Sarah ThompsonThe Health Professionals and Support Services Award 2020 (MA000027) is the primary Modern Award governing pay rates, leave entitlements and working conditions for allied health professionals and health support workers across Australia's private health industry. Issued by the Fair Work Commission, this award covers tens of thousands of workers — from physiotherapists and medical scientists to dental assistants, hospital orderlies and medical receptionists — employed in private hospitals, private specialist practices, dental clinics, pathology laboratories and community health centres. If you work in private-sector health care and are not a nurse, paramedic or medical practitioner, this award almost certainly sets your minimum entitlements.
Who Does the Award Cover?
The Health Professionals and Support Services Award 2020 applies to employers in the health industry — defined as the delivery of health care, medical services and dental services in Australia — and to their employees classified under Schedule A of the award. Coverage also extends to labour hire (on-hire) employees placed in health industry businesses, and to health professional employees working in organisations outside the health industry proper.
Two broad classification streams exist under the award:
Health Professional stream — includes Audiologists, Biomedical Engineers, Cardiac Technologists, Chiropractors, Counsellors, Dental Hygienists, Dental Prosthetists, Dental Therapists, Dieticians, Exercise Physiologists, Medical Imaging Technologists (including Radiographers, Sonographers, Nuclear Medicine Technologists and Radiation Therapists), Medical Laboratory Technicians, Medical Scientists, Occupational Therapists, Oral Health Therapists, Orthoptists, Osteopaths, Pharmacists, Physiotherapists, Podiatrists, Prosthetists and Orthotists, Psychologists, Social Workers, Speech Pathologists, Welfare Workers, Youth Workers, and other allied health professionals with recognised tertiary qualifications.
Support Services stream — includes medical receptionists, cleaners, kitchen and food services staff, laboratory assistants, hospital orderlies, CSSD attendants, theatre attendants, dental assistants, pathology collectors, EEG and ECG recording attendants, laundry hands, social work aides and similar non-professional health support roles.
Excluded from coverage: Nurses and midwives (Nurses Award 2020), paramedics (Ambulance and Patient Transport Award), and medical practitioners (excluded by Fair Work Commission determination from 1 July 2021).
Pay Structure and Classification Levels
Pay rates under the award are reviewed annually by the Fair Work Commission through the Annual Wage Review process. The rates below are effective from 1 July 2025, incorporating the 3.5% increase from the 2024–25 Annual Wage Review.
Support Services Stream
| Classification | Hourly Rate (AUD) | Weekly Rate (AUD) |
|---|---|---|
| Level 1 | $25.74 | $978.20 |
| Level 2 | $26.76 | $1,016.90 |
| Level 3 | $27.79 | $1,056.00 |
| Level 4 | $28.12 | $1,068.40 |
| Level 5 | $29.07 | $1,104.70 |
| Level 6 | $30.64 | $1,164.20 |
| Level 7 | $31.19 | $1,185.10 |
| Level 8 PP1 | $32.24 | $1,225.30 |
| Level 8 PP2 | $33.09 | $1,257.50 |
| Level 8 PP3 | $35.42 | $1,345.80 |
| Level 9 PP1 | $36.05 | $1,369.90 |
| Level 9 PP2 | $37.33 | $1,418.50 |
| Level 9 PP3 | $37.63 | $1,429.90 |
Health Professional Stream
Level 1 (entry-level, pay point determined by highest qualification on entry):
| Pay Point | Entry Basis | Hourly Rate (AUD) | Weekly Rate (AUD) |
|---|---|---|---|
| PP1 | Undergraduate Year 2 / Diploma | $29.49 | $1,120.80 |
| PP2 | 3-year degree | $30.64 | $1,164.20 |
| PP3 | 4-year degree | $31.99 | $1,215.70 |
| PP4 | Masters degree | $33.09 | $1,257.50 |
| PP5 | PhD | $36.05 | $1,369.90 |
| PP6 | Experience progression | $37.33 | $1,418.50 |
Level 2 (experienced practitioner, working independently with professional judgment):
| Pay Point | Hourly Rate (AUD) | Weekly Rate (AUD) |
|---|---|---|
| PP1 | $37.53 | $1,426.20 |
| PP2 | $38.90 | $1,478.10 |
| PP3 | $40.38 | $1,534.50 |
| PP4 | $41.99 | $1,595.60 |
Level 3 (experienced specialist with advanced expertise):
| Pay Point | Hourly Rate (AUD) | Weekly Rate (AUD) |
|---|---|---|
| PP1 | $43.81 | $1,664.80 |
| PP2 | $45.04 | $1,711.50 |
| PP3 | $46.01 | $1,748.30 |
| PP4 | $48.05 | $1,825.90 |
| PP5 | $49.82 | $1,893.30 |
Level 4 (senior specialist with high-level professional autonomy):
| Pay Point | Hourly Rate (AUD) | Weekly Rate (AUD) |
|---|---|---|
| PP1 | $53.05 | $2,015.80 |
| PP2 | $56.61 | $2,151.10 |
| PP3 | $61.56 | $2,339.30 |
| PP4 | $67.96 | $2,582.40 |
Employees progress through pay points annually (or after 1,824 hours for part-time and casual employees) subject to satisfactory performance.
Working Hours, Overtime and Penalty Rates
The standard full-time working week under the award is 38 ordinary hours. Shifts must not exceed 10 hours, and ordinary hours may be averaged over a four-week roster cycle.
Penalty rates apply to work outside ordinary Monday-to-Friday business hours:
| Type of Work | Penalty Rate |
|---|---|
| Ordinary hours, Mon–Fri, standard span | 100% |
| Shiftwork (finishing after 6pm or starting before 6am, Mon–Fri) | 115% |
| Saturday or Sunday (any hours worked) | 150% |
| Public holidays | 250% |
| Overtime Mon–Sat, first 2 hours | 150% |
| Overtime Mon–Sat, after 2 hours | 200% |
| Overtime Sunday | 200% |
| Overtime public holidays | 250% |
Casual employees receive a 25% casual loading on top of the minimum hourly rate, built into all penalty rate calculations. The minimum casual engagement is 3 hours per shift.
Annual Leave
Under the National Employment Standards (Fair Work Act 2009, s.87), all full-time employees under this award are entitled to a minimum of 4 weeks (20 days) of paid annual leave per year, accruing progressively throughout the year. Part-time employees accrue leave on a pro-rata basis proportional to their contracted hours.
Shiftworkers who are regularly rostered to work on Sundays and public holidays are entitled to an additional week of leave — 5 weeks (25 days) per year. This reflects the greater disruption to rest and social time experienced by regular weekend and public holiday workers.
Annual leave loading of 17.5% applies under this award, payable on top of the base rate during annual leave. For shiftworkers, the loading is the higher of 17.5% or the shift and weekend penalties the employee would have received had they been at work — ensuring shiftworkers are not financially disadvantaged by taking their leave entitlement.
Annual leave accrues at a rate of approximately 1.667 days per month for full-time employees (or 2.083 days per month for shiftworkers on the 5-week entitlement). Leave can be cashed out in limited circumstances by agreement between employer and employee, subject to the employee retaining at least 4 weeks' accrued leave.
Notice of Termination
The Health Professionals and Support Services Award 2020 applies the National Employment Standards notice scale from Fair Work Act 2009, s.117 without enhancement. Minimum notice periods are:
| Continuous service | Employer notice |
|---|---|
| Less than 1 year | 1 week |
| 1 year to 3 years | 2 weeks |
| 3 years to 5 years | 3 weeks |
| 5 years or more | 4 weeks |
| Over 45 years old with 2+ years service | +1 week supplement |
For employee resignation, the same 1–4 week scale applies (without the over-45 supplement). The award also provides a job-search entitlement of up to one paid working day once notice has been given, allowing employees to attend interviews without loss of pay.
Payment in lieu of notice is permissible where the employer elects not to require the employee to work out the notice period. The amount due equals the employee's base rate of pay for the relevant notice weeks.
Redundancy Pay
Genuine redundancy entitlements under this award follow the National Employment Standards scale in Fair Work Act 2009, Schedule 4, s.119. The award provides no enhancement above the statutory minimum:
| Years of continuous service | NES weeks of pay |
|---|---|
| 1–2 years | 4 weeks |
| 2–3 years | 6 weeks |
| 3–4 years | 7 weeks |
| 4–5 years | 8 weeks |
| 5–6 years | 10 weeks |
| 6–7 years | 11 weeks |
| 7–8 years | 13 weeks |
| 8–9 years | 14 weeks |
| 9–10 years | 16 weeks |
| 10+ years | 12 weeks (statutory cap) |
Small business exemption: Employers with fewer than 15 employees are not required to pay NES redundancy pay under s.121(1) of the Fair Work Act 2009. Employees with less than 12 months of continuous service are also excluded.
Redundancy pay is a genuine redundancy payment for tax purposes. The first AUD $12,524 (plus AUD $6,264 per year of service) is tax-free as an employment termination payment, with the balance taxed at a concessional rate.
Where an employee is given notice of redundancy and their role is transferred to another employer, only the service period with the actual employer may count, subject to continuity provisions.
Superannuation
Employers covered by the Health Professionals and Support Services Award 2020 must pay superannuation contributions at the current Superannuation Guarantee rate — 12% of ordinary time earnings from 1 July 2025 — under the Superannuation Guarantee (Administration) Act 1992. This rate will increase to 12% permanently from this date (the phased SG increases are complete).
The award names eight default superannuation funds: Aware Super, Prime Super, HESTA, Equipsuper, Australian Retirement Trust, CareSuper, NGS Super and HOSTPLUS. These are among Australia's largest industry super funds with extensive experience serving healthcare and allied health workers.
Employees retain the right to nominate their preferred complying superannuation fund (Choice of Fund, Fair Work Act s.149A). Where a new employee does not nominate a fund, the employer must identify their stapled fund via the ATO before defaulting to one of the named award funds.
Concessional (pre-tax) contributions are capped at AUD $30,000 per year for 2025-26, including the employer's SG contribution. Voluntary employee contributions made via salary sacrifice count toward this cap.
State and Territory Variations
The Health Professionals and Support Services Award 2020 is a federal instrument — its pay rates and employment conditions apply uniformly across all Australian states and territories. However, several entitlements are governed by state legislation and vary by jurisdiction:
Long service leave depends on state law. The qualifying period and entitlement differ significantly: Victoria (7 years / 6 weeks), New South Wales (10 years / 8.7 weeks), Queensland (10 years / 8.7 weeks), South Australia (10 years / 13 weeks), Western Australia (10 years / 8.7 weeks), Tasmania (10 years / 8.7 weeks), ACT (10 years / 6 weeks, with pro-rata from 7 years), Northern Territory (10 years / 13 weeks). Use the Long Service Leave tab in the calculator above for your state.
Public holidays include national days (New Year's Day, Australia Day, Good Friday, Easter Saturday, Easter Monday, ANZAC Day, King's Birthday, Christmas Day, Boxing Day) plus state-specific additions: Melbourne Cup Day (VIC), EKKA Show Day (QLD), Adelaide Cup Day (SA), Foundation Day (WA), Eight Hours Day (TAS).
Workers compensation is administered through state-based schemes — icare in NSW, WorkSafe VIC, WorkCover QLD, ReturnToWorkSA, WorkCover WA, WorkSafe TAS, WorkSafe ACT, NT WorkSafe. Contribution rates, benefit calculations and return-to-work processes differ between jurisdictions.
Your Rights at Work
Unfair dismissal protection applies once a qualifying period is completed: six months for employers with 15 or more employees, or 12 months for small business employers. Claims must be lodged with the Fair Work Commission within 21 days of dismissal (Fair Work Act 2009, s.382).
General protections under Part 3-1 of the Fair Work Act prohibit adverse action against employees who exercise a workplace right — including raising a workplace concern, taking leave or joining a union.
Right to disconnect was introduced to modern awards from 26 August 2024 (large employers) and 26 August 2025 (small employers). Under clause 13A of the award, employees may reasonably refuse contact from their employer outside working hours unless the refusal would be unreasonable in all the circumstances.
Union rights: The Health Services Union (HSU) and United Workers Union (UWU) are the principal unions representing employees under this award. Under the Fair Work Act, authorised union representatives have rights of entry to workplaces, and employees are entitled to union representation in enterprise bargaining and dispute resolution.
Casual conversion: Casuals employed on a regular and systematic basis for 12 months or more may request conversion to permanent employment. Employers must respond within 21 days and can only refuse on genuine reasonable business grounds.
This article is for general information purposes only and does not constitute legal advice. For questions about your specific employment situation, contact your union, the Fair Work Ombudsman (1300 724 690) or a qualified employment lawyer. Award rates and legislative provisions are current as of 2025-26 but are subject to change.
