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When should I be really worried and take them to the emergency room?","pediatricians","You can then choose to continue the exchange and get a complete and detailed answer.","is answering it accurately and carefully.","Loading questions...","Popular Questions","Response Available","Could not close the question. Please try again.","Connect your calendar to receive proactive alerts","Continue the discussion and access unlimited questions","We monitor your Google calendar and alert you before it becomes urgent.","Your question is in good hands.","To be completed on the full guide","Your location could not be updated. Please check the postcode.","is answering it","Could not process your question. Please try again.","Estimated time before preview publication: a few minutes.","Question closed successfully.","Your information is treated confidentially.","You will also have the option to clarify certain elements or add a document to refine the answer if necessary.","Receive personalised follow-up on your guides","Ask a new question, follow your guides, and synchronise your Google and Outlook calendars",{"empty":732,"title":733,"types":734,"loading":23,"markAllRead":743},"No notifications","Notifications",{"status":735,"question_paid":739,"question_reply":740,"matched_article":741,"matched_articles":742},{"closed":736,"answered":737,"partially-answered":738},"Question closed","Your answer is ready","Partial answer available","Payment confirmed","New reply to your question","{count} new article for you","{count} new articles for you","Mark All as Read",{"empty":745,"title":647,"paused":746,"emptyHint":747,"reactivate":748,"categoryFallback":749},"No alerts at this time.","Alerts Paused","Connect your calendar and submit a question to receive personalised suggestions.","Reactivate","Category",{"error":125,"title":751,"minChars":752,"seoTitle":751,"emailSent":753,"minDigits":754,"emailLabel":379,"backToLogin":755,"description":756,"submitButton":757,"updateButton":758,"seoDescription":759,"updatingButton":460,"passwordUpdated":760,"emailPlaceholder":761,"errorDescription":762,"newPasswordLabel":763,"newPasswordTitle":764,"passwordMismatch":765,"submitButtonLoading":460,"confirmPasswordLabel":766,"emailSentDescription":464,"resetErrorDescription":767,"newPasswordPlaceholder":768,"confirmPasswordPlaceholder":769,"passwordUpdatedDescription":770},"Reset Your Password","Password must be at least 8 characters","Email Sent","Password must contain at least 2 digits","Back to Login","Enter your email address","Send Link","Update Password","Enter your new password","Password Updated","your email","Could not send the reset email. 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The expert in {city} was able to reassure me and guide me exactly to what I needed.",{"title":628,"subtitle":883,"subtitleExpert":884,"titleWithExpert":885},"Submit your question, and we will find the right expert for you!","Submit your question, and the response will be provided to you.","New Question for {name}",{"to":887,"seconds":888,"responseTo":889,"expertReading":890,"estimatedResponseTime":891,"expertSentPartialResponse":892},"to","seconds","Response to","{firstName} {lastName} is reading your question","Estimated response time: between 5 and 10 minutes","{expertName} has sent a partial response to",{"back":458,"title":459,"sending":460,"sendLink":757,"description":894,"notifications":895},"A reset link will be sent to your email address",{"error":125,"emailSent":753,"emailError":896,"loginRequired":897,"emailSentDescription":464},"Could not send reset email. 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Free tool for disability support, home care and social services workers.",16,"consumer","employment-law","generated","https:\u002F\u002Fpub-bdebbd2dad294475a2da0eb657815b6b.r2.dev\u002Ftools\u002Fcba-au-social-community-home-care-disability-services-award-2010-735aff94f1.webp",{"slug":1055,"local_slug":1055,"title":1056,"description":1057,"view_count":1058,"audience":1050,"category":1051,"source":1052,"hero_image":1059,"hero_image_alt":1056},"cba-au-clerks-private-sector-award-2020","Clerks Award 2020 — free pay & rights calculator 2026 | Expert Zoom","Calculate your pay, redundancy, annual leave and superannuation under the Clerks — Private Sector Award 2020.",15,"https:\u002F\u002Fpub-bdebbd2dad294475a2da0eb657815b6b.r2.dev\u002Ftools\u002Fcba-au-clerks-private-sector-award-2020-d6003361e7.webp",{"slug":1061,"local_slug":1061,"title":1062,"description":1063,"view_count":1064,"audience":1050,"category":1051,"source":1052,"hero_image":1065,"hero_image_alt":1062},"cba-au-road-transport-distribution-award-2020","Road Transport Distribution Award 2020 — free pay & rights calculator 2026 | Expert Zoom","Calculate your pay, redundancy, annual leave and superannuation under the Road Transport and Distribution Award 2020 (MA000038). Updated for 2025-26 Australian rates — free, no signup.",12,"https:\u002F\u002Fpub-bdebbd2dad294475a2da0eb657815b6b.r2.dev\u002Ftools\u002Fcba-au-road-transport-distribution-award-2020-904df7a0a7.webp",{"slug":1067,"local_slug":1067,"title":1068,"description":1069,"view_count":1070,"audience":1050,"category":1051,"source":1052,"hero_image":1071,"hero_image_alt":1072},"cba-au-hair-beauty-industry-award-2010","Hair and Beauty Industry Award — free pay & rights calculator 2026 | Expert Zoom","Calculate your pay, redundancy, annual leave and superannuation under the Hair and Beauty Industry Award 2010 (MA000005). Updated for 2025-26 Australian rates.",11,"https:\u002F\u002Fpub-bdebbd2dad294475a2da0eb657815b6b.r2.dev\u002Ftools\u002Fcba-au-hair-beauty-industry-award-2010-baa9ec62c8-1780065756.webp","",{"slug":1074,"local_slug":1074,"title":1075,"description":1076,"view_count":1070,"audience":1050,"category":1051,"source":1052,"hero_image":1077,"hero_image_alt":1075},"cba-au-hospitality-industry-general-award-2020","Hospitality Industry General Award 2020 — free pay & rights calculator 2026 | Expert Zoom","Calculate your hospitality pay, redundancy, annual leave and superannuation under the Hospitality Industry (General) Award 2020. Updated for 2025-26 Australian rates — free, no signup.","https:\u002F\u002Fpub-bdebbd2dad294475a2da0eb657815b6b.r2.dev\u002Ftools\u002Fcba-au-hospitality-industry-general-award-2020-fadd85aed3.webp",{"slug":1079,"local_slug":1079,"title":1080,"description":1081,"view_count":1082,"audience":1050,"category":1051,"source":1052,"hero_image":1083,"hero_image_alt":1080},"cba-au-security-services-industry-award-2020","Security Services Industry Award 2020 — free pay & rights calculator 2026 | Expert Zoom","Calculate your pay, redundancy, annual leave and superannuation under the Security Services Industry Award 2020 (MA000016). All 5 classification levels, penalty rates, and state-based long service leave.",10,"https:\u002F\u002Fpub-bdebbd2dad294475a2da0eb657815b6b.r2.dev\u002Ftools\u002Fcba-au-security-services-industry-award-2020-aca734bc87.webp",{"slug":1085,"local_slug":1085,"title":1086,"description":1087,"view_count":1082,"audience":1050,"category":1051,"source":1052,"hero_image":1088,"hero_image_alt":1086},"cba-au-nurses-award-2020","Nurses Award 2020 — free pay & entitlements calculator 2026 | Expert Zoom","Calculate your nursing pay, redundancy, annual leave, superannuation and long service leave under the Nurses Award 2020 (MA000034). Updated for 2025-26 Australian rates — free, no signup.","https:\u002F\u002Fpub-bdebbd2dad294475a2da0eb657815b6b.r2.dev\u002Ftools\u002Fcba-au-nurses-award-2020-6c03ab1230.webp",{"slug":1090,"local_slug":1090,"title":1091,"description":1092,"view_count":1082,"audience":1050,"category":1051,"source":1052,"hero_image":1093,"hero_image_alt":1091},"cba-au-manufacturing-associated-industries-award-2020","Manufacturing Award 2020 — free pay & rights calculator 2026 | Expert Zoom","Calculate your pay, redundancy, annual leave and superannuation under the Manufacturing and Associated Industries and Occupations Award 2020.","https:\u002F\u002Fpub-bdebbd2dad294475a2da0eb657815b6b.r2.dev\u002Ftools\u002Fcba-au-manufacturing-associated-industries-award-2020-63aeb8d0f4.webp",{"slug":1095,"local_slug":1095,"title":1096,"description":1097,"view_count":1098,"audience":1050,"category":1051,"source":1052,"hero_image":1099,"hero_image_alt":1096},"cba-au-aged-care-award-2010","Aged Care Award 2010 — free pay & rights calculator 2026 | Expert Zoom","Calculate your pay, redundancy, annual leave and superannuation under the Aged Care Award 2010 (MA000018).",9,"https:\u002F\u002Fpub-bdebbd2dad294475a2da0eb657815b6b.r2.dev\u002Ftools\u002Fcba-au-aged-care-award-2010-947e27372c.webp",{"slug":1101,"local_slug":1101,"title":1102,"description":1103,"view_count":1098,"audience":1050,"category":1051,"source":1052,"hero_image":1104,"hero_image_alt":1102},"cba-au-building-construction-general-on-site-award-2020","On-site Award 2020 — free pay calculator | Expert Zoom","Calculate your construction pay, redundancy, annual leave and superannuation under the Building and Construction General On-site Award 2020. Updated for 2025-26 Australian rates — free, no signup.","https:\u002F\u002Fpub-bdebbd2dad294475a2da0eb657815b6b.r2.dev\u002Ftools\u002Fcba-au-building-construction-general-on-site-award-2020-e1f05beb26.webp",{"slug":1106,"local_slug":1106,"title":1107,"description":1108,"view_count":1098,"audience":1050,"category":1051,"source":1052,"hero_image":1109,"hero_image_alt":1107},"cba-au-fast-food-industry-award-2020","Fast Food Industry Award 2020 — free pay & rights calculator 2026 | Expert Zoom","Calculate your pay, redundancy, annual leave and superannuation under the Fast Food Industry Award 2020 (MA000003). Free, updated for 2025-26.","https:\u002F\u002Fpub-bdebbd2dad294475a2da0eb657815b6b.r2.dev\u002Ftools\u002Fcba-au-fast-food-industry-award-2020-cc13b084e0.webp",{"slug":1111,"local_slug":1111,"title":1112,"description":1113,"view_count":1114,"audience":1050,"category":1051,"source":1052,"hero_image":1115,"hero_image_alt":1112},"cba-au-general-retail-industry-award-2020","Retail Award 2020 - free pay calculator 2026 | Expert Zoom","Calculate your retail pay, redundancy, annual leave and superannuation under the General Retail Industry Award 2020. Updated for 2025-26 Australian rates - free, no signup.",8,"https:\u002F\u002Fpub-bdebbd2dad294475a2da0eb657815b6b.r2.dev\u002Ftools\u002Fcba-au-general-retail-industry-award-2020-e7a1d1c2aa.webp",{"slug":1117,"local_slug":1117,"title":1118,"description":1119,"view_count":1114,"audience":1050,"category":1051,"source":1052,"hero_image":1120,"hero_image_alt":1118},"cba-au-local-government-industry-award-2020","Local Government Industry Award 2020 — free pay & entitlements calculator 2026 | Expert Zoom","Calculate your pay, redundancy, annual leave and superannuation under the Local Government Industry Award 2020 (MA000112). Updated for 2025-26 — free.","https:\u002F\u002Fpub-bdebbd2dad294475a2da0eb657815b6b.r2.dev\u002Ftools\u002Fcba-au-local-government-industry-award-2020-d6811bf5a8.webp",{"slug":1122,"local_slug":1122,"title":1123,"description":1124,"view_count":1125,"audience":1050,"category":1051,"source":1052,"hero_image":1126,"hero_image_alt":1123},"cba-au-educational-services-schools-general-staff-award-2020","Schools General Staff Award 2020 — free pay & rights calculator | Expert Zoom","Calculate pay, redundancy, annual leave and superannuation under the Educational Services (Schools) General Staff Award 2020 (MA000076).",7,"https:\u002F\u002Fpub-bdebbd2dad294475a2da0eb657815b6b.r2.dev\u002Ftools\u002Fcba-au-educational-services-schools-general-staff-award-2020-97c7e5df90.webp",{"slug":1128,"local_slug":1128,"title":1129,"description":1130,"view_count":1125,"audience":1050,"category":1051,"source":1052,"hero_image":1131,"hero_image_alt":1129},"cba-au-health-professionals-support-services-award-2020","Health Professionals Award 2020 — free pay & entitlements calculator 2026 | Expert Zoom","Calculate your health industry pay, redundancy, annual leave and superannuation under the Health Professionals and Support Services Award 2020. Updated for 2025-26 Australian rates — free, no signup.","https:\u002F\u002Fpub-bdebbd2dad294475a2da0eb657815b6b.r2.dev\u002Ftools\u002Fcba-au-health-professionals-support-services-award-2020-532e43b2fc.webp",{"id":1133,"slug":1134,"title":1135,"excerpt":1136,"contentMd":1137,"heroImage":1138,"heroImageAlt":1139,"heroImageCredit":1140,"audioUrl":1140,"audioGeneratedAt":1140,"readingTimeMin":1082,"featured":1141,"status":1142,"lang":1143,"countryCode":1144,"languageCode":1145,"categoryId":1146,"metaTitle":1147,"metaDescription":1148,"keyword":1149,"seoApiPageId":1150,"seoApiTenantId":1151,"contentType":1140,"wordCount":1152,"internalImages":1153,"frontmatter":1154,"viewCount":1157,"internalLinksCount":1158,"expertId":1159,"folderId":1140,"folderPosition":1140,"gscVerdict":1160,"gscCoverage":1161,"gscLastCrawl":1162,"gscCheckedAt":1163,"gscIndexingState":1140,"gscRobotsTxtState":1140,"gscPageFetchState":1140,"gscGoogleCanonical":1140,"gscCrawledAs":1140,"cwvLcp":1164,"cwvLcpRating":1165,"cwvFcp":1166,"cwvFcpRating":1165,"cwvCls":1158,"cwvClsRating":1167,"cwvAuditedAt":1168,"publishedAt":1169,"createdAt":1170,"updatedAt":1171,"category":1172,"expert":1173,"folder":1140,"folderArticles":1179,"relatedTools":1180,"_renderedHtml":1181},"cmpqsix51006i11lbv403914f","fast-food-industry-award-pay-rates-entitlements-2026-australia","Fast Food Industry Award 2020 — Rights, Pay and Entitlements Explained (2026)","The Fast Food Industry Award 2020 (MA000003) is the federal Modern Award that sets the minimum pay rates, penalty rates, and employment conditions for workers in fast food restaurants and takeaway out","The Fast Food Industry Award 2020 (MA000003) is the federal Modern Award that sets the minimum pay rates, penalty rates, and employment conditions for workers in fast food restaurants and takeaway outlets across Australia. It covers approximately 210,000 employees — one of the largest award workforces in the country — working for outlets such as McDonald's, KFC, Domino's, Subway, and thousands of independent takeaway businesses. Negotiated under the Fair Work Act 2009, the Award is administered by the Fair Work Commission (FWC) and sets enforceable minimums that all covered employers must meet or exceed. Enterprise agreements at major chains must pass the Better Off Overall Test (BOOT) against this Award before they can be approved.\n\n## Pay Structure — Classification Levels and Hourly Rates\n\n\u003Cdiv data-tool=\"cba-au-fast-food-industry-award-2020\">\u003C\u002Fdiv>\n\nThe Fast Food Industry Award 2020 classifies employees into three levels based on duties and responsibilities. The following rates apply for the 2025-26 financial year (effective from 1 July 2025):\n\n| Classification | Weekly Rate | Hourly Rate |\n|---|---|---|\n| Level 1 | AUD $1,008.90 | AUD $26.55 |\n| Level 2 | AUD $1,068.40 | AUD $28.12 |\n| Level 3 (supervising 1 or fewer) | AUD $1,084.90 | AUD $28.55 |\n| Level 3 (supervising 2 or more) | AUD $1,098.20 | AUD $28.90 |\n\nStandard full-time hours under the Award are 38 per week, with a maximum of 38 ordinary hours plus reasonable additional hours.\n\n**Level 1** covers the majority of fast food workers: food preparation, taking orders, cooking, serving customers, food delivery, and cleaning. This level also encompasses team members being trained.\n\n**Level 2** applies to employees who hold supervisory responsibility for other workers, or who exercise a trade or equivalent skill in their role.\n\n**Level 3** covers appointed shop or outlet managers. The rate depends on how many staff the manager is directly supervising during their shift.\n\n## Junior Rates (Under-21)\n\nThe Award recognises age-based junior rates as a percentage of the adult Level 1 rate. Given the very high proportion of young workers in fast food, these rates affect a significant portion of the workforce:\n\n| Age | % of Adult Rate | Hourly Rate (2025-26) |\n|---|---|---|\n| Under 16 | 40% | AUD $10.62 |\n| 16 years | 50% | AUD $13.28 |\n| 17 years | 60% | AUD $15.93 |\n| 18 years | 70% | AUD $18.59 |\n| 19 years | 80% | AUD $21.24 |\n| 20 years | 90% | AUD $23.90 |\n| 21 years and over | 100% | AUD $26.55 |\n\nJunior rates apply to ordinary time. They do not reduce penalty rates, which are calculated as a percentage of the applicable junior hourly rate. The Fair Work Ombudsman (FWO) conducts regular audits of fast food chains to enforce correct payment of junior rates.\n\n## Working Hours, Overtime and Penalty Rates\n\n**Casual loading (25%):** Casual employees receive an additional 25% loading on top of the base rate under National Employment Standards (NES) s.67B (effective 26 August 2022). This compensates for the lack of paid leave entitlements.\n\n**Penalty rates for full-time and part-time employees:**\n\n| Shift | Penalty Rate |\n|---|---|\n| Monday–Friday, 10 pm–midnight | 110% |\n| Monday–Friday, midnight–6 am | 115% |\n| Saturday | 125% |\n| Sunday (Level 1) | 125% |\n| Sunday (Level 2 and 3) | 150% |\n| Public holidays | 225% |\n\n**Penalty rates for casual employees** (25% loading already included in listed rate):\n\n| Shift | Casual Rate |\n|---|---|\n| Monday–Friday, 10 pm–midnight | 135% |\n| Monday–Friday, midnight–6 am | 140% |\n| Saturday | 150% |\n| Sunday (Level 1) | 150% |\n| Sunday (Level 2–3) | 175% |\n| Public holidays | 250% |\n\n**Overtime rates for full-time and part-time employees:**\n\n| Overtime period | Rate |\n|---|---|\n| Monday–Saturday, first 2 hours | 150% |\n| Monday–Saturday, after 2 hours | 200% |\n| Sunday overtime | 200% |\n| Public holiday overtime | 250% |\n\nNote that Sunday penalty rates differ depending on classification level — a notable feature of the Fast Food Industry Award that distinguishes it from some other service-sector awards.\n\n## Annual Leave\n\nUnder Fair Work Act 2009 s.87 (NES), all full-time fast food workers are entitled to **four weeks (20 days) of paid annual leave** per year. Part-time employees accrue leave on a pro-rata basis proportional to their contracted hours. Casual employees do not receive paid annual leave — the 25% casual loading is designed to compensate for this.\n\n**Annual leave loading:** The Fast Food Industry Award 2020 provides for annual leave loading of **17.5% of the employee's minimum hourly rate** for all ordinary hours of the leave period, or the applicable weekend penalty rate — whichever is greater. For many fast food workers whose rosters include regular weekend shifts, the penalty-based calculation may yield a higher leave loading amount.\n\n**Accrual rate:** Annual leave accrues continuously throughout employment at a rate of approximately 1.538 hours per week (for full-time workers on 38-hour weeks), or 2.923 hours per fortnight.\n\n**Cashing out:** Under the Award, employees may cash out up to two weeks of annual leave in any 12-month period, provided at least four weeks of accrued leave remains after cashing out. This requires a genuine written agreement.\n\n**Excessive accrual:** Where accrued annual leave exceeds eight weeks, the employer may direct the employee to take leave (with minimum notice), or the employee may request to take their excess leave.\n\n## Notice Period\n\nThe Fast Food Industry Award 2020 does not provide notice periods beyond the NES minimum. Accordingly, the following statutory notice periods apply under Fair Work Act 2009 s.117:\n\n| Years of continuous service | Minimum notice (employer) |\n|---|---|\n| Less than 1 year | 1 week |\n| 1–3 years | 2 weeks |\n| 3–5 years | 3 weeks |\n| 5 years or more | 4 weeks |\n\n**Supplement for older workers:** Employees aged 45 or over with at least two years of continuous service are entitled to one additional week of notice on top of the above scale.\n\n**Payment in lieu:** An employer may choose to pay the employee for the notice period rather than require them to work it. This payment must be calculated at the employee's base rate plus any award entitlements that would have applied during that period.\n\n**Employee resignation:** The NES minimum notice scale also applies when an employee resigns, though enterprise agreements or individual contracts may specify a different notice period for resignation. Always check your employment contract.\n\n## Redundancy Pay\n\nRedundancy pay under the Fast Food Industry Award 2020 follows the NES genuine redundancy scale set out in Fair Work Act 2009 Schedule 4. The Award does not provide any enhancement above the NES minimum:\n\n| Years of continuous service | Weeks of redundancy pay |\n|---|---|\n| 1 year | 4 weeks |\n| 2 years | 6 weeks |\n| 3 years | 7 weeks |\n| 4 years | 8 weeks |\n| 5 years | 10 weeks |\n| 6 years | 11 weeks |\n| 7 years | 13 weeks |\n| 8 years | 14 weeks |\n| 9 years | 16 weeks |\n| 10 years or more | 12 weeks (capped) |\n\n**Important:** Casual employees are not entitled to redundancy pay because they do not have a guaranteed pattern of ongoing work.\n\n**Small business exemption:** Employers with fewer than 15 employees are exempt from the NES redundancy pay obligation. If you work for a small independent fast food outlet with fewer than 15 staff, you may not receive redundancy pay on dismissal.\n\n**Tax treatment:** Genuine redundancy payments are treated as Eligible Termination Payments (ETPs) and receive concessional tax treatment. The tax-free component in 2025-26 is AUD $12,524 plus AUD $6,264 per completed year of service. Amounts above this threshold are taxed at a concessional rate.\n\nIf your employer offers a redeployment to another position within the same company or a related entity, this may affect your entitlement to genuine redundancy pay. Contact the Fair Work Ombudsman (FWO) on 1300 724 690 if you are unsure.\n\n## Superannuation\n\nFrom 1 July 2025, Australian employers must pay a **Superannuation Guarantee (SG) rate of 12%** of ordinary time earnings into your chosen superannuation fund under the Superannuation Guarantee (Administration) Act 1992. The Fast Food Industry Award 2020 does not provide any additional super contribution above this statutory minimum.\n\nOrdinary time earnings for super purposes includes your base rate plus allowances paid on a regular basis, but does not include overtime payments.\n\nUnder Fair Work Act 2009 s.149A, employees covered by the Award are entitled to choose their own super fund. If you have not nominated a fund, your employer must pay into your stapled super account (a super fund linked to you from previous employment) or, if none exists, a default fund nominated in their enterprise agreement or award.\n\n**Contributions cap:** The concessional contributions cap for 2025-26 is AUD $30,000 per year, which includes both employer SG contributions and any salary-sacrificed amounts. Contributions above this cap are taxed at your marginal rate.\n\n## State and Territory Variations\n\nThe Fast Food Industry Award 2020 is a federal Modern Award and applies the same pay rates across all Australian states and territories. However, several entitlements vary by jurisdiction:\n\n**Long service leave** entitlements are set by state and territory legislation, not the Fair Work Act. Qualifying periods and payment amounts differ significantly:\n\n| State\u002FTerritory | Qualifying period | Entitlement | Legislation |\n|---|---|---|---|\n| New South Wales | 10 years | 2 months (8.667 weeks) | Long Service Leave Act 1955 |\n| Victoria | 7 years | 6.067 weeks | Long Service Leave Act 2018 |\n| Queensland | 10 years | 8.667 weeks | Industrial Relations Act 2016 s.94 |\n| South Australia | 10 years | 13 weeks | Long Service Leave Act 1987 |\n| Western Australia | 10 years | 8.667 weeks | Long Service Leave Act 1958 |\n| Tasmania | 10 years | 8.667 weeks | Long Service Leave Act 1976 |\n| Australian Capital Territory | 10 years | 6.067 weeks | Long Service Leave Act 1976 |\n| Northern Territory | 10 years | 13 weeks | Long Service Leave Act 1981 |\n\nUse the Long Service Leave tab in the calculator above to estimate your entitlement based on your state and years of service.\n\n**Public holidays:** The following are federal public holidays and apply nationwide: New Year's Day, Australia Day, Good Friday, Easter Saturday, Easter Monday, ANZAC Day, King's Birthday (date varies by state), Christmas Day, and Boxing Day. State-specific public holidays include Melbourne Cup Day (VIC), EKKA Show Day (QLD), Adelaide Cup Day (SA), Foundation Day\u002FWestern Australia Day (WA), Eight Hours Day (TAS), and Family & Community Day (ACT).\n\n**Workers compensation:** Each state and territory operates its own workers compensation scheme (e.g. icare in NSW, WorkSafe Victoria, WorkCover Queensland). Premiums, entitlements, and claims processes differ significantly. If you are injured at work, contact your state workers compensation authority.\n\n## Your Rights at Work\n\n**Unfair dismissal:** If you have been employed for at least six months (12 months for small business employers), you can apply to the Fair Work Commission for an unfair dismissal remedy under Fair Work Act 2009 s.382. Applications must be made within 21 days of your dismissal taking effect.\n\n**General protections:** Fair Work Act 2009 Part 3-1 prohibits adverse action against employees for exercising a workplace right — for example, making a complaint, taking leave, or engaging in union activity. These protections apply from day one of employment and do not require a qualifying period.\n\n**Right of entry:** Union officials from the United Workers Union (UWU) or SDA hold permit rights to enter your workplace to investigate potential Award breaches or to consult with union members, subject to notice requirements under Fair Work Act 2009 Part 3-4.\n\n**Wage theft:** Underpayment of minimum Award rates is unlawful. Several major fast food chains have faced significant penalties from the Fair Work Ombudsman following wage theft investigations. If you believe you are being underpaid, you can lodge an anonymous complaint with the FWO online or call 13 13 94.\n\n**Workplace health and safety:** All workers are protected under the Work Health and Safety Act 2011 (Cth) or applicable state WHS legislation. You have the right to refuse unsafe work without penalty.\n\n---\n\n*This article is for general information purposes only and does not constitute legal advice. For questions about your specific employment situation, contact your union (United Workers Union or SDA), the Fair Work Ombudsman (1300 724 690), or a qualified employment lawyer.*\n","https:\u002F\u002Fpub-bdebbd2dad294475a2da0eb657815b6b.r2.dev\u002Fhero\u002F89fa471c3c40-196b87.webp","Australian fast food worker checks their award entitlements, fast food sector 2026",null,false,"PUBLISHED","en-AU","au","en","cmkzhdox400036svtxf9pwxzh","Fast Food Industry Award Pay Rates 2026 | Expert Zoom","Check your pay rates, casual loading, penalty rates and leave entitlements under the Fast Food Industry Award 2020. Updated for 2025-26 Australian rates.","fast food industry award pay rates entitlements 2026 Australia","89fa471c3c40","9cc87197-5408-43dc-9de5-d740868a64f4",2112,[],{"draft":1155,"excerpt":1072,"featured":1141,"metaTitle":1147,"countryCode":1144,"categorySlug":1051,"languageCode":1145,"relatedTools":1156,"readingTimeMin":1082,"metaDescription":1148},true,[1106],569,0,"5270ade3-25dc-40a9-9234-077c07f74988","PASS","Submitted and indexed","2026-06-23T03:49:26.000Z","2026-06-28T11:41:30.378Z",4.54,"poor",3.62,"good","2026-07-24T13:49:19.556Z","2026-05-29T10:40:01.092Z","2026-05-29T10:40:01.093Z","2026-07-24T17:18:24.179Z",{"id":1146,"name":676,"slug":678,"parentId":1140},{"id":1159,"first_name":1174,"name":1175,"slug":1176,"specialty":1177,"picture":1178},"Emie","Wang","emie-wang","Legal Advisor","lawyers\u002Fbbb4942df1bb4ee100f523558adff27e1",[],[1106],"\u003Cp>The Fast Food Industry Award 2020 (MA000003) is the federal Modern Award that sets the minimum pay rates, penalty rates, and employment conditions for workers in fast food restaurants and takeaway outlets across Australia. It covers approximately 210,000 employees — one of the largest award workforces in the country — working for outlets such as McDonald's, KFC, Domino's, Subway, and thousands of independent takeaway businesses. Negotiated under the Fair Work Act 2009, the Award is administered by the Fair Work Commission (FWC) and sets enforceable minimums that all covered employers must meet or exceed. Enterprise agreements at major chains must pass the Better Off Overall Test (BOOT) against this Award before they can be approved.\u003C\u002Fp>\n\u003Ch2 id=\"pay-structure-classification-levels-and-hourly-rates\">Pay Structure — Classification Levels and Hourly Rates\u003C\u002Fh2>\n\u003Cdiv data-tool=\"cba-au-fast-food-industry-award-2020\">\u003C\u002Fdiv>\n\n\u003Cp>The Fast Food Industry Award 2020 classifies employees into three levels based on duties and responsibilities. The following rates apply for the 2025-26 financial year (effective from 1 July 2025):\u003C\u002Fp>\n\u003Ctable>\n\u003Cthead>\n\u003Ctr>\n\u003Cth>Classification\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\u003C\u002Ftd>\n\u003Ctd>AUD $1,008.90\u003C\u002Ftd>\n\u003Ctd>AUD $26.55\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003Ctr>\n\u003Ctd>Level 2\u003C\u002Ftd>\n\u003Ctd>AUD $1,068.40\u003C\u002Ftd>\n\u003Ctd>AUD $28.12\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003Ctr>\n\u003Ctd>Level 3 (supervising 1 or fewer)\u003C\u002Ftd>\n\u003Ctd>AUD $1,084.90\u003C\u002Ftd>\n\u003Ctd>AUD $28.55\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003Ctr>\n\u003Ctd>Level 3 (supervising 2 or more)\u003C\u002Ftd>\n\u003Ctd>AUD $1,098.20\u003C\u002Ftd>\n\u003Ctd>AUD $28.90\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003C\u002Ftbody>\u003C\u002Ftable>\n\u003Cp>Standard full-time hours under the Award are 38 per week, with a maximum of 38 ordinary hours plus reasonable additional hours.\u003C\u002Fp>\n\u003Cp>\u003Cstrong>Level 1\u003C\u002Fstrong> covers the majority of fast food workers: food preparation, taking orders, cooking, serving customers, food delivery, and cleaning. This level also encompasses team members being trained.\u003C\u002Fp>\n\u003Cp>\u003Cstrong>Level 2\u003C\u002Fstrong> applies to employees who hold supervisory responsibility for other workers, or who exercise a trade or equivalent skill in their role.\u003C\u002Fp>\n\u003Cp>\u003Cstrong>Level 3\u003C\u002Fstrong> covers appointed shop or outlet managers. The rate depends on how many staff the manager is directly supervising during their shift.\u003C\u002Fp>\n\u003Ch2 id=\"junior-rates-under-21\">Junior Rates (Under-21)\u003C\u002Fh2>\n\u003Cp>The Award recognises age-based junior rates as a percentage of the adult Level 1 rate. Given the very high proportion of young workers in fast food, these rates affect a significant portion of the workforce:\u003C\u002Fp>\n\u003Ctable>\n\u003Cthead>\n\u003Ctr>\n\u003Cth>Age\u003C\u002Fth>\n\u003Cth>% of Adult Rate\u003C\u002Fth>\n\u003Cth>Hourly Rate (2025-26)\u003C\u002Fth>\n\u003C\u002Ftr>\n\u003C\u002Fthead>\n\u003Ctbody>\u003Ctr>\n\u003Ctd>Under 16\u003C\u002Ftd>\n\u003Ctd>40%\u003C\u002Ftd>\n\u003Ctd>AUD $10.62\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003Ctr>\n\u003Ctd>16 years\u003C\u002Ftd>\n\u003Ctd>50%\u003C\u002Ftd>\n\u003Ctd>AUD $13.28\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003Ctr>\n\u003Ctd>17 years\u003C\u002Ftd>\n\u003Ctd>60%\u003C\u002Ftd>\n\u003Ctd>AUD $15.93\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003Ctr>\n\u003Ctd>18 years\u003C\u002Ftd>\n\u003Ctd>70%\u003C\u002Ftd>\n\u003Ctd>AUD $18.59\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003Ctr>\n\u003Ctd>19 years\u003C\u002Ftd>\n\u003Ctd>80%\u003C\u002Ftd>\n\u003Ctd>AUD $21.24\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003Ctr>\n\u003Ctd>20 years\u003C\u002Ftd>\n\u003Ctd>90%\u003C\u002Ftd>\n\u003Ctd>AUD $23.90\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003Ctr>\n\u003Ctd>21 years and over\u003C\u002Ftd>\n\u003Ctd>100%\u003C\u002Ftd>\n\u003Ctd>AUD $26.55\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003C\u002Ftbody>\u003C\u002Ftable>\n\u003Cp>Junior rates apply to ordinary time. They do not reduce penalty rates, which are calculated as a percentage of the applicable junior hourly rate. The Fair Work Ombudsman (FWO) conducts regular audits of fast food chains to enforce correct payment of junior rates.\u003C\u002Fp>\n\u003Ch2 id=\"working-hours-overtime-and-penalty-rates\">Working Hours, Overtime and Penalty Rates\u003C\u002Fh2>\n\u003Cp>\u003Cstrong>Casual loading (25%):\u003C\u002Fstrong> Casual employees receive an additional 25% loading on top of the base rate under National Employment Standards (NES) s.67B (effective 26 August 2022). This compensates for the lack of paid leave entitlements.\u003C\u002Fp>\n\u003Cp>\u003Cstrong>Penalty rates for full-time and part-time employees:\u003C\u002Fstrong>\u003C\u002Fp>\n\u003Ctable>\n\u003Cthead>\n\u003Ctr>\n\u003Cth>Shift\u003C\u002Fth>\n\u003Cth>Penalty Rate\u003C\u002Fth>\n\u003C\u002Ftr>\n\u003C\u002Fthead>\n\u003Ctbody>\u003Ctr>\n\u003Ctd>Monday–Friday, 10 pm–midnight\u003C\u002Ftd>\n\u003Ctd>110%\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003Ctr>\n\u003Ctd>Monday–Friday, midnight–6 am\u003C\u002Ftd>\n\u003Ctd>115%\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003Ctr>\n\u003Ctd>Saturday\u003C\u002Ftd>\n\u003Ctd>125%\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003Ctr>\n\u003Ctd>Sunday (Level 1)\u003C\u002Ftd>\n\u003Ctd>125%\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003Ctr>\n\u003Ctd>Sunday (Level 2 and 3)\u003C\u002Ftd>\n\u003Ctd>150%\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003Ctr>\n\u003Ctd>Public holidays\u003C\u002Ftd>\n\u003Ctd>225%\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003C\u002Ftbody>\u003C\u002Ftable>\n\u003Cp>\u003Cstrong>Penalty rates for casual employees\u003C\u002Fstrong> (25% loading already included in listed rate):\u003C\u002Fp>\n\u003Ctable>\n\u003Cthead>\n\u003Ctr>\n\u003Cth>Shift\u003C\u002Fth>\n\u003Cth>Casual Rate\u003C\u002Fth>\n\u003C\u002Ftr>\n\u003C\u002Fthead>\n\u003Ctbody>\u003Ctr>\n\u003Ctd>Monday–Friday, 10 pm–midnight\u003C\u002Ftd>\n\u003Ctd>135%\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003Ctr>\n\u003Ctd>Monday–Friday, midnight–6 am\u003C\u002Ftd>\n\u003Ctd>140%\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003Ctr>\n\u003Ctd>Saturday\u003C\u002Ftd>\n\u003Ctd>150%\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003Ctr>\n\u003Ctd>Sunday (Level 1)\u003C\u002Ftd>\n\u003Ctd>150%\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003Ctr>\n\u003Ctd>Sunday (Level 2–3)\u003C\u002Ftd>\n\u003Ctd>175%\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003Ctr>\n\u003Ctd>Public holidays\u003C\u002Ftd>\n\u003Ctd>250%\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003C\u002Ftbody>\u003C\u002Ftable>\n\u003Cp>\u003Cstrong>Overtime rates for full-time and part-time employees:\u003C\u002Fstrong>\u003C\u002Fp>\n\u003Ctable>\n\u003Cthead>\n\u003Ctr>\n\u003Cth>Overtime period\u003C\u002Fth>\n\u003Cth>Rate\u003C\u002Fth>\n\u003C\u002Ftr>\n\u003C\u002Fthead>\n\u003Ctbody>\u003Ctr>\n\u003Ctd>Monday–Saturday, first 2 hours\u003C\u002Ftd>\n\u003Ctd>150%\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003Ctr>\n\u003Ctd>Monday–Saturday, after 2 hours\u003C\u002Ftd>\n\u003Ctd>200%\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003Ctr>\n\u003Ctd>Sunday overtime\u003C\u002Ftd>\n\u003Ctd>200%\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003Ctr>\n\u003Ctd>Public holiday overtime\u003C\u002Ftd>\n\u003Ctd>250%\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003C\u002Ftbody>\u003C\u002Ftable>\n\u003Cp>Note that Sunday penalty rates differ depending on classification level — a notable feature of the Fast Food Industry Award that distinguishes it from some other service-sector awards.\u003C\u002Fp>\n\u003Ch2 id=\"annual-leave\">Annual Leave\u003C\u002Fh2>\n\u003Cp>Under Fair Work Act 2009 s.87 (NES), all full-time fast food workers are entitled to \u003Cstrong>four weeks (20 days) of paid annual leave\u003C\u002Fstrong> per year. Part-time employees accrue leave on a pro-rata basis proportional to their contracted hours. Casual employees do not receive paid annual leave — the 25% casual loading is designed to compensate for this.\u003C\u002Fp>\n\u003Cp>\u003Cstrong>Annual leave loading:\u003C\u002Fstrong> The Fast Food Industry Award 2020 provides for annual leave loading of \u003Cstrong>17.5% of the employee's minimum hourly rate\u003C\u002Fstrong> for all ordinary hours of the leave period, or the applicable weekend penalty rate — whichever is greater. For many fast food workers whose rosters include regular weekend shifts, the penalty-based calculation may yield a higher leave loading amount.\u003C\u002Fp>\n\u003Cp>\u003Cstrong>Accrual rate:\u003C\u002Fstrong> Annual leave accrues continuously throughout employment at a rate of approximately 1.538 hours per week (for full-time workers on 38-hour weeks), or 2.923 hours per fortnight.\u003C\u002Fp>\n\u003Cp>\u003Cstrong>Cashing out:\u003C\u002Fstrong> Under the Award, employees may cash out up to two weeks of annual leave in any 12-month period, provided at least four weeks of accrued leave remains after cashing out. This requires a genuine written agreement.\u003C\u002Fp>\n\u003Cp>\u003Cstrong>Excessive accrual:\u003C\u002Fstrong> Where accrued annual leave exceeds eight weeks, the employer may direct the employee to take leave (with minimum notice), or the employee may request to take their excess leave.\u003C\u002Fp>\n\u003Ch2 id=\"notice-period\">Notice Period\u003C\u002Fh2>\n\u003Cp>The Fast Food Industry Award 2020 does not provide notice periods beyond the NES minimum. Accordingly, the following statutory notice periods apply under Fair Work Act 2009 s.117:\u003C\u002Fp>\n\u003Ctable>\n\u003Cthead>\n\u003Ctr>\n\u003Cth>Years of continuous service\u003C\u002Fth>\n\u003Cth>Minimum notice (employer)\u003C\u002Fth>\n\u003C\u002Ftr>\n\u003C\u002Fthead>\n\u003Ctbody>\u003Ctr>\n\u003Ctd>Less than 1 year\u003C\u002Ftd>\n\u003Ctd>1 week\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003Ctr>\n\u003Ctd>1–3 years\u003C\u002Ftd>\n\u003Ctd>2 weeks\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003Ctr>\n\u003Ctd>3–5 years\u003C\u002Ftd>\n\u003Ctd>3 weeks\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003Ctr>\n\u003Ctd>5 years or more\u003C\u002Ftd>\n\u003Ctd>4 weeks\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003C\u002Ftbody>\u003C\u002Ftable>\n\u003Cp>\u003Cstrong>Supplement for older workers:\u003C\u002Fstrong> Employees aged 45 or over with at least two years of continuous service are entitled to one additional week of notice on top of the above scale.\u003C\u002Fp>\n\u003Cp>\u003Cstrong>Payment in lieu:\u003C\u002Fstrong> An employer may choose to pay the employee for the notice period rather than require them to work it. This payment must be calculated at the employee's base rate plus any award entitlements that would have applied during that period.\u003C\u002Fp>\n\u003Cp>\u003Cstrong>Employee resignation:\u003C\u002Fstrong> The NES minimum notice scale also applies when an employee resigns, though enterprise agreements or individual contracts may specify a different notice period for resignation. Always check your employment contract.\u003C\u002Fp>\n\u003Ch2 id=\"redundancy-pay\">Redundancy Pay\u003C\u002Fh2>\n\u003Cp>Redundancy pay under the Fast Food Industry Award 2020 follows the NES genuine redundancy scale set out in Fair Work Act 2009 Schedule 4. The Award does not provide any enhancement above the NES minimum:\u003C\u002Fp>\n\u003Ctable>\n\u003Cthead>\n\u003Ctr>\n\u003Cth>Years of continuous service\u003C\u002Fth>\n\u003Cth>Weeks of redundancy pay\u003C\u002Fth>\n\u003C\u002Ftr>\n\u003C\u002Fthead>\n\u003Ctbody>\u003Ctr>\n\u003Ctd>1 year\u003C\u002Ftd>\n\u003Ctd>4 weeks\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003Ctr>\n\u003Ctd>2 years\u003C\u002Ftd>\n\u003Ctd>6 weeks\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003Ctr>\n\u003Ctd>3 years\u003C\u002Ftd>\n\u003Ctd>7 weeks\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003Ctr>\n\u003Ctd>4 years\u003C\u002Ftd>\n\u003Ctd>8 weeks\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003Ctr>\n\u003Ctd>5 years\u003C\u002Ftd>\n\u003Ctd>10 weeks\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003Ctr>\n\u003Ctd>6 years\u003C\u002Ftd>\n\u003Ctd>11 weeks\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003Ctr>\n\u003Ctd>7 years\u003C\u002Ftd>\n\u003Ctd>13 weeks\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003Ctr>\n\u003Ctd>8 years\u003C\u002Ftd>\n\u003Ctd>14 weeks\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003Ctr>\n\u003Ctd>9 years\u003C\u002Ftd>\n\u003Ctd>16 weeks\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003Ctr>\n\u003Ctd>10 years or more\u003C\u002Ftd>\n\u003Ctd>12 weeks (capped)\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003C\u002Ftbody>\u003C\u002Ftable>\n\u003Cp>\u003Cstrong>Important:\u003C\u002Fstrong> Casual employees are not entitled to redundancy pay because they do not have a guaranteed pattern of ongoing work.\u003C\u002Fp>\n\u003Cp>\u003Cstrong>Small business exemption:\u003C\u002Fstrong> Employers with fewer than 15 employees are exempt from the NES redundancy pay obligation. If you work for a small independent fast food outlet with fewer than 15 staff, you may not receive redundancy pay on dismissal.\u003C\u002Fp>\n\u003Cp>\u003Cstrong>Tax treatment:\u003C\u002Fstrong> Genuine redundancy payments are treated as Eligible Termination Payments (ETPs) and receive concessional tax treatment. The tax-free component in 2025-26 is AUD $12,524 plus AUD $6,264 per completed year of service. Amounts above this threshold are taxed at a concessional rate.\u003C\u002Fp>\n\u003Cp>If your employer offers a redeployment to another position within the same company or a related entity, this may affect your entitlement to genuine redundancy pay. Contact the Fair Work Ombudsman (FWO) on 1300 724 690 if you are unsure.\u003C\u002Fp>\n\u003Ch2 id=\"superannuation\">Superannuation\u003C\u002Fh2>\n\u003Cp>From 1 July 2025, Australian employers must pay a \u003Cstrong>Superannuation Guarantee (SG) rate of 12%\u003C\u002Fstrong> of ordinary time earnings into your chosen superannuation fund under the Superannuation Guarantee (Administration) Act 1992. The Fast Food Industry Award 2020 does not provide any additional super contribution above this statutory minimum.\u003C\u002Fp>\n\u003Cp>Ordinary time earnings for super purposes includes your base rate plus allowances paid on a regular basis, but does not include overtime payments.\u003C\u002Fp>\n\u003Cp>Under Fair Work Act 2009 s.149A, employees covered by the Award are entitled to choose their own super fund. If you have not nominated a fund, your employer must pay into your stapled super account (a super fund linked to you from previous employment) or, if none exists, a default fund nominated in their enterprise agreement or award.\u003C\u002Fp>\n\u003Cp>\u003Cstrong>Contributions cap:\u003C\u002Fstrong> The concessional contributions cap for 2025-26 is AUD $30,000 per year, which includes both employer SG contributions and any salary-sacrificed amounts. Contributions above this cap are taxed at your marginal rate.\u003C\u002Fp>\n\u003Ch2 id=\"state-and-territory-variations\">State and Territory Variations\u003C\u002Fh2>\n\u003Cp>The Fast Food Industry Award 2020 is a federal Modern Award and applies the same pay rates across all Australian states and territories. However, several entitlements vary by jurisdiction:\u003C\u002Fp>\n\u003Cp>\u003Cstrong>Long service leave\u003C\u002Fstrong> entitlements are set by state and territory legislation, not the Fair Work Act. Qualifying periods and payment amounts differ significantly:\u003C\u002Fp>\n\u003Ctable>\n\u003Cthead>\n\u003Ctr>\n\u003Cth>State\u002FTerritory\u003C\u002Fth>\n\u003Cth>Qualifying period\u003C\u002Fth>\n\u003Cth>Entitlement\u003C\u002Fth>\n\u003Cth>Legislation\u003C\u002Fth>\n\u003C\u002Ftr>\n\u003C\u002Fthead>\n\u003Ctbody>\u003Ctr>\n\u003Ctd>New South Wales\u003C\u002Ftd>\n\u003Ctd>10 years\u003C\u002Ftd>\n\u003Ctd>2 months (8.667 weeks)\u003C\u002Ftd>\n\u003Ctd>Long Service Leave Act 1955\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003Ctr>\n\u003Ctd>Victoria\u003C\u002Ftd>\n\u003Ctd>7 years\u003C\u002Ftd>\n\u003Ctd>6.067 weeks\u003C\u002Ftd>\n\u003Ctd>Long Service Leave Act 2018\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003Ctr>\n\u003Ctd>Queensland\u003C\u002Ftd>\n\u003Ctd>10 years\u003C\u002Ftd>\n\u003Ctd>8.667 weeks\u003C\u002Ftd>\n\u003Ctd>Industrial Relations Act 2016 s.94\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003Ctr>\n\u003Ctd>South Australia\u003C\u002Ftd>\n\u003Ctd>10 years\u003C\u002Ftd>\n\u003Ctd>13 weeks\u003C\u002Ftd>\n\u003Ctd>Long Service Leave Act 1987\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003Ctr>\n\u003Ctd>Western Australia\u003C\u002Ftd>\n\u003Ctd>10 years\u003C\u002Ftd>\n\u003Ctd>8.667 weeks\u003C\u002Ftd>\n\u003Ctd>Long Service Leave Act 1958\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003Ctr>\n\u003Ctd>Tasmania\u003C\u002Ftd>\n\u003Ctd>10 years\u003C\u002Ftd>\n\u003Ctd>8.667 weeks\u003C\u002Ftd>\n\u003Ctd>Long Service Leave Act 1976\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003Ctr>\n\u003Ctd>Australian Capital Territory\u003C\u002Ftd>\n\u003Ctd>10 years\u003C\u002Ftd>\n\u003Ctd>6.067 weeks\u003C\u002Ftd>\n\u003Ctd>Long Service Leave Act 1976\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003Ctr>\n\u003Ctd>Northern Territory\u003C\u002Ftd>\n\u003Ctd>10 years\u003C\u002Ftd>\n\u003Ctd>13 weeks\u003C\u002Ftd>\n\u003Ctd>Long Service Leave Act 1981\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003C\u002Ftbody>\u003C\u002Ftable>\n\u003Cp>Use the Long Service Leave tab in the calculator above to estimate your entitlement based on your state and years of service.\u003C\u002Fp>\n\u003Cp>\u003Cstrong>Public holidays:\u003C\u002Fstrong> The following are federal public holidays and apply nationwide: New Year's Day, Australia Day, Good Friday, Easter Saturday, Easter Monday, ANZAC Day, King's Birthday (date varies by state), Christmas Day, and Boxing Day. State-specific public holidays include Melbourne Cup Day (VIC), EKKA Show Day (QLD), Adelaide Cup Day (SA), Foundation Day\u002FWestern Australia Day (WA), Eight Hours Day (TAS), and Family & Community Day (ACT).\u003C\u002Fp>\n\u003Cp>\u003Cstrong>Workers compensation:\u003C\u002Fstrong> Each state and territory operates its own workers compensation scheme (e.g. icare in NSW, WorkSafe Victoria, WorkCover Queensland). Premiums, entitlements, and claims processes differ significantly. If you are injured at work, contact your state workers compensation authority.\u003C\u002Fp>\n\u003Ch2 id=\"your-rights-at-work\">Your Rights at Work\u003C\u002Fh2>\n\u003Cp>\u003Cstrong>Unfair dismissal:\u003C\u002Fstrong> If you have been employed for at least six months (12 months for small business employers), you can apply to the Fair Work Commission for an unfair dismissal remedy under Fair Work Act 2009 s.382. Applications must be made within 21 days of your dismissal taking effect.\u003C\u002Fp>\n\u003Cp>\u003Cstrong>General protections:\u003C\u002Fstrong> Fair Work Act 2009 Part 3-1 prohibits adverse action against employees for exercising a workplace right — for example, making a complaint, taking leave, or engaging in union activity. These protections apply from day one of employment and do not require a qualifying period.\u003C\u002Fp>\n\u003Cp>\u003Cstrong>Right of entry:\u003C\u002Fstrong> Union officials from the United Workers Union (UWU) or SDA hold permit rights to enter your workplace to investigate potential Award breaches or to consult with union members, subject to notice requirements under Fair Work Act 2009 Part 3-4.\u003C\u002Fp>\n\u003Cp>\u003Cstrong>Wage theft:\u003C\u002Fstrong> Underpayment of minimum Award rates is unlawful. Several major fast food chains have faced significant penalties from the Fair Work Ombudsman following wage theft investigations. If you believe you are being underpaid, you can lodge an anonymous complaint with the FWO online or call 13 13 94.\u003C\u002Fp>\n\u003Cp>\u003Cstrong>Workplace health and safety:\u003C\u002Fstrong> All workers are protected under the Work Health and Safety Act 2011 (Cth) or applicable state WHS legislation. You have the right to refuse unsafe work without penalty.\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 (United Workers Union or SDA), the Fair Work Ombudsman (1300 724 690), or a qualified employment lawyer.\u003C\u002Fem>\u003C\u002Fp>\n",[1183,1191,1198,1205,1212,1219,1226,1233,1240,1247,1254,1261,1268,1275,1282,1289,1296,1303,1310,1317,1324,1331,1338,1345,1352,1357,1364,1371,1378,1385,1390,1395,1400,1405,1410,1417,1424,1431,1438,1445,1452,1459,1466,1473,1478,1485,1492,1499,1506,1513,1520,1527,1534,1541,1548,1555,1562,1569,1576,1583,1590,1597,1604,1611,1618,1625,1632,1639,1646,1653,1660,1667,1675,1682,1689,1696,1703,1710,1717,1722,1729,1736,1743,1750,1757,1764,1771,1778,1785,1792,1799,1806,1813,1820,1827,1834,1841,1848,1855,1862,1869,1876,1883,1890,1897,1904,1911,1918,1925,1932,1939,1946,1953,1960,1967,1974,1981,1988,1995,2003,2010,2017,2024,2031,2038,2045,2052,2059,2066,2072,2079,2086,2093,2100,2107,2113,2120,2127,2134,2141,2148,2155,2162,2169,2176,2183,2190,2198,2205,2212,2219,2226,2234,2241,2248,2255,2262,2269,2276,2283,2290,2298,2305,2312,2319,2326,2333,2340,2348,2355,2362,2369,2375,2382,2389,2397,2404,2411,2418,2425,2432,2439,2446,2454,2461,2468,2475,2482,2489,2496,2503,2510,2515,2519,2526,2533,2539,2545,2551,2557],{"seo_content":1184,"id":1186,"name":1187,"slug":1188,"parentId":1189,"lang":1143,"_count":1190},[1185],{"page_slug":1140},"cmkzhjdpl00bfwf4fcjy5ywib","Orthopedic 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Sciences","biology-earth-sciences",{"experts":1158},{"seo_content":2476,"id":2478,"name":2479,"slug":2480,"parentId":2452,"lang":1143,"_count":2481},[2477],{"page_slug":1140},"cmkzhjhwn00lfwf4fhm0icn14","Physics-Chemistry","physics-chemistry",{"experts":1158},{"seo_content":2483,"id":2485,"name":2486,"slug":2487,"parentId":2452,"lang":1143,"_count":2488},[2484],{"page_slug":1140},"cmkzhji0t00lpwf4fglvzcdr8","Economics","economics",{"experts":1158},{"seo_content":2490,"id":2492,"name":2493,"slug":2494,"parentId":2452,"lang":1143,"_count":2495},[2491],{"page_slug":1140},"cmkzhjhxh00lhwf4f3l5j0a9y","French","french",{"experts":1158},{"seo_content":2497,"id":2499,"name":2500,"slug":2501,"parentId":2452,"lang":1143,"_count":2502},[2498],{"page_slug":1140},"cmkzhjhvt00ldwf4ffcds74a5","Mathematics","mathematics",{"experts":1158},{"seo_content":2504,"id":2452,"name":2506,"slug":2507,"parentId":1140,"lang":1143,"_count":2508},[2505],{"page_slug":1140},"Homework 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Work Act 2026: Three Changes That Rewrite Your Workplace Rights","Three changes to the Fair Work Act — the right to disconnect, a new casual conversion pathway, and limits on fixed-term contracts — are now fully operational across Australia in 2026. Together, they r","Three changes to the Fair Work Act — the right to disconnect, a new casual conversion pathway, and limits on fixed-term contracts — are now fully operational across Australia in 2026. Together, they represent the most significant rewrite of Australian workplace law since the Fair Work Act 2009 was first enacted. Whether you are a worker navigating an \"always-on\" workplace or an employer updating employment contracts, these provisions carry real legal weight. Civil penalties for breaches can reach $82,500 per contravention for corporations, and the Fair Work Commission (FWC) has already begun receiving hundreds of disputes under the new framework.\n\n\u003Cdiv class=\"stat-grid\">\n  \u003Cdiv class=\"stat-card\">\n    \u003Cdiv class=\"stat-value\">$82,500\u003C\u002Fdiv>\n    \u003Cdiv class=\"stat-label\">Max penalty per breach (corporations)\u003C\u002Fdiv>\n    \u003Cdiv class=\"stat-source\">Fair Work Act 2009, civil penalty provisions\u003C\u002Fdiv>\n  \u003C\u002Fdiv>\n  \u003Cdiv class=\"stat-card\">\n    \u003Cdiv class=\"stat-value\">2 years\u003C\u002Fdiv>\n    \u003Cdiv class=\"stat-label\">Fixed-term contract cap (maximum duration)\u003C\u002Fdiv>\n    \u003Cdiv class=\"stat-source\">Fair Work Act, s.333E, in force Dec 2023\u003C\u002Fdiv>\n  \u003C\u002Fdiv>\n  \u003Cdiv class=\"stat-card\">\n    \u003Cdiv class=\"stat-value\">12 months\u003C\u002Fdiv>\n    \u003Cdiv class=\"stat-label\">Qualifying period for casual conversion request\u003C\u002Fdiv>\n    \u003Cdiv class=\"stat-source\">Fair Work Act, s.66A, in force Aug 2024\u003C\u002Fdiv>\n  \u003C\u002Fdiv>\n\u003C\u002Fdiv>\n\n\n## The Right to Disconnect: What Changed on 26 August 2025\n\nThe right to disconnect came into force for large employers (those with 15 or more employees) on 26 August 2024. Small businesses gained the same obligation on 26 August 2025. Under sections 333M to 333Q of the Fair Work Act 2009, employees now have a protected right to refuse monitoring, reading, or responding to employer contact outside their ordinary working hours — provided that refusal is not unreasonable in the circumstances.\n\nThe law does not prohibit employers from making contact. It prohibits adverse action against an employee who refuses to engage with that contact. Adverse action includes dismissal, demotion, reducing hours, and any form of retaliation. An employee who is disciplined for ignoring a 10 pm email can bring a general protections claim before the FWC under the existing adverse action framework, now bolstered by the specific right to disconnect protections.\n\n**What counts as \"unreasonable refusal\" is context-dependent.** The FWC assesses each situation by weighing the reason for the contact, whether the employee is compensated for being available outside hours, the disruption to the employee's personal circumstances, and the nature of the role. A doctor on-call under a formal arrangement stands in a different position to an office worker who receives occasional after-hours emails from their manager.\n\n> \"The right to disconnect is not a blanket prohibition on out-of-hours contact — it is a protection against the expectation of an immediate response. Employers who rely on informal 'always-on' cultures now face real legal exposure if they take action against employees who exercise this right.\"\n> — Employment law perspective, consistent with Fair Work Commission guidance\n\n\n## Casual Conversion in 2026: A Worker-Initiated Right\n\n![Two professionals across a meeting table in a Melbourne law office, one signing a casual employment conversion letter, the other reviewing the employer agreement, natural daylight, decisive professional moment](https:\u002F\u002Fpub-bdebbd2dad294475a2da0eb657815b6b.r2.dev\u002Fhero\u002Fe6dc15e66fc1-inline-1-2d9523.webp)\n\nThe casual conversion framework underwent a fundamental shift with the Fair Work Legislation Amendment (Closing Loopholes) Act 2023. Under the pre-2024 regime, conversion was employer-driven: after 12 months, employers were obligated to offer conversion to eligible casuals. The new model, operational since 27 August 2024, places that power with the employee.\n\nAn employee who has worked as a casual for 12 months or more and whose employment pattern suggests a \"regular and systematic\" arrangement can now make a written conversion request directly to their employer under section 66A of the Fair Work Act. The employer must respond in writing within 21 days, either accepting or refusing on specified grounds.\n\nThe Fair Work Act recognises only narrow grounds for refusal:\n\n- The employee does not meet the definition of a \"regular casual employee\" (their pattern of work is genuinely irregular or ad hoc)\n- Accepting the request would result in a significant adjustment to the employer's operations\n- The position will cease to exist within 12 months\n- Hours and days would significantly reduce within 12 months\n- There are no comparable permanent positions available\n\nAn employer cannot simply refuse because they prefer the workforce flexibility that casual arrangements provide. Unjustified refusals expose employers to FWC proceedings and potential penalties. The [Fair Work Commission's approach to junior rates in 2026](https:\u002F\u002Fexpert-zoom.com\u002Fau\u002Fnews\u002Ffair-work-commission-junior-rates-2026-australia-young-workers) illustrates how the Commission continues to prioritise worker protections across employment classifications.\n\n**À retenir:** A casual employee with 12 months of regular rostered shifts has an enforceable right to request conversion. \"Regular and systematic\" does not require identical hours each week — a consistent pattern of shifts, even if varying in length, typically qualifies.\n\n\n## Fixed-Term Contract Limits: The Two-Year Cap and Its Exceptions\n\n![An Anglo-Australian man in business casual attire reviewing a fixed-term contract on a laptop at a modern Brisbane open-plan office, midday light, thoughtful expression](https:\u002F\u002Fpub-bdebbd2dad294475a2da0eb657815b6b.r2.dev\u002Fhero\u002Fe6dc15e66fc1-inline-2-2d9523.webp)\n\nFrom 6 December 2023, the Fair Work Act introduced hard limits on fixed-term contracts under sections 333E to 333J. The core rule is straightforward: a fixed-term contract cannot cover a period of more than two years in total, including any extensions or renewals. Employers also cannot engage the same employee on two or more consecutive fixed-term contracts for the same or substantially similar role if doing so would result in a total engagement exceeding two years.\n\nAnti-avoidance provisions close the obvious loopholes. An employer cannot structure an arrangement through a third-party labour hire company to circumvent the caps, nor can they use a short break between contracts to \"reset the clock\" if the intent is to keep the employee in an indefinite fixed-term engagement.\n\nThe following table summarises what is and is not permitted:\n\n| Scenario | Permitted? |\n|---|---|\n| Single fixed-term contract, 18 months | Yes |\n| Two consecutive contracts, 1 year each, same role | No (total exceeds 2 years) |\n| Fixed-term contract + extension totalling 2.5 years | No |\n| Fixed-term contract, then conversion to permanent | Yes |\n| Renewed contract after genuine restructure of role | Assessed case by case |\n| Contract for specific task with no fixed end date | Not a fixed-term contract; caps do not apply |\n\n**Key exemptions** apply for high-income earners above the annual earnings threshold (currently $175,000 for 2025–26), specialist roles governed by specific government programs, training arrangements, and certain seasonal positions. Employers relying on exemptions should document the basis carefully, as the burden of proof rests with the employer in any FWC proceedings.\n\n\n## How the Fair Work Commission Handles Disputes Under the New Framework\n\nThe Fair Work Commission (FWC) is the primary dispute resolution body for all three areas. Its general powers allow it to issue orders, impose civil penalties, and award compensation. The process is designed to be accessible without legal representation, though legal advisers become valuable once the dispute reaches formal hearing stage.\n\nFor right to disconnect disputes, an employee who believes they have been subjected to adverse action must file an application within 21 calendar days of the alleged adverse action. The FWC first attempts conciliation; if that fails, the matter proceeds to arbitration. The Commission can order reinstatement, compensation, or a declaration that the employer contravened the Act.\n\nFor casual conversion disputes, an employer's failure to respond within 21 days to a conversion request, or an unreasonable refusal, can be referred to the FWC for conciliation and, if necessary, determination. For fixed-term contract breaches, penalties can be sought by either the FWC or the employee, and affected employees may also claim the benefit of a permanent contract if a fixed-term arrangement is found to contravene the caps.\n\nUnderstanding your [rights on public holidays and penalty rates](https:\u002F\u002Fexpert-zoom.com\u002Fau\u002Fnews\u002Fanzac-day-2026-public-holiday-saturday-penalty-rates-entitlements-workers-employers) alongside these protections gives employees a fuller picture of the Fair Work Act's protections in practice.\n\n\n## Practical Compliance Steps for Employers\n\nCompliance with the Fair Work Act's 2026 obligations is not a one-time box-ticking exercise. Each of the three areas requires specific operational changes.\n\n**For the right to disconnect:**\n\n1. Audit current communication expectations. If your internal culture assumes responses to messages sent after hours, that expectation is now legally problematic.\n2. Update employment contracts and workplace policies to acknowledge the right to disconnect and specify the narrow circumstances (genuine emergencies, on-call arrangements with compensation) where out-of-hours response is expected.\n3. Train managers. The most common breach scenario is a manager penalising an employee informally — through exclusion, workload adjustments, or negative performance assessments — rather than formal disciplinary action.\n4. Document any legitimate on-call arrangements, including the additional compensation paid for availability.\n\n**For casual conversion:**\n\n1. Identify all casual employees with 12 or more months of service who work a regular or systematic pattern.\n2. Assess whether their engagement pattern would qualify them to make a conversion request.\n3. Develop a written response process for conversion requests, including the template for refusal on permissible grounds.\n4. If refusing, ensure the grounds are genuine and documented — a refusal based on operational preference alone does not withstand FWC scrutiny.\n\n**For fixed-term contracts:**\n\n1. Audit all current fixed-term arrangements. Any contract entered into or renewed from 6 December 2023 must comply with the two-year cap.\n2. For roles genuinely suited to project-based or temporary arrangements, document the specific task the contract relates to.\n3. Do not roll over contracts for the same role without converting to permanent employment or terminating, unless an exemption clearly applies.\n\n\n## When to Seek Legal Advice on Your Fair Work Act Rights\n\nMany Fair Work Act matters can be resolved through the FWC's free conciliation service without lawyers involved. However, certain situations call for early legal advice: when an employer disputes the facts, when penalties are at stake, when the matter involves senior employees with complex contracts, or when the dispute overlaps with general protections claims that might carry higher compensation.\n\nFor employees, a workplace lawyer can assess whether a refusal of a casual conversion request was genuinely on permissible grounds, advise on the strength of a right to disconnect adverse action claim, and help calculate the likely compensation range. For employers, early legal advice on fixed-term contract structuring is far less expensive than FWC proceedings.\n\nThe Fair Work Ombudsman's website ([fairwork.gov.au](https:\u002F\u002Fwww.fairwork.gov.au)) provides free guidance, template letters, and compliance checklists for both employers and employees. It is the authoritative first resource for understanding the practical operation of all three provisions.\n\n---\n\n## Frequently Asked Questions\n\n### Can an employer contact an employee after hours for emergencies?\n\nYes. The right to disconnect protects employees from unreasonable out-of-hours contact, not all contact. The FWC considers the nature and urgency of the contact when assessing whether a refusal was reasonable. A genuine operational emergency — a safety incident, a system failure requiring immediate action — is unlikely to be found unreasonable contact. The question is whether the employer then takes adverse action against an employee who still chose not to respond.\n\n### Does the fixed-term contract cap apply to existing contracts signed before December 2023?\n\nThe two-year cap applies to fixed-term contracts entered into on or after 6 December 2023. Contracts signed before that date are not caught by the cap, but any renewal or extension executed on or after 6 December 2023 is assessed under the new rules. An employer renewing a 2022 fixed-term contract in 2024 must ensure the total engagement (including the original contract) does not exceed two years.\n\n### What if a casual employee does not want to convert to permanent employment?\n\nCasual conversion is a right, not an obligation. An employee who prefers to remain casual can simply not make a request. If the employer believes the employee may qualify for conversion, the employer has no obligation under the new scheme to proactively offer conversion (unlike the pre-2024 employer-driven model). The initiative rests entirely with the employee.\n\n### How quickly must an employer respond to a right to disconnect dispute raised by an employee?\n\nAn employer against whom a right to disconnect dispute is filed in the FWC must respond within the timeframes set by the Commission's procedural rules. In practice, the FWC schedules conciliation within one to three weeks of application. Employers are strongly advised to engage with the process rather than ignore it, as non-participation does not stop the Commission from proceeding and can result in adverse costs orders.\n\n---\n\n> **Legal disclaimer:** The information in this article is general in nature and does not constitute legal advice. Fair Work Act entitlements depend on individual circumstances, applicable Modern Awards, and enterprise agreements. Consult a registered Australian workplace lawyer or the Fair Work Ombudsman for advice specific to your situation.\n\n","https:\u002F\u002Fpub-bdebbd2dad294475a2da0eb657815b6b.r2.dev\u002Fhero\u002Fe6dc15e66fc1-2d954c.webp","Anglo-Australian woman in a navy blazer reviews employment contracts at a Melbourne CBD law office at dusk, city skyline visible through floor-to-ceiling windows","Fair Work Act 2026: Key Changes for Workers | Expert Zoom","Australia's Fair Work Act now protects your right to disconnect, enables casual conversion, and caps fixed-term contracts at two years. Know your rights.","Fair Work Act Changes 2026 Australia : Right to Disconnect","e6dc15e66fc1",2071,[2581,2582],"https:\u002F\u002Fpub-bdebbd2dad294475a2da0eb657815b6b.r2.dev\u002Fhero\u002Fe6dc15e66fc1-inline-1-2d9523.webp","https:\u002F\u002Fpub-bdebbd2dad294475a2da0eb657815b6b.r2.dev\u002Fhero\u002Fe6dc15e66fc1-inline-2-2d9523.webp",{"excerpt":1072,"featured":1141,"metaTitle":2575,"countryCode":1144,"categorySlug":678,"languageCode":1145,"readingTimeMin":1082,"metaDescription":2576},388,"d6648162-0b8f-4b2c-a713-f4a624122d4d","2026-06-18T20:46:19.000Z","2026-07-13T18:00:32.426Z",5.8,3.5,"2026-07-18T19:26:26.086Z","2026-06-13T17:40:00.446Z","2026-06-13T17:40:00.448Z","2026-07-24T08:47:47.974Z",{"id":1146,"name":676,"slug":678,"parentId":1140},{"id":2596,"slug":2597,"title":2598,"excerpt":2599,"contentMd":2600,"heroImage":2601,"heroImageAlt":2602,"heroImageCredit":1140,"audioUrl":1140,"audioGeneratedAt":1140,"readingTimeMin":1098,"featured":1141,"status":1142,"lang":1143,"countryCode":1144,"languageCode":1145,"categoryId":1146,"metaTitle":2603,"metaDescription":2604,"keyword":2605,"seoApiPageId":2606,"seoApiTenantId":1151,"contentType":1140,"wordCount":2607,"internalImages":2608,"frontmatter":2609,"viewCount":2611,"internalLinksCount":1158,"expertId":1159,"folderId":1140,"folderPosition":1140,"gscVerdict":1160,"gscCoverage":1161,"gscLastCrawl":2612,"gscCheckedAt":2613,"gscIndexingState":1140,"gscRobotsTxtState":1140,"gscPageFetchState":1140,"gscGoogleCanonical":1140,"gscCrawledAs":1140,"cwvLcp":2614,"cwvLcpRating":1165,"cwvFcp":2615,"cwvFcpRating":1165,"cwvCls":1158,"cwvClsRating":1167,"cwvAuditedAt":2616,"publishedAt":2617,"createdAt":2618,"updatedAt":2619,"category":2620},"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":1072,"featured":1141,"metaTitle":2603,"countryCode":1144,"categorySlug":1051,"languageCode":1145,"relatedTools":2610,"readingTimeMin":1098,"metaDescription":2604},[1117],272,"2026-06-07T11:30:58.000Z","2026-06-28T15:11:29.969Z",6.23,3.49,"2026-07-17T17:29:49.860Z","2026-05-29T14:35:01.310Z","2026-05-29T14:35:01.311Z","2026-07-24T17:29:08.445Z",{"id":1146,"name":676,"slug":678,"parentId":1140},{"id":2622,"slug":2623,"title":2624,"excerpt":2625,"contentMd":2626,"heroImage":2627,"heroImageAlt":2628,"heroImageCredit":1140,"audioUrl":1140,"audioGeneratedAt":1140,"readingTimeMin":1082,"featured":1141,"status":1142,"lang":1143,"countryCode":1144,"languageCode":1145,"categoryId":1146,"metaTitle":2629,"metaDescription":2630,"keyword":2631,"seoApiPageId":2632,"seoApiTenantId":1151,"contentType":1140,"wordCount":2633,"internalImages":2634,"frontmatter":2635,"viewCount":2637,"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":2641,"cwvLcpRating":1165,"cwvFcp":2589,"cwvFcpRating":1165,"cwvCls":1158,"cwvClsRating":1167,"cwvAuditedAt":2642,"publishedAt":2643,"createdAt":2644,"updatedAt":2645,"category":2646},"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":1072,"featured":1141,"metaTitle":2629,"countryCode":1144,"categorySlug":1051,"languageCode":1145,"relatedTools":2636,"readingTimeMin":1082,"metaDescription":2630},[1067],208,"76172d07-be21-4943-84ca-61eedb55dca8","2026-06-09T18:13:04.000Z","2026-06-28T14:51:30.601Z",4.32,"2026-07-24T17:08:37.465Z","2026-05-29T14:30:01.894Z","2026-05-29T14:30:01.895Z","2026-07-24T17:08:37.466Z",{"id":1146,"name":676,"slug":678,"parentId":1140},22,{"cba-au-fast-food-industry-award-2020":2649},{"slug":1106,"title":1107,"page_title":2650,"description":1108,"content_md":2651,"local_slug":1106,"json_ld":2652,"faq":2704,"tool_html":2727,"source":1052,"category":1051,"audience":1050,"publish_mode":2728,"hero_image":1109,"hero_image_alt":1107},"Fast Food Industry Award 2020 — Free Pay & Entitlements Calculator 2026","The Fast Food Industry Award 2020 (MA000003) sets minimum pay and conditions for approximately 210,000 workers in fast food restaurants and takeaway outlets across Australia. This free calculator covers six key entitlements: Pay (with junior rates and casual loading), Redundancy Pay (NES Schedule 4 formula), Annual Leave (4 weeks + 17.5% loading), Notice Period (NES s.117 scale), Superannuation (12% SG from July 2025), and Long Service Leave (state\u002Fterritory dropdown). All figures are updated for the 2025-26 pay year.",[2653,2691],{"@type":2654,"@context":2655,"mainEntity":2656},"FAQPage","https:\u002F\u002Fschema.org",[2657,2663,2667,2671,2675,2679,2683,2687],{"name":2658,"@type":2659,"acceptedAnswer":2660},"What are the current pay rates under the Fast Food Industry Award 2020?","Question",{"text":2661,"@type":2662},"From 1 July 2025, Level 1 workers (food prep, serving, cooking) earn AUD $26.55\u002Fhour. Level 2 (supervisors) earn AUD $28.12\u002Fhour. Level 3 managers earn AUD $28.55–$28.90\u002Fhour. Junior rates apply for workers under 21, ranging from 40% (under 16) to 90% (age 20) of the adult Level 1 rate.","Answer",{"name":2664,"@type":2659,"acceptedAnswer":2665},"How much redundancy pay am I entitled to under the Fast Food Industry Award 2020?",{"text":2666,"@type":2662},"Redundancy pay follows the NES minimum under Fair Work Act 2009 Schedule 4: from 4 weeks' pay at 1 year of service to 12 weeks (capped) at 10+ years. Casual employees and small business employees (fewer than 15) are not entitled to redundancy pay.",{"name":2668,"@type":2659,"acceptedAnswer":2669},"How many days annual leave do fast food workers get?",{"text":2670,"@type":2662},"Full-time fast food workers receive 4 weeks (20 days) of paid annual leave under the NES, plus 17.5% leave loading (or applicable penalty rate if higher) under the Fast Food Industry Award 2020. Part-time workers accrue leave pro-rata. Casual employees do not receive paid annual leave.",{"name":2672,"@type":2659,"acceptedAnswer":2673},"What is the notice period under the Fast Food Industry Award 2020?",{"text":2674,"@type":2662},"Notice periods follow the NES minimum under Fair Work Act 2009 s.117: 1 week for less than 1 year, up to 4 weeks for 5+ years. Employees aged 45+ with 2+ years' service receive an additional 1 week supplement.",{"name":2676,"@type":2659,"acceptedAnswer":2677},"How much superannuation does my fast food employer have to pay?",{"text":2678,"@type":2662},"From 1 July 2025, employers must pay 12% of ordinary time earnings as superannuation under the Superannuation Guarantee (Administration) Act 1992. The Fast Food Industry Award 2020 does not provide additional super above this minimum.",{"name":2680,"@type":2659,"acceptedAnswer":2681},"Does the Fast Food Industry Award 2020 provide casual loading?",{"text":2682,"@type":2662},"Yes. Casual employees receive a 25% casual loading on their base hourly rate under NES s.67B. A Level 1 casual worker earns AUD $33.19\u002Fhour on ordinary weekday hours from 1 July 2025.",{"name":2684,"@type":2659,"acceptedAnswer":2685},"What are the Sunday penalty rates under the Fast Food Industry Award 2020?",{"text":2686,"@type":2662},"Level 1 full-time\u002Fpart-time workers earn 125% on Sundays. Level 2–3 full-time\u002Fpart-time workers earn 150%. Casual Level 1 workers earn 150% and casual Level 2–3 workers earn 175% on Sundays.",{"name":2688,"@type":2659,"acceptedAnswer":2689},"What is the minimum wage for fast food workers in Australia in 2025-26?",{"text":2690,"@type":2662},"The minimum adult rate under the Fast Food Industry Award 2020 is AUD $26.55\u002Fhour (Level 1) from 1 July 2025. Junior rates apply for workers under 21, starting at AUD $10.62\u002Fhour for workers under 16.",{"url":2692,"name":2650,"@type":2693,"offers":2694,"creator":2698,"@context":2655,"description":2701,"operatingSystem":2702,"applicationCategory":2703},"https:\u002F\u002Fwww.expert-zoom.com\u002Fau\u002Fen\u002Femployment-law\u002Fcba-au-fast-food-industry-award-2020","WebApplication",{"@type":2695,"price":2696,"priceCurrency":2697},"Offer","0","AUD",{"url":2699,"name":96,"@type":2700},"https:\u002F\u002Fwww.expert-zoom.com","Organization","Free online calculator for pay rates, redundancy pay, annual leave, notice periods, superannuation and long service leave under the Fast Food Industry Award 2020 (MA000003). Updated for 2025-26 Australian rates.","Any","FinanceApplication",[2705,2707,2709,2711,2713,2715,2717,2719,2721,2724],{"answer":2706,"question":2658},"From 1 July 2025, Level 1 workers (food prep, serving, cooking) earn AUD $26.55\u002Fhour. Level 2 (supervisors) earn AUD $28.12\u002Fhour. Level 3 managers earn AUD $28.55–$28.90\u002Fhour depending on how many staff they supervise. Junior rates apply for workers under 21, ranging from 40% (under 16) to 90% (age 20) of the adult Level 1 rate. These rates are set under the Fast Food Industry Award 2020 (MA000003).",{"answer":2708,"question":2664},"The Fast Food Industry Award 2020 does not provide any redundancy pay above the NES minimum under Fair Work Act 2009 Schedule 4. Entitlements range from 4 weeks' pay for 1 year of service up to a maximum of 12 weeks' pay (capped) for 10+ years of service. Casual employees are not entitled to redundancy pay. Small business employers (fewer than 15 employees) are exempt from the NES redundancy obligation.",{"answer":2710,"question":2668},"Full-time fast food workers are entitled to 4 weeks (20 days) of paid annual leave per year under the National Employment Standards (NES). Part-time workers accrue leave on a pro-rata basis. The Fast Food Industry Award 2020 provides a leave loading of 17.5% of the ordinary rate, or the applicable penalty rate for the period, whichever is higher. Casual employees do not receive paid annual leave.",{"answer":2712,"question":2672},"The Fast Food Industry Award 2020 does not provide notice periods above the NES minimum under Fair Work Act 2009 s.117. Minimum notice ranges from 1 week (less than 1 year of service) to 4 weeks (5+ years of service). Employees aged 45 or over with at least 2 years of continuous service are entitled to an extra 1 week on top of the standard notice period.",{"answer":2714,"question":2676},"From 1 July 2025, your employer must contribute 12% of your ordinary time earnings to your nominated superannuation fund under the Superannuation Guarantee (Administration) Act 1992. The Fast Food Industry Award 2020 does not provide any super contributions above this statutory minimum. You are entitled to choose your own complying super fund under Fair Work Act 2009 s.149A.",{"answer":2716,"question":2680},"Yes. Casual employees under the Fast Food Industry Award 2020 receive a 25% casual loading on top of their base hourly rate under NES s.67B (effective 26 August 2022). This loading compensates for the lack of paid leave entitlements and job security. A Level 1 casual worker earns AUD $33.19\u002Fhour ($26.55 × 1.25) on ordinary weekday hours from 1 July 2025.",{"answer":2718,"question":2684},"Sunday penalty rates under the Fast Food Industry Award 2020 depend on your classification level. Level 1 workers (full-time\u002Fpart-time) earn 125% of their base rate on Sundays. Level 2 and Level 3 workers earn 150%. Casual employees receive an additional 25% on top of these rates — so a Level 1 casual earns 150% and a Level 2–3 casual earns 175% on Sundays.",{"answer":2720,"question":2688},"Under the Fast Food Industry Award 2020, the minimum wage for adult workers from 1 July 2025 is AUD $26.55\u002Fhour (Level 1), which is above the National Minimum Wage. Junior workers under 21 earn age-based percentages of the adult Level 1 rate. For example, a 17-year-old earns AUD $15.93\u002Fhour (60% of adult Level 1) and a 20-year-old earns AUD $23.90\u002Fhour (90% of adult Level 1).",{"answer":2722,"question":2723},"Casual employees generally cannot claim genuine redundancy pay under the Fast Food Industry Award 2020, as casual engagements do not involve ongoing guaranteed employment. However, if you are a long-term casual employee (employed on a regular and systematic basis for at least 12 months), you may be able to access unfair dismissal protections if your employment is terminated. Contact the Fair Work Ombudsman on 1300 724 690 for advice.","Can I be made redundant as a casual employee under the Fast Food Industry Award?",{"answer":2725,"question":2726},"Long service leave is set by state and territory legislation, not the Fast Food Industry Award. Qualifying periods range from 7 years (VIC, ACT) to 10 years (NSW, QLD, SA, WA, TAS, NT). Entitlements range from 6.067 weeks (VIC, ACT) to 13 weeks (SA, NT) after the qualifying period. Use the Long Service Leave tab in the calculator above to estimate your entitlement based on your state and years of service.","How do long service leave entitlements work for fast food workers?","\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>Fast Food Industry Award 2020 — Free Pay & Entitlements Calculator 2026\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; margin: 0; padding: 0; }\n    :root {\n      --blue: #2563eb;\n      --blue-light: #dbeafe;\n      --blue-dark: #1d4ed8;\n      --stone: #fafaf9;\n      --stone-100: #f5f5f4;\n      --stone-200: #e7e5e4;\n      --stone-400: #a8a29e;\n      --stone-600: #57534e;\n      --stone-800: #292524;\n      --green: #16a34a;\n      --green-light: #dcfce7;\n      --amber: #d97706;\n      --amber-light: #fef3c7;\n      --red: #dc2626;\n      --red-light: #fee2e2;\n      --radius: 12px;\n      --radius-sm: 8px;\n      --shadow: 0 1px 3px rgba(0,0,0,.08), 0 1px 2px rgba(0,0,0,.06);\n      --shadow-md: 0 4px 6px rgba(0,0,0,.07), 0 2px 4px rgba(0,0,0,.06);\n    }\n    body { font-family: system-ui, -apple-system, sans-serif; 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font-weight: 700; color: var(--stone-800); font-variant-numeric: tabular-nums; }\n    .result-card.highlight .result-value { color: var(--blue-dark); }\n    .result-card.green .result-value { color: var(--green); }\n\n    \u002F* Table *\u002F\n    .data-table { width: 100%; border-collapse: collapse; font-size: .82rem; margin-top: 12px; }\n    .data-table th { text-align: left; padding: 8px 10px; background: var(--stone-100); font-weight: 600; color: var(--stone-600); border-bottom: 1px solid var(--stone-200); }\n    .data-table td { padding: 8px 10px; border-bottom: 1px solid var(--stone-200); color: var(--stone-800); font-variant-numeric: tabular-nums; }\n    .data-table tr:last-child td { border-bottom: none; }\n    .data-table tr:hover td { background: var(--stone-100); }\n\n    \u002F* Badges *\u002F\n    .badge { display: inline-flex; align-items: center; gap: 4px; padding: 3px 8px; border-radius: 99px; font-size: .72rem; font-weight: 600; }\n    .badge.blue { background: var(--blue-light); color: var(--blue-dark); }\n    .badge.green { background: var(--green-light); color: var(--green); }\n    .badge.red { background: var(--red-light); color: var(--red); }\n    .badge.amber { background: var(--amber-light); color: var(--amber); }\n\n    \u002F* Disclaimer *\u002F\n    .disclaimer { background: var(--stone-100); border: 1px solid var(--stone-200); border-radius: var(--radius-sm); padding: 12px 14px; font-size: .75rem; color: var(--stone-600); margin-top: 20px; line-height: 1.6; }\n    .disclaimer strong { color: var(--stone-800); }\n\n    \u002F* Divider *\u002F\n    .divider { border: none; border-top: 1px solid var(--stone-200); margin: 16px 0; }\n\n    \u002F* Toggle *\u002F\n    .toggle-row { display: flex; align-items: center; justify-content: space-between; padding: 10px 0; }\n    .toggle-label { font-size: .85rem; color: var(--stone-700); font-weight: 500; }\n    .toggle { position: relative; display: inline-block; width: 40px; height: 22px; }\n    .toggle input { opacity: 0; 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color: var(--stone-600); margin-top: 4px; }\n\n    \u002F* Status chip *\u002F\n    .status-chip { display: inline-flex; align-items: center; gap: 6px; padding: 6px 12px; border-radius: var(--radius-sm); font-size: .82rem; font-weight: 600; margin-bottom: 12px; }\n    .status-chip.eligible { background: var(--green-light); color: var(--green); }\n    .status-chip.not-yet { background: var(--amber-light); color: var(--amber); }\n  \u003C\u002Fstyle>\n\u003C\u002Fhead>\n\u003Cbody>\n\u003Cmain class=\"tool-root\">\n  \u003Cheader>\n    \u003Ch1>Fast Food Industry Award 2020 — Pay & Entitlements Calculator\u003C\u002Fh1>\n    \u003Cp class=\"meta\">United Workers Union \u002F SDA × Restaurant & Catering Australia \u002F QSRIC — 2025-07-01 to 2026-06-30\u003C\u002Fp>\n  \u003C\u002Fheader>\n\n  \u003C!-- Tab navigation -->\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\n    \u003C\u002Fbutton>\n    \u003Cbutton type=\"button\" class=\"tab-btn\" data-tab=\"redundancy\" role=\"tab\" aria-selected=\"false\">\n      \u003Ci data-lucide=\"briefcase\">\u003C\u002Fi>Redundancy\n    \u003C\u002Fbutton>\n    \u003Cbutton type=\"button\" class=\"tab-btn\" data-tab=\"leave\" role=\"tab\" aria-selected=\"false\">\n      \u003Ci data-lucide=\"calendar\">\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>Super\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 -->\n  \u003Cdiv id=\"tab-pay\" class=\"tab-panel active\" role=\"tabpanel\">\n    \u003Cdiv class=\"card\">\n      \u003Cdiv class=\"card-title\">\u003Ci data-lucide=\"calculator\">\u003C\u002Fi>Pay Calculator — Fast Food Industry Award 2020\u003C\u002Fdiv>\n      \u003Cdiv class=\"callout\">\n        \u003Cstrong>Award rates 2025-26 (from 1 July 2025):\u003C\u002Fstrong> Level 1 AUD $26.55\u002Fhr · Level 2 AUD $28.12\u002Fhr · Level 3 AUD $28.55–$28.90\u002Fhr. Junior rates (under-21) applied as a % of Level 1. Casual loading: +25%.\n      \u003C\u002Fdiv>\n\n      \u003Cdiv class=\"form-grid\">\n        \u003Cdiv class=\"field\">\n          \u003Clabel for=\"pay-classification\">Classification Level\u003C\u002Flabel>\n          \u003Cselect id=\"pay-classification\">\n            \u003Coption value=\"adult_l1\">Level 1 — Food prep, serving, cooking (AUD $26.55\u002Fhr)\u003C\u002Foption>\n            \u003Coption value=\"adult_l2\">Level 2 — Supervisor \u002F Trade skills (AUD $28.12\u002Fhr)\u003C\u002Foption>\n            \u003Coption value=\"adult_l3a\">Level 3 — Manager ≤1 supervised (AUD $28.55\u002Fhr)\u003C\u002Foption>\n            \u003Coption value=\"adult_l3b\">Level 3 — Manager 2+ supervised (AUD $28.90\u002Fhr)\u003C\u002Foption>\n            \u003Coption value=\"junior_u16\">Junior Under 16 (40% of L1 = AUD $10.62\u002Fhr)\u003C\u002Foption>\n            \u003Coption value=\"junior_16\">Junior 16 years (50% of L1 = AUD $13.28\u002Fhr)\u003C\u002Foption>\n            \u003Coption value=\"junior_17\">Junior 17 years (60% of L1 = AUD $15.93\u002Fhr)\u003C\u002Foption>\n            \u003Coption value=\"junior_18\">Junior 18 years (70% of L1 = AUD $18.59\u002Fhr)\u003C\u002Foption>\n            \u003Coption value=\"junior_19\">Junior 19 years (80% of L1 = AUD $21.24\u002Fhr)\u003C\u002Foption>\n            \u003Coption value=\"junior_20\">Junior 20 years (90% of L1 = AUD $23.90\u002Fhr)\u003C\u002Foption>\n          \u003C\u002Fselect>\n        \u003C\u002Fdiv>\n        \u003Cdiv class=\"field\">\n          \u003Clabel for=\"pay-hours\">Weekly Hours\u003C\u002Flabel>\n          \u003Cinput type=\"number\" id=\"pay-hours\" value=\"38\" min=\"1\" max=\"80\" step=\"0.5\">\n        \u003C\u002Fdiv>\n      \u003C\u002Fdiv>\n\n      \u003Cdiv style=\"margin-top:12px;\">\n        \u003Cdiv class=\"field\">\n          \u003Clabel>Employment Type\u003C\u002Flabel>\n          \u003Cdiv class=\"radio-group\" id=\"pay-type-group\">\n            \u003Clabel class=\"radio-label checked\">\u003Cinput type=\"radio\" name=\"pay-type\" value=\"fulltime\" checked>Full-time\u003C\u002Flabel>\n            \u003Clabel class=\"radio-label\">\u003Cinput type=\"radio\" name=\"pay-type\" value=\"parttime\">Part-time\u003C\u002Flabel>\n            \u003Clabel class=\"radio-label\">\u003Cinput type=\"radio\" name=\"pay-type\" value=\"casual\">Casual (+25%)\u003C\u002Flabel>\n          \u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n      \u003C\u002Fdiv>\n\n      \u003Cdiv style=\"margin-top:12px;\">\n        \u003Cdiv class=\"field\">\n          \u003Clabel>Tax Residency\u003C\u002Flabel>\n          \u003Cdiv class=\"radio-group\" id=\"pay-residency-group\">\n            \u003Clabel class=\"radio-label checked\">\u003Cinput type=\"radio\" name=\"pay-residency\" value=\"resident\" checked>Australian Resident\u003C\u002Flabel>\n            \u003Clabel class=\"radio-label\">\u003Cinput type=\"radio\" name=\"pay-residency\" value=\"whm\">Working Holiday Maker\u003C\u002Flabel>\n            \u003Clabel class=\"radio-label\">\u003Cinput type=\"radio\" name=\"pay-residency\" value=\"nonresident\">Non-resident\u003C\u002Flabel>\n          \u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n      \u003C\u002Fdiv>\n    \u003C\u002Fdiv>\n\n    \u003Cdiv class=\"card\">\n      \u003Cdiv class=\"card-title\">\u003Ci data-lucide=\"trending-up\">\u003C\u002Fi>Estimated Earnings (2025-26)\u003C\u002Fdiv>\n      \u003Cdiv class=\"results-grid\">\n        \u003Cdiv class=\"result-card\">\n          \u003Cdiv class=\"result-label\">Hourly Rate (incl. loading)\u003C\u002Fdiv>\n          \u003Cdiv class=\"result-value\" id=\"res-hourly\">—\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n        \u003Cdiv class=\"result-card\">\n          \u003Cdiv class=\"result-label\">Annual Gross\u003C\u002Fdiv>\n          \u003Cdiv class=\"result-value\" id=\"res-annual\">—\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n        \u003Cdiv class=\"result-card\">\n          \u003Cdiv class=\"result-label\">PAYG Income Tax\u003C\u002Fdiv>\n          \u003Cdiv class=\"result-value\" id=\"res-tax\">—\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n        \u003Cdiv class=\"result-card\">\n          \u003Cdiv class=\"result-label\">Medicare Levy (2%)\u003C\u002Fdiv>\n          \u003Cdiv class=\"result-value\" id=\"res-medicare\">—\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n        \u003Cdiv class=\"result-card\">\n          \u003Cdiv class=\"result-label\">Low Income Tax Offset\u003C\u002Fdiv>\n          \u003Cdiv class=\"result-value\" id=\"res-lito\">—\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n        \u003Cdiv class=\"result-card green\">\n          \u003Cdiv class=\"result-label\">Employer Super (12% SG)\u003C\u002Fdiv>\n          \u003Cdiv class=\"result-value\" id=\"res-super\">—\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n      \u003C\u002Fdiv>\n      \u003Cdiv class=\"result-full\" style=\"margin-top:12px; background:var(--blue-light); border-color:#93c5fd;\">\n        \u003Cdiv class=\"result-label\">Estimated Monthly Take-Home\u003C\u002Fdiv>\n        \u003Cdiv class=\"result-value\" id=\"res-net\">—\u003C\u002Fdiv>\n        \u003Cdiv class=\"result-sub\">After PAYG tax and Medicare Levy. Super is paid separately by employer.\u003C\u002Fdiv>\n      \u003C\u002Fdiv>\n    \u003C\u002Fdiv>\n\n    \u003Cdiv class=\"card\">\n      \u003Cdiv class=\"card-title\">\u003Ci data-lucide=\"alert-circle\">\u003C\u002Fi>Penalty Rates Reference (2025-26)\u003C\u002Fdiv>\n      \u003Ctable class=\"data-table\">\n        \u003Cthead>\n          \u003Ctr>\u003Cth>Shift\u003C\u002Fth>\u003Cth>Full-time\u002FPart-time\u003C\u002Fth>\u003Cth>Casual\u003C\u002Fth>\u003C\u002Ftr>\n        \u003C\u002Fthead>\n        \u003Ctbody>\n          \u003Ctr>\u003Ctd>Monday–Friday (ordinary hours)\u003C\u002Ftd>\u003Ctd>100%\u003C\u002Ftd>\u003Ctd>125%\u003C\u002Ftd>\u003C\u002Ftr>\n          \u003Ctr>\u003Ctd>Mon–Fri 10 pm–midnight\u003C\u002Ftd>\u003Ctd>110%\u003C\u002Ftd>\u003Ctd>135%\u003C\u002Ftd>\u003C\u002Ftr>\n          \u003Ctr>\u003Ctd>Mon–Fri midnight–6 am\u003C\u002Ftd>\u003Ctd>115%\u003C\u002Ftd>\u003Ctd>140%\u003C\u002Ftd>\u003C\u002Ftr>\n          \u003Ctr>\u003Ctd>Saturday\u003C\u002Ftd>\u003Ctd>125%\u003C\u002Ftd>\u003Ctd>150%\u003C\u002Ftd>\u003C\u002Ftr>\n          \u003Ctr>\u003Ctd>Sunday (Level 1)\u003C\u002Ftd>\u003Ctd>125%\u003C\u002Ftd>\u003Ctd>150%\u003C\u002Ftd>\u003C\u002Ftr>\n          \u003Ctr>\u003Ctd>Sunday (Level 2–3)\u003C\u002Ftd>\u003Ctd>150%\u003C\u002Ftd>\u003Ctd>175%\u003C\u002Ftd>\u003C\u002Ftr>\n          \u003Ctr>\u003Ctd>Public Holidays\u003C\u002Ftd>\u003Ctd>225%\u003C\u002Ftd>\u003Ctd>250%\u003C\u002Ftd>\u003C\u002Ftr>\n        \u003C\u002Ftbody>\n      \u003C\u002Ftable>\n    \u003C\u002Fdiv>\n  \u003C\u002Fdiv>\n\n  \u003C!-- TAB 2: REDUNDANCY -->\n  \u003Cdiv id=\"tab-redundancy\" class=\"tab-panel\" role=\"tabpanel\">\n    \u003Cdiv class=\"card\">\n      \u003Cdiv class=\"card-title\">\u003Ci data-lucide=\"briefcase\">\u003C\u002Fi>Redundancy Pay Calculator\u003C\u002Fdiv>\n      \u003Cdiv class=\"callout\">\n        \u003Cstrong>Fair Work Act 2009 Schedule 4 (NES):\u003C\u002Fstrong> Genuine redundancy pay is based on years of continuous service. The Fast Food Industry Award 2020 does not provide any enhancement above the NES minimum. Casual employees are not entitled to redundancy pay.\n      \u003C\u002Fdiv>\n\n      \u003Cdiv class=\"form-grid\">\n        \u003Cdiv class=\"field\">\n          \u003Clabel for=\"red-years\">Years of Continuous Service\u003C\u002Flabel>\n          \u003Cinput type=\"number\" id=\"red-years\" value=\"3\" min=\"0\" max=\"45\" step=\"1\">\n        \u003C\u002Fdiv>\n        \u003Cdiv class=\"field\">\n          \u003Clabel for=\"red-weekly\">Weekly Gross Pay (AUD)\u003C\u002Flabel>\n          \u003Cinput type=\"number\" id=\"red-weekly\" value=\"1008.90\" min=\"0\" step=\"0.01\">\n        \u003C\u002Fdiv>\n      \u003C\u002Fdiv>\n\n      \u003Cdiv style=\"margin-top:12px;\">\n        \u003Cdiv class=\"field\">\n          \u003Clabel>Employer Size\u003C\u002Flabel>\n          \u003Cdiv class=\"radio-group\" id=\"red-size-group\">\n            \u003Clabel class=\"radio-label checked\">\u003Cinput type=\"radio\" name=\"red-size\" value=\"regular\" checked>Regular employer (15+ employees)\u003C\u002Flabel>\n            \u003Clabel class=\"radio-label\">\u003Cinput type=\"radio\" name=\"red-size\" value=\"small\">Small business (<15 employees)\u003C\u002Flabel>\n          \u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n      \u003C\u002Fdiv>\n    \u003C\u002Fdiv>\n\n    \u003Cdiv class=\"card\">\n      \u003Cdiv class=\"card-title\">\u003Ci data-lucide=\"dollar-sign\">\u003C\u002Fi>Redundancy Pay Calculation\u003C\u002Fdiv>\n      \u003Cdiv id=\"red-small-notice\" class=\"callout amber\" style=\"display:none;\">\n        \u003Cstrong>Small Business Exemption:\u003C\u002Fstrong> Employers with fewer than 15 employees are exempt from the NES redundancy pay obligation under Fair Work Act 2009 s.119. You may not be entitled to redundancy pay.\n      \u003C\u002Fdiv>\n      \u003Cdiv id=\"red-results\" style=\"display:block;\">\n        \u003Cdiv class=\"results-grid\">\n          \u003Cdiv class=\"result-card\">\n            \u003Cdiv class=\"result-label\">Weeks of Pay Entitlement\u003C\u002Fdiv>\n            \u003Cdiv class=\"result-value\" id=\"res-red-weeks\">—\u003C\u002Fdiv>\n          \u003C\u002Fdiv>\n          \u003Cdiv class=\"result-card highlight\">\n            \u003Cdiv class=\"result-label\">Redundancy Pay Amount\u003C\u002Fdiv>\n            \u003Cdiv class=\"result-value\" id=\"res-red-amount\">—\u003C\u002Fdiv>\n          \u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n        \u003Cdiv class=\"callout green\" style=\"margin-top:14px;\" id=\"res-red-tax-note\">\n          \u003Cstrong>Tax treatment:\u003C\u002Fstrong> Genuine redundancy pay is tax-free up to the ETP tax-free component limit (AUD $12,524 + AUD $6,264 per completed year of service in 2025-26). Amounts above this receive concessional ETP tax treatment.\n        \u003C\u002Fdiv>\n      \u003C\u002Fdiv>\n    \u003C\u002Fdiv>\n\n    \u003Cdiv class=\"card\">\n      \u003Cdiv class=\"card-title\">\u003Ci data-lucide=\"list\">\u003C\u002Fi>NES Redundancy Scale (Fair Work Act 2009 Sch 4)\u003C\u002Fdiv>\n      \u003Ctable class=\"data-table\">\n        \u003Cthead>\n          \u003Ctr>\u003Cth>Years of Service\u003C\u002Fth>\u003Cth>Weeks of Pay\u003C\u002Fth>\u003C\u002Ftr>\n        \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 or more\u003C\u002Ftd>\u003Ctd>12 weeks (capped)\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      \u003Cdiv class=\"card-title\">\u003Ci data-lucide=\"calendar\">\u003C\u002Fi>Annual Leave Calculator\u003C\u002Fdiv>\n      \u003Cdiv class=\"callout\">\n        \u003Cstrong>NES (Fair Work Act 2009 s.87):\u003C\u002Fstrong> Full-time fast food workers are entitled to 4 weeks (20 days) of paid annual leave per year. Annual leave loading under the Award is \u003Cstrong>17.5%\u003C\u002Fstrong> of your base rate (or applicable penalty rate if higher).\n      \u003C\u002Fdiv>\n\n      \u003Cdiv class=\"form-grid\">\n        \u003Cdiv class=\"field\">\n          \u003Clabel>Employment Type\u003C\u002Flabel>\n          \u003Cdiv class=\"radio-group\" id=\"leave-type-group\">\n            \u003Clabel class=\"radio-label checked\">\u003Cinput type=\"radio\" name=\"leave-type\" value=\"fulltime\" checked>Full-time\u003C\u002Flabel>\n            \u003Clabel class=\"radio-label\">\u003Cinput type=\"radio\" name=\"leave-type\" value=\"parttime\">Part-time\u003C\u002Flabel>\n          \u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n        \u003Cdiv class=\"field\">\n          \u003Clabel for=\"leave-hours\">Weekly Contracted Hours\u003C\u002Flabel>\n          \u003Cinput type=\"number\" id=\"leave-hours\" value=\"38\" min=\"1\" max=\"38\" step=\"0.5\">\n        \u003C\u002Fdiv>\n      \u003C\u002Fdiv>\n\n      \u003Cdiv class=\"form-grid\" style=\"margin-top:12px;\">\n        \u003Cdiv class=\"field\">\n          \u003Clabel for=\"leave-hourly\">Hourly Rate (AUD)\u003C\u002Flabel>\n          \u003Cinput type=\"number\" id=\"leave-hourly\" value=\"26.55\" min=\"0\" step=\"0.01\">\n        \u003C\u002Fdiv>\n        \u003Cdiv class=\"field\">\n          \u003Clabel for=\"leave-loading\">Leave Loading (%)\u003C\u002Flabel>\n          \u003Cinput type=\"number\" id=\"leave-loading\" value=\"17.5\" min=\"0\" max=\"100\" step=\"0.5\">\n        \u003C\u002Fdiv>\n      \u003C\u002Fdiv>\n    \u003C\u002Fdiv>\n\n    \u003Cdiv class=\"card\">\n      \u003Cdiv class=\"card-title\">\u003Ci data-lucide=\"sun\">\u003C\u002Fi>Leave Entitlement & Value\u003C\u002Fdiv>\n      \u003Cdiv class=\"results-grid\">\n        \u003Cdiv class=\"result-card\">\n          \u003Cdiv class=\"result-label\">Annual Leave (Days)\u003C\u002Fdiv>\n          \u003Cdiv class=\"result-value\" id=\"res-leave-days\">—\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n        \u003Cdiv class=\"result-card\">\n          \u003Cdiv class=\"result-label\">Annual Leave (Hours)\u003C\u002Fdiv>\n          \u003Cdiv class=\"result-value\" id=\"res-leave-hours\">—\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n        \u003Cdiv class=\"result-card\">\n          \u003Cdiv class=\"result-label\">Accrual per Month\u003C\u002Fdiv>\n          \u003Cdiv class=\"result-value\" id=\"res-leave-monthly\">—\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n        \u003Cdiv class=\"result-card\">\n          \u003Cdiv class=\"result-label\">Accrual per Fortnight\u003C\u002Fdiv>\n          \u003Cdiv class=\"result-value\" id=\"res-leave-fort\">—\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n        \u003Cdiv class=\"result-card\">\n          \u003Cdiv class=\"result-label\">Base Leave Pay Value\u003C\u002Fdiv>\n          \u003Cdiv class=\"result-value\" id=\"res-leave-base\">—\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n        \u003Cdiv class=\"result-card highlight\">\n          \u003Cdiv class=\"result-label\">Leave Pay + 17.5% Loading\u003C\u002Fdiv>\n          \u003Cdiv class=\"result-value\" id=\"res-leave-total\">—\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n      \u003C\u002Fdiv>\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      \u003Cdiv class=\"card-title\">\u003Ci data-lucide=\"clock\">\u003C\u002Fi>Notice Period Calculator\u003C\u002Fdiv>\n      \u003Cdiv class=\"callout\">\n        \u003Cstrong>Fair Work Act 2009 s.117:\u003C\u002Fstrong> The Fast Food Industry Award 2020 does not extend notice periods beyond the NES minimum. Employees aged 45+ with 2+ years service receive one additional week on top of the standard scale.\n      \u003C\u002Fdiv>\n\n      \u003Cdiv class=\"form-grid\">\n        \u003Cdiv class=\"field\">\n          \u003Clabel for=\"notice-years\">Years of Continuous Service\u003C\u002Flabel>\n          \u003Cinput type=\"number\" id=\"notice-years\" value=\"2\" min=\"0\" max=\"45\" step=\"0.5\">\n        \u003C\u002Fdiv>\n        \u003Cdiv class=\"field\">\n          \u003Clabel for=\"notice-age\">Employee Age\u003C\u002Flabel>\n          \u003Cinput type=\"number\" id=\"notice-age\" value=\"30\" min=\"14\" max=\"80\" step=\"1\">\n        \u003C\u002Fdiv>\n      \u003C\u002Fdiv>\n\n      \u003Cdiv class=\"form-grid\" style=\"margin-top:12px;\">\n        \u003Cdiv class=\"field\">\n          \u003Clabel>Direction\u003C\u002Flabel>\n          \u003Cdiv class=\"radio-group\" id=\"notice-dir-group\">\n            \u003Clabel class=\"radio-label checked\">\u003Cinput type=\"radio\" name=\"notice-dir\" value=\"employer\" checked>Employer dismissing\u003C\u002Flabel>\n            \u003Clabel class=\"radio-label\">\u003Cinput type=\"radio\" name=\"notice-dir\" value=\"employee\">Employee resigning\u003C\u002Flabel>\n          \u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n        \u003Cdiv class=\"field\">\n          \u003Clabel for=\"notice-date\">Termination \u002F Resignation Date\u003C\u002Flabel>\n          \u003Cinput type=\"date\" id=\"notice-date\">\n        \u003C\u002Fdiv>\n      \u003C\u002Fdiv>\n\n      \u003Cdiv class=\"form-grid\" style=\"margin-top:12px;\">\n        \u003Cdiv class=\"field\">\n          \u003Clabel for=\"notice-weekly\">Weekly Gross Pay (AUD)\u003C\u002Flabel>\n          \u003Cinput type=\"number\" id=\"notice-weekly\" value=\"1008.90\" min=\"0\" step=\"0.01\">\n        \u003C\u002Fdiv>\n      \u003C\u002Fdiv>\n    \u003C\u002Fdiv>\n\n    \u003Cdiv class=\"card\">\n      \u003Cdiv class=\"card-title\">\u003Ci data-lucide=\"flag\">\u003C\u002Fi>Notice Period Result\u003C\u002Fdiv>\n      \u003Cdiv class=\"results-grid\">\n        \u003Cdiv class=\"result-card highlight\">\n          \u003Cdiv class=\"result-label\">Minimum Notice (NES)\u003C\u002Fdiv>\n          \u003Cdiv class=\"result-value\" id=\"res-notice-weeks\">—\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n        \u003Cdiv class=\"result-card\">\n          \u003Cdiv class=\"result-label\">Last Working Day\u003C\u002Fdiv>\n          \u003Cdiv class=\"result-value\" id=\"res-notice-date\" style=\"font-size:.95rem;\">—\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n        \u003Cdiv class=\"result-card\">\n          \u003Cdiv class=\"result-label\">Payment in Lieu of Notice\u003C\u002Fdiv>\n          \u003Cdiv class=\"result-value\" id=\"res-notice-pay\">—\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n        \u003Cdiv class=\"result-card\">\n          \u003Cdiv class=\"result-label\">Over-45 Supplement\u003C\u002Fdiv>\n          \u003Cdiv class=\"result-value\" id=\"res-notice-sup\">—\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n      \u003C\u002Fdiv>\n      \u003Cdiv class=\"callout\" style=\"margin-top:14px;\">\n        \u003Cstrong>Unfair dismissal:\u003C\u002Fstrong> If you have worked at least 6 months (12 months for small business), you may be able to apply to the Fair Work Commission for an unfair dismissal remedy (FWA s.382). You must apply within 21 days of your dismissal.\n      \u003C\u002Fdiv>\n    \u003C\u002Fdiv>\n\n    \u003Cdiv class=\"card\">\n      \u003Cdiv class=\"card-title\">\u003Ci data-lucide=\"list\">\u003C\u002Fi>NES Notice Scale (s.117)\u003C\u002Fdiv>\n      \u003Ctable class=\"data-table\">\n        \u003Cthead>\n          \u003Ctr>\u003Cth>Years of Continuous Service\u003C\u002Fth>\u003Cth>Minimum Notice\u003C\u002Fth>\u003C\u002Ftr>\n        \u003C\u002Fthead>\n        \u003Ctbody>\n          \u003Ctr>\u003Ctd>Less than 1 year\u003C\u002Ftd>\u003Ctd>1 week\u003C\u002Ftd>\u003C\u002Ftr>\n          \u003Ctr>\u003Ctd>1 to 3 years\u003C\u002Ftd>\u003Ctd>2 weeks\u003C\u002Ftd>\u003C\u002Ftr>\n          \u003Ctr>\u003Ctd>3 to 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: SUPER -->\n  \u003Cdiv id=\"tab-super\" class=\"tab-panel\" role=\"tabpanel\">\n    \u003Cdiv class=\"card\">\n      \u003Cdiv class=\"card-title\">\u003Ci data-lucide=\"piggy-bank\">\u003C\u002Fi>Superannuation Calculator\u003C\u002Fdiv>\n      \u003Cdiv class=\"callout\">\n        \u003Cstrong>Superannuation Guarantee (Administration) Act 1992:\u003C\u002Fstrong> From 1 July 2025, employers must pay \u003Cstrong>12% SG\u003C\u002Fstrong> of ordinary time earnings to your super fund. The Fast Food Industry Award 2020 does not provide any additional super above the statutory minimum.\n      \u003C\u002Fdiv>\n\n      \u003Cdiv class=\"form-grid\">\n        \u003Cdiv class=\"field\">\n          \u003Clabel for=\"super-annual\">Annual Salary (AUD)\u003C\u002Flabel>\n          \u003Cinput type=\"number\" id=\"super-annual\" value=\"52000\" min=\"0\" step=\"100\">\n        \u003C\u002Fdiv>\n        \u003Cdiv class=\"field\">\n          \u003Clabel for=\"super-rate\">Employer SG Rate (%)\u003C\u002Flabel>\n          \u003Cinput type=\"number\" id=\"super-rate\" value=\"12\" min=\"0\" max=\"30\" step=\"0.5\">\n        \u003C\u002Fdiv>\n      \u003C\u002Fdiv>\n\n      \u003Cdiv class=\"form-grid\" style=\"margin-top:12px;\">\n        \u003Cdiv class=\"field\">\n          \u003Clabel>Employment Type\u003C\u002Flabel>\n          \u003Cdiv class=\"radio-group\" id=\"super-type-group\">\n            \u003Clabel class=\"radio-label checked\">\u003Cinput type=\"radio\" name=\"super-type\" value=\"fulltime\" checked>Full-time\u003C\u002Flabel>\n            \u003Clabel class=\"radio-label\">\u003Cinput type=\"radio\" name=\"super-type\" value=\"parttime\">Part-time\u003C\u002Flabel>\n            \u003Clabel class=\"radio-label\">\u003Cinput type=\"radio\" name=\"super-type\" value=\"casual\">Casual\u003C\u002Flabel>\n          \u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n        \u003Cdiv class=\"field\">\n          \u003Clabel for=\"super-voluntary\">Monthly Voluntary Contribution (AUD)\u003C\u002Flabel>\n          \u003Cinput type=\"number\" id=\"super-voluntary\" value=\"0\" min=\"0\" step=\"10\">\n        \u003C\u002Fdiv>\n      \u003C\u002Fdiv>\n    \u003C\u002Fdiv>\n\n    \u003Cdiv class=\"card\">\n      \u003Cdiv class=\"card-title\">\u003Ci data-lucide=\"trending-up\">\u003C\u002Fi>Super Contribution Summary\u003C\u002Fdiv>\n      \u003Cdiv class=\"results-grid\">\n        \u003Cdiv class=\"result-card green\">\n          \u003Cdiv class=\"result-label\">Employer SG — Annual\u003C\u002Fdiv>\n          \u003Cdiv class=\"result-value\" id=\"res-super-annual\">—\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n        \u003Cdiv class=\"result-card green\">\n          \u003Cdiv class=\"result-label\">Employer SG — Monthly\u003C\u002Fdiv>\n          \u003Cdiv class=\"result-value\" id=\"res-super-monthly\">—\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n        \u003Cdiv class=\"result-card\">\n          \u003Cdiv class=\"result-label\">Voluntary Contribution — Annual\u003C\u002Fdiv>\n          \u003Cdiv class=\"result-value\" id=\"res-super-vol\">—\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n        \u003Cdiv class=\"result-card highlight\">\n          \u003Cdiv class=\"result-label\">Total Super — Annual\u003C\u002Fdiv>\n          \u003Cdiv class=\"result-value\" id=\"res-super-total\">—\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n      \u003C\u002Fdiv>\n      \u003Cdiv class=\"callout\" style=\"margin-top:14px;\">\n        \u003Cstrong>Concessional contributions cap 2025-26:\u003C\u002Fstrong> AUD $30,000 per year (includes employer SG + salary sacrifice). Contributions above this cap are taxed at your marginal rate.\n      \u003C\u002Fdiv>\n      \u003Cdiv class=\"callout amber\" style=\"margin-top:10px;\">\n        \u003Cstrong>Choice of fund:\u003C\u002Fstrong> Under Fair Work Act 2009 s.149A, you can choose your own superannuation fund. Your employer must contribute to your chosen complying fund or your stapled super account.\n      \u003C\u002Fdiv>\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      \u003Cdiv class=\"card-title\">\u003Ci data-lucide=\"map-pin\">\u003C\u002Fi>Long Service Leave Calculator\u003C\u002Fdiv>\n      \u003Cdiv class=\"callout\">\n        \u003Cstrong>State and territory legislation:\u003C\u002Fstrong> Long service leave is NOT set by the Fast Food Industry Award — it is governed by each state\u002Fterritory's own legislation. Qualifying periods and entitlements differ significantly. Select your state below.\n      \u003C\u002Fdiv>\n\n      \u003Cdiv class=\"form-grid\">\n        \u003Cdiv class=\"field\">\n          \u003Clabel for=\"lsl-state\">State \u002F Territory\u003C\u002Flabel>\n          \u003Cselect id=\"lsl-state\">\n            \u003Coption value=\"nsw\">New South Wales\u003C\u002Foption>\n            \u003Coption value=\"vic\">Victoria\u003C\u002Foption>\n            \u003Coption value=\"qld\">Queensland\u003C\u002Foption>\n            \u003Coption value=\"sa\">South Australia\u003C\u002Foption>\n            \u003Coption value=\"wa\">Western Australia\u003C\u002Foption>\n            \u003Coption value=\"tas\">Tasmania\u003C\u002Foption>\n            \u003Coption value=\"act\">Australian Capital Territory\u003C\u002Foption>\n            \u003Coption value=\"nt\">Northern Territory\u003C\u002Foption>\n          \u003C\u002Fselect>\n        \u003C\u002Fdiv>\n        \u003Cdiv class=\"field\">\n          \u003Clabel for=\"lsl-years\">Years of Continuous Service\u003C\u002Flabel>\n          \u003Cinput type=\"number\" id=\"lsl-years\" value=\"8\" min=\"0\" max=\"50\" step=\"0.5\">\n        \u003C\u002Fdiv>\n      \u003C\u002Fdiv>\n\n      \u003Cdiv class=\"form-grid\" style=\"margin-top:12px;\">\n        \u003Cdiv class=\"field\">\n          \u003Clabel for=\"lsl-weekly\">Weekly Gross Pay (AUD)\u003C\u002Flabel>\n          \u003Cinput type=\"number\" id=\"lsl-weekly\" value=\"1008.90\" min=\"0\" step=\"0.01\">\n        \u003C\u002Fdiv>\n        \u003Cdiv class=\"field\">\n          \u003Clabel>Employment Type\u003C\u002Flabel>\n          \u003Cdiv class=\"radio-group\" id=\"lsl-type-group\">\n            \u003Clabel class=\"radio-label checked\">\u003Cinput type=\"radio\" name=\"lsl-type\" value=\"fulltime\" checked>Full-time\u003C\u002Flabel>\n            \u003Clabel class=\"radio-label\">\u003Cinput type=\"radio\" name=\"lsl-type\" value=\"parttime\">Part-time\u003C\u002Flabel>\n          \u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n      \u003C\u002Fdiv>\n\n      \u003Cdiv class=\"form-grid\" style=\"margin-top:12px;\" id=\"lsl-parttime-row\" style=\"display:none;\">\n        \u003Cdiv class=\"field\">\n          \u003Clabel for=\"lsl-parttime-hours\">Part-time Hours per Week\u003C\u002Flabel>\n          \u003Cinput type=\"number\" id=\"lsl-parttime-hours\" value=\"20\" min=\"1\" max=\"38\" step=\"0.5\">\n        \u003C\u002Fdiv>\n      \u003C\u002Fdiv>\n    \u003C\u002Fdiv>\n\n    \u003Cdiv class=\"card\">\n      \u003Cdiv class=\"card-title\">\u003Ci data-lucide=\"clock\">\u003C\u002Fi>Long Service Leave Entitlement\u003C\u002Fdiv>\n      \u003Cdiv id=\"lsl-state-info\" class=\"callout\" style=\"margin-bottom:14px;\">\u003C\u002Fdiv>\n      \u003Cdiv id=\"lsl-status-chip\">\u003C\u002Fdiv>\n      \u003Cdiv class=\"results-grid\">\n        \u003Cdiv class=\"result-card\">\n          \u003Cdiv class=\"result-label\">LSL Entitlement (Weeks)\u003C\u002Fdiv>\n          \u003Cdiv class=\"result-value\" id=\"res-lsl-weeks\">—\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n        \u003Cdiv class=\"result-card\">\n          \u003Cdiv class=\"result-label\">LSL Entitlement (Days)\u003C\u002Fdiv>\n          \u003Cdiv class=\"result-value\" id=\"res-lsl-days\">—\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n        \u003Cdiv class=\"result-card highlight\">\n          \u003Cdiv class=\"result-label\">Cash Value at Current Pay\u003C\u002Fdiv>\n          \u003Cdiv class=\"result-value\" id=\"res-lsl-value\">—\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n        \u003Cdiv class=\"result-card\">\n          \u003Cdiv class=\"result-label\">Accrual Rate (weeks\u002Fyear)\u003C\u002Fdiv>\n          \u003Cdiv class=\"result-value\" id=\"res-lsl-accrual\">—\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n      \u003C\u002Fdiv>\n    \u003C\u002Fdiv>\n\n    \u003Cdiv class=\"card\">\n      \u003Cdiv class=\"card-title\">\u003Ci data-lucide=\"list\">\u003C\u002Fi>Long Service Leave by State\u002FTerritory (2026)\u003C\u002Fdiv>\n      \u003Ctable class=\"data-table\">\n        \u003Cthead>\n          \u003Ctr>\u003Cth>State\u002FTerritory\u003C\u002Fth>\u003Cth>Qualifying Period\u003C\u002Fth>\u003Cth>Entitlement\u003C\u002Fth>\u003C\u002Ftr>\n        \u003C\u002Fthead>\n        \u003Ctbody>\n          \u003Ctr>\u003Ctd>New South Wales\u003C\u002Ftd>\u003Ctd>10 years\u003C\u002Ftd>\u003Ctd>8.667 weeks (2 months)\u003C\u002Ftd>\u003C\u002Ftr>\n          \u003Ctr>\u003Ctd>Victoria\u003C\u002Ftd>\u003Ctd>7 years\u003C\u002Ftd>\u003Ctd>6.067 weeks (pro-rata after 7 yrs)\u003C\u002Ftd>\u003C\u002Ftr>\n          \u003Ctr>\u003Ctd>Queensland\u003C\u002Ftd>\u003Ctd>10 years\u003C\u002Ftd>\u003Ctd>8.667 weeks\u003C\u002Ftd>\u003C\u002Ftr>\n          \u003Ctr>\u003Ctd>South Australia\u003C\u002Ftd>\u003Ctd>10 years\u003C\u002Ftd>\u003Ctd>13 weeks\u003C\u002Ftd>\u003C\u002Ftr>\n          \u003Ctr>\u003Ctd>Western Australia\u003C\u002Ftd>\u003Ctd>10 years\u003C\u002Ftd>\u003Ctd>8.667 weeks\u003C\u002Ftd>\u003C\u002Ftr>\n          \u003Ctr>\u003Ctd>Tasmania\u003C\u002Ftd>\u003Ctd>10 years\u003C\u002Ftd>\u003Ctd>8.667 weeks\u003C\u002Ftd>\u003C\u002Ftr>\n          \u003Ctr>\u003Ctd>Australian Capital Territory\u003C\u002Ftd>\u003Ctd>10 years\u003C\u002Ftd>\u003Ctd>6.067 weeks\u003C\u002Ftd>\u003C\u002Ftr>\n          \u003Ctr>\u003Ctd>Northern Territory\u003C\u002Ftd>\u003Ctd>10 years\u003C\u002Ftd>\u003Ctd>13 weeks\u003C\u002Ftd>\u003C\u002Ftr>\n        \u003C\u002Ftbody>\n      \u003C\u002Ftable>\n    \u003C\u002Fdiv>\n  \u003C\u002Fdiv>\n\n  \u003C!-- Disclaimer -->\n  \u003Cdiv class=\"disclaimer\">\n    \u003Cstrong>Indicative calculations only — not legal advice.\u003C\u002Fstrong> All figures are based on the Fast Food Industry Award 2020 (MA000003) and NES entitlements as of 2025-26. Figures do not account for individual enterprise agreements, allowances, or specific employment contract terms. Contact the \u003Cstrong>Fair Work Ombudsman\u003C\u002Fstrong> on \u003Cstrong>1300 724 690\u003C\u002Fstrong> or visit fairwork.gov.au, or speak with a qualified employment lawyer for advice about your specific situation.\n  \u003C\u002Fdiv>\n\u003C\u002Fmain>\n\n\u003Cscript>\n  \u002F\u002F ─── CONSTANTS ───────────────────────────────────────────────────────────\n  const fmt = (n) => new Intl.NumberFormat('en-AU', { style: 'currency', currency: 'AUD', minimumFractionDigits: 2, maximumFractionDigits: 2 }).format(n);\n  const fmtWks = (n) => n === 1 ? '1 week' : n + ' weeks';\n\n  const RATES = {\n    adult_l1: 26.55,\n    adult_l2: 28.12,\n    adult_l3a: 28.55,\n    adult_l3b: 28.90,\n    junior_u16: 10.62,\n    junior_16: 13.28,\n    junior_17: 15.93,\n    junior_18: 18.59,\n    junior_19: 21.24,\n    junior_20: 23.90,\n  };\n\n  const LSL_TABLE = {\n    nsw: { years: 10, weeks: 8.667, proRataAfter: 10, label: 'NSW — Long Service Leave Act 1955: 10 years service, 2 months (8.667 weeks).' },\n    vic: { years: 7,  weeks: 6.067, proRataAfter: 7,  label: 'VIC — Long Service Leave Act 2018: 7 years service, 6.067 weeks. Pro-rata available from 7 years.' },\n    qld: { years: 10, weeks: 8.667, proRataAfter: 10, label: 'QLD — Industrial Relations Act 2016 s.94: 10 years service, 8.667 weeks.' },\n    sa:  { years: 10, weeks: 13,    proRataAfter: 10, label: 'SA — Long Service Leave Act 1987: 10 years service, 13 weeks.' },\n    wa:  { years: 10, weeks: 8.667, proRataAfter: 10, label: 'WA — Long Service Leave Act 1958: 10 years service, 8.667 weeks (state system employees).' },\n    tas: { years: 10, weeks: 8.667, proRataAfter: 10, label: 'TAS — Long Service Leave Act 1976: 10 years service, 8.667 weeks.' },\n    act: { years: 10, weeks: 6.067, proRataAfter: 7,  label: 'ACT — Long Service Leave Act 1976: 10 years qualifying period, 6.067 weeks. Pro-rata from 7 years.' },\n    nt:  { years: 10, weeks: 13,    proRataAfter: 10, label: 'NT — Long Service Leave Act 1981: 10 years service, 13 weeks. Additional 6.5 weeks per subsequent 5 years.' },\n  };\n\n  const NES_REDUNDANCY = [\n    { min: 1, max: 2, weeks: 4 },\n    { min: 2, max: 3, weeks: 6 },\n    { min: 3, max: 4, weeks: 7 },\n    { min: 4, max: 5, weeks: 8 },\n    { min: 5, max: 6, weeks: 10 },\n    { min: 6, max: 7, weeks: 11 },\n    { min: 7, max: 8, weeks: 13 },\n    { min: 8, max: 9, weeks: 14 },\n    { min: 9, max: 10, weeks: 16 },\n    { min: 10, max: Infinity, weeks: 12 },\n  ];\n\n  \u002F\u002F ─── HELPERS ─────────────────────────────────────────────────────────────\n  function getRadio(name) {\n    const el = document.querySelector('input[name=\"' + name + '\"]:checked');\n    return el ? el.value : null;\n  }\n\n  function setRadioStyles(groupId) {\n    const group = document.getElementById(groupId);\n    if (!group) return;\n    group.querySelectorAll('.radio-label').forEach(lbl => {\n      const inp = lbl.querySelector('input');\n      lbl.classList.toggle('checked', inp ? inp.checked : false);\n    });\n  }\n\n  function getRedundancyWeeks(years) {\n    if (years \u003C 1) return 0;\n    const row = NES_REDUNDANCY.find(r => years >= r.min && years \u003C r.max);\n    return row ? row.weeks : 0;\n  }\n\n  \u002F\u002F ─── TAB 1: PAY ──────────────────────────────────────────────────────────\n  function calcPay() {\n    const level = document.getElementById('pay-classification').value;\n    const hours = parseFloat(document.getElementById('pay-hours').value) || 38;\n    const type = getRadio('pay-type') || 'fulltime';\n    const residency = getRadio('pay-residency') || 'resident';\n\n    let base = RATES[level] || 26.55;\n    const casual = type === 'casual';\n    const hourly = base * (casual ? 1.25 : 1.0);\n    const annual = hourly * hours * 52;\n\n    let tax = 0;\n    if (residency === 'whm') {\n      tax = annual * 0.15;\n    } else if (residency === 'nonresident') {\n      if (annual \u003C= 135000) tax = annual * 0.325;\n      else if (annual \u003C= 190000) tax = 135000 * 0.325 + (annual - 135000) * 0.37;\n      else tax = 135000 * 0.325 + 55000 * 0.37 + (annual - 190000) * 0.45;\n    } else {\n      \u002F\u002F Resident progressive\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\n      \u002F\u002F LITO (resident only)\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      document.getElementById('res-lito').textContent = fmt(lito);\n    }\n\n    if (residency !== 'resident') {\n      document.getElementById('res-lito').textContent = 'N\u002FA';\n    }\n\n    const medicare = (residency === 'resident' && annual > 26000) ? annual * 0.02 : 0;\n    const superEmp = annual * 0.12;\n    const net = annual - tax - medicare;\n\n    document.getElementById('res-hourly').textContent = fmt(hourly) + '\u002Fhr';\n    document.getElementById('res-annual').textContent = fmt(annual);\n    document.getElementById('res-tax').textContent = fmt(tax);\n    document.getElementById('res-medicare').textContent = fmt(medicare);\n    document.getElementById('res-super').textContent = fmt(superEmp) + '\u002Fyr';\n    document.getElementById('res-net').textContent = fmt(net \u002F 12);\n\n    \u002F\u002F Prefill other tabs\n    document.getElementById('red-weekly').value = (annual \u002F 52).toFixed(2);\n    document.getElementById('notice-weekly').value = (annual \u002F 52).toFixed(2);\n    document.getElementById('super-annual').value = Math.round(annual);\n    document.getElementById('lsl-weekly').value = (annual \u002F 52).toFixed(2);\n    document.getElementById('leave-hourly').value = hourly.toFixed(2);\n  }\n\n  \u002F\u002F ─── TAB 2: REDUNDANCY ───────────────────────────────────────────────────\n  function calcRedundancy() {\n    const years = parseFloat(document.getElementById('red-years').value) || 0;\n    const weekly = parseFloat(document.getElementById('red-weekly').value) || 0;\n    const size = getRadio('red-size') || 'regular';\n\n    const smallNotice = document.getElementById('red-small-notice');\n    const redResults = document.getElementById('red-results');\n\n    if (size === 'small') {\n      smallNotice.style.display = 'block';\n      document.getElementById('res-red-weeks').textContent = '0 (exempt)';\n      document.getElementById('res-red-amount').textContent = fmt(0);\n      return;\n    }\n    smallNotice.style.display = 'none';\n\n    const weeks = getRedundancyWeeks(years);\n    const amount = weeks * weekly;\n\n    document.getElementById('res-red-weeks').textContent = fmtWks(weeks);\n    document.getElementById('res-red-amount').textContent = fmt(amount);\n  }\n\n  \u002F\u002F ─── TAB 3: ANNUAL LEAVE ─────────────────────────────────────────────────\n  function calcLeave() {\n    const type = getRadio('leave-type') || 'fulltime';\n    const contracted = parseFloat(document.getElementById('leave-hours').value) || 38;\n    const hourly = parseFloat(document.getElementById('leave-hourly').value) || 26.55;\n    const loadingPct = parseFloat(document.getElementById('leave-loading').value) || 17.5;\n\n    const fullTimeWeeks = 4;\n    const fullTimeDays = 20;\n    const ratio = type === 'parttime' ? contracted \u002F 38 : 1;\n\n    const leaveDays = fullTimeDays * ratio;\n    const leaveHours = leaveDays * (contracted \u002F 5);\n    const accrualPerMonth = leaveHours \u002F 12;\n    const accrualPerFort = leaveHours \u002F 26;\n\n    const basePay = leaveHours * hourly;\n    const loading = basePay * (loadingPct \u002F 100);\n    const totalPay = basePay + loading;\n\n    document.getElementById('res-leave-days').textContent = leaveDays.toFixed(1) + ' days';\n    document.getElementById('res-leave-hours').textContent = leaveHours.toFixed(1) + ' hrs';\n    document.getElementById('res-leave-monthly').textContent = accrualPerMonth.toFixed(2) + ' hrs';\n    document.getElementById('res-leave-fort').textContent = accrualPerFort.toFixed(2) + ' hrs';\n    document.getElementById('res-leave-base').textContent = fmt(basePay);\n    document.getElementById('res-leave-total').textContent = fmt(totalPay);\n  }\n\n  \u002F\u002F ─── TAB 4: NOTICE ───────────────────────────────────────────────────────\n  function calcNotice() {\n    const years = parseFloat(document.getElementById('notice-years').value) || 0;\n    const age = parseInt(document.getElementById('notice-age').value) || 0;\n    const weekly = parseFloat(document.getElementById('notice-weekly').value) || 0;\n    const dateStr = document.getElementById('notice-date').value;\n\n    let weeks = 0;\n    if (years \u003C 1) weeks = 1;\n    else if (years \u003C 3) weeks = 2;\n    else if (years \u003C 5) weeks = 3;\n    else weeks = 4;\n\n    const supplement = (age >= 45 && years >= 2) ? 1 : 0;\n    const totalWeeks = weeks + supplement;\n\n    document.getElementById('res-notice-weeks').textContent = fmtWks(totalWeeks);\n    document.getElementById('res-notice-sup').textContent = supplement ? '+1 week (over 45)' : 'Not applicable';\n    document.getElementById('res-notice-pay').textContent = fmt(totalWeeks * weekly);\n\n    if (dateStr) {\n      const start = new Date(dateStr);\n      const last = new Date(start);\n      last.setDate(last.getDate() + totalWeeks * 7);\n      document.getElementById('res-notice-date').textContent = last.toLocaleDateString('en-AU', { day: 'numeric', month: 'short', year: 'numeric' });\n    } else {\n      document.getElementById('res-notice-date').textContent = 'Enter date above';\n    }\n  }\n\n  \u002F\u002F ─── TAB 5: SUPER ────────────────────────────────────────────────────────\n  function calcSuper() {\n    const annual = parseFloat(document.getElementById('super-annual').value) || 0;\n    const rate = parseFloat(document.getElementById('super-rate').value) || 12;\n    const voluntary = parseFloat(document.getElementById('super-voluntary').value) || 0;\n\n    const sgAnnual = annual * (rate \u002F 100);\n    const sgMonthly = sgAnnual \u002F 12;\n    const volAnnual = voluntary * 12;\n    const total = sgAnnual + volAnnual;\n\n    document.getElementById('res-super-annual').textContent = fmt(sgAnnual);\n    document.getElementById('res-super-monthly').textContent = fmt(sgMonthly);\n    document.getElementById('res-super-vol').textContent = fmt(volAnnual);\n    document.getElementById('res-super-total').textContent = fmt(total);\n  }\n\n  \u002F\u002F ─── TAB 6: LSL ──────────────────────────────────────────────────────────\n  function calcLSL() {\n    const state = document.getElementById('lsl-state').value;\n    const years = parseFloat(document.getElementById('lsl-years').value) || 0;\n    const weekly = parseFloat(document.getElementById('lsl-weekly').value) || 0;\n    const type = getRadio('lsl-type') || 'fulltime';\n    const ptHours = parseFloat(document.getElementById('lsl-parttime-hours').value) || 20;\n\n    const rule = LSL_TABLE[state];\n    document.getElementById('lsl-state-info').textContent = rule.label;\n\n    const ratio = type === 'parttime' ? ptHours \u002F 38 : 1;\n    const eligible = years >= rule.years;\n    const proRataEligible = years >= rule.proRataAfter;\n\n    let leaveWeeks = 0;\n    if (eligible) {\n      leaveWeeks = rule.weeks + (years - rule.years) * (rule.weeks \u002F rule.years);\n    } else if (proRataEligible) {\n      leaveWeeks = years * (rule.weeks \u002F rule.years);\n    }\n    leaveWeeks *= ratio;\n\n    const chip = document.getElementById('lsl-status-chip');\n    const yearsRemaining = Math.max(0, rule.proRataAfter - years);\n    if (eligible || proRataEligible) {\n      chip.innerHTML = '\u003Cdiv class=\"status-chip eligible\">\u003Ci data-lucide=\"check-circle\">\u003C\u002Fi>Eligible for Long Service Leave\u003C\u002Fdiv>';\n    } else {\n      chip.innerHTML = '\u003Cdiv class=\"status-chip not-yet\">\u003Ci data-lucide=\"clock\">\u003C\u002Fi>' + yearsRemaining.toFixed(1) + ' more years to reach qualifying period\u003C\u002Fdiv>';\n    }\n    lucide.createIcons();\n\n    const leaveDays = leaveWeeks * 5;\n    const cashValue = leaveWeeks * weekly * ratio;\n    const accrualPerYear = (rule.weeks \u002F rule.years) * ratio;\n\n    document.getElementById('res-lsl-weeks').textContent = leaveWeeks.toFixed(3) + ' wks';\n    document.getElementById('res-lsl-days').textContent = leaveDays.toFixed(1) + ' days';\n    document.getElementById('res-lsl-value').textContent = eligible || proRataEligible ? fmt(leaveWeeks * weekly) : 'Not yet eligible';\n    document.getElementById('res-lsl-accrual').textContent = accrualPerYear.toFixed(4) + ' wks\u002Fyr';\n\n    \u002F\u002F Show\u002Fhide part-time hours\n    const ptRow = document.getElementById('lsl-parttime-row');\n    if (ptRow) ptRow.style.display = type === 'parttime' ? 'grid' : 'none';\n  }\n\n  \u002F\u002F ─── RESIZE OBSERVER (MANDATORY) ─────────────────────────────────────────\n  function sendResize() {\n    try {\n      const h = document.documentElement.scrollHeight;\n      parent.postMessage({ type: 'resize', height: h }, '*');\n    } catch(e) {}\n  }\n\n  const ro = new ResizeObserver(() => sendResize());\n  ro.observe(document.documentElement);\n\n  \u002F\u002F ─── TAB ACTIVATION ──────────────────────────────────────────────────────\n  function activateTab(id) {\n    document.querySelectorAll('.tab-btn').forEach(b => {\n      b.classList.toggle('active', b.dataset.tab === id);\n      b.setAttribute('aria-selected', b.dataset.tab === id ? 'true' : 'false');\n    });\n    document.querySelectorAll('.tab-panel').forEach(p => {\n      p.classList.toggle('active', p.id === 'tab-' + id);\n    });\n    try { if (location.hash !== '#' + id) location.hash = id; } catch(e) {}\n    sendResize();\n  }\n\n  \u002F\u002F Attach tab button listeners\n  document.querySelectorAll('.tab-btn').forEach(btn => {\n    btn.addEventListener('click', () => activateTab(btn.dataset.tab));\n  });\n\n  \u002F\u002F Attach radio listeners\n  ['pay-type-group', 'pay-residency-group', 'red-size-group', 'leave-type-group',\n   'notice-dir-group', 'super-type-group', 'lsl-type-group'].forEach(gid => {\n    const g = document.getElementById(gid);\n    if (!g) return;\n    g.querySelectorAll('input[type=\"radio\"]').forEach(inp => {\n      inp.addEventListener('change', () => {\n        setRadioStyles(gid);\n        if (gid === 'pay-type-group' || gid === 'pay-residency-group') calcPay();\n        if (gid === 'red-size-group') calcRedundancy();\n        if (gid === 'leave-type-group') calcLeave();\n        if (gid === 'notice-dir-group') calcNotice();\n        if (gid === 'super-type-group') calcSuper();\n        if (gid === 'lsl-type-group') calcLSL();\n      });\n    });\n  });\n\n  \u002F\u002F Attach input listeners\n  ['pay-classification','pay-hours'].forEach(id => {\n    const el = document.getElementById(id);\n    if (el) el.addEventListener('input', calcPay);\n  });\n  ['red-years','red-weekly'].forEach(id => {\n    const el = document.getElementById(id);\n    if (el) el.addEventListener('input', calcRedundancy);\n  });\n  ['leave-hours','leave-hourly','leave-loading'].forEach(id => {\n    const el = document.getElementById(id);\n    if (el) el.addEventListener('input', calcLeave);\n  });\n  ['notice-years','notice-age','notice-weekly','notice-date'].forEach(id => {\n    const el = document.getElementById(id);\n    if (el) el.addEventListener('input', calcNotice);\n  });\n  ['super-annual','super-rate','super-voluntary'].forEach(id => {\n    const el = document.getElementById(id);\n    if (el) el.addEventListener('input', calcSuper);\n  });\n  ['lsl-state','lsl-years','lsl-weekly','lsl-parttime-hours'].forEach(id => {\n    const el = document.getElementById(id);\n    if (el) el.addEventListener('input', calcLSL);\n  });\n\n  \u002F\u002F Set today's date as default for notice date\n  (function() {\n    const nd = document.getElementById('notice-date');\n    if (nd) {\n      const today = new Date();\n      const y = today.getFullYear(), m = String(today.getMonth()+1).padStart(2,'0'), d = String(today.getDate()).padStart(2,'0');\n      nd.value = y + '-' + m + '-' + d;\n    }\n  })();\n\n  \u002F\u002F ─── INITIAL CALCULATIONS ON LOAD ────────────────────────────────────────\n  window.addEventListener('load', () => {\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    lucide.createIcons();\n    sendResize();\n  });\n\u003C\u002Fscript>\n\u003C\u002Fbody>\n\u003C\u002Fhtml>\n","both"]