.\u003C\u002Fdiv>`;\n}\n\nfunction calcLeave(){\n  const type=s('lv-type'),hrs=n('lv-hrs')||38,shift=s('lv-shift')==='yes';\n  const load=n('lv-load')\u002F100,rate=n('lv-rate');\n  const wks=shift?5:4,proR=type==='pt'?hrs\u002F38:1;\n  const leaveHrs=wks*38*proR,leaveDays=wks*5*proR;\n  const baseVal=rate*leaveHrs,loadAmt=baseVal*load,total=baseVal+loadAmt;\n  document.getElementById('lv-out').innerHTML=`\n    \u003Cdiv class=\"rr\">\u003Cspan class=\"lbl\">Leave Entitlement\u003C\u002Fspan>\u003Cspan class=\"val\">${wks} weeks${type==='pt'?' (pro-rata)':''}\u003C\u002Fspan>\u003C\u002Fdiv>\n    \u003Cdiv class=\"rr\">\u003Cspan class=\"lbl\">Leave Days \u002F Hours\u003C\u002Fspan>\u003Cspan class=\"val\">${leaveDays.toFixed(1)} days \u002F ${leaveHrs.toFixed(1)} hrs\u003C\u002Fspan>\u003C\u002Fdiv>\n    \u003Cdiv class=\"rr\">\u003Cspan class=\"lbl\">Leave Base Pay\u003C\u002Fspan>\u003Cspan class=\"val\">${fmt(baseVal)}\u003C\u002Fspan>\u003C\u002Fdiv>\n    \u003Cdiv class=\"rr\">\u003Cspan class=\"lbl\">Annual Leave Loading (${(load*100).toFixed(1)}%)\u003C\u002Fspan>\u003Cspan class=\"val\">+ ${fmt(loadAmt)}\u003C\u002Fspan>\u003C\u002Fdiv>\n    \u003Cdiv class=\"rr tot\">\u003Cspan class=\"lbl\">Total Leave Payout\u003C\u002Fspan>\u003Cspan class=\"val\">${fmt(total)}\u003C\u002Fspan>\u003C\u002Fdiv>\n    \u003Cdiv class=\"rr\">\u003Cspan class=\"lbl\">Accrual per Month\u003C\u002Fspan>\u003Cspan class=\"val\">${(leaveDays\u002F12).toFixed(2)} days\u003C\u002Fspan>\u003C\u002Fdiv>\n    \u003Cdiv class=\"rr\">\u003Cspan class=\"lbl\">Accrual per Fortnight\u003C\u002Fspan>\u003Cspan class=\"val\">${(leaveDays\u002F26).toFixed(2)} days\u003C\u002Fspan>\u003C\u002Fdiv>`;\n}\n\nfunction calcNotice(){\n  const yrs=n('nt-yrs'),age=n('nt-age'),dir=s('nt-dir'),hire=s('nt-hire');\n  const wk=n('nt-wk'),dateVal=document.getElementById('nt-date').value;\n  let weeks=0,supp='',hirenote='';\n  if(hire==='daily'){\n    weeks=1\u002F5;\n    hirenote=`\u003Cdiv class=\"co amb\" style=\"margin-top:12px\">Daily hire: notice is 1 working day (BCGOS Award Clause 25). Confirm your hire type in your employment contract.\u003C\u002Fdiv>`;\n  } else {\n    if(yrs\u003C1)weeks=1;else if(yrs\u003C3)weeks=2;else if(yrs\u003C5)weeks=3;else weeks=4;\n    if(dir==='emp'&&age>=45&&yrs>=2){weeks+=1;supp=`\u003Cdiv class=\"co blu\" style=\"margin-top:12px\">Over-45 supplement (+1 week) applies (FWA s.117(3)(b)): employee is over 45 with 2+ years of service.\u003C\u002Fdiv>`;}\n  }\n  let lastDay='';\n  if(dateVal){\n    const d=new Date(dateVal);d.setDate(d.getDate()+Math.round(weeks*7));\n    lastDay=`\u003Cdiv class=\"rr\">\u003Cspan class=\"lbl\">Last Working Day\u003C\u002Fspan>\u003Cspan class=\"val\">${d.toLocaleDateString('en-AU',{weekday:'long',year:'numeric',month:'long',day:'numeric'})}\u003C\u002Fspan>\u003C\u002Fdiv>`;\n  }\n  const pay=hire==='daily'?wk\u002F5:weeks*wk;\n  document.getElementById('nt-out').innerHTML=`\n    \u003Cdiv class=\"rr\">\u003Cspan class=\"lbl\">Notice Period\u003C\u002Fspan>\u003Cspan class=\"val\">${hire==='daily'?'1 day (daily hire)':weeks+' week'+(weeks!==1?'s':'')}\u003C\u002Fspan>\u003C\u002Fdiv>\n    ${lastDay}\n    \u003Cdiv class=\"rr tot\">\u003Cspan class=\"lbl\">Payment in Lieu (est.)\u003C\u002Fspan>\u003Cspan class=\"val\">${fmt(pay)}\u003C\u002Fspan>\u003C\u002Fdiv>\n    ${supp}${hirenote}\n    \u003Cdiv class=\"co blu\" style=\"margin-top:12px\">Unfair dismissal: minimum employment period is 6 months (12 months for small businesses). Contact the Fair Work Commission on 1300 799 675.\u003C\u002Fdiv>`;\n}\n\nfunction calcSuper(){\n  const ann=n('su-ann'),rate=n('su-rate')\u002F100,vol=n('su-vol');\n  const sgAnn=ann*rate,sgMo=sgAnn\u002F12,volAnn=vol*12,total=sgAnn+volAnn;\n  const capRem=Math.max(0,30000-sgAnn);\n  document.getElementById('su-out').innerHTML=`\n    \u003Cdiv class=\"rr\">\u003Cspan class=\"lbl\">Employer SG (${(rate*100).toFixed(1)}%)\u003C\u002Fspan>\u003Cspan class=\"val\">${fmt(sgAnn)}\u002Fyr\u003C\u002Fspan>\u003C\u002Fdiv>\n    \u003Cdiv class=\"rr\">\u003Cspan class=\"lbl\">Employer SG (monthly)\u003C\u002Fspan>\u003Cspan class=\"val\">${fmt(sgMo)}\u002Fmo\u003C\u002Fspan>\u003C\u002Fdiv>\n    \u003Cdiv class=\"rr\">\u003Cspan class=\"lbl\">Voluntary Contribution\u003C\u002Fspan>\u003Cspan class=\"val\">${fmt(volAnn)}\u002Fyr\u003C\u002Fspan>\u003C\u002Fdiv>\n    \u003Cdiv class=\"rr tot\">\u003Cspan class=\"lbl\">Total Super (annual)\u003C\u002Fspan>\u003Cspan class=\"val\">${fmt(total)}\u002Fyr\u003C\u002Fspan>\u003C\u002Fdiv>\n    \u003Cdiv class=\"rr\">\u003Cspan class=\"lbl\">Concessional Cap ($30,000\u002Fyr)\u003C\u002Fspan>\u003Cspan class=\"val\">${fmt(sgAnn)} used • ${fmt(capRem)} remaining\u003C\u002Fspan>\u003C\u002Fdiv>\n    \u003Cdiv class=\"co grn\" style=\"margin-top:12px\">\u003Cstrong>Industry fund: Cbus Super\u003C\u002Fstrong> is the default fund for construction workers. You can choose your own complying fund under Fair Work Act s.149A. SG must be paid at least quarterly. Concessional cap: $30,000\u002Fyr (2025-26), including employer SG.\u003C\u002Fdiv>`;\n}\n\nconst LSL={\n  nsw:{yr:10,wk:8.667,pr:10,nm:'NSW',leg:'Long Service Leave Act 1955 (NSW)',port:true,pn:'Mates in Construction NSW provides a portable LSL scheme for NSW construction workers. Service is portable between construction employers.'},\n  vic:{yr:7,wk:6.067,pr:7,nm:'VIC',leg:'Long Service Leave Act 2018 (Vic)',port:true,pn:'Incolink (VIC\u002FTAS Construction Industry Fund) provides portable LSL. Entitlements are portable between construction employers.'},\n  qld:{yr:10,wk:8.667,pr:10,nm:'QLD',leg:'Industrial Relations Act 2016 s.94 (Qld)',port:true,pn:'QLeave provides portable LSL for the QLD construction industry. Entitlements are portable between employers.'},\n  sa:{yr:10,wk:13,pr:10,nm:'SA',leg:'Long Service Leave Act 1987 (SA)',port:false,pn:'SA does not have a portable construction LSL scheme. Entitlements are employer-based.'},\n  wa:{yr:10,wk:8.667,pr:10,nm:'WA',leg:'Long Service Leave Act 1958 (WA)',port:true,pn:'CoINVEST WA provides portable LSL for WA construction workers. Note: WA state system workers under WA state awards may have different rules.'},\n  tas:{yr:10,wk:8.667,pr:10,nm:'TAS',leg:'Long Service Leave Act 1976 (Tas)',port:true,pn:'Incolink (VIC\u002FTAS) covers TAS construction workers with a portable LSL scheme.'},\n  act:{yr:7,wk:6.067,pr:7,nm:'ACT',leg:'Long Service Leave Act 1976 (ACT)',port:false,pn:'ACT does not have a portable construction LSL scheme. Qualifying period is 7 years, same entitlement structure as VIC.'},\n  nt:{yr:10,wk:13,pr:10,nm:'NT',leg:'Long Service Leave Act 1981 (NT)',port:false,pn:'NT: 13 weeks after 10 years of service. Each subsequent 5 years accrues an additional 6.5 weeks. No portable scheme.'}\n};\n\nfunction calcLSL(){\n  const st=s('ls-state'),yrs=n('ls-yrs'),wk=n('ls-wk'),et=s('ls-etype');\n  const ptHrs=n('ls-pt-hrs')||20;\n  document.getElementById('ls-pt-field').style.display=et==='pt'?'block':'none';\n  const r=LSL[st],proR=et==='pt'?ptHrs\u002F38:1;\n  const elig=yrs>=r.yr,proElig=yrs>=r.pr;\n  let leaveWks=0;\n  if(elig)leaveWks=r.wk+(yrs-r.yr)*(r.wk\u002Fr.yr);\n  else if(proElig)leaveWks=yrs*(r.wk\u002Fr.yr);\n  leaveWks*=proR;\n  const cash=leaveWks*wk,yrsLeft=Math.max(0,r.pr-yrs),accrRate=r.wk\u002Fr.yr;\n  const badge=elig?'\u003Cspan class=\"badge met\">Eligible\u003C\u002Fspan>':proElig?'\u003Cspan class=\"badge part\">Pro-rata eligible\u003C\u002Fspan>':'\u003Cspan class=\"badge no\">Not yet eligible\u003C\u002Fspan>';\n  const portcls=r.port?'grn':'amb';\n  document.getElementById('ls-out').innerHTML=`\n    \u003Cdiv class=\"rr\">\u003Cspan class=\"lbl\">State\u003C\u002Fspan>\u003Cspan class=\"val\">${r.nm} — ${r.leg}\u003C\u002Fspan>\u003C\u002Fdiv>\n    \u003Cdiv class=\"rr\">\u003Cspan class=\"lbl\">Eligibility\u003C\u002Fspan>\u003Cspan class=\"val\">${badge}\u003C\u002Fspan>\u003C\u002Fdiv>\n    ${!elig&&!proElig?`\u003Cdiv class=\"rr\">\u003Cspan class=\"lbl\">Years Until Access\u003C\u002Fspan>\u003Cspan class=\"val\">${yrsLeft.toFixed(1)} years\u003C\u002Fspan>\u003C\u002Fdiv>`:''}\n    \u003Cdiv class=\"rr\">\u003Cspan class=\"lbl\">LSL Entitlement\u003C\u002Fspan>\u003Cspan class=\"val\">${leaveWks.toFixed(2)} weeks (${(leaveWks*5).toFixed(1)} days)\u003C\u002Fspan>\u003C\u002Fdiv>\n    \u003Cdiv class=\"rr tot\">\u003Cspan class=\"lbl\">Cash Value\u003C\u002Fspan>\u003Cspan class=\"val\">${fmt(cash)}\u003C\u002Fspan>\u003C\u002Fdiv>\n    \u003Cdiv class=\"rr\">\u003Cspan class=\"lbl\">Accrual Rate\u003C\u002Fspan>\u003Cspan class=\"val\">${accrRate.toFixed(3)} weeks \u002F year\u003C\u002Fspan>\u003C\u002Fdiv>\n    \u003Cdiv class=\"co ${portcls}\" style=\"margin-top:12px\">${r.pn}\u003C\u002Fdiv>`;\n  document.getElementById('ls-leg').innerHTML=`\u003Cstrong>${r.nm} — ${r.leg}\u003C\u002Fstrong>\u003Cbr>Qualifying period: ${r.yr} years • Entitlement: ${r.wk} weeks\u003Cbr>Portable construction LSL scheme: ${r.port?'Yes':'No'}\u003Cbr>\u003Cbr>${r.pn}`;\n}\n\nconst TABS=['pay','redundancy','leave','notice','super','lsl'];\nconst CALC={pay:calcPay,redundancy:calcRed,leave:calcLeave,notice:calcNotice,super:calcSuper,lsl:calcLSL};\n\nfunction activate(id){\n  document.querySelectorAll('.tb').forEach(b=>{const on=b.dataset.tab===id;b.classList.toggle('active',on);b.setAttribute('aria-selected',String(on));});\n  document.querySelectorAll('.panel').forEach(p=>p.classList.toggle('active',p.id==='panel-'+id));\n  try{location.hash='#'+id}catch(e){}\n  CALC[id]();resize();\n}\n\nfunction resize(){try{parent.postMessage({type:'resize',height:document.documentElement.scrollHeight},'*')}catch(e){}}\nconst ro=new ResizeObserver(resize);\nro.observe(document.documentElement);\n\n['pay-grade','pay-custom','pay-hrs','pay-type','pay-hire','pay-ind','pay-fares','pay-res'].forEach(id=>document.getElementById(id).addEventListener('input',calcPay));\n['red-yrs','red-wk','red-sz'].forEach(id=>document.getElementById(id).addEventListener('input',calcRed));\n['lv-type','lv-hrs','lv-shift','lv-load','lv-rate'].forEach(id=>document.getElementById(id).addEventListener('input',calcLeave));\n['nt-yrs','nt-age','nt-dir','nt-hire','nt-date','nt-wk'].forEach(id=>document.getElementById(id).addEventListener('input',calcNotice));\n['su-ann','su-rate','su-type','su-vol'].forEach(id=>document.getElementById(id).addEventListener('input',calcSuper));\n['ls-state','ls-yrs','ls-wk','ls-etype','ls-pt-hrs'].forEach(id=>document.getElementById(id).addEventListener('input',calcLSL));\ndocument.querySelectorAll('.tb').forEach(b=>b.addEventListener('click',()=>activate(b.dataset.tab)));\n\ndocument.getElementById('nt-date').value=new Date().toISOString().split('T')[0];\nconst hash=location.hash.replace('#','');\nactivate(TABS.includes(hash)?hash:'pay');\nlucide.createIcons();\nresize();\n\u003C\u002Fscript>\n\u003C\u002Fbody>\n\u003C\u002Fhtml>\n","both"]