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Updated for 2025-26 Australian rates — free, no signup.",12,"https:\u002F\u002Fpub-bdebbd2dad294475a2da0eb657815b6b.r2.dev\u002Ftools\u002Fcba-au-road-transport-distribution-award-2020-904df7a0a7.webp",{"slug":29,"local_slug":29,"title":30,"description":31,"view_count":32,"audience":12,"category":13,"source":14,"hero_image":33,"hero_image_alt":34},"cba-au-hair-beauty-industry-award-2010","Hair and Beauty Industry Award — free pay & rights calculator 2026 | Expert Zoom","Calculate your pay, redundancy, annual leave and superannuation under the Hair and Beauty Industry Award 2010 (MA000005). Updated for 2025-26 Australian rates.",11,"https:\u002F\u002Fpub-bdebbd2dad294475a2da0eb657815b6b.r2.dev\u002Ftools\u002Fcba-au-hair-beauty-industry-award-2010-baa9ec62c8-1780065756.webp","",{"slug":36,"local_slug":36,"title":37,"description":38,"view_count":32,"audience":12,"category":13,"source":14,"hero_image":39,"hero_image_alt":37},"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":41,"local_slug":41,"title":42,"description":43,"view_count":44,"audience":12,"category":13,"source":14,"hero_image":45,"hero_image_alt":42},"cba-au-security-services-industry-award-2020","Security Services Industry Award 2020 — free pay & rights calculator 2026 | Expert Zoom","Calculate your pay, redundancy, annual leave and superannuation under the Security Services Industry Award 2020 (MA000016). All 5 classification levels, penalty rates, and state-based long service leave.",10,"https:\u002F\u002Fpub-bdebbd2dad294475a2da0eb657815b6b.r2.dev\u002Ftools\u002Fcba-au-security-services-industry-award-2020-aca734bc87.webp",{"slug":47,"local_slug":47,"title":48,"description":49,"view_count":44,"audience":12,"category":13,"source":14,"hero_image":50,"hero_image_alt":48},"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). 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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":68,"local_slug":68,"title":69,"description":70,"view_count":60,"audience":12,"category":13,"source":14,"hero_image":71,"hero_image_alt":69},"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). 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Connect your calendar to receive personalised advice and anticipate your next steps.","questions in progress","Ask my first question","A preview will be available shortly.","question in progress","Ask your first question to an expert and get a personalised answer.",{"next":735,"showing":736,"previous":737},"Next","Showing {current} of {total} questions","Previous","Your Alerts","{count} in total","You can only ask 2 free questions.","🔎 A preview of their answer will be available soon.\nYou can then choose to continue the exchange and get a complete and detailed answer.","Your Guides","Question Closed: Unlock the Answer","Question Paid","question","View My Guide","⏳ Estimated time before preview publication: a few minutes.\n🔐 Your information is treated confidentially.","{name} is currently reviewing your question","questions","View All Alerts","Your Questions","Articles for You","Ask a new question","Postcode not recognised","Question Closed","Read Full Answer","and access unlimited questions in all categories","💡 You will also have the option to clarify certain elements or add a document to refine the answer if necessary.","Consult the Response","Profile Strength",[762,766,770,774,778,782,786,790,794,798],{"categoryName":763,"questionText":764,"landingSeoUrl":765},"Health","I've got this persistent cough that's been hanging around for weeks, Doc. 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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":823,"title":824,"types":825,"loading":114,"markAllRead":834},"No notifications","Notifications",{"status":826,"question_paid":830,"question_reply":831,"matched_article":832,"matched_articles":833},{"closed":827,"answered":828,"partially-answered":829},"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":836,"title":738,"paused":837,"emptyHint":838,"reactivate":839,"categoryFallback":840},"No alerts at this time.","Alerts Paused","Connect your calendar and submit a question to receive personalised suggestions.","Reactivate","Category",{"error":216,"title":842,"minChars":843,"seoTitle":842,"emailSent":844,"minDigits":845,"emailLabel":470,"backToLogin":846,"description":847,"submitButton":848,"updateButton":849,"seoDescription":850,"updatingButton":551,"passwordUpdated":851,"emailPlaceholder":852,"errorDescription":853,"newPasswordLabel":854,"newPasswordTitle":855,"passwordMismatch":856,"submitButtonLoading":551,"confirmPasswordLabel":857,"emailSentDescription":555,"resetErrorDescription":858,"newPasswordPlaceholder":859,"confirmPasswordPlaceholder":860,"passwordUpdatedDescription":861},"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. Please try again.","New Password","Enter Your New Password","Passwords do not match","Confirm Password","Could not reset your password. Please try again.","Your password","Confirm your password","Your password has been reset successfully.",{"tabs":863,"error":868,"facts":869,"title":884,"billing":885,"profile":895,"readOnly":902,"questions":903,"notifications":909},{"facts":864,"billing":865,"profile":866,"questions":867,"notifications":824},"Extracted Facts","Billing","Profile","Questions","Unable to load client 360 view.",{"type":870,"dueAt":871,"empty":872,"source":873,"status":874,"dismiss":875,"overdue":876,"passive":877,"subject":878,"upcoming":879,"alertable":880,"confidence":881,"dismissTitle":882,"dismissCancel":432,"dismissWarning":883},"Type","Due Date","No extracted facts","Source","Status","Dismiss","Overdue","Passive","Subject","Upcoming","Alertable","Confidence","Dismiss this fact?","This fact will no longer be injected into the assistant's responses or used for alerts. 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The expert will respond within minutes, typically in under 10 minutes.","Receive a clear, actionable response tailored to your situation, allowing you to proceed with confidence.","Getting answers to your questions has never been easier",{"title":930,"askQuestion":724},"Meet our Experts",{"retry":932,"terms":933,"title":934,"errors":935,"company":938,"loading":114,"getAnswer":939,"acceptTerms":940,"getUnlimited":452,"securePayment":941},"Retry","Terms and Conditions","Secure Payment of $3.00",{"title":216,"genericError":427,"paymentError":936,"initializationError":937},"An error occurred during payment","Error initialising payment","expert-zoom","Get Answer","I accept the","Secure Payment of {amount}",{"delete":943,"deleteError":944,"deleteCancel":432,"deleteConfirm":943,"deleteDialogTitle":945,"deleteDialogDescription":946},"Delete","The deletion of the guide failed. Please try again.","Delete this guide?","The saved information for this category will be deleted, and the guide will disappear from your profile. 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The expert in {city} was able to reassure me and guide me exactly to what I needed.",{"title":719,"subtitle":974,"subtitleExpert":975,"titleWithExpert":976},"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":978,"seconds":979,"responseTo":980,"expertReading":981,"estimatedResponseTime":982,"expertSentPartialResponse":983},"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":549,"title":550,"sending":551,"sendLink":848,"description":985,"notifications":986},"A reset link will be sent to your email address",{"error":216,"emailSent":844,"emailError":987,"loginRequired":988,"emailSentDescription":555},"Could not send reset email. 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It covers a large and diverse workforce: administrative officers, cleaners, maintenance workers, IT support staff, library assistants, laboratory technicians, integration aides, canteen workers, boarding supervisors, and security personnel. If you work in a school in a non-teaching capacity, this award almost certainly applies to you.\n\nUnderstanding your entitlements under the Award is not just useful — it is your legal right. The Fair Work Act 2009 (Cth) makes compliance with Modern Award terms mandatory for all national system employers. Underpayment is a serious civil breach and, for deliberate wage theft, a criminal offence under the Protecting Worker Entitlements Act 2023.\n\n\u003Cdiv data-tool=\"cba-au-educational-services-schools-general-staff-award-2020\">\u003C\u002Fdiv>\n\n## Pay Structure and Classification Levels\n\nThe Award organises employees into eight classification levels (1 through 8), each with sub-levels. Rates are set in clause 17.1 and are updated annually following the Fair Work Commission's Annual Wage Review. The table below shows the minimum rates effective from the most recent wage determination:\n\n| Level | Annual Salary | Weekly Rate | Hourly Rate |\n|-------|--------------|-------------|-------------|\n| Level 1.1 | AUD $49,467 | AUD $948.00 | AUD $24.95 |\n| Level 1.2 | AUD $51,262 | AUD $982.40 | AUD $25.85 |\n| Level 1.3 | AUD $53,062 | AUD $1,016.90 | AUD $26.76 |\n| Level 2.1 | AUD $53,453 | AUD $1,024.40 | AUD $26.96 |\n| Level 2.2 | AUD $55,102 | AUD $1,056.00 | AUD $27.79 |\n| Level 3.1 | AUD $55,786 | AUD $1,069.10 | AUD $28.13 |\n| Level 3.2 | AUD $56,782 | AUD $1,088.20 | AUD $28.64 |\n| Level 4.1 | AUD $58,885 | AUD $1,128.50 | AUD $29.70 |\n| Level 4.2 | AUD $61,839 | AUD $1,185.10 | AUD $31.19 |\n| Level 5.1 | AUD $63,847 | AUD $1,223.60 | AUD $32.20 |\n| Level 5.2 | AUD $66,905 | AUD $1,282.20 | AUD $33.74 |\n| Level 6.1 | AUD $69,305 | AUD $1,328.20 | AUD $34.95 |\n| Level 6.2 | AUD $74,017 | AUD $1,418.50 | AUD $37.33 |\n| Level 7.1 | AUD $76,188 | AUD $1,460.10 | AUD $38.42 |\n| Level 7.2 | AUD $78,635 | AUD $1,507.00 | AUD $39.66 |\n| Level 7.3 | AUD $81,067 | AUD $1,553.60 | AUD $40.88 |\n| Level 8 | AUD $88,283 | AUD $1,691.90 | AUD $44.52 |\n\nLevel 1 typically covers entry-level roles such as cleaners, kitchen hands, and general assistants. Level 4–5 covers experienced administrative staff and senior integration aides. Levels 6–8 cover specialist technical, supervisory, and managerial positions.\n\n**Junior rates** apply to employees under 20 at Levels 1 and 2: from 50% of the adult rate at age 16 to 90% at age 19. At 20, the full adult rate applies regardless of experience (clause 17.3).\n\n## Working Hours, Overtime and Penalty Rates\n\nThe standard full-time work week is **38 ordinary hours** (clause 21.1). Ordinary hours may be averaged over two to four weeks, or over 12 months for boarding and emergency services roles.\n\n**Overtime** is paid for hours worked beyond ordinary hours (clause 21.2):\n\n| Situation | Full-time \u002F Part-time | Casual |\n|-----------|----------------------|--------|\n| Mon–Sat, first 3 hours | 150% | 175% |\n| Mon–Sat, after 3 hours | 200% | 225% |\n| Sunday | 200% | 225% |\n| Public holidays | 250% | 275% |\n\n**Shift and weekend penalties** (clause 22):\n\n| Situation | Rate |\n|-----------|------|\n| Afternoon or night shift | 115% |\n| Permanent night shift | 130% |\n| Saturday (most employees) | 150% |\n| Sunday (most employees) | 200% |\n| Saturday (cooking\u002Fcatering, boarding supervision) | 125% |\n| Sunday (cooking\u002Fcatering, boarding supervision) | 175% |\n| Broken shift | Base rate + 15% penalty |\n\n**Casual loading:** Casual employees receive a 25% loading on the minimum hourly rate for every ordinary hour worked (clause 11.1 and NES s.67B from 26 August 2022). This loading compensates for the absence of paid leave entitlements. The minimum engagement for casuals is two hours per shift.\n\n## Annual Leave\n\nUnder the National Employment Standards (NES), full-time employees are entitled to four weeks (20 days) of paid annual leave per year (Fair Work Act 2009 s.87). Shiftworkers who regularly work Sundays and public holidays may be entitled to five weeks.\n\n**Annual leave loading** under this Award is **17.5%** of the ordinary rate of pay, payable when leave is taken (clause 26 or the applicable leave provision). This loading is additional to the ordinary rate and represents a meaningful financial benefit — for a Level 4.1 employee earning AUD $29.70\u002Fhour, leave loading adds approximately AUD $1,005 for a four-week leave period.\n\nSchools are entitled to require employees to take annual leave during non-term weeks, provided adequate notice is given. This is a common feature of school employment, aligning leave with school holidays.\n\n**Leave accrual** occurs progressively throughout the year. Part-time employees accrue leave on a pro-rata basis proportional to their contracted hours. Unused leave accumulates and must be paid out upon termination.\n\n**Cashing out** annual leave is permitted by written agreement between employer and employee, provided no less than four weeks of leave remains in the balance after the payout (NES s.94).\n\n## Notice Period\n\nWhen an employer dismisses an employee, the Fair Work Act 2009 s.117 sets the following minimum notice periods based on continuous service:\n\n| Years of continuous service | Minimum notice |\n|-----------------------------|---------------|\n| Less than 1 year | 1 week |\n| 1 year to less than 3 years | 2 weeks |\n| 3 years to less than 5 years | 3 weeks |\n| 5 years or more | 4 weeks |\n\n**Over-45 supplement:** Employees aged 45 or over with at least two years of continuous service are entitled to one additional week of notice (s.117(3)).\n\nThe Award does not prescribe a longer notice period than the NES minimum. However, individual employment contracts or enterprise agreements may provide for longer notice. Payment in lieu of notice is permitted — the employer may choose to pay the employee their full entitlements for the notice period rather than requiring them to work it.\n\nIf an employee resigns, the same NES scale applies as a guide, though Award provisions for resignation notice may differ. Check your contract.\n\n## Redundancy Pay\n\nGenuine redundancy entitlements are set by the NES under Fair Work Act 2009 Schedule 4 (s.119). The Award does not provide any enhancement above the NES formula.\n\n| Years of continuous service | Redundancy pay (weeks) |\n|-----------------------------|------------------------|\n| 1 year | 4 weeks |\n| 2 years | 6 weeks |\n| 3 years | 7 weeks |\n| 4 years | 8 weeks |\n| 5 years | 10 weeks |\n| 6 years | 11 weeks |\n| 7 years | 13 weeks |\n| 8 years | 14 weeks |\n| 9 years | 16 weeks |\n| 10 years or more | 12 weeks (NES cap) |\n\n**Small business exemption:** Employers with fewer than 15 employees at the time of redundancy are exempt from NES redundancy pay requirements (Fair Work Act 2009 s.123(1)).\n\n**Tax treatment:** Redundancy pay from a genuine redundancy is a tax-free payment up to the ATO's tax-free limit: AUD $12,524 base amount plus AUD $6,264 for each completed year of service (2025-26 figures). Amounts above this threshold are taxed as an employment termination payment (ETP) at concessional rates.\n\nIf you believe your redundancy is not genuine — for example, your role is being filled by someone else — you may have grounds to make a general protections claim or an unfair dismissal claim under the Fair Work Act.\n\n## Superannuation\n\nFrom 1 July 2025, the Superannuation Guarantee (SG) rate is **12%** of ordinary time earnings, under the Superannuation Guarantee (Administration) Act 1992. Your employer must pay this amount into a complying super fund on top of your wages — it is not deducted from your take-home pay.\n\n**Nominated funds under this Award** (as of January 2026) include NGS Super, UniSuper, Aware Super, HESTA, and AustralianSuper, among others. Under Fair Work Act 2009 s.149A (Choice of Fund), employees have the right to choose their own complying super fund. Your employer must pay into your nominated fund unless your employment contract or an enterprise agreement specifies a particular fund.\n\n**Concessional contributions cap:** In 2025-26, the total concessional contributions cap (employer SG + salary sacrifice) is AUD $30,000 per year. Contributions above this cap are taxed at your marginal rate rather than the concessional 15% rate.\n\n**Voluntary contributions:** The Award permits employees to authorise post-tax voluntary deductions. Adjustments to voluntary deduction amounts require three months' written notice to the employer.\n\n## Allowances\n\nThe Award provides specific allowances for workers in qualifying roles:\n\n| Allowance | Rate |\n|-----------|------|\n| First Aid allowance | AUD $920.47\u002Fyear or AUD $3.84\u002Fday |\n| Sleepover allowance | AUD $61.36\u002Fsleepover + 150% hourly rate for work performed |\n| Meal allowance | AUD $19.93\u002Foccasion (if meal not provided by employer) |\n| Tool allowance (tradesperson) | AUD $17.90\u002Fweek (carpenters: AUD $33.88\u002Fweek) |\n| Uniform allowance | AUD $1.20\u002Fday (max AUD $6.00\u002Fweek) or employer provision |\n| Vehicle allowance | AUD $0.99\u002Fkm (motor car, max 400 km\u002Fweek) |\n| On-call allowance | One ordinary hour's pay per 24-hour on-call period |\n\nThese allowances are separate from base pay and are adjusted annually. If your role involves any of these activities, confirm with your employer or union whether the allowance is being paid correctly.\n\n## State and Territory Variations\n\nThe Educational Services (Schools) General Staff Award 2020 is a federal instrument — pay rates and conditions apply uniformly across all Australian states and territories. However, several entitlements remain governed by state and territory legislation and therefore vary by jurisdiction.\n\n**Long service leave:** Qualifying periods and entitlements differ significantly. Use the Long Service Leave tab in the calculator above to check your state or territory:\n\n| State\u002FTerritory | Qualifying period | Entitlement |\n|----------------|------------------|-------------|\n| NSW | 10 years | 2 months (approx. 8.667 weeks) |\n| VIC | 7 years | 6.067 weeks (pro-rata access after 7 years) |\n| QLD | 10 years | 8.667 weeks |\n| SA | 10 years | 13 weeks |\n| WA | 10 years | 8.667 weeks |\n| TAS | 10 years | 8.667 weeks |\n| ACT | 10 years | 6.067 weeks (pro-rata after 7 years) |\n| NT | 10 years | 13 weeks; additional 6.5 weeks per subsequent 5 years |\n\n**Public holidays:** All Australian employees observe the eight federal public holidays (New Year's Day, Australia Day, Good Friday, Easter Saturday, Easter Monday, ANZAC Day, King's Birthday, Christmas Day, Boxing Day). State-specific additions include Melbourne Cup Day in Victoria, EKKA Show Day in Queensland, Adelaide Cup in South Australia, and Foundation Day in Western Australia.\n\n**Workers compensation:** Each state and territory operates its own workers compensation scheme (icare NSW, WorkSafe VIC, WorkCover QLD, ReturnToWork SA, WorkCover WA, WorkSafe Tasmania, and the Safety, Rehabilitation and Compensation Act 1988 for Commonwealth employees). Premiums, benefits, and return-to-work processes vary.\n\n## Your Rights at Work\n\n**Unfair dismissal:** Employees covered by this Award can apply to the Fair Work Commission for an unfair dismissal remedy under Fair Work Act 2009 s.382 once they have completed the minimum employment period — six months for employers with 15 or more employees, or 12 months for small businesses. The application must be lodged within 21 calendar days of dismissal.\n\n**General protections:** The Fair Work Act Part 3-1 prohibits employers from taking adverse action against employees who exercise a workplace right, such as making a complaint, taking parental leave, or being a union member. These protections apply from day one of employment — there is no minimum employment period.\n\n**Right of entry:** Under Fair Work Act Part 3-4, authorised union officials may enter your workplace to investigate suspected contraventions, meet with members, and inspect employee records. The Independent Education Union of Australia (IEU) and the Australian Education Union (AEU) represent general staff in many schools.\n\n**Workplace health and safety:** The Work Health and Safety Act 2011 (Cth) and state equivalents impose duties on employers to provide a safe workplace. If you have a safety concern, you can raise it with a Health and Safety Representative (HSR) or contact your state\u002Fterritory WHS regulator.\n\n**Wage theft:** If you believe you are being underpaid, you can lodge a complaint with the Fair Work Ombudsman (FWO) at fairwork.gov.au or by calling **1300 724 690**. The FWO can investigate, issue compliance notices, and take legal action. Deliberate wage theft by employers is now a criminal offence.\n\n---\n\n*This article is for general information purposes only and does not constitute legal advice. For questions about your specific employment situation, contact your union, the Fair Work Ombudsman (1300 724 690) or a qualified employment lawyer.*\n","https:\u002F\u002Fpub-bdebbd2dad294475a2da0eb657815b6b.r2.dev\u002Fhero\u002F96a854e34fba-19a5c3.webp","Australian school support staff member reviews award entitlements, education sector 2026",null,false,"PUBLISHED","en-AU","au","en","cmkzhdox400036svtxf9pwxzh","Schools General Staff Award 2020 Pay Rates | Expert Zoom","Your complete guide to the Educational Services Schools General Staff Award 2020: pay levels, annual leave, redundancy, notice and superannuation rights in 2026.","educational services schools general staff award 2020 pay rates entitlements Australia","96a854e34fba","9cc87197-5408-43dc-9de5-d740868a64f4",2169,[],{"draft":1155,"excerpt":34,"featured":1141,"metaTitle":1147,"countryCode":1144,"categorySlug":13,"languageCode":1145,"relatedTools":1156,"readingTimeMin":44,"metaDescription":1148},true,[84],208,0,"e0095787-121c-44ea-8a86-a0a9990f79a3","PASS","Submitted and indexed","2026-06-06T13:41:25.000Z","2026-06-28T15:11:29.969Z",4.32,"poor",2.15,"needs_improvement","good","2026-07-17T17:30:10.464Z","2026-05-29T14:30:01.056Z","2026-05-29T14:30:01.059Z","2026-07-24T17:44:44.969Z",{"id":1146,"name":767,"slug":769,"parentId":1140},{"id":1159,"first_name":1175,"name":1176,"slug":1177,"specialty":1178,"picture":1179},"Mia","Jones","mia-jones","Legal Advisor","expertPics\u002Flawyers\u002Flawyers-expert-1778070730248.webp",[],[84],"\u003Cp>The Educational Services (Schools) General Staff Award 2020 (MA000076) is the federal Modern Award that sets legally enforceable minimum pay rates and conditions for non-teaching staff employed in Australian schools — government, Catholic, and independent alike. It covers a large and diverse workforce: administrative officers, cleaners, maintenance workers, IT support staff, library assistants, laboratory technicians, integration aides, canteen workers, boarding supervisors, and security personnel. If you work in a school in a non-teaching capacity, this award almost certainly applies to you.\u003C\u002Fp>\n\u003Cp>Understanding your entitlements under the Award is not just useful — it is your legal right. The Fair Work Act 2009 (Cth) makes compliance with Modern Award terms mandatory for all national system employers. Underpayment is a serious civil breach and, for deliberate wage theft, a criminal offence under the Protecting Worker Entitlements Act 2023.\u003C\u002Fp>\n\u003Cdiv data-tool=\"cba-au-educational-services-schools-general-staff-award-2020\">\u003C\u002Fdiv>\n\n\u003Ch2 id=\"pay-structure-and-classification-levels\">Pay Structure and Classification Levels\u003C\u002Fh2>\n\u003Cp>The Award organises employees into eight classification levels (1 through 8), each with sub-levels. Rates are set in clause 17.1 and are updated annually following the Fair Work Commission's Annual Wage Review. The table below shows the minimum rates effective from the most recent wage determination:\u003C\u002Fp>\n\u003Ctable>\n\u003Cthead>\n\u003Ctr>\n\u003Cth>Level\u003C\u002Fth>\n\u003Cth>Annual Salary\u003C\u002Fth>\n\u003Cth>Weekly Rate\u003C\u002Fth>\n\u003Cth>Hourly Rate\u003C\u002Fth>\n\u003C\u002Ftr>\n\u003C\u002Fthead>\n\u003Ctbody>\u003Ctr>\n\u003Ctd>Level 1.1\u003C\u002Ftd>\n\u003Ctd>AUD $49,467\u003C\u002Ftd>\n\u003Ctd>AUD $948.00\u003C\u002Ftd>\n\u003Ctd>AUD $24.95\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003Ctr>\n\u003Ctd>Level 1.2\u003C\u002Ftd>\n\u003Ctd>AUD $51,262\u003C\u002Ftd>\n\u003Ctd>AUD $982.40\u003C\u002Ftd>\n\u003Ctd>AUD $25.85\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003Ctr>\n\u003Ctd>Level 1.3\u003C\u002Ftd>\n\u003Ctd>AUD $53,062\u003C\u002Ftd>\n\u003Ctd>AUD $1,016.90\u003C\u002Ftd>\n\u003Ctd>AUD $26.76\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003Ctr>\n\u003Ctd>Level 2.1\u003C\u002Ftd>\n\u003Ctd>AUD $53,453\u003C\u002Ftd>\n\u003Ctd>AUD $1,024.40\u003C\u002Ftd>\n\u003Ctd>AUD $26.96\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003Ctr>\n\u003Ctd>Level 2.2\u003C\u002Ftd>\n\u003Ctd>AUD $55,102\u003C\u002Ftd>\n\u003Ctd>AUD $1,056.00\u003C\u002Ftd>\n\u003Ctd>AUD $27.79\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003Ctr>\n\u003Ctd>Level 3.1\u003C\u002Ftd>\n\u003Ctd>AUD $55,786\u003C\u002Ftd>\n\u003Ctd>AUD $1,069.10\u003C\u002Ftd>\n\u003Ctd>AUD $28.13\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003Ctr>\n\u003Ctd>Level 3.2\u003C\u002Ftd>\n\u003Ctd>AUD $56,782\u003C\u002Ftd>\n\u003Ctd>AUD $1,088.20\u003C\u002Ftd>\n\u003Ctd>AUD $28.64\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003Ctr>\n\u003Ctd>Level 4.1\u003C\u002Ftd>\n\u003Ctd>AUD $58,885\u003C\u002Ftd>\n\u003Ctd>AUD $1,128.50\u003C\u002Ftd>\n\u003Ctd>AUD $29.70\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003Ctr>\n\u003Ctd>Level 4.2\u003C\u002Ftd>\n\u003Ctd>AUD $61,839\u003C\u002Ftd>\n\u003Ctd>AUD $1,185.10\u003C\u002Ftd>\n\u003Ctd>AUD $31.19\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003Ctr>\n\u003Ctd>Level 5.1\u003C\u002Ftd>\n\u003Ctd>AUD $63,847\u003C\u002Ftd>\n\u003Ctd>AUD $1,223.60\u003C\u002Ftd>\n\u003Ctd>AUD $32.20\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003Ctr>\n\u003Ctd>Level 5.2\u003C\u002Ftd>\n\u003Ctd>AUD $66,905\u003C\u002Ftd>\n\u003Ctd>AUD $1,282.20\u003C\u002Ftd>\n\u003Ctd>AUD $33.74\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003Ctr>\n\u003Ctd>Level 6.1\u003C\u002Ftd>\n\u003Ctd>AUD $69,305\u003C\u002Ftd>\n\u003Ctd>AUD $1,328.20\u003C\u002Ftd>\n\u003Ctd>AUD $34.95\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003Ctr>\n\u003Ctd>Level 6.2\u003C\u002Ftd>\n\u003Ctd>AUD $74,017\u003C\u002Ftd>\n\u003Ctd>AUD $1,418.50\u003C\u002Ftd>\n\u003Ctd>AUD $37.33\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003Ctr>\n\u003Ctd>Level 7.1\u003C\u002Ftd>\n\u003Ctd>AUD $76,188\u003C\u002Ftd>\n\u003Ctd>AUD $1,460.10\u003C\u002Ftd>\n\u003Ctd>AUD $38.42\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003Ctr>\n\u003Ctd>Level 7.2\u003C\u002Ftd>\n\u003Ctd>AUD $78,635\u003C\u002Ftd>\n\u003Ctd>AUD $1,507.00\u003C\u002Ftd>\n\u003Ctd>AUD $39.66\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003Ctr>\n\u003Ctd>Level 7.3\u003C\u002Ftd>\n\u003Ctd>AUD $81,067\u003C\u002Ftd>\n\u003Ctd>AUD $1,553.60\u003C\u002Ftd>\n\u003Ctd>AUD $40.88\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003Ctr>\n\u003Ctd>Level 8\u003C\u002Ftd>\n\u003Ctd>AUD $88,283\u003C\u002Ftd>\n\u003Ctd>AUD $1,691.90\u003C\u002Ftd>\n\u003Ctd>AUD $44.52\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003C\u002Ftbody>\u003C\u002Ftable>\n\u003Cp>Level 1 typically covers entry-level roles such as cleaners, kitchen hands, and general assistants. Level 4–5 covers experienced administrative staff and senior integration aides. Levels 6–8 cover specialist technical, supervisory, and managerial positions.\u003C\u002Fp>\n\u003Cp>\u003Cstrong>Junior rates\u003C\u002Fstrong> apply to employees under 20 at Levels 1 and 2: from 50% of the adult rate at age 16 to 90% at age 19. At 20, the full adult rate applies regardless of experience (clause 17.3).\u003C\u002Fp>\n\u003Ch2 id=\"working-hours-overtime-and-penalty-rates\">Working Hours, Overtime and Penalty Rates\u003C\u002Fh2>\n\u003Cp>The standard full-time work week is \u003Cstrong>38 ordinary hours\u003C\u002Fstrong> (clause 21.1). Ordinary hours may be averaged over two to four weeks, or over 12 months for boarding and emergency services roles.\u003C\u002Fp>\n\u003Cp>\u003Cstrong>Overtime\u003C\u002Fstrong> is paid for hours worked beyond ordinary hours (clause 21.2):\u003C\u002Fp>\n\u003Ctable>\n\u003Cthead>\n\u003Ctr>\n\u003Cth>Situation\u003C\u002Fth>\n\u003Cth>Full-time \u002F Part-time\u003C\u002Fth>\n\u003Cth>Casual\u003C\u002Fth>\n\u003C\u002Ftr>\n\u003C\u002Fthead>\n\u003Ctbody>\u003Ctr>\n\u003Ctd>Mon–Sat, first 3 hours\u003C\u002Ftd>\n\u003Ctd>150%\u003C\u002Ftd>\n\u003Ctd>175%\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003Ctr>\n\u003Ctd>Mon–Sat, after 3 hours\u003C\u002Ftd>\n\u003Ctd>200%\u003C\u002Ftd>\n\u003Ctd>225%\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003Ctr>\n\u003Ctd>Sunday\u003C\u002Ftd>\n\u003Ctd>200%\u003C\u002Ftd>\n\u003Ctd>225%\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003Ctr>\n\u003Ctd>Public holidays\u003C\u002Ftd>\n\u003Ctd>250%\u003C\u002Ftd>\n\u003Ctd>275%\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003C\u002Ftbody>\u003C\u002Ftable>\n\u003Cp>\u003Cstrong>Shift and weekend penalties\u003C\u002Fstrong> (clause 22):\u003C\u002Fp>\n\u003Ctable>\n\u003Cthead>\n\u003Ctr>\n\u003Cth>Situation\u003C\u002Fth>\n\u003Cth>Rate\u003C\u002Fth>\n\u003C\u002Ftr>\n\u003C\u002Fthead>\n\u003Ctbody>\u003Ctr>\n\u003Ctd>Afternoon or night shift\u003C\u002Ftd>\n\u003Ctd>115%\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003Ctr>\n\u003Ctd>Permanent night shift\u003C\u002Ftd>\n\u003Ctd>130%\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003Ctr>\n\u003Ctd>Saturday (most employees)\u003C\u002Ftd>\n\u003Ctd>150%\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003Ctr>\n\u003Ctd>Sunday (most employees)\u003C\u002Ftd>\n\u003Ctd>200%\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003Ctr>\n\u003Ctd>Saturday (cooking\u002Fcatering, boarding supervision)\u003C\u002Ftd>\n\u003Ctd>125%\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003Ctr>\n\u003Ctd>Sunday (cooking\u002Fcatering, boarding supervision)\u003C\u002Ftd>\n\u003Ctd>175%\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003Ctr>\n\u003Ctd>Broken shift\u003C\u002Ftd>\n\u003Ctd>Base rate + 15% penalty\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003C\u002Ftbody>\u003C\u002Ftable>\n\u003Cp>\u003Cstrong>Casual loading:\u003C\u002Fstrong> Casual employees receive a 25% loading on the minimum hourly rate for every ordinary hour worked (clause 11.1 and NES s.67B from 26 August 2022). This loading compensates for the absence of paid leave entitlements. The minimum engagement for casuals is two hours per shift.\u003C\u002Fp>\n\u003Ch2 id=\"annual-leave\">Annual Leave\u003C\u002Fh2>\n\u003Cp>Under the National Employment Standards (NES), full-time employees are entitled to four weeks (20 days) of paid annual leave per year (Fair Work Act 2009 s.87). Shiftworkers who regularly work Sundays and public holidays may be entitled to five weeks.\u003C\u002Fp>\n\u003Cp>\u003Cstrong>Annual leave loading\u003C\u002Fstrong> under this Award is \u003Cstrong>17.5%\u003C\u002Fstrong> of the ordinary rate of pay, payable when leave is taken (clause 26 or the applicable leave provision). This loading is additional to the ordinary rate and represents a meaningful financial benefit — for a Level 4.1 employee earning AUD $29.70\u002Fhour, leave loading adds approximately AUD $1,005 for a four-week leave period.\u003C\u002Fp>\n\u003Cp>Schools are entitled to require employees to take annual leave during non-term weeks, provided adequate notice is given. This is a common feature of school employment, aligning leave with school holidays.\u003C\u002Fp>\n\u003Cp>\u003Cstrong>Leave accrual\u003C\u002Fstrong> occurs progressively throughout the year. Part-time employees accrue leave on a pro-rata basis proportional to their contracted hours. Unused leave accumulates and must be paid out upon termination.\u003C\u002Fp>\n\u003Cp>\u003Cstrong>Cashing out\u003C\u002Fstrong> annual leave is permitted by written agreement between employer and employee, provided no less than four weeks of leave remains in the balance after the payout (NES s.94).\u003C\u002Fp>\n\u003Ch2 id=\"notice-period\">Notice Period\u003C\u002Fh2>\n\u003Cp>When an employer dismisses an employee, the Fair Work Act 2009 s.117 sets the following minimum notice periods based on continuous service:\u003C\u002Fp>\n\u003Ctable>\n\u003Cthead>\n\u003Ctr>\n\u003Cth>Years of continuous service\u003C\u002Fth>\n\u003Cth>Minimum notice\u003C\u002Fth>\n\u003C\u002Ftr>\n\u003C\u002Fthead>\n\u003Ctbody>\u003Ctr>\n\u003Ctd>Less than 1 year\u003C\u002Ftd>\n\u003Ctd>1 week\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003Ctr>\n\u003Ctd>1 year to less than 3 years\u003C\u002Ftd>\n\u003Ctd>2 weeks\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003Ctr>\n\u003Ctd>3 years 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\u003C\u002Ftbody>\u003C\u002Ftable>\n\u003Cp>\u003Cstrong>Over-45 supplement:\u003C\u002Fstrong> Employees aged 45 or over with at least two years of continuous service are entitled to one additional week of notice (s.117(3)).\u003C\u002Fp>\n\u003Cp>The Award does not prescribe a longer notice period than the NES minimum. However, individual employment contracts or enterprise agreements may provide for longer notice. Payment in lieu of notice is permitted — the employer may choose to pay the employee their full entitlements for the notice period rather than requiring them to work it.\u003C\u002Fp>\n\u003Cp>If an employee resigns, the same NES scale applies as a guide, though Award provisions for resignation notice may differ. Check your contract.\u003C\u002Fp>\n\u003Ch2 id=\"redundancy-pay\">Redundancy Pay\u003C\u002Fh2>\n\u003Cp>Genuine redundancy entitlements are set by the NES under Fair Work Act 2009 Schedule 4 (s.119). The Award does not provide any enhancement above the NES formula.\u003C\u002Fp>\n\u003Ctable>\n\u003Cthead>\n\u003Ctr>\n\u003Cth>Years of continuous service\u003C\u002Fth>\n\u003Cth>Redundancy pay (weeks)\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 or more\u003C\u002Ftd>\n\u003Ctd>12 weeks (NES cap)\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003C\u002Ftbody>\u003C\u002Ftable>\n\u003Cp>\u003Cstrong>Small business exemption:\u003C\u002Fstrong> Employers with fewer than 15 employees at the time of redundancy are exempt from NES redundancy pay requirements (Fair Work Act 2009 s.123(1)).\u003C\u002Fp>\n\u003Cp>\u003Cstrong>Tax treatment:\u003C\u002Fstrong> Redundancy pay from a genuine redundancy is a tax-free payment up to the ATO's tax-free limit: AUD $12,524 base amount plus AUD $6,264 for each completed year of service (2025-26 figures). Amounts above this threshold are taxed as an employment termination payment (ETP) at concessional rates.\u003C\u002Fp>\n\u003Cp>If you believe your redundancy is not genuine — for example, your role is being filled by someone else — you may have grounds to make a general protections claim or an unfair dismissal claim under the Fair Work Act.\u003C\u002Fp>\n\u003Ch2 id=\"superannuation\">Superannuation\u003C\u002Fh2>\n\u003Cp>From 1 July 2025, the Superannuation Guarantee (SG) rate is \u003Cstrong>12%\u003C\u002Fstrong> of ordinary time earnings, under the Superannuation Guarantee (Administration) Act 1992. Your employer must pay this amount into a complying super fund on top of your wages — it is not deducted from your take-home pay.\u003C\u002Fp>\n\u003Cp>\u003Cstrong>Nominated funds under this Award\u003C\u002Fstrong> (as of January 2026) include NGS Super, UniSuper, Aware Super, HESTA, and AustralianSuper, among others. Under Fair Work Act 2009 s.149A (Choice of Fund), employees have the right to choose their own complying super fund. Your employer must pay into your nominated fund unless your employment contract or an enterprise agreement specifies a particular fund.\u003C\u002Fp>\n\u003Cp>\u003Cstrong>Concessional contributions cap:\u003C\u002Fstrong> In 2025-26, the total concessional contributions cap (employer SG + salary sacrifice) is AUD $30,000 per year. Contributions above this cap are taxed at your marginal rate rather than the concessional 15% rate.\u003C\u002Fp>\n\u003Cp>\u003Cstrong>Voluntary contributions:\u003C\u002Fstrong> The Award permits employees to authorise post-tax voluntary deductions. Adjustments to voluntary deduction amounts require three months' written notice to the employer.\u003C\u002Fp>\n\u003Ch2 id=\"allowances\">Allowances\u003C\u002Fh2>\n\u003Cp>The Award provides specific allowances for workers in qualifying roles:\u003C\u002Fp>\n\u003Ctable>\n\u003Cthead>\n\u003Ctr>\n\u003Cth>Allowance\u003C\u002Fth>\n\u003Cth>Rate\u003C\u002Fth>\n\u003C\u002Ftr>\n\u003C\u002Fthead>\n\u003Ctbody>\u003Ctr>\n\u003Ctd>First Aid allowance\u003C\u002Ftd>\n\u003Ctd>AUD $920.47\u002Fyear or AUD $3.84\u002Fday\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003Ctr>\n\u003Ctd>Sleepover allowance\u003C\u002Ftd>\n\u003Ctd>AUD $61.36\u002Fsleepover + 150% hourly rate for work performed\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003Ctr>\n\u003Ctd>Meal allowance\u003C\u002Ftd>\n\u003Ctd>AUD $19.93\u002Foccasion (if meal not provided by employer)\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003Ctr>\n\u003Ctd>Tool allowance (tradesperson)\u003C\u002Ftd>\n\u003Ctd>AUD $17.90\u002Fweek (carpenters: AUD $33.88\u002Fweek)\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003Ctr>\n\u003Ctd>Uniform allowance\u003C\u002Ftd>\n\u003Ctd>AUD $1.20\u002Fday (max AUD $6.00\u002Fweek) or employer provision\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003Ctr>\n\u003Ctd>Vehicle allowance\u003C\u002Ftd>\n\u003Ctd>AUD $0.99\u002Fkm (motor car, max 400 km\u002Fweek)\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003Ctr>\n\u003Ctd>On-call allowance\u003C\u002Ftd>\n\u003Ctd>One ordinary hour's pay per 24-hour on-call period\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003C\u002Ftbody>\u003C\u002Ftable>\n\u003Cp>These allowances are separate from base pay and are adjusted annually. If your role involves any of these activities, confirm with your employer or union whether the allowance is being paid correctly.\u003C\u002Fp>\n\u003Ch2 id=\"state-and-territory-variations\">State and Territory Variations\u003C\u002Fh2>\n\u003Cp>The Educational Services (Schools) General Staff Award 2020 is a federal instrument — pay rates and conditions apply uniformly across all Australian states and territories. However, several entitlements remain governed by state and territory legislation and therefore vary by jurisdiction.\u003C\u002Fp>\n\u003Cp>\u003Cstrong>Long service leave:\u003C\u002Fstrong> Qualifying periods and entitlements differ significantly. Use the Long Service Leave tab in the calculator above to check your state or territory:\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\u003C\u002Ftr>\n\u003C\u002Fthead>\n\u003Ctbody>\u003Ctr>\n\u003Ctd>NSW\u003C\u002Ftd>\n\u003Ctd>10 years\u003C\u002Ftd>\n\u003Ctd>2 months (approx. 8.667 weeks)\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 access after 7 years)\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\u003C\u002Ftr>\n\u003Ctr>\n\u003Ctd>SA\u003C\u002Ftd>\n\u003Ctd>10 years\u003C\u002Ftd>\n\u003Ctd>13 weeks\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\u003C\u002Ftr>\n\u003Ctr>\n\u003Ctd>TAS\u003C\u002Ftd>\n\u003Ctd>10 years\u003C\u002Ftd>\n\u003Ctd>8.667 weeks\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003Ctr>\n\u003Ctd>ACT\u003C\u002Ftd>\n\u003Ctd>10 years\u003C\u002Ftd>\n\u003Ctd>6.067 weeks (pro-rata after 7 years)\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003Ctr>\n\u003Ctd>NT\u003C\u002Ftd>\n\u003Ctd>10 years\u003C\u002Ftd>\n\u003Ctd>13 weeks; additional 6.5 weeks per subsequent 5 years\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003C\u002Ftbody>\u003C\u002Ftable>\n\u003Cp>\u003Cstrong>Public holidays:\u003C\u002Fstrong> All Australian employees observe the eight federal public holidays (New Year's Day, Australia Day, Good Friday, Easter Saturday, Easter Monday, ANZAC Day, King's Birthday, Christmas Day, Boxing Day). State-specific additions include Melbourne Cup Day in Victoria, EKKA Show Day in Queensland, Adelaide Cup in South Australia, and Foundation Day in Western Australia.\u003C\u002Fp>\n\u003Cp>\u003Cstrong>Workers compensation:\u003C\u002Fstrong> Each state and territory operates its own workers compensation scheme (icare NSW, WorkSafe VIC, WorkCover QLD, ReturnToWork SA, WorkCover WA, WorkSafe Tasmania, and the Safety, Rehabilitation and Compensation Act 1988 for Commonwealth employees). Premiums, benefits, and return-to-work processes vary.\u003C\u002Fp>\n\u003Ch2 id=\"your-rights-at-work\">Your Rights at Work\u003C\u002Fh2>\n\u003Cp>\u003Cstrong>Unfair dismissal:\u003C\u002Fstrong> Employees covered by this Award can apply to the Fair Work Commission for an unfair dismissal remedy under Fair Work Act 2009 s.382 once they have completed the minimum employment period — six months for employers with 15 or more employees, or 12 months for small businesses. The application must be lodged within 21 calendar days of dismissal.\u003C\u002Fp>\n\u003Cp>\u003Cstrong>General protections:\u003C\u002Fstrong> The Fair Work Act Part 3-1 prohibits employers from taking adverse action against employees who exercise a workplace right, such as making a complaint, taking parental leave, or being a union member. These protections apply from day one of employment — there is no minimum employment period.\u003C\u002Fp>\n\u003Cp>\u003Cstrong>Right of entry:\u003C\u002Fstrong> Under Fair Work Act Part 3-4, authorised union officials may enter your workplace to investigate suspected contraventions, meet with members, and inspect employee records. The Independent Education Union of Australia (IEU) and the Australian Education Union (AEU) represent general staff in many schools.\u003C\u002Fp>\n\u003Cp>\u003Cstrong>Workplace health and safety:\u003C\u002Fstrong> The Work Health and Safety Act 2011 (Cth) and state equivalents impose duties on employers to provide a safe workplace. If you have a safety concern, you can raise it with a Health and Safety Representative (HSR) or contact your state\u002Fterritory WHS regulator.\u003C\u002Fp>\n\u003Cp>\u003Cstrong>Wage theft:\u003C\u002Fstrong> If you believe you are being underpaid, you can lodge a complaint with the Fair Work Ombudsman (FWO) at fairwork.gov.au or by calling \u003Cstrong>1300 724 690\u003C\u002Fstrong>. The FWO can investigate, issue compliance notices, and take legal action. Deliberate wage theft by employers is now a criminal offence.\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.\u003C\u002Fem>\u003C\u002Fp>\n",[1184,1192,1199,1206,1213,1220,1227,1234,1241,1248,1255,1262,1269,1276,1283,1290,1297,1304,1311,1318,1325,1332,1339,1346,1353,1358,1365,1372,1379,1386,1391,1396,1401,1406,1411,1418,1425,1432,1439,1446,1453,1460,1467,1474,1479,1486,1493,1500,1507,1514,1521,1528,1535,1542,1549,1556,1563,1570,1577,1584,1591,1598,1605,1612,1619,1626,1633,1640,1647,1654,1661,1668,1676,1683,1690,1697,1704,1711,1718,1723,1730,1737,1744,1751,1758,1765,1772,1779,1786,1793,1800,1807,1814,1821,1828,1835,1842,1849,1856,1863,1870,1877,1884,1891,1898,1905,1912,1919,1926,1933,1940,1947,1954,1961,1968,1975,1982,1989,1996,2004,2011,2018,2025,2032,2039,2046,2053,2060,2067,2073,2080,2087,2094,2101,2108,2114,2121,2128,2135,2142,2149,2156,2163,2170,2177,2184,2191,2199,2206,2213,2220,2227,2235,2242,2249,2256,2263,2270,2277,2284,2291,2299,2306,2313,2320,2327,2334,2341,2349,2356,2363,2370,2376,2383,2390,2398,2405,2412,2419,2426,2433,2440,2447,2455,2462,2469,2476,2483,2490,2497,2504,2511,2516,2520,2527,2534,2540,2546,2552,2558],{"seo_content":1185,"id":1187,"name":1188,"slug":1189,"parentId":1190,"lang":1143,"_count":1191},[1186],{"page_slug":1140},"cmkzhjdpl00bfwf4fcjy5ywib","Orthopedic 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Medicine","general-practitioners",{"experts":1158},{"seo_content":1326,"id":1328,"name":1329,"slug":1330,"parentId":1190,"lang":1143,"_count":1331},[1327],{"page_slug":1140},"cmkzhje7500clwf4fzb09du2d","Prenatal Yoga","prenatal-yoga-teachers",{"experts":1158},{"seo_content":1333,"id":1335,"name":1336,"slug":1337,"parentId":1190,"lang":1143,"_count":1338},[1334],{"page_slug":1140},"cmkzhjedr00d1wf4fyq37qmth","Yoga for Beginners","yoga-teachers-beginners",{"experts":1158},{"seo_content":1340,"id":1342,"name":1343,"slug":1344,"parentId":1190,"lang":1143,"_count":1345},[1341],{"page_slug":1140},"cmkzhje8s00cpwf4frae5c2iw","Yoga and Meditation","yoga-meditation-teachers",{"experts":1158},{"seo_content":1347,"id":1349,"name":1350,"slug":1351,"parentId":1190,"lang":1143,"_count":1352},[1348],{"page_slug":1140},"cmkzhjeg900d7wf4flpu9rdwa","Yoga for 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Yoga","kundalini-yoga-teachers",{"experts":1158},{"seo_content":1366,"id":1368,"name":1369,"slug":1370,"parentId":1190,"lang":1143,"_count":1371},[1367],{"page_slug":1140},"cmkzhjdvf00btwf4fsc4x2o9a","Geriatrics","geriatricians",{"experts":1158},{"seo_content":1373,"id":1375,"name":1376,"slug":1377,"parentId":1190,"lang":1143,"_count":1378},[1374],{"page_slug":1140},"cmkzhjdul00brwf4fzsfddlp3","Endocrinology","endocrinologists",{"experts":1158},{"seo_content":1380,"id":1382,"name":1383,"slug":1384,"parentId":1190,"lang":1143,"_count":1385},[1381],{"page_slug":1140},"cmkzhjdtr00bpwf4fzwur4lqi","Oncology","oncologists",{"experts":1158},{"seo_content":1387,"id":1389,"name":791,"slug":793,"parentId":1190,"lang":1143,"_count":1390},[1388],{"page_slug":1140},"cmkzhjdm800b7wf4fchql3lzg",{"experts":1158},{"seo_content":1392,"id":1394,"name":779,"slug":781,"parentId":1190,"lang":1143,"_count":1395},[1393],{"page_slug":1140},"cmkzhjdjq00b1wf4fscao2ewj",{"experts":1158},{"seo_content":1397,"id":1399,"name":787,"slug":789,"parentId":1190,"lang":1143,"_count":1400},[1398],{"page_slug":1140},"cmkzhjdle00b5wf4fw1le58im",{"experts":1158},{"seo_content":1402,"id":1404,"name":775,"slug":777,"parentId":1190,"lang":1143,"_count":1405},[1403],{"page_slug":1140},"cmkzhjdiw00azwf4fsltj8rpi",{"experts":1158},{"seo_content":1407,"id":1409,"name":799,"slug":801,"parentId":1190,"lang":1143,"_count":1410},[1408],{"page_slug":1140},"cmkzhjdnx00bbwf4fxw039hpc",{"experts":1158},{"seo_content":1412,"id":1414,"name":1415,"slug":1416,"parentId":1190,"lang":1143,"_count":1417},[1413],{"page_slug":1140},"cmkzhjdor00bdwf4fqin84ifw","Alternative Medicine","alternative-medicine",{"experts":1158},{"seo_content":1419,"id":1421,"name":1422,"slug":1423,"parentId":1190,"lang":1143,"_count":1424},[1420],{"page_slug":1140},"cmkzhje0i00c5wf4f0zetulz5","Gastroenterology","gastroenterologists",{"experts":1158},{"seo_content":1426,"id":1428,"name":1429,"slug":1430,"parentId":1190,"lang":1143,"_count":1431},[1427],{"page_slug":1140},"cmkzhje9m00crwf4ftuulnxrp","Therapeutic Yoga","therapeutic-yoga-teachers",{"experts":1158},{"seo_content":1433,"id":1435,"name":1436,"slug":1437,"parentId":1190,"lang":1143,"_count":1438},[1434],{"page_slug":1140},"cmkzhjdqf00bhwf4fk1ma9nkv","Clinical Psychology","clinical-psychology",{"experts":1158},{"seo_content":1440,"id":1442,"name":1443,"slug":1444,"parentId":1190,"lang":1143,"_count":1445},[1441],{"page_slug":1140},"cmkzhjecx00czwf4fbld8gvdo","Vinyasa Yoga","vinyasa-yoga-teachers",{"experts":1158},{"seo_content":1447,"id":1449,"name":1450,"slug":1451,"parentId":1190,"lang":1143,"_count":1452},[1448],{"page_slug":1140},"cmkzhjeir00ddwf4f9qers353","Online Yoga","online-yoga-teachers",{"experts":1158},{"seo_content":1454,"id":1456,"name":1457,"slug":1458,"parentId":1190,"lang":1143,"_count":1459},[1455],{"page_slug":1140},"cmkzhjehx00dbwf4fw4fom9rs","Hatha Yoga","hatha-yoga-teachers",{"experts":1158},{"seo_content":1461,"id":1463,"name":1464,"slug":1465,"parentId":1190,"lang":1143,"_count":1466},[1462],{"page_slug":1140},"cmkzhjeh300d9wf4ful47sgne","Restorative Yoga","restorative-yoga-teachers",{"experts":1158},{"seo_content":1468,"id":1470,"name":1471,"slug":1472,"parentId":1190,"lang":1143,"_count":1473},[1469],{"page_slug":1140},"cmkzhjeel00d3wf4fuvt36zj2","Yoga for Children","yoga-teachers-children",{"experts":1158},{"seo_content":1475,"id":1477,"name":783,"slug":785,"parentId":1190,"lang":1143,"_count":1478},[1476],{"page_slug":1140},"cmkzhjdkk00b3wf4fmlmthysc",{"experts":1158},{"seo_content":1480,"id":1482,"name":1483,"slug":1484,"parentId":1146,"lang":1143,"_count":1485},[1481],{"page_slug":1140},"cmkzhjf2q00enwf4f6fl4smqq","Real Estate Law","real-estate-law",{"experts":1158},{"seo_content":1487,"id":1489,"name":1490,"slug":1491,"parentId":1146,"lang":1143,"_count":1492},[1488],{"page_slug":1140},"cmkzhjew300e7wf4frk5vj5qr","Inheritance","inheritance-law",{"experts":1158},{"seo_content":1494,"id":1496,"name":1497,"slug":1498,"parentId":1146,"lang":1143,"_count":1499},[1495],{"page_slug":1140},"cmkzhjer300dvwf4fqyixz1x7","Digital Law","digital-law",{"experts":1158},{"seo_content":1501,"id":1503,"name":1504,"slug":1505,"parentId":1146,"lang":1143,"_count":1506},[1502],{"page_slug":1140},"cmkzhjeom00dpwf4futpvq0bi","Commercial Law","commercial-law",{"experts":1158},{"seo_content":1508,"id":1510,"name":1511,"slug":1512,"parentId":1146,"lang":1143,"_count":1513},[1509],{"page_slug":1140},"cmkzhjf3k00epwf4fd39dxitb","Civil Litigation","civil-litigation",{"experts":1158},{"seo_content":1515,"id":1517,"name":1518,"slug":1519,"parentId":1146,"lang":1143,"_count":1520},[1516],{"page_slug":1140},"cmkzhjemx00dlwf4f8fzqfgr8","Banking Law","banking-law",{"experts":1158},{"seo_content":1522,"id":1524,"name":1525,"slug":1526,"parentId":1146,"lang":1143,"_count":1527},[1523],{"page_slug":1140},"cmkzhji3b00lvwf4f4bo4lu2u","Contract Law","contract-law",{"experts":1158},{"seo_content":1529,"id":1531,"name":1532,"slug":1533,"parentId":1146,"lang":1143,"_count":1534},[1530],{"page_slug":1140},"cmkzhjev900e5wf4fvb1hfge3","International Taxation","international-taxation",{"experts":1158},{"seo_content":1536,"id":1538,"name":1539,"slug":1540,"parentId":1146,"lang":1143,"_count":1541},[1537],{"page_slug":1140},"cmkzhjeze00efwf4fqlwm5mqn","Family Law","family-law",{"experts":1158},{"seo_content":1543,"id":1545,"name":1546,"slug":1547,"parentId":1146,"lang":1143,"_count":1548},[1544],{"page_slug":1140},"cmkzhjeyl00edwf4fbu5cexqo","Rural Law","rural-law",{"experts":1158},{"seo_content":1550,"id":1552,"name":1553,"slug":1554,"parentId":1146,"lang":1143,"_count":1555},[1551],{"page_slug":1140},"cmkzhjewx00e9wf4fj8u2o1no","Consumer Law","consumer-law",{"experts":1158},{"seo_content":1557,"id":1559,"name":1560,"slug":1561,"parentId":1146,"lang":1143,"_count":1562},[1558],{"page_slug":1140},"cmkzhjeqa00dtwf4fq4fxtjf6","Public Law","public-law",{"experts":1158},{"seo_content":1564,"id":1566,"name":1567,"slug":1568,"parentId":1146,"lang":1143,"_count":1569},[1565],{"page_slug":1140},"cmkzhjerx00dxwf4f4nq0bkaj","Tax 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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,[2582,2583],"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":34,"featured":1141,"metaTitle":2576,"countryCode":1144,"categorySlug":769,"languageCode":1145,"readingTimeMin":44,"metaDescription":2577},388,"d6648162-0b8f-4b2c-a713-f4a624122d4d","2026-06-18T20:46:19.000Z","2026-07-13T18:00:32.426Z",5.8,3.5,"2026-07-18T19:26:26.086Z","2026-06-13T17:40:00.446Z","2026-06-13T17:40:00.448Z","2026-07-24T08:47:47.974Z",{"id":1146,"name":767,"slug":769,"parentId":1140},{"id":2597,"slug":2598,"title":2599,"excerpt":2600,"contentMd":2601,"heroImage":2602,"heroImageAlt":2603,"heroImageCredit":1140,"audioUrl":1140,"audioGeneratedAt":1140,"readingTimeMin":60,"featured":1141,"status":1142,"lang":1143,"countryCode":1144,"languageCode":1145,"categoryId":1146,"metaTitle":2604,"metaDescription":2605,"keyword":2606,"seoApiPageId":2607,"seoApiTenantId":1151,"contentType":1140,"wordCount":2608,"internalImages":2609,"frontmatter":2610,"viewCount":2612,"internalLinksCount":1158,"expertId":2613,"folderId":1140,"folderPosition":1140,"gscVerdict":1160,"gscCoverage":1161,"gscLastCrawl":2614,"gscCheckedAt":1163,"gscIndexingState":1140,"gscRobotsTxtState":1140,"gscPageFetchState":1140,"gscGoogleCanonical":1140,"gscCrawledAs":1140,"cwvLcp":2615,"cwvLcpRating":1165,"cwvFcp":2616,"cwvFcpRating":1165,"cwvCls":1158,"cwvClsRating":1168,"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":1155,"excerpt":34,"featured":1141,"metaTitle":2604,"countryCode":1144,"categorySlug":13,"languageCode":1145,"relatedTools":2611,"readingTimeMin":60,"metaDescription":2605},[79],272,"5270ade3-25dc-40a9-9234-077c07f74988","2026-06-07T11:30:58.000Z",6.23,3.49,"2026-07-17T17:29:49.860Z","2026-05-29T14:35:01.310Z","2026-05-29T14:35:01.311Z","2026-07-24T17:29:08.445Z",{"id":1146,"name":767,"slug":769,"parentId":1140},{"id":2623,"slug":2624,"title":2625,"excerpt":2626,"contentMd":2627,"heroImage":2628,"heroImageAlt":2629,"heroImageCredit":1140,"audioUrl":1140,"audioGeneratedAt":1140,"readingTimeMin":44,"featured":1141,"status":1142,"lang":1143,"countryCode":1144,"languageCode":1145,"categoryId":1146,"metaTitle":2630,"metaDescription":2631,"keyword":2632,"seoApiPageId":2633,"seoApiTenantId":1151,"contentType":1140,"wordCount":2634,"internalImages":2635,"frontmatter":2636,"viewCount":1157,"internalLinksCount":1158,"expertId":2638,"folderId":1140,"folderPosition":1140,"gscVerdict":1160,"gscCoverage":1161,"gscLastCrawl":2639,"gscCheckedAt":2640,"gscIndexingState":1140,"gscRobotsTxtState":1140,"gscPageFetchState":1140,"gscGoogleCanonical":1140,"gscCrawledAs":1140,"cwvLcp":1164,"cwvLcpRating":1165,"cwvFcp":2590,"cwvFcpRating":1165,"cwvCls":1158,"cwvClsRating":1168,"cwvAuditedAt":2641,"publishedAt":2642,"createdAt":2643,"updatedAt":2644,"category":2645},"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":1155,"excerpt":34,"featured":1141,"metaTitle":2630,"countryCode":1144,"categorySlug":13,"languageCode":1145,"relatedTools":2637,"readingTimeMin":44,"metaDescription":2631},[29],"76172d07-be21-4943-84ca-61eedb55dca8","2026-06-09T18:13:04.000Z","2026-06-28T14:51:30.601Z","2026-07-24T17:08:37.465Z","2026-05-29T14:30:01.894Z","2026-05-29T14:30:01.895Z","2026-07-24T17:08:37.466Z",{"id":1146,"name":767,"slug":769,"parentId":1140},22,{"cba-au-educational-services-schools-general-staff-award-2020":2648},{"slug":84,"title":85,"page_title":2649,"description":86,"content_md":2650,"local_slug":84,"json_ld":2651,"faq":2708,"tool_html":2730,"source":14,"category":13,"audience":12,"publish_mode":2731,"hero_image":88,"hero_image_alt":85},"Educational Services (Schools) General Staff Award 2020 — Free Pay & Entitlements Calculator 2026","The Educational Services (Schools) General Staff Award 2020 (MA000076) covers non-teaching school staff across Australia — from cleaners and administrative officers to IT technicians and boarding supervisors. This free calculator lets you check your 2025-26 pay rates across 17 classification levels, estimate redundancy pay under the NES, calculate annual leave with 17.5% loading, work out your notice period, see your employer's 12% super contribution, and find your long service leave entitlement by state or territory.",[2652,2690],{"@type":2653,"@context":2654,"mainEntity":2655},"FAQPage","https:\u002F\u002Fschema.org",[2656,2662,2666,2670,2674,2678,2682,2686],{"name":2657,"@type":2658,"acceptedAnswer":2659},"What are the current pay rates under the Educational Services (Schools) General Staff Award 2020?","Question",{"text":2660,"@type":2661},"The Award sets minimum rates from Level 1.1 (AUD $24.95\u002Fhour, AUD $948.00\u002Fweek) up to Level 8 (AUD $44.52\u002Fhour, AUD $1,691.90\u002Fweek). These are the minimums as of the 2025-26 wage year following the Fair Work Commission's Annual Wage Review. Your employer may pay above these rates under an enterprise agreement or individual contract.","Answer",{"name":2663,"@type":2658,"acceptedAnswer":2664},"How much redundancy pay am I entitled to under the Schools General Staff Award?",{"text":2665,"@type":2661},"The Award does not provide any redundancy pay above the NES minimum. Genuine redundancy entitlements are set by Fair Work Act 2009 Schedule 4: 4 weeks at 1 year rising to a maximum of 16 weeks at 9 years (capped at 12 weeks for 10+ years). Small business employers with fewer than 15 employees are exempt.",{"name":2667,"@type":2658,"acceptedAnswer":2668},"How many days annual leave do school general staff get?",{"text":2669,"@type":2661},"Full-time employees are entitled to 4 weeks (20 days) of paid annual leave per year under the NES. Shiftworkers are entitled to 5 weeks. Annual leave loading of 17.5% is payable under the Award when leave is taken.",{"name":2671,"@type":2658,"acceptedAnswer":2672},"What is the notice period under the Schools General Staff Award?",{"text":2673,"@type":2661},"The NES minimum under Fair Work Act 2009 s.117 applies: less than 1 year = 1 week; 1–3 years = 2 weeks; 3–5 years = 3 weeks; 5+ years = 4 weeks. Employees aged 45+ with 2+ years service receive an additional 1 week.",{"name":2675,"@type":2658,"acceptedAnswer":2676},"How much superannuation does my employer have to pay?",{"text":2677,"@type":2661},"From 1 July 2025, the Superannuation Guarantee rate is 12% of ordinary time earnings. Approved funds under this Award include NGS Super, UniSuper, Aware Super, HESTA, and AustralianSuper.",{"name":2679,"@type":2658,"acceptedAnswer":2680},"What is the casual loading under the Schools General Staff Award?",{"text":2681,"@type":2661},"Casual employees receive a 25% loading on the minimum hourly rate for every ordinary hour worked. The minimum engagement is 2 hours per shift.",{"name":2683,"@type":2658,"acceptedAnswer":2684},"What penalty rates apply on weekends under the Schools General Staff Award?",{"text":2685,"@type":2661},"Saturday ordinary hours: 150% (125% for cooking\u002Fcatering and boarding supervision). Sunday ordinary hours: 200% (175% for cooking\u002Fcatering and boarding supervision). Public holiday overtime: 250% for full-time\u002Fpart-time, 275% for casuals.",{"name":2687,"@type":2658,"acceptedAnswer":2688},"What is the minimum wage under the Schools General Staff Award?",{"text":2689,"@type":2661},"The lowest rate under the Award (Level 1.1) is AUD $24.95 per hour (AUD $948.00 per week) as of 2025-26, above the National Minimum Wage of AUD $24.10\u002Fhour.",{"url":2691,"name":2692,"@type":2693,"offers":2694,"@context":2654,"description":2698,"featureList":2699,"operatingSystem":2706,"applicationCategory":2707},"https:\u002F\u002Fexpert-zoom.com\u002Fau\u002Fen\u002Femployment-law\u002Fcba-au-educational-services-schools-general-staff-award-2020","Educational Services (Schools) General Staff Award 2020 — Free Pay & Entitlements Calculator","WebApplication",{"@type":2695,"price":2696,"priceCurrency":2697},"Offer","0","AUD","Calculate your pay, redundancy, annual leave, notice period, superannuation and long service leave under the Educational Services (Schools) General Staff Award 2020 (MA000076). Updated for 2025-26 Australian rates.",[2700,2701,2702,2703,2704,2705],"Pay calculator with 17 classification levels","Redundancy pay calculator (NES formula)","Annual leave calculator with 17.5% loading","Notice period calculator","Superannuation calculator (SG 12%)","Long service leave calculator with state\u002Fterritory selector","Any","FinanceApplication",[2709,2710,2712,2714,2716,2718,2720,2722,2724,2727],{"answer":2660,"question":2657},{"answer":2711,"question":2663},"The Award does not provide any redundancy pay above the NES minimum. Genuine redundancy entitlements are set by Fair Work Act 2009 Schedule 4: 4 weeks at 1 year rising to a maximum of 16 weeks at 9 years (then capped at 12 weeks for 10+ years). Small business employers with fewer than 15 employees are exempt from NES redundancy pay.",{"answer":2713,"question":2667},"Full-time employees are entitled to 4 weeks (20 days) of paid annual leave per year under the NES (Fair Work Act 2009 s.87). Shiftworkers who regularly work Sundays and public holidays are entitled to 5 weeks. Annual leave loading of 17.5% is payable under the Award when leave is taken.",{"answer":2715,"question":2671},"The Award does not set a longer notice period than the NES minimum under Fair Work Act 2009 s.117. The NES scale is: less than 1 year = 1 week; 1–3 years = 2 weeks; 3–5 years = 3 weeks; 5+ years = 4 weeks. Employees aged 45 or over with 2+ years of service receive an extra 1 week supplement.",{"answer":2717,"question":2675},"From 1 July 2025, the Superannuation Guarantee (SG) rate is 12% of ordinary time earnings (Superannuation Guarantee (Administration) Act 1992). Your employer must pay this amount into a complying super fund. Under this Award, employees may choose from funds including NGS Super, UniSuper, Aware Super, HESTA, and AustralianSuper, among others.",{"answer":2719,"question":2679},"Casual employees receive a 25% loading on the minimum hourly rate for every ordinary hour worked (Award clause 11.1 and NES s.67B). This loading compensates for the absence of paid leave entitlements. Casuals are engaged for a minimum of 2 hours per shift.",{"answer":2721,"question":2683},"Saturday ordinary hours attract 150% of the minimum hourly rate for most employees (125% for cooking\u002Fcatering and boarding supervision staff). Sunday ordinary hours attract 200% (175% for cooking\u002Fcatering and boarding supervision). Public holiday overtime is 250% for full-time\u002Fpart-time employees and 275% for casuals.",{"answer":2723,"question":2687},"The lowest minimum rate under the Award (Level 1.1) is AUD $24.95 per hour (AUD $948.00 per week) as of 2025-26, which is above the National Minimum Wage of AUD $24.10\u002Fhour. This applies to adult employees; junior employees under 20 at Levels 1–2 may receive a proportional rate (50–90% of the adult rate).",{"answer":2725,"question":2726},"The Educational Services (Schools) General Staff Award 2020 is a federal Modern Award that applies to non-teaching staff in schools in the national workplace relations system. This includes many independent and Catholic schools. Government school employees may be employed under state government enterprise agreements — check with your employer or union if you are unsure which instrument covers you.","Does the Schools General Staff Award cover government school employees?",{"answer":2728,"question":2729},"The Award provides several allowances: First Aid (AUD $920.47\u002Fyear or AUD $3.84\u002Fday), Sleepover (AUD $61.36 per sleepover), Meal (AUD $19.93\u002Foccasion if no meal provided), Tool allowance for tradespersons (AUD $17.90\u002Fweek; AUD $33.88\u002Fweek for carpenters), Uniform (AUD $1.20\u002Fday up to AUD $6.00\u002Fweek or employer provision), Vehicle (AUD $0.99\u002Fkm up to 400 km\u002Fweek), and On-call (one ordinary hour's pay per 24-hour on-call period).","What allowances am I entitled to under the Schools General Staff 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>Educational Services (Schools) General Staff Award 2020 — Free Pay Calculator\u003C\u002Ftitle>\n  \u003Cscript src=\"https:\u002F\u002Funpkg.com\u002Flucide@0.439.0\u002Fdist\u002Fumd\u002Flucide.min.js\">\u003C\u002Fscript>\n  \u003Cstyle>\n    *, *::before, *::after { box-sizing: border-box; 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}\n    .result-super .label { color: #1e3a8a; font-size: 0.82rem; }\n    .result-super .value { font-weight: 700; color: #1d4ed8; font-size: 0.95rem; font-variant-numeric: tabular-nums; }\n    .note { font-size: 0.76rem; color: #78716c; margin-top: 10px; line-height: 1.5; }\n    .disclaimer { background: #fff7ed; border: 1px solid #fed7aa; border-radius: 10px; padding: 12px 14px; margin-top: 20px; font-size: 0.76rem; color: #9a3412; line-height: 1.5; }\n    .disclaimer strong { display: block; margin-bottom: 4px; }\n    table { width: 100%; border-collapse: collapse; font-size: 0.82rem; margin-top: 8px; }\n    th { background: #f5f5f4; padding: 7px 10px; text-align: left; font-weight: 600; color: #57534e; border-bottom: 2px solid #e7e5e4; }\n    td { padding: 6px 10px; border-bottom: 1px solid #f5f5f4; color: #1c1917; font-variant-numeric: tabular-nums; }\n    tr:last-child td { border-bottom: none; }\n    .badge { display: inline-block; padding: 2px 8px; border-radius: 99px; font-size: 0.72rem; font-weight: 700; }\n    .badge-green { background: #dcfce7; color: #166534; }\n    .badge-red { background: #fee2e2; color: #991b1b; }\n    .badge-blue { background: #dbeafe; color: #1e3a8a; }\n    @media (max-width: 500px) {\n      .form-grid { grid-template-columns: 1fr; }\n      .tab-btn { padding: 7px 10px; font-size: 0.77rem; }\n      header h1 { font-size: 1.05rem; }\n    }\n  \u003C\u002Fstyle>\n\u003C\u002Fhead>\n\u003Cbody>\n\u003Cmain class=\"tool-root\">\n  \u003Cheader>\n    \u003Ch1>Educational Services (Schools) General Staff Award 2020 — Free Pay & Entitlements Calculator\u003C\u002Fh1>\n    \u003Cp class=\"meta\">MA000076 · Fair Work Act 2009 · Rates as of 2025-26\u003C\u002Fp>\n  \u003C\u002Fheader>\n\n  \u003Cnav class=\"tabs-nav\" role=\"tablist\" aria-label=\"Calculator tabs\">\n    \u003Cbutton type=\"button\" class=\"tab-btn active\" data-tab=\"pay\" role=\"tab\" aria-selected=\"true\">\n      \u003Ci data-lucide=\"calculator\">\u003C\u002Fi>Pay Calculator\n    \u003C\u002Fbutton>\n    \u003Cbutton type=\"button\" class=\"tab-btn\" data-tab=\"redundancy\" role=\"tab\" aria-selected=\"false\">\n      \u003Ci data-lucide=\"alert-circle\">\u003C\u002Fi>Redundancy Pay\n    \u003C\u002Fbutton>\n    \u003Cbutton type=\"button\" class=\"tab-btn\" data-tab=\"leave\" role=\"tab\" aria-selected=\"false\">\n      \u003Ci data-lucide=\"umbrella\">\u003C\u002Fi>Annual Leave\n    \u003C\u002Fbutton>\n    \u003Cbutton type=\"button\" class=\"tab-btn\" data-tab=\"notice\" role=\"tab\" aria-selected=\"false\">\n      \u003Ci data-lucide=\"clock\">\u003C\u002Fi>Notice Period\n    \u003C\u002Fbutton>\n    \u003Cbutton type=\"button\" class=\"tab-btn\" data-tab=\"super\" role=\"tab\" aria-selected=\"false\">\n      \u003Ci data-lucide=\"piggy-bank\">\u003C\u002Fi>Superannuation\n    \u003C\u002Fbutton>\n    \u003Cbutton type=\"button\" class=\"tab-btn\" data-tab=\"lsl\" role=\"tab\" aria-selected=\"false\">\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  \u003Cdiv id=\"tab-pay\" class=\"tab-panel active\" role=\"tabpanel\">\n    \u003Cdiv class=\"card\">\n      \u003Ch2>\u003Ci data-lucide=\"calculator\">\u003C\u002Fi>Pay Calculator\u003C\u002Fh2>\n      \u003Cdiv class=\"rule-callout\">\n        Rates set by clause 17.1 of the Educational Services (Schools) General Staff Award 2020 (MA000076), updated following the Fair Work Commission Annual Wage Review. Rates shown are 2025-26 minimums.\n      \u003C\u002Fdiv>\n      \u003Cdiv class=\"form-grid\">\n        \u003Cdiv>\n          \u003Clabel for=\"level\">Classification Level\u003C\u002Flabel>\n          \u003Cselect id=\"level\" onchange=\"calcPay()\">\n            \u003Coption value=\"24.95\">Level 1.1 — $24.95\u002Fhr\u003C\u002Foption>\n            \u003Coption value=\"25.85\">Level 1.2 — $25.85\u002Fhr\u003C\u002Foption>\n            \u003Coption value=\"26.76\">Level 1.3 — $26.76\u002Fhr\u003C\u002Foption>\n            \u003Coption value=\"26.96\">Level 2.1 — $26.96\u002Fhr\u003C\u002Foption>\n            \u003Coption value=\"27.79\">Level 2.2 — $27.79\u002Fhr\u003C\u002Foption>\n            \u003Coption value=\"28.13\">Level 3.1 — $28.13\u002Fhr\u003C\u002Foption>\n            \u003Coption value=\"28.64\">Level 3.2 — $28.64\u002Fhr\u003C\u002Foption>\n            \u003Coption value=\"29.70\" selected>Level 4.1 — $29.70\u002Fhr\u003C\u002Foption>\n            \u003Coption value=\"31.19\">Level 4.2 — $31.19\u002Fhr\u003C\u002Foption>\n            \u003Coption value=\"32.20\">Level 5.1 — $32.20\u002Fhr\u003C\u002Foption>\n            \u003Coption value=\"33.74\">Level 5.2 — $33.74\u002Fhr\u003C\u002Foption>\n            \u003Coption value=\"34.95\">Level 6.1 — $34.95\u002Fhr\u003C\u002Foption>\n            \u003Coption value=\"37.33\">Level 6.2 — $37.33\u002Fhr\u003C\u002Foption>\n            \u003Coption value=\"38.42\">Level 7.1 — $38.42\u002Fhr\u003C\u002Foption>\n            \u003Coption value=\"39.66\">Level 7.2 — $39.66\u002Fhr\u003C\u002Foption>\n            \u003Coption value=\"40.88\">Level 7.3 — $40.88\u002Fhr\u003C\u002Foption>\n            \u003Coption value=\"44.52\">Level 8 — $44.52\u002Fhr\u003C\u002Foption>\n          \u003C\u002Fselect>\n        \u003C\u002Fdiv>\n        \u003Cdiv>\n          \u003Clabel for=\"hours\">Weekly Hours\u003C\u002Flabel>\n          \u003Cinput type=\"number\" id=\"hours\" value=\"38\" min=\"1\" max=\"60\" step=\"0.5\" oninput=\"calcPay()\">\n        \u003C\u002Fdiv>\n        \u003Cdiv>\n          \u003Clabel for=\"empType\">Employment Type\u003C\u002Flabel>\n          \u003Cselect id=\"empType\" onchange=\"calcPay()\">\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>\n          \u003Clabel for=\"residency\">Tax Residency\u003C\u002Flabel>\n          \u003Cselect id=\"residency\" onchange=\"calcPay()\">\n            \u003Coption value=\"resident\">Australian resident\u003C\u002Foption>\n            \u003Coption value=\"whm\">Working Holiday Maker\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      \u003Cdiv class=\"result-super\" id=\"pay-super\">\u003C\u002Fdiv>\n      \u003Cp class=\"note\">* PAYG estimates use 2025-26 ATO rates. Medicare Levy 2%. LITO up to AUD $700 applied automatically. Superannuation employer contribution (SG 12%) shown separately — it does not reduce your take-home pay. Working Holiday Makers (visa 417\u002F462) pay 15% on first AUD $45,000; non-residents use non-resident tax table (no tax-free threshold). Estimates only — actual withholding depends on your tax file number declaration.\u003C\u002Fp>\n    \u003C\u002Fdiv>\n  \u003C\u002Fdiv>\n\n  \u003C!-- TAB 2: Redundancy Pay -->\n  \u003Cdiv id=\"tab-redundancy\" class=\"tab-panel\" role=\"tabpanel\">\n    \u003Cdiv class=\"card\">\n      \u003Ch2>\u003Ci data-lucide=\"alert-circle\">\u003C\u002Fi>Redundancy Pay\u003C\u002Fh2>\n      \u003Cdiv class=\"rule-callout\">\n        Genuine redundancy entitlements are set by Fair Work Act 2009 Schedule 4 (s.119). The Educational Services (Schools) General Staff Award 2020 does not provide any enhancement above the NES formula. Small business employers (<15 employees) are exempt from NES redundancy pay.\n      \u003C\u002Fdiv>\n      \u003Cdiv class=\"form-grid\">\n        \u003Cdiv>\n          \u003Clabel for=\"redYears\">Years of Continuous Service\u003C\u002Flabel>\n          \u003Cinput type=\"number\" id=\"redYears\" value=\"5\" min=\"0\" max=\"45\" step=\"1\" oninput=\"calcRedundancy()\">\n        \u003C\u002Fdiv>\n        \u003Cdiv>\n          \u003Clabel for=\"redWeekly\">Weekly Gross Pay (AUD)\u003C\u002Flabel>\n          \u003Cinput type=\"number\" id=\"redWeekly\" value=\"1128.50\" min=\"0\" step=\"0.01\" oninput=\"calcRedundancy()\">\n        \u003C\u002Fdiv>\n        \u003Cdiv>\n          \u003Clabel for=\"bizSize\">Business Size\u003C\u002Flabel>\n          \u003Cselect id=\"bizSize\" onchange=\"calcRedundancy()\">\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\">Tax-free redundancy up to AUD $12,524 + AUD $6,264 per completed year of service (ATO 2025-26 ETP limits). Amounts above the tax-free limit are taxed as an Employment Termination Payment. If you believe your redundancy is not genuine, you may have rights under Fair Work Act s.389 and s.394. Contact your union or the Fair Work Commission.\u003C\u002Fp>\n    \u003C\u002Fdiv>\n    \u003Cdiv class=\"card\">\n      \u003Ch2>\u003Ci data-lucide=\"list\">\u003C\u002Fi>NES Redundancy Scale Reference\u003C\u002Fh2>\n      \u003Ctable>\n        \u003Cthead>\u003Ctr>\u003Cth>Years of service\u003C\u002Fth>\u003Cth>Weeks of pay\u003C\u002Fth>\u003C\u002Ftr>\u003C\u002Fthead>\n        \u003Ctbody>\n          \u003Ctr>\u003Ctd>1 year\u003C\u002Ftd>\u003Ctd>4 weeks\u003C\u002Ftd>\u003C\u002Ftr>\n          \u003Ctr>\u003Ctd>2 years\u003C\u002Ftd>\u003Ctd>6 weeks\u003C\u002Ftd>\u003C\u002Ftr>\n          \u003Ctr>\u003Ctd>3 years\u003C\u002Ftd>\u003Ctd>7 weeks\u003C\u002Ftd>\u003C\u002Ftr>\n          \u003Ctr>\u003Ctd>4 years\u003C\u002Ftd>\u003Ctd>8 weeks\u003C\u002Ftd>\u003C\u002Ftr>\n          \u003Ctr>\u003Ctd>5 years\u003C\u002Ftd>\u003Ctd>10 weeks\u003C\u002Ftd>\u003C\u002Ftr>\n          \u003Ctr>\u003Ctd>6 years\u003C\u002Ftd>\u003Ctd>11 weeks\u003C\u002Ftd>\u003C\u002Ftr>\n          \u003Ctr>\u003Ctd>7 years\u003C\u002Ftd>\u003Ctd>13 weeks\u003C\u002Ftd>\u003C\u002Ftr>\n          \u003Ctr>\u003Ctd>8 years\u003C\u002Ftd>\u003Ctd>14 weeks\u003C\u002Ftd>\u003C\u002Ftr>\n          \u003Ctr>\u003Ctd>9 years\u003C\u002Ftd>\u003Ctd>16 weeks\u003C\u002Ftd>\u003C\u002Ftr>\n          \u003Ctr>\u003Ctd>10+ years\u003C\u002Ftd>\u003Ctd>12 weeks (NES cap)\u003C\u002Ftd>\u003C\u002Ftr>\n        \u003C\u002Ftbody>\n      \u003C\u002Ftable>\n    \u003C\u002Fdiv>\n  \u003C\u002Fdiv>\n\n  \u003C!-- TAB 3: Annual Leave -->\n  \u003Cdiv id=\"tab-leave\" class=\"tab-panel\" role=\"tabpanel\">\n    \u003Cdiv class=\"card\">\n      \u003Ch2>\u003Ci data-lucide=\"umbrella\">\u003C\u002Fi>Annual Leave Calculator\u003C\u002Fh2>\n      \u003Cdiv class=\"rule-callout\">\n        NES minimum: 4 weeks (20 days) paid annual leave for full-time employees (Fair Work Act 2009 s.87). Shiftworkers under the Award are entitled to 5 weeks. Annual leave loading under the Award is 17.5% of the ordinary rate of pay.\n      \u003C\u002Fdiv>\n      \u003Cdiv class=\"form-grid\">\n        \u003Cdiv>\n          \u003Clabel for=\"leaveEmpType\">Employment Type\u003C\u002Flabel>\n          \u003Cselect id=\"leaveEmpType\" onchange=\"calcLeave()\">\n            \u003Coption value=\"fulltime\">Full-time (38 hrs\u002Fweek)\u003C\u002Foption>\n            \u003Coption value=\"parttime\">Part-time (enter hours below)\u003C\u002Foption>\n          \u003C\u002Fselect>\n        \u003C\u002Fdiv>\n        \u003Cdiv>\n          \u003Clabel for=\"leavePTHours\">Contracted Weekly Hours (part-time)\u003C\u002Flabel>\n          \u003Cinput type=\"number\" id=\"leavePTHours\" value=\"20\" min=\"1\" max=\"37.5\" step=\"0.5\" oninput=\"calcLeave()\">\n        \u003C\u002Fdiv>\n        \u003Cdiv>\n          \u003Clabel for=\"shiftworker\">Shiftworker (5 weeks entitlement)\u003C\u002Flabel>\n          \u003Cselect id=\"shiftworker\" onchange=\"calcLeave()\">\n            \u003Coption value=\"no\">No (4 weeks)\u003C\u002Foption>\n            \u003Coption value=\"yes\">Yes (5 weeks — regularly works Sundays\u002FPH)\u003C\u002Foption>\n          \u003C\u002Fselect>\n        \u003C\u002Fdiv>\n        \u003Cdiv>\n          \u003Clabel for=\"leaveHourly\">Hourly Rate (AUD)\u003C\u002Flabel>\n          \u003Cinput type=\"number\" id=\"leaveHourly\" value=\"29.70\" min=\"0\" step=\"0.01\" oninput=\"calcLeave()\">\n        \u003C\u002Fdiv>\n      \u003C\u002Fdiv>\n      \u003Cdiv class=\"results\" id=\"leave-results\">\u003C\u002Fdiv>\n      \u003Cp class=\"note\">Leave accrues progressively throughout the year. Part-time employees accrue leave on a pro-rata basis. Schools may require employees to take annual leave during non-term school holiday periods (Award provision). Annual leave loading of 17.5% is payable on the base ordinary rate when leave is taken.\u003C\u002Fp>\n    \u003C\u002Fdiv>\n  \u003C\u002Fdiv>\n\n  \u003C!-- TAB 4: Notice Period -->\n  \u003Cdiv id=\"tab-notice\" class=\"tab-panel\" role=\"tabpanel\">\n    \u003Cdiv class=\"card\">\n      \u003Ch2>\u003Ci data-lucide=\"clock\">\u003C\u002Fi>Notice Period Calculator\u003C\u002Fh2>\n      \u003Cdiv class=\"rule-callout\">\n        Fair Work Act 2009 s.117: statutory minimum notice is based on continuous service (1–4 weeks), plus 1 extra week for employees aged 45+ with 2 or more years of service. The Educational Services (Schools) General Staff Award 2020 does not prescribe a longer notice period than the NES minimum.\n      \u003C\u002Fdiv>\n      \u003Cdiv class=\"form-grid\">\n        \u003Cdiv>\n          \u003Clabel for=\"noticeYears\">Years of Continuous Service\u003C\u002Flabel>\n          \u003Cinput type=\"number\" id=\"noticeYears\" value=\"3\" min=\"0\" max=\"50\" step=\"1\" oninput=\"calcNotice()\">\n        \u003C\u002Fdiv>\n        \u003Cdiv>\n          \u003Clabel for=\"noticeAge\">Age\u003C\u002Flabel>\n          \u003Cinput type=\"number\" id=\"noticeAge\" value=\"40\" min=\"15\" max=\"80\" step=\"1\" oninput=\"calcNotice()\">\n        \u003C\u002Fdiv>\n        \u003Cdiv>\n          \u003Clabel for=\"noticeDir\">Direction\u003C\u002Flabel>\n          \u003Cselect id=\"noticeDir\" onchange=\"calcNotice()\">\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>\n          \u003Clabel for=\"noticeWeekly\">Weekly Gross Pay (AUD)\u003C\u002Flabel>\n          \u003Cinput type=\"number\" id=\"noticeWeekly\" value=\"1128.50\" min=\"0\" step=\"0.01\" oninput=\"calcNotice()\">\n        \u003C\u002Fdiv>\n        \u003Cdiv>\n          \u003Clabel for=\"noticeStart\">Termination \u002F Last Day Notified\u003C\u002Flabel>\n          \u003Cinput type=\"date\" id=\"noticeStart\" oninput=\"calcNotice()\">\n        \u003C\u002Fdiv>\n      \u003C\u002Fdiv>\n      \u003Cdiv class=\"results\" id=\"notice-results\">\u003C\u002Fdiv>\n      \u003Cp class=\"note\">Payment in lieu of notice: employer may pay the employee their full entitlements for the notice period instead of requiring them to work it (Fair Work Act s.117(2)). Unfair dismissal access: employees covered by this Award may apply to the FWC after 6 months of service (12 months for small business). Application must be lodged within 21 calendar days of dismissal.\u003C\u002Fp>\n    \u003C\u002Fdiv>\n    \u003Cdiv class=\"card\">\n      \u003Ch2>\u003Ci data-lucide=\"list\">\u003C\u002Fi>NES Notice Scale Reference\u003C\u002Fh2>\n      \u003Ctable>\n        \u003Cthead>\u003Ctr>\u003Cth>Years of service\u003C\u002Fth>\u003Cth>Minimum notice\u003C\u002Fth>\u003C\u002Ftr>\u003C\u002Fthead>\n        \u003Ctbody>\n          \u003Ctr>\u003Ctd>Less than 1 year\u003C\u002Ftd>\u003Ctd>1 week\u003C\u002Ftd>\u003C\u002Ftr>\n          \u003Ctr>\u003Ctd>1 year to less than 3 years\u003C\u002Ftd>\u003Ctd>2 weeks\u003C\u002Ftd>\u003C\u002Ftr>\n          \u003Ctr>\u003Ctd>3 years to less than 5 years\u003C\u002Ftd>\u003Ctd>3 weeks\u003C\u002Ftd>\u003C\u002Ftr>\n          \u003Ctr>\u003Ctd>5 years or more\u003C\u002Ftd>\u003Ctd>4 weeks\u003C\u002Ftd>\u003C\u002Ftr>\n          \u003Ctr>\u003Ctd>Over 45 with 2+ years service\u003C\u002Ftd>\u003Ctd>+1 week supplement\u003C\u002Ftd>\u003C\u002Ftr>\n        \u003C\u002Ftbody>\n      \u003C\u002Ftable>\n    \u003C\u002Fdiv>\n  \u003C\u002Fdiv>\n\n  \u003C!-- TAB 5: Superannuation -->\n  \u003Cdiv id=\"tab-super\" class=\"tab-panel\" role=\"tabpanel\">\n    \u003Cdiv class=\"card\">\n      \u003Ch2>\u003Ci data-lucide=\"piggy-bank\">\u003C\u002Fi>Superannuation Calculator\u003C\u002Fh2>\n      \u003Cdiv class=\"rule-callout\">\n        From 1 July 2025, the Superannuation Guarantee (SG) rate is 12% of ordinary time earnings (Superannuation Guarantee (Administration) Act 1992). Approved funds under this Award include NGS Super, UniSuper, Aware Super, HESTA, and AustralianSuper. You have the right to choose your own complying fund under Fair Work Act 2009 s.149A.\n      \u003C\u002Fdiv>\n      \u003Cdiv class=\"form-grid\">\n        \u003Cdiv>\n          \u003Clabel for=\"superAnnual\">Annual Salary (AUD)\u003C\u002Flabel>\n          \u003Cinput type=\"number\" id=\"superAnnual\" value=\"58885\" min=\"0\" step=\"1\" oninput=\"calcSuper()\">\n        \u003C\u002Fdiv>\n        \u003Cdiv>\n          \u003Clabel for=\"superEmpType\">Employment Type\u003C\u002Flabel>\n          \u003Cselect id=\"superEmpType\" onchange=\"calcSuper()\">\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>\n          \u003Clabel for=\"superRate\">SG Rate (%)\u003C\u002Flabel>\n          \u003Cinput type=\"number\" id=\"superRate\" value=\"12\" min=\"0\" max=\"30\" step=\"0.5\" oninput=\"calcSuper()\">\n        \u003C\u002Fdiv>\n        \u003Cdiv>\n          \u003Clabel for=\"superVoluntary\">Voluntary Contribution (AUD\u002Fmonth)\u003C\u002Flabel>\n          \u003Cinput type=\"number\" id=\"superVoluntary\" value=\"0\" min=\"0\" step=\"10\" oninput=\"calcSuper()\">\n        \u003C\u002Fdiv>\n      \u003C\u002Fdiv>\n      \u003Cdiv class=\"results\" id=\"super-results\">\u003C\u002Fdiv>\n      \u003Cp class=\"note\">Concessional contributions cap: AUD $30,000\u002Fyear in 2025-26 (includes employer SG + salary sacrifice). Contributions above the cap are taxed at your marginal rate. If you wish to make voluntary deductions from post-tax pay, your employer requires 3 months' written notice for changes. Contact your super fund for personalised advice.\u003C\u002Fp>\n    \u003C\u002Fdiv>\n  \u003C\u002Fdiv>\n\n  \u003C!-- TAB 6: Long Service Leave -->\n  \u003Cdiv id=\"tab-lsl\" class=\"tab-panel\" role=\"tabpanel\">\n    \u003Cdiv class=\"card\">\n      \u003Ch2>\u003Ci data-lucide=\"map-pin\">\u003C\u002Fi>Long Service Leave Calculator\u003C\u002Fh2>\n      \u003Cdiv class=\"rule-callout\">\n        Long service leave (LSL) is governed by state and territory legislation — entitlements differ significantly by jurisdiction. Select your state or territory below.\n      \u003C\u002Fdiv>\n      \u003Cdiv class=\"form-grid\">\n        \u003Cdiv>\n          \u003Clabel for=\"lslState\">State \u002F Territory\u003C\u002Flabel>\n          \u003Cselect id=\"lslState\" onchange=\"calcLSL()\">\n            \u003Coption value=\"nsw\">NSW — New South Wales\u003C\u002Foption>\n            \u003Coption value=\"vic\">VIC — Victoria\u003C\u002Foption>\n            \u003Coption value=\"qld\">QLD — Queensland\u003C\u002Foption>\n            \u003Coption value=\"sa\">SA — South Australia\u003C\u002Foption>\n            \u003Coption value=\"wa\">WA — Western Australia\u003C\u002Foption>\n            \u003Coption value=\"tas\">TAS — Tasmania\u003C\u002Foption>\n            \u003Coption value=\"act\">ACT — Australian Capital Territory\u003C\u002Foption>\n            \u003Coption value=\"nt\">NT — Northern Territory\u003C\u002Foption>\n          \u003C\u002Fselect>\n        \u003C\u002Fdiv>\n        \u003Cdiv>\n          \u003Clabel for=\"lslYears\">Years of Continuous Service\u003C\u002Flabel>\n          \u003Cinput type=\"number\" id=\"lslYears\" value=\"8\" min=\"0\" max=\"50\" step=\"1\" oninput=\"calcLSL()\">\n        \u003C\u002Fdiv>\n        \u003Cdiv>\n          \u003Clabel for=\"lslWeekly\">Weekly Gross Pay (AUD)\u003C\u002Flabel>\n          \u003Cinput type=\"number\" id=\"lslWeekly\" value=\"1128.50\" min=\"0\" step=\"0.01\" oninput=\"calcLSL()\">\n        \u003C\u002Fdiv>\n        \u003Cdiv>\n          \u003Clabel for=\"lslEmpType\">Employment Type\u003C\u002Flabel>\n          \u003Cselect id=\"lslEmpType\" onchange=\"calcLSL()\">\n            \u003Coption value=\"fulltime\">Full-time\u003C\u002Foption>\n            \u003Coption value=\"parttime\">Part-time (pro-rata applies)\u003C\u002Foption>\n          \u003C\u002Fselect>\n        \u003C\u002Fdiv>\n        \u003Cdiv id=\"lsl-ptHoursWrap\">\n          \u003Clabel for=\"lslPTHours\">Part-time Contracted Hours\u002FWeek\u003C\u002Flabel>\n          \u003Cinput type=\"number\" id=\"lslPTHours\" value=\"20\" min=\"1\" max=\"37.5\" step=\"0.5\" oninput=\"calcLSL()\">\n        \u003C\u002Fdiv>\n      \u003C\u002Fdiv>\n      \u003Cdiv class=\"results\" id=\"lsl-results\">\u003C\u002Fdiv>\n      \u003Cdiv id=\"lsl-legislation\" style=\"margin-top:12px;font-size:0.78rem;color:#57534e;line-height:1.6;\">\u003C\u002Fdiv>\n      \u003Cp class=\"note\">Some awards or enterprise agreements provide more generous long service leave — check your specific agreement. VIC and ACT allow access to pro-rata LSL after 7 years in some circumstances. WA state system employees (under WA state awards) may have different rules. Contact your state's long service leave authority for exact entitlements.\u003C\u002Fp>\n    \u003C\u002Fdiv>\n    \u003Cdiv class=\"card\">\n      \u003Ch2>\u003Ci data-lucide=\"list\">\u003C\u002Fi>LSL Entitlements by State\u002FTerritory\u003C\u002Fh2>\n      \u003Ctable>\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 s.94\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\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\u002Fdiv>\n\n  \u003Cdiv class=\"disclaimer\">\n    \u003Cstrong>Important disclaimer\u003C\u002Fstrong>\n    Indicative calculations only — not legal advice. Contact the Fair Work Ombudsman (1300 724 690) or a qualified employment lawyer. All figures are as of 2025-26. Award rates are minimum entitlements; your employer may pay more under an enterprise agreement or individual contract.\n  \u003C\u002Fdiv>\n\u003C\u002Fmain>\n\n\u003Cscript>\n  \u002F* ── Utilities ─────────────────────────────────────────── *\u002F\n  const fmt = v => new Intl.NumberFormat('en-AU', { style: 'currency', currency: 'AUD', maximumFractionDigits: 2 }).format(v);\n  const fmtW = v => v.toFixed(2) + ' weeks';\n  const $ = id => document.getElementById(id);\n  const numVal = id => parseFloat($(id).value) || 0;\n\n  function sendResize() {\n    const h = document.documentElement.scrollHeight;\n    try { parent.postMessage({ type: 'resize', height: h }, '*'); } catch(e) {}\n  }\n\n  \u002F* ── ResizeObserver ─────────────────────────────────────── *\u002F\n  if (typeof ResizeObserver !== 'undefined') {\n    new ResizeObserver(sendResize).observe(document.documentElement);\n  }\n\n  \u002F* ── Tab activation ─────────────────────────────────────── *\u002F\n  function activateTab(id) {\n    document.querySelectorAll('.tab-btn').forEach(b => {\n      const active = b.dataset.tab === id;\n      b.classList.toggle('active', active);\n      b.setAttribute('aria-selected', active ? 'true' : 'false');\n    });\n    document.querySelectorAll('.tab-panel').forEach(p => {\n      p.classList.toggle('active', p.id === 'tab-' + id);\n    });\n    if (location.hash !== '#' + id) {\n      try { location.hash = id; } catch(e) {}\n    }\n    sendResize();\n  }\n\n  document.querySelectorAll('.tab-btn').forEach(btn => {\n    btn.addEventListener('click', () => activateTab(btn.dataset.tab));\n  });\n\n  \u002F* ── TAX helpers 2025-26 ────────────────────────────────── *\u002F\n  function calcTax(annual, residency) {\n    let tax = 0;\n    if (residency === 'whm') {\n      tax = annual \u003C= 45000 ? annual * 0.15 : 6750 + (annual - 45000) * 0.325;\n      if (annual > 135000) tax = 35850 + (annual - 135000) * 0.37;\n      if (annual > 190000) tax = 56200 + (annual - 190000) * 0.45;\n      return { tax, lito: 0, medicare: annual * 0.02 };\n    }\n    if (residency === 'nonresident') {\n      if (annual \u003C= 135000) tax = annual * 0.325;\n      else if (annual \u003C= 190000) tax = 43875 + (annual - 135000) * 0.37;\n      else tax = 64225 + (annual - 190000) * 0.45;\n      return { tax, lito: 0, medicare: 0 };\n    }\n    \u002F\u002F Resident\n    if (annual \u003C= 18200) tax = 0;\n    else if (annual \u003C= 45000) tax = (annual - 18200) * 0.19;\n    else if (annual \u003C= 135000) tax = 5092 + (annual - 45000) * 0.325;\n    else if (annual \u003C= 190000) tax = 34342 + (annual - 135000) * 0.37;\n    else tax = 54697 + (annual - 190000) * 0.45;\n    let lito = 0;\n    if (annual \u003C= 37500) lito = 700;\n    else if (annual \u003C= 45000) lito = 700 - (annual - 37500) * 0.05;\n    else if (annual \u003C= 66667) lito = 325 - (annual - 45000) * 0.015;\n    tax = Math.max(0, tax - lito);\n    const medicare = annual \u003C= 26000 ? 0 : annual * 0.02;\n    return { tax, lito, medicare };\n  }\n\n  \u002F* ── PAY CALCULATOR ─────────────────────────────────────── *\u002F\n  function calcPay() {\n    const baseHourly = numVal('level');\n    const hours = numVal('hours') || 38;\n    const empType = $('empType').value;\n    const residency = $('residency').value;\n    const casualMult = empType === 'casual' ? 1.25 : 1.0;\n    const effectiveHourly = baseHourly * casualMult;\n    const annual = effectiveHourly * hours * 52;\n    const { tax, lito, medicare } = calcTax(annual, residency);\n    const superEmployer = annual * 0.12;\n    const net = annual - tax - medicare;\n    $('pay-results').innerHTML = `\n      \u003Cdiv class=\"result-row\">\u003Cspan class=\"label\">Classification hourly rate\u003C\u002Fspan>\u003Cspan class=\"value\">${fmt(effectiveHourly)}\u002Fhr${empType==='casual'?' (incl. 25% casual loading)':''}\u003C\u002Fspan>\u003C\u002Fdiv>\n      \u003Cdiv class=\"result-row\">\u003Cspan class=\"label\">Annual gross salary\u003C\u002Fspan>\u003Cspan class=\"value\">${fmt(annual)}\u003C\u002Fspan>\u003C\u002Fdiv>\n      \u003Cdiv class=\"result-row\">\u003Cspan class=\"label\">Monthly gross\u003C\u002Fspan>\u003Cspan class=\"value\">${fmt(annual\u002F12)}\u003C\u002Fspan>\u003C\u002Fdiv>\n      \u003Cdiv class=\"result-row\">\u003Cspan class=\"label\">Estimated PAYG income tax\u003C\u002Fspan>\u003Cspan class=\"value\">${fmt(tax)}\u002Fyr\u003C\u002Fspan>\u003C\u002Fdiv>\n      \u003Cdiv class=\"result-row\">\u003Cspan class=\"label\">Medicare Levy (2%)\u003C\u002Fspan>\u003Cspan class=\"value\">${fmt(medicare)}\u002Fyr\u003C\u002Fspan>\u003C\u002Fdiv>\n      ${lito > 0 ? `\u003Cdiv class=\"result-row\">\u003Cspan class=\"label\">Low Income Tax Offset (LITO) applied\u003C\u002Fspan>\u003Cspan class=\"value\">−${fmt(lito)}\u003C\u002Fspan>\u003C\u002Fdiv>` : ''}\n      \u003Cdiv class=\"result-row highlight\">\u003Cspan class=\"label\">Estimated annual net take-home\u003C\u002Fspan>\u003Cspan class=\"value\">${fmt(net)}\u003C\u002Fspan>\u003C\u002Fdiv>\n      \u003Cdiv class=\"result-row highlight\">\u003Cspan class=\"label\">Estimated monthly net take-home\u003C\u002Fspan>\u003Cspan class=\"value\">${fmt(net\u002F12)}\u003C\u002Fspan>\u003C\u002Fdiv>\n    `;\n    $('pay-super').innerHTML = `\n      \u003Cdiv class=\"result-row\">\u003Cspan class=\"label result-super\">Employer superannuation (SG 12% — paid on top of salary)\u003C\u002Fspan>\u003Cspan class=\"value result-super\">${fmt(superEmployer)}\u002Fyr · ${fmt(superEmployer\u002F12)}\u002Fmo\u003C\u002Fspan>\u003C\u002Fdiv>\n    `;\n    sendResize();\n  }\n\n  \u002F* ── REDUNDANCY ─────────────────────────────────────────── *\u002F\n  const RED_SCALE = [0, 4, 6, 7, 8, 10, 11, 13, 14, 16, 12];\n  function getRedWeeks(yrs) {\n    if (yrs \u003C 1) return 0;\n    const y = Math.min(Math.floor(yrs), 10);\n    return RED_SCALE[y];\n  }\n  function calcRedundancy() {\n    const yrs = numVal('redYears');\n    const weekly = numVal('redWeekly');\n    const small = $('bizSize').value === 'small';\n    if (small) {\n      $('red-results').innerHTML = `\n        \u003Cdiv class=\"result-row\">\u003Cspan class=\"label\">Small business employer (<15 employees)\u003C\u002Fspan>\u003Cspan class=\"value\">\u003Cspan class=\"badge badge-red\">Exempt from NES redundancy\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fdiv>\n        \u003Cdiv class=\"result-row\">\u003Cspan class=\"label\">NES redundancy pay\u003C\u002Fspan>\u003Cspan class=\"value\">AUD $0.00 (statutory exemption)\u003C\u002Fspan>\u003C\u002Fdiv>\n      `;\n      sendResize(); return;\n    }\n    const weeks = getRedWeeks(yrs);\n    const total = weeks * weekly;\n    const taxFreeLimit = 12524 + 6264 * Math.floor(yrs);\n    const taxFree = Math.min(total, taxFreeLimit);\n    const taxable = Math.max(0, total - taxFree);\n    $('red-results').innerHTML = `\n      \u003Cdiv class=\"result-row\">\u003Cspan class=\"label\">Years of service\u003C\u002Fspan>\u003Cspan class=\"value\">${yrs >= 1 ? Math.floor(yrs) : '\u003C 1'} year${Math.floor(yrs) !== 1 ? 's' : ''}\u003C\u002Fspan>\u003C\u002Fdiv>\n      \u003Cdiv class=\"result-row\">\u003Cspan class=\"label\">NES redundancy entitlement\u003C\u002Fspan>\u003Cspan class=\"value\">${weeks > 0 ? fmtW(weeks) : '0 — less than 1 year of service'}\u003C\u002Fspan>\u003C\u002Fdiv>\n      \u003Cdiv class=\"result-row highlight\">\u003Cspan class=\"label\">Redundancy pay (NES — statutory minimum)\u003C\u002Fspan>\u003Cspan class=\"value\">${fmt(total)}\u003C\u002Fspan>\u003C\u002Fdiv>\n      \u003Cdiv class=\"result-row\">\u003Cspan class=\"label\">Tax-free ETP component (ATO 2025-26)\u003C\u002Fspan>\u003Cspan class=\"value\">${fmt(taxFree)}\u003C\u002Fspan>\u003C\u002Fdiv>\n      ${taxable > 0 ? `\u003Cdiv class=\"result-row\">\u003Cspan class=\"label\">Taxable ETP component\u003C\u002Fspan>\u003Cspan class=\"value\">${fmt(taxable)}\u003C\u002Fspan>\u003C\u002Fdiv>` : ''}\n      \u003Cdiv class=\"result-row\">\u003Cspan class=\"label\">Award enhancement above NES\u003C\u002Fspan>\u003Cspan class=\"value\">\u003Cspan class=\"badge badge-blue\">None confirmed — NES formula applies\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fdiv>\n    `;\n    sendResize();\n  }\n\n  \u002F* ── ANNUAL LEAVE ───────────────────────────────────────── *\u002F\n  function calcLeave() {\n    const empType = $('leaveEmpType').value;\n    const isShift = $('shiftworker').value === 'yes';\n    const hourly = numVal('leaveHourly');\n    const ptHours = numVal('leavePTHours') || 20;\n    const weeklyHours = empType === 'fulltime' ? 38 : ptHours;\n    const weeksEntitlement = isShift ? 5 : 4;\n    const daysEntitlement = weeksEntitlement * 5;\n    const hoursEntitlement = weeksEntitlement * weeklyHours;\n    const loading = hourly * weeklyHours * weeksEntitlement * 0.175;\n    const leaveValue = hourly * hoursEntitlement;\n    const total = leaveValue + loading;\n    const accrualPerMonth = hoursEntitlement \u002F 12;\n    const accrualPerFortnight = hoursEntitlement \u002F 26;\n    $('leave-results').innerHTML = `\n      \u003Cdiv class=\"result-row\">\u003Cspan class=\"label\">Annual leave entitlement\u003C\u002Fspan>\u003Cspan class=\"value\">${weeksEntitlement} weeks (${daysEntitlement} days, ${hoursEntitlement.toFixed(1)} hrs)\u003C\u002Fspan>\u003C\u002Fdiv>\n      \u003Cdiv class=\"result-row\">\u003Cspan class=\"label\">Leave accrual per month\u003C\u002Fspan>\u003Cspan class=\"value\">${accrualPerMonth.toFixed(2)} hours\u003C\u002Fspan>\u003C\u002Fdiv>\n      \u003Cdiv class=\"result-row\">\u003Cspan class=\"label\">Leave accrual per fortnight\u003C\u002Fspan>\u003Cspan class=\"value\">${accrualPerFortnight.toFixed(2)} hours\u003C\u002Fspan>\u003C\u002Fdiv>\n      \u003Cdiv class=\"result-row\">\u003Cspan class=\"label\">Value of annual leave (base pay)\u003C\u002Fspan>\u003Cspan class=\"value\">${fmt(leaveValue)}\u003C\u002Fspan>\u003C\u002Fdiv>\n      \u003Cdiv class=\"result-row\">\u003Cspan class=\"label\">Annual leave loading (17.5%)\u003C\u002Fspan>\u003Cspan class=\"value\">+ ${fmt(loading)}\u003C\u002Fspan>\u003C\u002Fdiv>\n      \u003Cdiv class=\"result-row highlight\">\u003Cspan class=\"label\">Total annual leave value (incl. loading)\u003C\u002Fspan>\u003Cspan class=\"value\">${fmt(total)}\u003C\u002Fspan>\u003C\u002Fdiv>\n    `;\n    sendResize();\n  }\n\n  \u002F* ── NOTICE PERIOD ──────────────────────────────────────── *\u002F\n  function calcNotice() {\n    const yrs = numVal('noticeYears');\n    const age = numVal('noticeAge');\n    const weekly = numVal('noticeWeekly');\n    let weeks = 1;\n    if (yrs \u003C 1) weeks = 1;\n    else if (yrs \u003C 3) weeks = 2;\n    else if (yrs \u003C 5) weeks = 3;\n    else weeks = 4;\n    const supplement = age >= 45 && yrs >= 2 ? 1 : 0;\n    const totalWeeks = weeks + supplement;\n    const payInLieu = totalWeeks * weekly;\n    let lastDay = '';\n    const startVal = $('noticeStart').value;\n    if (startVal) {\n      const d = new Date(startVal);\n      d.setDate(d.getDate() + totalWeeks * 7);\n      lastDay = d.toLocaleDateString('en-AU', { weekday: 'long', year: 'numeric', month: 'long', day: 'numeric' });\n    }\n    $('notice-results').innerHTML = `\n      \u003Cdiv class=\"result-row\">\u003Cspan class=\"label\">NES statutory minimum notice\u003C\u002Fspan>\u003Cspan class=\"value\">${weeks} week${weeks !== 1 ? 's' : ''}\u003C\u002Fspan>\u003C\u002Fdiv>\n      ${supplement ? `\u003Cdiv class=\"result-row\">\u003Cspan class=\"label\">Over-45 supplement (FWA s.117(3))\u003C\u002Fspan>\u003Cspan class=\"value\">+1 week\u003C\u002Fspan>\u003C\u002Fdiv>` : ''}\n      \u003Cdiv class=\"result-row highlight\">\u003Cspan class=\"label\">Total minimum notice\u003C\u002Fspan>\u003Cspan class=\"value\">${totalWeeks} week${totalWeeks !== 1 ? 's' : ''}\u003C\u002Fspan>\u003C\u002Fdiv>\n      \u003Cdiv class=\"result-row\">\u003Cspan class=\"label\">Payment in lieu of notice\u003C\u002Fspan>\u003Cspan class=\"value\">${fmt(payInLieu)}\u003C\u002Fspan>\u003C\u002Fdiv>\n      ${lastDay ? `\u003Cdiv class=\"result-row\">\u003Cspan class=\"label\">Last working day (if notice given today)\u003C\u002Fspan>\u003Cspan class=\"value\">${lastDay}\u003C\u002Fspan>\u003C\u002Fdiv>` : ''}\n      \u003Cdiv class=\"result-row\">\u003Cspan class=\"label\">Award notice (above NES)\u003C\u002Fspan>\u003Cspan class=\"value\">\u003Cspan class=\"badge badge-blue\">NES minimum only\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fdiv>\n    `;\n    sendResize();\n  }\n\n  \u002F* ── SUPERANNUATION ─────────────────────────────────────── *\u002F\n  function calcSuper() {\n    const annual = numVal('superAnnual');\n    const sgRate = numVal('superRate') \u002F 100;\n    const voluntary = numVal('superVoluntary');\n    const employerSG = annual * sgRate;\n    const voluntaryAnnual = voluntary * 12;\n    const total = employerSG + voluntaryAnnual;\n    const concCap = 30000;\n    const overCap = Math.max(0, total - concCap);\n    $('super-results').innerHTML = `\n      \u003Cdiv class=\"result-row\">\u003Cspan class=\"label\">Employer SG contribution (${(sgRate*100).toFixed(1)}%)\u003C\u002Fspan>\u003Cspan class=\"value\">${fmt(employerSG)}\u002Fyr · ${fmt(employerSG\u002F12)}\u002Fmo\u003C\u002Fspan>\u003C\u002Fdiv>\n      ${voluntaryAnnual > 0 ? `\u003Cdiv class=\"result-row\">\u003Cspan class=\"label\">Voluntary contribution (post-tax)\u003C\u002Fspan>\u003Cspan class=\"value\">${fmt(voluntaryAnnual)}\u002Fyr · ${fmt(voluntary)}\u002Fmo\u003C\u002Fspan>\u003C\u002Fdiv>` : ''}\n      \u003Cdiv class=\"result-row highlight\">\u003Cspan class=\"label\">Total super per year\u003C\u002Fspan>\u003Cspan class=\"value\">${fmt(total)}\u003C\u002Fspan>\u003C\u002Fdiv>\n      \u003Cdiv class=\"result-row\">\u003Cspan class=\"label\">Concessional contributions cap (2025-26)\u003C\u002Fspan>\u003Cspan class=\"value\">${fmt(concCap)}\u002Fyr\u003C\u002Fspan>\u003C\u002Fdiv>\n      ${overCap > 0 ? `\u003Cdiv class=\"result-row\">\u003Cspan class=\"label\" style=\"color:#991b1b\">Contributions above cap (taxed at marginal rate)\u003C\u002Fspan>\u003Cspan class=\"value\" style=\"color:#991b1b\">${fmt(overCap)}\u003C\u002Fspan>\u003C\u002Fdiv>` : `\u003Cdiv class=\"result-row\">\u003Cspan class=\"label\">Status\u003C\u002Fspan>\u003Cspan class=\"value\">\u003Cspan class=\"badge badge-green\">Within concessional cap\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fdiv>`}\n    `;\n    sendResize();\n  }\n\n  \u002F* ── LONG SERVICE LEAVE ─────────────────────────────────── *\u002F\n  const LSL_TABLE = {\n    nsw: { years: 10, weeks: 8.667, proRataAfter: 10, label: 'NSW', legislation: 'Long Service Leave Act 1955 (NSW)' },\n    vic: { years: 7,  weeks: 6.067, proRataAfter: 7,  label: 'VIC', legislation: 'Long Service Leave Act 2018 (VIC)' },\n    qld: { years: 10, weeks: 8.667, proRataAfter: 10, label: 'QLD', legislation: 'Industrial Relations Act 2016 (QLD) s.94' },\n    sa:  { years: 10, weeks: 13,    proRataAfter: 10, label: 'SA',  legislation: 'Long Service Leave Act 1987 (SA)' },\n    wa:  { years: 10, weeks: 8.667, proRataAfter: 10, label: 'WA',  legislation: 'Long Service Leave Act 1958 (WA)' },\n    tas: { years: 10, weeks: 8.667, proRataAfter: 10, label: 'TAS', legislation: 'Long Service Leave Act 1976 (TAS)' },\n    act: { years: 10, weeks: 6.067, proRataAfter: 7,  label: 'ACT', legislation: 'Long Service Leave Act 1976 (ACT)' },\n    nt:  { years: 10, weeks: 13,    proRataAfter: 10, label: 'NT',  legislation: 'Long Service Leave Act 1981 (NT)' },\n  };\n\n  function calcLSL() {\n    const state = $('lslState').value;\n    const yrs = numVal('lslYears');\n    const weekly = numVal('lslWeekly');\n    const empType = $('lslEmpType').value;\n    const ptHours = numVal('lslPTHours') || 20;\n    const ptRatio = empType === 'parttime' ? ptHours \u002F 38 : 1;\n    $('lsl-ptHoursWrap').style.display = empType === 'parttime' ? 'block' : 'none';\n    const rule = LSL_TABLE[state];\n    const eligible = yrs >= rule.years;\n    const proRataEligible = yrs >= rule.proRataAfter;\n    let leaveWeeks = 0;\n    if (eligible) {\n      leaveWeeks = rule.weeks + (yrs - rule.years) * (rule.weeks \u002F rule.years);\n    } else if (proRataEligible) {\n      leaveWeeks = yrs * (rule.weeks \u002F rule.years);\n    }\n    const adjustedWeeks = leaveWeeks * ptRatio;\n    const cashValue = adjustedWeeks * weekly;\n    const accrualPerYear = rule.weeks \u002F rule.years;\n    const yearsRemaining = Math.max(0, rule.years - yrs);\n    $('lsl-results').innerHTML = `\n      \u003Cdiv class=\"result-row\">\u003Cspan class=\"label\">Jurisdiction\u003C\u002Fspan>\u003Cspan class=\"value\">${rule.label}\u003C\u002Fspan>\u003C\u002Fdiv>\n      \u003Cdiv class=\"result-row\">\u003Cspan class=\"label\">Qualifying period\u003C\u002Fspan>\u003Cspan class=\"value\">${rule.years} years\u003C\u002Fspan>\u003C\u002Fdiv>\n      \u003Cdiv class=\"result-row\">\u003Cspan class=\"label\">Eligibility status\u003C\u002Fspan>\u003Cspan class=\"value\">${eligible ? '\u003Cspan class=\"badge badge-green\">Eligible\u003C\u002Fspan>' : proRataEligible ? '\u003Cspan class=\"badge badge-blue\">Pro-rata eligible (partial)\u003C\u002Fspan>' : `\u003Cspan class=\"badge badge-red\">Not yet eligible (${yearsRemaining.toFixed(1)} years remaining)\u003C\u002Fspan>`}\u003C\u002Fspan>\u003C\u002Fdiv>\n      \u003Cdiv class=\"result-row\">\u003Cspan class=\"label\">LSL entitlement (full-time equivalent)\u003C\u002Fspan>\u003Cspan class=\"value\">${fmtW(leaveWeeks)} (${(leaveWeeks * 5).toFixed(1)} days)\u003C\u002Fspan>\u003C\u002Fdiv>\n      ${empType === 'parttime' ? `\u003Cdiv class=\"result-row\">\u003Cspan class=\"label\">Pro-rata for part-time (${ptHours} hrs\u002Fwk)\u003C\u002Fspan>\u003Cspan class=\"value\">${fmtW(adjustedWeeks)}\u003C\u002Fspan>\u003C\u002Fdiv>` : ''}\n      \u003Cdiv class=\"result-row highlight\">\u003Cspan class=\"label\">Cash value at current weekly pay\u003C\u002Fspan>\u003Cspan class=\"value\">${fmt(cashValue)}\u003C\u002Fspan>\u003C\u002Fdiv>\n      \u003Cdiv class=\"result-row\">\u003Cspan class=\"label\">Accrual rate\u003C\u002Fspan>\u003Cspan class=\"value\">${accrualPerYear.toFixed(4)} weeks per year of service\u003C\u002Fspan>\u003C\u002Fdiv>\n    `;\n    $('lsl-legislation').textContent = 'Legislation: ' + rule.legislation + '. Entitlements shown are indicative minimums — your specific award or enterprise agreement may provide more favourable conditions.';\n    sendResize();\n  }\n\n  \u002F* ── Initial calculations on load ──────────────────────── *\u002F\n  window.addEventListener('load', () => {\n    \u002F\u002F Set today's date as default for notice tab\n    const today = new Date();\n    const iso = today.toISOString().slice(0, 10);\n    if ($('noticeStart')) $('noticeStart').value = iso;\n\n    \u002F\u002F Hash deep-link\n    const h = (location.hash || '').replace('#', '');\n    if (h && document.getElementById('tab-' + h)) activateTab(h);\n\n    try { calcPay(); } catch(e) {}\n    try { calcRedundancy(); } catch(e) {}\n    try { calcLeave(); } catch(e) {}\n    try { calcNotice(); } catch(e) {}\n    try { calcSuper(); } catch(e) {}\n    try { calcLSL(); } catch(e) {}\n  });\n\n  lucide.createIcons();\n\u003C\u002Fscript>\n\u003C\u002Fbody>\n\u003C\u002Fhtml>\n","both"]