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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.","https:\u002F\u002Fpub-bdebbd2dad294475a2da0eb657815b6b.r2.dev\u002Ftools\u002Fcba-au-social-community-home-care-disability-services-award-2010-735aff94f1.webp",{"slug":1060,"local_slug":1060,"title":1061,"description":1062,"view_count":1063,"audience":1050,"category":1051,"source":1052,"hero_image":1064,"hero_image_alt":1061},"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.",13,"https:\u002F\u002Fpub-bdebbd2dad294475a2da0eb657815b6b.r2.dev\u002Ftools\u002Fcba-au-road-transport-distribution-award-2020-904df7a0a7.webp",{"slug":1066,"local_slug":1066,"title":1067,"description":1068,"view_count":1069,"audience":1050,"category":1051,"source":1052,"hero_image":1070,"hero_image_alt":1071},"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.",12,"https:\u002F\u002Fpub-bdebbd2dad294475a2da0eb657815b6b.r2.dev\u002Ftools\u002Fcba-au-hair-beauty-industry-award-2010-baa9ec62c8-1780065756.webp","",{"slug":1073,"local_slug":1073,"title":1074,"description":1075,"view_count":1069,"audience":1050,"category":1051,"source":1052,"hero_image":1076,"hero_image_alt":1074},"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":1078,"local_slug":1078,"title":1079,"description":1080,"view_count":1081,"audience":1050,"category":1051,"source":1052,"hero_image":1082,"hero_image_alt":1079},"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.",11,"https:\u002F\u002Fpub-bdebbd2dad294475a2da0eb657815b6b.r2.dev\u002Ftools\u002Fcba-au-security-services-industry-award-2020-aca734bc87.webp",{"slug":1084,"local_slug":1084,"title":1085,"description":1086,"view_count":1081,"audience":1050,"category":1051,"source":1052,"hero_image":1087,"hero_image_alt":1085},"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":1089,"local_slug":1089,"title":1090,"description":1091,"view_count":1081,"audience":1050,"category":1051,"source":1052,"hero_image":1092,"hero_image_alt":1090},"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":1094,"local_slug":1094,"title":1095,"description":1096,"view_count":1097,"audience":1050,"category":1051,"source":1052,"hero_image":1098,"hero_image_alt":1095},"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).",10,"https:\u002F\u002Fpub-bdebbd2dad294475a2da0eb657815b6b.r2.dev\u002Ftools\u002Fcba-au-aged-care-award-2010-947e27372c.webp",{"slug":1100,"local_slug":1100,"title":1101,"description":1102,"view_count":1097,"audience":1050,"category":1051,"source":1052,"hero_image":1103,"hero_image_alt":1101},"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":1105,"local_slug":1105,"title":1106,"description":1107,"view_count":1097,"audience":1050,"category":1051,"source":1052,"hero_image":1108,"hero_image_alt":1106},"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":1110,"local_slug":1110,"title":1111,"description":1112,"view_count":1113,"audience":1050,"category":1051,"source":1052,"hero_image":1114,"hero_image_alt":1111},"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.",9,"https:\u002F\u002Fpub-bdebbd2dad294475a2da0eb657815b6b.r2.dev\u002Ftools\u002Fcba-au-general-retail-industry-award-2020-e7a1d1c2aa.webp",{"slug":1116,"local_slug":1116,"title":1117,"description":1118,"view_count":1113,"audience":1050,"category":1051,"source":1052,"hero_image":1119,"hero_image_alt":1117},"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":1121,"local_slug":1121,"title":1122,"description":1123,"view_count":1124,"audience":1050,"category":1051,"source":1052,"hero_image":1125,"hero_image_alt":1122},"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).",8,"https:\u002F\u002Fpub-bdebbd2dad294475a2da0eb657815b6b.r2.dev\u002Ftools\u002Fcba-au-educational-services-schools-general-staff-award-2020-97c7e5df90.webp",{"slug":1127,"local_slug":1127,"title":1128,"description":1129,"view_count":1124,"audience":1050,"category":1051,"source":1052,"hero_image":1130,"hero_image_alt":1128},"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":1132,"slug":1133,"title":1134,"excerpt":1135,"contentMd":1136,"heroImage":1137,"heroImageAlt":1138,"heroImageCredit":1139,"audioUrl":1139,"audioGeneratedAt":1139,"readingTimeMin":1069,"featured":1140,"status":1141,"lang":1142,"countryCode":1143,"languageCode":1144,"categoryId":1145,"metaTitle":1146,"metaDescription":1147,"keyword":1148,"seoApiPageId":1149,"seoApiTenantId":1150,"contentType":1139,"wordCount":1151,"internalImages":1152,"frontmatter":1153,"viewCount":1155,"internalLinksCount":1156,"expertId":1157,"folderId":1139,"folderPosition":1139,"gscVerdict":1158,"gscCoverage":1159,"gscLastCrawl":1160,"gscCheckedAt":1161,"gscIndexingState":1139,"gscRobotsTxtState":1139,"gscPageFetchState":1139,"gscGoogleCanonical":1139,"gscCrawledAs":1139,"cwvLcp":1162,"cwvLcpRating":1163,"cwvFcp":1164,"cwvFcpRating":1165,"cwvCls":1156,"cwvClsRating":1166,"cwvAuditedAt":1167,"publishedAt":1168,"createdAt":1169,"updatedAt":1170,"category":1171,"expert":1172,"folder":1139,"folderArticles":1178,"relatedTools":1179,"_renderedHtml":1180},"cmppuesd800201204azyzt0xw","clerks-private-sector-award-2020-pay-rates-entitlements-2026-australia","Clerks — Private Sector Award 2020 — Rights, Pay and Entitlements Explained (2026)","The **Clerks — Private Sector Award 2020** (MA000002) is one of the most widely applied Modern Awards in Australia, providing minimum pay rates and conditions for clerical and administrative employees","The **Clerks — Private Sector Award 2020** (MA000002) is one of the most widely applied Modern Awards in Australia, providing minimum pay rates and conditions for clerical and administrative employees across the private sector. Whether you work as a receptionist, data entry officer, payroll clerk, administrative assistant, or office coordinator, this Award sets the baseline for your wages, overtime, leave entitlements, and redundancy pay. Understanding it is essential for both employees protecting their rights and employers meeting their legal obligations.\n\n## What Is the Clerks — Private Sector Award 2020?\n\n\u003Cdiv data-tool=\"cba-au-clerks-private-sector-award-2020\">\u003C\u002Fdiv>\n\nThe Clerks — Private Sector Award 2020 was made by the Fair Work Commission (FWC) under the Fair Work Act 2009 (Cth) and took effect on 1 January 2020, replacing the Clerks — Private Sector Award 2010. It operates as a federal instrument, meaning the same minimum conditions apply to covered employees across all Australian states and territories.\n\nThe Award applies to employees in administrative, clerical, and related occupations in the private sector who are not already covered by a more specific award. This includes workers in roles such as accounts clerks, bookkeepers, call centre agents, customer service representatives, filing clerks, payroll officers, receptionists, and typists. Crucially, it does *not* cover employees primarily covered by sector-specific awards — for example, the Legal Services Award, Real Estate Industry Award, or Banking, Finance and Insurance Industry Award.\n\nPay rates under the Award are reviewed annually by the Fair Work Commission through the Annual Wage Review. The most recent increase, effective from the first pay period on or after 1 July 2025, was **3.5%**, bringing the entry-level (Level 1, Year 1) rate to AUD $25.74 per hour.\n\n---\n\n## Pay Structure and Classification Levels\n\nThe Award classifies employees into five main levels, with sub-years at the junior levels and specialist call-centre classifications:\n\n| Classification | Hourly Rate (AUD) | Weekly Rate (38 hrs, AUD) |\n|---|---|---|\n| Level 1 — Year 1 | $25.74 | $978.20 |\n| Level 1 — Year 2 | $26.96 | $1,024.40 |\n| Level 1 — Year 3 | $27.79 | $1,056.00 |\n| Level 2 — Year 1 | $28.12 | $1,068.40 |\n| Level 2 — Year 2 | $28.64 | $1,088.20 |\n| Level 3 | $29.70 | $1,128.50 |\n| Call Centre — Principal Customer Contact Specialist | $29.91 | $1,136.40 |\n| Level 4 | $31.19 | $1,185.10 |\n| Level 5 | $32.45 | $1,233.20 |\n| Call Centre — Technical Associate | $35.55 | $1,350.90 |\n\n*Rates apply from the first pay period on or after 1 July 2025 (3.5% Annual Wage Review increase). All figures in AUD.*\n\n**Level 1** covers entry-level clerical roles involving routine tasks performed under close supervision — data entry, filing, mail handling, and reception duties at the most basic level. Progression through Year 1 to Year 3 typically reflects 12 months of satisfactory service at each step.\n\n**Level 2** covers employees who carry out more varied clerical tasks with moderate independence. This includes staff who process transactions, respond to customer inquiries, or assist with accounts.\n\n**Level 3** covers employees performing higher-level tasks such as payroll processing, record management, accounts payable\u002Freceivable, and those who provide limited supervision to others.\n\n**Level 4** covers senior administrative roles, team leaders, and employees with broad accountability for office operations.\n\n**Level 5** covers senior positions with significant responsibility, including those managing teams or undertaking specialised technical administrative work.\n\n### Casual Loading\n\nCasual employees are not entitled to paid leave under the National Employment Standards (NES) but instead receive a **25% casual loading** on top of their base hourly rate. A Level 1 Year 1 casual earns AUD $32.18 per hour (AUD $25.74 × 1.25). This compensates for the absence of paid leave and job security provisions.\n\n### Junior Rates\n\nEmployees under 21 years of age may be paid a percentage of the adult rate based on their age, typically ranging from 45% at age 15 to 90% at age 20. At age 21, employees move to the full adult rate.\n\n---\n\n## Working Hours, Overtime, and Penalty Rates\n\nThe ordinary hours of work for full-time employees under the Clerks Award are **38 hours per week**, typically spread over five days from Monday to Friday, though the Award permits averaging over a 4-week cycle.\n\n### Overtime\n\nWhere employees work beyond their ordinary hours, the Award provides for overtime penalty rates:\n- **First 2 hours of overtime** — 150% of the ordinary hourly rate\n- **Overtime beyond 2 hours** — 200% of the ordinary hourly rate\n\nEmployees who work overtime on a Sunday or public holiday receive the respective penalty rates for those days (see below), which are generally higher.\n\n### Penalty Rates for Unsociable Hours\n\n| Time of Work | Penalty Rate |\n|---|---|\n| Saturday (before 12:30 pm) | 125% of ordinary rate |\n| Saturday (from 12:30 pm) | 150% of ordinary rate |\n| Sunday | 200% of ordinary rate |\n| Public holidays | 250% of ordinary rate |\n\nFor example, a Level 3 employee (AUD $29.70\u002Fhour) working a Sunday shift earns AUD $59.40 per hour. The same employee on a public holiday earns AUD $74.25 per hour.\n\n### Shift Work\n\nThe Award also contains provisions for shift workers — employees who rotate across morning, afternoon, and night shifts. Shift penalties apply for afternoon and night shifts and vary based on start times and shift type.\n\n---\n\n## Annual Leave Entitlements\n\nUnder the **National Employment Standards** (NES, Fair Work Act 2009 s.87), all full-time employees covered by the Clerks Award are entitled to **4 weeks (20 days) of paid annual leave** for each year of service. Part-time employees accrue leave on a pro-rata basis proportional to their contracted hours.\n\nAnnual leave accrues continuously throughout the year. An employee working 38 hours per week accrues approximately **1.538 hours of annual leave per week** (20 days × 7.6 hours ÷ 52 weeks).\n\n### Annual Leave Loading\n\nA key entitlement under the Clerks Award is the **annual leave loading** of **17.5%** of the ordinary time rate. This additional amount is payable when the employee takes their annual leave. It is designed to compensate for lost penalty rate income during leave periods.\n\nFor example, a Level 2 Year 1 employee (AUD $28.12\u002Fhour) taking two weeks of annual leave receives:\n- Base pay: AUD $28.12 × 76 hours = AUD $2,137.12\n- Leave loading: 17.5% × AUD $2,137.12 = AUD $373.99\n- **Total annual leave payment: AUD $2,511.11**\n\n### Cashing Out Annual Leave\n\nUnder the Award and the NES, employees may cash out accrued annual leave by written agreement, provided they retain at least 4 weeks of accrued leave after the cash-out and the arrangement is genuinely agreed upon (Fair Work Act 2009 s.93).\n\n---\n\n## Notice Period Entitlements\n\nWhen employment ends, both employers and employees must provide minimum notice under the **NES (Fair Work Act 2009 s.117)**. The Clerks Award does not provide notice periods beyond the statutory NES minimums.\n\n### NES Minimum Notice — Employer Dismissing an Employee\n\n| Period of continuous service | Minimum notice |\n|---|---|\n| Less than 1 year | 1 week |\n| 1 to less than 3 years | 2 weeks |\n| 3 to less than 5 years | 3 weeks |\n| 5 years or more | 4 weeks |\n| Over 45 years of age with 2 or more years of service | +1 week supplement |\n\nThe over-45 supplement applies in addition to the standard notice — so a 46-year-old with 3 years of service is entitled to **4 weeks' notice** (3 + 1 supplement).\n\n### Payment in Lieu of Notice\n\nWhere an employer elects not to require an employee to work their notice period, they must pay the equivalent amount in lieu of notice — calculated on the employee's full rate of pay including any regular allowances (Fair Work Act 2009 s.117(2)).\n\n### Employee Resignation\n\nAn employee who resigns is generally required to give the same minimum notice as outlined above. The Award does not specify longer employee notice obligations, though individual employment contracts may do so.\n\n---\n\n## Redundancy Pay\n\nWhen a position is genuinely made redundant, employees who have worked for more than one year are entitled to redundancy pay under the **NES (Fair Work Act 2009 s.119, Schedule 4)**. The Clerks Award does not provide any redundancy entitlement above the NES statutory minimum.\n\n### NES Genuine Redundancy Scale\n\n| Years of continuous service | Weeks of redundancy pay |\n|---|---|\n| 1 year | 4 weeks |\n| 2 years | 6 weeks |\n| 3 years | 7 weeks |\n| 4 years | 8 weeks |\n| 5 years | 10 weeks |\n| 6 years | 11 weeks |\n| 7 years | 13 weeks |\n| 8 years | 14 weeks |\n| 9 years | 16 weeks |\n| 10+ years | 12 weeks (capped) |\n\n*Note: The cap at 10+ years reflects the Fair Work Act 2009 Sch 4 maximum.*\n\nRedundancy pay is calculated on the employee's **base rate of pay** (not including penalty rates, allowances or overtime). A Level 4 employee (AUD $31.19\u002Fhour × 38 hours = AUD $1,185.22\u002Fweek) made redundant after 5 years would receive AUD $11,852.20 (10 weeks).\n\n### Small Business Employer Exemption\n\nSmall business employers (those employing fewer than 15 employees) are **exempt from NES redundancy pay** obligations (Fair Work Act 2009 s.121). However, small business employees are still entitled to minimum notice periods.\n\n### Tax Treatment\n\nGenuine redundancy payments are treated favourably for tax purposes. The tax-free component is AUD $12,524 plus AUD $6,264 for each completed year of service (2025-26 rates). Amounts above the tax-free threshold are taxed as an Employment Termination Payment (ETP) at concessional rates.\n\n---\n\n## Superannuation\n\nEmployers covered by the Clerks Award must pay superannuation at the **Superannuation Guarantee (SG) rate of 12.0%** on ordinary time earnings, effective 1 July 2025 under the Superannuation Guarantee (Administration) Act 1992.\n\nSG contributions are in addition to the employee's take-home pay — they do not reduce gross wages. Contributions are paid into the employee's chosen super fund (or the employer's default fund) at least quarterly, and typically more frequently under modern payroll systems.\n\n### Fund Choice\n\nUnder the Fair Work Act 2009 s.149A, most employees have the right to choose their own complying superannuation fund. Where an employee nominates a complying fund, the employer must pay contributions into that fund. The Award does not prescribe a specific default super fund, but many clerical employers use industry funds such as HESTA, Hostplus, or REST.\n\n### Concessional Contributions Cap\n\nConcessional (pre-tax) contributions — including employer SG payments — are capped at **AUD $30,000 per year** for the 2025-26 financial year. Exceeding this cap results in additional tax liability for the employee.\n\n---\n\n## Workplace Allowances\n\nThe Clerks Award 2020 prescribes a range of allowances payable to employees in specific circumstances:\n\n| Allowance | Amount (AUD) |\n|---|---|\n| Meal allowance (overtime or split shift) | $19.93 per occasion |\n| Vehicle allowance | $0.98 per kilometre |\n| Laundry\u002Fclothing allowance | $3.55 per week |\n| First-aid allowance | $16.03 per week |\n\nThese allowances are indexed and updated annually alongside wage rates.\n\n---\n\n## State and Territory Variations\n\nThe Clerks Award 2020 is a federal instrument, meaning its pay rates and conditions apply uniformly across all Australian states and territories. However, certain employee entitlements are governed by state and territory law rather than the federal award:\n\n### Long Service Leave\n\nLong service leave entitlements vary 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 (pro-rata from 7 years) | Long Service Leave Act 2018 |\n| QLD | 10 years | 8.667 weeks | Industrial Relations Act 2016 |\n| SA | 10 years | 13 weeks | Long Service Leave Act 1987 |\n| WA | 10 years | 8.667 weeks | Long Service Leave Act 1958 |\n| TAS | 10 years | 8.667 weeks | Long Service Leave Act 1976 |\n| ACT | 7 years | 6.067 weeks (pro-rata from 7 years) | Long Service Leave Act 1976 |\n| NT | 10 years | 13 weeks (+ 6.5 weeks per additional 5 years) | Long Service Leave Act 1981 |\n\nUse the **Long Service Leave tab** in the calculator above to estimate your entitlement by state or territory.\n\n### Public Holidays\n\nAll employees are entitled to federal public holidays (New Year's Day, Australia Day, Good Friday, Easter Monday, ANZAC Day, King's Birthday, Christmas Day, Boxing Day). State-specific additions include Melbourne Cup Day (VIC), EKKA Show Day (QLD), Adelaide Cup (SA), Foundation Day (WA), and Eight Hours Day (TAS).\n\n### Workers' Compensation\n\nWorkers' compensation is administered by state and territory schemes: icare (NSW), WorkSafe Victoria (VIC), WorkCover Queensland (QLD), ReturnToWork SA (SA), WorkCover WA, WorkSafe Tasmania, ACT WorkSafe, and NT WorkSafe. Contribution rates and benefits differ by jurisdiction.\n\n---\n\n## Your Rights at Work\n\n### Unfair Dismissal\n\nIf you are dismissed from employment without a fair reason or without a fair process, you may be eligible to apply to the Fair Work Commission for an unfair dismissal remedy (Fair Work Act 2009 s.382). The qualifying period is:\n- **6 months** of continuous employment for employees of regular employers\n- **12 months** for employees of small business employers (fewer than 15 employees)\n\nApplications must be lodged within **21 days** of the dismissal taking effect.\n\n### General Protections\n\nThe Fair Work Act 2009 Part 3-1 protects employees from adverse action by their employer because they exercised a workplace right, engaged in industrial activity, or hold a protected attribute. These protections apply from the first day of employment, with no qualifying period.\n\n### Right of Entry — Unions\n\nUnion officials with an entry permit may enter a workplace to hold discussions with union members or investigate suspected contraventions of the Fair Work Act or the Clerks Award (Fair Work Act 2009 ss.481-499). Employees have the right to speak with union representatives at work.\n\n### Workplace Health and Safety\n\nAll employees are protected by the Work Health and Safety Act 2011 (Cth) (or equivalent state legislation), which requires employers to provide a safe work environment, safe work systems, and adequate training and supervision.\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. The Fair Work Commission publishes the authoritative version of the Clerks — Private Sector Award 2020 at fwc.gov.au.*\n","https:\u002F\u002Fpub-bdebbd2dad294475a2da0eb657815b6b.r2.dev\u002Fhero\u002F4c36f75f881e-188c2d.webp","Australian office clerk reviewing their employment award entitlements and pay rates 2026",null,false,"PUBLISHED","en-AU","au","en","cmkzhdox400036svtxf9pwxzh","Clerks Award 2020 Pay Rates 2026 | Expert Zoom","Calculate your pay, redundancy, annual leave and super under the Clerks Private Sector Award 2020. Updated for 2025-26 rates — free, no signup required.","Clerks Private Sector Award 2020 pay rates entitlements 2026 Australia","4c36f75f881e","9cc87197-5408-43dc-9de5-d740868a64f4",2455,[],{"excerpt":1071,"featured":1140,"metaTitle":1146,"countryCode":1143,"categorySlug":1051,"languageCode":1144,"relatedTools":1154,"readingTimeMin":1069,"metaDescription":1147},[1046],972,0,"7933719d-dc2b-4b0c-bc06-c45cc2a8aad0","PASS","Submitted and indexed","2026-06-10T10:04:01.000Z","2026-06-28T11:41:30.378Z",5.91,"poor",2.15,"needs_improvement","good","2026-07-24T13:49:59.501Z","2026-05-28T18:45:01.338Z","2026-05-28T18:45:01.339Z","2026-07-28T02:42:25.159Z",{"id":1145,"name":676,"slug":678,"parentId":1139},{"id":1157,"first_name":1173,"name":1174,"slug":1175,"specialty":1176,"picture":1177},"Isabelle","Torres","isabelle-torres","Legal Advisor","lawyers\u002F78eb22acd1b8e810e107cb0451d648f982",[],[1046],"\u003Cp>The \u003Cstrong>Clerks — Private Sector Award 2020\u003C\u002Fstrong> (MA000002) is one of the most widely applied Modern Awards in Australia, providing minimum pay rates and conditions for clerical and administrative employees across the private sector. Whether you work as a receptionist, data entry officer, payroll clerk, administrative assistant, or office coordinator, this Award sets the baseline for your wages, overtime, leave entitlements, and redundancy pay. Understanding it is essential for both employees protecting their rights and employers meeting their legal obligations.\u003C\u002Fp>\n\u003Ch2 id=\"what-is-the-clerks-private-sector-award-2020\">What Is the Clerks — Private Sector Award 2020?\u003C\u002Fh2>\n\u003Cdiv data-tool=\"cba-au-clerks-private-sector-award-2020\">\u003C\u002Fdiv>\n\n\u003Cp>The Clerks — Private Sector Award 2020 was made by the Fair Work Commission (FWC) under the Fair Work Act 2009 (Cth) and took effect on 1 January 2020, replacing the Clerks — Private Sector Award 2010. It operates as a federal instrument, meaning the same minimum conditions apply to covered employees across all Australian states and territories.\u003C\u002Fp>\n\u003Cp>The Award applies to employees in administrative, clerical, and related occupations in the private sector who are not already covered by a more specific award. This includes workers in roles such as accounts clerks, bookkeepers, call centre agents, customer service representatives, filing clerks, payroll officers, receptionists, and typists. Crucially, it does \u003Cem>not\u003C\u002Fem> cover employees primarily covered by sector-specific awards — for example, the Legal Services Award, Real Estate Industry Award, or Banking, Finance and Insurance Industry Award.\u003C\u002Fp>\n\u003Cp>Pay rates under the Award are reviewed annually by the Fair Work Commission through the Annual Wage Review. The most recent increase, effective from the first pay period on or after 1 July 2025, was \u003Cstrong>3.5%\u003C\u002Fstrong>, bringing the entry-level (Level 1, Year 1) rate to AUD $25.74 per hour.\u003C\u002Fp>\n\u003Chr>\n\u003Ch2 id=\"pay-structure-and-classification-levels\">Pay Structure and Classification Levels\u003C\u002Fh2>\n\u003Cp>The Award classifies employees into five main levels, with sub-years at the junior levels and specialist call-centre classifications:\u003C\u002Fp>\n\u003Ctable>\n\u003Cthead>\n\u003Ctr>\n\u003Cth>Classification\u003C\u002Fth>\n\u003Cth>Hourly Rate (AUD)\u003C\u002Fth>\n\u003Cth>Weekly Rate (38 hrs, AUD)\u003C\u002Fth>\n\u003C\u002Ftr>\n\u003C\u002Fthead>\n\u003Ctbody>\u003Ctr>\n\u003Ctd>Level 1 — Year 1\u003C\u002Ftd>\n\u003Ctd>$25.74\u003C\u002Ftd>\n\u003Ctd>$978.20\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003Ctr>\n\u003Ctd>Level 1 — Year 2\u003C\u002Ftd>\n\u003Ctd>$26.96\u003C\u002Ftd>\n\u003Ctd>$1,024.40\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003Ctr>\n\u003Ctd>Level 1 — Year 3\u003C\u002Ftd>\n\u003Ctd>$27.79\u003C\u002Ftd>\n\u003Ctd>$1,056.00\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003Ctr>\n\u003Ctd>Level 2 — Year 1\u003C\u002Ftd>\n\u003Ctd>$28.12\u003C\u002Ftd>\n\u003Ctd>$1,068.40\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003Ctr>\n\u003Ctd>Level 2 — Year 2\u003C\u002Ftd>\n\u003Ctd>$28.64\u003C\u002Ftd>\n\u003Ctd>$1,088.20\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003Ctr>\n\u003Ctd>Level 3\u003C\u002Ftd>\n\u003Ctd>$29.70\u003C\u002Ftd>\n\u003Ctd>$1,128.50\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003Ctr>\n\u003Ctd>Call Centre — Principal Customer Contact Specialist\u003C\u002Ftd>\n\u003Ctd>$29.91\u003C\u002Ftd>\n\u003Ctd>$1,136.40\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003Ctr>\n\u003Ctd>Level 4\u003C\u002Ftd>\n\u003Ctd>$31.19\u003C\u002Ftd>\n\u003Ctd>$1,185.10\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003Ctr>\n\u003Ctd>Level 5\u003C\u002Ftd>\n\u003Ctd>$32.45\u003C\u002Ftd>\n\u003Ctd>$1,233.20\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003Ctr>\n\u003Ctd>Call Centre — Technical Associate\u003C\u002Ftd>\n\u003Ctd>$35.55\u003C\u002Ftd>\n\u003Ctd>$1,350.90\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003C\u002Ftbody>\u003C\u002Ftable>\n\u003Cp>\u003Cem>Rates apply from the first pay period on or after 1 July 2025 (3.5% Annual Wage Review increase). All figures in AUD.\u003C\u002Fem>\u003C\u002Fp>\n\u003Cp>\u003Cstrong>Level 1\u003C\u002Fstrong> covers entry-level clerical roles involving routine tasks performed under close supervision — data entry, filing, mail handling, and reception duties at the most basic level. Progression through Year 1 to Year 3 typically reflects 12 months of satisfactory service at each step.\u003C\u002Fp>\n\u003Cp>\u003Cstrong>Level 2\u003C\u002Fstrong> covers employees who carry out more varied clerical tasks with moderate independence. This includes staff who process transactions, respond to customer inquiries, or assist with accounts.\u003C\u002Fp>\n\u003Cp>\u003Cstrong>Level 3\u003C\u002Fstrong> covers employees performing higher-level tasks such as payroll processing, record management, accounts payable\u002Freceivable, and those who provide limited supervision to others.\u003C\u002Fp>\n\u003Cp>\u003Cstrong>Level 4\u003C\u002Fstrong> covers senior administrative roles, team leaders, and employees with broad accountability for office operations.\u003C\u002Fp>\n\u003Cp>\u003Cstrong>Level 5\u003C\u002Fstrong> covers senior positions with significant responsibility, including those managing teams or undertaking specialised technical administrative work.\u003C\u002Fp>\n\u003Ch3 id=\"casual-loading\">Casual Loading\u003C\u002Fh3>\n\u003Cp>Casual employees are not entitled to paid leave under the National Employment Standards (NES) but instead receive a \u003Cstrong>25% casual loading\u003C\u002Fstrong> on top of their base hourly rate. A Level 1 Year 1 casual earns AUD $32.18 per hour (AUD $25.74 × 1.25). This compensates for the absence of paid leave and job security provisions.\u003C\u002Fp>\n\u003Ch3 id=\"junior-rates\">Junior Rates\u003C\u002Fh3>\n\u003Cp>Employees under 21 years of age may be paid a percentage of the adult rate based on their age, typically ranging from 45% at age 15 to 90% at age 20. At age 21, employees move to the full adult rate.\u003C\u002Fp>\n\u003Chr>\n\u003Ch2 id=\"working-hours-overtime-and-penalty-rates\">Working Hours, Overtime, and Penalty Rates\u003C\u002Fh2>\n\u003Cp>The ordinary hours of work for full-time employees under the Clerks Award are \u003Cstrong>38 hours per week\u003C\u002Fstrong>, typically spread over five days from Monday to Friday, though the Award permits averaging over a 4-week cycle.\u003C\u002Fp>\n\u003Ch3 id=\"overtime\">Overtime\u003C\u002Fh3>\n\u003Cp>Where employees work beyond their ordinary hours, the Award provides for overtime penalty rates:\u003C\u002Fp>\n\u003Cul>\n\u003Cli>\u003Cstrong>First 2 hours of overtime\u003C\u002Fstrong> — 150% of the ordinary hourly rate\u003C\u002Fli>\n\u003Cli>\u003Cstrong>Overtime beyond 2 hours\u003C\u002Fstrong> — 200% of the ordinary hourly rate\u003C\u002Fli>\n\u003C\u002Ful>\n\u003Cp>Employees who work overtime on a Sunday or public holiday receive the respective penalty rates for those days (see below), which are generally higher.\u003C\u002Fp>\n\u003Ch3 id=\"penalty-rates-for-unsociable-hours\">Penalty Rates for Unsociable Hours\u003C\u002Fh3>\n\u003Ctable>\n\u003Cthead>\n\u003Ctr>\n\u003Cth>Time of Work\u003C\u002Fth>\n\u003Cth>Penalty Rate\u003C\u002Fth>\n\u003C\u002Ftr>\n\u003C\u002Fthead>\n\u003Ctbody>\u003Ctr>\n\u003Ctd>Saturday (before 12:30 pm)\u003C\u002Ftd>\n\u003Ctd>125% of ordinary rate\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003Ctr>\n\u003Ctd>Saturday (from 12:30 pm)\u003C\u002Ftd>\n\u003Ctd>150% of ordinary rate\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003Ctr>\n\u003Ctd>Sunday\u003C\u002Ftd>\n\u003Ctd>200% of ordinary rate\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003Ctr>\n\u003Ctd>Public holidays\u003C\u002Ftd>\n\u003Ctd>250% of ordinary rate\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003C\u002Ftbody>\u003C\u002Ftable>\n\u003Cp>For example, a Level 3 employee (AUD $29.70\u002Fhour) working a Sunday shift earns AUD $59.40 per hour. The same employee on a public holiday earns AUD $74.25 per hour.\u003C\u002Fp>\n\u003Ch3 id=\"shift-work\">Shift Work\u003C\u002Fh3>\n\u003Cp>The Award also contains provisions for shift workers — employees who rotate across morning, afternoon, and night shifts. Shift penalties apply for afternoon and night shifts and vary based on start times and shift type.\u003C\u002Fp>\n\u003Chr>\n\u003Ch2 id=\"annual-leave-entitlements\">Annual Leave Entitlements\u003C\u002Fh2>\n\u003Cp>Under the \u003Cstrong>National Employment Standards\u003C\u002Fstrong> (NES, Fair Work Act 2009 s.87), all full-time employees covered by the Clerks Award are entitled to \u003Cstrong>4 weeks (20 days) of paid annual leave\u003C\u002Fstrong> for each year of service. Part-time employees accrue leave on a pro-rata basis proportional to their contracted hours.\u003C\u002Fp>\n\u003Cp>Annual leave accrues continuously throughout the year. An employee working 38 hours per week accrues approximately \u003Cstrong>1.538 hours of annual leave per week\u003C\u002Fstrong> (20 days × 7.6 hours ÷ 52 weeks).\u003C\u002Fp>\n\u003Ch3 id=\"annual-leave-loading\">Annual Leave Loading\u003C\u002Fh3>\n\u003Cp>A key entitlement under the Clerks Award is the \u003Cstrong>annual leave loading\u003C\u002Fstrong> of \u003Cstrong>17.5%\u003C\u002Fstrong> of the ordinary time rate. This additional amount is payable when the employee takes their annual leave. It is designed to compensate for lost penalty rate income during leave periods.\u003C\u002Fp>\n\u003Cp>For example, a Level 2 Year 1 employee (AUD $28.12\u002Fhour) taking two weeks of annual leave receives:\u003C\u002Fp>\n\u003Cul>\n\u003Cli>Base pay: AUD $28.12 × 76 hours = AUD $2,137.12\u003C\u002Fli>\n\u003Cli>Leave loading: 17.5% × AUD $2,137.12 = AUD $373.99\u003C\u002Fli>\n\u003Cli>\u003Cstrong>Total annual leave payment: AUD $2,511.11\u003C\u002Fstrong>\u003C\u002Fli>\n\u003C\u002Ful>\n\u003Ch3 id=\"cashing-out-annual-leave\">Cashing Out Annual Leave\u003C\u002Fh3>\n\u003Cp>Under the Award and the NES, employees may cash out accrued annual leave by written agreement, provided they retain at least 4 weeks of accrued leave after the cash-out and the arrangement is genuinely agreed upon (Fair Work Act 2009 s.93).\u003C\u002Fp>\n\u003Chr>\n\u003Ch2 id=\"notice-period-entitlements\">Notice Period Entitlements\u003C\u002Fh2>\n\u003Cp>When employment ends, both employers and employees must provide minimum notice under the \u003Cstrong>NES (Fair Work Act 2009 s.117)\u003C\u002Fstrong>. The Clerks Award does not provide notice periods beyond the statutory NES minimums.\u003C\u002Fp>\n\u003Ch3 id=\"nes-minimum-notice-employer-dismissing-an-employee\">NES Minimum Notice — Employer Dismissing an Employee\u003C\u002Fh3>\n\u003Ctable>\n\u003Cthead>\n\u003Ctr>\n\u003Cth>Period 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 to less than 3 years\u003C\u002Ftd>\n\u003Ctd>2 weeks\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003Ctr>\n\u003Ctd>3 to less than 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\u003Ctr>\n\u003Ctd>Over 45 years of age with 2 or more years of service\u003C\u002Ftd>\n\u003Ctd>+1 week supplement\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003C\u002Ftbody>\u003C\u002Ftable>\n\u003Cp>The over-45 supplement applies in addition to the standard notice — so a 46-year-old with 3 years of service is entitled to \u003Cstrong>4 weeks' notice\u003C\u002Fstrong> (3 + 1 supplement).\u003C\u002Fp>\n\u003Ch3 id=\"payment-in-lieu-of-notice\">Payment in Lieu of Notice\u003C\u002Fh3>\n\u003Cp>Where an employer elects not to require an employee to work their notice period, they must pay the equivalent amount in lieu of notice — calculated on the employee's full rate of pay including any regular allowances (Fair Work Act 2009 s.117(2)).\u003C\u002Fp>\n\u003Ch3 id=\"employee-resignation\">Employee Resignation\u003C\u002Fh3>\n\u003Cp>An employee who resigns is generally required to give the same minimum notice as outlined above. The Award does not specify longer employee notice obligations, though individual employment contracts may do so.\u003C\u002Fp>\n\u003Chr>\n\u003Ch2 id=\"redundancy-pay\">Redundancy Pay\u003C\u002Fh2>\n\u003Cp>When a position is genuinely made redundant, employees who have worked for more than one year are entitled to redundancy pay under the \u003Cstrong>NES (Fair Work Act 2009 s.119, Schedule 4)\u003C\u002Fstrong>. The Clerks Award does not provide any redundancy entitlement above the NES statutory minimum.\u003C\u002Fp>\n\u003Ch3 id=\"nes-genuine-redundancy-scale\">NES Genuine Redundancy Scale\u003C\u002Fh3>\n\u003Ctable>\n\u003Cthead>\n\u003Ctr>\n\u003Cth>Years of continuous service\u003C\u002Fth>\n\u003Cth>Weeks of redundancy pay\u003C\u002Fth>\n\u003C\u002Ftr>\n\u003C\u002Fthead>\n\u003Ctbody>\u003Ctr>\n\u003Ctd>1 year\u003C\u002Ftd>\n\u003Ctd>4 weeks\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003Ctr>\n\u003Ctd>2 years\u003C\u002Ftd>\n\u003Ctd>6 weeks\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003Ctr>\n\u003Ctd>3 years\u003C\u002Ftd>\n\u003Ctd>7 weeks\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003Ctr>\n\u003Ctd>4 years\u003C\u002Ftd>\n\u003Ctd>8 weeks\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003Ctr>\n\u003Ctd>5 years\u003C\u002Ftd>\n\u003Ctd>10 weeks\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003Ctr>\n\u003Ctd>6 years\u003C\u002Ftd>\n\u003Ctd>11 weeks\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003Ctr>\n\u003Ctd>7 years\u003C\u002Ftd>\n\u003Ctd>13 weeks\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003Ctr>\n\u003Ctd>8 years\u003C\u002Ftd>\n\u003Ctd>14 weeks\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003Ctr>\n\u003Ctd>9 years\u003C\u002Ftd>\n\u003Ctd>16 weeks\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003Ctr>\n\u003Ctd>10+ years\u003C\u002Ftd>\n\u003Ctd>12 weeks (capped)\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003C\u002Ftbody>\u003C\u002Ftable>\n\u003Cp>\u003Cem>Note: The cap at 10+ years reflects the Fair Work Act 2009 Sch 4 maximum.\u003C\u002Fem>\u003C\u002Fp>\n\u003Cp>Redundancy pay is calculated on the employee's \u003Cstrong>base rate of pay\u003C\u002Fstrong> (not including penalty rates, allowances or overtime). A Level 4 employee (AUD $31.19\u002Fhour × 38 hours = AUD $1,185.22\u002Fweek) made redundant after 5 years would receive AUD $11,852.20 (10 weeks).\u003C\u002Fp>\n\u003Ch3 id=\"small-business-employer-exemption\">Small Business Employer Exemption\u003C\u002Fh3>\n\u003Cp>Small business employers (those employing fewer than 15 employees) are \u003Cstrong>exempt from NES redundancy pay\u003C\u002Fstrong> obligations (Fair Work Act 2009 s.121). However, small business employees are still entitled to minimum notice periods.\u003C\u002Fp>\n\u003Ch3 id=\"tax-treatment\">Tax Treatment\u003C\u002Fh3>\n\u003Cp>Genuine redundancy payments are treated favourably for tax purposes. The tax-free component is AUD $12,524 plus AUD $6,264 for each completed year of service (2025-26 rates). Amounts above the tax-free threshold are taxed as an Employment Termination Payment (ETP) at concessional rates.\u003C\u002Fp>\n\u003Chr>\n\u003Ch2 id=\"superannuation\">Superannuation\u003C\u002Fh2>\n\u003Cp>Employers covered by the Clerks Award must pay superannuation at the \u003Cstrong>Superannuation Guarantee (SG) rate of 12.0%\u003C\u002Fstrong> on ordinary time earnings, effective 1 July 2025 under the Superannuation Guarantee (Administration) Act 1992.\u003C\u002Fp>\n\u003Cp>SG contributions are in addition to the employee's take-home pay — they do not reduce gross wages. Contributions are paid into the employee's chosen super fund (or the employer's default fund) at least quarterly, and typically more frequently under modern payroll systems.\u003C\u002Fp>\n\u003Ch3 id=\"fund-choice\">Fund Choice\u003C\u002Fh3>\n\u003Cp>Under the Fair Work Act 2009 s.149A, most employees have the right to choose their own complying superannuation fund. Where an employee nominates a complying fund, the employer must pay contributions into that fund. The Award does not prescribe a specific default super fund, but many clerical employers use industry funds such as HESTA, Hostplus, or REST.\u003C\u002Fp>\n\u003Ch3 id=\"concessional-contributions-cap\">Concessional Contributions Cap\u003C\u002Fh3>\n\u003Cp>Concessional (pre-tax) contributions — including employer SG payments — are capped at \u003Cstrong>AUD $30,000 per year\u003C\u002Fstrong> for the 2025-26 financial year. Exceeding this cap results in additional tax liability for the employee.\u003C\u002Fp>\n\u003Chr>\n\u003Ch2 id=\"workplace-allowances\">Workplace Allowances\u003C\u002Fh2>\n\u003Cp>The Clerks Award 2020 prescribes a range of allowances payable to employees in specific circumstances:\u003C\u002Fp>\n\u003Ctable>\n\u003Cthead>\n\u003Ctr>\n\u003Cth>Allowance\u003C\u002Fth>\n\u003Cth>Amount (AUD)\u003C\u002Fth>\n\u003C\u002Ftr>\n\u003C\u002Fthead>\n\u003Ctbody>\u003Ctr>\n\u003Ctd>Meal allowance (overtime or split shift)\u003C\u002Ftd>\n\u003Ctd>$19.93 per occasion\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003Ctr>\n\u003Ctd>Vehicle allowance\u003C\u002Ftd>\n\u003Ctd>$0.98 per kilometre\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003Ctr>\n\u003Ctd>Laundry\u002Fclothing allowance\u003C\u002Ftd>\n\u003Ctd>$3.55 per week\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003Ctr>\n\u003Ctd>First-aid allowance\u003C\u002Ftd>\n\u003Ctd>$16.03 per week\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003C\u002Ftbody>\u003C\u002Ftable>\n\u003Cp>These allowances are indexed and updated annually alongside wage rates.\u003C\u002Fp>\n\u003Chr>\n\u003Ch2 id=\"state-and-territory-variations\">State and Territory Variations\u003C\u002Fh2>\n\u003Cp>The Clerks Award 2020 is a federal instrument, meaning its pay rates and conditions apply uniformly across all Australian states and territories. However, certain employee entitlements are governed by state and territory law rather than the federal award:\u003C\u002Fp>\n\u003Ch3 id=\"long-service-leave\">Long Service Leave\u003C\u002Fh3>\n\u003Cp>Long service leave entitlements vary 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 (pro-rata from 7 years)\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\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>7 years\u003C\u002Ftd>\n\u003Ctd>6.067 weeks (pro-rata from 7 years)\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 (+ 6.5 weeks per additional 5 years)\u003C\u002Ftd>\n\u003Ctd>Long Service Leave Act 1981\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003C\u002Ftbody>\u003C\u002Ftable>\n\u003Cp>Use the \u003Cstrong>Long Service Leave tab\u003C\u002Fstrong> in the calculator above to estimate your entitlement by state or territory.\u003C\u002Fp>\n\u003Ch3 id=\"public-holidays\">Public Holidays\u003C\u002Fh3>\n\u003Cp>All employees are entitled to federal public holidays (New Year's Day, Australia Day, Good Friday, Easter Monday, ANZAC Day, King's Birthday, Christmas Day, Boxing Day). State-specific additions include Melbourne Cup Day (VIC), EKKA Show Day (QLD), Adelaide Cup (SA), Foundation Day (WA), and Eight Hours Day (TAS).\u003C\u002Fp>\n\u003Ch3 id=\"workers-compensation\">Workers' Compensation\u003C\u002Fh3>\n\u003Cp>Workers' compensation is administered by state and territory schemes: icare (NSW), WorkSafe Victoria (VIC), WorkCover Queensland (QLD), ReturnToWork SA (SA), WorkCover WA, WorkSafe Tasmania, ACT WorkSafe, and NT WorkSafe. Contribution rates and benefits differ by jurisdiction.\u003C\u002Fp>\n\u003Chr>\n\u003Ch2 id=\"your-rights-at-work\">Your Rights at Work\u003C\u002Fh2>\n\u003Ch3 id=\"unfair-dismissal\">Unfair Dismissal\u003C\u002Fh3>\n\u003Cp>If you are dismissed from employment without a fair reason or without a fair process, you may be eligible to apply to the Fair Work Commission for an unfair dismissal remedy (Fair Work Act 2009 s.382). The qualifying period is:\u003C\u002Fp>\n\u003Cul>\n\u003Cli>\u003Cstrong>6 months\u003C\u002Fstrong> of continuous employment for employees of regular employers\u003C\u002Fli>\n\u003Cli>\u003Cstrong>12 months\u003C\u002Fstrong> for employees of small business employers (fewer than 15 employees)\u003C\u002Fli>\n\u003C\u002Ful>\n\u003Cp>Applications must be lodged within \u003Cstrong>21 days\u003C\u002Fstrong> of the dismissal taking effect.\u003C\u002Fp>\n\u003Ch3 id=\"general-protections\">General Protections\u003C\u002Fh3>\n\u003Cp>The Fair Work Act 2009 Part 3-1 protects employees from adverse action by their employer because they exercised a workplace right, engaged in industrial activity, or hold a protected attribute. These protections apply from the first day of employment, with no qualifying period.\u003C\u002Fp>\n\u003Ch3 id=\"right-of-entry-unions\">Right of Entry — Unions\u003C\u002Fh3>\n\u003Cp>Union officials with an entry permit may enter a workplace to hold discussions with union members or investigate suspected contraventions of the Fair Work Act or the Clerks Award (Fair Work Act 2009 ss.481-499). Employees have the right to speak with union representatives at work.\u003C\u002Fp>\n\u003Ch3 id=\"workplace-health-and-safety\">Workplace Health and Safety\u003C\u002Fh3>\n\u003Cp>All employees are protected by the Work Health and Safety Act 2011 (Cth) (or equivalent state legislation), which requires employers to provide a safe work environment, safe work systems, and adequate training and supervision.\u003C\u002Fp>\n\u003Chr>\n\u003Cp>\u003Cem>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. The Fair Work Commission publishes the authoritative version of the Clerks — Private Sector Award 2020 at 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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,[2580,2581],"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":1071,"featured":1140,"metaTitle":2574,"countryCode":1143,"categorySlug":678,"languageCode":1144,"readingTimeMin":1097,"metaDescription":2575},416,"d6648162-0b8f-4b2c-a713-f4a624122d4d","2026-06-18T20:46:19.000Z","2026-07-13T18:00:32.426Z",4.46,3.47,"2026-07-25T19:46:47.314Z","2026-06-13T17:40:00.446Z","2026-06-13T17:40:00.448Z","2026-07-28T02:06:11.070Z",{"id":1145,"name":676,"slug":678,"parentId":1139},{"id":2595,"slug":2596,"title":2597,"excerpt":2598,"contentMd":2599,"heroImage":2600,"heroImageAlt":2601,"heroImageCredit":1139,"audioUrl":1139,"audioGeneratedAt":1139,"readingTimeMin":1113,"featured":1140,"status":1141,"lang":1142,"countryCode":1143,"languageCode":1144,"categoryId":1145,"metaTitle":2602,"metaDescription":2603,"keyword":2604,"seoApiPageId":2605,"seoApiTenantId":1150,"contentType":1139,"wordCount":2606,"internalImages":2607,"frontmatter":2608,"viewCount":2611,"internalLinksCount":1156,"expertId":2612,"folderId":1139,"folderPosition":1139,"gscVerdict":1158,"gscCoverage":1159,"gscLastCrawl":2613,"gscCheckedAt":2614,"gscIndexingState":1139,"gscRobotsTxtState":1139,"gscPageFetchState":1139,"gscGoogleCanonical":1139,"gscCrawledAs":1139,"cwvLcp":2615,"cwvLcpRating":1163,"cwvFcp":2616,"cwvFcpRating":1163,"cwvCls":1156,"cwvClsRating":1166,"cwvAuditedAt":2617,"publishedAt":2618,"createdAt":2619,"updatedAt":2620,"category":2621},"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":2609,"excerpt":1071,"featured":1140,"metaTitle":2602,"countryCode":1143,"categorySlug":1051,"languageCode":1144,"relatedTools":2610,"readingTimeMin":1113,"metaDescription":2603},true,[1116],286,"5270ade3-25dc-40a9-9234-077c07f74988","2026-06-07T11:30:58.000Z","2026-06-28T15:11:29.969Z",5.88,3.49,"2026-07-24T18:10:09.923Z","2026-05-29T14:35:01.310Z","2026-05-29T14:35:01.311Z","2026-07-28T02:06:15.007Z",{"id":1145,"name":676,"slug":678,"parentId":1139},{"id":2623,"slug":2624,"title":2625,"excerpt":2626,"contentMd":2627,"heroImage":2628,"heroImageAlt":2629,"heroImageCredit":1139,"audioUrl":1139,"audioGeneratedAt":1139,"readingTimeMin":1097,"featured":1140,"status":1141,"lang":1142,"countryCode":1143,"languageCode":1144,"categoryId":1145,"metaTitle":2630,"metaDescription":2631,"keyword":2632,"seoApiPageId":2633,"seoApiTenantId":1150,"contentType":1139,"wordCount":2634,"internalImages":2635,"frontmatter":2636,"viewCount":2638,"internalLinksCount":1156,"expertId":2639,"folderId":1139,"folderPosition":1139,"gscVerdict":1158,"gscCoverage":1159,"gscLastCrawl":2640,"gscCheckedAt":2641,"gscIndexingState":1139,"gscRobotsTxtState":1139,"gscPageFetchState":1139,"gscGoogleCanonical":1139,"gscCrawledAs":1139,"cwvLcp":2642,"cwvLcpRating":1163,"cwvFcp":2643,"cwvFcpRating":1163,"cwvCls":1156,"cwvClsRating":1166,"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":2609,"excerpt":1071,"featured":1140,"metaTitle":2630,"countryCode":1143,"categorySlug":1051,"languageCode":1144,"relatedTools":2637,"readingTimeMin":1097,"metaDescription":2631},[1066],219,"76172d07-be21-4943-84ca-61eedb55dca8","2026-06-09T18:13:04.000Z","2026-06-28T14:51:30.601Z",4.32,3.5,"2026-07-24T17:08:37.465Z","2026-05-29T14:30:01.894Z","2026-05-29T14:30:01.895Z","2026-07-28T02:06:11.778Z",{"id":1145,"name":676,"slug":678,"parentId":1139},22,{"cba-au-clerks-private-sector-award-2020":2651},{"slug":1046,"title":1047,"page_title":2652,"description":1048,"content_md":2653,"local_slug":1046,"json_ld":2654,"faq":2709,"tool_html":2732,"source":1052,"category":1051,"audience":1050,"publish_mode":2733,"hero_image":1053,"hero_image_alt":1047},"Clerks — Private Sector Award 2020 — Free Pay & Entitlements Calculator 2026","The Clerks — Private Sector Award 2020 (MA000002) covers clerical and administrative employees across Australia's private sector. This free calculator covers six areas: pay rates by classification level (Levels 1–5), NES redundancy pay, annual leave with 17.5% loading, notice periods under FWA s.117, superannuation at 12% SG, and long service leave by state or territory.",[2655,2693],{"@type":2656,"@context":2657,"mainEntity":2658},"FAQPage","https:\u002F\u002Fschema.org",[2659,2665,2669,2673,2677,2681,2685,2689],{"name":2660,"@type":2661,"acceptedAnswer":2662},"What are the current pay rates under the Clerks — Private Sector Award 2020?","Question",{"text":2663,"@type":2664},"As of 1 July 2025, pay rates under the Clerks — Private Sector Award 2020 (MA000002) range from AUD $25.74 per hour (Level 1 Year 1) to AUD $32.45 per hour (Level 5), following a 3.5% Annual Wage Review increase. Specialist call centre roles such as Technical Associate are paid AUD $35.55 per hour. Casual employees receive a 25% loading on top.","Answer",{"name":2666,"@type":2661,"acceptedAnswer":2667},"How much redundancy pay am I entitled to under the Clerks Private Sector Award 2020?",{"text":2668,"@type":2664},"The Clerks Award does not provide redundancy pay above the NES statutory minimum. Under the Fair Work Act 2009 Schedule 4, genuine redundancy pay ranges from 4 weeks of pay (1 year of service) to a maximum of 16 weeks (9 years), with 12 weeks for 10 or more years. Small business employers (fewer than 15 employees) are exempt.",{"name":2670,"@type":2661,"acceptedAnswer":2671},"How many days annual leave do clerical workers get under the Clerks Award?",{"text":2672,"@type":2664},"Full-time employees are entitled to 4 weeks (20 days) of paid annual leave per year under the NES. Annual leave loading of 17.5% is payable when leave is taken.",{"name":2674,"@type":2661,"acceptedAnswer":2675},"What is the notice period under the Clerks Private Sector Award 2020?",{"text":2676,"@type":2664},"Under Fair Work Act 2009 s.117, minimum notice ranges from 1 week (less than 1 year of service) to 4 weeks (5 or more years). Employees aged over 45 with 2 or more years of service receive one additional week.",{"name":2678,"@type":2661,"acceptedAnswer":2679},"How much superannuation does my employer have to pay under the Clerks Award?",{"text":2680,"@type":2664},"Employers must pay superannuation at the Superannuation Guarantee rate of 12.0% of ordinary time earnings from 1 July 2025. Employees can choose their own complying superannuation fund under Fair Work Act 2009 s.149A.",{"name":2682,"@type":2661,"acceptedAnswer":2683},"Does the Clerks Award 2020 provide casual loading?",{"text":2684,"@type":2664},"Yes. Casual employees under the Clerks — Private Sector Award 2020 receive a 25% loading on their base hourly rate in lieu of paid leave entitlements.",{"name":2686,"@type":2661,"acceptedAnswer":2687},"What is the minimum wage under the Clerks Private Sector Award 2020?",{"text":2688,"@type":2664},"The minimum wage under the Clerks — Private Sector Award 2020 is AUD $25.74 per hour (Level 1 Year 1) from 1 July 2025, which exceeds the National Minimum Wage of AUD $24.10 per hour.",{"name":2690,"@type":2661,"acceptedAnswer":2691},"What penalty rates apply under the Clerks Award for weekend work?",{"text":2692,"@type":2664},"Saturday work before 12:30 pm is paid at 125%; after 12:30 pm at 150%. Sunday work is paid at 200%. Public holiday work is paid at 250%. Overtime is paid at 150% for the first 2 hours and 200% thereafter.",{"name":2694,"@type":2695,"about":2696,"offers":2700,"@context":2657,"audience":2704,"description":2707,"operatingSystem":18,"applicationCategory":2708},"Clerks Private Sector Award 2020 — Free Pay and Entitlements Calculator","WebApplication",{"name":2697,"@type":2698,"identifier":2699},"Clerks — Private Sector Award 2020","Thing","MA000002",{"@type":2701,"price":2702,"priceCurrency":2703},"Offer","0","AUD",{"@type":2705,"audienceType":2706},"Audience","Australian employees and employers covered by the Clerks Private Sector Award 2020","Free calculator for pay rates, redundancy pay, annual leave loading, notice periods, superannuation and long service leave under the Clerks — Private Sector Award 2020 (MA000002). Updated for 2025-26 Australian rates.","FinanceApplication",[2710,2712,2714,2716,2718,2720,2722,2725,2727,2729],{"answer":2711,"question":2660},"As of 1 July 2025, pay rates under the Clerks — Private Sector Award 2020 (MA000002) range from AUD $25.74 per hour (Level 1 Year 1) to AUD $32.45 per hour (Level 5), following a 3.5% Annual Wage Review increase. Specialist call centre roles such as Technical Associate are paid AUD $35.55 per hour. These rates apply to full-time and part-time employees; casual employees receive a 25% loading on top.",{"answer":2713,"question":2666},"The Clerks Award does not provide redundancy pay above the NES statutory minimum. Under the Fair Work Act 2009 Schedule 4, genuine redundancy pay ranges from 4 weeks of pay (1 year of service) to a maximum of 16 weeks (9 years), with 12 weeks for 10 or more years. Small business employers (fewer than 15 employees) are exempt from NES redundancy pay obligations.",{"answer":2715,"question":2670},"Full-time employees under the Clerks — Private Sector Award 2020 are entitled to 4 weeks (20 days) of paid annual leave per year under the National Employment Standards. Part-time employees accrue leave on a pro-rata basis. Annual leave loading of 17.5% is payable when leave is taken, in addition to the ordinary time rate.",{"answer":2717,"question":2674},"The Clerks Award does not provide notice periods above the NES minimum. Under Fair Work Act 2009 s.117, minimum notice ranges from 1 week (less than 1 year of service) to 4 weeks (5 or more years). Employees aged over 45 with 2 or more years of service receive one additional week. Payment in lieu of notice must be made where the employer does not require the notice to be worked.",{"answer":2719,"question":2678},"Employers must pay superannuation at the Superannuation Guarantee rate of 12.0% of ordinary time earnings from 1 July 2025, under the Superannuation Guarantee (Administration) Act 1992. The Clerks Award does not prescribe a higher rate. Employees can choose their own complying superannuation fund under Fair Work Act 2009 s.149A (Choice of Fund).",{"answer":2721,"question":2682},"Yes. Casual employees under the Clerks — Private Sector Award 2020 receive a 25% loading on their base hourly rate in lieu of paid leave entitlements. This loading is applied to the ordinary time rate for the relevant classification level. Casual employees are not entitled to paid annual leave, personal leave, or notice of dismissal, but are protected by unfair dismissal laws after 6 months.",{"answer":2723,"question":2724},"Regular casual employees with a reasonable expectation of continuing employment may have access to unfair dismissal protections under the Fair Work Act 2009. However, casual employees are generally not entitled to NES redundancy pay, as the genuine redundancy provisions apply to employees whose positions are eliminated — typically permanent employees. Seek advice from the Fair Work Ombudsman (1300 724 690) for your specific situation.","Can I be made redundant as a casual employee under the Clerks Award?",{"answer":2726,"question":2686},"The minimum wage under the Clerks — Private Sector Award 2020 is AUD $25.74 per hour (Level 1 Year 1) from 1 July 2025, which exceeds the National Minimum Wage of AUD $24.10 per hour. All employees covered by the Award must be paid at least the rate applicable to their classification level and cannot be paid below the Award minimum regardless of any agreement.",{"answer":2728,"question":2690},"Under the Clerks — Private Sector Award 2020, Saturday work before 12:30 pm is paid at 125% of the ordinary time rate; Saturday from 12:30 pm is paid at 150%. Sunday work is paid at 200% (double time). Public holiday work is paid at 250% of the ordinary rate. Overtime is paid at 150% for the first 2 hours and 200% thereafter.",{"answer":2730,"question":2731},"Long service leave is governed by state and territory legislation, not the federal Clerks Award. Qualifying periods and entitlements vary: Victoria requires 7 years service (6.067 weeks entitlement) while most other states and territories require 10 years. Use the Long Service Leave tab in the calculator above to estimate your entitlement by jurisdiction.","Does long service leave apply under the Clerks 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  \u003Ctitle>Clerks Private Sector Award 2020 — Free Pay Calculator\u003C\u002Ftitle>\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:#ffffff;--border:#e7e5e4;--border2:#d6d3d1;\n      --accent:#2563eb;--accent-h:#1d4ed8;--accent-light:#eff6ff;\n      --text:#1c1917;--muted:#78716c;--error:#dc2626;--ok:#16a34a;\n      --radius:12px;--tab-h:44px;\n    }\n    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\u003C\u002Fbutton>\n    \u003Cbutton class=\"tab-btn\" role=\"tab\" data-tab=\"redundancy\" onclick=\"switchTab('redundancy')\">\n      \u003Ci data-lucide=\"briefcase\">\u003C\u002Fi> Redundancy Pay\n    \u003C\u002Fbutton>\n    \u003Cbutton class=\"tab-btn\" role=\"tab\" data-tab=\"leave\" onclick=\"switchTab('leave')\">\n      \u003Ci data-lucide=\"calendar-days\">\u003C\u002Fi> Annual Leave\n    \u003C\u002Fbutton>\n    \u003Cbutton class=\"tab-btn\" role=\"tab\" data-tab=\"notice\" onclick=\"switchTab('notice')\">\n      \u003Ci data-lucide=\"clock\">\u003C\u002Fi> Notice Period\n    \u003C\u002Fbutton>\n    \u003Cbutton class=\"tab-btn\" role=\"tab\" data-tab=\"super\" onclick=\"switchTab('super')\">\n      \u003Ci data-lucide=\"piggy-bank\">\u003C\u002Fi> Superannuation\n    \u003C\u002Fbutton>\n    \u003Cbutton class=\"tab-btn\" role=\"tab\" data-tab=\"lsl\" onclick=\"switchTab('lsl')\">\n      \u003Ci data-lucide=\"map-pin\">\u003C\u002Fi> Long Service Leave\n    \u003C\u002Fbutton>\n  \u003C\u002Fnav>\n\n  \u003C!-- TAB 1: PAY CALCULATOR -->\n  \u003Csection class=\"tab-panel active\" id=\"tab-pay\">\n    \u003Cdiv class=\"card\">\n      \u003Cp class=\"card-title\">\u003Ci data-lucide=\"calculator\">\u003C\u002Fi> Pay Calculator\u003C\u002Fp>\n      \u003Cdiv class=\"callout\">\n        Clerks — Private Sector Award 2020 (MA000002). Rates from 1 July 2025 after the 3.5% Annual Wage Review increase.\n        Level 1 Year 1: AUD $25.74\u002Fhr — Level 5: AUD $32.45\u002Fhr.\n      \u003C\u002Fdiv>\n      \u003Cdiv class=\"form-grid\">\n        \u003Cdiv class=\"form-group\">\n          \u003Clabel for=\"pay-level\">Classification Level\u003C\u002Flabel>\n          \u003Cselect id=\"pay-level\" onchange=\"renderPay()\">\n            \u003Coption value=\"25.74\">Level 1 — Year 1 ($25.74\u002Fhr)\u003C\u002Foption>\n            \u003Coption value=\"26.96\">Level 1 — Year 2 ($26.96\u002Fhr)\u003C\u002Foption>\n            \u003Coption value=\"27.79\">Level 1 — Year 3 ($27.79\u002Fhr)\u003C\u002Foption>\n            \u003Coption value=\"28.12\">Level 2 — Year 1 ($28.12\u002Fhr)\u003C\u002Foption>\n            \u003Coption value=\"28.64\">Level 2 — Year 2 ($28.64\u002Fhr)\u003C\u002Foption>\n            \u003Coption value=\"29.70\">Level 3 ($29.70\u002Fhr)\u003C\u002Foption>\n            \u003Coption value=\"29.91\">Call Centre — Principal Customer Contact Specialist ($29.91\u002Fhr)\u003C\u002Foption>\n            \u003Coption value=\"31.19\">Level 4 ($31.19\u002Fhr)\u003C\u002Foption>\n            \u003Coption value=\"32.45\">Level 5 ($32.45\u002Fhr)\u003C\u002Foption>\n            \u003Coption value=\"35.55\">Call Centre — Technical Associate ($35.55\u002Fhr)\u003C\u002Foption>\n            \u003Coption value=\"0\">Enter my own hourly rate\u003C\u002Foption>\n          \u003C\u002Fselect>\n        \u003C\u002Fdiv>\n        \u003Cdiv class=\"form-group\" id=\"custom-rate-group\" style=\"display:none\">\n          \u003Clabel for=\"pay-custom-rate\">My Hourly Rate (AUD)\u003C\u002Flabel>\n          \u003Cinput type=\"number\" id=\"pay-custom-rate\" min=\"24.10\" step=\"0.01\" value=\"25.74\" oninput=\"renderPay()\">\n        \u003C\u002Fdiv>\n        \u003Cdiv class=\"form-group\">\n          \u003Clabel for=\"pay-hours\">Weekly Hours\u003C\u002Flabel>\n          \u003Cinput type=\"number\" id=\"pay-hours\" min=\"1\" max=\"60\" value=\"38\" oninput=\"renderPay()\">\n        \u003C\u002Fdiv>\n        \u003Cdiv class=\"form-group\">\n          \u003Clabel for=\"pay-type\">Employment Type\u003C\u002Flabel>\n          \u003Cselect id=\"pay-type\" onchange=\"renderPay()\">\n            \u003Coption value=\"fulltime\">Full-time\u003C\u002Foption>\n            \u003Coption value=\"parttime\">Part-time\u003C\u002Foption>\n            \u003Coption value=\"casual\">Casual (+25% loading)\u003C\u002Foption>\n          \u003C\u002Fselect>\n        \u003C\u002Fdiv>\n        \u003Cdiv class=\"form-group\">\n          \u003Clabel for=\"pay-residency\">Tax Residency\u003C\u002Flabel>\n          \u003Cselect id=\"pay-residency\" onchange=\"renderPay()\">\n            \u003Coption value=\"resident\">Australian Resident\u003C\u002Foption>\n            \u003Coption value=\"whm\">Working Holiday Maker (15%)\u003C\u002Foption>\n            \u003Coption value=\"nonresident\">Non-Resident\u003C\u002Foption>\n          \u003C\u002Fselect>\n        \u003C\u002Fdiv>\n      \u003C\u002Fdiv>\n      \u003Cdiv class=\"results\" id=\"pay-results\">\u003C\u002Fdiv>\n      \u003Cp class=\"note\">PAYG withholding based on 2025–26 ATO rates. Superannuation employer contribution shown separately — not deducted from take-home. Does not account for HELP\u002FHECS debt, salary packaging, or state payroll tax.\u003C\u002Fp>\n    \u003C\u002Fdiv>\n  \u003C\u002Fsection>\n\n  \u003C!-- TAB 2: REDUNDANCY -->\n  \u003Csection class=\"tab-panel\" id=\"tab-redundancy\">\n    \u003Cdiv class=\"card\">\n      \u003Cp class=\"card-title\">\u003Ci data-lucide=\"briefcase\">\u003C\u002Fi> Redundancy Pay\u003C\u002Fp>\n      \u003Cdiv class=\"callout\">\n        NES genuine redundancy scale — Fair Work Act 2009, Schedule 4, s.119. The Clerks Award does not provide redundancy above the NES statutory minimum. Small business employers (<15 employees) are exempt.\n      \u003C\u002Fdiv>\n      \u003Cdiv class=\"form-grid\">\n        \u003Cdiv class=\"form-group\">\n          \u003Clabel for=\"red-years\">Years of Continuous Service\u003C\u002Flabel>\n          \u003Cinput type=\"number\" id=\"red-years\" min=\"0\" max=\"50\" value=\"3\" oninput=\"renderRedundancy()\">\n        \u003C\u002Fdiv>\n        \u003Cdiv class=\"form-group\">\n          \u003Clabel for=\"red-weekly\">Weekly Gross Pay (AUD)\u003C\u002Flabel>\n          \u003Cinput type=\"number\" id=\"red-weekly\" min=\"0\" step=\"0.01\" value=\"978.20\" oninput=\"renderRedundancy()\">\n        \u003C\u002Fdiv>\n        \u003Cdiv class=\"form-group\">\n          \u003Clabel for=\"red-bizsize\">Employer Size\u003C\u002Flabel>\n          \u003Cselect id=\"red-bizsize\" onchange=\"renderRedundancy()\">\n            \u003Coption value=\"regular\">Regular employer (15+ employees)\u003C\u002Foption>\n            \u003Coption value=\"small\">Small business (<15 employees)\u003C\u002Foption>\n          \u003C\u002Fselect>\n        \u003C\u002Fdiv>\n      \u003C\u002Fdiv>\n      \u003Cdiv class=\"results\" id=\"red-results\">\u003C\u002Fdiv>\n      \u003Cp class=\"note\">Genuine redundancy payments receive favourable tax treatment. The tax-free component for 2025–26 is AUD $12,524 plus AUD $6,264 per completed year of service. Contact the ATO or a tax adviser for your personal situation.\u003C\u002Fp>\n    \u003C\u002Fdiv>\n    \u003Cdiv class=\"card\">\n      \u003Cp class=\"card-title\">\u003Ci data-lucide=\"table-2\">\u003C\u002Fi> NES Redundancy Scale Reference\u003C\u002Fp>\n      \u003Ctable class=\"data-table\">\n        \u003Cthead>\u003Ctr>\u003Cth>Years of service\u003C\u002Fth>\u003Cth>Weeks of pay\u003C\u002Fth>\u003C\u002Ftr>\u003C\u002Fthead>\n        \u003Ctbody id=\"red-table\">\u003C\u002Ftbody>\n      \u003C\u002Ftable>\n    \u003C\u002Fdiv>\n  \u003C\u002Fsection>\n\n  \u003C!-- TAB 3: ANNUAL LEAVE -->\n  \u003Csection class=\"tab-panel\" id=\"tab-leave\">\n    \u003Cdiv class=\"card\">\n      \u003Cp class=\"card-title\">\u003Ci data-lucide=\"calendar-days\">\u003C\u002Fi> Annual Leave\u003C\u002Fp>\n      \u003Cdiv class=\"callout\">\n        NES minimum: 4 weeks (20 days) paid annual leave for full-time employees — Fair Work Act 2009, s.87.\n        Annual leave loading of 17.5% applies under the Clerks Award on ordinary time earnings during annual leave.\n      \u003C\u002Fdiv>\n      \u003Cdiv class=\"form-grid\">\n        \u003Cdiv class=\"form-group\">\n          \u003Clabel for=\"lv-type\">Employment Type\u003C\u002Flabel>\n          \u003Cselect id=\"lv-type\" onchange=\"renderLeave()\">\n            \u003Coption value=\"fulltime\">Full-time (38 hrs\u002Fwk)\u003C\u002Foption>\n            \u003Coption value=\"parttime\">Part-time\u003C\u002Foption>\n          \u003C\u002Fselect>\n        \u003C\u002Fdiv>\n        \u003Cdiv class=\"form-group\" id=\"lv-hours-group\" style=\"display:none\">\n          \u003Clabel for=\"lv-hours\">Weekly Contracted Hours\u003C\u002Flabel>\n          \u003Cinput type=\"number\" id=\"lv-hours\" min=\"1\" max=\"37\" value=\"20\" oninput=\"renderLeave()\">\n        \u003C\u002Fdiv>\n        \u003Cdiv class=\"form-group\">\n          \u003Clabel for=\"lv-rate\">Hourly Rate (AUD)\u003C\u002Flabel>\n          \u003Cinput type=\"number\" id=\"lv-rate\" min=\"0\" step=\"0.01\" value=\"25.74\" oninput=\"renderLeave()\">\n        \u003C\u002Fdiv>\n        \u003Cdiv class=\"form-group\">\n          \u003Clabel for=\"lv-loading\">Leave Loading Rate (%)\u003C\u002Flabel>\n          \u003Cinput type=\"number\" id=\"lv-loading\" min=\"0\" max=\"100\" step=\"0.1\" value=\"17.5\" oninput=\"renderLeave()\">\n        \u003C\u002Fdiv>\n        \u003Cdiv class=\"form-group\">\n          \u003Clabel for=\"lv-service\">Months of Service (for accrual)\u003C\u002Flabel>\n          \u003Cinput type=\"number\" id=\"lv-service\" min=\"0\" max=\"600\" value=\"12\" oninput=\"renderLeave()\">\n        \u003C\u002Fdiv>\n      \u003C\u002Fdiv>\n      \u003Cdiv class=\"results\" id=\"lv-results\">\u003C\u002Fdiv>\n      \u003Cp class=\"note\">Leave accrues at 1\u002F12th of the annual entitlement per month of continuous service. Unused leave accumulates and is paid out on termination at the employee's final rate of pay. Leave loading of 17.5% applies when leave is taken (not on payout, except where required by the Award).\u003C\u002Fp>\n    \u003C\u002Fdiv>\n  \u003C\u002Fsection>\n\n  \u003C!-- TAB 4: NOTICE PERIOD -->\n  \u003Csection class=\"tab-panel\" id=\"tab-notice\">\n    \u003Cdiv class=\"card\">\n      \u003Cp class=\"card-title\">\u003Ci data-lucide=\"clock\">\u003C\u002Fi> Notice Period\u003C\u002Fp>\n      \u003Cdiv class=\"callout\">\n        Fair Work Act 2009 s.117: minimum notice based on continuous service. Employees aged over 45 with 2+ years of service receive one extra week. The Clerks Award does not provide notice beyond the NES statutory minimum.\n      \u003C\u002Fdiv>\n      \u003Cdiv class=\"form-grid\">\n        \u003Cdiv class=\"form-group\">\n          \u003Clabel for=\"nt-years\">Years of Continuous Service\u003C\u002Flabel>\n          \u003Cinput type=\"number\" id=\"nt-years\" min=\"0\" max=\"50\" step=\"0.1\" value=\"2\" oninput=\"renderNotice()\">\n        \u003C\u002Fdiv>\n        \u003Cdiv class=\"form-group\">\n          \u003Clabel for=\"nt-age\">Employee Age\u003C\u002Flabel>\n          \u003Cinput type=\"number\" id=\"nt-age\" min=\"15\" max=\"80\" value=\"35\" oninput=\"renderNotice()\">\n        \u003C\u002Fdiv>\n        \u003Cdiv class=\"form-group\">\n          \u003Clabel for=\"nt-direction\">Direction\u003C\u002Flabel>\n          \u003Cselect id=\"nt-direction\" onchange=\"renderNotice()\">\n            \u003Coption value=\"employer\">Employer dismissing employee\u003C\u002Foption>\n            \u003Coption value=\"employee\">Employee resigning\u003C\u002Foption>\n          \u003C\u002Fselect>\n        \u003C\u002Fdiv>\n        \u003Cdiv class=\"form-group\">\n          \u003Clabel for=\"nt-weekly\">Weekly Gross Pay (AUD)\u003C\u002Flabel>\n          \u003Cinput type=\"number\" id=\"nt-weekly\" min=\"0\" step=\"0.01\" value=\"978.20\" oninput=\"renderNotice()\">\n        \u003C\u002Fdiv>\n        \u003Cdiv class=\"form-group\">\n          \u003Clabel for=\"nt-date\">Notice Given Date\u003C\u002Flabel>\n          \u003Cinput type=\"date\" id=\"nt-date\" oninput=\"renderNotice()\">\n        \u003C\u002Fdiv>\n      \u003C\u002Fdiv>\n      \u003Cdiv class=\"results\" id=\"nt-results\">\u003C\u002Fdiv>\n      \u003Cp class=\"note\">Payment in lieu of notice: where an employer does not require the employee to work during the notice period, it must pay an equivalent amount at the employee's full rate of pay (FWA s.117(2)). Access to unfair dismissal: employees need 6 months' continuous service (12 months for small business employees) and must lodge applications within 21 days of dismissal.\u003C\u002Fp>\n    \u003C\u002Fdiv>\n  \u003C\u002Fsection>\n\n  \u003C!-- TAB 5: SUPERANNUATION -->\n  \u003Csection class=\"tab-panel\" id=\"tab-super\">\n    \u003Cdiv class=\"card\">\n      \u003Cp class=\"card-title\">\u003Ci data-lucide=\"piggy-bank\">\u003C\u002Fi> Superannuation\u003C\u002Fp>\n      \u003Cdiv class=\"callout\">\n        Superannuation Guarantee rate: 12.0% of ordinary time earnings from 1 July 2025 — Superannuation Guarantee (Administration) Act 1992. Employer contributions are in addition to take-home pay. The Clerks Award does not prescribe a specific super fund; employees may exercise choice of fund under Fair Work Act 2009, s.149A.\n      \u003C\u002Fdiv>\n      \u003Cdiv class=\"form-grid\">\n        \u003Cdiv class=\"form-group\">\n          \u003Clabel for=\"su-annual\">Annual Gross Salary (AUD)\u003C\u002Flabel>\n          \u003Cinput type=\"number\" id=\"su-annual\" min=\"0\" step=\"100\" value=\"50862\" oninput=\"renderSuper()\">\n        \u003C\u002Fdiv>\n        \u003Cdiv class=\"form-group\">\n          \u003Clabel for=\"su-type\">Employment Type\u003C\u002Flabel>\n          \u003Cselect id=\"su-type\" onchange=\"renderSuper()\">\n            \u003Coption value=\"fulltime\">Full-time\u003C\u002Foption>\n            \u003Coption value=\"parttime\">Part-time\u003C\u002Foption>\n            \u003Coption value=\"casual\">Casual\u003C\u002Foption>\n          \u003C\u002Fselect>\n        \u003C\u002Fdiv>\n        \u003Cdiv class=\"form-group\">\n          \u003Clabel for=\"su-sgrate\">SG Rate (%)\u003C\u002Flabel>\n          \u003Cinput type=\"number\" id=\"su-sgrate\" min=\"0\" max=\"25\" step=\"0.01\" value=\"12\" oninput=\"renderSuper()\">\n        \u003C\u002Fdiv>\n        \u003Cdiv class=\"form-group\">\n          \u003Clabel for=\"su-vol\">Voluntary Employee Contribution (AUD\u002Fmonth)\u003C\u002Flabel>\n          \u003Cinput type=\"number\" id=\"su-vol\" min=\"0\" step=\"10\" value=\"0\" oninput=\"renderSuper()\">\n        \u003C\u002Fdiv>\n      \u003C\u002Fdiv>\n      \u003Cdiv class=\"results\" id=\"su-results\">\u003C\u002Fdiv>\n      \u003Cp class=\"note\">Concessional contributions cap 2025–26: AUD $30,000\u002Fyear (includes employer SG + salary-sacrifice contributions). Non-concessional cap: AUD $120,000\u002Fyear. Government employees may be in a state defined benefit scheme with different contribution rules.\u003C\u002Fp>\n    \u003C\u002Fdiv>\n  \u003C\u002Fsection>\n\n  \u003C!-- TAB 6: LONG SERVICE LEAVE -->\n  \u003Csection class=\"tab-panel\" id=\"tab-lsl\">\n    \u003Cdiv class=\"card\">\n      \u003Cp class=\"card-title\">\u003Ci data-lucide=\"map-pin\">\u003C\u002Fi> Long Service Leave\u003C\u002Fp>\n      \u003Cdiv class=\"callout\">\n        Long service leave is governed by state and territory legislation, not the federal Clerks Award. Qualifying periods and entitlements differ significantly by jurisdiction. Select your state or territory below.\n      \u003C\u002Fdiv>\n      \u003Cdiv class=\"form-grid\">\n        \u003Cdiv class=\"form-group\">\n          \u003Clabel for=\"lsl-state\">State \u002F Territory\u003C\u002Flabel>\n          \u003Cselect id=\"lsl-state\" onchange=\"renderLSL()\">\n            \u003Coption value=\"nsw\">New South Wales (NSW)\u003C\u002Foption>\n            \u003Coption value=\"vic\">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\">Australian Capital Territory (ACT)\u003C\u002Foption>\n            \u003Coption value=\"nt\">Northern Territory (NT)\u003C\u002Foption>\n          \u003C\u002Fselect>\n        \u003C\u002Fdiv>\n        \u003Cdiv class=\"form-group\">\n          \u003Clabel for=\"lsl-years\">Years of Continuous Service\u003C\u002Flabel>\n          \u003Cinput type=\"number\" id=\"lsl-years\" min=\"0\" max=\"50\" step=\"0.5\" value=\"8\" oninput=\"renderLSL()\">\n        \u003C\u002Fdiv>\n        \u003Cdiv class=\"form-group\">\n          \u003Clabel for=\"lsl-weekly\">Weekly Gross Pay (AUD)\u003C\u002Flabel>\n          \u003Cinput type=\"number\" id=\"lsl-weekly\" min=\"0\" step=\"0.01\" value=\"978.20\" oninput=\"renderLSL()\">\n        \u003C\u002Fdiv>\n        \u003Cdiv class=\"form-group\">\n          \u003Clabel for=\"lsl-type\">Employment Type\u003C\u002Flabel>\n          \u003Cselect id=\"lsl-type\" onchange=\"renderLSL()\">\n            \u003Coption value=\"fulltime\">Full-time\u003C\u002Foption>\n            \u003Coption value=\"parttime\">Part-time (pro-rata)\u003C\u002Foption>\n          \u003C\u002Fselect>\n        \u003C\u002Fdiv>\n        \u003Cdiv class=\"form-group\" id=\"lsl-parthours-group\" style=\"display:none\">\n          \u003Clabel for=\"lsl-parthours\">Average Weekly Hours (Part-time)\u003C\u002Flabel>\n          \u003Cinput type=\"number\" id=\"lsl-parthours\" min=\"1\" max=\"37\" value=\"20\" oninput=\"renderLSL()\">\n        \u003C\u002Fdiv>\n      \u003C\u002Fdiv>\n      \u003Cdiv class=\"results\" id=\"lsl-results\">\u003C\u002Fdiv>\n      \u003Cp class=\"note\">Some enterprise agreements or employment contracts may provide more generous long service leave than state legislation. WA employees covered by state awards (not federal instruments) may have different rules. Always verify with your state's Fair Work authority or a qualified employment lawyer.\u003C\u002Fp>\n    \u003C\u002Fdiv>\n    \u003Cdiv class=\"card\">\n      \u003Cp class=\"card-title\">\u003Ci data-lucide=\"table-2\">\u003C\u002Fi> State \u002F Territory Reference\u003C\u002Fp>\n      \u003Ctable class=\"data-table\">\n        \u003Cthead>\u003Ctr>\u003Cth>State\u002FTerritory\u003C\u002Fth>\u003Cth>Qualifying period\u003C\u002Fth>\u003Cth>Entitlement\u003C\u002Fth>\u003Cth>Legislation\u003C\u002Fth>\u003C\u002Ftr>\u003C\u002Fthead>\n        \u003Ctbody>\n          \u003Ctr>\u003Ctd>NSW\u003C\u002Ftd>\u003Ctd>10 years\u003C\u002Ftd>\u003Ctd>8.667 weeks\u003C\u002Ftd>\u003Ctd>Long Service Leave Act 1955\u003C\u002Ftd>\u003C\u002Ftr>\n          \u003Ctr>\u003Ctd>VIC\u003C\u002Ftd>\u003Ctd>7 years\u003C\u002Ftd>\u003Ctd>6.067 weeks\u003C\u002Ftd>\u003Ctd>Long Service Leave Act 2018\u003C\u002Ftd>\u003C\u002Ftr>\n          \u003Ctr>\u003Ctd>QLD\u003C\u002Ftd>\u003Ctd>10 years\u003C\u002Ftd>\u003Ctd>8.667 weeks\u003C\u002Ftd>\u003Ctd>Industrial Relations Act 2016\u003C\u002Ftd>\u003C\u002Ftr>\n          \u003Ctr>\u003Ctd>SA\u003C\u002Ftd>\u003Ctd>10 years\u003C\u002Ftd>\u003Ctd>13 weeks\u003C\u002Ftd>\u003Ctd>Long Service Leave Act 1987\u003C\u002Ftd>\u003C\u002Ftr>\n          \u003Ctr>\u003Ctd>WA\u003C\u002Ftd>\u003Ctd>10 years\u003C\u002Ftd>\u003Ctd>8.667 weeks\u003C\u002Ftd>\u003Ctd>Long Service Leave Act 1958\u003C\u002Ftd>\u003C\u002Ftr>\n          \u003Ctr>\u003Ctd>TAS\u003C\u002Ftd>\u003Ctd>10 years\u003C\u002Ftd>\u003Ctd>8.667 weeks\u003C\u002Ftd>\u003Ctd>Long Service Leave Act 1976\u003C\u002Ftd>\u003C\u002Ftr>\n          \u003Ctr>\u003Ctd>ACT\u003C\u002Ftd>\u003Ctd>10 years (pro-rata from 7)\u003C\u002Ftd>\u003Ctd>6.067 weeks\u003C\u002Ftd>\u003Ctd>Long Service Leave Act 1976\u003C\u002Ftd>\u003C\u002Ftr>\n          \u003Ctr>\u003Ctd>NT\u003C\u002Ftd>\u003Ctd>10 years\u003C\u002Ftd>\u003Ctd>13 weeks\u003C\u002Ftd>\u003Ctd>Long Service Leave Act 1981\u003C\u002Ftd>\u003C\u002Ftr>\n        \u003C\u002Ftbody>\n      \u003C\u002Ftable>\n    \u003C\u002Fdiv>\n  \u003C\u002Fsection>\n\n  \u003Cp class=\"disclaimer\">\n    Indicative calculations only — not legal advice. Figures based on the\n    \u003Cstrong>Clerks — Private Sector Award 2020 (MA000002)\u003C\u002Fstrong>\n    and Australian statutory rates as of 2025–26. For your specific situation, contact the\n    Fair Work Ombudsman (1300 724 690) or a qualified employment lawyer.\n    Superannuation rates under the Superannuation Guarantee (Administration) Act 1992.\n  \u003C\u002Fp>\n\u003C\u002Fmain>\n\n\u003Cscript>\n(function () {\n  'use strict';\n\n  const fmt = v => new Intl.NumberFormat('en-AU', { style: 'currency', currency: 'AUD', maximumFractionDigits: 0 }).format(v);\n  const fmt2 = v => new Intl.NumberFormat('en-AU', { style: 'currency', currency: 'AUD', maximumFractionDigits: 2 }).format(v);\n  const fmtDec = (v, d) => new Intl.NumberFormat('en-AU', { maximumFractionDigits: d }).format(v);\n\n  \u002F* ── Tab switching ── *\u002F\n  function switchTab(id) {\n    document.querySelectorAll('.tab-btn').forEach(b => b.classList.toggle('active', b.dataset.tab === id));\n    document.querySelectorAll('.tab-panel').forEach(p => p.classList.toggle('active', p.id === 'tab-' + id));\n    try { location.hash = '#' + id; } catch (_) {}\n    notifyResize();\n  }\n  window.switchTab = switchTab;\n\n  \u002F* ── ResizeObserver (MANDATORY) ── *\u002F\n  function notifyResize() {\n    const h = document.documentElement.scrollHeight;\n    try { parent.postMessage({ type: 'resize', height: h }, '*'); } catch (_) {}\n  }\n  const ro = new ResizeObserver(() => notifyResize());\n  ro.observe(document.documentElement);\n\n  \u002F* ── Tab 1: Pay Calculator ── *\u002F\n  function getHourly() {\n    const sel = parseFloat(document.getElementById('pay-level').value);\n    if (sel === 0) {\n      const c = parseFloat(document.getElementById('pay-custom-rate').value) || 0;\n      return c;\n    }\n    return sel;\n  }\n\n  document.getElementById('pay-level').addEventListener('change', function () {\n    const grp = document.getElementById('custom-rate-group');\n    grp.style.display = this.value === '0' ? 'block' : 'none';\n    renderPay();\n  });\n\n  document.getElementById('lv-type').addEventListener('change', function () {\n    document.getElementById('lv-hours-group').style.display = this.value === 'parttime' ? 'block' : 'none';\n    renderLeave();\n  });\n\n  document.getElementById('lsl-type').addEventListener('change', function () {\n    document.getElementById('lsl-parthours-group').style.display = this.value === 'parttime' ? 'block' : 'none';\n    renderLSL();\n  });\n\n  function computePAYG(annual, residency) {\n    let tax = 0;\n    const taxable = annual;\n    if (residency === 'whm') {\n      \u002F\u002F Working Holiday Maker: 15% up to $45,000; 32.5% $45,001–$120,000; standard thereafter\n      if (taxable \u003C= 45000) { tax = taxable * 0.15; }\n      else if (taxable \u003C= 120000) { tax = 6750 + (taxable - 45000) * 0.325; }\n      else if (taxable \u003C= 180000) { tax = 31125 + (taxable - 120000) * 0.37; }\n      else { tax = 53325 + (taxable - 180000) * 0.45; }\n      return { tax, lito: 0, medicare: 0 };\n    }\n    if (residency === 'nonresident') {\n      if (taxable \u003C= 135000) { tax = taxable * 0.325; }\n      else if (taxable \u003C= 190000) { tax = 43875 + (taxable - 135000) * 0.37; }\n      else { tax = 64225 + (taxable - 190000) * 0.45; }\n      const medicare = 0; \u002F\u002F non-residents not liable\n      return { tax, lito: 0, medicare };\n    }\n    \u002F\u002F Resident\n    if (taxable \u003C= 18200) { tax = 0; }\n    else if (taxable \u003C= 45000) { tax = (taxable - 18200) * 0.19; }\n    else if (taxable \u003C= 135000) { tax = 5092 + (taxable - 45000) * 0.325; }\n    else if (taxable \u003C= 190000) { tax = 34342 + (taxable - 135000) * 0.37; }\n    else { tax = 54697 + (taxable - 190000) * 0.45; }\n    \u002F\u002F LITO\n    let lito = 0;\n    if (taxable \u003C= 37500) { lito = 700; }\n    else if (taxable \u003C= 45000) { lito = 700 - (taxable - 37500) * 0.05; }\n    else if (taxable \u003C= 66667) { lito = 325 - (taxable - 45000) * 0.015; }\n    tax = Math.max(0, tax - lito);\n    const medicare = taxable \u003C 26000 ? 0 : taxable * 0.02;\n    return { tax, lito, medicare };\n  }\n\n  function renderPay() {\n    const hourly = getHourly() * (document.getElementById('pay-type').value === 'casual' ? 1.25 : 1.0);\n    const hours = parseFloat(document.getElementById('pay-hours').value) || 38;\n    const residency = document.getElementById('pay-residency').value;\n    const annual = hourly * hours * 52;\n    const monthly = annual \u002F 12;\n    const weekly = annual \u002F 52;\n    const { tax, lito, medicare } = computePAYG(annual, residency);\n    const superE = annual * 0.12;\n    const net = annual - tax - medicare;\n\n    const isCasual = document.getElementById('pay-type').value === 'casual';\n    document.getElementById('pay-results').innerHTML = `\n      \u003Cdiv class=\"result-row\">\u003Cspan>Annual gross${isCasual ? ' (incl. 25% casual loading)' : ''}\u003C\u002Fspan>\u003Cspan class=\"result-val\">${fmt(annual)}\u003C\u002Fspan>\u003C\u002Fdiv>\n      \u003Cdiv class=\"result-row\">\u003Cspan>Monthly gross\u003C\u002Fspan>\u003Cspan class=\"result-val\">${fmt(monthly)}\u003C\u002Fspan>\u003C\u002Fdiv>\n      \u003Cdiv class=\"result-row\">\u003Cspan>Weekly gross\u003C\u002Fspan>\u003Cspan class=\"result-val\">${fmt(weekly)}\u003C\u002Fspan>\u003C\u002Fdiv>\n      \u003Cdiv class=\"result-row\">\u003Cspan>Estimated PAYG income tax\u003C\u002Fspan>\u003Cspan class=\"result-val negative\">−${fmt(tax)}\u003C\u002Fspan>\u003C\u002Fdiv>\n      ${lito > 0 ? `\u003Cdiv class=\"result-row\">\u003Cspan>Low Income Tax Offset (LITO) applied\u003C\u002Fspan>\u003Cspan class=\"result-val positive\">+${fmt(lito)}\u003C\u002Fspan>\u003C\u002Fdiv>` : ''}\n      \u003Cdiv class=\"result-row\">\u003Cspan>Medicare Levy (2%)\u003C\u002Fspan>\u003Cspan class=\"result-val negative\">−${fmt(medicare)}\u003C\u002Fspan>\u003C\u002Fdiv>\n      \u003Cdiv class=\"result-row total\">\u003Cspan>Estimated annual take-home\u003C\u002Fspan>\u003Cspan class=\"result-val\">${fmt(net)}\u003C\u002Fspan>\u003C\u002Fdiv>\n      \u003Cdiv class=\"result-row total\" style=\"border-top:none;margin-top:0;padding-top:0\">\u003Cspan>Estimated monthly take-home\u003C\u002Fspan>\u003Cspan class=\"result-val\">${fmt(net \u002F 12)}\u003C\u002Fspan>\u003C\u002Fdiv>\n      \u003Cdiv class=\"result-row\" style=\"margin-top:8px;padding-top:8px;border-top:1px solid rgba(37,99,235,.2)\">\u003Cspan>Employer super contribution (12% SG)\u003C\u002Fspan>\u003Cspan class=\"result-val positive\">+${fmt(superE)}\u003C\u002Fspan>\u003C\u002Fdiv>\n    `;\n    notifyResize();\n  }\n  window.renderPay = renderPay;\n\n  \u002F* ── Tab 2: Redundancy ── *\u002F\n  const NES_RED = [\n    [1,4],[2,6],[3,7],[4,8],[5,10],[6,11],[7,13],[8,14],[9,16],[10,12]\n  ];\n\n  (function buildRedTable() {\n    const tb = document.getElementById('red-table');\n    NES_RED.forEach(([y, w]) => {\n      const tr = document.createElement('tr');\n      tr.innerHTML = `\u003Ctd>${y === 10 ? '10 or more' : y + (y === 1 ? ' year' : ' years')}\u003C\u002Ftd>\u003Ctd>${w} weeks\u003C\u002Ftd>`;\n      tb.appendChild(tr);\n    });\n  })();\n\n  function nesRedWeeks(years) {\n    if (years \u003C 1) return 0;\n    const y = Math.min(Math.floor(years), 10);\n    const row = NES_RED.find(([yr]) => yr === y);\n    return row ? row[1] : 12;\n  }\n\n  function renderRedundancy() {\n    const years = parseFloat(document.getElementById('red-years').value) || 0;\n    const weekly = parseFloat(document.getElementById('red-weekly').value) || 0;\n    const small = document.getElementById('red-bizsize').value === 'small';\n    const weeks = nesRedWeeks(years);\n    const pay = weeks * weekly;\n    const taxFree = years >= 1 ? (12524 + 6264 * Math.floor(years)) : 0;\n    const taxable = Math.max(0, pay - taxFree);\n\n    let html = '';\n    if (small) {\n      html = `\u003Cdiv class=\"result-row\">\u003Cspan>Employer type\u003C\u002Fspan>\u003Cspan class=\"result-val\">\u003Cspan class=\"badge warn\">Small business (<15 employees)\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fdiv>\n              \u003Cdiv class=\"result-row\">\u003Cspan>NES redundancy pay\u003C\u002Fspan>\u003Cspan class=\"result-val\">Not applicable — small business exemption\u003C\u002Fspan>\u003C\u002Fdiv>\n              \u003Cp class=\"note\" style=\"margin-top:8px\">Under the Fair Work Act 2009 s.121, small business employers (fewer than 15 employees) are exempt from NES redundancy pay. Employees still have access to unfair dismissal protections after 12 months of service.\u003C\u002Fp>`;\n    } else if (years \u003C 1) {\n      html = `\u003Cdiv class=\"result-row\">\u003Cspan>Minimum service for NES redundancy\u003C\u002Fspan>\u003Cspan class=\"result-val\">\u003Cspan class=\"badge warn\">1 year required (currently ${fmtDec(years, 1)} years)\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fdiv>`;\n    } else {\n      html = `\n        \u003Cdiv class=\"result-row\">\u003Cspan>Years of service\u003C\u002Fspan>\u003Cspan class=\"result-val\">${fmtDec(years, 1)}\u003C\u002Fspan>\u003C\u002Fdiv>\n        \u003Cdiv class=\"result-row\">\u003Cspan>NES redundancy entitlement\u003C\u002Fspan>\u003Cspan class=\"result-val\">${weeks} weeks of pay\u003C\u002Fspan>\u003C\u002Fdiv>\n        \u003Cdiv class=\"result-row total\">\u003Cspan>Total redundancy pay\u003C\u002Fspan>\u003Cspan class=\"result-val\">${fmt(pay)}\u003C\u002Fspan>\u003C\u002Fdiv>\n        \u003Cdiv class=\"result-row\">\u003Cspan>Tax-free component (2025–26 ETP)\u003C\u002Fspan>\u003Cspan class=\"result-val positive\">${fmt(Math.min(taxFree, pay))}\u003C\u002Fspan>\u003C\u002Fdiv>\n        \u003Cdiv class=\"result-row\">\u003Cspan>Potentially taxable portion\u003C\u002Fspan>\u003Cspan class=\"result-val ${taxable > 0 ? 'negative' : ''}\">${taxable > 0 ? fmt(taxable) : 'Nil'}\u003C\u002Fspan>\u003C\u002Fdiv>\n      `;\n    }\n    document.getElementById('red-results').innerHTML = html;\n    notifyResize();\n  }\n  window.renderRedundancy = renderRedundancy;\n\n  \u002F* ── Tab 3: Annual Leave ── *\u002F\n  function renderLeave() {\n    const isPartTime = document.getElementById('lv-type').value === 'parttime';\n    const weeklyHours = isPartTime ? (parseFloat(document.getElementById('lv-hours').value) || 20) : 38;\n    const rate = parseFloat(document.getElementById('lv-rate').value) || 0;\n    const loadingPct = parseFloat(document.getElementById('lv-loading').value) || 17.5;\n    const months = parseFloat(document.getElementById('lv-service').value) || 0;\n\n    const ftHours = 38;\n    const annualDaysFT = 20; \u002F\u002F 4 weeks × 5 days\n    const ratio = isPartTime ? weeklyHours \u002F ftHours : 1;\n    const annualDays = annualDaysFT; \u002F\u002F entitlement in days doesn't change for part-time; hours do\n    const annualHours = annualDays * (weeklyHours \u002F 5);\n    const accrualPerMonth = annualHours \u002F 12;\n    const accrualPerFortnight = annualHours \u002F 26;\n    const accruedHours = Math.min(months, 12) * accrualPerMonth + Math.max(0, months - 12) * accrualPerMonth;\n    const leaveValue = accruedHours * rate;\n    const twoWeeksBase = 2 * weeklyHours * rate;\n    const loading = twoWeeksBase * (loadingPct \u002F 100);\n\n    document.getElementById('lv-results').innerHTML = `\n      \u003Cdiv class=\"result-row\">\u003Cspan>Annual leave entitlement\u003C\u002Fspan>\u003Cspan class=\"result-val\">${annualDays} days (${fmtDec(annualHours, 1)} hours)\u003C\u002Fspan>\u003C\u002Fdiv>\n      \u003Cdiv class=\"result-row\">\u003Cspan>Accrual rate\u003C\u002Fspan>\u003Cspan class=\"result-val\">${fmtDec(accrualPerMonth, 2)} hrs\u002Fmonth • ${fmtDec(accrualPerFortnight, 2)} hrs\u002Ffortnight\u003C\u002Fspan>\u003C\u002Fdiv>\n      \u003Cdiv class=\"result-row\">\u003Cspan>Accrued leave at ${fmtDec(months, 0)} months service\u003C\u002Fspan>\u003Cspan class=\"result-val\">${fmtDec(accruedHours, 1)} hours\u003C\u002Fspan>\u003C\u002Fdiv>\n      \u003Cdiv class=\"result-row\">\u003Cspan>Value of accrued leave\u003C\u002Fspan>\u003Cspan class=\"result-val\">${fmt(leaveValue)}\u003C\u002Fspan>\u003C\u002Fdiv>\n      \u003Cdiv class=\"result-row\">\u003Cspan>Leave loading on 2 weeks taken (${loadingPct}%)\u003C\u002Fspan>\u003Cspan class=\"result-val positive\">+${fmt2(loading)}\u003C\u002Fspan>\u003C\u002Fdiv>\n      \u003Cdiv class=\"result-row total\">\u003Cspan>2-week leave payment (base + loading)\u003C\u002Fspan>\u003Cspan class=\"result-val\">${fmt(twoWeeksBase + loading)}\u003C\u002Fspan>\u003C\u002Fdiv>\n    `;\n    notifyResize();\n  }\n  window.renderLeave = renderLeave;\n\n  \u002F* ── Tab 4: Notice Period ── *\u002F\n  function nesNoticeWeeks(years, age) {\n    let weeks = 0;\n    if (years \u003C 1) { weeks = 1; }\n    else if (years \u003C 3) { weeks = 2; }\n    else if (years \u003C 5) { weeks = 3; }\n    else { weeks = 4; }\n    if (age >= 45 && years >= 2) { weeks += 1; }\n    return weeks;\n  }\n\n  function addWeeks(dateStr, w) {\n    if (!dateStr) return null;\n    const d = new Date(dateStr);\n    d.setDate(d.getDate() + w * 7);\n    return d.toLocaleDateString('en-AU', { day: 'numeric', month: 'long', year: 'numeric' });\n  }\n\n  function renderNotice() {\n    const years = parseFloat(document.getElementById('nt-years').value) || 0;\n    const age = parseInt(document.getElementById('nt-age').value) || 0;\n    const weekly = parseFloat(document.getElementById('nt-weekly').value) || 0;\n    const dateVal = document.getElementById('nt-date').value;\n    const direction = document.getElementById('nt-direction').value;\n\n    const weeks = nesNoticeWeeks(years, age);\n    const payout = weeks * weekly;\n    const lastDay = addWeeks(dateVal, weeks);\n    const hasSupp = age >= 45 && years >= 2;\n\n    document.getElementById('nt-results').innerHTML = `\n      \u003Cdiv class=\"result-row\">\u003Cspan>Years of service\u003C\u002Fspan>\u003Cspan class=\"result-val\">${fmtDec(years, 1)}\u003C\u002Fspan>\u003C\u002Fdiv>\n      \u003Cdiv class=\"result-row\">\u003Cspan>Direction\u003C\u002Fspan>\u003Cspan class=\"result-val\">${direction === 'employer' ? 'Employer dismissing employee' : 'Employee resigning'}\u003C\u002Fspan>\u003C\u002Fdiv>\n      \u003Cdiv class=\"result-row\">\u003Cspan>Statutory minimum notice (NES s.117)\u003C\u002Fspan>\u003Cspan class=\"result-val\">${weeks} week${weeks !== 1 ? 's' : ''}\u003C\u002Fspan>\u003C\u002Fdiv>\n      ${hasSupp ? `\u003Cdiv class=\"result-row\">\u003Cspan>Over-45 supplement included\u003C\u002Fspan>\u003Cspan class=\"result-val positive\">+1 week\u003C\u002Fspan>\u003C\u002Fdiv>` : ''}\n      \u003Cdiv class=\"result-row total\">\u003Cspan>Payment in lieu of notice\u003C\u002Fspan>\u003Cspan class=\"result-val\">${fmt(payout)}\u003C\u002Fspan>\u003C\u002Fdiv>\n      ${lastDay ? `\u003Cdiv class=\"result-row\">\u003Cspan>Last working day (if notice worked from today)\u003C\u002Fspan>\u003Cspan class=\"result-val\">${lastDay}\u003C\u002Fspan>\u003C\u002Fdiv>` : ''}\n    `;\n    notifyResize();\n  }\n  window.renderNotice = renderNotice;\n\n  \u002F* ── Tab 5: Superannuation ── *\u002F\n  function renderSuper() {\n    const annual = parseFloat(document.getElementById('su-annual').value) || 0;\n    const sgRate = (parseFloat(document.getElementById('su-sgrate').value) || 12) \u002F 100;\n    const vol = parseFloat(document.getElementById('su-vol').value) || 0;\n    const sgAnnual = annual * sgRate;\n    const volAnnual = vol * 12;\n    const total = sgAnnual + volAnnual;\n    const concCap = 30000;\n    const overCap = Math.max(0, total - concCap);\n\n    document.getElementById('su-results').innerHTML = `\n      \u003Cdiv class=\"result-row\">\u003Cspan>Employer SG contribution (${(sgRate * 100).toFixed(0)}%)\u003C\u002Fspan>\u003Cspan class=\"result-val positive\">${fmt(sgAnnual)} \u002F year\u003C\u002Fspan>\u003C\u002Fdiv>\n      \u003Cdiv class=\"result-row\">\u003Cspan>Employer SG per month\u003C\u002Fspan>\u003Cspan class=\"result-val\">${fmt(sgAnnual \u002F 12)}\u003C\u002Fspan>\u003C\u002Fdiv>\n      ${vol > 0 ? `\u003Cdiv class=\"result-row\">\u003Cspan>Voluntary employee contributions\u003C\u002Fspan>\u003Cspan class=\"result-val\">${fmt(volAnnual)} \u002F year\u003C\u002Fspan>\u003C\u002Fdiv>` : ''}\n      \u003Cdiv class=\"result-row total\">\u003Cspan>Total super contributions \u002F year\u003C\u002Fspan>\u003Cspan class=\"result-val\">${fmt(total)}\u003C\u002Fspan>\u003C\u002Fdiv>\n      \u003Cdiv class=\"result-row\">\u003Cspan>Concessional contributions cap (2025–26)\u003C\u002Fspan>\u003Cspan class=\"result-val\">AUD $30,000\u003C\u002Fspan>\u003C\u002Fdiv>\n      ${overCap > 0 ? `\u003Cdiv class=\"result-row\">\u003Cspan>Potential excess (above cap)\u003C\u002Fspan>\u003Cspan class=\"result-val negative\">${fmt(overCap)} — seek tax advice\u003C\u002Fspan>\u003C\u002Fdiv>` : '\u003Cdiv class=\"result-row\">\u003Cspan>Cap status\u003C\u002Fspan>\u003Cspan class=\"result-val positive\">\u003Cspan class=\"badge ok\">Within cap\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fdiv>'}\n    `;\n    notifyResize();\n  }\n  window.renderSuper = renderSuper;\n\n  \u002F* ── Tab 6: Long Service Leave ── *\u002F\n  const LSL_TABLE = {\n    nsw: { years: 10, weeks: 8.667, proRataAfter: 10, label: 'NSW — Long Service Leave Act 1955' },\n    vic: { years: 7,  weeks: 6.067, proRataAfter: 7,  label: 'VIC — Long Service Leave Act 2018' },\n    qld: { years: 10, weeks: 8.667, proRataAfter: 10, label: 'QLD — Industrial Relations Act 2016' },\n    sa:  { years: 10, weeks: 13,    proRataAfter: 10, label: 'SA — Long Service Leave Act 1987' },\n    wa:  { years: 10, weeks: 8.667, proRataAfter: 10, label: 'WA — Long Service Leave Act 1958' },\n    tas: { years: 10, weeks: 8.667, proRataAfter: 10, label: 'TAS — Long Service Leave Act 1976' },\n    act: { years: 10, weeks: 6.067, proRataAfter: 7,  label: 'ACT — Long Service Leave Act 1976' },\n    nt:  { years: 10, weeks: 13,    proRataAfter: 10, label: 'NT — Long Service Leave Act 1981' },\n  };\n\n  function computeLSL(state, yearsService, weeklyPay, isPartTime, partHours) {\n    const rule = LSL_TABLE[state];\n    const eligible = yearsService >= rule.years;\n    const proRataEligible = yearsService >= rule.proRataAfter;\n    let leaveWeeks = 0;\n    if (eligible) {\n      leaveWeeks = rule.weeks + (yearsService - rule.years) * (rule.weeks \u002F rule.years);\n    } else if (proRataEligible) {\n      leaveWeeks = yearsService * (rule.weeks \u002F rule.years);\n    }\n    if (isPartTime && partHours) {\n      leaveWeeks = leaveWeeks * (partHours \u002F 38);\n    }\n    const cashValue = leaveWeeks * weeklyPay;\n    const yearsRemaining = Math.max(0, rule.proRataAfter - yearsService);\n    const accrualPerYear = rule.weeks \u002F rule.years;\n    return { eligible, proRataEligible, leaveWeeks, leaveDays: leaveWeeks * 5, cashValue, yearsRemaining, accrualPerYear, rule };\n  }\n\n  function renderLSL() {\n    const state = document.getElementById('lsl-state').value;\n    const years = parseFloat(document.getElementById('lsl-years').value) || 0;\n    const weekly = parseFloat(document.getElementById('lsl-weekly').value) || 0;\n    const isPartTime = document.getElementById('lsl-type').value === 'parttime';\n    const partHours = isPartTime ? (parseFloat(document.getElementById('lsl-parthours').value) || 20) : null;\n    const { eligible, proRataEligible, leaveWeeks, leaveDays, cashValue, yearsRemaining, accrualPerYear, rule } = computeLSL(state, years, weekly, isPartTime, partHours);\n\n    let statusBadge;\n    let leaveDetail = '';\n    if (eligible) {\n      statusBadge = `\u003Cspan class=\"badge ok\">Eligible — full entitlement\u003C\u002Fspan>`;\n      leaveDetail = `\n        \u003Cdiv class=\"result-row\">\u003Cspan>Long service leave entitlement\u003C\u002Fspan>\u003Cspan class=\"result-val\">${fmtDec(leaveWeeks, 2)} weeks (${fmtDec(leaveDays, 1)} days)\u003C\u002Fspan>\u003C\u002Fdiv>\n        \u003Cdiv class=\"result-row total\">\u003Cspan>Cash value at current pay\u003C\u002Fspan>\u003Cspan class=\"result-val\">${fmt(cashValue)}\u003C\u002Fspan>\u003C\u002Fdiv>\n      `;\n    } else if (proRataEligible) {\n      statusBadge = `\u003Cspan class=\"badge warn\">Pro-rata eligible\u003C\u002Fspan>`;\n      leaveDetail = `\n        \u003Cdiv class=\"result-row\">\u003Cspan>Pro-rata entitlement\u003C\u002Fspan>\u003Cspan class=\"result-val\">${fmtDec(leaveWeeks, 2)} weeks (${fmtDec(leaveDays, 1)} days)\u003C\u002Fspan>\u003C\u002Fdiv>\n        \u003Cdiv class=\"result-row total\">\u003Cspan>Pro-rata cash value\u003C\u002Fspan>\u003Cspan class=\"result-val\">${fmt(cashValue)}\u003C\u002Fspan>\u003C\u002Fdiv>\n      `;\n    } else {\n      statusBadge = `\u003Cspan class=\"badge error\">Not yet eligible — ${fmtDec(yearsRemaining, 1)} years remaining\u003C\u002Fspan>`;\n    }\n\n    document.getElementById('lsl-results').innerHTML = `\n      \u003Cdiv class=\"result-row\">\u003Cspan>Legislation\u003C\u002Fspan>\u003Cspan class=\"result-val\" style=\"font-size:.8rem\">${rule.label}\u003C\u002Fspan>\u003C\u002Fdiv>\n      \u003Cdiv class=\"result-row\">\u003Cspan>Qualifying period\u003C\u002Fspan>\u003Cspan class=\"result-val\">${rule.years} years\u003C\u002Fspan>\u003C\u002Fdiv>\n      \u003Cdiv class=\"result-row\">\u003Cspan>Eligibility status\u003C\u002Fspan>\u003Cspan class=\"result-val\">${statusBadge}\u003C\u002Fspan>\u003C\u002Fdiv>\n      ${leaveDetail}\n      \u003Cdiv class=\"result-row\">\u003Cspan>Accrual rate\u003C\u002Fspan>\u003Cspan class=\"result-val\">${fmtDec(accrualPerYear, 4)} weeks per year of service\u003C\u002Fspan>\u003C\u002Fdiv>\n    `;\n    notifyResize();\n  }\n  window.renderLSL = renderLSL;\n\n  \u002F* ── Initial render ── *\u002F\n  function setDefaultDate() {\n    const now = new Date('2026-05-28');\n    const y = now.getFullYear(), m = String(now.getMonth() + 1).padStart(2, '0'), d = String(now.getDate()).padStart(2, '0');\n    document.getElementById('nt-date').value = `${y}-${m}-${d}`;\n  }\n\n  setDefaultDate();\n  renderPay();\n  renderRedundancy();\n  renderLeave();\n  renderNotice();\n  renderSuper();\n  renderLSL();\n\n  \u002F* ── Deep-link on load ── *\u002F\n  try {\n    const h = location.hash.replace('#', '');\n    const valid = ['pay','redundancy','leave','notice','super','lsl'];\n    if (valid.includes(h)) switchTab(h);\n  } catch (_) {}\n\n  lucide.createIcons();\n})();\n\u003C\u002Fscript>\n\u003C\u002Fbody>\n\u003C\u002Fhtml>\n","both"]