[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"$fvXzmGdl3xEf9pKiwsbdmhRjT6AAp8f8Qlgn0zlDX64Y":3,"footer-root-categories-en-AU":97,"region-locale-en-AU":176,"$fZzvrKyCDxFknPjTDcB0VfrMbzeGCxWGkgURImTjbtB8":1225,"footer-cities-au":1279,"$fhzdtLeP8Tg_x0pJ5DURAP_5_PN6bCNboDEcawSdXtdk":1280,"ccn-toolset-meta":1291},{"tools_slug":4,"consumer_tools_slug":5,"tools":6},"tools-calculators","practical-tools-for-individuals",[7,16,22,29,35,41,47,53,58,64,69,74,80,86,91],{"slug":8,"local_slug":8,"title":9,"description":10,"view_count":11,"audience":12,"category":13,"source":14,"hero_image":15,"hero_image_alt":9},"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.",37,"consumer","employment-law","generated","https:\u002F\u002Fpub-bdebbd2dad294475a2da0eb657815b6b.r2.dev\u002Ftools\u002Fcba-au-clerks-private-sector-award-2020-d6003361e7.webp",{"slug":17,"local_slug":17,"title":18,"description":19,"view_count":20,"audience":12,"category":13,"source":14,"hero_image":21,"hero_image_alt":18},"cba-au-social-community-home-care-disability-services-award-2010","SCHADS Award — free pay calculator 2026 | Expert Zoom","Calculate your community services pay, redundancy, leave and super under the SCHADS Award 2010. Free tool for disability support, home care and social services workers.",36,"https:\u002F\u002Fpub-bdebbd2dad294475a2da0eb657815b6b.r2.dev\u002Ftools\u002Fcba-au-social-community-home-care-disability-services-award-2010-735aff94f1.webp",{"slug":23,"local_slug":23,"title":24,"description":25,"view_count":26,"audience":12,"category":13,"source":14,"hero_image":27,"hero_image_alt":28},"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.",30,"https:\u002F\u002Fpub-bdebbd2dad294475a2da0eb657815b6b.r2.dev\u002Ftools\u002Fcba-au-hair-beauty-industry-award-2010-baa9ec62c8-1780065756.webp","",{"slug":30,"local_slug":30,"title":31,"description":32,"view_count":33,"audience":12,"category":13,"source":14,"hero_image":34,"hero_image_alt":31},"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.",28,"https:\u002F\u002Fpub-bdebbd2dad294475a2da0eb657815b6b.r2.dev\u002Ftools\u002Fcba-au-hospitality-industry-general-award-2020-fadd85aed3.webp",{"slug":36,"local_slug":36,"title":37,"description":38,"view_count":39,"audience":12,"category":13,"source":14,"hero_image":40,"hero_image_alt":37},"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.",27,"https:\u002F\u002Fpub-bdebbd2dad294475a2da0eb657815b6b.r2.dev\u002Ftools\u002Fcba-au-road-transport-distribution-award-2020-904df7a0a7.webp",{"slug":42,"local_slug":42,"title":43,"description":44,"view_count":45,"audience":12,"category":13,"source":14,"hero_image":46,"hero_image_alt":43},"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.",26,"https:\u002F\u002Fpub-bdebbd2dad294475a2da0eb657815b6b.r2.dev\u002Ftools\u002Fcba-au-nurses-award-2020-6c03ab1230.webp",{"slug":48,"local_slug":48,"title":49,"description":50,"view_count":51,"audience":12,"category":13,"source":14,"hero_image":52,"hero_image_alt":49},"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).",25,"https:\u002F\u002Fpub-bdebbd2dad294475a2da0eb657815b6b.r2.dev\u002Ftools\u002Fcba-au-aged-care-award-2010-947e27372c.webp",{"slug":54,"local_slug":54,"title":55,"description":56,"view_count":51,"audience":12,"category":13,"source":14,"hero_image":57,"hero_image_alt":55},"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":59,"local_slug":59,"title":60,"description":61,"view_count":62,"audience":12,"category":13,"source":14,"hero_image":63,"hero_image_alt":60},"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). 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The height automatically adjusts to the content.","No tools match your search","Practical Tools","Simulators and calculators for your projects","Free simulators and calculators for professionals.","free","Free Practical Tools — Simulators and Calculators | ExpertZoom","tools","Free simulators and calculators for professionals: hiring costs, AI ROI, GDPR compliance, startup valuation, and more.","View all {count} tools","Free simulators and calculators for your personal projects.","Free simulators and calculators for your projects: notary fees, gross-net salary, inheritance tax, alimony, and more.","local law",{"exit":246,"addFile":247,"pleaseWait":248,"askQuestion":249,"assistantOf":250,"uploadError":251,"unlimitedPitch":252,"fileNotAccepted":253,"fileTypesAllowed":254,"uploadErrorRetry":255,"finalizingResponse":256,"invalidServerResponse":257},"Exit","Add a file (PDF or image)","Please wait...","Ask your question...","assistant to {firstName} {lastName}","Upload error","Continue the discussion with {name} and benefit from unlimited questions and ongoing support.","File not accepted","Only .jpg, .jpeg, .png, .webp and .pdf files are allowed.","An error occurred while uploading the file. 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Benefit from specialised expertise and personalised advice.","Ready to get answers?","Fast responses","Our {categoryName} experts","Our specialties","ExpertZoom, explore our specialisations","Verified Experts","Discover","Qualified professionals at your service","What our clients say","Get an expert answer in 3 simple steps","Choose your area of expertise","Discover the opinions of those who have trusted us",{"revisionAuto":726,"vaccinAnimal":733,"rdvSpecialiste":740,"pensionAlimentaire":747,"conventionCollective":754},{"alert":727},{"agenda":728},{"time":729,"title":730,"expert":731,"insight":732},"Saturday · 10:00 AM","Scheduled Car Service","Mr. David M.","To maintain your manufacturer's warranty, ensure the logbook service schedule is followed. 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Connect your calendar to receive personalised advice and anticipate your next steps.","questions in progress","Ask my first question","A preview will be available shortly.","question in progress","Ask your first question to an expert and get a personalised answer.",{"next":821,"showing":822,"previous":823},"Next","Showing {current} of {total} questions","Previous","Your Alerts","{count} in total","You can only ask 2 free questions.","🔎 A preview of their answer will be available soon.\nYou can then choose to continue the exchange and get a complete and detailed answer.","Your Guides","Question Closed: Unlock the Answer","Get the answer","Question Paid","question","View My Guide","⏳ Estimated time before preview publication: a few minutes.\n🔐 Your information is treated confidentially.","{name} is currently reviewing your question","questions","View All Alerts","Your Questions","Articles for You","Ask a new question","Postcode not recognised","Question Closed","Read Full Answer","and access unlimited questions in all categories","💡 You will also have the option to clarify certain elements or add a document to refine the answer if necessary.","Consult the Response","Profile Strength",[849,851,853,857,861,865,869,873,877,881],{"categoryName":141,"questionText":850,"landingSeoUrl":142},"I've got this persistent cough that's been hanging around for weeks, Doc. 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When should I be really worried and take them to the emergency room?","pediatricians","You can then choose to continue the exchange and get a complete and detailed answer.","is answering it accurately and carefully.","Loading questions...","Popular Questions","Response Available","Could not close the question. Please try again.","Connect your calendar to receive proactive alerts","Continue the discussion and access unlimited questions","We monitor your Google calendar and alert you before it becomes urgent.","Your question is in good hands.","To be completed on the full guide","Your location could not be updated. Please check the postcode.","is answering it","Could not process your question. Please try again.","Estimated time before preview publication: a few minutes.","Question closed successfully.","Your information is treated confidentially.","You will also have the option to clarify certain elements or add a document to refine the answer if necessary.","Receive personalised follow-up on your guides","Ask a new question, follow your guides, and synchronise your Google and Outlook calendars",{"empty":906,"title":907,"types":908,"loading":196,"markAllRead":917},"No notifications","Notifications",{"status":909,"question_paid":913,"question_reply":914,"matched_article":915,"matched_articles":916},{"closed":910,"answered":911,"partially-answered":912},"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":919,"title":824,"paused":920,"emptyHint":921,"reactivate":922,"categoryFallback":923},"No alerts at this time.","Alerts Paused","Connect your calendar and submit a question to receive personalised suggestions.","Reactivate","Category",{"error":298,"title":925,"minChars":926,"seoTitle":925,"emailSent":927,"minDigits":928,"emailLabel":553,"backToLogin":929,"description":930,"submitButton":931,"updateButton":932,"seoDescription":933,"updatingButton":636,"passwordUpdated":934,"emailPlaceholder":935,"errorDescription":936,"newPasswordLabel":937,"newPasswordTitle":938,"passwordMismatch":939,"submitButtonLoading":636,"confirmPasswordLabel":940,"emailSentDescription":640,"resetErrorDescription":941,"newPasswordPlaceholder":942,"confirmPasswordPlaceholder":943,"passwordUpdatedDescription":944},"Reset Your Password","Password must be at least 8 characters","Email Sent","Password must contain at least 2 digits","Back to Login","Enter your email address","Send Link","Update Password","Enter your new password","Password Updated","your email","Could not send the reset email. Please try again.","New Password","Enter Your New Password","Passwords do not match","Confirm Password","Could not reset your password. Please try again.","Your password","Confirm your password","Your password has been reset successfully.",{"tabs":946,"error":951,"facts":952,"title":967,"billing":968,"profile":978,"readOnly":985,"questions":986,"notifications":992},{"facts":947,"billing":948,"profile":949,"questions":950,"notifications":907},"Extracted Facts","Billing","Profile","Questions","Unable to load client 360 view.",{"type":953,"dueAt":954,"empty":955,"source":956,"status":957,"dismiss":958,"overdue":959,"passive":960,"subject":961,"upcoming":962,"alertable":963,"confidence":964,"dismissTitle":965,"dismissCancel":515,"dismissWarning":966},"Type","Due Date","No extracted facts","Source","Status","Dismiss","Overdue","Passive","Subject","Upcoming","Alertable","Confidence","Dismiss this fact?","This fact will no longer be injected into the assistant's responses or used for alerts. 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The expert will respond within minutes, typically in under 10 minutes.","Receive a clear, actionable response tailored to your situation, allowing you to proceed with confidence.","Getting answers to your questions has never been easier",{"title":1013,"askQuestion":810},"Meet our Experts",{"retry":1015,"terms":1016,"title":1017,"errors":1018,"company":1021,"loading":196,"getAnswer":1022,"acceptTerms":1023,"getUnlimited":535,"securePayment":1024},"Retry","Terms and Conditions","Secure Payment of $3.00",{"title":298,"genericError":510,"paymentError":1019,"initializationError":1020},"An error occurred during payment","Error initialising payment","expert-zoom","Get Answer","I accept the","Secure Payment of {amount}",{"delete":1026,"deleteError":1027,"deleteCancel":515,"deleteConfirm":1026,"deleteDialogTitle":1028,"deleteDialogDescription":1029},"Delete","The deletion of the guide failed. Please try again.","Delete this guide?","The saved information for this category will be deleted, and the guide will disappear from your profile. 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The expert in {city} was able to reassure me and guide me exactly to what I needed.",{"title":805,"subtitle":1057,"subtitleExpert":1058,"titleWithExpert":1059},"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":1061,"seconds":1062,"responseTo":1063,"expertReading":1064,"estimatedResponseTime":1065,"expertSentPartialResponse":1066},"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":634,"title":635,"sending":636,"sendLink":931,"description":1068,"notifications":1069},"A reset link will be sent to your email address",{"error":298,"emailSent":927,"emailError":1070,"loginRequired":1071,"emailSentDescription":640},"Could not send reset email. 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Updated 2025-26.","nurses award 2020 pay rates entitlements 2026 Australia","f325eedc3f86","9cc87197-5408-43dc-9de5-d740868a64f4",2361,[],{"excerpt":28,"featured":1233,"metaTitle":1238,"countryCode":1235,"categorySlug":13,"languageCode":1236,"relatedTools":1246,"readingTimeMin":1232,"metaDescription":1239},[8],888,0,"7933719d-dc2b-4b0c-bc06-c45cc2a8aad0","NEUTRAL","Crawled - currently not indexed","2026-06-23T11:12:28.000Z","2026-09-25T20:11:31.999Z",3.2,"needs_improvement",2.16,"good","2026-09-02T21:49:22.346Z","2026-05-28T15:15:01.186Z","2026-05-28T15:15:01.187Z","2026-10-20T15:10:42.729Z",{"id":1237,"name":1263,"slug":1264,"parentId":148,"parent":1265},"Labor Law","labor-law",{"id":148,"name":149,"slug":150},{"id":1249,"first_name":1267,"name":1268,"slug":1269,"specialty":1270,"picture":1271},"Isabelle","Torres","isabelle-torres","Legal Advisor","lawyers\u002F78eb22acd1b8e810e107cb0451d648f982",[],[8],"\u003Ch1 id=\"nurses-award-2020-rights-pay-and-entitlements-explained-2026\">Nurses Award 2020 — Rights, Pay and Entitlements Explained (2026)\u003C\u002Fh1>\n\u003Cp>The \u003Cstrong>Nurses Award 2020\u003C\u002Fstrong> (MA000034) is a Modern Award made by the Fair Work Commission that sets the minimum pay rates and employment conditions for nurses, midwives, and assistants in nursing employed in Australia's private sector. Whether you work in a private hospital, a residential aged care facility, or a community nursing agency, this award establishes the legal floor for your wages, leave, superannuation, and workplace entitlements.\u003C\u002Fp>\n\u003Cp>With more than 100,000 workers covered across private healthcare, understanding your rights under the Nurses Award 2020 is essential. This guide explains the classification system, how pay is calculated, your entitlements to annual leave and redundancy, notice period rules, and superannuation obligations — all updated for 2025-26.\u003C\u002Fp>\n\u003Chr>\n\u003Cdiv data-tool=\"cba-au-nurses-award-2020\">\u003C\u002Fdiv>\n\n\u003Chr>\n\u003Ch2 id=\"who-does-the-nurses-award-2020-cover\">Who Does the Nurses Award 2020 Cover?\u003C\u002Fh2>\n\u003Cp>The Nurses Award 2020 applies to:\u003C\u002Fp>\n\u003Cul>\n\u003Cli>\u003Cstrong>Registered Nurses (RNs)\u003C\u002Fstrong> and \u003Cstrong>Registered Midwives\u003C\u002Fstrong> working in the private sector\u003C\u002Fli>\n\u003Cli>\u003Cstrong>Enrolled Nurses (ENs)\u003C\u002Fstrong> employed by private healthcare employers\u003C\u002Fli>\n\u003Cli>\u003Cstrong>Assistants in Nursing (AINs)\u003C\u002Fstrong> providing care under the supervision of registered or enrolled nurses\u003C\u002Fli>\n\u003Cli>Employees of private hospitals, day procedure centres, private aged care providers, and private community nursing services\u003C\u002Fli>\n\u003C\u002Ful>\n\u003Cp>The award does \u003Cstrong>not\u003C\u002Fstrong> cover public sector nurses employed by state or territory governments. Those workers are generally covered by state public sector awards or enterprise agreements. If you are employed by a state health department or a public hospital, contact your union — typically the Australian Nursing and Midwifery Federation (ANMF) or the NSW Nurses and Midwives' Association (NSWNMA) — for the applicable agreement.\u003C\u002Fp>\n\u003Cp>The Nurses Award 2020 covers most awards for the classification of nurse regardless of the percentage of time spent on direct nursing work, provided nursing duties form a significant component of the role.\u003C\u002Fp>\n\u003Chr>\n\u003Ch2 id=\"classification-levels-and-pay-rates\">Classification Levels and Pay Rates\u003C\u002Fh2>\n\u003Cp>Pay under the Nurses Award 2020 is set by reference to an employee's classification level and, for most classifications, years of experience in that grade. The award uses three main streams:\u003C\u002Fp>\n\u003Ch3 id=\"registered-nurses-grades-1-to-8\">Registered Nurses — Grades 1 to 8\u003C\u002Fh3>\n\u003Cp>Registered Nurses are classified from \u003Cstrong>Grade 1\u003C\u002Fstrong> (entry level, recently registered) through \u003Cstrong>Grade 8\u003C\u002Fstrong> (senior nurse manager or consultant). Progression through Grade 1 occurs annually with increments for each completed year of service.\u003C\u002Fp>\n\u003Ctable>\n\u003Cthead>\n\u003Ctr>\n\u003Cth>Classification\u003C\u002Fth>\n\u003Cth>Description\u003C\u002Fth>\n\u003C\u002Ftr>\n\u003C\u002Fthead>\n\u003Ctbody>\u003Ctr>\n\u003Ctd>RN Grade 1, Years 1–5\u003C\u002Ftd>\n\u003Ctd>New graduates and early-career nurses\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003Ctr>\n\u003Ctd>RN Grade 2\u003C\u002Ftd>\n\u003Ctd>Nurses with enhanced clinical skills or team coordination responsibilities\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003Ctr>\n\u003Ctd>RN Grade 3\u003C\u002Ftd>\n\u003Ctd>Clinical Nurse Specialist \u002F Senior Charge Nurse\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003Ctr>\n\u003Ctd>RN Grade 4\u003C\u002Ftd>\n\u003Ctd>Nurse Unit Manager Level 1 \u002F Senior Clinical Nurse Consultant\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003Ctr>\n\u003Ctd>RN Grade 5\u003C\u002Ftd>\n\u003Ctd>Nurse Unit Manager Level 2\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003Ctr>\n\u003Ctd>RN Grade 6\u003C\u002Ftd>\n\u003Ctd>Nursing Director \u002F Senior Nurse Manager\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003Ctr>\n\u003Ctd>RN Grade 7–8\u003C\u002Ftd>\n\u003Ctd>Executive Nursing roles\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003C\u002Ftbody>\u003C\u002Ftable>\n\u003Cp>Minimum hourly rates increase with each grade and, within Grade 1, with each year of experience. All rates are set by the Fair Work Commission and increase annually in line with the National Wages Review. Current rates are published in the \u003Cstrong>FWO Pay Guide for the Nurses Award 2020\u003C\u002Fstrong> and are updated each July. Verify your current rate at the Fair Work Ombudsman website (fairwork.gov.au) or with your union representative.\u003C\u002Fp>\n\u003Ch3 id=\"enrolled-nurses-grades-1-to-3\">Enrolled Nurses — Grades 1 to 3\u003C\u002Fh3>\n\u003Cp>Enrolled Nurses are classified in three grades:\u003C\u002Fp>\n\u003Cul>\n\u003Cli>\u003Cstrong>EN Grade 1\u003C\u002Fstrong> — Standard enrolled nurse role; incremental steps for experience (Years 1–3)\u003C\u002Fli>\n\u003Cli>\u003Cstrong>EN Grade 2\u003C\u002Fstrong> — Enrolled nurse with advanced or specialist responsibilities\u003C\u002Fli>\n\u003Cli>\u003Cstrong>EN Grade 3\u003C\u002Fstrong> — Senior enrolled nurse with clinical leadership functions\u003C\u002Fli>\n\u003C\u002Ful>\n\u003Ch3 id=\"assistants-in-nursing-levels-1-and-2\">Assistants in Nursing — Levels 1 and 2\u003C\u002Fh3>\n\u003Cp>AINs are classified at two levels reflecting their scope of practice and supervision requirements:\u003C\u002Fp>\n\u003Cul>\n\u003Cli>\u003Cstrong>AIN Level 1\u003C\u002Fstrong> — Basic care assistant functions under direct supervision\u003C\u002Fli>\n\u003Cli>\u003Cstrong>AIN Level 2\u003C\u002Fstrong> — Broader care assistance with increased autonomy\u003C\u002Fli>\n\u003C\u002Ful>\n\u003Cp>AIN rates are set at a level above the National Minimum Wage (AUD $24.10\u002Fhour as of 2025-26) but below enrolled and registered nurse classifications.\u003C\u002Fp>\n\u003Ch3 id=\"annual-wage-review\">Annual Wage Review\u003C\u002Fh3>\n\u003Cp>The Fair Work Commission conducts an Annual Wage Review each year, with increases taking effect on \u003Cstrong>1 July\u003C\u002Fstrong>. In July 2025, the Commission updated award rates for 2025-26. Always verify your current minimum rate against the FWO Pay Guide (updated annually at fairwork.gov.au), or use the Fair Work Ombudsman's Pay Calculator at calculate.fairwork.gov.au. Alternatively, contact the Fair Work Ombudsman on 13 13 94.\u003C\u002Fp>\n\u003Chr>\n\u003Ch2 id=\"overtime-and-penalty-rates\">Overtime and Penalty Rates\u003C\u002Fh2>\n\u003Cp>The Nurses Award 2020 contains a detailed structure of penalty rates applying to non-standard hours of work.\u003C\u002Fp>\n\u003Ch3 id=\"overtime\">Overtime\u003C\u002Fh3>\n\u003Cp>Overtime is payable when an employee works more than their ordinary rostered hours (generally 38 hours per week for full-time employees, or the agreed part-time hours). Overtime is calculated at:\u003C\u002Fp>\n\u003Cul>\n\u003Cli>\u003Cstrong>150%\u003C\u002Fstrong> of the ordinary hourly rate for the first 2 hours of overtime on any day\u003C\u002Fli>\n\u003Cli>\u003Cstrong>200%\u003C\u002Fstrong> for overtime beyond 2 hours\u003C\u002Fli>\n\u003C\u002Ful>\n\u003Cp>A minimum recall payment applies when an employee is called back after leaving the workplace.\u003C\u002Fp>\n\u003Ch3 id=\"shift-penalties\">Shift Penalties\u003C\u002Fh3>\n\u003Cp>The Nurses Award 2020 pays loadings for work outside ordinary daytime hours:\u003C\u002Fp>\n\u003Cul>\n\u003Cli>\u003Cstrong>Afternoon shift\u003C\u002Fstrong> (finishing after 6pm and at or before midnight): 15% loading on base rate\u003C\u002Fli>\n\u003Cli>\u003Cstrong>Night shift\u003C\u002Fstrong> (finishing after midnight or commencing before 6am): 30% loading on base rate\u003C\u002Fli>\n\u003Cli>\u003Cstrong>Rotating shifts\u003C\u002Fstrong>: 12.5% loading on base rate\u003C\u002Fli>\n\u003Cli>\u003Cstrong>Permanent night shift\u003C\u002Fstrong>: 30% loading\u003C\u002Fli>\n\u003C\u002Ful>\n\u003Ch3 id=\"saturday-and-sunday-work\">Saturday and Sunday Work\u003C\u002Fh3>\n\u003Cul>\n\u003Cli>\u003Cstrong>Saturday\u003C\u002Fstrong>: 150% of the ordinary hourly rate\u003C\u002Fli>\n\u003Cli>\u003Cstrong>Sunday\u003C\u002Fstrong>: 200% of the ordinary hourly rate\u003C\u002Fli>\n\u003C\u002Ful>\n\u003Ch3 id=\"public-holiday-work\">Public Holiday Work\u003C\u002Fh3>\n\u003Cp>Employees required to work on a public holiday receive \u003Cstrong>250%\u003C\u002Fstrong> of their ordinary rate (the 150% penalty rate plus their ordinary rate). Where a public holiday falls on an employee's rostered day off, a substitute day off is provided.\u003C\u002Fp>\n\u003Ch3 id=\"casual-loading\">Casual Loading\u003C\u002Fh3>\n\u003Cp>Casual employees receive a \u003Cstrong>25% loading\u003C\u002Fstrong> above the base ordinary hourly rate in lieu of paid leave entitlements. This is a National Employment Standard requirement under Fair Work Act 2009 s.67B (casual loading for modern award employees, as amended from 26 August 2022).\u003C\u002Fp>\n\u003Chr>\n\u003Ch2 id=\"annual-leave\">Annual Leave\u003C\u002Fh2>\n\u003Ch3 id=\"nes-minimum-entitlement\">NES Minimum Entitlement\u003C\u002Fh3>\n\u003Cp>Under the \u003Cstrong>National Employment Standards (NES)\u003C\u002Fstrong>, all full-time employees are entitled to \u003Cstrong>4 weeks (20 days)\u003C\u002Fstrong> of paid annual leave per year, accruing progressively throughout the year (Fair Work Act 2009 s.87).\u003C\u002Fp>\n\u003Cp>Part-time employees accrue leave on a pro-rata basis relative to their contracted hours.\u003C\u002Fp>\n\u003Ch3 id=\"shiftworkers-5-weeks-leave\">Shiftworkers — 5 Weeks' Leave\u003C\u002Fh3>\n\u003Cp>Under the Nurses Award 2020, employees who are \u003Cstrong>genuine shiftworkers\u003C\u002Fstrong> — that is, regularly rostered to work on Sundays and public holidays and whose roster includes all shifts — are entitled to \u003Cstrong>5 weeks (25 days)\u003C\u002Fstrong> of paid annual leave per year.\u003C\u002Fp>\n\u003Ch3 id=\"annual-leave-loading\">Annual Leave Loading\u003C\u002Fh3>\n\u003Cp>Employees taking annual leave under the Nurses Award 2020 are entitled to an \u003Cstrong>annual leave loading of 17.5%\u003C\u002Fstrong> of their ordinary time rate, in addition to their normal pay. This loading compensates nurses for the loss of penalty rates and overtime while on leave.\u003C\u002Fp>\n\u003Cp>For example, a nurse earning AUD $40.00\u002Fhour receives AUD $46.00\u002Fhour effective pay during annual leave (base rate plus 17.5% loading).\u003C\u002Fp>\n\u003Ch3 id=\"accrual\">Accrual\u003C\u002Fh3>\n\u003Cp>Annual leave accrues at the rate of:\u003C\u002Fp>\n\u003Cul>\n\u003Cli>Full-time: approximately \u003Cstrong>1.538 days per fortnight\u003C\u002Fstrong> (4 weeks \u002F 26 fortnights)\u003C\u002Fli>\n\u003Cli>Shiftworkers: approximately \u003Cstrong>1.923 days per fortnight\u003C\u002Fstrong> (5 weeks \u002F 26 fortnights)\u003C\u002Fli>\n\u003C\u002Ful>\n\u003Cp>Leave may be cashed out by agreement under the Nurses Award 2020, subject to conditions, including that the employee retains at least 4 weeks accrued leave after cashing out.\u003C\u002Fp>\n\u003Chr>\n\u003Ch2 id=\"notice-period\">Notice Period\u003C\u002Fh2>\n\u003Ch3 id=\"nes-minimum-notice-employer-dismissal\">NES Minimum Notice — Employer Dismissal\u003C\u002Fh3>\n\u003Cp>Under \u003Cstrong>Fair Work Act 2009 s.117\u003C\u002Fstrong>, the minimum notice period an employer must give an employee upon dismissal is:\u003C\u002Fp>\n\u003Ctable>\n\u003Cthead>\n\u003Ctr>\n\u003Cth>Continuous service\u003C\u002Fth>\n\u003Cth>Minimum notice\u003C\u002Fth>\n\u003C\u002Ftr>\n\u003C\u002Fthead>\n\u003Ctbody>\u003Ctr>\n\u003Ctd>Less than 1 year\u003C\u002Ftd>\n\u003Ctd>1 week\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003Ctr>\n\u003Ctd>1 year to less than 3 years\u003C\u002Ftd>\n\u003Ctd>2 weeks\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003Ctr>\n\u003Ctd>3 years to less than 5 years\u003C\u002Ftd>\n\u003Ctd>3 weeks\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003Ctr>\n\u003Ctd>5 years or more\u003C\u002Ftd>\n\u003Ctd>4 weeks\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003C\u002Ftbody>\u003C\u002Ftable>\n\u003Cp>\u003Cstrong>Over-45 supplement:\u003C\u002Fstrong> An additional \u003Cstrong>1 week\u003C\u002Fstrong> notice is required where the employee is over 45 years old and has at least 2 years of continuous service with the employer.\u003C\u002Fp>\n\u003Cp>In lieu of notice: where the employer does not give the required notice, the employee must be paid out the equivalent of the notice period at their ordinary rate of pay.\u003C\u002Fp>\n\u003Ch3 id=\"employee-resignation\">Employee Resignation\u003C\u002Fh3>\n\u003Cp>On resignation, employees are generally required to give equivalent notice to the NES minimum. The Nurses Award 2020 may specify a contractual notice period — check your contract and the current award terms.\u003C\u002Fp>\n\u003Chr>\n\u003Ch2 id=\"redundancy-pay\">Redundancy Pay\u003C\u002Fh2>\n\u003Cp>If you are made genuinely redundant — that is, your position is no longer required due to a genuine operational reason — you are entitled to redundancy pay under the \u003Cstrong>NES (Fair Work Act 2009, Schedule 4, s.119)\u003C\u002Fstrong>.\u003C\u002Fp>\n\u003Ch3 id=\"nes-genuine-redundancy-scale\">NES Genuine Redundancy Scale\u003C\u002Fh3>\n\u003Ctable>\n\u003Cthead>\n\u003Ctr>\n\u003Cth>Continuous service\u003C\u002Fth>\n\u003Cth>Weeks of pay\u003C\u002Fth>\n\u003C\u002Ftr>\n\u003C\u002Fthead>\n\u003Ctbody>\u003Ctr>\n\u003Ctd>At least 1 year but less than 2\u003C\u002Ftd>\n\u003Ctd>4 weeks\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003Ctr>\n\u003Ctd>At least 2 years but less than 3\u003C\u002Ftd>\n\u003Ctd>6 weeks\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003Ctr>\n\u003Ctd>At least 3 years but less than 4\u003C\u002Ftd>\n\u003Ctd>7 weeks\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003Ctr>\n\u003Ctd>At least 4 years but less than 5\u003C\u002Ftd>\n\u003Ctd>8 weeks\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003Ctr>\n\u003Ctd>At least 5 years but less than 6\u003C\u002Ftd>\n\u003Ctd>10 weeks\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003Ctr>\n\u003Ctd>At least 6 years but less than 7\u003C\u002Ftd>\n\u003Ctd>11 weeks\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003Ctr>\n\u003Ctd>At least 7 years but less than 8\u003C\u002Ftd>\n\u003Ctd>13 weeks\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003Ctr>\n\u003Ctd>At least 8 years but less than 9\u003C\u002Ftd>\n\u003Ctd>14 weeks\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003Ctr>\n\u003Ctd>At least 9 years but less than 10\u003C\u002Ftd>\n\u003Ctd>16 weeks\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003Ctr>\n\u003Ctd>10 years or more\u003C\u002Ftd>\n\u003Ctd>12 weeks (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 exempt from the NES redundancy pay obligation under the Fair Work Act 2009.\u003C\u002Fp>\n\u003Cp>\u003Cstrong>Award enhancement:\u003C\u002Fstrong> The Nurses Award 2020 does not provide redundancy pay above the NES statutory minimum. However, your individual enterprise agreement or employment contract may provide enhanced redundancy. Contact your union (ANMF or NSWNMA) to check whether an applicable enterprise agreement applies to your workplace.\u003C\u002Fp>\n\u003Ch3 id=\"tax-treatment\">Tax Treatment\u003C\u002Fh3>\n\u003Cp>Genuine redundancy payments up to the tax-free threshold (AUD $12,524 for the base amount, plus AUD $6,264 per completed year of service for 2025-26) are tax-free. Amounts above the threshold are treated as an Eligible Termination Payment (ETP) at a concessional tax rate.\u003C\u002Fp>\n\u003Chr>\n\u003Ch2 id=\"superannuation\">Superannuation\u003C\u002Fh2>\n\u003Ch3 id=\"superannuation-guarantee-rate\">Superannuation Guarantee Rate\u003C\u002Fh3>\n\u003Cp>Under the \u003Cstrong>Superannuation Guarantee (Administration) Act 1992\u003C\u002Fstrong>, your employer is required to contribute \u003Cstrong>12.0% of your ordinary time earnings\u003C\u002Fstrong> to a complying superannuation fund from \u003Cstrong>1 July 2025\u003C\u002Fstrong>. This is the Superannuation Guarantee (SG) and is paid in addition to your wages — it does not come out of your take-home pay.\u003C\u002Fp>\n\u003Cp>Ordinary time earnings generally includes your base hourly rate and regular allowances but excludes overtime.\u003C\u002Fp>\n\u003Ch3 id=\"concessional-contributions-cap\">Concessional Contributions Cap\u003C\u002Fh3>\n\u003Cp>The total of employer SG contributions and any voluntary salary sacrifice contributions to super must not exceed the \u003Cstrong>concessional contributions cap of AUD $30,000 per year\u003C\u002Fstrong> (2025-26) to receive tax-preferred treatment.\u003C\u002Fp>\n\u003Ch3 id=\"choice-of-fund\">Choice of Fund\u003C\u002Fh3>\n\u003Cp>Under \u003Cstrong>Fair Work Act 2009 s.149A\u003C\u002Fstrong>, employees are entitled to choose which complying superannuation fund their employer's SG contributions are paid into. Common funds for nurses include HESTA (Health Employees Superannuation Trust Australia) and Aware Super (previously First State Super). Your employer must contribute to your nominated fund if it is a complying fund.\u003C\u002Fp>\n\u003Chr>\n\u003Ch2 id=\"your-rights-at-work\">Your Rights at Work\u003C\u002Fh2>\n\u003Ch3 id=\"unfair-dismissal\">Unfair Dismissal\u003C\u002Fh3>\n\u003Cp>If you believe you have been unfairly dismissed, you may apply to the Fair Work Commission under \u003Cstrong>Fair Work Act 2009 s.482\u003C\u002Fstrong>. To be eligible:\u003C\u002Fp>\n\u003Cul>\n\u003Cli>You must have completed the \u003Cstrong>minimum employment period\u003C\u002Fstrong>: 6 months for employers with 15 or more employees, 12 months for small businesses (fewer than 15 employees)\u003C\u002Fli>\n\u003Cli>Your dismissal must not be a genuine redundancy\u003C\u002Fli>\n\u003C\u002Ful>\n\u003Cp>Applications must be lodged within \u003Cstrong>21 days\u003C\u002Fstrong> of the dismissal taking effect.\u003C\u002Fp>\n\u003Ch3 id=\"general-protections\">General Protections\u003C\u002Fh3>\n\u003Cp>Part 3-1 of the Fair Work Act 2009 protects employees from adverse action taken because of a \u003Cstrong>workplace right\u003C\u002Fstrong> (such as making a complaint, taking parental leave, or exercising a right under the award), union membership, or other protected characteristics. These protections apply from your first day of employment with no minimum service period.\u003C\u002Fp>\n\u003Ch3 id=\"right-of-entry\">Right of Entry\u003C\u002Fh3>\n\u003Cp>Under the Fair Work Act 2009 Part 3-4, union officials who hold an entry permit have a right to enter your workplace to investigate suspected breaches of the award or enterprise agreement, hold discussions with members during breaks, or inspect time and wages records. Your employer must not unreasonably refuse lawful entry.\u003C\u002Fp>\n\u003Ch3 id=\"workplace-health-and-safety\">Workplace Health and Safety\u003C\u002Fh3>\n\u003Cp>The \u003Cstrong>Work Health and Safety Act 2011\u003C\u002Fstrong> (Cth) and equivalent state\u002Fterritory legislation impose a duty on employers to ensure, so far as is reasonably practicable, the health, safety and welfare of their workers. This includes healthcare workers who face physical, psychological, and infectious hazards. You have the right to refuse unsafe work without penalty.\u003C\u002Fp>\n\u003Chr>\n\u003Ch2 id=\"frequently-asked-questions\">Frequently Asked Questions\u003C\u002Fh2>\n\u003Cp>\u003Cstrong>Does the Nurses Award 2020 apply to public hospital nurses?\u003C\u002Fstrong>\nNo. The Nurses Award 2020 covers private sector employers. Public sector nurses are covered by state\u002Fterritory public sector awards or enterprise agreements.\u003C\u002Fp>\n\u003Cp>\u003Cstrong>What is the minimum wage for a Registered Nurse under the Nurses Award 2020?\u003C\u002Fstrong>\nPay rates are set by the Fair Work Commission and updated each July. Verify current Grade 1 Year 1 rates at fairwork.gov.au or contact the Fair Work Ombudsman on 13 13 94.\u003C\u002Fp>\n\u003Cp>\u003Cstrong>Am I entitled to overtime if I work more than 38 hours?\u003C\u002Fstrong>\nYes. Overtime is payable at 150% for the first 2 hours and 200% thereafter on any given day, above your rostered ordinary hours.\u003C\u002Fp>\n\u003Cp>\u003Cstrong>Can my employer direct me to take annual leave?\u003C\u002Fstrong>\nYes, under the Nurses Award 2020 an employer may direct employees to take accumulated leave if it accrues excessively, provided reasonable notice is given.\u003C\u002Fp>\n\u003Cp>\u003Cstrong>Is my superannuation taxed?\u003C\u002Fstrong>\nConcessional contributions (including employer SG and salary sacrifice) are generally taxed at 15% within the fund — lower than most personal income tax rates.\u003C\u002Fp>\n\u003Chr>\n\u003Ch2 id=\"disclaimer\">Disclaimer\u003C\u002Fh2>\n\u003Cp>\u003Cem>This article is for general information purposes only and does not constitute legal advice. Employment entitlements under the Nurses Award 2020 are subject to change and may be affected by applicable enterprise agreements. For questions about your specific employment situation, contact the Australian Nursing and Midwifery Federation (ANMF), the Fair Work Ombudsman (13 13 94) or a qualified employment lawyer.\u003C\u002Fem>\u003C\u002Fp>\n",[1276],{"question":1277,"answer":1278},"Who Does the Nurses Award 2020 Cover?","The Nurses Award 2020 applies to:",[],{"articles":1281,"total":115,"page":115,"totalPages":115},[1282],{"id":1226,"slug":1227,"title":1228,"excerpt":1229,"contentMd":1283,"heroImage":1230,"heroImageAlt":1231,"heroImageCredit":101,"audioUrl":101,"audioGeneratedAt":101,"readingTimeMin":1232,"featured":1233,"status":1234,"lang":105,"countryCode":1235,"languageCode":1236,"categoryId":1237,"metaTitle":1238,"metaDescription":1239,"keyword":1240,"seoApiPageId":1241,"seoApiTenantId":1242,"contentType":101,"wordCount":1243,"internalImages":1284,"frontmatter":1285,"viewCount":1287,"internalLinksCount":1248,"expertId":1249,"folderId":101,"folderPosition":101,"gscVerdict":1250,"gscCoverage":1251,"gscLastCrawl":1252,"gscCheckedAt":1253,"gscIndexingState":101,"gscRobotsTxtState":101,"gscPageFetchState":101,"gscGoogleCanonical":101,"gscCrawledAs":101,"cwvLcp":1254,"cwvLcpRating":1255,"cwvFcp":1256,"cwvFcpRating":1255,"cwvCls":1248,"cwvClsRating":1257,"cwvAuditedAt":1258,"publishedAt":1259,"contentModifiedAt":101,"lastReviewedAt":101,"createdAt":1260,"updatedAt":1288,"category":1289},"# Nurses Award 2020 — Rights, Pay and Entitlements Explained (2026)\n\nThe **Nurses Award 2020** (MA000034) is a Modern Award made by the Fair Work Commission that sets the minimum pay rates and employment conditions for nurses, midwives, and assistants in nursing employed in Australia's private sector. Whether you work in a private hospital, a residential aged care facility, or a community nursing agency, this award establishes the legal floor for your wages, leave, superannuation, and workplace entitlements.\n\nWith more than 100,000 workers covered across private healthcare, understanding your rights under the Nurses Award 2020 is essential. This guide explains the classification system, how pay is calculated, your entitlements to annual leave and redundancy, notice period rules, and superannuation obligations — all updated for 2025-26.\n\n---\n\n\u003Cdiv data-tool=\"cba-au-nurses-award-2020\">\u003C\u002Fdiv>\n\n---\n\n## Who Does the Nurses Award 2020 Cover?\n\nThe Nurses Award 2020 applies to:\n\n- **Registered Nurses (RNs)** and **Registered Midwives** working in the private sector\n- **Enrolled Nurses (ENs)** employed by private healthcare employers\n- **Assistants in Nursing (AINs)** providing care under the supervision of registered or enrolled nurses\n- Employees of private hospitals, day procedure centres, private aged care providers, and private community nursing services\n\nThe award does **not** cover public sector nurses employed by state or territory governments. Those workers are generally covered by state public sector awards or enterprise agreements. If you are employed by a state health department or a public hospital, contact your union — typically the Australian Nursing and Midwifery Federation (ANMF) or the NSW Nurses and Midwives' Association (NSWNMA) — for the applicable agreement.\n\nThe Nurses Award 2020 covers most awards for the classification of nurse regardless of the percentage of time spent on direct nursing work, provided nursing duties form a significant component of the role.\n\n---\n\n## Classification Levels and Pay Rates\n\nPay under the Nurses Award 2020 is set by reference to an employee's classification level and, for most classifications, years of experience in that grade. The award uses three main streams:\n\n### Registered Nurses — Grades 1 to 8\n\nRegistered Nurses are classified from **Grade 1** (entry level, recently registered) through **Grade 8** (senior nurse manager or consultant). Progression through Grade 1 occurs annually with increments for each completed year of service.\n\n| Classification | Description |\n|---|---|\n| RN Grade 1, Years 1–5 | New graduates and early-career nurses |\n| RN Grade 2 | Nurses with enhanced clinical skills or team coordination responsibilities |\n| RN Grade 3 | Clinical Nurse Specialist \u002F Senior Charge Nurse |\n| RN Grade 4 | Nurse Unit Manager Level 1 \u002F Senior Clinical Nurse Consultant |\n| RN Grade 5 | Nurse Unit Manager Level 2 |\n| RN Grade 6 | Nursing Director \u002F Senior Nurse Manager |\n| RN Grade 7–8 | Executive Nursing roles |\n\nMinimum hourly rates increase with each grade and, within Grade 1, with each year of experience. All rates are set by the Fair Work Commission and increase annually in line with the National Wages Review. Current rates are published in the **FWO Pay Guide for the Nurses Award 2020** and are updated each July. Verify your current rate at the Fair Work Ombudsman website (fairwork.gov.au) or with your union representative.\n\n### Enrolled Nurses — Grades 1 to 3\n\nEnrolled Nurses are classified in three grades:\n\n- **EN Grade 1** — Standard enrolled nurse role; incremental steps for experience (Years 1–3)\n- **EN Grade 2** — Enrolled nurse with advanced or specialist responsibilities\n- **EN Grade 3** — Senior enrolled nurse with clinical leadership functions\n\n### Assistants in Nursing — Levels 1 and 2\n\nAINs are classified at two levels reflecting their scope of practice and supervision requirements:\n\n- **AIN Level 1** — Basic care assistant functions under direct supervision\n- **AIN Level 2** — Broader care assistance with increased autonomy\n\nAIN rates are set at a level above the National Minimum Wage (AUD $24.10\u002Fhour as of 2025-26) but below enrolled and registered nurse classifications.\n\n### Annual Wage Review\n\nThe Fair Work Commission conducts an Annual Wage Review each year, with increases taking effect on **1 July**. In July 2025, the Commission updated award rates for 2025-26. Always verify your current minimum rate against the FWO Pay Guide (updated annually at fairwork.gov.au), or use the Fair Work Ombudsman's Pay Calculator at calculate.fairwork.gov.au. Alternatively, contact the Fair Work Ombudsman on 13 13 94.\n\n---\n\n## Overtime and Penalty Rates\n\nThe Nurses Award 2020 contains a detailed structure of penalty rates applying to non-standard hours of work.\n\n### Overtime\n\nOvertime is payable when an employee works more than their ordinary rostered hours (generally 38 hours per week for full-time employees, or the agreed part-time hours). Overtime is calculated at:\n\n- **150%** of the ordinary hourly rate for the first 2 hours of overtime on any day\n- **200%** for overtime beyond 2 hours\n\nA minimum recall payment applies when an employee is called back after leaving the workplace.\n\n### Shift Penalties\n\nThe Nurses Award 2020 pays loadings for work outside ordinary daytime hours:\n\n- **Afternoon shift** (finishing after 6pm and at or before midnight): 15% loading on base rate\n- **Night shift** (finishing after midnight or commencing before 6am): 30% loading on base rate\n- **Rotating shifts**: 12.5% loading on base rate\n- **Permanent night shift**: 30% loading\n\n### Saturday and Sunday Work\n\n- **Saturday**: 150% of the ordinary hourly rate\n- **Sunday**: 200% of the ordinary hourly rate\n\n### Public Holiday Work\n\nEmployees required to work on a public holiday receive **250%** of their ordinary rate (the 150% penalty rate plus their ordinary rate). Where a public holiday falls on an employee's rostered day off, a substitute day off is provided.\n\n### Casual Loading\n\nCasual employees receive a **25% loading** above the base ordinary hourly rate in lieu of paid leave entitlements. This is a National Employment Standard requirement under Fair Work Act 2009 s.67B (casual loading for modern award employees, as amended from 26 August 2022).\n\n---\n\n## Annual Leave\n\n### NES Minimum Entitlement\n\nUnder the **National Employment Standards (NES)**, all full-time employees are entitled to **4 weeks (20 days)** of paid annual leave per year, accruing progressively throughout the year (Fair Work Act 2009 s.87).\n\nPart-time employees accrue leave on a pro-rata basis relative to their contracted hours.\n\n### Shiftworkers — 5 Weeks' Leave\n\nUnder the Nurses Award 2020, employees who are **genuine shiftworkers** — that is, regularly rostered to work on Sundays and public holidays and whose roster includes all shifts — are entitled to **5 weeks (25 days)** of paid annual leave per year.\n\n### Annual Leave Loading\n\nEmployees taking annual leave under the Nurses Award 2020 are entitled to an **annual leave loading of 17.5%** of their ordinary time rate, in addition to their normal pay. This loading compensates nurses for the loss of penalty rates and overtime while on leave.\n\nFor example, a nurse earning AUD $40.00\u002Fhour receives AUD $46.00\u002Fhour effective pay during annual leave (base rate plus 17.5% loading).\n\n### Accrual\n\nAnnual leave accrues at the rate of:\n- Full-time: approximately **1.538 days per fortnight** (4 weeks \u002F 26 fortnights)\n- Shiftworkers: approximately **1.923 days per fortnight** (5 weeks \u002F 26 fortnights)\n\nLeave may be cashed out by agreement under the Nurses Award 2020, subject to conditions, including that the employee retains at least 4 weeks accrued leave after cashing out.\n\n---\n\n## Notice Period\n\n### NES Minimum Notice — Employer Dismissal\n\nUnder **Fair Work Act 2009 s.117**, the minimum notice period an employer must give an employee upon dismissal is:\n\n| Continuous service | Minimum notice |\n|---|---|\n| Less than 1 year | 1 week |\n| 1 year to less than 3 years | 2 weeks |\n| 3 years to less than 5 years | 3 weeks |\n| 5 years or more | 4 weeks |\n\n**Over-45 supplement:** An additional **1 week** notice is required where the employee is over 45 years old and has at least 2 years of continuous service with the employer.\n\nIn lieu of notice: where the employer does not give the required notice, the employee must be paid out the equivalent of the notice period at their ordinary rate of pay.\n\n### Employee Resignation\n\nOn resignation, employees are generally required to give equivalent notice to the NES minimum. The Nurses Award 2020 may specify a contractual notice period — check your contract and the current award terms.\n\n---\n\n## Redundancy Pay\n\nIf you are made genuinely redundant — that is, your position is no longer required due to a genuine operational reason — you are entitled to redundancy pay under the **NES (Fair Work Act 2009, Schedule 4, s.119)**.\n\n### NES Genuine Redundancy Scale\n\n| Continuous service | Weeks of pay |\n|---|---|\n| At least 1 year but less than 2 | 4 weeks |\n| At least 2 years but less than 3 | 6 weeks |\n| At least 3 years but less than 4 | 7 weeks |\n| At least 4 years but less than 5 | 8 weeks |\n| At least 5 years but less than 6 | 10 weeks |\n| At least 6 years but less than 7 | 11 weeks |\n| At least 7 years but less than 8 | 13 weeks |\n| At least 8 years but less than 9 | 14 weeks |\n| At least 9 years but less than 10 | 16 weeks |\n| 10 years or more | 12 weeks (statutory cap) |\n\n**Small business exemption:** Employers with fewer than 15 employees are exempt from the NES redundancy pay obligation under the Fair Work Act 2009.\n\n**Award enhancement:** The Nurses Award 2020 does not provide redundancy pay above the NES statutory minimum. However, your individual enterprise agreement or employment contract may provide enhanced redundancy. Contact your union (ANMF or NSWNMA) to check whether an applicable enterprise agreement applies to your workplace.\n\n### Tax Treatment\n\nGenuine redundancy payments up to the tax-free threshold (AUD $12,524 for the base amount, plus AUD $6,264 per completed year of service for 2025-26) are tax-free. Amounts above the threshold are treated as an Eligible Termination Payment (ETP) at a concessional tax rate.\n\n---\n\n## Superannuation\n\n### Superannuation Guarantee Rate\n\nUnder the **Superannuation Guarantee (Administration) Act 1992**, your employer is required to contribute **12.0% of your ordinary time earnings** to a complying superannuation fund from **1 July 2025**. This is the Superannuation Guarantee (SG) and is paid in addition to your wages — it does not come out of your take-home pay.\n\nOrdinary time earnings generally includes your base hourly rate and regular allowances but excludes overtime.\n\n### Concessional Contributions Cap\n\nThe total of employer SG contributions and any voluntary salary sacrifice contributions to super must not exceed the **concessional contributions cap of AUD $30,000 per year** (2025-26) to receive tax-preferred treatment.\n\n### Choice of Fund\n\nUnder **Fair Work Act 2009 s.149A**, employees are entitled to choose which complying superannuation fund their employer's SG contributions are paid into. Common funds for nurses include HESTA (Health Employees Superannuation Trust Australia) and Aware Super (previously First State Super). Your employer must contribute to your nominated fund if it is a complying fund.\n\n---\n\n## Your Rights at Work\n\n### Unfair Dismissal\n\nIf you believe you have been unfairly dismissed, you may apply to the Fair Work Commission under **Fair Work Act 2009 s.482**. To be eligible:\n\n- You must have completed the **minimum employment period**: 6 months for employers with 15 or more employees, 12 months for small businesses (fewer than 15 employees)\n- Your dismissal must not be a genuine redundancy\n\nApplications must be lodged within **21 days** of the dismissal taking effect.\n\n### General Protections\n\nPart 3-1 of the Fair Work Act 2009 protects employees from adverse action taken because of a **workplace right** (such as making a complaint, taking parental leave, or exercising a right under the award), union membership, or other protected characteristics. These protections apply from your first day of employment with no minimum service period.\n\n### Right of Entry\n\nUnder the Fair Work Act 2009 Part 3-4, union officials who hold an entry permit have a right to enter your workplace to investigate suspected breaches of the award or enterprise agreement, hold discussions with members during breaks, or inspect time and wages records. Your employer must not unreasonably refuse lawful entry.\n\n### Workplace Health and Safety\n\nThe **Work Health and Safety Act 2011** (Cth) and equivalent state\u002Fterritory legislation impose a duty on employers to ensure, so far as is reasonably practicable, the health, safety and welfare of their workers. This includes healthcare workers who face physical, psychological, and infectious hazards. You have the right to refuse unsafe work without penalty.\n\n---\n\n## Frequently Asked Questions\n\n**Does the Nurses Award 2020 apply to public hospital nurses?**\nNo. The Nurses Award 2020 covers private sector employers. Public sector nurses are covered by state\u002Fterritory public sector awards or enterprise agreements.\n\n**What is the minimum wage for a Registered Nurse under the Nurses Award 2020?**\nPay rates are set by the Fair Work Commission and updated each July. Verify current Grade 1 Year 1 rates at fairwork.gov.au or contact the Fair Work Ombudsman on 13 13 94.\n\n**Am I entitled to overtime if I work more than 38 hours?**\nYes. Overtime is payable at 150% for the first 2 hours and 200% thereafter on any given day, above your rostered ordinary hours.\n\n**Can my employer direct me to take annual leave?**\nYes, under the Nurses Award 2020 an employer may direct employees to take accumulated leave if it accrues excessively, provided reasonable notice is given.\n\n**Is my superannuation taxed?**\nConcessional contributions (including employer SG and salary sacrifice) are generally taxed at 15% within the fund — lower than most personal income tax rates.\n\n---\n\n## Disclaimer\n\n*This article is for general information purposes only and does not constitute legal advice. Employment entitlements under the Nurses Award 2020 are subject to change and may be affected by applicable enterprise agreements. For questions about your specific employment situation, contact the Australian Nursing and Midwifery Federation (ANMF), the Fair Work Ombudsman (13 13 94) or a qualified employment lawyer.*\n",[],{"excerpt":28,"featured":1233,"metaTitle":1238,"countryCode":1235,"categorySlug":13,"languageCode":1236,"relatedTools":1286,"readingTimeMin":1232,"metaDescription":1239},[8],889,"2026-10-20T18:16:33.566Z",{"id":1237,"name":1263,"slug":1264,"parentId":148,"parent":1290},{"id":148,"name":149,"slug":150},{"cba-au-clerks-private-sector-award-2020":1292},{"slug":8,"title":9,"page_title":1293,"description":10,"content_md":1294,"local_slug":8,"json_ld":1295,"faq":1350,"tool_html":1373,"source":14,"category":13,"audience":12,"publish_mode":1374,"hero_image":15,"hero_image_alt":9},"Clerks — Private Sector Award 2020 — Free Pay & Entitlements Calculator 2026","The Clerks — Private Sector Award 2020 (MA000002) covers clerical and administrative employees across Australia's private sector. This free calculator covers six areas: pay rates by classification level (Levels 1–5), NES redundancy pay, annual leave with 17.5% loading, notice periods under FWA s.117, superannuation at 12% SG, and long service leave by state or territory.",[1296,1334],{"@type":1297,"@context":1298,"mainEntity":1299},"FAQPage","https:\u002F\u002Fschema.org",[1300,1306,1310,1314,1318,1322,1326,1330],{"name":1301,"@type":1302,"acceptedAnswer":1303},"What are the current pay rates under the Clerks — Private Sector Award 2020?","Question",{"text":1304,"@type":1305},"As of 1 July 2025, pay rates under the Clerks — Private Sector Award 2020 (MA000002) range from AUD $25.74 per hour (Level 1 Year 1) to AUD $32.45 per hour (Level 5), following a 3.5% Annual Wage Review increase. Specialist call centre roles such as Technical Associate are paid AUD $35.55 per hour. Casual employees receive a 25% loading on top.","Answer",{"name":1307,"@type":1302,"acceptedAnswer":1308},"How much redundancy pay am I entitled to under the Clerks Private Sector Award 2020?",{"text":1309,"@type":1305},"The Clerks Award does not provide redundancy pay above the NES statutory minimum. Under the Fair Work Act 2009 Schedule 4, genuine redundancy pay ranges from 4 weeks of pay (1 year of service) to a maximum of 16 weeks (9 years), with 12 weeks for 10 or more years. Small business employers (fewer than 15 employees) are exempt.",{"name":1311,"@type":1302,"acceptedAnswer":1312},"How many days annual leave do clerical workers get under the Clerks Award?",{"text":1313,"@type":1305},"Full-time employees are entitled to 4 weeks (20 days) of paid annual leave per year under the NES. Annual leave loading of 17.5% is payable when leave is taken.",{"name":1315,"@type":1302,"acceptedAnswer":1316},"What is the notice period under the Clerks Private Sector Award 2020?",{"text":1317,"@type":1305},"Under Fair Work Act 2009 s.117, minimum notice ranges from 1 week (less than 1 year of service) to 4 weeks (5 or more years). Employees aged over 45 with 2 or more years of service receive one additional week.",{"name":1319,"@type":1302,"acceptedAnswer":1320},"How much superannuation does my employer have to pay under the Clerks Award?",{"text":1321,"@type":1305},"Employers must pay superannuation at the Superannuation Guarantee rate of 12.0% of ordinary time earnings from 1 July 2025. Employees can choose their own complying superannuation fund under Fair Work Act 2009 s.149A.",{"name":1323,"@type":1302,"acceptedAnswer":1324},"Does the Clerks Award 2020 provide casual loading?",{"text":1325,"@type":1305},"Yes. Casual employees under the Clerks — Private Sector Award 2020 receive a 25% loading on their base hourly rate in lieu of paid leave entitlements.",{"name":1327,"@type":1302,"acceptedAnswer":1328},"What is the minimum wage under the Clerks Private Sector Award 2020?",{"text":1329,"@type":1305},"The minimum wage under the Clerks — Private Sector Award 2020 is AUD $25.74 per hour (Level 1 Year 1) from 1 July 2025, which exceeds the National Minimum Wage of AUD $24.10 per hour.",{"name":1331,"@type":1302,"acceptedAnswer":1332},"What penalty rates apply under the Clerks Award for weekend work?",{"text":1333,"@type":1305},"Saturday work before 12:30 pm is paid at 125%; after 12:30 pm at 150%. Sunday work is paid at 200%. Public holiday work is paid at 250%. Overtime is paid at 150% for the first 2 hours and 200% thereafter.",{"name":1335,"@type":1336,"about":1337,"offers":1341,"@context":1298,"audience":1345,"description":1348,"operatingSystem":191,"applicationCategory":1349},"Clerks Private Sector Award 2020 — Free Pay and Entitlements Calculator","WebApplication",{"name":1338,"@type":1339,"identifier":1340},"Clerks — Private Sector Award 2020","Thing","MA000002",{"@type":1342,"price":1343,"priceCurrency":1344},"Offer","0","AUD",{"@type":1346,"audienceType":1347},"Audience","Australian employees and employers covered by the Clerks Private Sector Award 2020","Free calculator for pay rates, redundancy pay, annual leave loading, notice periods, superannuation and long service leave under the Clerks — Private Sector Award 2020 (MA000002). Updated for 2025-26 Australian rates.","FinanceApplication",[1351,1353,1355,1357,1359,1361,1363,1366,1368,1370],{"answer":1352,"question":1301},"As of 1 July 2025, pay rates under the Clerks — Private Sector Award 2020 (MA000002) range from AUD $25.74 per hour (Level 1 Year 1) to AUD $32.45 per hour (Level 5), following a 3.5% Annual Wage Review increase. Specialist call centre roles such as Technical Associate are paid AUD $35.55 per hour. These rates apply to full-time and part-time employees; casual employees receive a 25% loading on top.",{"answer":1354,"question":1307},"The Clerks Award does not provide redundancy pay above the NES statutory minimum. Under the Fair Work Act 2009 Schedule 4, genuine redundancy pay ranges from 4 weeks of pay (1 year of service) to a maximum of 16 weeks (9 years), with 12 weeks for 10 or more years. Small business employers (fewer than 15 employees) are exempt from NES redundancy pay obligations.",{"answer":1356,"question":1311},"Full-time employees under the Clerks — Private Sector Award 2020 are entitled to 4 weeks (20 days) of paid annual leave per year under the National Employment Standards. Part-time employees accrue leave on a pro-rata basis. Annual leave loading of 17.5% is payable when leave is taken, in addition to the ordinary time rate.",{"answer":1358,"question":1315},"The Clerks Award does not provide notice periods above the NES minimum. Under Fair Work Act 2009 s.117, minimum notice ranges from 1 week (less than 1 year of service) to 4 weeks (5 or more years). Employees aged over 45 with 2 or more years of service receive one additional week. Payment in lieu of notice must be made where the employer does not require the notice to be worked.",{"answer":1360,"question":1319},"Employers must pay superannuation at the Superannuation Guarantee rate of 12.0% of ordinary time earnings from 1 July 2025, under the Superannuation Guarantee (Administration) Act 1992. The Clerks Award does not prescribe a higher rate. Employees can choose their own complying superannuation fund under Fair Work Act 2009 s.149A (Choice of Fund).",{"answer":1362,"question":1323},"Yes. Casual employees under the Clerks — Private Sector Award 2020 receive a 25% loading on their base hourly rate in lieu of paid leave entitlements. This loading is applied to the ordinary time rate for the relevant classification level. Casual employees are not entitled to paid annual leave, personal leave, or notice of dismissal, but are protected by unfair dismissal laws after 6 months.",{"answer":1364,"question":1365},"Regular casual employees with a reasonable expectation of continuing employment may have access to unfair dismissal protections under the Fair Work Act 2009. However, casual employees are generally not entitled to NES redundancy pay, as the genuine redundancy provisions apply to employees whose positions are eliminated — typically permanent employees. Seek advice from the Fair Work Ombudsman (1300 724 690) for your specific situation.","Can I be made redundant as a casual employee under the Clerks Award?",{"answer":1367,"question":1327},"The minimum wage under the Clerks — Private Sector Award 2020 is AUD $25.74 per hour (Level 1 Year 1) from 1 July 2025, which exceeds the National Minimum Wage of AUD $24.10 per hour. All employees covered by the Award must be paid at least the rate applicable to their classification level and cannot be paid below the Award minimum regardless of any agreement.",{"answer":1369,"question":1331},"Under the Clerks — Private Sector Award 2020, Saturday work before 12:30 pm is paid at 125% of the ordinary time rate; Saturday from 12:30 pm is paid at 150%. Sunday work is paid at 200% (double time). Public holiday work is paid at 250% of the ordinary rate. Overtime is paid at 150% for the first 2 hours and 200% thereafter.",{"answer":1371,"question":1372},"Long service leave is governed by state and territory legislation, not the federal Clerks Award. Qualifying periods and entitlements vary: Victoria requires 7 years service (6.067 weeks entitlement) while most other states and territories require 10 years. Use the Long Service Leave tab in the calculator above to estimate your entitlement by jurisdiction.","Does long service leave apply under the Clerks Award?","\u003C!DOCTYPE html>\n\u003Chtml lang=\"en-AU\">\n\u003Chead>\n  \u003Cmeta charset=\"utf-8\">\n  \u003Cmeta name=\"viewport\" content=\"width=device-width,initial-scale=1\">\n  \u003Ctitle>Clerks Private Sector Award 2020 — Free Pay Calculator\u003C\u002Ftitle>\n  \u003Cscript src=\"https:\u002F\u002Funpkg.com\u002Flucide@latest\u002Fdist\u002Fumd\u002Flucide.min.js\">\u003C\u002Fscript>\n  \u003Cstyle>\n    *,*::before,*::after{box-sizing:border-box;margin:0;padding:0}\n    :root{\n      --bg:#fafaf9;--surface:#ffffff;--border:#e7e5e4;--border2:#d6d3d1;\n      --accent:#2563eb;--accent-h:#1d4ed8;--accent-light:#eff6ff;\n      --text:#1c1917;--muted:#78716c;--error:#dc2626;--ok:#16a34a;\n      --radius:12px;--tab-h:44px;\n    }\n    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.badge.error{background:#fee2e2;color:#dc2626}\n    \u002F* note *\u002F\n    .note{font-size:.78rem;color:var(--muted);margin-top:10px;line-height:1.5;font-style:italic}\n    \u002F* disclaimer *\u002F\n    .disclaimer{font-size:.75rem;color:var(--muted);border-top:1px solid var(--border);margin-top:28px;padding-top:14px;line-height:1.6}\n    .disclaimer a{color:var(--accent);text-decoration:none}\n    .disclaimer a:hover{text-decoration:underline}\n  \u003C\u002Fstyle>\n\u003C\u002Fhead>\n\u003Cbody>\n\u003Cmain class=\"tool-root\">\n  \u003Cheader>\n    \u003Ch1>Clerks — Private Sector Award 2020\u003C\u002Fh1>\n    \u003Cp class=\"meta\">MA000002 — Fair Work Commission — Pay & Entitlements Calculator 2025–26\u003C\u002Fp>\n  \u003C\u002Fheader>\n\n  \u003Cnav class=\"tab-bar\" role=\"tablist\">\n    \u003Cbutton class=\"tab-btn active\" role=\"tab\" data-tab=\"pay\" onclick=\"switchTab('pay')\">\n      \u003Ci data-lucide=\"calculator\">\u003C\u002Fi> Pay Calculator\n    \u003C\u002Fbutton>\n    \u003Cbutton class=\"tab-btn\" role=\"tab\" data-tab=\"redundancy\" onclick=\"switchTab('redundancy')\">\n      \u003Ci data-lucide=\"briefcase\">\u003C\u002Fi> Redundancy Pay\n    \u003C\u002Fbutton>\n    \u003Cbutton class=\"tab-btn\" role=\"tab\" data-tab=\"leave\" onclick=\"switchTab('leave')\">\n      \u003Ci data-lucide=\"calendar-days\">\u003C\u002Fi> Annual Leave\n    \u003C\u002Fbutton>\n    \u003Cbutton class=\"tab-btn\" role=\"tab\" data-tab=\"notice\" onclick=\"switchTab('notice')\">\n      \u003Ci data-lucide=\"clock\">\u003C\u002Fi> Notice Period\n    \u003C\u002Fbutton>\n    \u003Cbutton class=\"tab-btn\" role=\"tab\" data-tab=\"super\" onclick=\"switchTab('super')\">\n      \u003Ci data-lucide=\"piggy-bank\">\u003C\u002Fi> Superannuation\n    \u003C\u002Fbutton>\n    \u003Cbutton class=\"tab-btn\" role=\"tab\" data-tab=\"lsl\" onclick=\"switchTab('lsl')\">\n      \u003Ci data-lucide=\"map-pin\">\u003C\u002Fi> Long Service Leave\n    \u003C\u002Fbutton>\n  \u003C\u002Fnav>\n\n  \u003C!-- TAB 1: PAY CALCULATOR -->\n  \u003Csection class=\"tab-panel active\" id=\"tab-pay\">\n    \u003Cdiv class=\"card\">\n      \u003Cp class=\"card-title\">\u003Ci data-lucide=\"calculator\">\u003C\u002Fi> Pay Calculator\u003C\u002Fp>\n      \u003Cdiv class=\"callout\">\n        Clerks — Private Sector Award 2020 (MA000002). Rates from 1 July 2025 after the 3.5% Annual Wage Review increase.\n        Level 1 Year 1: AUD $25.74\u002Fhr — Level 5: AUD $32.45\u002Fhr.\n      \u003C\u002Fdiv>\n      \u003Cdiv class=\"form-grid\">\n        \u003Cdiv class=\"form-group\">\n          \u003Clabel for=\"pay-level\">Classification Level\u003C\u002Flabel>\n          \u003Cselect id=\"pay-level\" onchange=\"renderPay()\">\n            \u003Coption value=\"25.74\">Level 1 — Year 1 ($25.74\u002Fhr)\u003C\u002Foption>\n            \u003Coption value=\"26.96\">Level 1 — Year 2 ($26.96\u002Fhr)\u003C\u002Foption>\n            \u003Coption value=\"27.79\">Level 1 — Year 3 ($27.79\u002Fhr)\u003C\u002Foption>\n            \u003Coption value=\"28.12\">Level 2 — Year 1 ($28.12\u002Fhr)\u003C\u002Foption>\n            \u003Coption value=\"28.64\">Level 2 — Year 2 ($28.64\u002Fhr)\u003C\u002Foption>\n            \u003Coption value=\"29.70\">Level 3 ($29.70\u002Fhr)\u003C\u002Foption>\n            \u003Coption value=\"29.91\">Call Centre — Principal Customer Contact Specialist ($29.91\u002Fhr)\u003C\u002Foption>\n            \u003Coption value=\"31.19\">Level 4 ($31.19\u002Fhr)\u003C\u002Foption>\n            \u003Coption value=\"32.45\">Level 5 ($32.45\u002Fhr)\u003C\u002Foption>\n            \u003Coption value=\"35.55\">Call Centre — Technical Associate ($35.55\u002Fhr)\u003C\u002Foption>\n            \u003Coption value=\"0\">Enter my own hourly rate\u003C\u002Foption>\n          \u003C\u002Fselect>\n        \u003C\u002Fdiv>\n        \u003Cdiv class=\"form-group\" id=\"custom-rate-group\" style=\"display:none\">\n          \u003Clabel for=\"pay-custom-rate\">My Hourly Rate (AUD)\u003C\u002Flabel>\n          \u003Cinput type=\"number\" id=\"pay-custom-rate\" min=\"24.10\" step=\"0.01\" value=\"25.74\" oninput=\"renderPay()\">\n        \u003C\u002Fdiv>\n        \u003Cdiv class=\"form-group\">\n          \u003Clabel for=\"pay-hours\">Weekly Hours\u003C\u002Flabel>\n          \u003Cinput type=\"number\" id=\"pay-hours\" min=\"1\" max=\"60\" value=\"38\" oninput=\"renderPay()\">\n        \u003C\u002Fdiv>\n        \u003Cdiv class=\"form-group\">\n          \u003Clabel for=\"pay-type\">Employment Type\u003C\u002Flabel>\n          \u003Cselect id=\"pay-type\" onchange=\"renderPay()\">\n            \u003Coption value=\"fulltime\">Full-time\u003C\u002Foption>\n            \u003Coption value=\"parttime\">Part-time\u003C\u002Foption>\n            \u003Coption value=\"casual\">Casual (+25% loading)\u003C\u002Foption>\n          \u003C\u002Fselect>\n        \u003C\u002Fdiv>\n        \u003Cdiv class=\"form-group\">\n          \u003Clabel for=\"pay-residency\">Tax Residency\u003C\u002Flabel>\n          \u003Cselect id=\"pay-residency\" onchange=\"renderPay()\">\n            \u003Coption value=\"resident\">Australian Resident\u003C\u002Foption>\n            \u003Coption value=\"whm\">Working Holiday Maker (15%)\u003C\u002Foption>\n            \u003Coption value=\"nonresident\">Non-Resident\u003C\u002Foption>\n          \u003C\u002Fselect>\n        \u003C\u002Fdiv>\n      \u003C\u002Fdiv>\n      \u003Cdiv class=\"results\" id=\"pay-results\">\u003C\u002Fdiv>\n      \u003Cp class=\"note\">PAYG withholding based on 2025–26 ATO rates. Superannuation employer contribution shown separately — not deducted from take-home. Does not account for HELP\u002FHECS debt, salary packaging, or state payroll tax.\u003C\u002Fp>\n    \u003C\u002Fdiv>\n  \u003C\u002Fsection>\n\n  \u003C!-- TAB 2: REDUNDANCY -->\n  \u003Csection class=\"tab-panel\" id=\"tab-redundancy\">\n    \u003Cdiv class=\"card\">\n      \u003Cp class=\"card-title\">\u003Ci data-lucide=\"briefcase\">\u003C\u002Fi> Redundancy Pay\u003C\u002Fp>\n      \u003Cdiv class=\"callout\">\n        NES genuine redundancy scale — Fair Work Act 2009, Schedule 4, s.119. The Clerks Award does not provide redundancy above the NES statutory minimum. Small business employers (<15 employees) are exempt.\n      \u003C\u002Fdiv>\n      \u003Cdiv class=\"form-grid\">\n        \u003Cdiv class=\"form-group\">\n          \u003Clabel for=\"red-years\">Years of Continuous Service\u003C\u002Flabel>\n          \u003Cinput type=\"number\" id=\"red-years\" min=\"0\" max=\"50\" value=\"3\" oninput=\"renderRedundancy()\">\n        \u003C\u002Fdiv>\n        \u003Cdiv class=\"form-group\">\n          \u003Clabel for=\"red-weekly\">Weekly Gross Pay (AUD)\u003C\u002Flabel>\n          \u003Cinput type=\"number\" id=\"red-weekly\" min=\"0\" step=\"0.01\" value=\"978.20\" oninput=\"renderRedundancy()\">\n        \u003C\u002Fdiv>\n        \u003Cdiv class=\"form-group\">\n          \u003Clabel for=\"red-bizsize\">Employer Size\u003C\u002Flabel>\n          \u003Cselect id=\"red-bizsize\" onchange=\"renderRedundancy()\">\n            \u003Coption value=\"regular\">Regular employer (15+ employees)\u003C\u002Foption>\n            \u003Coption value=\"small\">Small business (<15 employees)\u003C\u002Foption>\n          \u003C\u002Fselect>\n        \u003C\u002Fdiv>\n      \u003C\u002Fdiv>\n      \u003Cdiv class=\"results\" id=\"red-results\">\u003C\u002Fdiv>\n      \u003Cp class=\"note\">Genuine redundancy payments receive favourable tax treatment. The tax-free component for 2025–26 is AUD $12,524 plus AUD $6,264 per completed year of service. Contact the ATO or a tax adviser for your personal situation.\u003C\u002Fp>\n    \u003C\u002Fdiv>\n    \u003Cdiv class=\"card\">\n      \u003Cp class=\"card-title\">\u003Ci data-lucide=\"table-2\">\u003C\u002Fi> NES Redundancy Scale Reference\u003C\u002Fp>\n      \u003Ctable class=\"data-table\">\n        \u003Cthead>\u003Ctr>\u003Cth>Years of service\u003C\u002Fth>\u003Cth>Weeks of pay\u003C\u002Fth>\u003C\u002Ftr>\u003C\u002Fthead>\n        \u003Ctbody id=\"red-table\">\u003C\u002Ftbody>\n      \u003C\u002Ftable>\n    \u003C\u002Fdiv>\n  \u003C\u002Fsection>\n\n  \u003C!-- TAB 3: ANNUAL LEAVE -->\n  \u003Csection class=\"tab-panel\" id=\"tab-leave\">\n    \u003Cdiv class=\"card\">\n      \u003Cp class=\"card-title\">\u003Ci data-lucide=\"calendar-days\">\u003C\u002Fi> Annual Leave\u003C\u002Fp>\n      \u003Cdiv class=\"callout\">\n        NES minimum: 4 weeks (20 days) paid annual leave for full-time employees — Fair Work Act 2009, s.87.\n        Annual leave loading of 17.5% applies under the Clerks Award on ordinary time earnings during annual leave.\n      \u003C\u002Fdiv>\n      \u003Cdiv class=\"form-grid\">\n        \u003Cdiv class=\"form-group\">\n          \u003Clabel for=\"lv-type\">Employment Type\u003C\u002Flabel>\n          \u003Cselect id=\"lv-type\" onchange=\"renderLeave()\">\n            \u003Coption value=\"fulltime\">Full-time (38 hrs\u002Fwk)\u003C\u002Foption>\n            \u003Coption value=\"parttime\">Part-time\u003C\u002Foption>\n          \u003C\u002Fselect>\n        \u003C\u002Fdiv>\n        \u003Cdiv class=\"form-group\" id=\"lv-hours-group\" style=\"display:none\">\n          \u003Clabel for=\"lv-hours\">Weekly Contracted Hours\u003C\u002Flabel>\n          \u003Cinput type=\"number\" id=\"lv-hours\" min=\"1\" max=\"37\" value=\"20\" oninput=\"renderLeave()\">\n        \u003C\u002Fdiv>\n        \u003Cdiv class=\"form-group\">\n          \u003Clabel for=\"lv-rate\">Hourly Rate (AUD)\u003C\u002Flabel>\n          \u003Cinput type=\"number\" id=\"lv-rate\" min=\"0\" step=\"0.01\" value=\"25.74\" oninput=\"renderLeave()\">\n        \u003C\u002Fdiv>\n        \u003Cdiv class=\"form-group\">\n          \u003Clabel for=\"lv-loading\">Leave Loading Rate (%)\u003C\u002Flabel>\n          \u003Cinput type=\"number\" id=\"lv-loading\" min=\"0\" max=\"100\" step=\"0.1\" value=\"17.5\" oninput=\"renderLeave()\">\n        \u003C\u002Fdiv>\n        \u003Cdiv class=\"form-group\">\n          \u003Clabel for=\"lv-service\">Months of Service (for accrual)\u003C\u002Flabel>\n          \u003Cinput type=\"number\" id=\"lv-service\" min=\"0\" max=\"600\" value=\"12\" oninput=\"renderLeave()\">\n        \u003C\u002Fdiv>\n      \u003C\u002Fdiv>\n      \u003Cdiv class=\"results\" id=\"lv-results\">\u003C\u002Fdiv>\n      \u003Cp class=\"note\">Leave accrues at 1\u002F12th of the annual entitlement per month of continuous service. Unused leave accumulates and is paid out on termination at the employee's final rate of pay. Leave loading of 17.5% applies when leave is taken (not on payout, except where required by the Award).\u003C\u002Fp>\n    \u003C\u002Fdiv>\n  \u003C\u002Fsection>\n\n  \u003C!-- TAB 4: NOTICE PERIOD -->\n  \u003Csection class=\"tab-panel\" id=\"tab-notice\">\n    \u003Cdiv class=\"card\">\n      \u003Cp class=\"card-title\">\u003Ci data-lucide=\"clock\">\u003C\u002Fi> Notice Period\u003C\u002Fp>\n      \u003Cdiv class=\"callout\">\n        Fair Work Act 2009 s.117: minimum notice based on continuous service. Employees aged over 45 with 2+ years of service receive one extra week. The Clerks Award does not provide notice beyond the NES statutory minimum.\n      \u003C\u002Fdiv>\n      \u003Cdiv class=\"form-grid\">\n        \u003Cdiv class=\"form-group\">\n          \u003Clabel for=\"nt-years\">Years of Continuous Service\u003C\u002Flabel>\n          \u003Cinput type=\"number\" id=\"nt-years\" min=\"0\" max=\"50\" step=\"0.1\" value=\"2\" oninput=\"renderNotice()\">\n        \u003C\u002Fdiv>\n        \u003Cdiv class=\"form-group\">\n          \u003Clabel for=\"nt-age\">Employee Age\u003C\u002Flabel>\n          \u003Cinput type=\"number\" id=\"nt-age\" min=\"15\" max=\"80\" value=\"35\" oninput=\"renderNotice()\">\n        \u003C\u002Fdiv>\n        \u003Cdiv class=\"form-group\">\n          \u003Clabel for=\"nt-direction\">Direction\u003C\u002Flabel>\n          \u003Cselect id=\"nt-direction\" onchange=\"renderNotice()\">\n            \u003Coption value=\"employer\">Employer dismissing employee\u003C\u002Foption>\n            \u003Coption value=\"employee\">Employee resigning\u003C\u002Foption>\n          \u003C\u002Fselect>\n        \u003C\u002Fdiv>\n        \u003Cdiv class=\"form-group\">\n          \u003Clabel for=\"nt-weekly\">Weekly Gross Pay (AUD)\u003C\u002Flabel>\n          \u003Cinput type=\"number\" id=\"nt-weekly\" min=\"0\" step=\"0.01\" value=\"978.20\" oninput=\"renderNotice()\">\n        \u003C\u002Fdiv>\n        \u003Cdiv class=\"form-group\">\n          \u003Clabel for=\"nt-date\">Notice Given Date\u003C\u002Flabel>\n          \u003Cinput type=\"date\" id=\"nt-date\" oninput=\"renderNotice()\">\n        \u003C\u002Fdiv>\n      \u003C\u002Fdiv>\n      \u003Cdiv class=\"results\" id=\"nt-results\">\u003C\u002Fdiv>\n      \u003Cp class=\"note\">Payment in lieu of notice: where an employer does not require the employee to work during the notice period, it must pay an equivalent amount at the employee's full rate of pay (FWA s.117(2)). Access to unfair dismissal: employees need 6 months' continuous service (12 months for small business employees) and must lodge applications within 21 days of dismissal.\u003C\u002Fp>\n    \u003C\u002Fdiv>\n  \u003C\u002Fsection>\n\n  \u003C!-- TAB 5: SUPERANNUATION -->\n  \u003Csection class=\"tab-panel\" id=\"tab-super\">\n    \u003Cdiv class=\"card\">\n      \u003Cp class=\"card-title\">\u003Ci data-lucide=\"piggy-bank\">\u003C\u002Fi> Superannuation\u003C\u002Fp>\n      \u003Cdiv class=\"callout\">\n        Superannuation Guarantee rate: 12.0% of ordinary time earnings from 1 July 2025 — Superannuation Guarantee (Administration) Act 1992. Employer contributions are in addition to take-home pay. The Clerks Award does not prescribe a specific super fund; employees may exercise choice of fund under Fair Work Act 2009, s.149A.\n      \u003C\u002Fdiv>\n      \u003Cdiv class=\"form-grid\">\n        \u003Cdiv class=\"form-group\">\n          \u003Clabel for=\"su-annual\">Annual Gross Salary (AUD)\u003C\u002Flabel>\n          \u003Cinput type=\"number\" id=\"su-annual\" min=\"0\" step=\"100\" value=\"50862\" oninput=\"renderSuper()\">\n        \u003C\u002Fdiv>\n        \u003Cdiv class=\"form-group\">\n          \u003Clabel for=\"su-type\">Employment Type\u003C\u002Flabel>\n          \u003Cselect id=\"su-type\" onchange=\"renderSuper()\">\n            \u003Coption value=\"fulltime\">Full-time\u003C\u002Foption>\n            \u003Coption value=\"parttime\">Part-time\u003C\u002Foption>\n            \u003Coption value=\"casual\">Casual\u003C\u002Foption>\n          \u003C\u002Fselect>\n        \u003C\u002Fdiv>\n        \u003Cdiv class=\"form-group\">\n          \u003Clabel for=\"su-sgrate\">SG Rate (%)\u003C\u002Flabel>\n          \u003Cinput type=\"number\" id=\"su-sgrate\" min=\"0\" max=\"25\" step=\"0.01\" value=\"12\" oninput=\"renderSuper()\">\n        \u003C\u002Fdiv>\n        \u003Cdiv class=\"form-group\">\n          \u003Clabel for=\"su-vol\">Voluntary Employee Contribution (AUD\u002Fmonth)\u003C\u002Flabel>\n          \u003Cinput type=\"number\" id=\"su-vol\" min=\"0\" step=\"10\" value=\"0\" oninput=\"renderSuper()\">\n        \u003C\u002Fdiv>\n      \u003C\u002Fdiv>\n      \u003Cdiv class=\"results\" id=\"su-results\">\u003C\u002Fdiv>\n      \u003Cp class=\"note\">Concessional contributions cap 2025–26: AUD $30,000\u002Fyear (includes employer SG + salary-sacrifice contributions). Non-concessional cap: AUD $120,000\u002Fyear. Government employees may be in a state defined benefit scheme with different contribution rules.\u003C\u002Fp>\n    \u003C\u002Fdiv>\n  \u003C\u002Fsection>\n\n  \u003C!-- TAB 6: LONG SERVICE LEAVE -->\n  \u003Csection class=\"tab-panel\" id=\"tab-lsl\">\n    \u003Cdiv class=\"card\">\n      \u003Cp class=\"card-title\">\u003Ci data-lucide=\"map-pin\">\u003C\u002Fi> Long Service Leave\u003C\u002Fp>\n      \u003Cdiv class=\"callout\">\n        Long service leave is governed by state and territory legislation, not the federal Clerks Award. Qualifying periods and entitlements differ significantly by jurisdiction. Select your state or territory below.\n      \u003C\u002Fdiv>\n      \u003Cdiv class=\"form-grid\">\n        \u003Cdiv class=\"form-group\">\n          \u003Clabel for=\"lsl-state\">State \u002F Territory\u003C\u002Flabel>\n          \u003Cselect id=\"lsl-state\" onchange=\"renderLSL()\">\n            \u003Coption value=\"nsw\">New South Wales (NSW)\u003C\u002Foption>\n            \u003Coption value=\"vic\">Victoria (VIC)\u003C\u002Foption>\n            \u003Coption value=\"qld\">Queensland (QLD)\u003C\u002Foption>\n            \u003Coption value=\"sa\">South Australia (SA)\u003C\u002Foption>\n            \u003Coption value=\"wa\">Western Australia (WA)\u003C\u002Foption>\n            \u003Coption value=\"tas\">Tasmania (TAS)\u003C\u002Foption>\n            \u003Coption value=\"act\">Australian Capital Territory (ACT)\u003C\u002Foption>\n            \u003Coption value=\"nt\">Northern Territory (NT)\u003C\u002Foption>\n          \u003C\u002Fselect>\n        \u003C\u002Fdiv>\n        \u003Cdiv class=\"form-group\">\n          \u003Clabel for=\"lsl-years\">Years of Continuous Service\u003C\u002Flabel>\n          \u003Cinput type=\"number\" id=\"lsl-years\" min=\"0\" max=\"50\" step=\"0.5\" value=\"8\" oninput=\"renderLSL()\">\n        \u003C\u002Fdiv>\n        \u003Cdiv class=\"form-group\">\n          \u003Clabel for=\"lsl-weekly\">Weekly Gross Pay (AUD)\u003C\u002Flabel>\n          \u003Cinput type=\"number\" id=\"lsl-weekly\" min=\"0\" step=\"0.01\" value=\"978.20\" oninput=\"renderLSL()\">\n        \u003C\u002Fdiv>\n        \u003Cdiv class=\"form-group\">\n          \u003Clabel for=\"lsl-type\">Employment Type\u003C\u002Flabel>\n          \u003Cselect id=\"lsl-type\" onchange=\"renderLSL()\">\n            \u003Coption value=\"fulltime\">Full-time\u003C\u002Foption>\n            \u003Coption value=\"parttime\">Part-time (pro-rata)\u003C\u002Foption>\n          \u003C\u002Fselect>\n        \u003C\u002Fdiv>\n        \u003Cdiv class=\"form-group\" id=\"lsl-parthours-group\" style=\"display:none\">\n          \u003Clabel for=\"lsl-parthours\">Average Weekly Hours (Part-time)\u003C\u002Flabel>\n          \u003Cinput type=\"number\" id=\"lsl-parthours\" min=\"1\" max=\"37\" value=\"20\" oninput=\"renderLSL()\">\n        \u003C\u002Fdiv>\n      \u003C\u002Fdiv>\n      \u003Cdiv class=\"results\" id=\"lsl-results\">\u003C\u002Fdiv>\n      \u003Cp class=\"note\">Some enterprise agreements or employment contracts may provide more generous long service leave than state legislation. WA employees covered by state awards (not federal instruments) may have different rules. Always verify with your state's Fair Work authority or a qualified employment lawyer.\u003C\u002Fp>\n    \u003C\u002Fdiv>\n    \u003Cdiv class=\"card\">\n      \u003Cp class=\"card-title\">\u003Ci data-lucide=\"table-2\">\u003C\u002Fi> State \u002F Territory Reference\u003C\u002Fp>\n      \u003Ctable class=\"data-table\">\n        \u003Cthead>\u003Ctr>\u003Cth>State\u002FTerritory\u003C\u002Fth>\u003Cth>Qualifying period\u003C\u002Fth>\u003Cth>Entitlement\u003C\u002Fth>\u003Cth>Legislation\u003C\u002Fth>\u003C\u002Ftr>\u003C\u002Fthead>\n        \u003Ctbody>\n          \u003Ctr>\u003Ctd>NSW\u003C\u002Ftd>\u003Ctd>10 years\u003C\u002Ftd>\u003Ctd>8.667 weeks\u003C\u002Ftd>\u003Ctd>Long Service Leave Act 1955\u003C\u002Ftd>\u003C\u002Ftr>\n          \u003Ctr>\u003Ctd>VIC\u003C\u002Ftd>\u003Ctd>7 years\u003C\u002Ftd>\u003Ctd>6.067 weeks\u003C\u002Ftd>\u003Ctd>Long Service Leave Act 2018\u003C\u002Ftd>\u003C\u002Ftr>\n          \u003Ctr>\u003Ctd>QLD\u003C\u002Ftd>\u003Ctd>10 years\u003C\u002Ftd>\u003Ctd>8.667 weeks\u003C\u002Ftd>\u003Ctd>Industrial Relations Act 2016\u003C\u002Ftd>\u003C\u002Ftr>\n          \u003Ctr>\u003Ctd>SA\u003C\u002Ftd>\u003Ctd>10 years\u003C\u002Ftd>\u003Ctd>13 weeks\u003C\u002Ftd>\u003Ctd>Long Service Leave Act 1987\u003C\u002Ftd>\u003C\u002Ftr>\n          \u003Ctr>\u003Ctd>WA\u003C\u002Ftd>\u003Ctd>10 years\u003C\u002Ftd>\u003Ctd>8.667 weeks\u003C\u002Ftd>\u003Ctd>Long Service Leave Act 1958\u003C\u002Ftd>\u003C\u002Ftr>\n          \u003Ctr>\u003Ctd>TAS\u003C\u002Ftd>\u003Ctd>10 years\u003C\u002Ftd>\u003Ctd>8.667 weeks\u003C\u002Ftd>\u003Ctd>Long Service Leave Act 1976\u003C\u002Ftd>\u003C\u002Ftr>\n          \u003Ctr>\u003Ctd>ACT\u003C\u002Ftd>\u003Ctd>10 years (pro-rata from 7)\u003C\u002Ftd>\u003Ctd>6.067 weeks\u003C\u002Ftd>\u003Ctd>Long Service Leave Act 1976\u003C\u002Ftd>\u003C\u002Ftr>\n          \u003Ctr>\u003Ctd>NT\u003C\u002Ftd>\u003Ctd>10 years\u003C\u002Ftd>\u003Ctd>13 weeks\u003C\u002Ftd>\u003Ctd>Long Service Leave Act 1981\u003C\u002Ftd>\u003C\u002Ftr>\n        \u003C\u002Ftbody>\n      \u003C\u002Ftable>\n    \u003C\u002Fdiv>\n  \u003C\u002Fsection>\n\n  \u003Cp class=\"disclaimer\">\n    Indicative calculations only — not legal advice. Figures based on the\n    \u003Cstrong>Clerks — Private Sector Award 2020 (MA000002)\u003C\u002Fstrong>\n    and Australian statutory rates as of 2025–26. For your specific situation, contact the\n    Fair Work Ombudsman (1300 724 690) or a qualified employment lawyer.\n    Superannuation rates under the Superannuation Guarantee (Administration) Act 1992.\n  \u003C\u002Fp>\n\u003C\u002Fmain>\n\n\u003Cscript>\n(function () {\n  'use strict';\n\n  const fmt = v => new Intl.NumberFormat('en-AU', { style: 'currency', currency: 'AUD', maximumFractionDigits: 0 }).format(v);\n  const fmt2 = v => new Intl.NumberFormat('en-AU', { style: 'currency', currency: 'AUD', maximumFractionDigits: 2 }).format(v);\n  const fmtDec = (v, d) => new Intl.NumberFormat('en-AU', { maximumFractionDigits: d }).format(v);\n\n  \u002F* ── Tab switching ── *\u002F\n  function switchTab(id) {\n    document.querySelectorAll('.tab-btn').forEach(b => b.classList.toggle('active', b.dataset.tab === id));\n    document.querySelectorAll('.tab-panel').forEach(p => p.classList.toggle('active', p.id === 'tab-' + id));\n    try { location.hash = '#' + id; } catch (_) {}\n    notifyResize();\n  }\n  window.switchTab = switchTab;\n\n  \u002F* ── ResizeObserver (MANDATORY) ── *\u002F\n  function notifyResize() {\n    const h = document.documentElement.scrollHeight;\n    try { parent.postMessage({ type: 'resize', height: h }, '*'); } catch (_) {}\n  }\n  const ro = new ResizeObserver(() => notifyResize());\n  ro.observe(document.documentElement);\n\n  \u002F* ── Tab 1: Pay Calculator ── *\u002F\n  function getHourly() {\n    const sel = parseFloat(document.getElementById('pay-level').value);\n    if (sel === 0) {\n      const c = parseFloat(document.getElementById('pay-custom-rate').value) || 0;\n      return c;\n    }\n    return sel;\n  }\n\n  document.getElementById('pay-level').addEventListener('change', function () {\n    const grp = document.getElementById('custom-rate-group');\n    grp.style.display = this.value === '0' ? 'block' : 'none';\n    renderPay();\n  });\n\n  document.getElementById('lv-type').addEventListener('change', function () {\n    document.getElementById('lv-hours-group').style.display = this.value === 'parttime' ? 'block' : 'none';\n    renderLeave();\n  });\n\n  document.getElementById('lsl-type').addEventListener('change', function () {\n    document.getElementById('lsl-parthours-group').style.display = this.value === 'parttime' ? 'block' : 'none';\n    renderLSL();\n  });\n\n  function computePAYG(annual, residency) {\n    let tax = 0;\n    const taxable = annual;\n    if (residency === 'whm') {\n      \u002F\u002F Working Holiday Maker: 15% up to $45,000; 32.5% $45,001–$120,000; standard thereafter\n      if (taxable \u003C= 45000) { tax = taxable * 0.15; }\n      else if (taxable \u003C= 120000) { tax = 6750 + (taxable - 45000) * 0.325; }\n      else if (taxable \u003C= 180000) { tax = 31125 + (taxable - 120000) * 0.37; }\n      else { tax = 53325 + (taxable - 180000) * 0.45; }\n      return { tax, lito: 0, medicare: 0 };\n    }\n    if (residency === 'nonresident') {\n      if (taxable \u003C= 135000) { tax = taxable * 0.325; }\n      else if (taxable \u003C= 190000) { tax = 43875 + (taxable - 135000) * 0.37; }\n      else { tax = 64225 + (taxable - 190000) * 0.45; }\n      const medicare = 0; \u002F\u002F non-residents not liable\n      return { tax, lito: 0, medicare };\n    }\n    \u002F\u002F Resident\n    if (taxable \u003C= 18200) { tax = 0; }\n    else if (taxable \u003C= 45000) { tax = (taxable - 18200) * 0.19; }\n    else if (taxable \u003C= 135000) { tax = 5092 + (taxable - 45000) * 0.325; }\n    else if (taxable \u003C= 190000) { tax = 34342 + (taxable - 135000) * 0.37; }\n    else { tax = 54697 + (taxable - 190000) * 0.45; }\n    \u002F\u002F LITO\n    let lito = 0;\n    if (taxable \u003C= 37500) { lito = 700; }\n    else if (taxable \u003C= 45000) { lito = 700 - (taxable - 37500) * 0.05; }\n    else if (taxable \u003C= 66667) { lito = 325 - (taxable - 45000) * 0.015; }\n    tax = Math.max(0, tax - lito);\n    const medicare = taxable \u003C 26000 ? 0 : taxable * 0.02;\n    return { tax, lito, medicare };\n  }\n\n  function renderPay() {\n    const hourly = getHourly() * (document.getElementById('pay-type').value === 'casual' ? 1.25 : 1.0);\n    const hours = parseFloat(document.getElementById('pay-hours').value) || 38;\n    const residency = document.getElementById('pay-residency').value;\n    const annual = hourly * hours * 52;\n    const monthly = annual \u002F 12;\n    const weekly = annual \u002F 52;\n    const { tax, lito, medicare } = computePAYG(annual, residency);\n    const superE = annual * 0.12;\n    const net = annual - tax - medicare;\n\n    const isCasual = document.getElementById('pay-type').value === 'casual';\n    document.getElementById('pay-results').innerHTML = `\n      \u003Cdiv class=\"result-row\">\u003Cspan>Annual gross${isCasual ? ' (incl. 25% casual loading)' : ''}\u003C\u002Fspan>\u003Cspan class=\"result-val\">${fmt(annual)}\u003C\u002Fspan>\u003C\u002Fdiv>\n      \u003Cdiv class=\"result-row\">\u003Cspan>Monthly gross\u003C\u002Fspan>\u003Cspan class=\"result-val\">${fmt(monthly)}\u003C\u002Fspan>\u003C\u002Fdiv>\n      \u003Cdiv class=\"result-row\">\u003Cspan>Weekly gross\u003C\u002Fspan>\u003Cspan class=\"result-val\">${fmt(weekly)}\u003C\u002Fspan>\u003C\u002Fdiv>\n      \u003Cdiv class=\"result-row\">\u003Cspan>Estimated PAYG income tax\u003C\u002Fspan>\u003Cspan class=\"result-val negative\">−${fmt(tax)}\u003C\u002Fspan>\u003C\u002Fdiv>\n      ${lito > 0 ? `\u003Cdiv class=\"result-row\">\u003Cspan>Low Income Tax Offset (LITO) applied\u003C\u002Fspan>\u003Cspan class=\"result-val positive\">+${fmt(lito)}\u003C\u002Fspan>\u003C\u002Fdiv>` : ''}\n      \u003Cdiv class=\"result-row\">\u003Cspan>Medicare Levy (2%)\u003C\u002Fspan>\u003Cspan class=\"result-val negative\">−${fmt(medicare)}\u003C\u002Fspan>\u003C\u002Fdiv>\n      \u003Cdiv class=\"result-row total\">\u003Cspan>Estimated annual take-home\u003C\u002Fspan>\u003Cspan class=\"result-val\">${fmt(net)}\u003C\u002Fspan>\u003C\u002Fdiv>\n      \u003Cdiv class=\"result-row total\" style=\"border-top:none;margin-top:0;padding-top:0\">\u003Cspan>Estimated monthly take-home\u003C\u002Fspan>\u003Cspan class=\"result-val\">${fmt(net \u002F 12)}\u003C\u002Fspan>\u003C\u002Fdiv>\n      \u003Cdiv class=\"result-row\" style=\"margin-top:8px;padding-top:8px;border-top:1px solid rgba(37,99,235,.2)\">\u003Cspan>Employer super contribution (12% SG)\u003C\u002Fspan>\u003Cspan class=\"result-val positive\">+${fmt(superE)}\u003C\u002Fspan>\u003C\u002Fdiv>\n    `;\n    notifyResize();\n  }\n  window.renderPay = renderPay;\n\n  \u002F* ── Tab 2: Redundancy ── *\u002F\n  const NES_RED = [\n    [1,4],[2,6],[3,7],[4,8],[5,10],[6,11],[7,13],[8,14],[9,16],[10,12]\n  ];\n\n  (function buildRedTable() {\n    const tb = document.getElementById('red-table');\n    NES_RED.forEach(([y, w]) => {\n      const tr = document.createElement('tr');\n      tr.innerHTML = `\u003Ctd>${y === 10 ? '10 or more' : y + (y === 1 ? ' year' : ' years')}\u003C\u002Ftd>\u003Ctd>${w} weeks\u003C\u002Ftd>`;\n      tb.appendChild(tr);\n    });\n  })();\n\n  function nesRedWeeks(years) {\n    if (years \u003C 1) return 0;\n    const y = Math.min(Math.floor(years), 10);\n    const row = NES_RED.find(([yr]) => yr === y);\n    return row ? row[1] : 12;\n  }\n\n  function renderRedundancy() {\n    const years = parseFloat(document.getElementById('red-years').value) || 0;\n    const weekly = parseFloat(document.getElementById('red-weekly').value) || 0;\n    const small = document.getElementById('red-bizsize').value === 'small';\n    const weeks = nesRedWeeks(years);\n    const pay = weeks * weekly;\n    const taxFree = years >= 1 ? (12524 + 6264 * Math.floor(years)) : 0;\n    const taxable = Math.max(0, pay - taxFree);\n\n    let html = '';\n    if (small) {\n      html = `\u003Cdiv class=\"result-row\">\u003Cspan>Employer type\u003C\u002Fspan>\u003Cspan class=\"result-val\">\u003Cspan class=\"badge warn\">Small business (<15 employees)\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fdiv>\n              \u003Cdiv class=\"result-row\">\u003Cspan>NES redundancy pay\u003C\u002Fspan>\u003Cspan class=\"result-val\">Not applicable — small business exemption\u003C\u002Fspan>\u003C\u002Fdiv>\n              \u003Cp class=\"note\" style=\"margin-top:8px\">Under the Fair Work Act 2009 s.121, small business employers (fewer than 15 employees) are exempt from NES redundancy pay. Employees still have access to unfair dismissal protections after 12 months of service.\u003C\u002Fp>`;\n    } else if (years \u003C 1) {\n      html = `\u003Cdiv class=\"result-row\">\u003Cspan>Minimum service for NES redundancy\u003C\u002Fspan>\u003Cspan class=\"result-val\">\u003Cspan class=\"badge warn\">1 year required (currently ${fmtDec(years, 1)} years)\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fdiv>`;\n    } else {\n      html = `\n        \u003Cdiv class=\"result-row\">\u003Cspan>Years of service\u003C\u002Fspan>\u003Cspan class=\"result-val\">${fmtDec(years, 1)}\u003C\u002Fspan>\u003C\u002Fdiv>\n        \u003Cdiv class=\"result-row\">\u003Cspan>NES redundancy entitlement\u003C\u002Fspan>\u003Cspan class=\"result-val\">${weeks} weeks of pay\u003C\u002Fspan>\u003C\u002Fdiv>\n        \u003Cdiv class=\"result-row total\">\u003Cspan>Total redundancy pay\u003C\u002Fspan>\u003Cspan class=\"result-val\">${fmt(pay)}\u003C\u002Fspan>\u003C\u002Fdiv>\n        \u003Cdiv class=\"result-row\">\u003Cspan>Tax-free component (2025–26 ETP)\u003C\u002Fspan>\u003Cspan class=\"result-val positive\">${fmt(Math.min(taxFree, pay))}\u003C\u002Fspan>\u003C\u002Fdiv>\n        \u003Cdiv class=\"result-row\">\u003Cspan>Potentially taxable portion\u003C\u002Fspan>\u003Cspan class=\"result-val ${taxable > 0 ? 'negative' : ''}\">${taxable > 0 ? fmt(taxable) : 'Nil'}\u003C\u002Fspan>\u003C\u002Fdiv>\n      `;\n    }\n    document.getElementById('red-results').innerHTML = html;\n    notifyResize();\n  }\n  window.renderRedundancy = renderRedundancy;\n\n  \u002F* ── Tab 3: Annual Leave ── *\u002F\n  function renderLeave() {\n    const isPartTime = document.getElementById('lv-type').value === 'parttime';\n    const weeklyHours = isPartTime ? (parseFloat(document.getElementById('lv-hours').value) || 20) : 38;\n    const rate = parseFloat(document.getElementById('lv-rate').value) || 0;\n    const loadingPct = parseFloat(document.getElementById('lv-loading').value) || 17.5;\n    const months = parseFloat(document.getElementById('lv-service').value) || 0;\n\n    const ftHours = 38;\n    const annualDaysFT = 20; \u002F\u002F 4 weeks × 5 days\n    const ratio = isPartTime ? weeklyHours \u002F ftHours : 1;\n    const annualDays = annualDaysFT; \u002F\u002F entitlement in days doesn't change for part-time; hours do\n    const annualHours = annualDays * (weeklyHours \u002F 5);\n    const accrualPerMonth = annualHours \u002F 12;\n    const accrualPerFortnight = annualHours \u002F 26;\n    const accruedHours = Math.min(months, 12) * accrualPerMonth + Math.max(0, months - 12) * accrualPerMonth;\n    const leaveValue = accruedHours * rate;\n    const twoWeeksBase = 2 * weeklyHours * rate;\n    const loading = twoWeeksBase * (loadingPct \u002F 100);\n\n    document.getElementById('lv-results').innerHTML = `\n      \u003Cdiv class=\"result-row\">\u003Cspan>Annual leave entitlement\u003C\u002Fspan>\u003Cspan class=\"result-val\">${annualDays} days (${fmtDec(annualHours, 1)} hours)\u003C\u002Fspan>\u003C\u002Fdiv>\n      \u003Cdiv class=\"result-row\">\u003Cspan>Accrual rate\u003C\u002Fspan>\u003Cspan class=\"result-val\">${fmtDec(accrualPerMonth, 2)} hrs\u002Fmonth • ${fmtDec(accrualPerFortnight, 2)} hrs\u002Ffortnight\u003C\u002Fspan>\u003C\u002Fdiv>\n      \u003Cdiv class=\"result-row\">\u003Cspan>Accrued leave at ${fmtDec(months, 0)} months service\u003C\u002Fspan>\u003Cspan class=\"result-val\">${fmtDec(accruedHours, 1)} hours\u003C\u002Fspan>\u003C\u002Fdiv>\n      \u003Cdiv class=\"result-row\">\u003Cspan>Value of accrued leave\u003C\u002Fspan>\u003Cspan class=\"result-val\">${fmt(leaveValue)}\u003C\u002Fspan>\u003C\u002Fdiv>\n      \u003Cdiv class=\"result-row\">\u003Cspan>Leave loading on 2 weeks taken (${loadingPct}%)\u003C\u002Fspan>\u003Cspan class=\"result-val positive\">+${fmt2(loading)}\u003C\u002Fspan>\u003C\u002Fdiv>\n      \u003Cdiv class=\"result-row total\">\u003Cspan>2-week leave payment (base + loading)\u003C\u002Fspan>\u003Cspan class=\"result-val\">${fmt(twoWeeksBase + loading)}\u003C\u002Fspan>\u003C\u002Fdiv>\n    `;\n    notifyResize();\n  }\n  window.renderLeave = renderLeave;\n\n  \u002F* ── Tab 4: Notice Period ── *\u002F\n  function nesNoticeWeeks(years, age) {\n    let weeks = 0;\n    if (years \u003C 1) { weeks = 1; }\n    else if (years \u003C 3) { weeks = 2; }\n    else if (years \u003C 5) { weeks = 3; }\n    else { weeks = 4; }\n    if (age >= 45 && years >= 2) { weeks += 1; }\n    return weeks;\n  }\n\n  function addWeeks(dateStr, w) {\n    if (!dateStr) return null;\n    const d = new Date(dateStr);\n    d.setDate(d.getDate() + w * 7);\n    return d.toLocaleDateString('en-AU', { day: 'numeric', month: 'long', year: 'numeric' });\n  }\n\n  function renderNotice() {\n    const years = parseFloat(document.getElementById('nt-years').value) || 0;\n    const age = parseInt(document.getElementById('nt-age').value) || 0;\n    const weekly = parseFloat(document.getElementById('nt-weekly').value) || 0;\n    const dateVal = document.getElementById('nt-date').value;\n    const direction = document.getElementById('nt-direction').value;\n\n    const weeks = nesNoticeWeeks(years, age);\n    const payout = weeks * weekly;\n    const lastDay = addWeeks(dateVal, weeks);\n    const hasSupp = age >= 45 && years >= 2;\n\n    document.getElementById('nt-results').innerHTML = `\n      \u003Cdiv class=\"result-row\">\u003Cspan>Years of service\u003C\u002Fspan>\u003Cspan class=\"result-val\">${fmtDec(years, 1)}\u003C\u002Fspan>\u003C\u002Fdiv>\n      \u003Cdiv class=\"result-row\">\u003Cspan>Direction\u003C\u002Fspan>\u003Cspan class=\"result-val\">${direction === 'employer' ? 'Employer dismissing employee' : 'Employee resigning'}\u003C\u002Fspan>\u003C\u002Fdiv>\n      \u003Cdiv class=\"result-row\">\u003Cspan>Statutory minimum notice (NES s.117)\u003C\u002Fspan>\u003Cspan class=\"result-val\">${weeks} week${weeks !== 1 ? 's' : ''}\u003C\u002Fspan>\u003C\u002Fdiv>\n      ${hasSupp ? `\u003Cdiv class=\"result-row\">\u003Cspan>Over-45 supplement included\u003C\u002Fspan>\u003Cspan class=\"result-val positive\">+1 week\u003C\u002Fspan>\u003C\u002Fdiv>` : ''}\n      \u003Cdiv class=\"result-row total\">\u003Cspan>Payment in lieu of notice\u003C\u002Fspan>\u003Cspan class=\"result-val\">${fmt(payout)}\u003C\u002Fspan>\u003C\u002Fdiv>\n      ${lastDay ? `\u003Cdiv class=\"result-row\">\u003Cspan>Last working day (if notice worked from today)\u003C\u002Fspan>\u003Cspan class=\"result-val\">${lastDay}\u003C\u002Fspan>\u003C\u002Fdiv>` : ''}\n    `;\n    notifyResize();\n  }\n  window.renderNotice = renderNotice;\n\n  \u002F* ── Tab 5: Superannuation ── *\u002F\n  function renderSuper() {\n    const annual = parseFloat(document.getElementById('su-annual').value) || 0;\n    const sgRate = (parseFloat(document.getElementById('su-sgrate').value) || 12) \u002F 100;\n    const vol = parseFloat(document.getElementById('su-vol').value) || 0;\n    const sgAnnual = annual * sgRate;\n    const volAnnual = vol * 12;\n    const total = sgAnnual + volAnnual;\n    const concCap = 30000;\n    const overCap = Math.max(0, total - concCap);\n\n    document.getElementById('su-results').innerHTML = `\n      \u003Cdiv class=\"result-row\">\u003Cspan>Employer SG contribution (${(sgRate * 100).toFixed(0)}%)\u003C\u002Fspan>\u003Cspan class=\"result-val positive\">${fmt(sgAnnual)} \u002F year\u003C\u002Fspan>\u003C\u002Fdiv>\n      \u003Cdiv class=\"result-row\">\u003Cspan>Employer SG per month\u003C\u002Fspan>\u003Cspan class=\"result-val\">${fmt(sgAnnual \u002F 12)}\u003C\u002Fspan>\u003C\u002Fdiv>\n      ${vol > 0 ? `\u003Cdiv class=\"result-row\">\u003Cspan>Voluntary employee contributions\u003C\u002Fspan>\u003Cspan class=\"result-val\">${fmt(volAnnual)} \u002F year\u003C\u002Fspan>\u003C\u002Fdiv>` : ''}\n      \u003Cdiv class=\"result-row total\">\u003Cspan>Total super contributions \u002F year\u003C\u002Fspan>\u003Cspan class=\"result-val\">${fmt(total)}\u003C\u002Fspan>\u003C\u002Fdiv>\n      \u003Cdiv class=\"result-row\">\u003Cspan>Concessional contributions cap (2025–26)\u003C\u002Fspan>\u003Cspan class=\"result-val\">AUD $30,000\u003C\u002Fspan>\u003C\u002Fdiv>\n      ${overCap > 0 ? `\u003Cdiv class=\"result-row\">\u003Cspan>Potential excess (above cap)\u003C\u002Fspan>\u003Cspan class=\"result-val negative\">${fmt(overCap)} — seek tax advice\u003C\u002Fspan>\u003C\u002Fdiv>` : '\u003Cdiv class=\"result-row\">\u003Cspan>Cap status\u003C\u002Fspan>\u003Cspan class=\"result-val positive\">\u003Cspan class=\"badge ok\">Within cap\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fdiv>'}\n    `;\n    notifyResize();\n  }\n  window.renderSuper = renderSuper;\n\n  \u002F* ── Tab 6: Long Service Leave ── *\u002F\n  const LSL_TABLE = {\n    nsw: { years: 10, weeks: 8.667, proRataAfter: 10, label: 'NSW — Long Service Leave Act 1955' },\n    vic: { years: 7,  weeks: 6.067, proRataAfter: 7,  label: 'VIC — Long Service Leave Act 2018' },\n    qld: { years: 10, weeks: 8.667, proRataAfter: 10, label: 'QLD — Industrial Relations Act 2016' },\n    sa:  { years: 10, weeks: 13,    proRataAfter: 10, label: 'SA — Long Service Leave Act 1987' },\n    wa:  { years: 10, weeks: 8.667, proRataAfter: 10, label: 'WA — Long Service Leave Act 1958' },\n    tas: { years: 10, weeks: 8.667, proRataAfter: 10, label: 'TAS — Long Service Leave Act 1976' },\n    act: { years: 10, weeks: 6.067, proRataAfter: 7,  label: 'ACT — Long Service Leave Act 1976' },\n    nt:  { years: 10, weeks: 13,    proRataAfter: 10, label: 'NT — Long Service Leave Act 1981' },\n  };\n\n  function computeLSL(state, yearsService, weeklyPay, isPartTime, partHours) {\n    const rule = LSL_TABLE[state];\n    const eligible = yearsService >= rule.years;\n    const proRataEligible = yearsService >= rule.proRataAfter;\n    let leaveWeeks = 0;\n    if (eligible) {\n      leaveWeeks = rule.weeks + (yearsService - rule.years) * (rule.weeks \u002F rule.years);\n    } else if (proRataEligible) {\n      leaveWeeks = yearsService * (rule.weeks \u002F rule.years);\n    }\n    if (isPartTime && partHours) {\n      leaveWeeks = leaveWeeks * (partHours \u002F 38);\n    }\n    const cashValue = leaveWeeks * weeklyPay;\n    const yearsRemaining = Math.max(0, rule.proRataAfter - yearsService);\n    const accrualPerYear = rule.weeks \u002F rule.years;\n    return { eligible, proRataEligible, leaveWeeks, leaveDays: leaveWeeks * 5, cashValue, yearsRemaining, accrualPerYear, rule };\n  }\n\n  function renderLSL() {\n    const state = document.getElementById('lsl-state').value;\n    const years = parseFloat(document.getElementById('lsl-years').value) || 0;\n    const weekly = parseFloat(document.getElementById('lsl-weekly').value) || 0;\n    const isPartTime = document.getElementById('lsl-type').value === 'parttime';\n    const partHours = isPartTime ? (parseFloat(document.getElementById('lsl-parthours').value) || 20) : null;\n    const { eligible, proRataEligible, leaveWeeks, leaveDays, cashValue, yearsRemaining, accrualPerYear, rule } = computeLSL(state, years, weekly, isPartTime, partHours);\n\n    let statusBadge;\n    let leaveDetail = '';\n    if (eligible) {\n      statusBadge = `\u003Cspan class=\"badge ok\">Eligible — full entitlement\u003C\u002Fspan>`;\n      leaveDetail = `\n        \u003Cdiv class=\"result-row\">\u003Cspan>Long service leave entitlement\u003C\u002Fspan>\u003Cspan class=\"result-val\">${fmtDec(leaveWeeks, 2)} weeks (${fmtDec(leaveDays, 1)} days)\u003C\u002Fspan>\u003C\u002Fdiv>\n        \u003Cdiv class=\"result-row total\">\u003Cspan>Cash value at current pay\u003C\u002Fspan>\u003Cspan class=\"result-val\">${fmt(cashValue)}\u003C\u002Fspan>\u003C\u002Fdiv>\n      `;\n    } else if (proRataEligible) {\n      statusBadge = `\u003Cspan class=\"badge warn\">Pro-rata eligible\u003C\u002Fspan>`;\n      leaveDetail = `\n        \u003Cdiv class=\"result-row\">\u003Cspan>Pro-rata entitlement\u003C\u002Fspan>\u003Cspan class=\"result-val\">${fmtDec(leaveWeeks, 2)} weeks (${fmtDec(leaveDays, 1)} days)\u003C\u002Fspan>\u003C\u002Fdiv>\n        \u003Cdiv class=\"result-row total\">\u003Cspan>Pro-rata cash value\u003C\u002Fspan>\u003Cspan class=\"result-val\">${fmt(cashValue)}\u003C\u002Fspan>\u003C\u002Fdiv>\n      `;\n    } else {\n      statusBadge = `\u003Cspan class=\"badge error\">Not yet eligible — ${fmtDec(yearsRemaining, 1)} years remaining\u003C\u002Fspan>`;\n    }\n\n    document.getElementById('lsl-results').innerHTML = `\n      \u003Cdiv class=\"result-row\">\u003Cspan>Legislation\u003C\u002Fspan>\u003Cspan class=\"result-val\" style=\"font-size:.8rem\">${rule.label}\u003C\u002Fspan>\u003C\u002Fdiv>\n      \u003Cdiv class=\"result-row\">\u003Cspan>Qualifying period\u003C\u002Fspan>\u003Cspan class=\"result-val\">${rule.years} years\u003C\u002Fspan>\u003C\u002Fdiv>\n      \u003Cdiv class=\"result-row\">\u003Cspan>Eligibility status\u003C\u002Fspan>\u003Cspan class=\"result-val\">${statusBadge}\u003C\u002Fspan>\u003C\u002Fdiv>\n      ${leaveDetail}\n      \u003Cdiv class=\"result-row\">\u003Cspan>Accrual rate\u003C\u002Fspan>\u003Cspan class=\"result-val\">${fmtDec(accrualPerYear, 4)} weeks per year of service\u003C\u002Fspan>\u003C\u002Fdiv>\n    `;\n    notifyResize();\n  }\n  window.renderLSL = renderLSL;\n\n  \u002F* ── Initial render ── *\u002F\n  function setDefaultDate() {\n    const now = new Date('2026-05-28');\n    const y = now.getFullYear(), m = String(now.getMonth() + 1).padStart(2, '0'), d = String(now.getDate()).padStart(2, '0');\n    document.getElementById('nt-date').value = `${y}-${m}-${d}`;\n  }\n\n  setDefaultDate();\n  renderPay();\n  renderRedundancy();\n  renderLeave();\n  renderNotice();\n  renderSuper();\n  renderLSL();\n\n  \u002F* ── Deep-link on load ── *\u002F\n  try {\n    const h = location.hash.replace('#', '');\n    const valid = ['pay','redundancy','leave','notice','super','lsl'];\n    if (valid.includes(h)) switchTab(h);\n  } catch (_) {}\n\n  lucide.createIcons();\n})();\n\u003C\u002Fscript>\n\u003C\u002Fbody>\n\u003C\u002Fhtml>\n","both"]