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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},"cmpqzuk3s00l470zjx0rgsx7d","health-professionals-support-services-award-2020-pay-rates-entitlements-2026-australia","Health Professionals and Support Services Award 2020 — Rights, Pay and Entitlements Explained (2026)","The 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 healt","The 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.\n\n\u003Cdiv data-tool=\"cba-au-health-professionals-support-services-award-2020\">\u003C\u002Fdiv>\n\n## Who Does the Award Cover?\n\nThe 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.\n\nTwo broad classification streams exist under the award:\n\n**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.\n\n**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.\n\n**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).\n\n## Pay Structure and Classification Levels\n\nPay 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.\n\n### Support Services Stream\n\n| Classification | Hourly Rate (AUD) | Weekly Rate (AUD) |\n|---|---|---|\n| Level 1 | $25.74 | $978.20 |\n| Level 2 | $26.76 | $1,016.90 |\n| Level 3 | $27.79 | $1,056.00 |\n| Level 4 | $28.12 | $1,068.40 |\n| Level 5 | $29.07 | $1,104.70 |\n| Level 6 | $30.64 | $1,164.20 |\n| Level 7 | $31.19 | $1,185.10 |\n| Level 8 PP1 | $32.24 | $1,225.30 |\n| Level 8 PP2 | $33.09 | $1,257.50 |\n| Level 8 PP3 | $35.42 | $1,345.80 |\n| Level 9 PP1 | $36.05 | $1,369.90 |\n| Level 9 PP2 | $37.33 | $1,418.50 |\n| Level 9 PP3 | $37.63 | $1,429.90 |\n\n### Health Professional Stream\n\n**Level 1** (entry-level, pay point determined by highest qualification on entry):\n\n| Pay Point | Entry Basis | Hourly Rate (AUD) | Weekly Rate (AUD) |\n|---|---|---|---|\n| PP1 | Undergraduate Year 2 \u002F Diploma | $29.49 | $1,120.80 |\n| PP2 | 3-year degree | $30.64 | $1,164.20 |\n| PP3 | 4-year degree | $31.99 | $1,215.70 |\n| PP4 | Masters degree | $33.09 | $1,257.50 |\n| PP5 | PhD | $36.05 | $1,369.90 |\n| PP6 | Experience progression | $37.33 | $1,418.50 |\n\n**Level 2** (experienced practitioner, working independently with professional judgment):\n\n| Pay Point | Hourly Rate (AUD) | Weekly Rate (AUD) |\n|---|---|---|\n| PP1 | $37.53 | $1,426.20 |\n| PP2 | $38.90 | $1,478.10 |\n| PP3 | $40.38 | $1,534.50 |\n| PP4 | $41.99 | $1,595.60 |\n\n**Level 3** (experienced specialist with advanced expertise):\n\n| Pay Point | Hourly Rate (AUD) | Weekly Rate (AUD) |\n|---|---|---|\n| PP1 | $43.81 | $1,664.80 |\n| PP2 | $45.04 | $1,711.50 |\n| PP3 | $46.01 | $1,748.30 |\n| PP4 | $48.05 | $1,825.90 |\n| PP5 | $49.82 | $1,893.30 |\n\n**Level 4** (senior specialist with high-level professional autonomy):\n\n| Pay Point | Hourly Rate (AUD) | Weekly Rate (AUD) |\n|---|---|---|\n| PP1 | $53.05 | $2,015.80 |\n| PP2 | $56.61 | $2,151.10 |\n| PP3 | $61.56 | $2,339.30 |\n| PP4 | $67.96 | $2,582.40 |\n\nEmployees progress through pay points annually (or after 1,824 hours for part-time and casual employees) subject to satisfactory performance.\n\n## Working Hours, Overtime and Penalty Rates\n\nThe 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.\n\nPenalty rates apply to work outside ordinary Monday-to-Friday business hours:\n\n| Type of Work | Penalty Rate |\n|---|---|\n| Ordinary hours, Mon–Fri, standard span | 100% |\n| Shiftwork (finishing after 6pm or starting before 6am, Mon–Fri) | 115% |\n| Saturday or Sunday (any hours worked) | 150% |\n| Public holidays | 250% |\n| Overtime Mon–Sat, first 2 hours | 150% |\n| Overtime Mon–Sat, after 2 hours | 200% |\n| Overtime Sunday | 200% |\n| Overtime public holidays | 250% |\n\n**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.\n\n## Annual Leave\n\nUnder 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.\n\n**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.\n\n**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.\n\nAnnual 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.\n\n## Notice of Termination\n\nThe 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:\n\n| Continuous service | Employer notice |\n|---|---|\n| Less than 1 year | 1 week |\n| 1 year to 3 years | 2 weeks |\n| 3 years to 5 years | 3 weeks |\n| 5 years or more | 4 weeks |\n| Over 45 years old with 2+ years service | +1 week supplement |\n\nFor 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.\n\nPayment 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.\n\n## Redundancy Pay\n\nGenuine 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:\n\n| Years of continuous service | NES weeks of pay |\n|---|---|\n| 1–2 years | 4 weeks |\n| 2–3 years | 6 weeks |\n| 3–4 years | 7 weeks |\n| 4–5 years | 8 weeks |\n| 5–6 years | 10 weeks |\n| 6–7 years | 11 weeks |\n| 7–8 years | 13 weeks |\n| 8–9 years | 14 weeks |\n| 9–10 years | 16 weeks |\n| 10+ years | 12 weeks (statutory cap) |\n\n**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.\n\nRedundancy 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.\n\nWhere 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.\n\n## Superannuation\n\nEmployers 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).\n\nThe 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.\n\nEmployees 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.\n\nConcessional (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.\n\n## State and Territory Variations\n\nThe 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:\n\n**Long service leave** depends on state law. The qualifying period and entitlement differ significantly: Victoria (7 years \u002F 6 weeks), New South Wales (10 years \u002F 8.7 weeks), Queensland (10 years \u002F 8.7 weeks), South Australia (10 years \u002F 13 weeks), Western Australia (10 years \u002F 8.7 weeks), Tasmania (10 years \u002F 8.7 weeks), ACT (10 years \u002F 6 weeks, with pro-rata from 7 years), Northern Territory (10 years \u002F 13 weeks). Use the Long Service Leave tab in the calculator above for your state.\n\n**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).\n\n**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.\n\n## Your Rights at Work\n\n**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).\n\n**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.\n\n**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.\n\n**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.\n\n**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.\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. Award rates and legislative provisions are current as of 2025-26 but are subject to change.*\n","https:\u002F\u002Fpub-bdebbd2dad294475a2da0eb657815b6b.r2.dev\u002Fhero\u002F63798d99d53d-199bc9.webp","Australian allied health worker reviews pay entitlements under the Health Professionals Award 2026",null,false,"PUBLISHED","en-AU","au","en","cmkzhdox400036svtxf9pwxzh","Health Professionals Award 2026 Pay Rates | Expert Zoom","Pay rates, redundancy, annual leave and super entitlements under the Health Professionals and Support Services Award 2020. Updated for 2025-26 Australian rates.","health professionals support services award 2020 pay rates entitlements 2026 Australia","63798d99d53d","9cc87197-5408-43dc-9de5-d740868a64f4",2150,[],{"draft":1155,"excerpt":1072,"featured":1141,"metaTitle":1147,"countryCode":1144,"categorySlug":1051,"languageCode":1145,"relatedTools":1156,"readingTimeMin":1082,"metaDescription":1148},true,[1128],695,0,"a4094b2e-c373-48eb-a578-5bccbfe730cb","PASS","Submitted and indexed","2026-06-21T11:59:05.000Z","2026-06-28T14:31:30.147Z",5.72,"poor",3.49,"good","2026-07-17T17:51:19.496Z","2026-05-29T14:05:01.382Z","2026-05-29T14:05:01.383Z","2026-07-24T16:29:22.944Z",{"id":1146,"name":676,"slug":678,"parentId":1140},{"id":1159,"first_name":1174,"name":1175,"slug":1176,"specialty":1177,"picture":1178},"Sarah","Thompson","sarah-thompson","Banking Law Advisor","expertPics\u002Flawyers\u002Flawyers-expert-1775226757935.webp",[],[1128],"\u003Cp>The 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.\u003C\u002Fp>\n\u003Cdiv data-tool=\"cba-au-health-professionals-support-services-award-2020\">\u003C\u002Fdiv>\n\n\u003Ch2 id=\"who-does-the-award-cover\">Who Does the Award Cover?\u003C\u002Fh2>\n\u003Cp>The Health Professionals and Support Services Award 2020 applies to employers in the \u003Cstrong>health industry\u003C\u002Fstrong> — 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.\u003C\u002Fp>\n\u003Cp>Two broad classification streams exist under the award:\u003C\u002Fp>\n\u003Cp>\u003Cstrong>Health Professional stream\u003C\u002Fstrong> — 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.\u003C\u002Fp>\n\u003Cp>\u003Cstrong>Support Services stream\u003C\u002Fstrong> — 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.\u003C\u002Fp>\n\u003Cp>\u003Cstrong>Excluded from coverage:\u003C\u002Fstrong> 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).\u003C\u002Fp>\n\u003Ch2 id=\"pay-structure-and-classification-levels\">Pay Structure and Classification Levels\u003C\u002Fh2>\n\u003Cp>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 \u003Cstrong>1 July 2025\u003C\u002Fstrong>, incorporating the 3.5% increase from the 2024–25 Annual Wage Review.\u003C\u002Fp>\n\u003Ch3 id=\"support-services-stream\">Support Services Stream\u003C\u002Fh3>\n\u003Ctable>\n\u003Cthead>\n\u003Ctr>\n\u003Cth>Classification\u003C\u002Fth>\n\u003Cth>Hourly Rate (AUD)\u003C\u002Fth>\n\u003Cth>Weekly Rate (AUD)\u003C\u002Fth>\n\u003C\u002Ftr>\n\u003C\u002Fthead>\n\u003Ctbody>\u003Ctr>\n\u003Ctd>Level 1\u003C\u002Ftd>\n\u003Ctd>$25.74\u003C\u002Ftd>\n\u003Ctd>$978.20\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003Ctr>\n\u003Ctd>Level 2\u003C\u002Ftd>\n\u003Ctd>$26.76\u003C\u002Ftd>\n\u003Ctd>$1,016.90\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003Ctr>\n\u003Ctd>Level 3\u003C\u002Ftd>\n\u003Ctd>$27.79\u003C\u002Ftd>\n\u003Ctd>$1,056.00\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003Ctr>\n\u003Ctd>Level 4\u003C\u002Ftd>\n\u003Ctd>$28.12\u003C\u002Ftd>\n\u003Ctd>$1,068.40\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003Ctr>\n\u003Ctd>Level 5\u003C\u002Ftd>\n\u003Ctd>$29.07\u003C\u002Ftd>\n\u003Ctd>$1,104.70\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003Ctr>\n\u003Ctd>Level 6\u003C\u002Ftd>\n\u003Ctd>$30.64\u003C\u002Ftd>\n\u003Ctd>$1,164.20\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003Ctr>\n\u003Ctd>Level 7\u003C\u002Ftd>\n\u003Ctd>$31.19\u003C\u002Ftd>\n\u003Ctd>$1,185.10\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003Ctr>\n\u003Ctd>Level 8 PP1\u003C\u002Ftd>\n\u003Ctd>$32.24\u003C\u002Ftd>\n\u003Ctd>$1,225.30\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003Ctr>\n\u003Ctd>Level 8 PP2\u003C\u002Ftd>\n\u003Ctd>$33.09\u003C\u002Ftd>\n\u003Ctd>$1,257.50\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003Ctr>\n\u003Ctd>Level 8 PP3\u003C\u002Ftd>\n\u003Ctd>$35.42\u003C\u002Ftd>\n\u003Ctd>$1,345.80\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003Ctr>\n\u003Ctd>Level 9 PP1\u003C\u002Ftd>\n\u003Ctd>$36.05\u003C\u002Ftd>\n\u003Ctd>$1,369.90\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003Ctr>\n\u003Ctd>Level 9 PP2\u003C\u002Ftd>\n\u003Ctd>$37.33\u003C\u002Ftd>\n\u003Ctd>$1,418.50\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003Ctr>\n\u003Ctd>Level 9 PP3\u003C\u002Ftd>\n\u003Ctd>$37.63\u003C\u002Ftd>\n\u003Ctd>$1,429.90\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003C\u002Ftbody>\u003C\u002Ftable>\n\u003Ch3 id=\"health-professional-stream\">Health Professional Stream\u003C\u002Fh3>\n\u003Cp>\u003Cstrong>Level 1\u003C\u002Fstrong> (entry-level, pay point determined by highest qualification on entry):\u003C\u002Fp>\n\u003Ctable>\n\u003Cthead>\n\u003Ctr>\n\u003Cth>Pay Point\u003C\u002Fth>\n\u003Cth>Entry Basis\u003C\u002Fth>\n\u003Cth>Hourly Rate (AUD)\u003C\u002Fth>\n\u003Cth>Weekly Rate (AUD)\u003C\u002Fth>\n\u003C\u002Ftr>\n\u003C\u002Fthead>\n\u003Ctbody>\u003Ctr>\n\u003Ctd>PP1\u003C\u002Ftd>\n\u003Ctd>Undergraduate Year 2 \u002F Diploma\u003C\u002Ftd>\n\u003Ctd>$29.49\u003C\u002Ftd>\n\u003Ctd>$1,120.80\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003Ctr>\n\u003Ctd>PP2\u003C\u002Ftd>\n\u003Ctd>3-year degree\u003C\u002Ftd>\n\u003Ctd>$30.64\u003C\u002Ftd>\n\u003Ctd>$1,164.20\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003Ctr>\n\u003Ctd>PP3\u003C\u002Ftd>\n\u003Ctd>4-year degree\u003C\u002Ftd>\n\u003Ctd>$31.99\u003C\u002Ftd>\n\u003Ctd>$1,215.70\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003Ctr>\n\u003Ctd>PP4\u003C\u002Ftd>\n\u003Ctd>Masters degree\u003C\u002Ftd>\n\u003Ctd>$33.09\u003C\u002Ftd>\n\u003Ctd>$1,257.50\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003Ctr>\n\u003Ctd>PP5\u003C\u002Ftd>\n\u003Ctd>PhD\u003C\u002Ftd>\n\u003Ctd>$36.05\u003C\u002Ftd>\n\u003Ctd>$1,369.90\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003Ctr>\n\u003Ctd>PP6\u003C\u002Ftd>\n\u003Ctd>Experience progression\u003C\u002Ftd>\n\u003Ctd>$37.33\u003C\u002Ftd>\n\u003Ctd>$1,418.50\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003C\u002Ftbody>\u003C\u002Ftable>\n\u003Cp>\u003Cstrong>Level 2\u003C\u002Fstrong> (experienced practitioner, working independently with professional judgment):\u003C\u002Fp>\n\u003Ctable>\n\u003Cthead>\n\u003Ctr>\n\u003Cth>Pay Point\u003C\u002Fth>\n\u003Cth>Hourly Rate (AUD)\u003C\u002Fth>\n\u003Cth>Weekly Rate (AUD)\u003C\u002Fth>\n\u003C\u002Ftr>\n\u003C\u002Fthead>\n\u003Ctbody>\u003Ctr>\n\u003Ctd>PP1\u003C\u002Ftd>\n\u003Ctd>$37.53\u003C\u002Ftd>\n\u003Ctd>$1,426.20\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003Ctr>\n\u003Ctd>PP2\u003C\u002Ftd>\n\u003Ctd>$38.90\u003C\u002Ftd>\n\u003Ctd>$1,478.10\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003Ctr>\n\u003Ctd>PP3\u003C\u002Ftd>\n\u003Ctd>$40.38\u003C\u002Ftd>\n\u003Ctd>$1,534.50\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003Ctr>\n\u003Ctd>PP4\u003C\u002Ftd>\n\u003Ctd>$41.99\u003C\u002Ftd>\n\u003Ctd>$1,595.60\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003C\u002Ftbody>\u003C\u002Ftable>\n\u003Cp>\u003Cstrong>Level 3\u003C\u002Fstrong> (experienced specialist with advanced expertise):\u003C\u002Fp>\n\u003Ctable>\n\u003Cthead>\n\u003Ctr>\n\u003Cth>Pay Point\u003C\u002Fth>\n\u003Cth>Hourly Rate (AUD)\u003C\u002Fth>\n\u003Cth>Weekly Rate (AUD)\u003C\u002Fth>\n\u003C\u002Ftr>\n\u003C\u002Fthead>\n\u003Ctbody>\u003Ctr>\n\u003Ctd>PP1\u003C\u002Ftd>\n\u003Ctd>$43.81\u003C\u002Ftd>\n\u003Ctd>$1,664.80\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003Ctr>\n\u003Ctd>PP2\u003C\u002Ftd>\n\u003Ctd>$45.04\u003C\u002Ftd>\n\u003Ctd>$1,711.50\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003Ctr>\n\u003Ctd>PP3\u003C\u002Ftd>\n\u003Ctd>$46.01\u003C\u002Ftd>\n\u003Ctd>$1,748.30\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003Ctr>\n\u003Ctd>PP4\u003C\u002Ftd>\n\u003Ctd>$48.05\u003C\u002Ftd>\n\u003Ctd>$1,825.90\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003Ctr>\n\u003Ctd>PP5\u003C\u002Ftd>\n\u003Ctd>$49.82\u003C\u002Ftd>\n\u003Ctd>$1,893.30\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003C\u002Ftbody>\u003C\u002Ftable>\n\u003Cp>\u003Cstrong>Level 4\u003C\u002Fstrong> (senior specialist with high-level professional autonomy):\u003C\u002Fp>\n\u003Ctable>\n\u003Cthead>\n\u003Ctr>\n\u003Cth>Pay Point\u003C\u002Fth>\n\u003Cth>Hourly Rate (AUD)\u003C\u002Fth>\n\u003Cth>Weekly Rate (AUD)\u003C\u002Fth>\n\u003C\u002Ftr>\n\u003C\u002Fthead>\n\u003Ctbody>\u003Ctr>\n\u003Ctd>PP1\u003C\u002Ftd>\n\u003Ctd>$53.05\u003C\u002Ftd>\n\u003Ctd>$2,015.80\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003Ctr>\n\u003Ctd>PP2\u003C\u002Ftd>\n\u003Ctd>$56.61\u003C\u002Ftd>\n\u003Ctd>$2,151.10\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003Ctr>\n\u003Ctd>PP3\u003C\u002Ftd>\n\u003Ctd>$61.56\u003C\u002Ftd>\n\u003Ctd>$2,339.30\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003Ctr>\n\u003Ctd>PP4\u003C\u002Ftd>\n\u003Ctd>$67.96\u003C\u002Ftd>\n\u003Ctd>$2,582.40\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003C\u002Ftbody>\u003C\u002Ftable>\n\u003Cp>Employees progress through pay points annually (or after 1,824 hours for part-time and casual employees) subject to satisfactory performance.\u003C\u002Fp>\n\u003Ch2 id=\"working-hours-overtime-and-penalty-rates\">Working Hours, Overtime and Penalty Rates\u003C\u002Fh2>\n\u003Cp>The standard full-time working week under the award is \u003Cstrong>38 ordinary hours\u003C\u002Fstrong>. Shifts must not exceed 10 hours, and ordinary hours may be averaged over a four-week roster cycle.\u003C\u002Fp>\n\u003Cp>Penalty rates apply to work outside ordinary Monday-to-Friday business hours:\u003C\u002Fp>\n\u003Ctable>\n\u003Cthead>\n\u003Ctr>\n\u003Cth>Type of Work\u003C\u002Fth>\n\u003Cth>Penalty Rate\u003C\u002Fth>\n\u003C\u002Ftr>\n\u003C\u002Fthead>\n\u003Ctbody>\u003Ctr>\n\u003Ctd>Ordinary hours, Mon–Fri, standard span\u003C\u002Ftd>\n\u003Ctd>100%\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003Ctr>\n\u003Ctd>Shiftwork (finishing after 6pm or starting before 6am, Mon–Fri)\u003C\u002Ftd>\n\u003Ctd>115%\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003Ctr>\n\u003Ctd>Saturday or Sunday (any hours worked)\u003C\u002Ftd>\n\u003Ctd>150%\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003Ctr>\n\u003Ctd>Public holidays\u003C\u002Ftd>\n\u003Ctd>250%\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003Ctr>\n\u003Ctd>Overtime Mon–Sat, first 2 hours\u003C\u002Ftd>\n\u003Ctd>150%\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003Ctr>\n\u003Ctd>Overtime Mon–Sat, after 2 hours\u003C\u002Ftd>\n\u003Ctd>200%\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003Ctr>\n\u003Ctd>Overtime Sunday\u003C\u002Ftd>\n\u003Ctd>200%\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003Ctr>\n\u003Ctd>Overtime public holidays\u003C\u002Ftd>\n\u003Ctd>250%\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003C\u002Ftbody>\u003C\u002Ftable>\n\u003Cp>\u003Cstrong>Casual employees\u003C\u002Fstrong> receive a \u003Cstrong>25% casual loading\u003C\u002Fstrong> on top of the minimum hourly rate, built into all penalty rate calculations. The minimum casual engagement is 3 hours per shift.\u003C\u002Fp>\n\u003Ch2 id=\"annual-leave\">Annual Leave\u003C\u002Fh2>\n\u003Cp>Under the National Employment Standards (Fair Work Act 2009, s.87), all full-time employees under this award are entitled to a minimum of \u003Cstrong>4 weeks (20 days) of paid annual leave\u003C\u002Fstrong> per year, accruing progressively throughout the year. Part-time employees accrue leave on a pro-rata basis proportional to their contracted hours.\u003C\u002Fp>\n\u003Cp>\u003Cstrong>Shiftworkers\u003C\u002Fstrong> who are regularly rostered to work on Sundays and public holidays are entitled to an additional week of leave — \u003Cstrong>5 weeks (25 days)\u003C\u002Fstrong> per year. This reflects the greater disruption to rest and social time experienced by regular weekend and public holiday workers.\u003C\u002Fp>\n\u003Cp>\u003Cstrong>Annual leave loading\u003C\u002Fstrong> of \u003Cstrong>17.5%\u003C\u002Fstrong> 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.\u003C\u002Fp>\n\u003Cp>Annual leave accrues at a rate of approximately \u003Cstrong>1.667 days per month\u003C\u002Fstrong> 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.\u003C\u002Fp>\n\u003Ch2 id=\"notice-of-termination\">Notice of Termination\u003C\u002Fh2>\n\u003Cp>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:\u003C\u002Fp>\n\u003Ctable>\n\u003Cthead>\n\u003Ctr>\n\u003Cth>Continuous service\u003C\u002Fth>\n\u003Cth>Employer notice\u003C\u002Fth>\n\u003C\u002Ftr>\n\u003C\u002Fthead>\n\u003Ctbody>\u003Ctr>\n\u003Ctd>Less than 1 year\u003C\u002Ftd>\n\u003Ctd>1 week\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003Ctr>\n\u003Ctd>1 year to 3 years\u003C\u002Ftd>\n\u003Ctd>2 weeks\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003Ctr>\n\u003Ctd>3 years to 5 years\u003C\u002Ftd>\n\u003Ctd>3 weeks\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003Ctr>\n\u003Ctd>5 years or more\u003C\u002Ftd>\n\u003Ctd>4 weeks\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003Ctr>\n\u003Ctd>Over 45 years old with 2+ years service\u003C\u002Ftd>\n\u003Ctd>+1 week supplement\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003C\u002Ftbody>\u003C\u002Ftable>\n\u003Cp>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.\u003C\u002Fp>\n\u003Cp>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.\u003C\u002Fp>\n\u003Ch2 id=\"redundancy-pay\">Redundancy Pay\u003C\u002Fh2>\n\u003Cp>Genuine redundancy entitlements under this award follow the National Employment Standards scale in \u003Cstrong>Fair Work Act 2009, Schedule 4, s.119\u003C\u002Fstrong>. The award provides no enhancement above the statutory minimum:\u003C\u002Fp>\n\u003Ctable>\n\u003Cthead>\n\u003Ctr>\n\u003Cth>Years of continuous service\u003C\u002Fth>\n\u003Cth>NES weeks of pay\u003C\u002Fth>\n\u003C\u002Ftr>\n\u003C\u002Fthead>\n\u003Ctbody>\u003Ctr>\n\u003Ctd>1–2 years\u003C\u002Ftd>\n\u003Ctd>4 weeks\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003Ctr>\n\u003Ctd>2–3 years\u003C\u002Ftd>\n\u003Ctd>6 weeks\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003Ctr>\n\u003Ctd>3–4 years\u003C\u002Ftd>\n\u003Ctd>7 weeks\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003Ctr>\n\u003Ctd>4–5 years\u003C\u002Ftd>\n\u003Ctd>8 weeks\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003Ctr>\n\u003Ctd>5–6 years\u003C\u002Ftd>\n\u003Ctd>10 weeks\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003Ctr>\n\u003Ctd>6–7 years\u003C\u002Ftd>\n\u003Ctd>11 weeks\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003Ctr>\n\u003Ctd>7–8 years\u003C\u002Ftd>\n\u003Ctd>13 weeks\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003Ctr>\n\u003Ctd>8–9 years\u003C\u002Ftd>\n\u003Ctd>14 weeks\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003Ctr>\n\u003Ctd>9–10 years\u003C\u002Ftd>\n\u003Ctd>16 weeks\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003Ctr>\n\u003Ctd>10+ years\u003C\u002Ftd>\n\u003Ctd>12 weeks (statutory cap)\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003C\u002Ftbody>\u003C\u002Ftable>\n\u003Cp>\u003Cstrong>Small business exemption:\u003C\u002Fstrong> Employers with fewer than 15 employees 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.\u003C\u002Fp>\n\u003Cp>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.\u003C\u002Fp>\n\u003Cp>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.\u003C\u002Fp>\n\u003Ch2 id=\"superannuation\">Superannuation\u003C\u002Fh2>\n\u003Cp>Employers covered by the Health Professionals and Support Services Award 2020 must pay superannuation contributions at the current Superannuation Guarantee rate — \u003Cstrong>12% of ordinary time earnings from 1 July 2025\u003C\u002Fstrong> — under the Superannuation Guarantee (Administration) Act 1992. This rate will increase to 12% permanently from this date (the phased SG increases are complete).\u003C\u002Fp>\n\u003Cp>The award names eight default superannuation funds: \u003Cstrong>Aware Super, Prime Super, HESTA, Equipsuper, Australian Retirement Trust, CareSuper, NGS Super\u003C\u002Fstrong> and \u003Cstrong>HOSTPLUS\u003C\u002Fstrong>. These are among Australia's largest industry super funds with extensive experience serving healthcare and allied health workers.\u003C\u002Fp>\n\u003Cp>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.\u003C\u002Fp>\n\u003Cp>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.\u003C\u002Fp>\n\u003Ch2 id=\"state-and-territory-variations\">State and Territory Variations\u003C\u002Fh2>\n\u003Cp>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:\u003C\u002Fp>\n\u003Cp>\u003Cstrong>Long service leave\u003C\u002Fstrong> depends on state law. The qualifying period and entitlement differ significantly: Victoria (7 years \u002F 6 weeks), New South Wales (10 years \u002F 8.7 weeks), Queensland (10 years \u002F 8.7 weeks), South Australia (10 years \u002F 13 weeks), Western Australia (10 years \u002F 8.7 weeks), Tasmania (10 years \u002F 8.7 weeks), ACT (10 years \u002F 6 weeks, with pro-rata from 7 years), Northern Territory (10 years \u002F 13 weeks). Use the Long Service Leave tab in the calculator above for your state.\u003C\u002Fp>\n\u003Cp>\u003Cstrong>Public holidays\u003C\u002Fstrong> 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).\u003C\u002Fp>\n\u003Cp>\u003Cstrong>Workers compensation\u003C\u002Fstrong> 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.\u003C\u002Fp>\n\u003Ch2 id=\"your-rights-at-work\">Your Rights at Work\u003C\u002Fh2>\n\u003Cp>\u003Cstrong>Unfair dismissal protection\u003C\u002Fstrong> 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).\u003C\u002Fp>\n\u003Cp>\u003Cstrong>General protections\u003C\u002Fstrong> 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.\u003C\u002Fp>\n\u003Cp>\u003Cstrong>Right to disconnect\u003C\u002Fstrong> 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.\u003C\u002Fp>\n\u003Cp>\u003Cstrong>Union rights:\u003C\u002Fstrong> 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.\u003C\u002Fp>\n\u003Cp>\u003Cstrong>Casual conversion:\u003C\u002Fstrong> 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.\u003C\u002Fp>\n\u003Chr>\n\u003Cp>\u003Cem>This article is for general information purposes only and does not constitute legal advice. For questions about your specific employment situation, contact your union, the Fair Work Ombudsman (1300 724 690) or a qualified employment lawyer. Award rates and legislative provisions are current as of 2025-26 but are subject to 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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":2612,"folderId":1140,"folderPosition":1140,"gscVerdict":1160,"gscCoverage":1161,"gscLastCrawl":2613,"gscCheckedAt":2614,"gscIndexingState":1140,"gscRobotsTxtState":1140,"gscPageFetchState":1140,"gscGoogleCanonical":1140,"gscCrawledAs":1140,"cwvLcp":2615,"cwvLcpRating":1165,"cwvFcp":1166,"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,"5270ade3-25dc-40a9-9234-077c07f74988","2026-06-07T11:30:58.000Z","2026-06-28T15:11:29.969Z",6.23,"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-health-professionals-support-services-award-2020":2649},{"slug":1128,"title":1129,"page_title":2650,"description":1130,"content_md":2651,"local_slug":1128,"json_ld":2652,"faq":2707,"tool_html":2724,"source":1052,"category":1051,"audience":1050,"publish_mode":2725,"hero_image":1131,"hero_image_alt":1129},"Health Professionals and Support Services Award 2020 — Free Pay & Entitlements Calculator 2026","The Health Professionals and Support Services Award 2020 (MA000027) sets minimum pay rates and entitlements for allied health professionals and health support workers in Australia's private health sector. This calculator covers 6 tabs: pay rates across all classification levels, NES redundancy pay, annual leave with 17.5% loading, notice period, superannuation (12% SG), and long service leave by state.",[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 Health Professionals and Support Services Award 2020?","Question",{"text":2661,"@type":2662},"From 1 July 2025, pay rates range from AUD $25.74\u002Fhour (Support Level 1) to AUD $67.96\u002Fhour (Health Professional Level 4 PP4). Health Professional Level 1 starts at AUD $29.49\u002Fhour for diploma holders and AUD $30.64\u002Fhour for 3-year degree graduates. Rates were increased by 3.5% following the 2024-25 Annual Wage Review.","Answer",{"name":2664,"@type":2659,"acceptedAnswer":2665},"How much redundancy pay am I entitled to under the Health Professionals Award?",{"text":2666,"@type":2662},"The award applies the NES genuine redundancy scale from Fair Work Act 2009 Schedule 4: 4 weeks pay after 1 year of service, rising to 16 weeks after 9 years, capped at 12 weeks for 10+ years. Small business employers (fewer than 15 employees) are exempt. No award enhancement above the NES minimum.",{"name":2668,"@type":2659,"acceptedAnswer":2669},"How many days annual leave do health professionals get?",{"text":2670,"@type":2662},"Full-time employees receive 4 weeks (20 days) per year under the NES. Shiftworkers regularly rostered on Sundays and public holidays receive 5 weeks (25 days). Annual leave loading of 17.5% applies.",{"name":2672,"@type":2659,"acceptedAnswer":2673},"What is the notice period under the Health Professionals and Support Services Award 2020?",{"text":2674,"@type":2662},"Notice periods follow the NES scale in Fair Work Act 2009 s.117: 1 week (under 1 year), 2 weeks (1-3 years), 3 weeks (3-5 years), 4 weeks (5+ years), plus 1 additional week for employees over 45 with 2+ years service when dismissed by employer.",{"name":2676,"@type":2659,"acceptedAnswer":2677},"How much superannuation does my employer have to pay?",{"text":2678,"@type":2662},"Employers must pay 12% of ordinary time earnings as the Superannuation Guarantee from 1 July 2025. Default funds include HESTA, Aware Super and Australian Retirement Trust. Employees may nominate their own complying fund.",{"name":2680,"@type":2659,"acceptedAnswer":2681},"Does the Health Professionals Award provide casual loading?",{"text":2682,"@type":2662},"Yes. Casual employees receive a 25% loading on their minimum hourly rate for ordinary weekday hours. The minimum casual engagement is 3 hours per shift.",{"name":2684,"@type":2659,"acceptedAnswer":2685},"What penalty rates apply on weekends and public holidays?",{"text":2686,"@type":2662},"Saturday and Sunday work attracts 150% for permanent employees (175% for casuals). Public holidays attract 250% for permanent employees and 275% for casuals.",{"name":2688,"@type":2659,"acceptedAnswer":2689},"Who is covered by the Health Professionals and Support Services Award 2020?",{"text":2690,"@type":2662},"The award covers allied health professionals (physiotherapists, occupational therapists, medical scientists, pharmacists, radiographers, social workers and others) and health support workers (medical receptionists, dental assistants, hospital orderlies, pathology collectors) in Australia's private health industry. Nurses, paramedics and medical practitioners are excluded.",{"url":2692,"name":2693,"@type":2694,"offers":2695,"@context":2655,"description":1130,"featureList":2699,"operatingSystem":18,"applicationCategory":2706},"https:\u002F\u002Fexpert-zoom.com\u002Fau\u002Fen\u002Femployment-law\u002Fcba-au-health-professionals-support-services-award-2020","Health Professionals Award 2020 — Free Pay & Entitlements Calculator 2026","WebApplication",{"@type":2696,"price":2697,"priceCurrency":2698},"Offer","0","AUD",[2700,2701,2702,2703,2704,2705],"Pay calculator with all classification levels","NES redundancy pay calculator","Annual leave and leave loading calculator","Notice period calculator","Superannuation calculator (12% SG)","Long service leave calculator with state selector","FinanceApplication",[2708,2710,2712,2714,2716,2718,2720,2722],{"answer":2709,"question":2658},"From 1 July 2025, pay rates range from AUD $25.74\u002Fhour (Support Level 1) to AUD $67.96\u002Fhour (Health Professional Level 4 PP4). Health Professional Level 1 starts at AUD $29.49\u002Fhour for diploma holders and AUD $30.64\u002Fhour for 3-year degree graduates. Rates were increased by 3.5% following the 2024-25 Annual Wage Review by the Fair Work Commission.",{"answer":2711,"question":2664},"The Health Professionals and Support Services Award 2020 applies the NES genuine redundancy scale from Fair Work Act 2009, Schedule 4. After 1 year of service: 4 weeks pay. After 5 years: 10 weeks. After 10+ years: 12 weeks (statutory cap). Small business employers (fewer than 15 employees) are exempt from paying NES redundancy. The award provides no enhancement above the statutory minimum.",{"answer":2713,"question":2668},"Full-time employees under the Health Professionals and Support Services Award 2020 are entitled to 4 weeks (20 days) of paid annual leave per year under the NES. Shiftworkers who are regularly rostered to work on Sundays and public holidays receive 5 weeks (25 days). Annual leave loading of 17.5% of the base rate is also payable.",{"answer":2715,"question":2672},"Notice periods follow the NES scale in Fair Work Act 2009 s.117: less than 1 year service = 1 week; 1–3 years = 2 weeks; 3–5 years = 3 weeks; 5+ years = 4 weeks. When an employer dismisses an employee aged over 45 with at least 2 years' service, an additional 1-week supplement applies. The award provides no enhancement above the NES minimum.",{"answer":2717,"question":2676},"Your employer must pay 12% of your ordinary time earnings as the Superannuation Guarantee from 1 July 2025 under the Superannuation Guarantee (Administration) Act 1992. The Health Professionals Award names eight default funds including HESTA, Aware Super and Australian Retirement Trust. You can choose your own complying super fund under Fair Work Act s.149A.",{"answer":2719,"question":2680},"Yes. Casual employees under the Health Professionals and Support Services Award 2020 receive a 25% loading on top of their minimum hourly rate for ordinary weekday hours. The minimum casual engagement is 3 hours per shift. Casual employees also have a right to request conversion to permanent employment after 12 months of regular and systematic work.",{"answer":2721,"question":2684},"Under the Health Professionals Award, full-time and part-time employees receive 150% for Saturday or Sunday work. Public holidays attract 250%. For casual employees, Saturday and Sunday work attracts 175% (no additional casual loading on these rates), and public holidays attract 275%. Overtime on weekdays is 150% for the first 2 hours and 200% thereafter.",{"answer":2723,"question":2688},"The award covers employees in Australia's private health industry — including allied health professionals such as physiotherapists, occupational therapists, medical scientists, pharmacists, audiologists, radiographers and social workers, as well as health support workers including medical receptionists, dental assistants, hospital orderlies, pathology collectors and kitchen staff. Nurses, paramedics and medical practitioners are covered by separate awards.","\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>Health Professionals 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      --bg:#fafaf9;--surface:#ffffff;--border:#e7e5e4;--border-light:#f5f5f4;\n      --accent:#2563eb;--accent-hover:#1d4ed8;--accent-light:#eff6ff;\n      --text:#1c1917;--text-muted:#78716c;--text-light:#a8a29e;\n      --success:#16a34a;--warning:#d97706;--red:#dc2626;\n      --radius:12px;--radius-sm:8px;--shadow:0 1px 3px rgba(0,0,0,.08),0 1px 2px rgba(0,0,0,.05);\n    }\n    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data-tab=\"pay\" role=\"tab\" aria-selected=\"true\">\n        \u003Ci data-lucide=\"calculator\">\u003C\u002Fi>Pay Calculator\n      \u003C\u002Fbutton>\n      \u003Cbutton type=\"button\" class=\"tab-btn\" data-tab=\"redundancy\" role=\"tab\" aria-selected=\"false\">\n        \u003Ci data-lucide=\"briefcase\">\u003C\u002Fi>Redundancy Pay\n      \u003C\u002Fbutton>\n      \u003Cbutton type=\"button\" class=\"tab-btn\" data-tab=\"leave\" role=\"tab\" aria-selected=\"false\">\n        \u003Ci data-lucide=\"umbrella\">\u003C\u002Fi>Annual Leave\n      \u003C\u002Fbutton>\n      \u003Cbutton type=\"button\" class=\"tab-btn\" data-tab=\"notice\" role=\"tab\" aria-selected=\"false\">\n        \u003Ci data-lucide=\"bell\">\u003C\u002Fi>Notice Period\n      \u003C\u002Fbutton>\n      \u003Cbutton type=\"button\" class=\"tab-btn\" data-tab=\"super\" role=\"tab\" aria-selected=\"false\">\n        \u003Ci data-lucide=\"piggy-bank\">\u003C\u002Fi>Superannuation\n      \u003C\u002Fbutton>\n      \u003Cbutton type=\"button\" class=\"tab-btn\" data-tab=\"lsl\" role=\"tab\" aria-selected=\"false\">\n        \u003Ci data-lucide=\"map-pin\">\u003C\u002Fi>Long Service Leave\n      \u003C\u002Fbutton>\n    \u003C\u002Fnav>\n\n    \u003C!-- TAB 1: Pay Calculator -->\n    \u003Cdiv id=\"tab-pay\" class=\"tab-panel active\" role=\"tabpanel\">\n      \u003Cdiv class=\"rule-box\">\n        \u003Cstrong>Health Professionals and Support Services Award 2020 (MA000027)\u003C\u002Fstrong>\u003Cbr>\n        Pay rates effective 1 July 2025 following 3.5% Annual Wage Review increase. Select your classification level to see your minimum hourly rate.\n      \u003C\u002Fdiv>\n      \u003Cdiv class=\"card\">\n        \u003Cdiv class=\"card-title\">Your Pay Details\u003C\u002Fdiv>\n        \u003Cdiv class=\"form-row\">\n          \u003Clabel for=\"pay-level\">Classification Level\u003C\u002Flabel>\n          \u003Cselect id=\"pay-level\">\n            \u003Coptgroup label=\"── Support Services Stream ──\">\n              \u003Coption value=\"25.74\" data-label=\"Support Level 1\">Support Level 1 — AUD $25.74\u002Fhr\u003C\u002Foption>\n              \u003Coption value=\"26.76\" data-label=\"Support Level 2\">Support Level 2 — AUD $26.76\u002Fhr\u003C\u002Foption>\n              \u003Coption value=\"27.79\" data-label=\"Support Level 3\">Support Level 3 — AUD $27.79\u002Fhr\u003C\u002Foption>\n              \u003Coption value=\"28.12\" data-label=\"Support Level 4\">Support Level 4 — AUD $28.12\u002Fhr\u003C\u002Foption>\n              \u003Coption value=\"29.07\" data-label=\"Support Level 5\">Support Level 5 — AUD $29.07\u002Fhr\u003C\u002Foption>\n              \u003Coption value=\"30.64\" data-label=\"Support Level 6\">Support Level 6 — AUD $30.64\u002Fhr\u003C\u002Foption>\n              \u003Coption value=\"31.19\" data-label=\"Support Level 7\">Support Level 7 — AUD $31.19\u002Fhr\u003C\u002Foption>\n              \u003Coption value=\"32.24\" data-label=\"Support Level 8 PP1\">Support Level 8 PP1 — AUD $32.24\u002Fhr\u003C\u002Foption>\n              \u003Coption value=\"33.09\" data-label=\"Support Level 8 PP2\">Support Level 8 PP2 — AUD $33.09\u002Fhr\u003C\u002Foption>\n              \u003Coption value=\"35.42\" data-label=\"Support Level 8 PP3\">Support Level 8 PP3 — AUD $35.42\u002Fhr\u003C\u002Foption>\n              \u003Coption value=\"36.05\" data-label=\"Support Level 9 PP1\">Support Level 9 PP1 — AUD $36.05\u002Fhr\u003C\u002Foption>\n              \u003Coption value=\"37.33\" data-label=\"Support Level 9 PP2\">Support Level 9 PP2 — AUD $37.33\u002Fhr\u003C\u002Foption>\n              \u003Coption value=\"37.63\" data-label=\"Support Level 9 PP3\">Support Level 9 PP3 — AUD $37.63\u002Fhr\u003C\u002Foption>\n            \u003C\u002Foptgroup>\n            \u003Coptgroup label=\"── Health Professional Level 1 ──\">\n              \u003Coption value=\"29.49\" data-label=\"HP Level 1 PP1\">HP Level 1 PP1 (Diploma\u002F2yr UG) — AUD $29.49\u002Fhr\u003C\u002Foption>\n              \u003Coption value=\"30.64\" data-label=\"HP Level 1 PP2\">HP Level 1 PP2 (3-yr degree) — AUD $30.64\u002Fhr\u003C\u002Foption>\n              \u003Coption value=\"31.99\" data-label=\"HP Level 1 PP3\">HP Level 1 PP3 (4-yr degree) — AUD $31.99\u002Fhr\u003C\u002Foption>\n              \u003Coption value=\"33.09\" data-label=\"HP Level 1 PP4\">HP Level 1 PP4 (Masters) — AUD $33.09\u002Fhr\u003C\u002Foption>\n              \u003Coption value=\"36.05\" data-label=\"HP Level 1 PP5\">HP Level 1 PP5 (PhD) — AUD $36.05\u002Fhr\u003C\u002Foption>\n              \u003Coption value=\"37.33\" data-label=\"HP Level 1 PP6\">HP Level 1 PP6 (Experience) — AUD $37.33\u002Fhr\u003C\u002Foption>\n            \u003C\u002Foptgroup>\n            \u003Coptgroup label=\"── Health Professional Level 2 ──\">\n              \u003Coption value=\"37.53\" data-label=\"HP Level 2 PP1\">HP Level 2 PP1 — AUD $37.53\u002Fhr\u003C\u002Foption>\n              \u003Coption value=\"38.90\" data-label=\"HP Level 2 PP2\">HP Level 2 PP2 — AUD $38.90\u002Fhr\u003C\u002Foption>\n              \u003Coption value=\"40.38\" data-label=\"HP Level 2 PP3\">HP Level 2 PP3 — AUD $40.38\u002Fhr\u003C\u002Foption>\n              \u003Coption value=\"41.99\" data-label=\"HP Level 2 PP4\">HP Level 2 PP4 — AUD $41.99\u002Fhr\u003C\u002Foption>\n            \u003C\u002Foptgroup>\n            \u003Coptgroup label=\"── Health Professional Level 3 ──\">\n              \u003Coption value=\"43.81\" data-label=\"HP Level 3 PP1\">HP Level 3 PP1 — AUD $43.81\u002Fhr\u003C\u002Foption>\n              \u003Coption value=\"45.04\" data-label=\"HP Level 3 PP2\">HP Level 3 PP2 — AUD $45.04\u002Fhr\u003C\u002Foption>\n              \u003Coption value=\"46.01\" data-label=\"HP Level 3 PP3\">HP Level 3 PP3 — AUD $46.01\u002Fhr\u003C\u002Foption>\n              \u003Coption value=\"48.05\" data-label=\"HP Level 3 PP4\">HP Level 3 PP4 — AUD $48.05\u002Fhr\u003C\u002Foption>\n              \u003Coption value=\"49.82\" data-label=\"HP Level 3 PP5\">HP Level 3 PP5 — AUD $49.82\u002Fhr\u003C\u002Foption>\n            \u003C\u002Foptgroup>\n            \u003Coptgroup label=\"── Health Professional Level 4 ──\">\n              \u003Coption value=\"53.05\" data-label=\"HP Level 4 PP1\">HP Level 4 PP1 — AUD $53.05\u002Fhr\u003C\u002Foption>\n              \u003Coption value=\"56.61\" data-label=\"HP Level 4 PP2\">HP Level 4 PP2 — AUD $56.61\u002Fhr\u003C\u002Foption>\n              \u003Coption value=\"61.56\" data-label=\"HP Level 4 PP3\">HP Level 4 PP3 — AUD $61.56\u002Fhr\u003C\u002Foption>\n              \u003Coption value=\"67.96\" data-label=\"HP Level 4 PP4\">HP Level 4 PP4 — AUD $67.96\u002Fhr\u003C\u002Foption>\n            \u003C\u002Foptgroup>\n          \u003C\u002Fselect>\n        \u003C\u002Fdiv>\n        \u003Cdiv class=\"form-grid\">\n          \u003Cdiv class=\"form-row\">\n            \u003Clabel for=\"pay-hours\">Weekly Hours\u003C\u002Flabel>\n            \u003Cinput type=\"number\" id=\"pay-hours\" value=\"38\" min=\"1\" max=\"60\" step=\"0.5\">\n          \u003C\u002Fdiv>\n          \u003Cdiv class=\"form-row\">\n            \u003Clabel for=\"pay-type\">Employment Type\u003C\u002Flabel>\n            \u003Cselect id=\"pay-type\">\n              \u003Coption value=\"fulltime\">Full-time\u003C\u002Foption>\n              \u003Coption value=\"parttime\">Part-time\u003C\u002Foption>\n              \u003Coption value=\"casual\">Casual (+25% loading)\u003C\u002Foption>\n            \u003C\u002Fselect>\n          \u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n        \u003Cdiv class=\"form-row\">\n          \u003Clabel for=\"pay-residency\">Residency for Tax\u003C\u002Flabel>\n          \u003Cselect id=\"pay-residency\">\n            \u003Coption value=\"resident\">Australian Resident\u003C\u002Foption>\n            \u003Coption value=\"whm\">Working Holiday Maker (15%)\u003C\u002Foption>\n            \u003Coption value=\"nonresident\">Non-Resident (32.5%)\u003C\u002Foption>\n          \u003C\u002Fselect>\n        \u003C\u002Fdiv>\n      \u003C\u002Fdiv>\n      \u003Cdiv class=\"card\" id=\"pay-results\">\n        \u003Cdiv class=\"card-title\">Estimated Income Breakdown — 2025-26\u003C\u002Fdiv>\n        \u003Cdiv class=\"result-grid\">\n          \u003Cdiv class=\"result-item\">\n            \u003Cdiv class=\"label\">Effective Hourly Rate\u003C\u002Fdiv>\n            \u003Cdiv class=\"value\" id=\"res-hourly\">—\u003C\u002Fdiv>\n          \u003C\u002Fdiv>\n          \u003Cdiv class=\"result-item\">\n            \u003Cdiv class=\"label\">Annual Gross\u003C\u002Fdiv>\n            \u003Cdiv class=\"value\" id=\"res-annual\">—\u003C\u002Fdiv>\n          \u003C\u002Fdiv>\n          \u003Cdiv class=\"result-item\">\n            \u003Cdiv class=\"label\">Monthly Gross\u003C\u002Fdiv>\n            \u003Cdiv class=\"value\" id=\"res-monthly-gross\">—\u003C\u002Fdiv>\n          \u003C\u002Fdiv>\n          \u003Cdiv class=\"result-item\">\n            \u003Cdiv class=\"label\">PAYG Income Tax\u003C\u002Fdiv>\n            \u003Cdiv class=\"value\" id=\"res-tax\">—\u003C\u002Fdiv>\n          \u003C\u002Fdiv>\n          \u003Cdiv class=\"result-item\">\n            \u003Cdiv class=\"label\">Medicare Levy (2%)\u003C\u002Fdiv>\n            \u003Cdiv class=\"value\" id=\"res-medicare\">—\u003C\u002Fdiv>\n          \u003C\u002Fdiv>\n          \u003Cdiv class=\"result-item\">\n            \u003Cdiv class=\"label\">Low Income Tax Offset\u003C\u002Fdiv>\n            \u003Cdiv class=\"value\" id=\"res-lito\">—\u003C\u002Fdiv>\n          \u003C\u002Fdiv>\n          \u003Cdiv class=\"result-item highlight\">\n            \u003Cdiv class=\"label\">Monthly Take-Home (est.)\u003C\u002Fdiv>\n            \u003Cdiv class=\"value\" id=\"res-net-monthly\">—\u003C\u002Fdiv>\n          \u003C\u002Fdiv>\n          \u003Cdiv class=\"result-item super-col\">\n            \u003Cdiv class=\"label\">Employer Super (12% SG)\u003C\u002Fdiv>\n            \u003Cdiv class=\"value\" id=\"res-super\">—\u003C\u002Fdiv>\n          \u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n        \u003Cp class=\"note\">Estimates use 2025-26 PAYG brackets, Medicare Levy Act 1986 and LITO. Employer SG contribution (12%) is shown separately — it is paid to your super fund on top of your salary. No HELP\u002FHECS debt assumed.\u003C\u002Fp>\n      \u003C\u002Fdiv>\n    \u003C\u002Fdiv>\n\n    \u003C!-- TAB 2: Redundancy Pay -->\n    \u003Cdiv id=\"tab-redundancy\" class=\"tab-panel\" role=\"tabpanel\">\n      \u003Cdiv class=\"rule-box\">\n        \u003Cstrong>NES Genuine Redundancy — Fair Work Act 2009, Schedule 4, s.119\u003C\u002Fstrong>\u003Cbr>\n        The Health Professionals Award provides no enhancement above the NES statutory scale. Small business employers (<15 employees) are exempt.\n      \u003C\u002Fdiv>\n      \u003Cdiv class=\"card\">\n        \u003Cdiv class=\"card-title\">Your Redundancy Details\u003C\u002Fdiv>\n        \u003Cdiv class=\"form-grid\">\n          \u003Cdiv class=\"form-row\">\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=\"form-row\">\n            \u003Clabel for=\"red-weekly\">Weekly Gross Pay (AUD)\u003C\u002Flabel>\n            \u003Cinput type=\"number\" id=\"red-weekly\" value=\"1500\" min=\"0\" step=\"50\">\n          \u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n        \u003Cdiv class=\"form-row\">\n          \u003Clabel for=\"red-size\">Employer Size\u003C\u002Flabel>\n          \u003Cselect id=\"red-size\">\n            \u003Coption value=\"regular\">Regular Employer (15+ employees)\u003C\u002Foption>\n            \u003Coption value=\"small\">Small Business (<15 employees)\u003C\u002Foption>\n          \u003C\u002Fselect>\n        \u003C\u002Fdiv>\n      \u003C\u002Fdiv>\n      \u003Cdiv class=\"card\">\n        \u003Cdiv class=\"card-title\">Redundancy Pay Estimate\u003C\u002Fdiv>\n        \u003Cdiv class=\"result-grid\">\n          \u003Cdiv class=\"result-item\">\n            \u003Cdiv class=\"label\">NES Weeks of Pay\u003C\u002Fdiv>\n            \u003Cdiv class=\"value\" id=\"red-weeks\">—\u003C\u002Fdiv>\n          \u003C\u002Fdiv>\n          \u003Cdiv class=\"result-item highlight\">\n            \u003Cdiv class=\"label\">Redundancy Pay (AUD)\u003C\u002Fdiv>\n            \u003Cdiv class=\"value\" id=\"red-amount\">—\u003C\u002Fdiv>\n          \u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n        \u003Cp class=\"note\" id=\"red-note\">\u003C\u002Fp>\n        \u003Chr class=\"divider\">\n        \u003Cdiv class=\"card-title\">NES Redundancy Scale Reference\u003C\u002Fdiv>\n        \u003Ctable>\n          \u003Ctr>\u003Cth>Service\u003C\u002Fth>\u003Cth>NES Weeks\u003C\u002Fth>\u003C\u002Ftr>\n          \u003Ctr>\u003Ctd>1–2 years\u003C\u002Ftd>\u003Ctd>4 weeks\u003C\u002Ftd>\u003C\u002Ftr>\n          \u003Ctr>\u003Ctd>2–3 years\u003C\u002Ftd>\u003Ctd>6 weeks\u003C\u002Ftd>\u003C\u002Ftr>\n          \u003Ctr>\u003Ctd>3–4 years\u003C\u002Ftd>\u003Ctd>7 weeks\u003C\u002Ftd>\u003C\u002Ftr>\n          \u003Ctr>\u003Ctd>4–5 years\u003C\u002Ftd>\u003Ctd>8 weeks\u003C\u002Ftd>\u003C\u002Ftr>\n          \u003Ctr>\u003Ctd>5–6 years\u003C\u002Ftd>\u003Ctd>10 weeks\u003C\u002Ftd>\u003C\u002Ftr>\n          \u003Ctr>\u003Ctd>6–7 years\u003C\u002Ftd>\u003Ctd>11 weeks\u003C\u002Ftd>\u003C\u002Ftr>\n          \u003Ctr>\u003Ctd>7–8 years\u003C\u002Ftd>\u003Ctd>13 weeks\u003C\u002Ftd>\u003C\u002Ftr>\n          \u003Ctr>\u003Ctd>8–9 years\u003C\u002Ftd>\u003Ctd>14 weeks\u003C\u002Ftd>\u003C\u002Ftr>\n          \u003Ctr>\u003Ctd>9–10 years\u003C\u002Ftd>\u003Ctd>16 weeks\u003C\u002Ftd>\u003C\u002Ftr>\n          \u003Ctr>\u003Ctd>10+ years\u003C\u002Ftd>\u003Ctd>12 weeks (statutory cap)\u003C\u002Ftd>\u003C\u002Ftr>\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=\"rule-box\">\n        \u003Cstrong>NES Annual Leave — Fair Work Act 2009 s.87\u003C\u002Fstrong>\u003Cbr>\n        Minimum 4 weeks (20 days) per year for full-time employees. Shiftworkers regularly rostered on Sundays and public holidays receive 5 weeks. Annual leave loading is 17.5% under this award.\n      \u003C\u002Fdiv>\n      \u003Cdiv class=\"card\">\n        \u003Cdiv class=\"card-title\">Your Leave Details\u003C\u002Fdiv>\n        \u003Cdiv class=\"form-grid\">\n          \u003Cdiv class=\"form-row\">\n            \u003Clabel for=\"leave-type\">Employment Type\u003C\u002Flabel>\n            \u003Cselect id=\"leave-type\">\n              \u003Coption value=\"fulltime\">Full-time (38 hrs\u002Fweek)\u003C\u002Foption>\n              \u003Coption value=\"parttime\">Part-time (specify hours)\u003C\u002Foption>\n            \u003C\u002Fselect>\n          \u003C\u002Fdiv>\n          \u003Cdiv class=\"form-row\">\n            \u003Clabel for=\"leave-hours\">Contracted Weekly 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        \u003Cdiv class=\"form-row\">\n          \u003Clabel for=\"leave-hourly\">Hourly Base Rate (AUD)\u003C\u002Flabel>\n          \u003Cinput type=\"number\" id=\"leave-hourly\" value=\"30.64\" min=\"24.10\" step=\"0.01\">\n        \u003C\u002Fdiv>\n        \u003Cdiv class=\"toggle-row\">\n          \u003Clabel>Shiftworker (regularly works Sundays + public holidays)?\u003C\u002Flabel>\n          \u003Clabel class=\"toggle\">\u003Cinput type=\"checkbox\" id=\"leave-shift\">\u003Cspan class=\"slider\">\u003C\u002Fspan>\u003C\u002Flabel>\n        \u003C\u002Fdiv>\n      \u003C\u002Fdiv>\n      \u003Cdiv class=\"card\">\n        \u003Cdiv class=\"card-title\">Leave Entitlements\u003C\u002Fdiv>\n        \u003Cdiv class=\"result-grid\">\n          \u003Cdiv class=\"result-item\">\n            \u003Cdiv class=\"label\">Annual Leave (days)\u003C\u002Fdiv>\n            \u003Cdiv class=\"value\" id=\"leave-days\">—\u003C\u002Fdiv>\n          \u003C\u002Fdiv>\n          \u003Cdiv class=\"result-item\">\n            \u003Cdiv class=\"label\">Annual Leave (hours)\u003C\u002Fdiv>\n            \u003Cdiv class=\"value\" id=\"leave-hours-val\">—\u003C\u002Fdiv>\n          \u003C\u002Fdiv>\n          \u003Cdiv class=\"result-item\">\n            \u003Cdiv class=\"label\">Leave Loading (17.5%)\u003C\u002Fdiv>\n            \u003Cdiv class=\"value\" id=\"leave-loading\">—\u003C\u002Fdiv>\n          \u003C\u002Fdiv>\n          \u003Cdiv class=\"result-item highlight\">\n            \u003Cdiv class=\"label\">Total Leave Pay Value\u003C\u002Fdiv>\n            \u003Cdiv class=\"value\" id=\"leave-total\">—\u003C\u002Fdiv>\n          \u003C\u002Fdiv>\n          \u003Cdiv class=\"result-item\">\n            \u003Cdiv class=\"label\">Accrual per Month\u003C\u002Fdiv>\n            \u003Cdiv class=\"value\" id=\"leave-monthly\">—\u003C\u002Fdiv>\n          \u003C\u002Fdiv>\n          \u003Cdiv class=\"result-item\">\n            \u003Cdiv class=\"label\">Accrual per Fortnight\u003C\u002Fdiv>\n            \u003Cdiv class=\"value\" id=\"leave-fort\">—\u003C\u002Fdiv>\n          \u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n        \u003Cp class=\"note\">Leave accrues progressively. Loading is paid on the base rate only; it does not apply to overtime or allowances. Shiftworkers receive the higher of 17.5% loading or the shift\u002Fweekend penalties they would have received while at work.\u003C\u002Fp>\n      \u003C\u002Fdiv>\n    \u003C\u002Fdiv>\n\n    \u003C!-- TAB 4: Notice Period -->\n    \u003Cdiv id=\"tab-notice\" class=\"tab-panel\" role=\"tabpanel\">\n      \u003Cdiv class=\"rule-box\">\n        \u003Cstrong>NES Notice — Fair Work Act 2009 s.117\u003C\u002Fstrong>\u003Cbr>\n        The Health Professionals Award applies the statutory NES notice scale without enhancement. Over-45s with 2+ years service receive one additional week when dismissed by employer.\n      \u003C\u002Fdiv>\n      \u003Cdiv class=\"card\">\n        \u003Cdiv class=\"card-title\">Your Notice Details\u003C\u002Fdiv>\n        \u003Cdiv class=\"form-grid\">\n          \u003Cdiv class=\"form-row\">\n            \u003Clabel for=\"notice-years\">Years of Continuous Service\u003C\u002Flabel>\n            \u003Cinput type=\"number\" id=\"notice-years\" value=\"3\" min=\"0\" max=\"45\" step=\"1\">\n          \u003C\u002Fdiv>\n          \u003Cdiv class=\"form-row\">\n            \u003Clabel for=\"notice-age\">Your Age\u003C\u002Flabel>\n            \u003Cinput type=\"number\" id=\"notice-age\" value=\"35\" min=\"15\" max=\"75\" step=\"1\">\n          \u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n        \u003Cdiv class=\"form-grid\">\n          \u003Cdiv class=\"form-row\">\n            \u003Clabel for=\"notice-direction\">Direction\u003C\u002Flabel>\n            \u003Cselect id=\"notice-direction\">\n              \u003Coption value=\"employer\">Employer dismissing me\u003C\u002Foption>\n              \u003Coption value=\"employee\">I am resigning\u003C\u002Foption>\n            \u003C\u002Fselect>\n          \u003C\u002Fdiv>\n          \u003Cdiv class=\"form-row\">\n            \u003Clabel for=\"notice-weekly\">Weekly Gross Pay (AUD)\u003C\u002Flabel>\n            \u003Cinput type=\"number\" id=\"notice-weekly\" value=\"1500\" min=\"0\" step=\"50\">\n          \u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n        \u003Cdiv class=\"form-row\">\n          \u003Clabel for=\"notice-start\">Notice Start Date\u003C\u002Flabel>\n          \u003Cinput type=\"date\" id=\"notice-start\">\n        \u003C\u002Fdiv>\n      \u003C\u002Fdiv>\n      \u003Cdiv class=\"card\">\n        \u003Cdiv class=\"card-title\">Notice Outcome\u003C\u002Fdiv>\n        \u003Cdiv class=\"result-grid\">\n          \u003Cdiv class=\"result-item\">\n            \u003Cdiv class=\"label\">Minimum Notice Period\u003C\u002Fdiv>\n            \u003Cdiv class=\"value\" id=\"notice-weeks-val\">—\u003C\u002Fdiv>\n          \u003C\u002Fdiv>\n          \u003Cdiv class=\"result-item\">\n            \u003Cdiv class=\"label\">Last Working Day\u003C\u002Fdiv>\n            \u003Cdiv class=\"value\" id=\"notice-end-date\">—\u003C\u002Fdiv>\n          \u003C\u002Fdiv>\n          \u003Cdiv class=\"result-item highlight\">\n            \u003Cdiv class=\"label\">Payment in Lieu (AUD)\u003C\u002Fdiv>\n            \u003Cdiv class=\"value\" id=\"notice-pil\">—\u003C\u002Fdiv>\n          \u003C\u002Fdiv>\n          \u003Cdiv class=\"result-item\">\n            \u003Cdiv class=\"label\">Age Supplement\u003C\u002Fdiv>\n            \u003Cdiv class=\"value\" id=\"notice-supplement\">—\u003C\u002Fdiv>\n          \u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n        \u003Cp class=\"note\" id=\"notice-note\">\u003C\u002Fp>\n        \u003Chr class=\"divider\">\n        \u003Cdiv class=\"card-title\">NES Notice Scale (s.117)\u003C\u002Fdiv>\n        \u003Ctable>\n          \u003Ctr>\u003Cth>Continuous Service\u003C\u002Fth>\u003Cth>Minimum Notice\u003C\u002Fth>\u003C\u002Ftr>\n          \u003Ctr>\u003Ctd>Less than 1 year\u003C\u002Ftd>\u003Ctd>1 week\u003C\u002Ftd>\u003C\u002Ftr>\n          \u003Ctr>\u003Ctd>1 year to 3 years\u003C\u002Ftd>\u003Ctd>2 weeks\u003C\u002Ftd>\u003C\u002Ftr>\n          \u003Ctr>\u003Ctd>3 years 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 (employer dismissal, 2+ yrs)\u003C\u002Ftd>\u003Ctd>+1 week supplement\u003C\u002Ftd>\u003C\u002Ftr>\n        \u003C\u002Ftable>\n      \u003C\u002Fdiv>\n    \u003C\u002Fdiv>\n\n    \u003C!-- TAB 5: Superannuation -->\n    \u003Cdiv id=\"tab-super\" class=\"tab-panel\" role=\"tabpanel\">\n      \u003Cdiv class=\"rule-box\">\n        \u003Cstrong>Superannuation Guarantee — 12% from 1 July 2025\u003C\u002Fstrong>\u003Cbr>\n        Employer must contribute 12% of ordinary time earnings. Default funds under this award include HESTA, Aware Super and Australian Retirement Trust. Employees may nominate their preferred complying fund (FWA s.149A).\n      \u003C\u002Fdiv>\n      \u003Cdiv class=\"card\">\n        \u003Cdiv class=\"card-title\">Your Super Details\u003C\u002Fdiv>\n        \u003Cdiv class=\"form-grid\">\n          \u003Cdiv class=\"form-row\">\n            \u003Clabel for=\"super-annual\">Annual Salary (AUD)\u003C\u002Flabel>\n            \u003Cinput type=\"number\" id=\"super-annual\" value=\"60000\" min=\"0\" step=\"1000\">\n          \u003C\u002Fdiv>\n          \u003Cdiv class=\"form-row\">\n            \u003Clabel for=\"super-rate\">Employer SG Rate (%)\u003C\u002Flabel>\n            \u003Cinput type=\"number\" id=\"super-rate\" value=\"12\" min=\"11\" max=\"15\" step=\"0.5\">\n          \u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n        \u003Cdiv class=\"form-row\">\n          \u003Clabel for=\"super-voluntary\">Voluntary Employee Contribution (AUD\u002Fmonth)\u003C\u002Flabel>\n          \u003Cinput type=\"number\" id=\"super-voluntary\" value=\"0\" min=\"0\" step=\"50\">\n        \u003C\u002Fdiv>\n      \u003C\u002Fdiv>\n      \u003Cdiv class=\"card\">\n        \u003Cdiv class=\"card-title\">Super Estimates — 2025-26\u003C\u002Fdiv>\n        \u003Cdiv class=\"result-grid\">\n          \u003Cdiv class=\"result-item super-col\">\n            \u003Cdiv class=\"label\">Employer SG (per year)\u003C\u002Fdiv>\n            \u003Cdiv class=\"value\" id=\"super-sg-year\">—\u003C\u002Fdiv>\n          \u003C\u002Fdiv>\n          \u003Cdiv class=\"result-item super-col\">\n            \u003Cdiv class=\"label\">Employer SG (per month)\u003C\u002Fdiv>\n            \u003Cdiv class=\"value\" id=\"super-sg-month\">—\u003C\u002Fdiv>\n          \u003C\u002Fdiv>\n          \u003Cdiv class=\"result-item\">\n            \u003Cdiv class=\"label\">Voluntary Contribution (per year)\u003C\u002Fdiv>\n            \u003Cdiv class=\"value\" id=\"super-vol-year\">—\u003C\u002Fdiv>\n          \u003C\u002Fdiv>\n          \u003Cdiv class=\"result-item highlight\">\n            \u003Cdiv class=\"label\">Total Super (per year)\u003C\u002Fdiv>\n            \u003Cdiv class=\"value\" id=\"super-total\">—\u003C\u002Fdiv>\n          \u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n        \u003Cp class=\"note\" id=\"super-cap-note\">\u003C\u002Fp>\n        \u003Chr class=\"divider\">\n        \u003Cp class=\"note\">\n          \u003Cstrong>Award default funds:\u003C\u002Fstrong> Aware Super · Prime Super · HESTA · Equipsuper · Australian Retirement Trust · CareSuper · NGS Super · HOSTPLUS.\u003Cbr>\u003Cbr>\n          \u003Cstrong>Choice of fund:\u003C\u002Fstrong> You can nominate your own complying super fund. Your employer must pay into it — or identify your stapled fund via the ATO for new employees.\u003Cbr>\u003Cbr>\n          \u003Cstrong>Concessional cap 2025-26:\u003C\u002Fstrong> AUD $30,000\u002Fyear including employer SG. Voluntary salary sacrifice contributions count toward this cap.\n        \u003C\u002Fp>\n      \u003C\u002Fdiv>\n    \u003C\u002Fdiv>\n\n    \u003C!-- TAB 6: Long Service Leave -->\n    \u003Cdiv id=\"tab-lsl\" class=\"tab-panel\" role=\"tabpanel\">\n      \u003Cdiv class=\"rule-box\">\n        \u003Cstrong>Long service leave is governed by state\u002Fterritory law — entitlements vary.\u003C\u002Fstrong>\u003Cbr>\n        Select your state or territory below. Modern Award pay rates apply nationally, but LSL qualifying periods and entitlements differ significantly by jurisdiction.\n      \u003C\u002Fdiv>\n      \u003Cdiv class=\"card\">\n        \u003Cdiv class=\"card-title\">Your LSL Details\u003C\u002Fdiv>\n        \u003Cdiv class=\"form-grid\">\n          \u003Cdiv class=\"form-row\">\n            \u003Clabel for=\"lsl-state\">State \u002F Territory\u003C\u002Flabel>\n            \u003Cselect id=\"lsl-state\">\n              \u003Coption value=\"nsw\">New South Wales (NSW)\u003C\u002Foption>\n              \u003Coption value=\"vic\">Victoria (VIC)\u003C\u002Foption>\n              \u003Coption value=\"qld\">Queensland (QLD)\u003C\u002Foption>\n              \u003Coption value=\"sa\">South Australia (SA)\u003C\u002Foption>\n              \u003Coption value=\"wa\">Western Australia (WA)\u003C\u002Foption>\n              \u003Coption value=\"tas\">Tasmania (TAS)\u003C\u002Foption>\n              \u003Coption value=\"act\">Australian Capital Territory (ACT)\u003C\u002Foption>\n              \u003Coption value=\"nt\">Northern Territory (NT)\u003C\u002Foption>\n            \u003C\u002Fselect>\n          \u003C\u002Fdiv>\n          \u003Cdiv class=\"form-row\">\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=\"1\">\n          \u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n        \u003Cdiv class=\"form-row\">\n          \u003Clabel for=\"lsl-weekly\">Weekly Gross Pay (AUD)\u003C\u002Flabel>\n          \u003Cinput type=\"number\" id=\"lsl-weekly\" value=\"1500\" min=\"0\" step=\"50\">\n        \u003C\u002Fdiv>\n      \u003C\u002Fdiv>\n      \u003Cdiv class=\"card\">\n        \u003Cdiv class=\"card-title\">Long Service Leave Entitlement\u003C\u002Fdiv>\n        \u003Cdiv id=\"lsl-status-row\" style=\"margin-bottom:12px\">\u003C\u002Fdiv>\n        \u003Cdiv class=\"result-grid\">\n          \u003Cdiv class=\"result-item\">\n            \u003Cdiv class=\"label\">Entitlement (weeks)\u003C\u002Fdiv>\n            \u003Cdiv class=\"value\" id=\"lsl-weeks\">—\u003C\u002Fdiv>\n          \u003C\u002Fdiv>\n          \u003Cdiv class=\"result-item\">\n            \u003Cdiv class=\"label\">Entitlement (days)\u003C\u002Fdiv>\n            \u003Cdiv class=\"value\" id=\"lsl-days\">—\u003C\u002Fdiv>\n          \u003C\u002Fdiv>\n          \u003Cdiv class=\"result-item highlight\">\n            \u003Cdiv class=\"label\">Cash Value (AUD)\u003C\u002Fdiv>\n            \u003Cdiv class=\"value\" id=\"lsl-cash\">—\u003C\u002Fdiv>\n          \u003C\u002Fdiv>\n          \u003Cdiv class=\"result-item\">\n            \u003Cdiv class=\"label\">Accrual Rate (wks\u002Fyear)\u003C\u002Fdiv>\n            \u003Cdiv class=\"value\" id=\"lsl-accrual\">—\u003C\u002Fdiv>\n          \u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n        \u003Cdiv class=\"state-info\" id=\"lsl-state-info\">\u003C\u002Fdiv>\n        \u003Chr class=\"divider\">\n        \u003Cdiv class=\"card-title\">All States Reference\u003C\u002Fdiv>\n        \u003Ctable>\n          \u003Ctr>\u003Cth>State\u003C\u002Fth>\u003Cth>Qualifying Period\u003C\u002Fth>\u003Cth>Entitlement\u003C\u002Fth>\u003Cth>Legislation\u003C\u002Fth>\u003C\u002Ftr>\n          \u003Ctr>\u003Ctd>NSW\u003C\u002Ftd>\u003Ctd>10 years\u003C\u002Ftd>\u003Ctd>8.667 weeks\u003C\u002Ftd>\u003Ctd>Long Service Leave Act 1955\u003C\u002Ftd>\u003C\u002Ftr>\n          \u003Ctr>\u003Ctd>VIC\u003C\u002Ftd>\u003Ctd>7 years\u003C\u002Ftd>\u003Ctd>6.067 weeks\u003C\u002Ftd>\u003Ctd>Long Service Leave Act 2018\u003C\u002Ftd>\u003C\u002Ftr>\n          \u003Ctr>\u003Ctd>QLD\u003C\u002Ftd>\u003Ctd>10 years\u003C\u002Ftd>\u003Ctd>8.667 weeks\u003C\u002Ftd>\u003Ctd>Industrial Relations Act 2016\u003C\u002Ftd>\u003C\u002Ftr>\n          \u003Ctr>\u003Ctd>SA\u003C\u002Ftd>\u003Ctd>10 years\u003C\u002Ftd>\u003Ctd>13 weeks\u003C\u002Ftd>\u003Ctd>Long Service Leave Act 1987\u003C\u002Ftd>\u003C\u002Ftr>\n          \u003Ctr>\u003Ctd>WA\u003C\u002Ftd>\u003Ctd>10 years\u003C\u002Ftd>\u003Ctd>8.667 weeks\u003C\u002Ftd>\u003Ctd>Long Service Leave Act 1958\u003C\u002Ftd>\u003C\u002Ftr>\n          \u003Ctr>\u003Ctd>TAS\u003C\u002Ftd>\u003Ctd>10 years\u003C\u002Ftd>\u003Ctd>8.667 weeks\u003C\u002Ftd>\u003Ctd>Long Service Leave Act 1976\u003C\u002Ftd>\u003C\u002Ftr>\n          \u003Ctr>\u003Ctd>ACT\u003C\u002Ftd>\u003Ctd>10 years\u003C\u002Ftd>\u003Ctd>6.067 weeks\u003C\u002Ftd>\u003Ctd>Long Service Leave Act 1976\u003C\u002Ftd>\u003C\u002Ftr>\n          \u003Ctr>\u003Ctd>NT\u003C\u002Ftd>\u003Ctd>10 years\u003C\u002Ftd>\u003Ctd>13 weeks\u003C\u002Ftd>\u003Ctd>Long Service Leave Act 1981\u003C\u002Ftd>\u003C\u002Ftr>\n        \u003C\u002Ftable>\n        \u003Cp class=\"note\" style=\"margin-top:10px\">VIC: pro-rata access after 7 years. ACT: pro-rata access after 7 years. Some awards\u002Fenterprise agreements provide more generous LSL — check your specific agreement or contact your employer or union.\u003C\u002Fp>\n      \u003C\u002Fdiv>\n    \u003C\u002Fdiv>\n\n    \u003Cdiv class=\"disclaimer\">\n      \u003Cstrong>Indicative calculations only — not legal advice.\u003C\u002Fstrong>\n      Contact the Fair Work Ombudsman (1300 724 690) or a qualified employment lawyer for advice on your specific situation. All figures are as of 2025-26. Award rates updated for the 2024-25 Annual Wage Review (effective 1 July 2025).\n    \u003C\u002Fdiv>\n  \u003C\u002Fmain>\n\n  \u003Cscript>\n    \u002F\u002F ── Formatting ──────────────────────────────────────────────────────────\n    const aud = v => new Intl.NumberFormat('en-AU',{style:'currency',currency:'AUD',maximumFractionDigits:0}).format(v);\n    const audD = v => new Intl.NumberFormat('en-AU',{style:'currency',currency:'AUD',minimumFractionDigits:2,maximumFractionDigits:2}).format(v);\n    const num = (v,d=2) => v.toFixed(d);\n\n    \u002F\u002F ── Resize observer ──────────────────────────────────────────────────────\n    function sendResize(){\n      const h=document.documentElement.scrollHeight;\n      try{parent.postMessage({type:'resize',height:h},'*');}catch(e){}\n    }\n    new ResizeObserver(()=>sendResize()).observe(document.documentElement);\n\n    \u002F\u002F ── Tab activation ───────────────────────────────────────────────────────\n    function activateTab(id){\n      document.querySelectorAll('.tab-btn').forEach(b=>{\n        const active=b.dataset.tab===id;\n        b.classList.toggle('active',active);\n        b.setAttribute('aria-selected',active);\n      });\n      document.querySelectorAll('.tab-panel').forEach(p=>p.classList.toggle('active',p.id==='tab-'+id));\n      if(location.hash!=='#'+id)try{location.hash=id;}catch(e){}\n      sendResize();\n    }\n    document.querySelectorAll('.tab-btn').forEach(btn=>{\n      btn.addEventListener('click',()=>activateTab(btn.dataset.tab));\n    });\n\n    \u002F\u002F ── Pay Calculator ───────────────────────────────────────────────────────\n    function calcPay(){\n      const baseHourly=parseFloat(document.getElementById('pay-level').value)||0;\n      const hours=parseFloat(document.getElementById('pay-hours').value)||38;\n      const type=document.getElementById('pay-type').value;\n      const residency=document.getElementById('pay-residency').value;\n      const casual=type==='casual';\n      const effective=baseHourly*(casual?1.25:1.0);\n      const annual=effective*hours*52;\n\n      let tax=0;\n      if(residency==='resident'){\n        if(annual\u003C=18200)tax=0;\n        else if(annual\u003C=45000)tax=(annual-18200)*0.19;\n        else if(annual\u003C=135000)tax=5092+(annual-45000)*0.325;\n        else if(annual\u003C=190000)tax=34342+(annual-135000)*0.37;\n        else tax=54697+(annual-190000)*0.45;\n        \u002F\u002F LITO\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        lito=Math.max(0,lito);\n        tax=Math.max(0,tax-lito);\n        document.getElementById('res-lito').textContent='-'+audD(lito);\n      } else if(residency==='whm'){\n        tax=annual*0.15;\n        document.getElementById('res-lito').textContent='N\u002FA';\n      } else {\n        if(annual\u003C=135000)tax=annual*0.325;\n        else if(annual\u003C=190000)tax=43875+(annual-135000)*0.37;\n        else tax=64225+(annual-190000)*0.45;\n        document.getElementById('res-lito').textContent='N\u002FA';\n      }\n\n      const medicare=(residency==='resident'&&annual>26000)?annual*0.02:0;\n      const superAmt=annual*0.12;\n      const net=annual-tax-medicare;\n\n      document.getElementById('res-hourly').textContent=audD(effective)+'\u002Fhr';\n      document.getElementById('res-annual').textContent=aud(annual);\n      document.getElementById('res-monthly-gross').textContent=aud(annual\u002F12);\n      document.getElementById('res-tax').textContent=aud(tax);\n      document.getElementById('res-medicare').textContent=aud(medicare);\n      document.getElementById('res-net-monthly').textContent=aud(net\u002F12);\n      document.getElementById('res-super').textContent=aud(superAmt)+'\u002Fyr';\n      sendResize();\n    }\n\n    \u002F\u002F ── Redundancy ───────────────────────────────────────────────────────────\n    const NES_RED=[4,6,7,8,10,11,13,14,16,12];\n    function nesWeeks(yrs){\n      if(yrs\u003C1)return 0;\n      const idx=Math.min(Math.floor(yrs)-1,9);\n      return NES_RED[idx];\n    }\n    function calcRedundancy(){\n      const yrs=parseFloat(document.getElementById('red-years').value)||0;\n      const weekly=parseFloat(document.getElementById('red-weekly').value)||0;\n      const small=document.getElementById('red-size').value==='small';\n      const wks=small?0:nesWeeks(yrs);\n      const amt=wks*weekly;\n      document.getElementById('red-weeks').textContent=small?'Exempt':(wks+' weeks');\n      document.getElementById('red-amount').textContent=small?'AUD $0 (exempt)':aud(amt);\n      const noteEl=document.getElementById('red-note');\n      if(small){\n        noteEl.textContent='Small business employers (fewer than 15 employees) are exempt from NES redundancy pay under Fair Work Act 2009 s.121(1). Your employer may still offer a voluntary redundancy payment — check your employment contract.';\n      } else if(yrs\u003C1){\n        noteEl.textContent='Employees with less than 12 months of continuous service are not entitled to NES redundancy pay. Check your employment contract for any enhanced redundancy provisions.';\n      } else {\n        noteEl.textContent='The Health Professionals and Support Services Award 2020 provides no enhancement above the NES redundancy scale. The first AUD $12,524 (+ AUD $6,264 per year of service) may be tax-free as an Employment Termination Payment. Confirm with your employer or union if an enterprise agreement applies.';\n      }\n      sendResize();\n    }\n\n    \u002F\u002F ── Annual Leave ─────────────────────────────────────────────────────────\n    function calcLeave(){\n      const isShift=document.getElementById('leave-shift').checked;\n      const type=document.getElementById('leave-type').value;\n      const hours=parseFloat(document.getElementById('leave-hours').value)||38;\n      const hourly=parseFloat(document.getElementById('leave-hourly').value)||30.64;\n      const weeks=isShift?5:4;\n      const ratio=type==='fulltime'?1:hours\u002F38;\n      const days=weeks*5*ratio;\n      const totalHrs=hours*weeks*ratio;\n      const loading=totalHrs*hourly*0.175;\n      const base=totalHrs*hourly;\n      const total=base+loading;\n      const accrualPerMonth=days\u002F12;\n      const accrualPerFort=days\u002F26;\n\n      document.getElementById('leave-days').textContent=num(days,1)+' days';\n      document.getElementById('leave-hours-val').textContent=num(totalHrs,1)+' hours';\n      document.getElementById('leave-loading').textContent=aud(loading);\n      document.getElementById('leave-total').textContent=aud(total);\n      document.getElementById('leave-monthly').textContent=num(accrualPerMonth,2)+' days\u002Fmonth';\n      document.getElementById('leave-fort').textContent=num(accrualPerFort,2)+' days\u002Ffortnight';\n      sendResize();\n    }\n\n    \u002F\u002F ── Notice Period ────────────────────────────────────────────────────────\n    function calcNotice(){\n      const yrs=parseFloat(document.getElementById('notice-years').value)||0;\n      const age=parseFloat(document.getElementById('notice-age').value)||0;\n      const dir=document.getElementById('notice-direction').value;\n      const weekly=parseFloat(document.getElementById('notice-weekly').value)||0;\n      const startVal=document.getElementById('notice-start').value;\n\n      let wks=0;\n      if(yrs\u003C1)wks=1;\n      else if(yrs\u003C3)wks=2;\n      else if(yrs\u003C5)wks=3;\n      else wks=4;\n\n      const supplement=(dir==='employer'&&age>45&&yrs>=2);\n      if(supplement)wks+=1;\n\n      const pil=weekly*wks;\n      const suppText=supplement?'+1 week (over 45, 2+ yrs service)':'Not applicable';\n\n      document.getElementById('notice-weeks-val').textContent=wks+' week'+(wks!==1?'s':'');\n      document.getElementById('notice-supplement').textContent=suppText;\n      document.getElementById('notice-pil').textContent=aud(pil);\n\n      if(startVal){\n        const d=new Date(startVal);\n        d.setDate(d.getDate()+wks*7);\n        document.getElementById('notice-end-date').textContent=d.toLocaleDateString('en-AU',{day:'numeric',month:'short',year:'numeric'});\n      } else {\n        document.getElementById('notice-end-date').textContent='Enter start date';\n      }\n\n      const noteEl=document.getElementById('notice-note');\n      if(dir==='employer'){\n        noteEl.textContent='Unfair dismissal access: qualifying period is 6 months (12 months for small business). Lodge within 21 days of dismissal (Fair Work Act 2009 s.394). The award also provides 1 paid day of job search leave during notice.';\n      } else {\n        noteEl.textContent='When resigning, you are not entitled to the over-45 supplement. Check your employment contract — some individual contracts specify longer notice periods. The award gives your employer the same NES notice if they choose not to require you to work it out.';\n      }\n      sendResize();\n    }\n\n    \u002F\u002F ── Superannuation ───────────────────────────────────────────────────────\n    function calcSuper(){\n      const annual=parseFloat(document.getElementById('super-annual').value)||0;\n      const rate=(parseFloat(document.getElementById('super-rate').value)||12)\u002F100;\n      const voluntary=parseFloat(document.getElementById('super-voluntary').value)||0;\n      const sgYear=annual*rate;\n      const volYear=voluntary*12;\n      const total=sgYear+volYear;\n      const capNote=document.getElementById('super-cap-note');\n\n      document.getElementById('super-sg-year').textContent=aud(sgYear);\n      document.getElementById('super-sg-month').textContent=aud(sgYear\u002F12);\n      document.getElementById('super-vol-year').textContent=aud(volYear);\n      document.getElementById('super-total').textContent=aud(total);\n\n      if(total>30000){\n        capNote.textContent='Warning: your combined concessional contributions (employer SG + salary sacrifice) of AUD '+aud(total)+' may exceed the AUD $30,000 concessional cap for 2025-26. Excess concessional contributions are taxed at your marginal rate. Consider reviewing with your financial adviser.';\n      } else {\n        capNote.textContent='Your total concessional contributions of '+aud(total)+' are within the AUD $30,000 cap for 2025-26.';\n      }\n      sendResize();\n    }\n\n    \u002F\u002F ── Long Service Leave ───────────────────────────────────────────────────\n    const LSL_TABLE={\n      nsw:{years:10,weeks:8.667,proRataAfter:10,name:'New South Wales',leg:'Long Service Leave Act 1955'},\n      vic:{years:7,weeks:6.067,proRataAfter:7,name:'Victoria',leg:'Long Service Leave Act 2018'},\n      qld:{years:10,weeks:8.667,proRataAfter:10,name:'Queensland',leg:'Industrial Relations Act 2016'},\n      sa:{years:10,weeks:13,proRataAfter:10,name:'South Australia',leg:'Long Service Leave Act 1987'},\n      wa:{years:10,weeks:8.667,proRataAfter:10,name:'Western Australia',leg:'Long Service Leave Act 1958'},\n      tas:{years:10,weeks:8.667,proRataAfter:10,name:'Tasmania',leg:'Long Service Leave Act 1976'},\n      act:{years:10,weeks:6.067,proRataAfter:7,name:'ACT',leg:'Long Service Leave Act 1976'},\n      nt:{years:10,weeks:13,proRataAfter:10,name:'Northern Territory',leg:'Long Service Leave Act 1981'},\n    };\n    function calcLSL(){\n      const state=document.getElementById('lsl-state').value;\n      const yrs=parseFloat(document.getElementById('lsl-years').value)||0;\n      const weekly=parseFloat(document.getElementById('lsl-weekly').value)||0;\n      const rule=LSL_TABLE[state];\n      const eligible=yrs>=rule.years;\n      const proEligible=yrs>=rule.proRataAfter;\n      const accrualPerYear=rule.weeks\u002Frule.years;\n\n      let leaveWeeks=0;\n      let statusClass='not-met';\n      let statusText='Not yet eligible';\n\n      if(eligible){\n        leaveWeeks=rule.weeks+(yrs-rule.years)*accrualPerYear;\n        statusClass='met';\n        statusText='Eligible — full entitlement';\n      } else if(proEligible){\n        leaveWeeks=yrs*accrualPerYear;\n        statusClass='pro';\n        statusText='Pro-rata eligible';\n      } else {\n        leaveWeeks=0;\n        const remaining=rule.proRataAfter-yrs;\n        statusText='Not yet eligible — '+num(remaining,1)+' year'+(remaining!==1?'s':'')+' to go';\n      }\n\n      document.getElementById('lsl-status-row').innerHTML='\u003Cspan class=\"lsl-status '+statusClass+'\">'+statusText+'\u003C\u002Fspan>';\n      document.getElementById('lsl-weeks').textContent=num(leaveWeeks,2)+' weeks';\n      document.getElementById('lsl-days').textContent=num(leaveWeeks*5,1)+' days';\n      document.getElementById('lsl-cash').textContent=aud(leaveWeeks*weekly);\n      document.getElementById('lsl-accrual').textContent=num(accrualPerYear,3)+' wks\u002Fyear';\n\n      document.getElementById('lsl-state-info').innerHTML=\n        '\u003Cdt>Jurisdiction\u003C\u002Fdt>\u003Cdd>'+rule.name+'\u003C\u002Fdd>'+\n        '\u003Cdt>Qualifying Period\u003C\u002Fdt>\u003Cdd>'+rule.years+' years\u003C\u002Fdd>'+\n        '\u003Cdt>Full Entitlement\u003C\u002Fdt>\u003Cdd>'+rule.weeks+' weeks\u003C\u002Fdd>'+\n        '\u003Cdt>Governing Legislation\u003C\u002Fdt>\u003Cdd>'+rule.leg+'\u003C\u002Fdd>';\n      sendResize();\n    }\n\n    \u002F\u002F ── Event listeners ──────────────────────────────────────────────────────\n    ['pay-level','pay-hours','pay-type','pay-residency'].forEach(id=>\n      document.getElementById(id).addEventListener('input',calcPay));\n    ['red-years','red-weekly','red-size'].forEach(id=>\n      document.getElementById(id).addEventListener('input',calcRedundancy));\n    ['leave-type','leave-hours','leave-hourly','leave-shift'].forEach(id=>\n      document.getElementById(id).addEventListener('input',calcLeave));\n    ['notice-years','notice-age','notice-direction','notice-weekly','notice-start'].forEach(id=>\n      document.getElementById(id).addEventListener('input',calcNotice));\n    ['super-annual','super-rate','super-voluntary'].forEach(id=>\n      document.getElementById(id).addEventListener('input',calcSuper));\n    ['lsl-state','lsl-years','lsl-weekly'].forEach(id=>\n      document.getElementById(id).addEventListener('input',calcLSL));\n\n    \u002F\u002F ── Init ─────────────────────────────────────────────────────────────────\n    window.addEventListener('load',()=>{\n      \u002F\u002F Set today's date for notice start\n      const today=new Date();\n      const yyyy=today.getFullYear();\n      const mm=String(today.getMonth()+1).padStart(2,'0');\n      const dd=String(today.getDate()).padStart(2,'0');\n      document.getElementById('notice-start').value=yyyy+'-'+mm+'-'+dd;\n\n      \u002F\u002F Hash deep-link\n      const h=(location.hash||'').replace('#','');\n      if(h&&document.getElementById('tab-'+h))activateTab(h);\n\n      \u002F\u002F Initial calculations\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"]