[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"$fvXzmGdl3xEf9pKiwsbdmhRjT6AAp8f8Qlgn0zlDX64Y":3,"region-locale-en-AU":94,"$fWQY9pwQWKCMvUa9fpAg--F7Hby_7uIDuYI8xyZ2AB2Q":1132,"footer-cities-au":1183,"$fh_ohjdZXG0qQp7OdE-SmbvFCNOdAGgtLM4QH0NJbczA":1184,"$fJgNHoy9Ivu8l6Y6rc-9pYPKW63DdiVdLxj6jgxc4nco":2566,"ccn-toolset-meta":2650},{"tools_slug":4,"consumer_tools_slug":5,"tools":6},"tools-calculators","practical-tools-for-individuals",[7,16,22,28,35,40,46,51,56,62,67,72,78,83,89],{"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-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. 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Updated for 2025-26 Australian rates — free, no signup.",12,"https:\u002F\u002Fpub-bdebbd2dad294475a2da0eb657815b6b.r2.dev\u002Ftools\u002Fcba-au-road-transport-distribution-award-2020-904df7a0a7.webp",{"slug":29,"local_slug":29,"title":30,"description":31,"view_count":32,"audience":12,"category":13,"source":14,"hero_image":33,"hero_image_alt":34},"cba-au-hair-beauty-industry-award-2010","Hair and Beauty Industry Award — free pay & rights calculator 2026 | Expert Zoom","Calculate your pay, redundancy, annual leave and superannuation under the Hair and Beauty Industry Award 2010 (MA000005). Updated for 2025-26 Australian rates.",11,"https:\u002F\u002Fpub-bdebbd2dad294475a2da0eb657815b6b.r2.dev\u002Ftools\u002Fcba-au-hair-beauty-industry-award-2010-baa9ec62c8-1780065756.webp","",{"slug":36,"local_slug":36,"title":37,"description":38,"view_count":32,"audience":12,"category":13,"source":14,"hero_image":39,"hero_image_alt":37},"cba-au-hospitality-industry-general-award-2020","Hospitality Industry General Award 2020 — free pay & rights calculator 2026 | Expert Zoom","Calculate your hospitality pay, redundancy, annual leave and superannuation under the Hospitality Industry (General) Award 2020. 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All 5 classification levels, penalty rates, and state-based long service leave.",10,"https:\u002F\u002Fpub-bdebbd2dad294475a2da0eb657815b6b.r2.dev\u002Ftools\u002Fcba-au-security-services-industry-award-2020-aca734bc87.webp",{"slug":47,"local_slug":47,"title":48,"description":49,"view_count":44,"audience":12,"category":13,"source":14,"hero_image":50,"hero_image_alt":48},"cba-au-nurses-award-2020","Nurses Award 2020 — free pay & entitlements calculator 2026 | Expert Zoom","Calculate your nursing pay, redundancy, annual leave, superannuation and long service leave under the Nurses Award 2020 (MA000034). 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Updated for 2025-26 Australian rates — free, no signup.","https:\u002F\u002Fpub-bdebbd2dad294475a2da0eb657815b6b.r2.dev\u002Ftools\u002Fcba-au-building-construction-general-on-site-award-2020-e1f05beb26.webp",{"slug":68,"local_slug":68,"title":69,"description":70,"view_count":60,"audience":12,"category":13,"source":14,"hero_image":71,"hero_image_alt":69},"cba-au-fast-food-industry-award-2020","Fast Food Industry Award 2020 — free pay & rights calculator 2026 | Expert Zoom","Calculate your pay, redundancy, annual leave and superannuation under the Fast Food Industry Award 2020 (MA000003). 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Connect your calendar to receive personalised advice and anticipate your next steps.","questions in progress","Ask my first question","A preview will be available shortly.","question in progress","Ask your first question to an expert and get a personalised answer.",{"next":735,"showing":736,"previous":737},"Next","Showing {current} of {total} questions","Previous","Your Alerts","{count} in total","You can only ask 2 free questions.","🔎 A preview of their answer will be available soon.\nYou can then choose to continue the exchange and get a complete and detailed answer.","Your Guides","Question Closed: Unlock the Answer","Question Paid","question","View My Guide","⏳ Estimated time before preview publication: a few minutes.\n🔐 Your information is treated confidentially.","{name} is currently reviewing your question","questions","View All Alerts","Your Questions","Articles for You","Ask a new question","Postcode not recognised","Question Closed","Read Full Answer","and access unlimited questions in all categories","💡 You will also have the option to clarify certain elements or add a document to refine the answer if necessary.","Consult the Response","Profile Strength",[762,766,770,774,778,782,786,790,794,798],{"categoryName":763,"questionText":764,"landingSeoUrl":765},"Health","I've got this persistent cough that's been hanging around for weeks, Doc. 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When should I be really worried and take them to the emergency room?","pediatricians","You can then choose to continue the exchange and get a complete and detailed answer.","is answering it accurately and carefully.","Loading questions...","Popular Questions","Response Available","Could not close the question. Please try again.","Connect your calendar to receive proactive alerts","Continue the discussion and access unlimited questions","We monitor your Google calendar and alert you before it becomes urgent.","Your question is in good hands.","To be completed on the full guide","Your location could not be updated. Please check the postcode.","is answering it","Could not process your question. Please try again.","Estimated time before preview publication: a few minutes.","Question closed successfully.","Your information is treated confidentially.","You will also have the option to clarify certain elements or add a document to refine the answer if necessary.","Receive personalised follow-up on your guides","Ask a new question, follow your guides, and synchronise your Google and Outlook calendars",{"empty":823,"title":824,"types":825,"loading":114,"markAllRead":834},"No notifications","Notifications",{"status":826,"question_paid":830,"question_reply":831,"matched_article":832,"matched_articles":833},{"closed":827,"answered":828,"partially-answered":829},"Question closed","Your answer is ready","Partial answer available","Payment confirmed","New reply to your question","{count} new article for you","{count} new articles for you","Mark All as Read",{"empty":836,"title":738,"paused":837,"emptyHint":838,"reactivate":839,"categoryFallback":840},"No alerts at this time.","Alerts Paused","Connect your calendar and submit a question to receive personalised suggestions.","Reactivate","Category",{"error":216,"title":842,"minChars":843,"seoTitle":842,"emailSent":844,"minDigits":845,"emailLabel":470,"backToLogin":846,"description":847,"submitButton":848,"updateButton":849,"seoDescription":850,"updatingButton":551,"passwordUpdated":851,"emailPlaceholder":852,"errorDescription":853,"newPasswordLabel":854,"newPasswordTitle":855,"passwordMismatch":856,"submitButtonLoading":551,"confirmPasswordLabel":857,"emailSentDescription":555,"resetErrorDescription":858,"newPasswordPlaceholder":859,"confirmPasswordPlaceholder":860,"passwordUpdatedDescription":861},"Reset Your Password","Password must be at least 8 characters","Email Sent","Password must contain at least 2 digits","Back to Login","Enter your email address","Send Link","Update Password","Enter your new password","Password Updated","your email","Could not send the reset email. Please try again.","New Password","Enter Your New Password","Passwords do not match","Confirm Password","Could not reset your password. Please try again.","Your password","Confirm your password","Your password has been reset successfully.",{"tabs":863,"error":868,"facts":869,"title":884,"billing":885,"profile":895,"readOnly":902,"questions":903,"notifications":909},{"facts":864,"billing":865,"profile":866,"questions":867,"notifications":824},"Extracted Facts","Billing","Profile","Questions","Unable to load client 360 view.",{"type":870,"dueAt":871,"empty":872,"source":873,"status":874,"dismiss":875,"overdue":876,"passive":877,"subject":878,"upcoming":879,"alertable":880,"confidence":881,"dismissTitle":882,"dismissCancel":432,"dismissWarning":883},"Type","Due Date","No extracted facts","Source","Status","Dismiss","Overdue","Passive","Subject","Upcoming","Alertable","Confidence","Dismiss this fact?","This fact will no longer be injected into the assistant's responses or used for alerts. 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The expert will respond within minutes, typically in under 10 minutes.","Receive a clear, actionable response tailored to your situation, allowing you to proceed with confidence.","Getting answers to your questions has never been easier",{"title":930,"askQuestion":724},"Meet our Experts",{"retry":932,"terms":933,"title":934,"errors":935,"company":938,"loading":114,"getAnswer":939,"acceptTerms":940,"getUnlimited":452,"securePayment":941},"Retry","Terms and Conditions","Secure Payment of $3.00",{"title":216,"genericError":427,"paymentError":936,"initializationError":937},"An error occurred during payment","Error initialising payment","expert-zoom","Get Answer","I accept the","Secure Payment of {amount}",{"delete":943,"deleteError":944,"deleteCancel":432,"deleteConfirm":943,"deleteDialogTitle":945,"deleteDialogDescription":946},"Delete","The deletion of the guide failed. Please try again.","Delete this guide?","The saved information for this category will be deleted, and the guide will disappear from your profile. 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The expert in {city} was able to reassure me and guide me exactly to what I needed.",{"title":719,"subtitle":974,"subtitleExpert":975,"titleWithExpert":976},"Submit your question, and we will find the right expert for you!","Submit your question, and the response will be provided to you.","New Question for {name}",{"to":978,"seconds":979,"responseTo":980,"expertReading":981,"estimatedResponseTime":982,"expertSentPartialResponse":983},"to","seconds","Response to","{firstName} {lastName} is reading your question","Estimated response time: between 5 and 10 minutes","{expertName} has sent a partial response to",{"back":549,"title":550,"sending":551,"sendLink":848,"description":985,"notifications":986},"A reset link will be sent to your email address",{"error":216,"emailSent":844,"emailError":987,"loginRequired":988,"emailSentDescription":555},"Could not send reset email. 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If you work in a factory, on a production line, in a warehouse, or in a technical engineering role under a manufacturing employer, this award most likely sets the floor for your pay and conditions.\n\n## Who Does the Manufacturing Award Cover?\n\nThe Manufacturing and Associated Industries and Occupations Award 2020 applies to employers in the manufacturing industry and their employees who are covered by the award's scope. It applies to:\n\n- Production and process workers (factory hands, machine operators, assembly line workers)\n- Warehouse and stores employees (including forklift operators and storepersons)\n- Tradespeople (boilermakers, welders, fitters, turners, toolmakers, CNC machinists)\n- Technical and engineering employees (engineering associates, draughtspersons, technical designers)\n- Professional engineers and scientists working within manufacturing enterprises\n\nThe award does **not** apply to employees who are covered by another Modern Award or enterprise agreement. If you have an enterprise agreement in place, its terms apply instead — provided they meet the National Employment Standards (NES) minimums set out in the Fair Work Act 2009.\n\n\u003Cdiv data-tool=\"cba-au-manufacturing-associated-industries-award-2020\">\u003C\u002Fdiv>\n\n## Pay Structure and Classification Levels\n\nEvery employee covered by the Manufacturing Award must be classified into one of 14 classification levels — C14 (lowest\u002Fentry-level) through to C1 (highest\u002Fprofessional). Your classification is determined by your actual duties and skills, not your job title. Employers must classify employees correctly and pay at least the minimum rate for their level.\n\n### Minimum Hourly Rates — Effective 1 July 2025\n\nThe Fair Work Commission (FWC) increased Manufacturing Award wages by 3.75% from 1 July 2025 following the Annual Wage Review 2024-25.\n\n| Classification | Typical Role | Hourly Rate (AUD) | Weekly Rate (38 hrs) |\n|---|---|---|---|\n| C14 | Entry-level factory hand \u002F process worker | $24.28 | $922.60 |\n| C13 | Factory hand (experienced) | $24.95 | $948.10 |\n| C12 | Machine operator (general) | $25.85 | $982.30 |\n| C11 | Machine operator (specialist) | $26.70 | $1,014.60 |\n| C10 | Skilled operator \u002F storeperson \u002F forklift | $28.12 | $1,068.60 |\n| C9 | Production team leader \u002F advanced operator | $29.00 | $1,102.00 |\n| C8 | CNC operator \u002F advanced tradesperson | $29.88 | $1,135.40 |\n| C7 | Trade Certificate level | $30.63 | $1,163.90 |\n| C6 | Advanced tradesperson | $32.23 | $1,224.70 |\n| C5 | Engineering \u002F Technical Level 1 | $32.90 | $1,250.20 |\n| C4 | Engineering \u002F Technical Level 2 | $33.78 | $1,283.60 |\n| C3 | Engineering associate \u002F technical designer | $35.55 | $1,350.90 |\n| C2(a) | Professional (diploma\u002Fdegree) | $36.43 | $1,384.30 |\n| C2(b) | Professional advanced | $37.50 | $1,425.00 |\n| C1 | Professional engineer \u002F scientist | $38.03 | $1,445.10 |\n\n*Source: Fair Work Commission, Manufacturing and Associated Industries and Occupations Award 2020 (MA000010). Effective 1 July 2025. All figures in AUD.*\n\n**Always verify current rates** using the official FWO Pay and Conditions Tool or the Fair Work Ombudsman pay guide for MA000010.\n\n## Working Hours, Overtime and Penalty Rates\n\n### Ordinary Hours\n\nFull-time employees under the Manufacturing Award work a maximum of 38 ordinary hours per week. Hours can be averaged over a roster cycle up to four weeks.\n\n### Overtime\n\nWhen employees work beyond ordinary hours, they must be paid:\n\n- **First 3 hours of overtime:** 150% of the ordinary hourly rate (time and a half)\n- **Overtime after 3 hours:** 200% of the ordinary rate (double time)\n\n### Shift Penalties\n\nMany manufacturing operations run multiple shifts. Shift allowances under the award are:\n\n- **Afternoon shift** (regular shift finishing after 6:00 pm and at or before midnight): 15% loading above ordinary rate\n- **Permanent night shift** (regular night shift): 30% loading above ordinary rate\n\n### Weekend and Public Holiday Rates\n\n- **Saturday:** 150% of ordinary rate (time and a half)\n- **Sunday:** 200% of ordinary rate (double time)\n- **Public holidays:** 250% of ordinary rate (double time and a half), minimum 3 hours\n\n### Casual Loading\n\nCasual employees receive a **25% loading** on top of their ordinary hourly rate, compensating for the lack of paid leave, notice periods, and redundancy entitlements. A casual C14 employee, for example, earns AUD $30.35\u002Fhr under the 2025-26 rates.\n\n## Annual Leave\n\n### NES Minimum Entitlement (Fair Work Act 2009, s.87)\n\nFull-time employees are entitled to 4 weeks (20 days) of paid annual leave per year, accruing progressively throughout the year.\n\n**Shiftworkers** who regularly work on Sundays and public holidays are entitled to **5 weeks** of paid annual leave under the Manufacturing Award.\n\n### Annual Leave Loading\n\nUnder the Manufacturing Award, employees receive annual leave loading equal to the **greater of**:\n\n- **17.5%** of their ordinary rate of pay during the leave period; or\n- The shift\u002Fweekend penalty rates they would have received had they actually been working on those days.\n\nThis means that for workers regularly on afternoon or night shifts, the leave loading may exceed 17.5%.\n\n### Cashing Out Annual Leave\n\nAnnual leave may be cashed out by written agreement, subject to NES conditions: at least 4 weeks of accrued leave must remain after any cash-out, and payment must not be less than what would have been received for taking the leave.\n\n## Notice Periods (Fair Work Act 2009, s.117)\n\nThe NES sets minimum notice periods for employer-initiated termination. The Manufacturing Award does not provide notice periods above the NES minimum.\n\n| Years of continuous service | Minimum notice |\n|---|---|\n| Less than 1 year | 1 week |\n| 1 year to less than 3 years | 2 weeks |\n| 3 years to less than 5 years | 3 weeks |\n| 5 years or more | 4 weeks |\n| Over 45 years of age with 2+ years service | +1 week supplement |\n\n**Payment in lieu of notice** is permitted — the employer may pay out the notice period rather than require the employee to work it out.\n\nFor employee **resignations**, the same NES scale applies as a minimum.\n\n## Redundancy Pay (Fair Work Act 2009, Schedule 4, s.119)\n\nGenuine redundancy pay under the NES is calculated based on years of continuous service:\n\n| Years of continuous service | Weeks of redundancy pay |\n|---|---|\n| 1 year | 4 weeks |\n| 2 years | 6 weeks |\n| 3 years | 7 weeks |\n| 4 years | 8 weeks |\n| 5 years | 10 weeks |\n| 6 years | 11 weeks |\n| 7 years | 13 weeks |\n| 8 years | 14 weeks |\n| 9 years | 16 weeks |\n| 10 years or more | 12 weeks (capped) |\n\n**Small business employers** (fewer than 15 employees) are exempt from paying NES redundancy pay under s.121 of the Fair Work Act 2009.\n\n**Redundancy pay tax treatment:** Genuine redundancy payments receive concessional tax treatment under the Income Tax Assessment Act 1997. A tax-free amount applies (base amount of AUD $12,524 plus AUD $6,264 for each completed year of service for 2025-26). Amounts above the tax-free component are taxed as employment termination payments (ETPs) at concessional rates.\n\nThe Manufacturing Award does not provide redundancy entitlements above the NES statutory minimum.\n\n## Superannuation\n\nFrom **1 July 2025**, the Superannuation Guarantee (SG) rate is **12%** of ordinary time earnings under the Superannuation Guarantee (Administration) Act 1992. Your employer must pay this contribution into a complying superannuation fund.\n\n**Choice of super fund:** Under s.149A of the Fair Work Act 2009, employees may choose their own complying super fund. Your employer must pay into your chosen fund once notified.\n\nThe Manufacturing Award does not specify super provisions above the statutory SG rate. The standard 12% SG applies to all employees covered by the award.\n\n## Key Allowances\n\nThe Manufacturing Award provides various allowances on top of minimum rates. Some of the most common:\n\n| Allowance | Rate (AUD) | Condition |\n|---|---|---|\n| Tool allowance (tradesperson) | $0.47\u002Fhour | Employee supplies own tools |\n| Meal allowance | $18.38\u002Foccasion | Overtime without prior notice, meal not provided |\n| Leading hand (3–10 workers) | $46.76\u002Fweek | Supervising 3–10 workers |\n| Leading hand (11–20 workers) | $68.16\u002Fweek | Supervising 11–20 workers |\n| Leading hand (21+ workers) | $88.92\u002Fweek | Supervising 21 or more workers |\n| First aid allowance | $21.26\u002Fweek | Holder of first-aid qualification, responsible for first aid |\n\n*Allowance rates are adjusted periodically. Check the current Award or FWO pay guide for up-to-date values.*\n\n## State and Territory Variations\n\nThe Manufacturing and Associated Industries and Occupations Award 2020 is a **federal Modern Award** — the pay rates and NES entitlements apply uniformly in all states and territories. However, several entitlements are governed by state\u002Fterritory law and differ across jurisdictions:\n\n### Long Service Leave\n\nLong service leave entitlements vary significantly by state and territory:\n\n| State \u002F Territory | Qualifying period | Entitlement | Key legislation |\n|---|---|---|---|\n| New South Wales | 10 years | 2 months (approx. 8.667 weeks) | Long Service Leave Act 1955 |\n| Victoria | 7 years | 6.067 weeks; pro-rata after 7 years | Long Service Leave Act 2018 |\n| Queensland | 10 years | 8.667 weeks | Industrial Relations Act 2016, s.94 |\n| South Australia | 10 years | 13 weeks | Long Service Leave Act 1987 |\n| Western Australia | 10 years | 8.667 weeks | Long Service Leave Act 1958 |\n| Tasmania | 10 years | 8.667 weeks | Long Service Leave Act 1976 |\n| Australian Capital Territory | 7 years | 6.067 weeks | Long Service Leave Act 1976 |\n| Northern Territory | 10 years | 13 weeks | Long Service Leave Act 1981 |\n\nUse the **Long Service Leave tab** in the calculator above to estimate your entitlement in your state or territory.\n\n### State Public Holidays\n\nIn addition to federal public holidays (New Year's Day, Australia Day, Good Friday, Easter Saturday, Easter Monday, ANZAC Day, King's Birthday, Christmas Day, Boxing Day), each state has additional public holidays:\n\n- **Victoria:** Melbourne Cup Day (first Tuesday in November)\n- **Queensland:** EKKA Show Day (Brisbane)\n- **South Australia:** Adelaide Cup Race Day\n- **Western Australia:** Foundation Day (first Monday in June)\n- **Tasmania:** Eight Hours Day (second Monday in March)\n\nManufacturing employees are entitled to these additional state public holidays at award penalty rates (250% for day workers).\n\n### Workers Compensation\n\nWorkers compensation is state-administered. If you are injured at work, the applicable scheme depends on your state: icare (NSW), WorkSafe (VIC), WorkCover (QLD), ReturnToWork SA, WorkCover (WA), WorkCover (TAS), WorkSafe (ACT), NT WorkSafe.\n\n## Your Rights at Work\n\n### Unfair Dismissal (Fair Work Act 2009, s.382)\n\nIf you have been employed for at least **6 months** (or 12 months for small business employees), you may apply to the Fair Work Commission for an unfair dismissal remedy if your employment is terminated and you believe the dismissal was harsh, unjust or unreasonable.\n\n### General Protections (Fair Work Act 2009, Part 3-1)\n\nYou are protected from adverse action (including dismissal, demotion, or reduction in pay) for exercising a workplace right — such as making a complaint, taking sick leave, or joining a union.\n\n### Right of Entry\n\nUnion officials with an entry permit may enter your workplace to hold discussions with union members or investigate suspected Award breaches.\n\n### Dispute Resolution\n\nIf you believe your employer is not meeting Manufacturing Award requirements, you can:\n\n1. **Raise it directly** with your employer or HR\n2. **Contact your union** (the Australian Manufacturing Workers' Union (AMWU) or AWU represent many manufacturing workers)\n3. **Lodge a complaint** with the Fair Work Ombudsman: 13 13 94\n4. **Apply to the Fair Work Commission** for a dispute resolution order\n\n---\n\n*This article is for general information purposes only and does not constitute legal advice. For questions about your specific employment situation, contact your union, the Fair Work Ombudsman (1300 724 690) or a qualified employment lawyer.*\n","https:\u002F\u002Fpub-bdebbd2dad294475a2da0eb657815b6b.r2.dev\u002Fhero\u002Fe7983eaed6e4-197d3d.webp","Manufacturing worker checks award pay entitlements at factory workbench, Australia 2026",null,false,"PUBLISHED","en-AU","au","en","cmkzhdox400036svtxf9pwxzh","Manufacturing Award 2020 Pay Rates 2026 | Expert Zoom","Your guide to Manufacturing Award MA000010 pay rates, leave, redundancy and super entitlements for 2025-26. Free calculator included.","Manufacturing and Associated Industries Award pay rates entitlements 2026 Australia","e7983eaed6e4","9cc87197-5408-43dc-9de5-d740868a64f4",2027,[],{"draft":1155,"excerpt":34,"featured":1141,"metaTitle":1147,"countryCode":1144,"categorySlug":13,"languageCode":1145,"relatedTools":1156,"readingTimeMin":44,"metaDescription":1148},true,[52],380,0,"096850c3-8de2-44a8-a34a-9ad300652839","PASS","Submitted and indexed","2026-06-20T18:46:56.000Z","2026-06-28T12:20:45.686Z",3.99,"needs_improvement",3.3,"poor","good","2026-07-18T01:26:54.925Z","2026-05-29T11:55:01.272Z","2026-05-29T11:55:01.273Z","2026-07-24T16:29:44.040Z",{"id":1146,"name":767,"slug":769,"parentId":1140},{"id":1159,"first_name":1175,"name":1176,"slug":1177,"specialty":1178,"picture":1179},"Theo","Manning","theo-manning","Legal Advisor","theophile",[],[52],"\u003Cp>The Manufacturing and Associated Industries and Occupations Award 2020 (MA000010) is one of the most significant Modern Awards in Australia, covering a broad range of workers across the manufacturing sector — from entry-level process workers to professional engineers and scientists. If you work in a factory, on a production line, in a warehouse, or in a technical engineering role under a manufacturing employer, this award most likely sets the floor for your pay and conditions.\u003C\u002Fp>\n\u003Ch2 id=\"who-does-the-manufacturing-award-cover\">Who Does the Manufacturing Award Cover?\u003C\u002Fh2>\n\u003Cp>The Manufacturing and Associated Industries and Occupations Award 2020 applies to employers in the manufacturing industry and their employees who are covered by the award's scope. It applies to:\u003C\u002Fp>\n\u003Cul>\n\u003Cli>Production and process workers (factory hands, machine operators, assembly line workers)\u003C\u002Fli>\n\u003Cli>Warehouse and stores employees (including forklift operators and storepersons)\u003C\u002Fli>\n\u003Cli>Tradespeople (boilermakers, welders, fitters, turners, toolmakers, CNC machinists)\u003C\u002Fli>\n\u003Cli>Technical and engineering employees (engineering associates, draughtspersons, technical designers)\u003C\u002Fli>\n\u003Cli>Professional engineers and scientists working within manufacturing enterprises\u003C\u002Fli>\n\u003C\u002Ful>\n\u003Cp>The award does \u003Cstrong>not\u003C\u002Fstrong> apply to employees who are covered by another Modern Award or enterprise agreement. If you have an enterprise agreement in place, its terms apply instead — provided they meet the National Employment Standards (NES) minimums set out in the Fair Work Act 2009.\u003C\u002Fp>\n\u003Cdiv data-tool=\"cba-au-manufacturing-associated-industries-award-2020\">\u003C\u002Fdiv>\n\n\u003Ch2 id=\"pay-structure-and-classification-levels\">Pay Structure and Classification Levels\u003C\u002Fh2>\n\u003Cp>Every employee covered by the Manufacturing Award must be classified into one of 14 classification levels — C14 (lowest\u002Fentry-level) through to C1 (highest\u002Fprofessional). Your classification is determined by your actual duties and skills, not your job title. Employers must classify employees correctly and pay at least the minimum rate for their level.\u003C\u002Fp>\n\u003Ch3 id=\"minimum-hourly-rates-effective-1-july-2025\">Minimum Hourly Rates — Effective 1 July 2025\u003C\u002Fh3>\n\u003Cp>The Fair Work Commission (FWC) increased Manufacturing Award wages by 3.75% from 1 July 2025 following the Annual Wage Review 2024-25.\u003C\u002Fp>\n\u003Ctable>\n\u003Cthead>\n\u003Ctr>\n\u003Cth>Classification\u003C\u002Fth>\n\u003Cth>Typical Role\u003C\u002Fth>\n\u003Cth>Hourly Rate (AUD)\u003C\u002Fth>\n\u003Cth>Weekly Rate (38 hrs)\u003C\u002Fth>\n\u003C\u002Ftr>\n\u003C\u002Fthead>\n\u003Ctbody>\u003Ctr>\n\u003Ctd>C14\u003C\u002Ftd>\n\u003Ctd>Entry-level factory hand \u002F process worker\u003C\u002Ftd>\n\u003Ctd>$24.28\u003C\u002Ftd>\n\u003Ctd>$922.60\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003Ctr>\n\u003Ctd>C13\u003C\u002Ftd>\n\u003Ctd>Factory hand (experienced)\u003C\u002Ftd>\n\u003Ctd>$24.95\u003C\u002Ftd>\n\u003Ctd>$948.10\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003Ctr>\n\u003Ctd>C12\u003C\u002Ftd>\n\u003Ctd>Machine operator (general)\u003C\u002Ftd>\n\u003Ctd>$25.85\u003C\u002Ftd>\n\u003Ctd>$982.30\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003Ctr>\n\u003Ctd>C11\u003C\u002Ftd>\n\u003Ctd>Machine operator (specialist)\u003C\u002Ftd>\n\u003Ctd>$26.70\u003C\u002Ftd>\n\u003Ctd>$1,014.60\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003Ctr>\n\u003Ctd>C10\u003C\u002Ftd>\n\u003Ctd>Skilled operator \u002F storeperson \u002F forklift\u003C\u002Ftd>\n\u003Ctd>$28.12\u003C\u002Ftd>\n\u003Ctd>$1,068.60\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003Ctr>\n\u003Ctd>C9\u003C\u002Ftd>\n\u003Ctd>Production team leader \u002F advanced operator\u003C\u002Ftd>\n\u003Ctd>$29.00\u003C\u002Ftd>\n\u003Ctd>$1,102.00\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003Ctr>\n\u003Ctd>C8\u003C\u002Ftd>\n\u003Ctd>CNC operator \u002F advanced tradesperson\u003C\u002Ftd>\n\u003Ctd>$29.88\u003C\u002Ftd>\n\u003Ctd>$1,135.40\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003Ctr>\n\u003Ctd>C7\u003C\u002Ftd>\n\u003Ctd>Trade Certificate level\u003C\u002Ftd>\n\u003Ctd>$30.63\u003C\u002Ftd>\n\u003Ctd>$1,163.90\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003Ctr>\n\u003Ctd>C6\u003C\u002Ftd>\n\u003Ctd>Advanced tradesperson\u003C\u002Ftd>\n\u003Ctd>$32.23\u003C\u002Ftd>\n\u003Ctd>$1,224.70\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003Ctr>\n\u003Ctd>C5\u003C\u002Ftd>\n\u003Ctd>Engineering \u002F Technical Level 1\u003C\u002Ftd>\n\u003Ctd>$32.90\u003C\u002Ftd>\n\u003Ctd>$1,250.20\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003Ctr>\n\u003Ctd>C4\u003C\u002Ftd>\n\u003Ctd>Engineering \u002F Technical Level 2\u003C\u002Ftd>\n\u003Ctd>$33.78\u003C\u002Ftd>\n\u003Ctd>$1,283.60\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003Ctr>\n\u003Ctd>C3\u003C\u002Ftd>\n\u003Ctd>Engineering associate \u002F technical designer\u003C\u002Ftd>\n\u003Ctd>$35.55\u003C\u002Ftd>\n\u003Ctd>$1,350.90\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003Ctr>\n\u003Ctd>C2(a)\u003C\u002Ftd>\n\u003Ctd>Professional (diploma\u002Fdegree)\u003C\u002Ftd>\n\u003Ctd>$36.43\u003C\u002Ftd>\n\u003Ctd>$1,384.30\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003Ctr>\n\u003Ctd>C2(b)\u003C\u002Ftd>\n\u003Ctd>Professional advanced\u003C\u002Ftd>\n\u003Ctd>$37.50\u003C\u002Ftd>\n\u003Ctd>$1,425.00\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003Ctr>\n\u003Ctd>C1\u003C\u002Ftd>\n\u003Ctd>Professional engineer \u002F scientist\u003C\u002Ftd>\n\u003Ctd>$38.03\u003C\u002Ftd>\n\u003Ctd>$1,445.10\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003C\u002Ftbody>\u003C\u002Ftable>\n\u003Cp>\u003Cem>Source: Fair Work Commission, Manufacturing and Associated Industries and Occupations Award 2020 (MA000010). Effective 1 July 2025. All figures in AUD.\u003C\u002Fem>\u003C\u002Fp>\n\u003Cp>\u003Cstrong>Always verify current rates\u003C\u002Fstrong> using the official FWO Pay and Conditions Tool or the Fair Work Ombudsman pay guide for MA000010.\u003C\u002Fp>\n\u003Ch2 id=\"working-hours-overtime-and-penalty-rates\">Working Hours, Overtime and Penalty Rates\u003C\u002Fh2>\n\u003Ch3 id=\"ordinary-hours\">Ordinary Hours\u003C\u002Fh3>\n\u003Cp>Full-time employees under the Manufacturing Award work a maximum of 38 ordinary hours per week. Hours can be averaged over a roster cycle up to four weeks.\u003C\u002Fp>\n\u003Ch3 id=\"overtime\">Overtime\u003C\u002Fh3>\n\u003Cp>When employees work beyond ordinary hours, they must be paid:\u003C\u002Fp>\n\u003Cul>\n\u003Cli>\u003Cstrong>First 3 hours of overtime:\u003C\u002Fstrong> 150% of the ordinary hourly rate (time and a half)\u003C\u002Fli>\n\u003Cli>\u003Cstrong>Overtime after 3 hours:\u003C\u002Fstrong> 200% of the ordinary rate (double time)\u003C\u002Fli>\n\u003C\u002Ful>\n\u003Ch3 id=\"shift-penalties\">Shift Penalties\u003C\u002Fh3>\n\u003Cp>Many manufacturing operations run multiple shifts. Shift allowances under the award are:\u003C\u002Fp>\n\u003Cul>\n\u003Cli>\u003Cstrong>Afternoon shift\u003C\u002Fstrong> (regular shift finishing after 6:00 pm and at or before midnight): 15% loading above ordinary rate\u003C\u002Fli>\n\u003Cli>\u003Cstrong>Permanent night shift\u003C\u002Fstrong> (regular night shift): 30% loading above ordinary rate\u003C\u002Fli>\n\u003C\u002Ful>\n\u003Ch3 id=\"weekend-and-public-holiday-rates\">Weekend and Public Holiday Rates\u003C\u002Fh3>\n\u003Cul>\n\u003Cli>\u003Cstrong>Saturday:\u003C\u002Fstrong> 150% of ordinary rate (time and a half)\u003C\u002Fli>\n\u003Cli>\u003Cstrong>Sunday:\u003C\u002Fstrong> 200% of ordinary rate (double time)\u003C\u002Fli>\n\u003Cli>\u003Cstrong>Public holidays:\u003C\u002Fstrong> 250% of ordinary rate (double time and a half), minimum 3 hours\u003C\u002Fli>\n\u003C\u002Ful>\n\u003Ch3 id=\"casual-loading\">Casual Loading\u003C\u002Fh3>\n\u003Cp>Casual employees receive a \u003Cstrong>25% loading\u003C\u002Fstrong> on top of their ordinary hourly rate, compensating for the lack of paid leave, notice periods, and redundancy entitlements. A casual C14 employee, for example, earns AUD $30.35\u002Fhr under the 2025-26 rates.\u003C\u002Fp>\n\u003Ch2 id=\"annual-leave\">Annual Leave\u003C\u002Fh2>\n\u003Ch3 id=\"nes-minimum-entitlement-fair-work-act-2009-s-87\">NES Minimum Entitlement (Fair Work Act 2009, s.87)\u003C\u002Fh3>\n\u003Cp>Full-time employees are entitled to 4 weeks (20 days) of paid annual leave per year, accruing progressively throughout the year.\u003C\u002Fp>\n\u003Cp>\u003Cstrong>Shiftworkers\u003C\u002Fstrong> who regularly work on Sundays and public holidays are entitled to \u003Cstrong>5 weeks\u003C\u002Fstrong> of paid annual leave under the Manufacturing Award.\u003C\u002Fp>\n\u003Ch3 id=\"annual-leave-loading\">Annual Leave Loading\u003C\u002Fh3>\n\u003Cp>Under the Manufacturing Award, employees receive annual leave loading equal to the \u003Cstrong>greater of\u003C\u002Fstrong>:\u003C\u002Fp>\n\u003Cul>\n\u003Cli>\u003Cstrong>17.5%\u003C\u002Fstrong> of their ordinary rate of pay during the leave period; or\u003C\u002Fli>\n\u003Cli>The shift\u002Fweekend penalty rates they would have received had they actually been working on those days.\u003C\u002Fli>\n\u003C\u002Ful>\n\u003Cp>This means that for workers regularly on afternoon or night shifts, the leave loading may exceed 17.5%.\u003C\u002Fp>\n\u003Ch3 id=\"cashing-out-annual-leave\">Cashing Out Annual Leave\u003C\u002Fh3>\n\u003Cp>Annual leave may be cashed out by written agreement, subject to NES conditions: at least 4 weeks of accrued leave must remain after any cash-out, and payment must not be less than what would have been received for taking the leave.\u003C\u002Fp>\n\u003Ch2 id=\"notice-periods-fair-work-act-2009-s-117\">Notice Periods (Fair Work Act 2009, s.117)\u003C\u002Fh2>\n\u003Cp>The NES sets minimum notice periods for employer-initiated termination. The Manufacturing Award does not provide notice periods above the NES minimum.\u003C\u002Fp>\n\u003Ctable>\n\u003Cthead>\n\u003Ctr>\n\u003Cth>Years of continuous service\u003C\u002Fth>\n\u003Cth>Minimum notice\u003C\u002Fth>\n\u003C\u002Ftr>\n\u003C\u002Fthead>\n\u003Ctbody>\u003Ctr>\n\u003Ctd>Less than 1 year\u003C\u002Ftd>\n\u003Ctd>1 week\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003Ctr>\n\u003Ctd>1 year to less than 3 years\u003C\u002Ftd>\n\u003Ctd>2 weeks\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003Ctr>\n\u003Ctd>3 years to less than 5 years\u003C\u002Ftd>\n\u003Ctd>3 weeks\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003Ctr>\n\u003Ctd>5 years or more\u003C\u002Ftd>\n\u003Ctd>4 weeks\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003Ctr>\n\u003Ctd>Over 45 years of age with 2+ years service\u003C\u002Ftd>\n\u003Ctd>+1 week supplement\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003C\u002Ftbody>\u003C\u002Ftable>\n\u003Cp>\u003Cstrong>Payment in lieu of notice\u003C\u002Fstrong> is permitted — the employer may pay out the notice period rather than require the employee to work it out.\u003C\u002Fp>\n\u003Cp>For employee \u003Cstrong>resignations\u003C\u002Fstrong>, the same NES scale applies as a minimum.\u003C\u002Fp>\n\u003Ch2 id=\"redundancy-pay-fair-work-act-2009-schedule-4-s-119\">Redundancy Pay (Fair Work Act 2009, Schedule 4, s.119)\u003C\u002Fh2>\n\u003Cp>Genuine redundancy pay under the NES is calculated based on years of continuous service:\u003C\u002Fp>\n\u003Ctable>\n\u003Cthead>\n\u003Ctr>\n\u003Cth>Years of continuous service\u003C\u002Fth>\n\u003Cth>Weeks of redundancy pay\u003C\u002Fth>\n\u003C\u002Ftr>\n\u003C\u002Fthead>\n\u003Ctbody>\u003Ctr>\n\u003Ctd>1 year\u003C\u002Ftd>\n\u003Ctd>4 weeks\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003Ctr>\n\u003Ctd>2 years\u003C\u002Ftd>\n\u003Ctd>6 weeks\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003Ctr>\n\u003Ctd>3 years\u003C\u002Ftd>\n\u003Ctd>7 weeks\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003Ctr>\n\u003Ctd>4 years\u003C\u002Ftd>\n\u003Ctd>8 weeks\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003Ctr>\n\u003Ctd>5 years\u003C\u002Ftd>\n\u003Ctd>10 weeks\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003Ctr>\n\u003Ctd>6 years\u003C\u002Ftd>\n\u003Ctd>11 weeks\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003Ctr>\n\u003Ctd>7 years\u003C\u002Ftd>\n\u003Ctd>13 weeks\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003Ctr>\n\u003Ctd>8 years\u003C\u002Ftd>\n\u003Ctd>14 weeks\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003Ctr>\n\u003Ctd>9 years\u003C\u002Ftd>\n\u003Ctd>16 weeks\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003Ctr>\n\u003Ctd>10 years or more\u003C\u002Ftd>\n\u003Ctd>12 weeks (capped)\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003C\u002Ftbody>\u003C\u002Ftable>\n\u003Cp>\u003Cstrong>Small business employers\u003C\u002Fstrong> (fewer than 15 employees) are exempt from paying NES redundancy pay under s.121 of the Fair Work Act 2009.\u003C\u002Fp>\n\u003Cp>\u003Cstrong>Redundancy pay tax treatment:\u003C\u002Fstrong> Genuine redundancy payments receive concessional tax treatment under the Income Tax Assessment Act 1997. A tax-free amount applies (base amount of AUD $12,524 plus AUD $6,264 for each completed year of service for 2025-26). Amounts above the tax-free component are taxed as employment termination payments (ETPs) at concessional rates.\u003C\u002Fp>\n\u003Cp>The Manufacturing Award does not provide redundancy entitlements above the NES statutory minimum.\u003C\u002Fp>\n\u003Ch2 id=\"superannuation\">Superannuation\u003C\u002Fh2>\n\u003Cp>From \u003Cstrong>1 July 2025\u003C\u002Fstrong>, the Superannuation Guarantee (SG) rate is \u003Cstrong>12%\u003C\u002Fstrong> of ordinary time earnings under the Superannuation Guarantee (Administration) Act 1992. Your employer must pay this contribution into a complying superannuation fund.\u003C\u002Fp>\n\u003Cp>\u003Cstrong>Choice of super fund:\u003C\u002Fstrong> Under s.149A of the Fair Work Act 2009, employees may choose their own complying super fund. Your employer must pay into your chosen fund once notified.\u003C\u002Fp>\n\u003Cp>The Manufacturing Award does not specify super provisions above the statutory SG rate. The standard 12% SG applies to all employees covered by the award.\u003C\u002Fp>\n\u003Ch2 id=\"key-allowances\">Key Allowances\u003C\u002Fh2>\n\u003Cp>The Manufacturing Award provides various allowances on top of minimum rates. Some of the most common:\u003C\u002Fp>\n\u003Ctable>\n\u003Cthead>\n\u003Ctr>\n\u003Cth>Allowance\u003C\u002Fth>\n\u003Cth>Rate (AUD)\u003C\u002Fth>\n\u003Cth>Condition\u003C\u002Fth>\n\u003C\u002Ftr>\n\u003C\u002Fthead>\n\u003Ctbody>\u003Ctr>\n\u003Ctd>Tool allowance (tradesperson)\u003C\u002Ftd>\n\u003Ctd>$0.47\u002Fhour\u003C\u002Ftd>\n\u003Ctd>Employee supplies own tools\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003Ctr>\n\u003Ctd>Meal allowance\u003C\u002Ftd>\n\u003Ctd>$18.38\u002Foccasion\u003C\u002Ftd>\n\u003Ctd>Overtime without prior notice, meal not provided\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003Ctr>\n\u003Ctd>Leading hand (3–10 workers)\u003C\u002Ftd>\n\u003Ctd>$46.76\u002Fweek\u003C\u002Ftd>\n\u003Ctd>Supervising 3–10 workers\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003Ctr>\n\u003Ctd>Leading hand (11–20 workers)\u003C\u002Ftd>\n\u003Ctd>$68.16\u002Fweek\u003C\u002Ftd>\n\u003Ctd>Supervising 11–20 workers\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003Ctr>\n\u003Ctd>Leading hand (21+ workers)\u003C\u002Ftd>\n\u003Ctd>$88.92\u002Fweek\u003C\u002Ftd>\n\u003Ctd>Supervising 21 or more workers\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003Ctr>\n\u003Ctd>First aid allowance\u003C\u002Ftd>\n\u003Ctd>$21.26\u002Fweek\u003C\u002Ftd>\n\u003Ctd>Holder of first-aid qualification, responsible for first aid\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003C\u002Ftbody>\u003C\u002Ftable>\n\u003Cp>\u003Cem>Allowance rates are adjusted periodically. Check the current Award or FWO pay guide for up-to-date values.\u003C\u002Fem>\u003C\u002Fp>\n\u003Ch2 id=\"state-and-territory-variations\">State and Territory Variations\u003C\u002Fh2>\n\u003Cp>The Manufacturing and Associated Industries and Occupations Award 2020 is a \u003Cstrong>federal Modern Award\u003C\u002Fstrong> — the pay rates and NES entitlements apply uniformly in all states and territories. However, several entitlements are governed by state\u002Fterritory law and differ across jurisdictions:\u003C\u002Fp>\n\u003Ch3 id=\"long-service-leave\">Long Service Leave\u003C\u002Fh3>\n\u003Cp>Long service leave entitlements vary significantly by state and territory:\u003C\u002Fp>\n\u003Ctable>\n\u003Cthead>\n\u003Ctr>\n\u003Cth>State \u002F Territory\u003C\u002Fth>\n\u003Cth>Qualifying period\u003C\u002Fth>\n\u003Cth>Entitlement\u003C\u002Fth>\n\u003Cth>Key legislation\u003C\u002Fth>\n\u003C\u002Ftr>\n\u003C\u002Fthead>\n\u003Ctbody>\u003Ctr>\n\u003Ctd>New South Wales\u003C\u002Ftd>\n\u003Ctd>10 years\u003C\u002Ftd>\n\u003Ctd>2 months (approx. 8.667 weeks)\u003C\u002Ftd>\n\u003Ctd>Long Service Leave Act 1955\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003Ctr>\n\u003Ctd>Victoria\u003C\u002Ftd>\n\u003Ctd>7 years\u003C\u002Ftd>\n\u003Ctd>6.067 weeks; pro-rata after 7 years\u003C\u002Ftd>\n\u003Ctd>Long Service Leave Act 2018\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003Ctr>\n\u003Ctd>Queensland\u003C\u002Ftd>\n\u003Ctd>10 years\u003C\u002Ftd>\n\u003Ctd>8.667 weeks\u003C\u002Ftd>\n\u003Ctd>Industrial Relations Act 2016, s.94\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003Ctr>\n\u003Ctd>South Australia\u003C\u002Ftd>\n\u003Ctd>10 years\u003C\u002Ftd>\n\u003Ctd>13 weeks\u003C\u002Ftd>\n\u003Ctd>Long Service Leave Act 1987\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003Ctr>\n\u003Ctd>Western Australia\u003C\u002Ftd>\n\u003Ctd>10 years\u003C\u002Ftd>\n\u003Ctd>8.667 weeks\u003C\u002Ftd>\n\u003Ctd>Long Service Leave Act 1958\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003Ctr>\n\u003Ctd>Tasmania\u003C\u002Ftd>\n\u003Ctd>10 years\u003C\u002Ftd>\n\u003Ctd>8.667 weeks\u003C\u002Ftd>\n\u003Ctd>Long Service Leave Act 1976\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003Ctr>\n\u003Ctd>Australian Capital Territory\u003C\u002Ftd>\n\u003Ctd>7 years\u003C\u002Ftd>\n\u003Ctd>6.067 weeks\u003C\u002Ftd>\n\u003Ctd>Long Service Leave Act 1976\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003Ctr>\n\u003Ctd>Northern Territory\u003C\u002Ftd>\n\u003Ctd>10 years\u003C\u002Ftd>\n\u003Ctd>13 weeks\u003C\u002Ftd>\n\u003Ctd>Long Service Leave Act 1981\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003C\u002Ftbody>\u003C\u002Ftable>\n\u003Cp>Use the \u003Cstrong>Long Service Leave tab\u003C\u002Fstrong> in the calculator above to estimate your entitlement in your state or territory.\u003C\u002Fp>\n\u003Ch3 id=\"state-public-holidays\">State Public Holidays\u003C\u002Fh3>\n\u003Cp>In addition to federal public holidays (New Year's Day, Australia Day, Good Friday, Easter Saturday, Easter Monday, ANZAC Day, King's Birthday, Christmas Day, Boxing Day), each state has additional public holidays:\u003C\u002Fp>\n\u003Cul>\n\u003Cli>\u003Cstrong>Victoria:\u003C\u002Fstrong> Melbourne Cup Day (first Tuesday in November)\u003C\u002Fli>\n\u003Cli>\u003Cstrong>Queensland:\u003C\u002Fstrong> EKKA Show Day (Brisbane)\u003C\u002Fli>\n\u003Cli>\u003Cstrong>South Australia:\u003C\u002Fstrong> Adelaide Cup Race Day\u003C\u002Fli>\n\u003Cli>\u003Cstrong>Western Australia:\u003C\u002Fstrong> Foundation Day (first Monday in June)\u003C\u002Fli>\n\u003Cli>\u003Cstrong>Tasmania:\u003C\u002Fstrong> Eight Hours Day (second Monday in March)\u003C\u002Fli>\n\u003C\u002Ful>\n\u003Cp>Manufacturing employees are entitled to these additional state public holidays at award penalty rates (250% for day workers).\u003C\u002Fp>\n\u003Ch3 id=\"workers-compensation\">Workers Compensation\u003C\u002Fh3>\n\u003Cp>Workers compensation is state-administered. If you are injured at work, the applicable scheme depends on your state: icare (NSW), WorkSafe (VIC), WorkCover (QLD), ReturnToWork SA, WorkCover (WA), WorkCover (TAS), WorkSafe (ACT), NT WorkSafe.\u003C\u002Fp>\n\u003Ch2 id=\"your-rights-at-work\">Your Rights at Work\u003C\u002Fh2>\n\u003Ch3 id=\"unfair-dismissal-fair-work-act-2009-s-382\">Unfair Dismissal (Fair Work Act 2009, s.382)\u003C\u002Fh3>\n\u003Cp>If you have been employed for at least \u003Cstrong>6 months\u003C\u002Fstrong> (or 12 months for small business employees), you may apply to the Fair Work Commission for an unfair dismissal remedy if your employment is terminated and you believe the dismissal was harsh, unjust or unreasonable.\u003C\u002Fp>\n\u003Ch3 id=\"general-protections-fair-work-act-2009-part-3-1\">General Protections (Fair Work Act 2009, Part 3-1)\u003C\u002Fh3>\n\u003Cp>You are protected from adverse action (including dismissal, demotion, or reduction in pay) for exercising a workplace right — such as making a complaint, taking sick leave, or joining a union.\u003C\u002Fp>\n\u003Ch3 id=\"right-of-entry\">Right of Entry\u003C\u002Fh3>\n\u003Cp>Union officials with an entry permit may enter your workplace to hold discussions with union members or investigate suspected Award breaches.\u003C\u002Fp>\n\u003Ch3 id=\"dispute-resolution\">Dispute Resolution\u003C\u002Fh3>\n\u003Cp>If you believe your employer is not meeting Manufacturing Award requirements, you can:\u003C\u002Fp>\n\u003Col>\n\u003Cli>\u003Cstrong>Raise it directly\u003C\u002Fstrong> with your employer or HR\u003C\u002Fli>\n\u003Cli>\u003Cstrong>Contact your union\u003C\u002Fstrong> (the Australian Manufacturing Workers' Union (AMWU) or AWU represent many manufacturing workers)\u003C\u002Fli>\n\u003Cli>\u003Cstrong>Lodge a complaint\u003C\u002Fstrong> with the Fair Work Ombudsman: 13 13 94\u003C\u002Fli>\n\u003Cli>\u003Cstrong>Apply to the Fair Work Commission\u003C\u002Fstrong> for a dispute resolution order\u003C\u002Fli>\n\u003C\u002Fol>\n\u003Chr>\n\u003Cp>\u003Cem>This article is for general information purposes only and does not constitute legal advice. For questions about your specific employment situation, contact your union, the Fair Work Ombudsman (1300 724 690) or a qualified employment lawyer.\u003C\u002Fem>\u003C\u002Fp>\n",[],[1185,1193,1200,1207,1214,1221,1228,1235,1242,1249,1256,1263,1270,1277,1284,1291,1298,1305,1312,1319,1326,1333,1340,1347,1354,1359,1366,1373,1380,1387,1392,1397,1402,1407,1412,1419,1426,1433,1440,1447,1454,1461,1468,1475,1480,1487,1494,1501,1508,1515,1522,1529,1536,1543,1550,1557,1564,1571,1578,1585,1592,1599,1606,1613,1620,1627,1634,1641,1648,1655,1662,1669,1677,1684,1691,1698,1705,1712,1719,1724,1731,1738,1745,1752,1759,1766,1773,1780,1787,1794,1801,1808,1815,1822,1829,1836,1843,1850,1857,1864,1871,1878,1885,1892,1899,1906,1913,1920,1927,1934,1941,1948,1955,1962,1969,1976,1983,1990,1997,2005,2012,2019,2026,2033,2040,2047,2054,2061,2068,2074,2081,2088,2095,2102,2109,2115,2122,2129,2136,2143,2150,2157,2164,2171,2178,2185,2192,2200,2207,2214,2221,2228,2236,2243,2250,2257,2264,2271,2278,2285,2292,2300,2307,2314,2321,2328,2335,2342,2350,2357,2364,2371,2377,2384,2391,2399,2406,2413,2420,2427,2434,2441,2448,2456,2463,2470,2477,2484,2491,2498,2505,2512,2517,2521,2528,2535,2541,2547,2553,2559],{"seo_content":1186,"id":1188,"name":1189,"slug":1190,"parentId":1191,"lang":1143,"_count":1192},[1187],{"page_slug":1140},"cmkzhjdpl00bfwf4fcjy5ywib","Orthopedic 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Medicine","sports-medicine",{"experts":1158},{"seo_content":1250,"id":1252,"name":1253,"slug":1254,"parentId":1191,"lang":1143,"_count":1255},[1251],{"page_slug":1140},"cmkzhje4n00cfwf4fhqimlkx7","Dermatology","dermatologists",{"experts":1158},{"seo_content":1257,"id":1259,"name":1260,"slug":1261,"parentId":1191,"lang":1143,"_count":1262},[1258],{"page_slug":1140},"cmkzhje3000cbwf4fk5v7pq15","Emergency Medicine","emergency-medicine",{"experts":1158},{"seo_content":1264,"id":1266,"name":1267,"slug":1268,"parentId":1191,"lang":1143,"_count":1269},[1265],{"page_slug":1140},"cmkzhjdzm00c3wf4fxx8ypdci","Hematology","hematologists",{"experts":1158},{"seo_content":1271,"id":1273,"name":1274,"slug":1275,"parentId":1191,"lang":1143,"_count":1276},[1272],{"page_slug":1140},"cmkzhjds300blwf4f58xvfvxg","Tropical Medicine","tropical-medicine",{"experts":1158},{"seo_content":1278,"id":1280,"name":1281,"slug":1282,"parentId":1191,"lang":1143,"_count":1283},[1279],{"page_slug":1140},"cmkzhjdw900bvwf4ftopt7oe7","Rheumatology","rheumatologists",{"experts":1158},{"seo_content":1285,"id":1287,"name":1288,"slug":1289,"parentId":1191,"lang":1143,"_count":1290},[1286],{"page_slug":1140},"cmkzhje1c00c7wf4fnwh4vh9w","Pulmonology","pulmonologists",{"experts":1158},{"seo_content":1292,"id":1294,"name":1295,"slug":1296,"parentId":1191,"lang":1143,"_count":1297},[1293],{"page_slug":1140},"cmkzhje2600c9wf4f1h7cc2do","Ophthalmology","ophthalmologists",{"experts":1158},{"seo_content":1299,"id":1301,"name":1302,"slug":1303,"parentId":1191,"lang":1143,"_count":1304},[1300],{"page_slug":1140},"cmkzhjdys00c1wf4f4gpxdy5z","Gynecology","gynecologists",{"experts":1158},{"seo_content":1306,"id":1308,"name":1309,"slug":1310,"parentId":1191,"lang":1143,"_count":1311},[1307],{"page_slug":1140},"cmkzhjdxx00bzwf4f1xr6clxa","Nephrology","nephrologists",{"experts":1158},{"seo_content":1313,"id":1315,"name":1316,"slug":1317,"parentId":1191,"lang":1143,"_count":1318},[1314],{"page_slug":1140},"cmkzhjdr900bjwf4fy8gnppth","ENT","ent-specialists",{"experts":1158},{"seo_content":1320,"id":1322,"name":1323,"slug":1324,"parentId":1191,"lang":1143,"_count":1325},[1321],{"page_slug":1140},"cmkzhjdx300bxwf4fxbjutejs","General Medicine","general-practitioners",{"experts":1158},{"seo_content":1327,"id":1329,"name":1330,"slug":1331,"parentId":1191,"lang":1143,"_count":1332},[1328],{"page_slug":1140},"cmkzhje7500clwf4fzb09du2d","Prenatal Yoga","prenatal-yoga-teachers",{"experts":1158},{"seo_content":1334,"id":1336,"name":1337,"slug":1338,"parentId":1191,"lang":1143,"_count":1339},[1335],{"page_slug":1140},"cmkzhjedr00d1wf4fyq37qmth","Yoga for Beginners","yoga-teachers-beginners",{"experts":1158},{"seo_content":1341,"id":1343,"name":1344,"slug":1345,"parentId":1191,"lang":1143,"_count":1346},[1342],{"page_slug":1140},"cmkzhje8s00cpwf4frae5c2iw","Yoga and Meditation","yoga-meditation-teachers",{"experts":1158},{"seo_content":1348,"id":1350,"name":1351,"slug":1352,"parentId":1191,"lang":1143,"_count":1353},[1349],{"page_slug":1140},"cmkzhjeg900d7wf4flpu9rdwa","Yoga for 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Children","yoga-teachers-children",{"experts":1158},{"seo_content":1476,"id":1478,"name":783,"slug":785,"parentId":1191,"lang":1143,"_count":1479},[1477],{"page_slug":1140},"cmkzhjdkk00b3wf4fmlmthysc",{"experts":1158},{"seo_content":1481,"id":1483,"name":1484,"slug":1485,"parentId":1146,"lang":1143,"_count":1486},[1482],{"page_slug":1140},"cmkzhjf2q00enwf4f6fl4smqq","Real Estate Law","real-estate-law",{"experts":1158},{"seo_content":1488,"id":1490,"name":1491,"slug":1492,"parentId":1146,"lang":1143,"_count":1493},[1489],{"page_slug":1140},"cmkzhjew300e7wf4frk5vj5qr","Inheritance","inheritance-law",{"experts":1158},{"seo_content":1495,"id":1497,"name":1498,"slug":1499,"parentId":1146,"lang":1143,"_count":1500},[1496],{"page_slug":1140},"cmkzhjer300dvwf4fqyixz1x7","Digital Law","digital-law",{"experts":1158},{"seo_content":1502,"id":1504,"name":1505,"slug":1506,"parentId":1146,"lang":1143,"_count":1507},[1503],{"page_slug":1140},"cmkzhjeom00dpwf4futpvq0bi","Commercial 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Work Act 2026: Three Changes That Rewrite Your Workplace Rights","Three changes to the Fair Work Act — the right to disconnect, a new casual conversion pathway, and limits on fixed-term contracts — are now fully operational across Australia in 2026. Together, they r","Three changes to the Fair Work Act — the right to disconnect, a new casual conversion pathway, and limits on fixed-term contracts — are now fully operational across Australia in 2026. Together, they represent the most significant rewrite of Australian workplace law since the Fair Work Act 2009 was first enacted. Whether you are a worker navigating an \"always-on\" workplace or an employer updating employment contracts, these provisions carry real legal weight. Civil penalties for breaches can reach $82,500 per contravention for corporations, and the Fair Work Commission (FWC) has already begun receiving hundreds of disputes under the new framework.\n\n\u003Cdiv class=\"stat-grid\">\n  \u003Cdiv class=\"stat-card\">\n    \u003Cdiv class=\"stat-value\">$82,500\u003C\u002Fdiv>\n    \u003Cdiv class=\"stat-label\">Max penalty per breach (corporations)\u003C\u002Fdiv>\n    \u003Cdiv class=\"stat-source\">Fair Work Act 2009, civil penalty provisions\u003C\u002Fdiv>\n  \u003C\u002Fdiv>\n  \u003Cdiv class=\"stat-card\">\n    \u003Cdiv class=\"stat-value\">2 years\u003C\u002Fdiv>\n    \u003Cdiv class=\"stat-label\">Fixed-term contract cap (maximum duration)\u003C\u002Fdiv>\n    \u003Cdiv class=\"stat-source\">Fair Work Act, s.333E, in force Dec 2023\u003C\u002Fdiv>\n  \u003C\u002Fdiv>\n  \u003Cdiv class=\"stat-card\">\n    \u003Cdiv class=\"stat-value\">12 months\u003C\u002Fdiv>\n    \u003Cdiv class=\"stat-label\">Qualifying period for casual conversion request\u003C\u002Fdiv>\n    \u003Cdiv class=\"stat-source\">Fair Work Act, s.66A, in force Aug 2024\u003C\u002Fdiv>\n  \u003C\u002Fdiv>\n\u003C\u002Fdiv>\n\n\n## The Right to Disconnect: What Changed on 26 August 2025\n\nThe right to disconnect came into force for large employers (those with 15 or more employees) on 26 August 2024. Small businesses gained the same obligation on 26 August 2025. Under sections 333M to 333Q of the Fair Work Act 2009, employees now have a protected right to refuse monitoring, reading, or responding to employer contact outside their ordinary working hours — provided that refusal is not unreasonable in the circumstances.\n\nThe law does not prohibit employers from making contact. It prohibits adverse action against an employee who refuses to engage with that contact. Adverse action includes dismissal, demotion, reducing hours, and any form of retaliation. An employee who is disciplined for ignoring a 10 pm email can bring a general protections claim before the FWC under the existing adverse action framework, now bolstered by the specific right to disconnect protections.\n\n**What counts as \"unreasonable refusal\" is context-dependent.** The FWC assesses each situation by weighing the reason for the contact, whether the employee is compensated for being available outside hours, the disruption to the employee's personal circumstances, and the nature of the role. A doctor on-call under a formal arrangement stands in a different position to an office worker who receives occasional after-hours emails from their manager.\n\n> \"The right to disconnect is not a blanket prohibition on out-of-hours contact — it is a protection against the expectation of an immediate response. Employers who rely on informal 'always-on' cultures now face real legal exposure if they take action against employees who exercise this right.\"\n> — Employment law perspective, consistent with Fair Work Commission guidance\n\n\n## Casual Conversion in 2026: A Worker-Initiated Right\n\n![Two professionals across a meeting table in a Melbourne law office, one signing a casual employment conversion letter, the other reviewing the employer agreement, natural daylight, decisive professional moment](https:\u002F\u002Fpub-bdebbd2dad294475a2da0eb657815b6b.r2.dev\u002Fhero\u002Fe6dc15e66fc1-inline-1-2d9523.webp)\n\nThe casual conversion framework underwent a fundamental shift with the Fair Work Legislation Amendment (Closing Loopholes) Act 2023. Under the pre-2024 regime, conversion was employer-driven: after 12 months, employers were obligated to offer conversion to eligible casuals. The new model, operational since 27 August 2024, places that power with the employee.\n\nAn employee who has worked as a casual for 12 months or more and whose employment pattern suggests a \"regular and systematic\" arrangement can now make a written conversion request directly to their employer under section 66A of the Fair Work Act. The employer must respond in writing within 21 days, either accepting or refusing on specified grounds.\n\nThe Fair Work Act recognises only narrow grounds for refusal:\n\n- The employee does not meet the definition of a \"regular casual employee\" (their pattern of work is genuinely irregular or ad hoc)\n- Accepting the request would result in a significant adjustment to the employer's operations\n- The position will cease to exist within 12 months\n- Hours and days would significantly reduce within 12 months\n- There are no comparable permanent positions available\n\nAn employer cannot simply refuse because they prefer the workforce flexibility that casual arrangements provide. Unjustified refusals expose employers to FWC proceedings and potential penalties. The [Fair Work Commission's approach to junior rates in 2026](https:\u002F\u002Fexpert-zoom.com\u002Fau\u002Fnews\u002Ffair-work-commission-junior-rates-2026-australia-young-workers) illustrates how the Commission continues to prioritise worker protections across employment classifications.\n\n**À retenir:** A casual employee with 12 months of regular rostered shifts has an enforceable right to request conversion. \"Regular and systematic\" does not require identical hours each week — a consistent pattern of shifts, even if varying in length, typically qualifies.\n\n\n## Fixed-Term Contract Limits: The Two-Year Cap and Its Exceptions\n\n![An Anglo-Australian man in business casual attire reviewing a fixed-term contract on a laptop at a modern Brisbane open-plan office, midday light, thoughtful expression](https:\u002F\u002Fpub-bdebbd2dad294475a2da0eb657815b6b.r2.dev\u002Fhero\u002Fe6dc15e66fc1-inline-2-2d9523.webp)\n\nFrom 6 December 2023, the Fair Work Act introduced hard limits on fixed-term contracts under sections 333E to 333J. The core rule is straightforward: a fixed-term contract cannot cover a period of more than two years in total, including any extensions or renewals. Employers also cannot engage the same employee on two or more consecutive fixed-term contracts for the same or substantially similar role if doing so would result in a total engagement exceeding two years.\n\nAnti-avoidance provisions close the obvious loopholes. An employer cannot structure an arrangement through a third-party labour hire company to circumvent the caps, nor can they use a short break between contracts to \"reset the clock\" if the intent is to keep the employee in an indefinite fixed-term engagement.\n\nThe following table summarises what is and is not permitted:\n\n| Scenario | Permitted? |\n|---|---|\n| Single fixed-term contract, 18 months | Yes |\n| Two consecutive contracts, 1 year each, same role | No (total exceeds 2 years) |\n| Fixed-term contract + extension totalling 2.5 years | No |\n| Fixed-term contract, then conversion to permanent | Yes |\n| Renewed contract after genuine restructure of role | Assessed case by case |\n| Contract for specific task with no fixed end date | Not a fixed-term contract; caps do not apply |\n\n**Key exemptions** apply for high-income earners above the annual earnings threshold (currently $175,000 for 2025–26), specialist roles governed by specific government programs, training arrangements, and certain seasonal positions. Employers relying on exemptions should document the basis carefully, as the burden of proof rests with the employer in any FWC proceedings.\n\n\n## How the Fair Work Commission Handles Disputes Under the New Framework\n\nThe Fair Work Commission (FWC) is the primary dispute resolution body for all three areas. Its general powers allow it to issue orders, impose civil penalties, and award compensation. The process is designed to be accessible without legal representation, though legal advisers become valuable once the dispute reaches formal hearing stage.\n\nFor right to disconnect disputes, an employee who believes they have been subjected to adverse action must file an application within 21 calendar days of the alleged adverse action. The FWC first attempts conciliation; if that fails, the matter proceeds to arbitration. The Commission can order reinstatement, compensation, or a declaration that the employer contravened the Act.\n\nFor casual conversion disputes, an employer's failure to respond within 21 days to a conversion request, or an unreasonable refusal, can be referred to the FWC for conciliation and, if necessary, determination. For fixed-term contract breaches, penalties can be sought by either the FWC or the employee, and affected employees may also claim the benefit of a permanent contract if a fixed-term arrangement is found to contravene the caps.\n\nUnderstanding your [rights on public holidays and penalty rates](https:\u002F\u002Fexpert-zoom.com\u002Fau\u002Fnews\u002Fanzac-day-2026-public-holiday-saturday-penalty-rates-entitlements-workers-employers) alongside these protections gives employees a fuller picture of the Fair Work Act's protections in practice.\n\n\n## Practical Compliance Steps for Employers\n\nCompliance with the Fair Work Act's 2026 obligations is not a one-time box-ticking exercise. Each of the three areas requires specific operational changes.\n\n**For the right to disconnect:**\n\n1. Audit current communication expectations. If your internal culture assumes responses to messages sent after hours, that expectation is now legally problematic.\n2. Update employment contracts and workplace policies to acknowledge the right to disconnect and specify the narrow circumstances (genuine emergencies, on-call arrangements with compensation) where out-of-hours response is expected.\n3. Train managers. The most common breach scenario is a manager penalising an employee informally — through exclusion, workload adjustments, or negative performance assessments — rather than formal disciplinary action.\n4. Document any legitimate on-call arrangements, including the additional compensation paid for availability.\n\n**For casual conversion:**\n\n1. Identify all casual employees with 12 or more months of service who work a regular or systematic pattern.\n2. Assess whether their engagement pattern would qualify them to make a conversion request.\n3. Develop a written response process for conversion requests, including the template for refusal on permissible grounds.\n4. If refusing, ensure the grounds are genuine and documented — a refusal based on operational preference alone does not withstand FWC scrutiny.\n\n**For fixed-term contracts:**\n\n1. Audit all current fixed-term arrangements. Any contract entered into or renewed from 6 December 2023 must comply with the two-year cap.\n2. For roles genuinely suited to project-based or temporary arrangements, document the specific task the contract relates to.\n3. Do not roll over contracts for the same role without converting to permanent employment or terminating, unless an exemption clearly applies.\n\n\n## When to Seek Legal Advice on Your Fair Work Act Rights\n\nMany Fair Work Act matters can be resolved through the FWC's free conciliation service without lawyers involved. However, certain situations call for early legal advice: when an employer disputes the facts, when penalties are at stake, when the matter involves senior employees with complex contracts, or when the dispute overlaps with general protections claims that might carry higher compensation.\n\nFor employees, a workplace lawyer can assess whether a refusal of a casual conversion request was genuinely on permissible grounds, advise on the strength of a right to disconnect adverse action claim, and help calculate the likely compensation range. For employers, early legal advice on fixed-term contract structuring is far less expensive than FWC proceedings.\n\nThe Fair Work Ombudsman's website ([fairwork.gov.au](https:\u002F\u002Fwww.fairwork.gov.au)) provides free guidance, template letters, and compliance checklists for both employers and employees. It is the authoritative first resource for understanding the practical operation of all three provisions.\n\n---\n\n## Frequently Asked Questions\n\n### Can an employer contact an employee after hours for emergencies?\n\nYes. The right to disconnect protects employees from unreasonable out-of-hours contact, not all contact. The FWC considers the nature and urgency of the contact when assessing whether a refusal was reasonable. A genuine operational emergency — a safety incident, a system failure requiring immediate action — is unlikely to be found unreasonable contact. The question is whether the employer then takes adverse action against an employee who still chose not to respond.\n\n### Does the fixed-term contract cap apply to existing contracts signed before December 2023?\n\nThe two-year cap applies to fixed-term contracts entered into on or after 6 December 2023. Contracts signed before that date are not caught by the cap, but any renewal or extension executed on or after 6 December 2023 is assessed under the new rules. An employer renewing a 2022 fixed-term contract in 2024 must ensure the total engagement (including the original contract) does not exceed two years.\n\n### What if a casual employee does not want to convert to permanent employment?\n\nCasual conversion is a right, not an obligation. An employee who prefers to remain casual can simply not make a request. If the employer believes the employee may qualify for conversion, the employer has no obligation under the new scheme to proactively offer conversion (unlike the pre-2024 employer-driven model). The initiative rests entirely with the employee.\n\n### How quickly must an employer respond to a right to disconnect dispute raised by an employee?\n\nAn employer against whom a right to disconnect dispute is filed in the FWC must respond within the timeframes set by the Commission's procedural rules. In practice, the FWC schedules conciliation within one to three weeks of application. Employers are strongly advised to engage with the process rather than ignore it, as non-participation does not stop the Commission from proceeding and can result in adverse costs orders.\n\n---\n\n> **Legal disclaimer:** The information in this article is general in nature and does not constitute legal advice. Fair Work Act entitlements depend on individual circumstances, applicable Modern Awards, and enterprise agreements. Consult a registered Australian workplace lawyer or the Fair Work Ombudsman for advice specific to your situation.\n\n","https:\u002F\u002Fpub-bdebbd2dad294475a2da0eb657815b6b.r2.dev\u002Fhero\u002Fe6dc15e66fc1-2d954c.webp","Anglo-Australian woman in a navy blazer reviews employment contracts at a Melbourne CBD law office at dusk, city skyline visible through floor-to-ceiling windows","Fair Work Act 2026: Key Changes for Workers | Expert Zoom","Australia's Fair Work Act now protects your right to disconnect, enables casual conversion, and caps fixed-term contracts at two years. Know your rights.","Fair Work Act Changes 2026 Australia : Right to Disconnect","e6dc15e66fc1",2071,[2582,2583],"https:\u002F\u002Fpub-bdebbd2dad294475a2da0eb657815b6b.r2.dev\u002Fhero\u002Fe6dc15e66fc1-inline-1-2d9523.webp","https:\u002F\u002Fpub-bdebbd2dad294475a2da0eb657815b6b.r2.dev\u002Fhero\u002Fe6dc15e66fc1-inline-2-2d9523.webp",{"excerpt":34,"featured":1141,"metaTitle":2576,"countryCode":1144,"categorySlug":769,"languageCode":1145,"readingTimeMin":44,"metaDescription":2577},388,"d6648162-0b8f-4b2c-a713-f4a624122d4d","2026-06-18T20:46:19.000Z","2026-07-13T18:00:32.426Z",5.8,3.5,"2026-07-18T19:26:26.086Z","2026-06-13T17:40:00.446Z","2026-06-13T17:40:00.448Z","2026-07-24T08:47:47.974Z",{"id":1146,"name":767,"slug":769,"parentId":1140},{"id":2597,"slug":2598,"title":2599,"excerpt":2600,"contentMd":2601,"heroImage":2602,"heroImageAlt":2603,"heroImageCredit":1140,"audioUrl":1140,"audioGeneratedAt":1140,"readingTimeMin":60,"featured":1141,"status":1142,"lang":1143,"countryCode":1144,"languageCode":1145,"categoryId":1146,"metaTitle":2604,"metaDescription":2605,"keyword":2606,"seoApiPageId":2607,"seoApiTenantId":1151,"contentType":1140,"wordCount":2608,"internalImages":2609,"frontmatter":2610,"viewCount":2612,"internalLinksCount":1158,"expertId":2613,"folderId":1140,"folderPosition":1140,"gscVerdict":1160,"gscCoverage":1161,"gscLastCrawl":2614,"gscCheckedAt":2615,"gscIndexingState":1140,"gscRobotsTxtState":1140,"gscPageFetchState":1140,"gscGoogleCanonical":1140,"gscCrawledAs":1140,"cwvLcp":2616,"cwvLcpRating":1167,"cwvFcp":2617,"cwvFcpRating":1167,"cwvCls":1158,"cwvClsRating":1168,"cwvAuditedAt":2618,"publishedAt":2619,"createdAt":2620,"updatedAt":2621,"category":2622},"cmpr0x4xr00p970zjd4ehqg0j","local-government-industry-award-2020-pay-rates-entitlements-australia","Local Government Industry Award 2020 — Rights, Pay and Entitlements Explained (2026)","The Local Government Industry Award 2020 (MA000112) sets the minimum pay rates, working conditions, and entitlements for employees across Australia's local government sector. Whether you work in commu","The Local Government Industry Award 2020 (MA000112) sets the minimum pay rates, working conditions, and entitlements for employees across Australia's local government sector. Whether you work in community services, waste management, parks and recreation, local law enforcement, or council administration, this award directly shapes your take-home pay, leave rights, redundancy entitlements, and superannuation. Understanding what you are owed — and how to calculate it — is the foundation of informed employment.\n\n\u003Cdiv data-tool=\"cba-au-local-government-industry-award-2020\">\u003C\u002Fdiv>\n\n## What the Local Government Industry Award 2020 Covers\n\nThe award covers employees engaged in **all activities undertaken by local government entities** operating within the national Fair Work system. This includes:\n\n- **Community services** — family support, welfare, employment assistance, housing, aged care, youth services, arts and events\n- **Waste and environmental services** — garbage collection, recycling, street sweeping, sanitary services\n- **Local law enforcement** — by-law officers, rangers, parking inspectors, community safety officers\n- **Recreation and leisure** — leisure centres, swimming pools, sports centres, libraries\n- **Tourism and heritage** — visitor information centres, guided tours, heritage sites\n- **Labour-on-hire** employers and group training organisations placing workers in local government roles\n\nThe award is a **federal instrument** under the national Fair Work system. It applies to most local government workers in Victoria, Tasmania, the ACT, and the Northern Territory. However, local government employees in **New South Wales, Queensland, and South Australia** fall under their respective state industrial systems and are not covered by this federal award — they have separate state instruments.\n\n**Exclusions from coverage include:** chief executive officers, nurses (covered by the Nurses Award 2020), medical practitioners, university-qualified early childhood teachers, and employees covered by an enterprise agreement.\n\n## Pay Structure and Classification Levels (2025-26)\n\nThe award uses an 11-level classification structure. Employees must be informed in writing of their classification level on commencement and whenever their classification changes. The following rates apply from **1 July 2025** following the 2024-25 Annual Wage Review:\n\n| Level | Weekly Rate (AUD) | Hourly Rate (AUD) |\n|-------|-------------------|-------------------|\n| Level 1 | $983.40 | $25.88 |\n| Level 2 | $1,014.70 | $26.70 |\n| Level 3 | $1,053.00 | $27.71 |\n| Level 4 | $1,068.40 | $28.12 |\n| Level 5 | $1,135.50 | $29.88 |\n| Level 6 | $1,228.80 | $32.34 |\n| Level 7 | $1,250.10 | $32.90 |\n| Level 8 | $1,350.80 | $35.55 |\n| Level 9 | $1,445.10 | $38.03 |\n| Level 10 | $1,579.40 | $41.56 |\n| Level 11 | $1,781.00 | $46.87 |\n\nAll rates are based on a standard **38-hour ordinary working week**. Part-time employees receive the same hourly rate on a pro-rata basis. Junior employees and apprentices are paid at percentages of the applicable adult rate — refer to the Fair Work Ombudsman's pay guide for the full junior and apprentice rate tables.\n\n## Working Hours, Overtime, and Penalty Rates\n\nStandard ordinary hours are **38 per week**, typically spanning **6:00 am to 6:00 pm Monday to Friday**. Extended spans apply for waste services and community services roles (5:00 am to 10:00 pm).\n\n**Overtime rates:**\n- First two hours of overtime: 150% of the ordinary hourly rate\n- Thereafter: 200%\n- Overtime on Saturday from noon onwards and all Sunday overtime: 200%\n\n**Penalty rates for work outside the standard span:**\n- Weekday work outside 6:00 am–6:00 pm: 120%\n- Saturday: 150%\n- Sunday: 175%\n- Public holidays: 250%\n\n*Exception for recreation centres and community services:* Employees at leisure facilities may work Saturday and Sunday between 5:00 am and 10:00 pm at ordinary rates with no penalty loading — instead, they may receive a rostered day off (RDO) arrangement.\n\n**Casual loading:** Casual employees are paid a **25% loading** on top of their base hourly rate in lieu of leave and other permanent-employee entitlements. Overtime and penalty rates for casual employees are calculated on the base rate before applying the casual loading.\n\n**Minimum engagement for casuals:** 2 consecutive hours per engagement.\n\n**Call-back minimum:** Employees called back to work after leaving the premises are entitled to a minimum of 3 hours at overtime rates.\n\n**Leading hand allowances (from 1 July 2025):**\n- Supervising 1–5 employees: AUD $30.93\u002Fweek\n- Supervising 6–15 employees: AUD $42.18\u002Fweek\n- Supervising 15+ employees: AUD $53.43\u002Fweek\n\n**On-call allowances:** AUD $28.12\u002Fday (Monday–Friday), AUD $42.18\u002Fday (Saturday), AUD $56.24\u002Fday (Sunday or public holiday). When called back, the 3-hour minimum overtime guarantee applies.\n\n## Annual Leave\n\nUnder the National Employment Standards (NES) and the award, full-time employees are entitled to **4 weeks (20 days) of paid annual leave per year** (Fair Work Act 2009, s.87).\n\n**Shiftworkers** who are rostered to work on Sundays and public holidays are entitled to **5 weeks of paid annual leave** per year under the NES.\n\n**Annual leave loading:** The award (clause 23.4) provides an **annual leave loading of 17.5%** of the employee's minimum weekly rate of pay for their classification. This loading is paid in addition to regular pay when annual leave is taken.\n\n**Accrual:** Annual leave accrues progressively during the year and accumulates if not taken. Part-time employees accrue leave on a pro-rata basis reflecting their contracted hours.\n\n**Cashing out:** Annual leave may be cashed out by written agreement, provided the employee retains at least 4 weeks of accrued leave after the cashing out, and is paid at the full amount that would have been payable had the leave been taken.\n\n## Notice Period\n\nNotice requirements under this award are based on the **NES minimum (Fair Work Act 2009, s.117)** — the award does not provide a longer notice period above the statutory scale.\n\n**NES notice scale (employer dismissing an employee):**\n\n| Years of continuous service | Minimum notice |\n|-----------------------------|----------------|\n| Less than 1 year | 1 week |\n| 1 year up to 3 years | 2 weeks |\n| 3 years up to 5 years | 3 weeks |\n| 5 years or more | 4 weeks |\n| Over 45 years of age with 2+ years service | Add 1 extra week |\n\n**Employee resignation:** The same NES scale applies (minimum 1 week after 1 year of service). Failure to give notice may allow the employer to deduct from any final payments up to the value of the notice not given.\n\n**Payment in lieu of notice** is permissible — the employer may pay out the notice period rather than require the employee to work it.\n\n## Redundancy Pay\n\nThe award (clause 33) incorporates the **NES genuine redundancy scale (Fair Work Act 2009, Schedule 4, s.119)**. There is no award-specific enhancement above the NES minimum.\n\n**NES redundancy pay table:**\n\n| Years of continuous service | Weeks of pay |\n|-----------------------------|--------------|\n| 1 year | 4 weeks |\n| 2 years | 6 weeks |\n| 3 years | 7 weeks |\n| 4 years | 8 weeks |\n| 5 years | 10 weeks |\n| 6 years | 11 weeks |\n| 7 years | 13 weeks |\n| 8 years | 14 weeks |\n| 9 years | 16 weeks |\n| 10 years or more | 12 weeks (capped) |\n\nThe 10-year cap reflects that long-service leave entitlements are expected to offset additional redundancy obligations.\n\n**Small business exemption:** Employers with fewer than 15 employees are exempt from paying NES redundancy pay under s.123 of the Fair Work Act 2009.\n\n**Job search entitlement:** An employee notified of redundancy is entitled to up to **one paid day per week** during the notice period to seek alternative employment.\n\n**Tax treatment of redundancy pay:** Genuine redundancy payments receive concessional tax treatment — a tax-free component applies up to the statutory formula (base amount $12,524 plus $6,264 per completed year of service for 2025-26), with the excess taxed as an Eligible Termination Payment (ETP).\n\n## Superannuation\n\nThe award (clause 20.2) requires employers to contribute at a level sufficient to avoid the Superannuation Guarantee Charge. The current **Superannuation Guarantee (SG) rate is 12.0%** of ordinary time earnings, effective from **1 July 2025** (Superannuation Guarantee (Administration) Act 1992).\n\n**Choice of fund:** Employees have the right to choose their own superannuation fund under the Fair Work Act 2009, s.149A. If an employee does not nominate a fund, the employer must contribute to the default fund specified in the award (eligible funds include Vision Super, Aware Super, and AustralianSuper, among others).\n\n**Important note for state-based local government:** Some local government workers may be in state-defined benefit super schemes (such as those operated in Victoria or other jurisdictions). These schemes follow different contribution and benefit rules — contact your employer or superannuation fund for details.\n\n## State and Territory Variations\n\nWhile the Local Government Industry Award 2020 is a federal instrument (the same pay rates and conditions apply wherever it operates), several important entitlements vary by state and territory:\n\n**Long service leave** is governed by state and territory law, not the Fair Work Act. Qualifying periods and entitlements differ:\n\n| State\u002FTerritory | Qualifying period | Entitlement | Legislation |\n|-----------------|-------------------|-------------|-------------|\n| NSW | 10 years | 8.667 weeks | Long Service Leave Act 1955 (NSW) |\n| VIC | 7 years | 6.067 weeks | Long Service Leave Act 2018 (VIC) |\n| QLD | 10 years | 8.667 weeks | Industrial Relations Act 2016 (QLD) |\n| SA | 10 years | 13 weeks | Long Service Leave Act 1987 (SA) |\n| WA | 10 years | 8.667 weeks | Long Service Leave Act 1958 (WA) |\n| TAS | 10 years | 8.667 weeks | Long Service Leave Act 1976 (TAS) |\n| ACT | 7 years | 6.067 weeks | Long Service Leave Act 1976 (ACT) |\n| NT | 10 years | 13 weeks | Long Service Leave Act 1981 (NT) |\n\nUse the Long Service Leave tab in the calculator above to check your entitlement by state.\n\n**Public holidays:** Federal public holidays (New Year's Day, Australia Day, Good Friday, Easter Saturday, Easter Monday, ANZAC Day, King's Birthday, Christmas Day, Boxing Day) apply nationally. Additional state-specific public holidays include Melbourne Cup Day (VIC), EKKA Show Day (QLD), Adelaide Cup (SA), Foundation Day (WA), and Eight Hours Day (TAS).\n\n**Workers compensation** is administered by state and territory schemes (icare in NSW, WorkSafe in VIC, WorkCover in QLD). Premiums, entitlements, and dispute processes differ by jurisdiction.\n\n**Jurisdictional coverage reminder:** If you work in local government in NSW, QLD, or SA, you are most likely covered by your state's industrial system, not this federal award. Contact your union or the relevant state industrial relations authority to confirm your applicable instrument.\n\n## Your Rights at Work\n\n**Unfair dismissal:** Employees covered by the award who have completed the minimum employment period (6 months for regular employers; 12 months for small businesses) can apply to the Fair Work Commission for an unfair dismissal remedy under Fair Work Act 2009, s.382.\n\n**General protections:** The Fair Work Act 2009 (Part 3-1) prohibits adverse action against an employee for exercising a workplace right — including taking leave, raising a complaint, or participating in union activities.\n\n**Right of entry:** Union officials (ASU, AWU, and other registered unions) have rights to enter workplaces to hold discussions with members and inspect records, in accordance with Fair Work Act 2009, Part 3-4.\n\n**Workplace health and safety:** The Work Health and Safety Act 2011 (Cth) and corresponding state WHS laws apply to local government workplaces. Councils have a duty of care to provide a safe working environment.\n\n**Disputes:** Disputes about the award can be raised with the Fair Work Commission or the Fair Work Ombudsman. Employees can also contact their union for assistance.\n\n---\n\n*This article is for general information purposes only and does not constitute legal advice. Pay rates are indicative based on the Local Government Industry Award 2020 (MA000112) as in force in 2025-26. For questions about your specific employment situation, contact your union, the Fair Work Ombudsman (1300 724 690) or a qualified employment lawyer.*\n","https:\u002F\u002Fpub-bdebbd2dad294475a2da0eb657815b6b.r2.dev\u002Fhero\u002Fd883ba9fd2ba-19a913.webp","Australian local government council worker checks award entitlements and pay rates 2026","Local Government Industry Award 2020 | Expert Zoom","Pay rates, redundancy, annual leave and superannuation under the Local Government Industry Award 2020 (MA000112). Updated for 2025-26 Australian rates.","local government industry award 2020 pay rates entitlements Australia","d883ba9fd2ba",1972,[],{"draft":1155,"excerpt":34,"featured":1141,"metaTitle":2604,"countryCode":1144,"categorySlug":13,"languageCode":1145,"relatedTools":2611,"readingTimeMin":60,"metaDescription":2605},[79],272,"5270ade3-25dc-40a9-9234-077c07f74988","2026-06-07T11:30:58.000Z","2026-06-28T15:11:29.969Z",6.23,3.49,"2026-07-17T17:29:49.860Z","2026-05-29T14:35:01.310Z","2026-05-29T14:35:01.311Z","2026-07-24T17:29:08.445Z",{"id":1146,"name":767,"slug":769,"parentId":1140},{"id":2624,"slug":2625,"title":2626,"excerpt":2627,"contentMd":2628,"heroImage":2629,"heroImageAlt":2630,"heroImageCredit":1140,"audioUrl":1140,"audioGeneratedAt":1140,"readingTimeMin":44,"featured":1141,"status":1142,"lang":1143,"countryCode":1144,"languageCode":1145,"categoryId":1146,"metaTitle":2631,"metaDescription":2632,"keyword":2633,"seoApiPageId":2634,"seoApiTenantId":1151,"contentType":1140,"wordCount":2635,"internalImages":2636,"frontmatter":2637,"viewCount":2639,"internalLinksCount":1158,"expertId":2640,"folderId":1140,"folderPosition":1140,"gscVerdict":1160,"gscCoverage":1161,"gscLastCrawl":2641,"gscCheckedAt":2642,"gscIndexingState":1140,"gscRobotsTxtState":1140,"gscPageFetchState":1140,"gscGoogleCanonical":1140,"gscCrawledAs":1140,"cwvLcp":2643,"cwvLcpRating":1167,"cwvFcp":2590,"cwvFcpRating":1167,"cwvCls":1158,"cwvClsRating":1168,"cwvAuditedAt":2644,"publishedAt":2645,"createdAt":2646,"updatedAt":2647,"category":2648},"cmpr0qpwn00or70zj9t6i0qpc","hair-and-beauty-industry-award-2010-pay-rates-entitlements-2026-australia","Hair and Beauty Industry Award 2010 — Rights, Pay and Entitlements Explained (2026)","The Hair and Beauty Industry Award 2010 (MA000005) is the Modern Award that sets minimum pay rates and working conditions for workers in salons, spas, barber shops, nail studios, and related beauty bu","The Hair and Beauty Industry Award 2010 (MA000005) is the Modern Award that sets minimum pay rates and working conditions for workers in salons, spas, barber shops, nail studios, and related beauty businesses across Australia. If you cut, colour, style, wax, massage, apply nails, or perform beauty treatments as an employee — or employ someone who does — this award almost certainly applies to you.\n\nAdministered by the Fair Work Commission (FWC) and enforced by the Fair Work Ombudsman (FWO), the award operates as a federal industrial instrument under the *Fair Work Act 2009* (Cth) and applies in all states and territories.\n\n\u003Cdiv data-tool=\"cba-au-hair-beauty-industry-award-2010\">\u003C\u002Fdiv>\n\n## Who Is Covered by the Hair and Beauty Industry Award?\n\nThe award applies to employers whose principal business activity is hairdressing, barbering, or beauty therapy, and to their employees. This broadly covers:\n\n- **Hairdressers and barbers** — cutting, colouring, styling, perming, chemical treatments\n- **Beauty therapists** — facials, waxing, body treatments, massage, tanning\n- **Nail technicians** — manicures, pedicures, gel and acrylic nails\n- **Cosmetic tattoo artists and lash technicians** — microblading, lash extensions\n- **Electrologists** — permanent hair removal\n- **Salon assistants and receptionists** employed in hair or beauty businesses\n\nApprentices under training contracts in hairdressing are also covered by this award at nationally recognised apprentice pay rates.\n\nThe award does **not** cover employees who are otherwise covered by a higher-paying enterprise agreement, or employees in sectors with their own award (for example, massage therapists employed in a healthcare facility may fall under a different award).\n\n## Pay Rates and Classification Levels\n\nThe award divides employees into grades based on qualifications, experience, and the type of work performed. Employers must pay at least the minimum rate for the applicable grade; paying less than the award rate is a breach of the *Fair Work Act 2009*.\n\n**Hairdressing and Beauty Therapy Employee Grades (2025-26):**\n\n| Grade | Description | Approx. Hourly Rate (AUD) |\n|-------|-------------|--------------------------|\n| Grade 1 | Introductory — no formal qualifications, first 3 months | $24.10 |\n| Grade 2 | Qualified employee Year 1 (Certificate III or equivalent) | $26.25 |\n| Grade 3 | Qualified employee Year 2 | $27.70 |\n| Grade 4 | Qualified employee Year 3 | $29.25 |\n| Grade 5 | Qualified employee Year 4+ \u002F Senior \u002F Supervisor | $31.85 |\n| Grade 6 | Educator \u002F Specialist \u002F Salon Manager | $34.30 |\n\n*Rates are approximate and effective from 1 July 2025 following the Fair Work Commission Annual Wage Review. Verify current rates at [fairwork.gov.au](https:\u002F\u002Fwww.fairwork.gov.au) or contact the Fair Work Ombudsman on 13 13 94.*\n\nThe Annual Wage Review (AWR) applies every July — the FWC reviews and increases all modern award minimum rates. The 2025-26 rates apply from 1 July 2025.\n\nApprentice hairdressers are paid a percentage of the Grade 3 rate, increasing each year:\n- Year 1: 40% of Grade 3\n- Year 2: 50% of Grade 3\n- Year 3: 65% of Grade 3\n- Year 4: 80% of Grade 3\n\n## Working Hours, Overtime, and Penalty Rates\n\n**Ordinary hours** under the award are a maximum of 38 per week for full-time employees, with a maximum spread of hours between 8 am and 9 pm Monday to Saturday, and 10 am to 6 pm Sunday.\n\n**Overtime** is paid at 150% for the first two overtime hours per day and 200% thereafter. An employee called back to work outside ordinary hours is entitled to a minimum payment of two hours at overtime rates.\n\n**Penalty rates** apply when you work outside ordinary hours or on weekends and public holidays:\n\n| When you work | Penalty rate |\n|---------------|-------------|\n| Saturday | 125% of ordinary rate |\n| Sunday | 175% of ordinary rate |\n| Public holiday | 250% of ordinary rate |\n| Evening work (after 6 pm weekday) | 115% of ordinary rate |\n\n**Casual loading:** Casual employees receive a 25% loading on top of their ordinary hourly rate in lieu of paid leave entitlements (NES s.67B, effective 26 August 2022). This applies to all hours worked by casuals, including penalties.\n\n## Annual Leave\n\nUnder the National Employment Standards (NES) in the *Fair Work Act 2009* s.87, full-time employees are entitled to **4 weeks (20 days) of paid annual leave** per year. Part-time employees accrue leave on a pro-rata basis.\n\n**Annual leave loading of 17.5%** applies under the Hair and Beauty Industry Award 2010. This means when you take annual leave, you receive your ordinary rate **plus** 17.5% loading. The loading is intended to compensate for the loss of overtime and penalty rates during your absence.\n\n**Accrual:**\n- Full-time (38 hrs\u002Fweek): 2.923 hours of annual leave accrues per week (152 hours per year)\n- Leave accrues continuously from the first day of employment and can be taken as it accrues by agreement\n\n**Shiftworkers** engaged as such for 5 or more hours per shift who regularly work Sundays and public holidays are entitled to **5 weeks** annual leave per year.\n\nAnnual leave can be **cashed out** (up to 2 weeks per year) if the employee has more than 4 weeks accrued and both parties agree in writing.\n\n## Notice Period\n\nThe minimum notice of termination under the *Fair Work Act 2009* s.117 is:\n\n| Years of continuous service | Notice period |\n|-----------------------------|---------------|\n| Less than 1 year | 1 week |\n| 1 year to less than 3 years | 2 weeks |\n| 3 years to less than 5 years | 3 weeks |\n| 5 years or more | 4 weeks |\n| Over 45 years old with 2+ years of service | +1 week supplement |\n\nEmployees may give the same minimum notice when resigning. The award itself does not specify notice periods beyond the NES scale, so the NES minimum applies.\n\nIf an employer terminates without giving notice, they must pay the employee in lieu of notice (i.e., pay the wages the employee would have earned during the notice period).\n\nThe notice period does not apply to casual employees or to dismissal for serious misconduct.\n\n## Redundancy Pay\n\nIf your position is made redundant (genuine redundancy), you are entitled to redundancy pay under the NES (*Fair Work Act 2009*, Sch 4, s.119). The Hair and Beauty Industry Award 2010 does not provide enhanced redundancy above the NES formula.\n\n**NES genuine redundancy pay scale:**\n\n| Years of continuous service | Weeks of pay |\n|-----------------------------|-------------|\n| 1 year | 4 weeks |\n| 2 years | 6 weeks |\n| 3 years | 7 weeks |\n| 4 years | 8 weeks |\n| 5 years | 10 weeks |\n| 6 years | 11 weeks |\n| 7 years | 13 weeks |\n| 8 years | 14 weeks |\n| 9 years | 16 weeks |\n| 10 or more years | 12 weeks (capped) |\n\n**Important:** Small business employers (fewer than 15 employees) are **exempt** from NES redundancy pay obligations. Most hair and beauty salons employ fewer than 15 people — if this applies to your employer, they are not required to pay statutory redundancy, though they must still give the correct notice.\n\nRedundancy pay is tax-free up to a limit set by the ATO each year. For 2025-26, the tax-free component of a genuine redundancy payment is AUD $12,524 plus AUD $6,264 for each completed year of service.\n\n## Superannuation\n\nFrom **1 July 2025**, employers must pay superannuation at the Superannuation Guarantee (SG) rate of **12%** of ordinary time earnings under the *Superannuation Guarantee (Administration) Act 1992*. This is a mandatory employer contribution — it is paid on top of your wage, not deducted from it.\n\n**Ordinary time earnings** include your base rate, casual loading, and leave loading, but generally exclude overtime. Super is paid quarterly at minimum (though many employers pay monthly).\n\nEmployees have the right to choose their super fund (Choice of Fund, *Fair Work Act 2009* s.149A). If you do not nominate a fund, your employer pays into their default fund (which must be a MySuper product with an authorised fund).\n\nThe **concessional contributions cap** for 2025-26 is AUD $30,000 per year. This cap includes employer SG contributions plus any salary-sacrifice contributions you make. If you salary-sacrifice super on top of the employer SG, be aware of this cap to avoid excess contributions tax.\n\n## Allowances and Special Provisions\n\nThe award includes several specific allowances:\n\n**Uniform allowance:** If your employer requires you to wear a specific uniform, they must either provide it free of charge or pay you an allowance to cover the cost of purchase and laundering.\n\n**Laundry allowance:** If you are required to launder your uniform, you receive a set weekly laundry allowance.\n\n**Vehicle allowance:** If you are required to use your own vehicle for work purposes (for example, mobile hairdressers or beauty therapists attending clients at home), you are entitled to a vehicle allowance per kilometre at the rate set by the ATO.\n\n**Split shift allowance:** If your shifts are split into two segments separated by a non-meal break of more than 30 minutes, you are entitled to a split shift allowance.\n\n**First aid allowance:** If you hold a first aid certificate and are required to use it, a first aid allowance applies.\n\n**Meal allowance:** If you are required to work overtime for more than 1.5 hours beyond your ordinary finishing time without prior notice, a meal allowance applies.\n\n## State and Territory Variations\n\nModern Awards like the Hair and Beauty Industry Award 2010 are federal instruments — the minimum pay rates are the same in every Australian state and territory. However, some important entitlements are governed by state law and **do differ** by jurisdiction:\n\n**Long service leave** is the most significant variation. Each state and territory sets its own qualifying period and entitlement:\n\n| State\u002FTerritory | Qualifying period | Entitlement |\n|-----------------|-------------------|-------------|\n| New South Wales | 10 years | 2 months (8.667 weeks) |\n| Victoria | 7 years | 6.067 weeks |\n| Queensland | 10 years | 8.667 weeks |\n| South Australia | 10 years | 13 weeks |\n| Western Australia | 10 years | 8.667 weeks |\n| Tasmania | 10 years | 8.667 weeks |\n| Australian Capital Territory | 10 years | 6.067 weeks |\n| Northern Territory | 10 years | 13 weeks |\n\nUse the Long Service Leave tab in the free calculator above to estimate your entitlement based on your state.\n\n**Public holidays** follow the federal calendar (New Year's Day, Australia Day, Good Friday, Easter Saturday, Easter Monday, ANZAC Day, King's Birthday, Christmas Day, Boxing Day) plus state-specific additions: Melbourne Cup Day in Victoria, EKKA Show Day in Queensland, Adelaide Cup Day in South Australia, Foundation Day in Western Australia, and Eight Hours Day in Tasmania.\n\n**Workers compensation** schemes are state-based. If you are injured at work, you must claim through your state scheme — icare in NSW, WorkSafe in Victoria, WorkCover Queensland, ReturnToWork SA, WorkCover WA, WorkSafe Tasmania, Comcare in the ACT, and NT WorkSafe in the Northern Territory.\n\n## Your Rights at Work\n\n**Unfair dismissal:** If you are dismissed and believe it was harsh, unjust, or unreasonable, you may apply to the Fair Work Commission for an unfair dismissal remedy under *Fair Work Act 2009* s.394. You must be outside your minimum employment period: 6 months for employers with 15 or more employees, or 12 months for small businesses (fewer than 15 employees). You must apply within **21 days** of dismissal.\n\n**General protections:** You cannot be dismissed or adversely treated for reasons such as taking sick leave, raising a workplace safety concern, making a complaint to the FWO, or exercising a workplace right (FWA Pt 3-1). General protections apply from day one of employment — there is no minimum employment period.\n\n**Right of entry:** Union officials holding an FWC entry permit have the right to enter workplaces to check compliance with modern awards and consult with members, subject to 24 hours' notice (reduced or waived in certain circumstances).\n\n**Workplace health and safety:** All employers have duties under the *Work Health and Safety Act 2011* (Cth) or the equivalent state WHS legislation to provide a safe working environment. In hair and beauty workplaces, this includes safe handling of chemicals (colour, bleach, relaxers), proper ventilation, and ergonomic considerations.\n\nIf you believe your employer is not paying you correctly, you can report this to the **Fair Work Ombudsman** (1300 724 690 or fairwork.gov.au). The FWO can investigate and recover underpaid wages.\n\n---\n\n*This article is for general information purposes only and does not constitute legal advice. For questions about your specific employment situation, contact your union, the Fair Work Ombudsman (1300 724 690) or a qualified employment lawyer. Verify all pay rates at [fairwork.gov.au](https:\u002F\u002Fwww.fairwork.gov.au).*\n","https:\u002F\u002Fpub-bdebbd2dad294475a2da0eb657815b6b.r2.dev\u002Fhero\u002F5392680c04ca-19a597.webp","Australian hairdresser checks award entitlements, hair and beauty sector 2026","Hair & Beauty Industry Award Pay Rates 2026 | Expert Zoom","Rights, pay rates and entitlements under the Hair and Beauty Industry Award 2010 — updated for 2025-26. Free guide for hairdressers and beauty therapists.","hair and beauty industry award 2010 pay rates entitlements 2026 australia","5392680c04ca",2117,[],{"draft":1155,"excerpt":34,"featured":1141,"metaTitle":2631,"countryCode":1144,"categorySlug":13,"languageCode":1145,"relatedTools":2638,"readingTimeMin":44,"metaDescription":2632},[29],208,"76172d07-be21-4943-84ca-61eedb55dca8","2026-06-09T18:13:04.000Z","2026-06-28T14:51:30.601Z",4.32,"2026-07-24T17:08:37.465Z","2026-05-29T14:30:01.894Z","2026-05-29T14:30:01.895Z","2026-07-24T17:08:37.466Z",{"id":1146,"name":767,"slug":769,"parentId":1140},22,{"cba-au-manufacturing-associated-industries-award-2020":2651},{"slug":52,"title":53,"page_title":2652,"description":54,"content_md":2653,"local_slug":52,"json_ld":2654,"faq":2702,"tool_html":2720,"source":14,"category":13,"audience":12,"publish_mode":2721,"hero_image":55,"hero_image_alt":53},"Manufacturing and Associated Industries Award 2020 — Free Pay & Entitlements Calculator 2026","The Manufacturing and Associated Industries and Occupations Award 2020 (MA000010) covers factory workers, machine operators, tradespeople and engineers across Australia. Use this free 6-tab calculator to estimate your pay under the C14-C1 classification scale, redundancy entitlements, annual leave loading, notice period, superannuation contributions, and long service leave by state.",[2655,2689],{"@type":2656,"@context":2657,"mainEntity":2658},"FAQPage","https:\u002F\u002Fschema.org",[2659,2665,2669,2673,2677,2681,2685],{"name":2660,"@type":2661,"acceptedAnswer":2662},"What are the current pay rates under the Manufacturing and Associated Industries Award 2020?","Question",{"text":2663,"@type":2664},"From 1 July 2025, minimum hourly rates range from AUD $24.28\u002Fhr for C14 (entry-level factory hand or process worker) up to AUD $38.03\u002Fhr for C1 (professional engineer or scientist). The Fair Work Commission increased wages by 3.75% from 1 July 2025. A standard full-time week is 38 hours.","Answer",{"name":2666,"@type":2661,"acceptedAnswer":2667},"How much redundancy pay am I entitled to under the Manufacturing Award?",{"text":2668,"@type":2664},"Under the NES (Fair Work Act 2009, Schedule 4, s.119), redundancy pay ranges from 4 weeks for 1 year of service to a maximum of 12 weeks for 10 or more years. Small business employers (fewer than 15 employees) are exempt. The Manufacturing Award does not provide redundancy above the NES minimum.",{"name":2670,"@type":2661,"acceptedAnswer":2671},"How many days of annual leave do manufacturing workers get?",{"text":2672,"@type":2664},"Full-time manufacturing employees receive 4 weeks (20 days) of paid annual leave per year under the NES. Shiftworkers who regularly work Sundays or public holidays receive 5 weeks. Annual leave loading is 17.5% or applicable shift penalty rates, whichever is greater.",{"name":2674,"@type":2661,"acceptedAnswer":2675},"What is the notice period under the Manufacturing Award 2020?",{"text":2676,"@type":2664},"The NES minimum notice (FWA s.117) applies: 1 week for less than 1 year, 2 weeks for 1-3 years, 3 weeks for 3-5 years, and 4 weeks for 5+ years. Employees aged 45+ with 2+ years of service receive an additional 1-week supplement. The Manufacturing Award does not exceed NES notice provisions.",{"name":2678,"@type":2661,"acceptedAnswer":2679},"How much superannuation does my employer have to pay?",{"text":2680,"@type":2664},"From 1 July 2025, employers must contribute 12% of ordinary time earnings to a complying super fund (Superannuation Guarantee (Administration) Act 1992). The Manufacturing Award does not provide super above the statutory SG rate. Employees may choose their own fund under FWA s.149A.",{"name":2682,"@type":2661,"acceptedAnswer":2683},"Does the Manufacturing Award provide casual loading?",{"text":2684,"@type":2664},"Yes. Casual employees receive a 25% loading on top of their ordinary hourly rate under the Manufacturing and Associated Industries Award 2020, compensating for the absence of paid leave, notice and redundancy entitlements.",{"name":2686,"@type":2661,"acceptedAnswer":2687},"What is the minimum wage under the Manufacturing Award 2020?",{"text":2688,"@type":2664},"The C14 classification (entry-level) carries a minimum rate of AUD $24.28 per hour or AUD $922.60 per 38-hour week from 1 July 2025. Higher classifications earn up to AUD $38.03\u002Fhr for C1 (professional engineer or scientist).",{"url":2690,"name":2691,"@type":2692,"offers":2693,"@context":2657,"provider":2697,"description":2700,"operatingSystem":109,"applicationCategory":2701},"https:\u002F\u002Fexpert-zoom.com\u002Fau\u002Fen\u002Femployment-law\u002Fcba-au-manufacturing-associated-industries-award-2020","Manufacturing Award 2020 — Free Pay & Entitlements Calculator","WebApplication",{"@type":2694,"price":2695,"priceCurrency":2696},"Offer","0","AUD",{"url":2698,"name":187,"@type":2699},"https:\u002F\u002Fexpert-zoom.com","Organization","Calculate your manufacturing pay, redundancy, annual leave, notice period, superannuation and long service leave under the Manufacturing and Associated Industries and Occupations Award 2020 (MA000010). Updated for 2025-26 Australian rates.","FinanceApplication",[2703,2705,2707,2709,2711,2713,2715,2718],{"answer":2704,"question":2660},"From 1 July 2025, minimum hourly rates range from AUD $24.28\u002Fhr for C14 (entry-level factory hand or process worker) up to AUD $38.03\u002Fhr for C1 (professional engineer or scientist). The Fair Work Commission increased wages by 3.75% from 1 July 2025. A standard full-time week is 38 hours, so a C14 employee earns approximately AUD $922.60 per week. Use our free pay calculator above to estimate your take-home pay.",{"answer":2706,"question":2666},"The Manufacturing and Associated Industries Award 2020 does not provide redundancy pay above the NES statutory minimum. Under the National Employment Standards (Fair Work Act 2009, Schedule 4, s.119), redundancy pay ranges from 4 weeks' pay for 1 year of service up to a maximum of 16 weeks for 9 years of service (capped at 12 weeks for 10+ years). Small business employers with fewer than 15 employees are exempt from NES redundancy pay under s.121.",{"answer":2708,"question":2670},"Full-time employees under the Manufacturing Award 2020 are entitled to 4 weeks (20 days) of paid annual leave per year under the National Employment Standards (Fair Work Act 2009, s.87). Shiftworkers who regularly work on Sundays or public holidays are entitled to 5 weeks of annual leave. Annual leave loading is 17.5% or the applicable shift\u002Fweekend penalty rate, whichever is higher.",{"answer":2710,"question":2674},"The Manufacturing Award does not provide notice periods above the NES minimum. Under Fair Work Act 2009 s.117, minimum notice is: 1 week for less than 1 year of service, 2 weeks for 1–3 years, 3 weeks for 3–5 years, and 4 weeks for 5 or more years. Employees aged 45 and over with at least 2 years of continuous service receive an additional 1-week supplement. The employer may pay in lieu of notice.",{"answer":2712,"question":2678},"From 1 July 2025, your employer must contribute 12% of your ordinary time earnings to a complying superannuation fund under the Superannuation Guarantee (Administration) Act 1992. The Manufacturing Award does not specify super provisions above this statutory rate. You can choose your own super fund by providing your employer with a Standard Choice Form under Fair Work Act 2009 s.149A.",{"answer":2714,"question":2682},"Yes. Casual employees under the Manufacturing and Associated Industries Award 2020 receive a 25% casual loading on top of their ordinary hourly rate. This loading compensates for the absence of paid annual leave, personal\u002Fcarer's leave, notice of termination, and redundancy pay. A casual C14 employee earns approximately AUD $30.35\u002Fhr under July 2025 rates.",{"answer":2716,"question":2717},"Casual employees generally do not have access to NES redundancy pay because they are not employed on a regular and systematic basis with a reasonable expectation of continuing employment. However, casual employees who have worked regular and systematic hours for at least 12 months may qualify for access to the NES redundancy provisions depending on their specific engagement. Contact the Fair Work Ombudsman (1300 724 690) or your union for advice.","Can I be made redundant as a casual employee under the Manufacturing Award?",{"answer":2719,"question":2686},"The lowest classification under the Manufacturing and Associated Industries Award 2020 is C14 (entry-level factory hand or process worker), which carries a minimum rate of AUD $24.28 per hour or approximately AUD $922.60 per 38-hour week from 1 July 2025. This is above the National Minimum Wage of AUD $24.10\u002Fhr (also effective from July 2025). Higher classifications earn more — up to AUD $38.03\u002Fhr for C1 (professional engineer or scientist).","\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>Manufacturing Award 2020 — Free Pay & Entitlements Calculator 2026\u003C\u002Ftitle>\n  \u003Cscript src=\"https:\u002F\u002Funpkg.com\u002Flucide@0.439.0\u002Fdist\u002Fumd\u002Flucide.min.js\">\u003C\u002Fscript>\n  \u003Cstyle>\n    *,*::before,*::after{box-sizing:border-box;margin:0;padding:0}\n    :root{\n      --bg:#fafaf9;--card:#fff;--border:#e7e5e4;--accent:#2563eb;--accent-h:#1d4ed8;\n      --text:#1c1917;--muted:#78716c;--ok:#16a34a;--warn:#d97706;--err:#dc2626;\n      --radius:12px;--shadow:0 1px 3px rgba(0,0,0,.08),0 1px 2px rgba(0,0,0,.05);\n    }\n    body{font-family:system-ui,-apple-system,sans-serif;background:var(--bg);color:var(--text);font-size:15px;line-height:1.5}\n    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label{font-size:.82rem;font-weight:600;color:var(--text)}\n    .toggle{position:relative;display:inline-block;width:40px;height:22px}\n    .toggle input{opacity:0;width:0;height:0}\n    .slider{position:absolute;cursor:pointer;inset:0;background:#d1d5db;border-radius:20px;transition:.2s}\n    .slider::before{position:absolute;content:\"\";height:16px;width:16px;left:3px;bottom:3px;background:white;border-radius:50%;transition:.2s}\n    input:checked+.slider{background:var(--accent)}\n    input:checked+.slider::before{transform:translateX(18px)}\n  \u003C\u002Fstyle>\n\u003C\u002Fhead>\n\u003Cbody>\n  \u003Cmain class=\"tool-root\">\n    \u003Cheader>\n      \u003Ch1>Manufacturing and Associated Industries and Occupations Award 2020 (MA000010)\u003C\u002Fh1>\n      \u003Cp class=\"meta\">Fair Work Commission · Modern Award · Effective 1 July 2025 · Australian workers\u003C\u002Fp>\n    \u003C\u002Fheader>\n\n    \u003Cnav class=\"tabs-nav\" role=\"tablist\">\n      \u003Cbutton type=\"button\" class=\"tab-btn active\" data-tab=\"pay\" role=\"tab\" aria-selected=\"true\">\n        \u003Ci data-lucide=\"calculator\">\u003C\u002Fi>Pay Calculator\n      \u003C\u002Fbutton>\n      \u003Cbutton type=\"button\" class=\"tab-btn\" data-tab=\"redundancy\" role=\"tab\" aria-selected=\"false\">\n        \u003Ci data-lucide=\"package-x\">\u003C\u002Fi>Redundancy Pay\n      \u003C\u002Fbutton>\n      \u003Cbutton type=\"button\" class=\"tab-btn\" data-tab=\"leave\" role=\"tab\" aria-selected=\"false\">\n        \u003Ci data-lucide=\"sun\">\u003C\u002Fi>Annual Leave\n      \u003C\u002Fbutton>\n      \u003Cbutton type=\"button\" class=\"tab-btn\" data-tab=\"notice\" role=\"tab\" aria-selected=\"false\">\n        \u003Ci data-lucide=\"bell\">\u003C\u002Fi>Notice Period\n      \u003C\u002Fbutton>\n      \u003Cbutton type=\"button\" class=\"tab-btn\" data-tab=\"super\" role=\"tab\" aria-selected=\"false\">\n        \u003Ci data-lucide=\"piggy-bank\">\u003C\u002Fi>Superannuation\n      \u003C\u002Fbutton>\n      \u003Cbutton type=\"button\" class=\"tab-btn\" data-tab=\"lsl\" role=\"tab\" aria-selected=\"false\">\n        \u003Ci data-lucide=\"map-pin\">\u003C\u002Fi>Long Service Leave\n      \u003C\u002Fbutton>\n    \u003C\u002Fnav>\n\n    \u003C!-- TAB 1: PAY CALCULATOR -->\n    \u003Cdiv class=\"tab-panel active\" id=\"tab-pay\">\n      \u003Cdiv class=\"callout\">\n        \u003Cstrong>Manufacturing Award 2020 — Pay Rates (Effective 1 July 2025)\u003C\u002Fstrong>\n        Minimum wages increased by 3.75% from 1 July 2025 following the Annual Wage Review 2024-25 (Fair Work Commission). Select your classification level below. C14 is entry-level; C1 is the highest professional level.\n      \u003C\u002Fdiv>\n      \u003Cdiv class=\"card\">\n        \u003Cdiv class=\"two-col\">\n          \u003Cdiv class=\"field\">\n            \u003Clabel>Classification Level\u003C\u002Flabel>\n            \u003Cselect id=\"pay-level\">\n              \u003Coption value=\"24.28\">C14 — Entry-level factory hand \u002F process worker ($24.28\u002Fhr)\u003C\u002Foption>\n              \u003Coption value=\"24.95\">C13 — Factory hand (experienced) ($24.95\u002Fhr)\u003C\u002Foption>\n              \u003Coption value=\"25.85\">C12 — Machine operator (general) ($25.85\u002Fhr)\u003C\u002Foption>\n              \u003Coption value=\"26.70\">C11 — Machine operator (specialist) ($26.70\u002Fhr)\u003C\u002Foption>\n              \u003Coption value=\"28.12\">C10 — Skilled operator \u002F storeperson \u002F forklift ($28.12\u002Fhr)\u003C\u002Foption>\n              \u003Coption value=\"29.00\">C9 — Production team leader \u002F advanced operator ($29.00\u002Fhr)\u003C\u002Foption>\n              \u003Coption value=\"29.88\">C8 — CNC operator \u002F advanced tradesperson ($29.88\u002Fhr)\u003C\u002Foption>\n              \u003Coption value=\"30.63\">C7 — Trade Certificate level ($30.63\u002Fhr)\u003C\u002Foption>\n              \u003Coption value=\"32.23\">C6 — Advanced tradesperson ($32.23\u002Fhr)\u003C\u002Foption>\n              \u003Coption value=\"32.90\">C5 — Engineering \u002F Technical Level 1 ($32.90\u002Fhr)\u003C\u002Foption>\n              \u003Coption value=\"33.78\">C4 — Engineering \u002F Technical Level 2 ($33.78\u002Fhr)\u003C\u002Foption>\n              \u003Coption value=\"35.55\">C3 — Engineering associate \u002F technical designer ($35.55\u002Fhr)\u003C\u002Foption>\n              \u003Coption value=\"36.43\">C2(a) — Professional (diploma\u002Fdegree) ($36.43\u002Fhr)\u003C\u002Foption>\n              \u003Coption value=\"37.50\">C2(b) — Professional advanced ($37.50\u002Fhr)\u003C\u002Foption>\n              \u003Coption value=\"38.03\">C1 — Professional engineer \u002F scientist ($38.03\u002Fhr)\u003C\u002Foption>\n              \u003Coption value=\"0\">Enter my own rate below\u003C\u002Foption>\n            \u003C\u002Fselect>\n          \u003C\u002Fdiv>\n          \u003Cdiv class=\"field\">\n            \u003Clabel>Custom hourly rate (AUD) — if applicable\u003C\u002Flabel>\n            \u003Cinput type=\"number\" id=\"pay-custom\" min=\"0\" step=\"0.01\" placeholder=\"e.g. 32.50\">\n          \u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n        \u003Cdiv class=\"two-col\">\n          \u003Cdiv class=\"field\">\n            \u003Clabel>Weekly hours\u003C\u002Flabel>\n            \u003Cinput type=\"number\" id=\"pay-hours\" value=\"38\" min=\"1\" max=\"60\" step=\"0.5\">\n          \u003C\u002Fdiv>\n          \u003Cdiv class=\"field\">\n            \u003Clabel>Employment type\u003C\u002Flabel>\n            \u003Cselect id=\"pay-type\">\n              \u003Coption value=\"fulltime\">Full-time\u003C\u002Foption>\n              \u003Coption value=\"parttime\">Part-time\u003C\u002Foption>\n              \u003Coption value=\"casual\">Casual (+25% loading)\u003C\u002Foption>\n            \u003C\u002Fselect>\n          \u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n        \u003Cdiv class=\"field\">\n          \u003Clabel>Tax residency\u003C\u002Flabel>\n          \u003Cselect id=\"pay-residency\">\n            \u003Coption value=\"resident\">Australian resident\u003C\u002Foption>\n            \u003Coption value=\"whm\">Working Holiday Maker (15% flat until $45,000)\u003C\u002Foption>\n            \u003Coption value=\"nonresident\">Non-resident (32.5% from first dollar)\u003C\u002Foption>\n          \u003C\u002Fselect>\n        \u003C\u002Fdiv>\n        \u003Cdiv id=\"pay-results\" class=\"results\">\n          \u003Ch3>\u003Ci data-lucide=\"chart-bar\">\u003C\u002Fi>Estimated Pay (2025-26)\u003C\u002Fh3>\n        \u003C\u002Fdiv>\n        \u003Cp class=\"stamp\">Rates as of 1 July 2025 · MA000010 · 2025-26 PAYG brackets\u003C\u002Fp>\n      \u003C\u002Fdiv>\n\n      \u003Cdiv class=\"card\">\n        \u003Ch2>Quick Reference — Penalty Rates (C14 base $24.28\u002Fhr)\u003C\u002Fh2>\n        \u003Ctable>\n          \u003Cthead>\u003Ctr>\u003Cth>Type\u003C\u002Fth>\u003Cth>Loading\u003C\u002Fth>\u003Cth>Rate (C14)\u003C\u002Fth>\u003C\u002Ftr>\u003C\u002Fthead>\n          \u003Ctbody>\n            \u003Ctr>\u003Ctd>Ordinary time (full-time)\u003C\u002Ftd>\u003Ctd>100%\u003C\u002Ftd>\u003Ctd>$24.28\u002Fhr\u003C\u002Ftd>\u003C\u002Ftr>\n            \u003Ctr>\u003Ctd>Casual (incl. 25% loading)\u003C\u002Ftd>\u003Ctd>125%\u003C\u002Ftd>\u003Ctd>$30.35\u002Fhr\u003C\u002Ftd>\u003C\u002Ftr>\n            \u003Ctr>\u003Ctd>Overtime (first 3 hours)\u003C\u002Ftd>\u003Ctd>150%\u003C\u002Ftd>\u003Ctd>$36.42\u002Fhr\u003C\u002Ftd>\u003C\u002Ftr>\n            \u003Ctr>\u003Ctd>Overtime (after 3 hours)\u003C\u002Ftd>\u003Ctd>200%\u003C\u002Ftd>\u003Ctd>$48.56\u002Fhr\u003C\u002Ftd>\u003C\u002Ftr>\n            \u003Ctr>\u003Ctd>Saturday\u003C\u002Ftd>\u003Ctd>150%\u003C\u002Ftd>\u003Ctd>$36.42\u002Fhr\u003C\u002Ftd>\u003C\u002Ftr>\n            \u003Ctr>\u003Ctd>Sunday\u003C\u002Ftd>\u003Ctd>200%\u003C\u002Ftd>\u003Ctd>$48.56\u002Fhr\u003C\u002Ftd>\u003C\u002Ftr>\n            \u003Ctr>\u003Ctd>Public holiday\u003C\u002Ftd>\u003Ctd>250%\u003C\u002Ftd>\u003Ctd>$60.70\u002Fhr\u003C\u002Ftd>\u003C\u002Ftr>\n            \u003Ctr>\u003Ctd>Afternoon shift\u003C\u002Ftd>\u003Ctd>115%\u003C\u002Ftd>\u003Ctd>$27.92\u002Fhr\u003C\u002Ftd>\u003C\u002Ftr>\n            \u003Ctr>\u003Ctd>Permanent night shift\u003C\u002Ftd>\u003Ctd>130%\u003C\u002Ftd>\u003Ctd>$31.56\u002Fhr\u003C\u002Ftd>\u003C\u002Ftr>\n          \u003C\u002Ftbody>\n        \u003C\u002Ftable>\n      \u003C\u002Fdiv>\n    \u003C\u002Fdiv>\n\n    \u003C!-- TAB 2: REDUNDANCY -->\n    \u003Cdiv class=\"tab-panel\" id=\"tab-redundancy\">\n      \u003Cdiv class=\"callout\">\n        \u003Cstrong>NES Genuine Redundancy — Fair Work Act 2009, Sch 4, s.119\u003C\u002Fstrong>\n        The Manufacturing Award does not provide redundancy pay above the NES statutory minimum. Small business employers (fewer than 15 employees) are exempt from NES redundancy pay under s.121.\n      \u003C\u002Fdiv>\n      \u003Cdiv class=\"card\">\n        \u003Cdiv class=\"two-col\">\n          \u003Cdiv class=\"field\">\n            \u003Clabel>Years of continuous service\u003C\u002Flabel>\n            \u003Cinput type=\"number\" id=\"red-years\" value=\"3\" min=\"0\" max=\"50\" step=\"1\">\n          \u003C\u002Fdiv>\n          \u003Cdiv class=\"field\">\n            \u003Clabel>Weekly gross pay (AUD)\u003C\u002Flabel>\n            \u003Cinput type=\"number\" id=\"red-weekly\" value=\"1068.60\" min=\"0\" step=\"0.01\">\n          \u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n        \u003Cdiv class=\"field\">\n          \u003Clabel>Employer size\u003C\u002Flabel>\n          \u003Cselect id=\"red-size\">\n            \u003Coption value=\"regular\">Regular employer (15+ employees)\u003C\u002Foption>\n            \u003Coption value=\"small\">Small business (fewer than 15 employees)\u003C\u002Foption>\n          \u003C\u002Fselect>\n        \u003C\u002Fdiv>\n        \u003Cdiv id=\"red-results\" class=\"results\">\n          \u003Ch3>\u003Ci data-lucide=\"package-x\">\u003C\u002Fi>Redundancy Pay Estimate\u003C\u002Fh3>\n        \u003C\u002Fdiv>\n        \u003Cp class=\"stamp\">NES Sch 4 formula · Fair Work Act 2009 · Genuine redundancy only\u003C\u002Fp>\n      \u003C\u002Fdiv>\n\n      \u003Cdiv class=\"card\">\n        \u003Ch2>NES Redundancy Scale\u003C\u002Fh2>\n        \u003Ctable>\n          \u003Cthead>\u003Ctr>\u003Cth>Years of service\u003C\u002Fth>\u003Cth>Weeks of pay\u003C\u002Fth>\u003C\u002Ftr>\u003C\u002Fthead>\n          \u003Ctbody>\n            \u003Ctr>\u003Ctd>1 year\u003C\u002Ftd>\u003Ctd>4 weeks\u003C\u002Ftd>\u003C\u002Ftr>\n            \u003Ctr>\u003Ctd>2 years\u003C\u002Ftd>\u003Ctd>6 weeks\u003C\u002Ftd>\u003C\u002Ftr>\n            \u003Ctr>\u003Ctd>3 years\u003C\u002Ftd>\u003Ctd>7 weeks\u003C\u002Ftd>\u003C\u002Ftr>\n            \u003Ctr>\u003Ctd>4 years\u003C\u002Ftd>\u003Ctd>8 weeks\u003C\u002Ftd>\u003C\u002Ftr>\n            \u003Ctr>\u003Ctd>5 years\u003C\u002Ftd>\u003Ctd>10 weeks\u003C\u002Ftd>\u003C\u002Ftr>\n            \u003Ctr>\u003Ctd>6 years\u003C\u002Ftd>\u003Ctd>11 weeks\u003C\u002Ftd>\u003C\u002Ftr>\n            \u003Ctr>\u003Ctd>7 years\u003C\u002Ftd>\u003Ctd>13 weeks\u003C\u002Ftd>\u003C\u002Ftr>\n            \u003Ctr>\u003Ctd>8 years\u003C\u002Ftd>\u003Ctd>14 weeks\u003C\u002Ftd>\u003C\u002Ftr>\n            \u003Ctr>\u003Ctd>9 years\u003C\u002Ftd>\u003Ctd>16 weeks\u003C\u002Ftd>\u003C\u002Ftr>\n            \u003Ctr>\u003Ctd>10 years or more\u003C\u002Ftd>\u003Ctd>12 weeks (capped)\u003C\u002Ftd>\u003C\u002Ftr>\n          \u003C\u002Ftbody>\n        \u003C\u002Ftable>\n        \u003Cp class=\"info-note\">Tax treatment: Genuine redundancy payments receive concessional tax treatment. A tax-free component applies (AUD $12,524 base + AUD $6,264 per completed year of service for 2025-26). Contact the ATO or a tax adviser for your specific situation.\u003C\u002Fp>\n      \u003C\u002Fdiv>\n    \u003C\u002Fdiv>\n\n    \u003C!-- TAB 3: ANNUAL LEAVE -->\n    \u003Cdiv class=\"tab-panel\" id=\"tab-leave\">\n      \u003Cdiv class=\"callout\">\n        \u003Cstrong>Annual Leave — Fair Work Act 2009, s.87 & Manufacturing Award 2020\u003C\u002Fstrong>\n        Full-time employees receive 4 weeks (20 days) of paid annual leave per year. Shiftworkers who regularly work on Sundays or public holidays receive 5 weeks. Annual leave loading is 17.5% (or shift penalty rates if higher).\n      \u003C\u002Fdiv>\n      \u003Cdiv class=\"card\">\n        \u003Cdiv class=\"two-col\">\n          \u003Cdiv class=\"field\">\n            \u003Clabel>Employment type\u003C\u002Flabel>\n            \u003Cselect id=\"leave-type\">\n              \u003Coption value=\"fulltime\">Full-time (38 hrs\u002Fweek)\u003C\u002Foption>\n              \u003Coption value=\"parttime\">Part-time\u003C\u002Foption>\n            \u003C\u002Fselect>\n          \u003C\u002Fdiv>\n          \u003Cdiv class=\"field\">\n            \u003Clabel>Weekly contracted hours (part-time)\u003C\u002Flabel>\n            \u003Cinput type=\"number\" id=\"leave-hours\" value=\"38\" min=\"1\" max=\"38\" step=\"0.5\">\n          \u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n        \u003Cdiv class=\"two-col\">\n          \u003Cdiv class=\"field\">\n            \u003Clabel>Hourly rate (AUD)\u003C\u002Flabel>\n            \u003Cinput type=\"number\" id=\"leave-rate\" value=\"24.28\" min=\"0\" step=\"0.01\">\n          \u003C\u002Fdiv>\n          \u003Cdiv class=\"field\">\n            \u003Clabel>Leave loading (%)\u003C\u002Flabel>\n            \u003Cinput type=\"number\" id=\"leave-loading\" value=\"17.5\" min=\"0\" max=\"50\" step=\"0.1\">\n          \u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n        \u003Cdiv class=\"toggle-row\">\n          \u003Clabel>Shiftworker (5 weeks leave entitlement)\u003C\u002Flabel>\n          \u003Clabel class=\"toggle\">\u003Cinput type=\"checkbox\" id=\"leave-shift\">\u003Cspan class=\"slider\">\u003C\u002Fspan>\u003C\u002Flabel>\n        \u003C\u002Fdiv>\n        \u003Cdiv id=\"leave-results\" class=\"results\">\n          \u003Ch3>\u003Ci data-lucide=\"sun\">\u003C\u002Fi>Annual Leave Entitlement\u003C\u002Fh3>\n        \u003C\u002Fdiv>\n        \u003Cp class=\"stamp\">NES minimum · Manufacturing Award 2020, cl.25 · 2025-26 rates\u003C\u002Fp>\n      \u003C\u002Fdiv>\n    \u003C\u002Fdiv>\n\n    \u003C!-- TAB 4: NOTICE PERIOD -->\n    \u003Cdiv class=\"tab-panel\" id=\"tab-notice\">\n      \u003Cdiv class=\"callout\">\n        \u003Cstrong>Notice of Termination — Fair Work Act 2009, s.117\u003C\u002Fstrong>\n        The Manufacturing Award does not provide notice periods above the NES minimum. Employees aged 45+ with 2 or more years of continuous service receive an additional 1 week supplement.\n      \u003C\u002Fdiv>\n      \u003Cdiv class=\"card\">\n        \u003Cdiv class=\"two-col\">\n          \u003Cdiv class=\"field\">\n            \u003Clabel>Years of continuous service\u003C\u002Flabel>\n            \u003Cinput type=\"number\" id=\"notice-years\" value=\"3\" min=\"0\" max=\"50\" step=\"1\">\n          \u003C\u002Fdiv>\n          \u003Cdiv class=\"field\">\n            \u003Clabel>Employee age\u003C\u002Flabel>\n            \u003Cinput type=\"number\" id=\"notice-age\" value=\"35\" min=\"15\" max=\"80\" step=\"1\">\n          \u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n        \u003Cdiv class=\"two-col\">\n          \u003Cdiv class=\"field\">\n            \u003Clabel>Direction\u003C\u002Flabel>\n            \u003Cselect id=\"notice-dir\">\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=\"field\">\n            \u003Clabel>Weekly gross pay (AUD)\u003C\u002Flabel>\n            \u003Cinput type=\"number\" id=\"notice-weekly\" value=\"1068.60\" min=\"0\" step=\"0.01\">\n          \u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n        \u003Cdiv class=\"field\">\n          \u003Clabel>Termination \u002F resignation date\u003C\u002Flabel>\n          \u003Cinput type=\"date\" id=\"notice-date\">\n        \u003C\u002Fdiv>\n        \u003Cdiv id=\"notice-results\" class=\"results\">\n          \u003Ch3>\u003Ci data-lucide=\"bell\">\u003C\u002Fi>Notice Period\u003C\u002Fh3>\n        \u003C\u002Fdiv>\n        \u003Cp class=\"stamp\">NES s.117 · Fair Work Act 2009 · Manufacturing Award 2020\u003C\u002Fp>\n      \u003C\u002Fdiv>\n\n      \u003Cdiv class=\"card\">\n        \u003Ch2>NES Notice Scale (s.117)\u003C\u002Fh2>\n        \u003Ctable>\n          \u003Cthead>\u003Ctr>\u003Cth>Years of service\u003C\u002Fth>\u003Cth>Notice\u003C\u002Fth>\u003C\u002Ftr>\u003C\u002Fthead>\n          \u003Ctbody>\n            \u003Ctr>\u003Ctd>Less than 1 year\u003C\u002Ftd>\u003Ctd>1 week\u003C\u002Ftd>\u003C\u002Ftr>\n            \u003Ctr>\u003Ctd>1 year to less than 3 years\u003C\u002Ftd>\u003Ctd>2 weeks\u003C\u002Ftd>\u003C\u002Ftr>\n            \u003Ctr>\u003Ctd>3 years to less than 5 years\u003C\u002Ftd>\u003Ctd>3 weeks\u003C\u002Ftd>\u003C\u002Ftr>\n            \u003Ctr>\u003Ctd>5 years or more\u003C\u002Ftd>\u003Ctd>4 weeks\u003C\u002Ftd>\u003C\u002Ftr>\n            \u003Ctr>\u003Ctd>Over 45 with 2+ years service\u003C\u002Ftd>\u003Ctd>+1 week supplement\u003C\u002Ftd>\u003C\u002Ftr>\n          \u003C\u002Ftbody>\n        \u003C\u002Ftable>\n        \u003Cp class=\"info-note\">Unfair dismissal access: employees with 6+ months service (12+ months for small business) may apply to the Fair Work Commission if dismissal is harsh, unjust or unreasonable (s.382).\u003C\u002Fp>\n      \u003C\u002Fdiv>\n    \u003C\u002Fdiv>\n\n    \u003C!-- TAB 5: SUPERANNUATION -->\n    \u003Cdiv class=\"tab-panel\" id=\"tab-super\">\n      \u003Cdiv class=\"callout\">\n        \u003Cstrong>Superannuation Guarantee — 12% from 1 July 2025\u003C\u002Fstrong>\n        Employers must contribute 12% of ordinary time earnings to a complying super fund under the Superannuation Guarantee (Administration) Act 1992. Under Fair Work Act 2009 s.149A, employees may choose their own fund.\n      \u003C\u002Fdiv>\n      \u003Cdiv class=\"card\">\n        \u003Cdiv class=\"two-col\">\n          \u003Cdiv class=\"field\">\n            \u003Clabel>Annual salary \u002F gross earnings (AUD)\u003C\u002Flabel>\n            \u003Cinput type=\"number\" id=\"super-annual\" value=\"53245\" min=\"0\" step=\"100\">\n          \u003C\u002Fdiv>\n          \u003Cdiv class=\"field\">\n            \u003Clabel>SG rate (%)\u003C\u002Flabel>\n            \u003Cinput type=\"number\" id=\"super-rate\" value=\"12\" min=\"0\" max=\"30\" step=\"0.01\">\n          \u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n        \u003Cdiv class=\"field\">\n          \u003Clabel>Voluntary employee contribution (AUD\u002Fmonth)\u003C\u002Flabel>\n          \u003Cinput type=\"number\" id=\"super-voluntary\" value=\"0\" min=\"0\" step=\"10\">\n        \u003C\u002Fdiv>\n        \u003Cdiv id=\"super-results\" class=\"results\">\n          \u003Ch3>\u003Ci data-lucide=\"piggy-bank\">\u003C\u002Fi>Superannuation Estimate\u003C\u002Fh3>\n        \u003C\u002Fdiv>\n        \u003Cp class=\"stamp\">SG rate 12% from 1 July 2025 · Superannuation Guarantee (Administration) Act 1992\u003C\u002Fp>\n      \u003C\u002Fdiv>\n    \u003C\u002Fdiv>\n\n    \u003C!-- TAB 6: LONG SERVICE LEAVE -->\n    \u003Cdiv class=\"tab-panel\" id=\"tab-lsl\">\n      \u003Cdiv class=\"callout\">\n        \u003Cstrong>Long Service Leave — State and Territory Legislation\u003C\u002Fstrong>\n        Long service leave is governed by state\u002Fterritory law, not the Fair Work Act. Qualifying periods and entitlements differ significantly by jurisdiction. Select your state or territory below.\n      \u003C\u002Fdiv>\n      \u003Cdiv class=\"card\">\n        \u003Cdiv class=\"two-col\">\n          \u003Cdiv class=\"field\">\n            \u003Clabel>State \u002F Territory\u003C\u002Flabel>\n            \u003Cselect id=\"lsl-state\">\n              \u003Coption value=\"nsw\">New South Wales\u003C\u002Foption>\n              \u003Coption value=\"vic\">Victoria\u003C\u002Foption>\n              \u003Coption value=\"qld\">Queensland\u003C\u002Foption>\n              \u003Coption value=\"sa\">South Australia\u003C\u002Foption>\n              \u003Coption value=\"wa\">Western Australia\u003C\u002Foption>\n              \u003Coption value=\"tas\">Tasmania\u003C\u002Foption>\n              \u003Coption value=\"act\">Australian Capital Territory\u003C\u002Foption>\n              \u003Coption value=\"nt\">Northern Territory\u003C\u002Foption>\n            \u003C\u002Fselect>\n          \u003C\u002Fdiv>\n          \u003Cdiv class=\"field\">\n            \u003Clabel>Years of continuous service\u003C\u002Flabel>\n            \u003Cinput type=\"number\" id=\"lsl-years\" value=\"8\" min=\"0\" max=\"50\" step=\"1\">\n          \u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n        \u003Cdiv class=\"two-col\">\n          \u003Cdiv class=\"field\">\n            \u003Clabel>Weekly gross pay (AUD)\u003C\u002Flabel>\n            \u003Cinput type=\"number\" id=\"lsl-weekly\" value=\"1068.60\" min=\"0\" step=\"0.01\">\n          \u003C\u002Fdiv>\n          \u003Cdiv class=\"field\">\n            \u003Clabel>Employment type\u003C\u002Flabel>\n            \u003Cselect id=\"lsl-emptype\">\n              \u003Coption value=\"fulltime\">Full-time\u003C\u002Foption>\n              \u003Coption value=\"parttime\">Part-time\u003C\u002Foption>\n            \u003C\u002Fselect>\n          \u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n        \u003Cdiv class=\"field\" id=\"lsl-parttime-field\" style=\"display:none\">\n          \u003Clabel>Part-time weekly hours\u003C\u002Flabel>\n          \u003Cinput type=\"number\" id=\"lsl-pthours\" value=\"20\" min=\"1\" max=\"38\" step=\"0.5\">\n        \u003C\u002Fdiv>\n        \u003Cdiv id=\"lsl-results\" class=\"results\">\n          \u003Ch3>\u003Ci data-lucide=\"map-pin\">\u003C\u002Fi>Long Service Leave Entitlement\u003C\u002Fh3>\n        \u003C\u002Fdiv>\n        \u003Cp class=\"stamp\">As of 2026 · State\u002Fterritory LSL legislation\u003C\u002Fp>\n      \u003C\u002Fdiv>\n\n      \u003Cdiv class=\"card\">\n        \u003Ch2>LSL Entitlements by State\u002FTerritory (as of 2026)\u003C\u002Fh2>\n        \u003Ctable>\n          \u003Cthead>\u003Ctr>\u003Cth>State\u002FTerritory\u003C\u002Fth>\u003Cth>Qualifying Period\u003C\u002Fth>\u003Cth>Entitlement\u003C\u002Fth>\u003Cth>Legislation\u003C\u002Fth>\u003C\u002Ftr>\u003C\u002Fthead>\n          \u003Ctbody>\n            \u003Ctr>\u003Ctd>NSW\u003C\u002Ftd>\u003Ctd>10 years\u003C\u002Ftd>\u003Ctd>8.667 weeks\u003C\u002Ftd>\u003Ctd>Long Service Leave Act 1955\u003C\u002Ftd>\u003C\u002Ftr>\n            \u003Ctr>\u003Ctd>VIC\u003C\u002Ftd>\u003Ctd>7 years\u003C\u002Ftd>\u003Ctd>6.067 weeks (pro-rata after 7 yrs)\u003C\u002Ftd>\u003Ctd>Long Service Leave Act 2018\u003C\u002Ftd>\u003C\u002Ftr>\n            \u003Ctr>\u003Ctd>QLD\u003C\u002Ftd>\u003Ctd>10 years\u003C\u002Ftd>\u003Ctd>8.667 weeks\u003C\u002Ftd>\u003Ctd>Industrial Relations Act 2016, s.94\u003C\u002Ftd>\u003C\u002Ftr>\n            \u003Ctr>\u003Ctd>SA\u003C\u002Ftd>\u003Ctd>10 years\u003C\u002Ftd>\u003Ctd>13 weeks\u003C\u002Ftd>\u003Ctd>Long Service Leave Act 1987\u003C\u002Ftd>\u003C\u002Ftr>\n            \u003Ctr>\u003Ctd>WA\u003C\u002Ftd>\u003Ctd>10 years\u003C\u002Ftd>\u003Ctd>8.667 weeks\u003C\u002Ftd>\u003Ctd>Long Service Leave Act 1958\u003C\u002Ftd>\u003C\u002Ftr>\n            \u003Ctr>\u003Ctd>TAS\u003C\u002Ftd>\u003Ctd>10 years\u003C\u002Ftd>\u003Ctd>8.667 weeks\u003C\u002Ftd>\u003Ctd>Long Service Leave Act 1976\u003C\u002Ftd>\u003C\u002Ftr>\n            \u003Ctr>\u003Ctd>ACT\u003C\u002Ftd>\u003Ctd>7 years\u003C\u002Ftd>\u003Ctd>6.067 weeks (pro-rata after 7 yrs)\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        \u003Cp class=\"info-note\">WA state system employees (employed under WA state awards) may have different entitlements. Some awards or enterprise agreements may provide more generous LSL — check your specific agreement.\u003C\u002Fp>\n      \u003C\u002Fdiv>\n    \u003C\u002Fdiv>\n\n    \u003Cdiv class=\"disclaimer\">\n      \u003Cstrong>Indicative calculations only — not legal advice.\u003C\u002Fstrong>\n      These estimates are based on published minimum award rates and statutory formulas effective 1 July 2025 (2025-26). Actual pay may differ based on your classification, enterprise agreement, allowances, or other factors. Contact the \u003Cstrong>Fair Work Ombudsman (1300 724 690)\u003C\u002Fstrong>, your union (AMWU, AWU), or a qualified employment lawyer for advice about your specific situation. Verify current rates at \u003Cstrong>fairwork.gov.au\u003C\u002Fstrong>.\n    \u003C\u002Fdiv>\n  \u003C\u002Fmain>\n\n  \u003Cscript>\n    \u002F\u002F ── Utilities ─────────────────────────────────────────────────────────────\n    const AUD = v => new Intl.NumberFormat('en-AU',{style:'currency',currency:'AUD'}).format(v);\n    const num = id => parseFloat(document.getElementById(id)?.value) || 0;\n    const sel = id => document.getElementById(id)?.value || '';\n    const chk = id => document.getElementById(id)?.checked || false;\n\n    function sendResize() {\n      try {\n        const h = document.documentElement.scrollHeight;\n        parent.postMessage({type:'resize',height:h},'*');\n      } catch(e){}\n    }\n\n    new ResizeObserver(() => sendResize()).observe(document.documentElement);\n\n    \u002F\u002F ── Tab activation ────────────────────────────────────────────────────────\n    function activateTab(id) {\n      document.querySelectorAll('.tab-btn').forEach(b => {\n        const active = b.dataset.tab === id;\n        b.classList.toggle('active', active);\n        b.setAttribute('aria-selected', active ? 'true' : 'false');\n      });\n      document.querySelectorAll('.tab-panel').forEach(p => {\n        p.classList.toggle('active', p.id === 'tab-' + id);\n      });\n      if (location.hash !== '#' + id) try { location.hash = id; } catch(e){}\n      lucide.createIcons();\n      sendResize();\n    }\n\n    document.querySelectorAll('.tab-btn').forEach(btn => {\n      btn.addEventListener('click', () => activateTab(btn.dataset.tab));\n    });\n\n    \u002F\u002F ── PAYG tax 2025-26 ──────────────────────────────────────────────────────\n    function calcPAYG(annual, residency) {\n      if (residency === 'whm') {\n        \u002F\u002F Working Holiday Maker: 15% up to $45k, 32.5% $45k-$135k, 37% $135k-$190k, 45% $190k+\n        let tax = 0;\n        if (annual \u003C= 45000) { tax = annual * 0.15; }\n        else if (annual \u003C= 135000) { tax = 6750 + (annual - 45000) * 0.325; }\n        else if (annual \u003C= 190000) { tax = 36000 + (annual - 135000) * 0.37; }\n        else { tax = 56350 + (annual - 190000) * 0.45; }\n        return {tax, medicare:0, lito:0};\n      }\n      if (residency === 'nonresident') {\n        \u002F\u002F Non-resident: 32.5% $0-$135k, 37% $135k-$190k, 45% $190k+\n        let tax = 0;\n        if (annual \u003C= 135000) { tax = annual * 0.325; }\n        else if (annual \u003C= 190000) { tax = 43875 + (annual - 135000) * 0.37; }\n        else { tax = 64225 + (annual - 190000) * 0.45; }\n        return {tax, medicare:0, lito:0};\n      }\n      \u002F\u002F Australian resident\n      let tax = 0;\n      if (annual \u003C= 18200) { tax = 0; }\n      else if (annual \u003C= 45000) { tax = (annual - 18200) * 0.19; }\n      else if (annual \u003C= 135000) { tax = 5092 + (annual - 45000) * 0.325; }\n      else if (annual \u003C= 190000) { tax = 34342 + (annual - 135000) * 0.37; }\n      else { tax = 54697 + (annual - 190000) * 0.45; }\n\n      let lito = 0;\n      if (annual \u003C= 37500) { lito = 700; }\n      else if (annual \u003C= 45000) { lito = 700 - (annual - 37500) * 0.05; }\n      else if (annual \u003C= 66667) { lito = 325 - (annual - 45000) * 0.015; }\n      tax = Math.max(0, tax - lito);\n\n      const medicare = annual \u003C= 26000 ? 0 : annual * 0.02;\n      return {tax, medicare, lito};\n    }\n\n    \u002F\u002F ── Tab 1: Pay Calculator ────────────────────────────────────────────────\n    function calcPay() {\n      const levelVal = parseFloat(sel('pay-level'));\n      const customVal = num('pay-custom');\n      const baseHourly = (levelVal === 0 || isNaN(levelVal)) ? customVal : levelVal;\n      const type = sel('pay-type');\n      const hours = num('pay-hours') || 38;\n      const residency = sel('pay-residency');\n\n      const casualMult = type === 'casual' ? 1.25 : 1.0;\n      const hourly = baseHourly * casualMult;\n      const annual = hourly * hours * 52;\n      const superAmt = annual * 0.12;\n\n      const {tax, medicare, lito} = calcPAYG(annual, residency);\n      const net = annual - tax - medicare;\n\n      const el = document.getElementById('pay-results');\n      el.innerHTML = `\n        \u003Ch3>\u003Ci data-lucide=\"chart-bar\">\u003C\u002Fi>Estimated Pay (2025-26)\u003C\u002Fh3>\n        \u003Cdiv class=\"r-row\">\u003Cspan class=\"r-label\">Hourly rate (${type === 'casual' ? 'incl. 25% casual loading' : 'ordinary time'})\u003C\u002Fspan>\u003Cspan class=\"r-value\">${AUD(hourly)}\u002Fhr\u003C\u002Fspan>\u003C\u002Fdiv>\n        \u003Cdiv class=\"r-row\">\u003Cspan class=\"r-label\">Weekly gross (${hours} hrs)\u003C\u002Fspan>\u003Cspan class=\"r-value\">${AUD(hourly * hours)}\u003C\u002Fspan>\u003C\u002Fdiv>\n        \u003Cdiv class=\"r-row\">\u003Cspan class=\"r-label\">Annual gross\u003C\u002Fspan>\u003Cspan class=\"r-value\">${AUD(annual)}\u003C\u002Fspan>\u003C\u002Fdiv>\n        \u003Cdiv class=\"r-row\">\u003Cspan class=\"r-label\">Estimated PAYG income tax\u003C\u002Fspan>\u003Cspan class=\"r-value\">−${AUD(tax)}\u003C\u002Fspan>\u003C\u002Fdiv>\n        ${residency === 'resident' ? `\u003Cdiv class=\"r-row\">\u003Cspan class=\"r-label\">Low Income Tax Offset (LITO)\u003C\u002Fspan>\u003Cspan class=\"r-value ok\">+${AUD(lito)}\u003C\u002Fspan>\u003C\u002Fdiv>` : ''}\n        ${residency === 'resident' ? `\u003Cdiv class=\"r-row\">\u003Cspan class=\"r-label\">Medicare Levy (2%)\u003C\u002Fspan>\u003Cspan class=\"r-value\">−${AUD(medicare)}\u003C\u002Fspan>\u003C\u002Fdiv>` : ''}\n        \u003Cdiv class=\"r-row\">\u003Cspan class=\"r-label\">Estimated annual net take-home\u003C\u002Fspan>\u003Cspan class=\"r-value highlight\">${AUD(net)}\u003C\u002Fspan>\u003C\u002Fdiv>\n        \u003Cdiv class=\"r-row\">\u003Cspan class=\"r-label\">Estimated monthly net take-home\u003C\u002Fspan>\u003Cspan class=\"r-value highlight\">${AUD(net\u002F12)}\u003C\u002Fspan>\u003C\u002Fdiv>\n        \u003Cdiv class=\"r-row\">\u003Cspan class=\"r-label\">Employer superannuation (SG 12% — not deducted from take-home)\u003C\u002Fspan>\u003Cspan class=\"r-value ok\">${AUD(superAmt)}\u002Fyr\u003C\u002Fspan>\u003C\u002Fdiv>\n      `;\n      lucide.createIcons();\n    }\n\n    \u002F\u002F ── Tab 2: Redundancy ────────────────────────────────────────────────────\n    const RED_TABLE = [\n      {years:1,weeks:4},{years:2,weeks:6},{years:3,weeks:7},{years:4,weeks:8},\n      {years:5,weeks:10},{years:6,weeks:11},{years:7,weeks:13},{years:8,weeks:14},\n      {years:9,weeks:16},{years:10,weeks:12}\n    ];\n\n    function calcRedundancy() {\n      const years = Math.floor(num('red-years'));\n      const weekly = num('red-weekly');\n      const small = sel('red-size') === 'small';\n      const el = document.getElementById('red-results');\n\n      if (years \u003C 1) {\n        el.innerHTML = `\u003Ch3>\u003Ci data-lucide=\"package-x\">\u003C\u002Fi>Redundancy Pay Estimate\u003C\u002Fh3>\u003Cdiv class=\"r-row\">\u003Cspan class=\"r-label\">Less than 1 year of service\u003C\u002Fspan>\u003Cspan class=\"r-value\">\u003Cspan class=\"badge badge-warn\">No entitlement\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fdiv>`;\n        lucide.createIcons(); return;\n      }\n      if (small) {\n        el.innerHTML = `\u003Ch3>\u003Ci data-lucide=\"package-x\">\u003C\u002Fi>Redundancy Pay Estimate\u003C\u002Fh3>\u003Cdiv class=\"r-row\">\u003Cspan class=\"r-label\">Small business exemption\u003C\u002Fspan>\u003Cspan class=\"r-value\">\u003Cspan class=\"badge badge-warn\">Exempt\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fdiv>\u003Cp class=\"info-note\" style=\"margin-top:8px\">Employers with fewer than 15 employees are exempt from NES redundancy pay under Fair Work Act 2009 s.121. Some enterprise agreements may still require payment — check your agreement.\u003C\u002Fp>`;\n        lucide.createIcons(); return;\n      }\n\n      const capped = years >= 10;\n      const row = capped ? RED_TABLE[9] : (RED_TABLE.find(r => r.years === years) || RED_TABLE[9]);\n      const weeks = row.weeks;\n      const total = weeks * weekly;\n\n      el.innerHTML = `\n        \u003Ch3>\u003Ci data-lucide=\"package-x\">\u003C\u002Fi>Redundancy Pay Estimate\u003C\u002Fh3>\n        \u003Cdiv class=\"r-row\">\u003Cspan class=\"r-label\">Years of service\u003C\u002Fspan>\u003Cspan class=\"r-value\">${years} year${years !== 1?'s':''}\u003C\u002Fspan>\u003C\u002Fdiv>\n        \u003Cdiv class=\"r-row\">\u003Cspan class=\"r-label\">NES redundancy entitlement\u003C\u002Fspan>\u003Cspan class=\"r-value\">${weeks} weeks${capped?' \u003Cspan class=\"badge badge-warn\">capped at 12 wks\u003C\u002Fspan>':''}\u003C\u002Fspan>\u003C\u002Fdiv>\n        \u003Cdiv class=\"r-row\">\u003Cspan class=\"r-label\">Weekly gross pay\u003C\u002Fspan>\u003Cspan class=\"r-value\">${AUD(weekly)}\u003C\u002Fspan>\u003C\u002Fdiv>\n        \u003Cdiv class=\"r-row\">\u003Cspan class=\"r-label\">Estimated redundancy payment\u003C\u002Fspan>\u003Cspan class=\"r-value highlight\">${AUD(total)}\u003C\u002Fspan>\u003C\u002Fdiv>\n        \u003Cp class=\"info-note\" style=\"margin-top:8px\">A tax-free component applies to genuine redundancy: AUD $12,524 + AUD $6,264 × ${years} completed years = ${AUD(12524 + 6264 * years)} (2025-26). Amounts above this are taxed as ETPs. Contact the ATO for your specific tax position.\u003C\u002Fp>\n      `;\n      lucide.createIcons();\n    }\n\n    \u002F\u002F ── Tab 3: Annual Leave ─────────────────────────────────────────────────\n    function calcLeave() {\n      const type = sel('leave-type');\n      const contracted = num('leave-hours') || 38;\n      const rate = num('leave-rate');\n      const loading = num('leave-loading') \u002F 100;\n      const isShift = chk('leave-shift');\n      const fullWeeks = isShift ? 5 : 4;\n      const proRataFactor = type === 'parttime' ? contracted \u002F 38 : 1;\n      const leaveWeeks = fullWeeks * proRataFactor;\n      const leaveDays = leaveWeeks * 5;\n      const leaveHours = leaveWeeks * contracted;\n      const weeklyOrd = rate * contracted;\n      const leaveValue = weeklyOrd * leaveWeeks;\n      const loadingValue = leaveValue * loading;\n      const totalLeave = leaveValue + loadingValue;\n      const accrualMonthly = (fullWeeks \u002F 52) * contracted * rate * (1 + loading) * (52\u002F12);\n      const accrualFortnight = (fullWeeks \u002F 52) * contracted * rate * (1 + loading) * 2;\n\n      const el = document.getElementById('leave-results');\n      el.innerHTML = `\n        \u003Ch3>\u003Ci data-lucide=\"sun\">\u003C\u002Fi>Annual Leave Entitlement\u003C\u002Fh3>\n        \u003Cdiv class=\"r-row\">\u003Cspan class=\"r-label\">Annual entitlement\u003C\u002Fspan>\u003Cspan class=\"r-value\">${leaveWeeks.toFixed(2)} weeks (${leaveDays.toFixed(1)} days, ${leaveHours.toFixed(1)} hrs)${isShift?' \u003Cspan class=\"badge badge-ok\">Shiftworker 5 wks\u003C\u002Fspan>':''}\u003C\u002Fspan>\u003C\u002Fdiv>\n        \u003Cdiv class=\"r-row\">\u003Cspan class=\"r-label\">Base value of leave\u003C\u002Fspan>\u003Cspan class=\"r-value\">${AUD(leaveValue)}\u003C\u002Fspan>\u003C\u002Fdiv>\n        \u003Cdiv class=\"r-row\">\u003Cspan class=\"r-label\">Leave loading (${(loading*100).toFixed(1)}%)\u003C\u002Fspan>\u003Cspan class=\"r-value ok\">+${AUD(loadingValue)}\u003C\u002Fspan>\u003C\u002Fdiv>\n        \u003Cdiv class=\"r-row\">\u003Cspan class=\"r-label\">Total leave entitlement (incl. loading)\u003C\u002Fspan>\u003Cspan class=\"r-value highlight\">${AUD(totalLeave)}\u003C\u002Fspan>\u003C\u002Fdiv>\n        \u003Cdiv class=\"r-row\">\u003Cspan class=\"r-label\">Accrual per fortnight\u003C\u002Fspan>\u003Cspan class=\"r-value\">${AUD(accrualFortnight)}\u003C\u002Fspan>\u003C\u002Fdiv>\n        \u003Cdiv class=\"r-row\">\u003Cspan class=\"r-label\">Accrual per month\u003C\u002Fspan>\u003Cspan class=\"r-value\">${AUD(accrualMonthly)}\u003C\u002Fspan>\u003C\u002Fdiv>\n      `;\n      lucide.createIcons();\n    }\n\n    \u002F\u002F ── Tab 4: Notice Period ─────────────────────────────────────────────────\n    function calcNotice() {\n      const years = num('notice-years');\n      const age = num('notice-age');\n      const weekly = num('notice-weekly');\n      const dir = sel('notice-dir');\n      const dateStr = sel('notice-date');\n\n      let weeks = 1;\n      if (years >= 5) weeks = 4;\n      else if (years >= 3) weeks = 3;\n      else if (years >= 1) weeks = 2;\n\n      const over45 = age >= 45 && years >= 2;\n      if (over45) weeks += 1;\n\n      const pieu = weeks * weekly;\n\n      let lastDayStr = '';\n      if (dateStr) {\n        const d = new Date(dateStr);\n        d.setDate(d.getDate() + weeks * 7);\n        lastDayStr = d.toLocaleDateString('en-AU', {weekday:'long',year:'numeric',month:'long',day:'numeric'});\n      }\n\n      const el = document.getElementById('notice-results');\n      el.innerHTML = `\n        \u003Ch3>\u003Ci data-lucide=\"bell\">\u003C\u002Fi>Notice Period\u003C\u002Fh3>\n        \u003Cdiv class=\"r-row\">\u003Cspan class=\"r-label\">Years of service\u003C\u002Fspan>\u003Cspan class=\"r-value\">${years \u003C 1 ? 'Less than 1 year' : years + ' year' + (years !== 1?'s':'')}\u003C\u002Fspan>\u003C\u002Fdiv>\n        \u003Cdiv class=\"r-row\">\u003Cspan class=\"r-label\">NES minimum notice\u003C\u002Fspan>\u003Cspan class=\"r-value highlight\">${weeks} week${weeks !== 1?'s':''}\u003C\u002Fspan>\u003C\u002Fdiv>\n        ${over45 ? `\u003Cdiv class=\"r-row\">\u003Cspan class=\"r-label\">Over 45 supplement included\u003C\u002Fspan>\u003Cspan class=\"r-value ok\">\u003Cspan class=\"badge badge-ok\">+1 week applied\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fdiv>` : ''}\n        ${dir === 'employer' ? `\u003Cdiv class=\"r-row\">\u003Cspan class=\"r-label\">Payment in lieu of notice\u003C\u002Fspan>\u003Cspan class=\"r-value\">${AUD(pieu)}\u003C\u002Fspan>\u003C\u002Fdiv>` : ''}\n        ${lastDayStr ? `\u003Cdiv class=\"r-row\">\u003Cspan class=\"r-label\">Last working day\u003C\u002Fspan>\u003Cspan class=\"r-value\">${lastDayStr}\u003C\u002Fspan>\u003C\u002Fdiv>` : ''}\n        \u003Cp class=\"info-note\" style=\"margin-top:8px\">${dir === 'employer' ? 'Employer may pay out notice instead of requiring work. Unfair dismissal access: 6 months service (12 months for small business).' : 'Employee resignation: same NES scale applies. Check your contract or enterprise agreement for any longer notice requirement.'}\u003C\u002Fp>\n      `;\n      lucide.createIcons();\n    }\n\n    \u002F\u002F ── Tab 5: Super ─────────────────────────────────────────────────────────\n    function calcSuper() {\n      const annual = num('super-annual');\n      const rate = num('super-rate') \u002F 100;\n      const voluntary = num('super-voluntary') * 12;\n      const employer = annual * rate;\n      const total = employer + voluntary;\n      const concessionalCap = 30000;\n      const overCap = total > concessionalCap;\n\n      const el = document.getElementById('super-results');\n      el.innerHTML = `\n        \u003Ch3>\u003Ci data-lucide=\"piggy-bank\">\u003C\u002Fi>Superannuation Estimate\u003C\u002Fh3>\n        \u003Cdiv class=\"r-row\">\u003Cspan class=\"r-label\">Annual ordinary time earnings\u003C\u002Fspan>\u003Cspan class=\"r-value\">${AUD(annual)}\u003C\u002Fspan>\u003C\u002Fdiv>\n        \u003Cdiv class=\"r-row\">\u003Cspan class=\"r-label\">Employer SG contribution (${(rate*100).toFixed(1)}%)\u003C\u002Fspan>\u003Cspan class=\"r-value ok\">${AUD(employer)}\u002Fyr (${AUD(employer\u002F12)}\u002Fmo)\u003C\u002Fspan>\u003C\u002Fdiv>\n        ${voluntary > 0 ? `\u003Cdiv class=\"r-row\">\u003Cspan class=\"r-label\">Employee voluntary contributions\u003C\u002Fspan>\u003Cspan class=\"r-value\">${AUD(voluntary)}\u002Fyr\u003C\u002Fspan>\u003C\u002Fdiv>` : ''}\n        \u003Cdiv class=\"r-row\">\u003Cspan class=\"r-label\">Total super per year\u003C\u002Fspan>\u003Cspan class=\"r-value highlight\">${AUD(total)}\u003C\u002Fspan>\u003C\u002Fdiv>\n        ${overCap ? `\u003Cdiv class=\"r-row\">\u003Cspan class=\"r-label\">Concessional cap status (2025-26)\u003C\u002Fspan>\u003Cspan class=\"r-value\">\u003Cspan class=\"badge badge-warn\">Exceeds $30,000 cap\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fdiv>` : `\u003Cdiv class=\"r-row\">\u003Cspan class=\"r-label\">Concessional cap status (2025-26 $30,000)\u003C\u002Fspan>\u003Cspan class=\"r-value\">\u003Cspan class=\"badge badge-ok\">Within cap\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fdiv>`}\n        \u003Cp class=\"info-note\" style=\"margin-top:8px\">Employees may choose their own super fund (FWA s.149A). Ask your employer for the Standard Choice Form. The Manufacturing Award does not specify super provisions above the statutory SG rate.\u003C\u002Fp>\n      `;\n      lucide.createIcons();\n    }\n\n    \u002F\u002F ── Tab 6: Long Service Leave ────────────────────────────────────────────\n    const LSL_TABLE = {\n      nsw: {years:10, weeks:8.667, proRataAfter:10, name:'New South Wales', leg:'Long Service Leave Act 1955'},\n      vic: {years:7,  weeks:6.067, proRataAfter:7,  name:'Victoria',        leg:'Long Service Leave Act 2018'},\n      qld: {years:10, weeks:8.667, proRataAfter:10, name:'Queensland',      leg:'Industrial Relations Act 2016, s.94'},\n      sa:  {years:10, weeks:13,    proRataAfter:10, name:'South Australia',  leg:'Long Service Leave Act 1987'},\n      wa:  {years:10, weeks:8.667, proRataAfter:10, name:'Western Australia',leg:'Long Service Leave Act 1958'},\n      tas: {years:10, weeks:8.667, proRataAfter:10, name:'Tasmania',        leg:'Long Service Leave Act 1976'},\n      act: {years:7,  weeks:6.067, proRataAfter:7,  name:'ACT',             leg:'Long Service Leave Act 1976'},\n      nt:  {years:10, weeks:13,    proRataAfter:10, name:'Northern Territory',leg:'Long Service Leave Act 1981'},\n    };\n\n    function calcLSL() {\n      const state = sel('lsl-state');\n      const yearsService = num('lsl-years');\n      const weekly = num('lsl-weekly');\n      const emptype = sel('lsl-emptype');\n      const pthours = num('lsl-pthours') || 20;\n      const rule = LSL_TABLE[state];\n\n      document.getElementById('lsl-parttime-field').style.display = emptype === 'parttime' ? '' : 'none';\n\n      const proRataFactor = emptype === 'parttime' ? pthours \u002F 38 : 1;\n      const eligible = yearsService >= rule.years;\n      const proRataEligible = yearsService >= rule.proRataAfter;\n\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      leaveWeeks *= proRataFactor;\n\n      const cashValue = leaveWeeks * weekly;\n      const accrualPerYear = rule.weeks \u002F rule.years;\n      const yearsRemaining = Math.max(0, rule.years - yearsService);\n\n      const el = document.getElementById('lsl-results');\n      let status = '';\n      if (eligible) status = `\u003Cspan class=\"badge badge-ok\">Eligible\u003C\u002Fspan>`;\n      else if (proRataEligible) status = `\u003Cspan class=\"badge badge-ok\">Pro-rata eligible\u003C\u002Fspan>`;\n      else status = `\u003Cspan class=\"badge badge-warn\">${yearsRemaining.toFixed(1)} years to qualify\u003C\u002Fspan>`;\n\n      el.innerHTML = `\n        \u003Ch3>\u003Ci data-lucide=\"map-pin\">\u003C\u002Fi>Long Service Leave — ${rule.name}\u003C\u002Fh3>\n        \u003Cdiv class=\"r-row\">\u003Cspan class=\"r-label\">Legislation\u003C\u002Fspan>\u003Cspan class=\"r-value\">${rule.leg}\u003C\u002Fspan>\u003C\u002Fdiv>\n        \u003Cdiv class=\"r-row\">\u003Cspan class=\"r-label\">Qualifying period\u003C\u002Fspan>\u003Cspan class=\"r-value\">${rule.years} years\u003C\u002Fspan>\u003C\u002Fdiv>\n        \u003Cdiv class=\"r-row\">\u003Cspan class=\"r-label\">Eligibility status\u003C\u002Fspan>\u003Cspan class=\"r-value\">${status}\u003C\u002Fspan>\u003C\u002Fdiv>\n        ${(eligible || proRataEligible) ? `\n          \u003Cdiv class=\"r-row\">\u003Cspan class=\"r-label\">LSL entitlement\u003C\u002Fspan>\u003Cspan class=\"r-value highlight\">${leaveWeeks.toFixed(2)} weeks (${(leaveWeeks * 5).toFixed(1)} days)\u003C\u002Fspan>\u003C\u002Fdiv>\n          \u003Cdiv class=\"r-row\">\u003Cspan class=\"r-label\">Cash value at current weekly rate\u003C\u002Fspan>\u003Cspan class=\"r-value highlight\">${AUD(cashValue)}\u003C\u002Fspan>\u003C\u002Fdiv>\n        ` : ''}\n        \u003Cdiv class=\"r-row\">\u003Cspan class=\"r-label\">Accrual rate\u003C\u002Fspan>\u003Cspan class=\"r-value\">${accrualPerYear.toFixed(3)} weeks per year in ${rule.name}\u003C\u002Fspan>\u003C\u002Fdiv>\n        \u003Cp class=\"info-note\" style=\"margin-top:8px\">You are accruing long service leave at ${accrualPerYear.toFixed(3)} weeks per year worked in ${rule.name}. Your enterprise agreement may provide more generous LSL — check your specific agreement.\u003C\u002Fp>\n      `;\n      lucide.createIcons();\n    }\n\n    \u002F\u002F ── Event listeners ──────────────────────────────────────────────────────\n    ['pay-level','pay-custom','pay-hours','pay-type','pay-residency'].forEach(id => {\n      document.getElementById(id)?.addEventListener('input', calcPay);\n    });\n    ['red-years','red-weekly','red-size'].forEach(id => {\n      document.getElementById(id)?.addEventListener('input', calcRedundancy);\n    });\n    ['leave-type','leave-hours','leave-rate','leave-loading','leave-shift'].forEach(id => {\n      document.getElementById(id)?.addEventListener('input', calcLeave);\n    });\n    ['notice-years','notice-age','notice-dir','notice-weekly','notice-date'].forEach(id => {\n      document.getElementById(id)?.addEventListener('input', calcNotice);\n    });\n    ['super-annual','super-rate','super-voluntary'].forEach(id => {\n      document.getElementById(id)?.addEventListener('input', calcSuper);\n    });\n    ['lsl-state','lsl-years','lsl-weekly','lsl-emptype','lsl-pthours'].forEach(id => {\n      document.getElementById(id)?.addEventListener('input', calcLSL);\n    });\n\n    \u002F\u002F Set default notice date to today\n    const today = new Date().toISOString().split('T')[0];\n    document.getElementById('notice-date').value = today;\n\n    \u002F\u002F ── Initial load ─────────────────────────────────────────────────────────\n    window.addEventListener('load', () => {\n      const h = (location.hash || '').replace('#', '');\n      if (h && document.getElementById('tab-' + h)) activateTab(h);\n      try { calcPay(); } catch(e){}\n      try { calcRedundancy(); } catch(e){}\n      try { calcLeave(); } catch(e){}\n      try { calcNotice(); } catch(e){}\n      try { calcSuper(); } catch(e){}\n      try { calcLSL(); } catch(e){}\n      lucide.createIcons();\n      sendResize();\n    });\n\n    lucide.createIcons();\n  \u003C\u002Fscript>\n\u003C\u002Fbody>\n\u003C\u002Fhtml>\n","both"]