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When should I be really worried and take them to the emergency room?","pediatricians","You can then choose to continue the exchange and get a complete and detailed answer.","is answering it accurately and carefully.","Loading questions...","Popular Questions","Response Available","Could not close the question. Please try again.","Connect your calendar to receive proactive alerts","Continue the discussion and access unlimited questions","We monitor your Google calendar and alert you before it becomes urgent.","Your question is in good hands.","To be completed on the full guide","Your location could not be updated. Please check the postcode.","is answering it","Could not process your question. Please try again.","Estimated time before preview publication: a few minutes.","Question closed successfully.","Your information is treated confidentially.","You will also have the option to clarify certain elements or add a document to refine the answer if necessary.","Receive personalised follow-up on your guides","Ask a new question, follow your guides, and synchronise your Google and Outlook calendars",{"empty":732,"title":733,"types":734,"loading":23,"markAllRead":743},"No notifications","Notifications",{"status":735,"question_paid":739,"question_reply":740,"matched_article":741,"matched_articles":742},{"closed":736,"answered":737,"partially-answered":738},"Question closed","Your answer is ready","Partial answer available","Payment confirmed","New reply to your question","{count} new article for you","{count} new articles for you","Mark All as Read",{"empty":745,"title":647,"paused":746,"emptyHint":747,"reactivate":748,"categoryFallback":749},"No alerts at this time.","Alerts Paused","Connect your calendar and submit a question to receive personalised suggestions.","Reactivate","Category",{"error":125,"title":751,"minChars":752,"seoTitle":751,"emailSent":753,"minDigits":754,"emailLabel":379,"backToLogin":755,"description":756,"submitButton":757,"updateButton":758,"seoDescription":759,"updatingButton":460,"passwordUpdated":760,"emailPlaceholder":761,"errorDescription":762,"newPasswordLabel":763,"newPasswordTitle":764,"passwordMismatch":765,"submitButtonLoading":460,"confirmPasswordLabel":766,"emailSentDescription":464,"resetErrorDescription":767,"newPasswordPlaceholder":768,"confirmPasswordPlaceholder":769,"passwordUpdatedDescription":770},"Reset Your Password","Password must be at least 8 characters","Email Sent","Password must contain at least 2 digits","Back to Login","Enter your email address","Send Link","Update Password","Enter your new password","Password Updated","your email","Could not send the reset email. 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The expert in {city} was able to reassure me and guide me exactly to what I needed.",{"title":628,"subtitle":883,"subtitleExpert":884,"titleWithExpert":885},"Submit your question, and we will find the right expert for you!","Submit your question, and the response will be provided to you.","New Question for {name}",{"to":887,"seconds":888,"responseTo":889,"expertReading":890,"estimatedResponseTime":891,"expertSentPartialResponse":892},"to","seconds","Response to","{firstName} {lastName} is reading your question","Estimated response time: between 5 and 10 minutes","{expertName} has sent a partial response to",{"back":458,"title":459,"sending":460,"sendLink":757,"description":894,"notifications":895},"A reset link will be sent to your email address",{"error":125,"emailSent":753,"emailError":896,"loginRequired":897,"emailSentDescription":464},"Could not send reset email. 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Free tool for disability support, home care and social services workers.",16,"consumer","employment-law","generated","https:\u002F\u002Fpub-bdebbd2dad294475a2da0eb657815b6b.r2.dev\u002Ftools\u002Fcba-au-social-community-home-care-disability-services-award-2010-735aff94f1.webp",{"slug":1055,"local_slug":1055,"title":1056,"description":1057,"view_count":1058,"audience":1050,"category":1051,"source":1052,"hero_image":1059,"hero_image_alt":1056},"cba-au-clerks-private-sector-award-2020","Clerks Award 2020 — free pay & rights calculator 2026 | Expert Zoom","Calculate your pay, redundancy, annual leave and superannuation under the Clerks — Private Sector Award 2020.",15,"https:\u002F\u002Fpub-bdebbd2dad294475a2da0eb657815b6b.r2.dev\u002Ftools\u002Fcba-au-clerks-private-sector-award-2020-d6003361e7.webp",{"slug":1061,"local_slug":1061,"title":1062,"description":1063,"view_count":1064,"audience":1050,"category":1051,"source":1052,"hero_image":1065,"hero_image_alt":1062},"cba-au-road-transport-distribution-award-2020","Road Transport Distribution Award 2020 — free pay & rights calculator 2026 | Expert Zoom","Calculate your pay, redundancy, annual leave and superannuation under the Road Transport and Distribution Award 2020 (MA000038). Updated for 2025-26 Australian rates — free, no signup.",12,"https:\u002F\u002Fpub-bdebbd2dad294475a2da0eb657815b6b.r2.dev\u002Ftools\u002Fcba-au-road-transport-distribution-award-2020-904df7a0a7.webp",{"slug":1067,"local_slug":1067,"title":1068,"description":1069,"view_count":1070,"audience":1050,"category":1051,"source":1052,"hero_image":1071,"hero_image_alt":1072},"cba-au-hair-beauty-industry-award-2010","Hair and Beauty Industry Award — free pay & rights calculator 2026 | Expert Zoom","Calculate your pay, redundancy, annual leave and superannuation under the Hair and Beauty Industry Award 2010 (MA000005). Updated for 2025-26 Australian rates.",11,"https:\u002F\u002Fpub-bdebbd2dad294475a2da0eb657815b6b.r2.dev\u002Ftools\u002Fcba-au-hair-beauty-industry-award-2010-baa9ec62c8-1780065756.webp","",{"slug":1074,"local_slug":1074,"title":1075,"description":1076,"view_count":1070,"audience":1050,"category":1051,"source":1052,"hero_image":1077,"hero_image_alt":1075},"cba-au-hospitality-industry-general-award-2020","Hospitality Industry General Award 2020 — free pay & rights calculator 2026 | Expert Zoom","Calculate your hospitality pay, redundancy, annual leave and superannuation under the Hospitality Industry (General) Award 2020. Updated for 2025-26 Australian rates — free, no signup.","https:\u002F\u002Fpub-bdebbd2dad294475a2da0eb657815b6b.r2.dev\u002Ftools\u002Fcba-au-hospitality-industry-general-award-2020-fadd85aed3.webp",{"slug":1079,"local_slug":1079,"title":1080,"description":1081,"view_count":1082,"audience":1050,"category":1051,"source":1052,"hero_image":1083,"hero_image_alt":1080},"cba-au-security-services-industry-award-2020","Security Services Industry Award 2020 — free pay & rights calculator 2026 | Expert Zoom","Calculate your pay, redundancy, annual leave and superannuation under the Security Services Industry Award 2020 (MA000016). All 5 classification levels, penalty rates, and state-based long service leave.",10,"https:\u002F\u002Fpub-bdebbd2dad294475a2da0eb657815b6b.r2.dev\u002Ftools\u002Fcba-au-security-services-industry-award-2020-aca734bc87.webp",{"slug":1085,"local_slug":1085,"title":1086,"description":1087,"view_count":1082,"audience":1050,"category":1051,"source":1052,"hero_image":1088,"hero_image_alt":1086},"cba-au-nurses-award-2020","Nurses Award 2020 — free pay & entitlements calculator 2026 | Expert Zoom","Calculate your nursing pay, redundancy, annual leave, superannuation and long service leave under the Nurses Award 2020 (MA000034). Updated for 2025-26 Australian rates — free, no signup.","https:\u002F\u002Fpub-bdebbd2dad294475a2da0eb657815b6b.r2.dev\u002Ftools\u002Fcba-au-nurses-award-2020-6c03ab1230.webp",{"slug":1090,"local_slug":1090,"title":1091,"description":1092,"view_count":1082,"audience":1050,"category":1051,"source":1052,"hero_image":1093,"hero_image_alt":1091},"cba-au-manufacturing-associated-industries-award-2020","Manufacturing Award 2020 — free pay & rights calculator 2026 | Expert Zoom","Calculate your pay, redundancy, annual leave and superannuation under the Manufacturing and Associated Industries and Occupations Award 2020.","https:\u002F\u002Fpub-bdebbd2dad294475a2da0eb657815b6b.r2.dev\u002Ftools\u002Fcba-au-manufacturing-associated-industries-award-2020-63aeb8d0f4.webp",{"slug":1095,"local_slug":1095,"title":1096,"description":1097,"view_count":1098,"audience":1050,"category":1051,"source":1052,"hero_image":1099,"hero_image_alt":1096},"cba-au-aged-care-award-2010","Aged Care Award 2010 — free pay & rights calculator 2026 | Expert Zoom","Calculate your pay, redundancy, annual leave and superannuation under the Aged Care Award 2010 (MA000018).",9,"https:\u002F\u002Fpub-bdebbd2dad294475a2da0eb657815b6b.r2.dev\u002Ftools\u002Fcba-au-aged-care-award-2010-947e27372c.webp",{"slug":1101,"local_slug":1101,"title":1102,"description":1103,"view_count":1098,"audience":1050,"category":1051,"source":1052,"hero_image":1104,"hero_image_alt":1102},"cba-au-building-construction-general-on-site-award-2020","On-site Award 2020 — free pay calculator | Expert Zoom","Calculate your construction pay, redundancy, annual leave and superannuation under the Building and Construction General On-site Award 2020. Updated for 2025-26 Australian rates — free, no signup.","https:\u002F\u002Fpub-bdebbd2dad294475a2da0eb657815b6b.r2.dev\u002Ftools\u002Fcba-au-building-construction-general-on-site-award-2020-e1f05beb26.webp",{"slug":1106,"local_slug":1106,"title":1107,"description":1108,"view_count":1098,"audience":1050,"category":1051,"source":1052,"hero_image":1109,"hero_image_alt":1107},"cba-au-fast-food-industry-award-2020","Fast Food Industry Award 2020 — free pay & rights calculator 2026 | Expert Zoom","Calculate your pay, redundancy, annual leave and superannuation under the Fast Food Industry Award 2020 (MA000003). Free, updated for 2025-26.","https:\u002F\u002Fpub-bdebbd2dad294475a2da0eb657815b6b.r2.dev\u002Ftools\u002Fcba-au-fast-food-industry-award-2020-cc13b084e0.webp",{"slug":1111,"local_slug":1111,"title":1112,"description":1113,"view_count":1114,"audience":1050,"category":1051,"source":1052,"hero_image":1115,"hero_image_alt":1112},"cba-au-general-retail-industry-award-2020","Retail Award 2020 - free pay calculator 2026 | Expert Zoom","Calculate your retail pay, redundancy, annual leave and superannuation under the General Retail Industry Award 2020. Updated for 2025-26 Australian rates - free, no signup.",8,"https:\u002F\u002Fpub-bdebbd2dad294475a2da0eb657815b6b.r2.dev\u002Ftools\u002Fcba-au-general-retail-industry-award-2020-e7a1d1c2aa.webp",{"slug":1117,"local_slug":1117,"title":1118,"description":1119,"view_count":1114,"audience":1050,"category":1051,"source":1052,"hero_image":1120,"hero_image_alt":1118},"cba-au-local-government-industry-award-2020","Local Government Industry Award 2020 — free pay & entitlements calculator 2026 | Expert Zoom","Calculate your pay, redundancy, annual leave and superannuation under the Local Government Industry Award 2020 (MA000112). Updated for 2025-26 — free.","https:\u002F\u002Fpub-bdebbd2dad294475a2da0eb657815b6b.r2.dev\u002Ftools\u002Fcba-au-local-government-industry-award-2020-d6811bf5a8.webp",{"slug":1122,"local_slug":1122,"title":1123,"description":1124,"view_count":1125,"audience":1050,"category":1051,"source":1052,"hero_image":1126,"hero_image_alt":1123},"cba-au-educational-services-schools-general-staff-award-2020","Schools General Staff Award 2020 — free pay & rights calculator | Expert Zoom","Calculate pay, redundancy, annual leave and superannuation under the Educational Services (Schools) General Staff Award 2020 (MA000076).",7,"https:\u002F\u002Fpub-bdebbd2dad294475a2da0eb657815b6b.r2.dev\u002Ftools\u002Fcba-au-educational-services-schools-general-staff-award-2020-97c7e5df90.webp",{"slug":1128,"local_slug":1128,"title":1129,"description":1130,"view_count":1125,"audience":1050,"category":1051,"source":1052,"hero_image":1131,"hero_image_alt":1129},"cba-au-health-professionals-support-services-award-2020","Health Professionals Award 2020 — free pay & entitlements calculator 2026 | Expert Zoom","Calculate your health industry pay, redundancy, annual leave and superannuation under the Health Professionals and Support Services Award 2020. Updated for 2025-26 Australian rates — free, no signup.","https:\u002F\u002Fpub-bdebbd2dad294475a2da0eb657815b6b.r2.dev\u002Ftools\u002Fcba-au-health-professionals-support-services-award-2020-532e43b2fc.webp",{"id":1133,"slug":1134,"title":1135,"excerpt":1136,"contentMd":1137,"heroImage":1138,"heroImageAlt":1139,"heroImageCredit":1140,"audioUrl":1140,"audioGeneratedAt":1140,"readingTimeMin":1070,"featured":1141,"status":1142,"lang":1143,"countryCode":1144,"languageCode":1145,"categoryId":1146,"metaTitle":1147,"metaDescription":1148,"keyword":1149,"seoApiPageId":1150,"seoApiTenantId":1151,"contentType":1140,"wordCount":1152,"internalImages":1153,"frontmatter":1154,"viewCount":1157,"internalLinksCount":1158,"expertId":1159,"folderId":1140,"folderPosition":1140,"gscVerdict":1160,"gscCoverage":1161,"gscLastCrawl":1162,"gscCheckedAt":1163,"gscIndexingState":1140,"gscRobotsTxtState":1140,"gscPageFetchState":1140,"gscGoogleCanonical":1140,"gscCrawledAs":1140,"cwvLcp":1164,"cwvLcpRating":1165,"cwvFcp":1166,"cwvFcpRating":1165,"cwvCls":1158,"cwvClsRating":1167,"cwvAuditedAt":1168,"publishedAt":1169,"createdAt":1170,"updatedAt":1171,"category":1172,"expert":1173,"folder":1140,"folderArticles":1179,"relatedTools":1180,"_renderedHtml":1181},"cmpqxcy4a008270zjihn324g6","road-transport-distribution-award-2020-pay-rates-entitlements-2026-australia","Road Transport and Distribution Award 2020 — Rights, Pay and Entitlements Explained (2026)","The Road Transport and Distribution Award 2020 (MA000038) is the primary modern award governing pay rates, working conditions, and entitlements for truck drivers, distribution workers, and freight han","The Road Transport and Distribution Award 2020 (MA000038) is the primary modern award governing pay rates, working conditions, and entitlements for truck drivers, distribution workers, and freight handlers across Australia. Whether you are a rigid vehicle driver, a B-double operator, a forklift driver in a distribution centre, or an oil cartage worker, this award sets the minimum standards that apply to your employment. With the July 2025 Annual Wage Review delivering a 3.5% pay increase, understanding your updated entitlements is more important than ever.\n\n\u003Cdiv data-tool=\"cba-au-road-transport-distribution-award-2020\">\u003C\u002Fdiv>\n\n## Who Does the Road Transport and Distribution Award 2020 Cover?\n\nThe award covers employees working in:\n\n- Road transport of goods and livestock (including refrigerated freight)\n- Distribution facilities (warehouses, logistics centres, and DCs)\n- Air freight forwarding and customs clearance (storage and distribution)\n- Wholesale meat delivery\n- Cartage of petroleum products (oil distribution — separate rate stream)\n- Transport of milk and cream\n- Cartage of quarried materials (sand, gravel, rock)\n- Vehicle distribution and relocation\n- Mobile food vending\n\n**Important exclusions:** The award does not cover long-haul drivers employed under the Road Transport (Long Distance Operations) Award 2020 (MA000039), cash-in-transit workers, or waste management workers — each of those industries has its own modern award. Mining industry employees are also excluded.\n\nThe TWU (Transport Workers' Union of Australia) was a party to the making of this award. The employer counterparts include the Australian Road Transport Industrial Organisation (ARTIO\u002FATA) and the Australian Industry Group (AiG). Approximately 200,000 workers in metropolitan and short-haul freight and distribution nationally are covered.\n\n## Pay Structure and Classification Levels (2025-26)\n\nThe most recent Annual Wage Review delivered a **3.5% increase** effective the first full pay period on or after **1 July 2025**. The award contains three distinct rate streams.\n\n### Transport Workers — Grades 1 to 10\n\n| Grade | Role Examples | Weekly Rate | Hourly Rate | Casual Hourly (+25%) |\n|-------|--------------|-------------|-------------|----------------------|\n| Grade 1 | General hand, loader, courier, rigger's assistant | AUD $974.70 | AUD $25.65 | AUD $32.06 |\n| Grade 2 | Tow motor driver, rigid vehicle ≤4.5t GVM | AUD $998.10 | AUD $26.27 | AUD $32.84 |\n| Grade 3 | Forklift ≤5t, two-axle rigid vehicle | AUD $1,009.60 | AUD $26.57 | AUD $33.21 |\n| Grade 4 | Three-axle rigid, radio operator | AUD $1,027.40 | AUD $27.04 | AUD $33.80 |\n| Grade 5 | Forklift >10t, four+ axle rigid, crane chaser | AUD $1,040.20 | AUD $27.37 | AUD $34.21 |\n| Grade 6 | Heavy trailer combinations >22.4t GCM | AUD $1,052.00 | AUD $27.68 | AUD $34.60 |\n| Grade 7 | Double articulated vehicle ≤53.4t GCM | AUD $1,067.30 | AUD $28.09 | AUD $35.11 |\n| Grade 8 | B-doubles >53.4t GCM, mobile crane 25–50t | AUD $1,098.30 | AUD $28.90 | AUD $36.13 |\n| Grade 9 | Mobile crane >50t, gantry crane | AUD $1,116.70 | AUD $29.39 | AUD $36.74 |\n| Grade 10 | Multi-axle platform equipment 70–100t | AUD $1,144.40 | AUD $30.12 | AUD $37.65 |\n\n### Distribution Facility Employees — Levels 1 to 4\n\nWorkers employed in warehouses and distribution centres are classified under a separate four-level stream:\n\n| Level | Weekly Rate | Hourly Rate | Casual Hourly |\n|-------|-------------|-------------|---------------|\n| Level 1 | AUD $1,009.60 | AUD $26.57 | AUD $33.21 |\n| Level 2 | AUD $1,027.40 | AUD $27.04 | AUD $33.80 |\n| Level 3 | AUD $1,067.30 | AUD $28.09 | AUD $35.11 |\n| Level 4 | AUD $1,116.70 | AUD $29.39 | AUD $36.74 |\n\n### Oil Distribution Workers\n\nOil cartage workers operate under separate provisions (clause 14 of the award). They work a 35-hour ordinary week instead of 38 hours. The weekly rates are the same as transport workers at the equivalent grade, but the hourly rate is calculated by dividing by 35, not 38. A Grade 1 oil distribution worker earns AUD $27.85\u002Fhour, rising to AUD $32.70\u002Fhour at Grade 10.\n\n**Junior rates:** Employees under 19 years are paid 70% of the adult rate; age 19 pays 80%; age 20 and over pays 100%. Any employee aged 18 or over who is the sole driver of a vehicle is paid the full adult rate regardless.\n\n## Working Hours, Overtime and Penalty Rates\n\n### Ordinary Hours\n\nDay workers are entitled to 38 ordinary hours per week, averaged over a cycle of up to 28 days. Ordinary time is typically worked between 5:30 am and 6:30 pm Monday to Friday (the spread of ordinary hours can be altered by agreement). Oil distribution workers are limited to a 35-hour ordinary week, worked between 6:30 am and 5:30 pm Monday to Friday.\n\n### Overtime\n\nOvertime rates apply to all time worked beyond ordinary hours:\n\n- First 2 hours: 150% of the ordinary rate (time and a half)\n- After 2 hours: 200% (double time)\n\nEmployees must receive at least a 10-hour break between shifts. Where an employee is required to return to work in less than 10 hours following overtime, they are paid at double time rates until they receive a 10-hour break.\n\n### Penalty Rates\n\n| Occasion | Penalty Rate |\n|----------|-------------|\n| Saturday (ordinary hours) | 150% |\n| Sunday (ordinary hours) | 200% |\n| Good Friday and Christmas Day | 200% |\n| Other public holidays (ordinary hours) | 150% |\n| Good Friday\u002FChristmas Day — outside ordinary hours | 300% |\n| Other public holidays — outside ordinary hours | 250% |\n| Afternoon shift (continuous shiftwork) | 117.5% |\n| Night shift (continuous shiftwork) | 130% |\n| Non-continuous afternoon or night shift | 150% |\n| Early morning shift (starting 12:01 am–6:00 am) | 130% |\n\nThe minimum engagement for part-time and casual employees is 4 hours.\n\n## Annual Leave\n\nUnder Fair Work Act 2009 s.87 and the NES, full-time employees covered by the Road Transport and Distribution Award 2020 are entitled to **4 weeks (20 days) of paid annual leave** per year. Part-time employees accrue leave on a pro-rata basis. Employees who are genuine continuous shiftworkers — rostered across all seven days of the week on a rotating basis — are entitled to 5 weeks under the NES.\n\n**Annual leave loading:** The award provides for annual leave loading at the greater of:\n- 17.5% of the employee's base rate of pay; or\n- The shift or weekend penalty rate the employee would have received had they been working during the leave period.\n\nLeave loading is not payable on both rates simultaneously — only the higher of the two applies. Employees may cash out a maximum of 2 weeks of their annual leave accrual per 12-month period, provided they retain at least 4 weeks of accrued leave at all times.\n\n## Notice Period\n\nThe Road Transport and Distribution Award 2020 does not enhance the minimum notice of termination above the NES. Employees and employers are both bound by the statutory minimums under Fair Work Act 2009 s.117:\n\n| Period of continuous service | Minimum notice |\n|-----------------------------|---------------|\n| Less than 1 year | 1 week |\n| 1–3 years | 2 weeks |\n| 3–5 years | 3 weeks |\n| 5 years or more | 4 weeks |\n| Employee aged 45+ with 2+ years service | +1 week supplement |\n\nNotice may be given by either party. An employer may elect to make a payment in lieu of notice — this is taxed as ordinary income (not as an employment termination payment). For changes to ordinary starting times, the award separately requires the employer to give at least 48 hours' notice.\n\n## Redundancy Pay\n\nGenuine redundancy entitlements under this award are governed by the NES (Fair Work Act 2009, Schedule 4, s.119). The award does not provide enhanced redundancy pay above the NES scale. Employees who are genuinely made redundant are entitled to:\n\n| Years of continuous service | Redundancy pay |\n|-----------------------------|---------------|\n| At least 1 but less than 2 years | 4 weeks |\n| At least 2 but less than 3 years | 6 weeks |\n| At least 3 but less than 4 years | 7 weeks |\n| At least 4 but less than 5 years | 8 weeks |\n| At least 5 but less than 6 years | 10 weeks |\n| At least 6 but less than 7 years | 11 weeks |\n| At least 7 but less than 8 years | 13 weeks |\n| At least 8 but less than 9 years | 14 weeks |\n| At least 9 but less than 10 years | 16 weeks |\n| 10 years or more | 12 weeks (capped) |\n\n**Small business exemption:** Employers with fewer than 15 employees are exempt from the NES redundancy pay obligation. Genuine redundancy (as defined in Fair Work Act s.389) requires that the position no longer exists, the employer has complied with any applicable consultation requirements, and it was not reasonable to redeploy the employee.\n\nRedundancy pay up to the NES-prescribed amount is generally tax-free up to a lifetime limit (the tax-free component for Employment Termination Payments in 2025-26 is AUD $12,524 plus AUD $6,264 for each completed year of service). Amounts above this threshold are taxed as an ETP (Employment Termination Payment) at concessional rates.\n\n## Superannuation\n\nEmployers covered by the Road Transport and Distribution Award 2020 must pay the Superannuation Guarantee at the current legislated rate — **12% of ordinary time earnings** from 1 July 2025 (Superannuation Guarantee (Administration) Act 1992). This is an employer-paid contribution on top of the employee's wage, not deducted from take-home pay.\n\nUnder clause 20 of the award, the default funds to which contributions may be made include Team Super, CareSuper, Australian Retirement Trust, and AustralianSuper. However, under Fair Work Act s.149A, employees have the right to choose their own complying superannuation fund. If a valid fund choice is made, the employer must pay contributions to that fund.\n\nThe 2025-26 concessional contributions cap (employer SG plus any salary-sacrifice or deductible personal contributions) is AUD $30,000 per year. Contributions within the cap are taxed at 15% in the fund.\n\n## Allowances\n\nThe award provides for the following allowances as at 2025-26:\n\n| Allowance | Rate |\n|-----------|------|\n| Leading hand (1–5 employees supervised) | AUD $47.65\u002Fweek |\n| Leading hand (11+ employees supervised) | AUD $90.16\u002Fweek |\n| Dangerous goods — bulk | AUD $23.93\u002Fday |\n| Dangerous goods — packaged\u002Fplacarded load | AUD $10.00\u002Fday |\n| Meal allowance (overtime 2+ hours or travel away) | AUD $20.32\u002Fmeal |\n| Travelling allowance (overnight away from home) | AUD $40.08\u002Fday minimum |\n| Vehicle allowance (daily) | AUD $4.64\u002Fday |\n| First aid officer | AUD $16.15\u002Fweek |\n| Money handling — over AUD $2,000 | AUD $27.66\u002Fweek |\n\n## State and Territory Variations\n\nModern Awards are federal instruments — pay rates and most entitlements are identical in every state and territory. However, the following entitlements are governed by state or territory legislation and differ by jurisdiction.\n\n### Long Service Leave\n\nLong service leave is not covered by the Fair Work Act. The qualifying period and entitlement vary significantly:\n\n| State\u002FTerritory | Qualifying period | Entitlement | Legislation |\n|----------------|------------------|-------------|-------------|\n| NSW | 10 years | 2 months (8.667 weeks) | Long Service Leave Act 1955 |\n| VIC | 7 years | 6.067 weeks; pro-rata after 7 years | Long Service Leave Act 2018 |\n| QLD | 10 years | 8.667 weeks | Industrial Relations Act 2016 |\n| SA | 10 years | 13 weeks | Long Service Leave Act 1987 |\n| WA | 10 years | 8.667 weeks | Long Service Leave Act 1958 |\n| TAS | 10 years | 8.667 weeks | Long Service Leave Act 1976 |\n| ACT | 10 years | 6.067 weeks (pro-rata after 7 years) | Long Service Leave Act 1976 |\n| NT | 10 years | 13 weeks; +6.5 weeks for each subsequent 5 years | Long Service Leave Act 1981 |\n\nUse the Long Service Leave tab in the calculator above to estimate your entitlement by state.\n\n### Public Holidays\n\nFederal public holidays apply in all states and territories: New Year's Day, Australia Day, Good Friday, Easter Saturday, Easter Monday, ANZAC Day, King's Birthday (timing varies by state), Christmas Day, and Boxing Day. State-specific additions include Melbourne Cup Day (VIC), EKKA Show Day (QLD), Adelaide Cup (SA), Foundation Day (WA), and Eight Hours Day (TAS).\n\n### Workers Compensation\n\nWorkers compensation is administered by state-based schemes — icare (NSW), WorkSafe Victoria, WorkCover Queensland, ReturnToWorkSA, WorkCover WA, WorkSafe Tasmania, WorkSafe ACT, and NT WorkSafe. Premium rates, claim processes, and weekly benefit amounts differ between jurisdictions.\n\n## Your Rights at Work\n\n**Unfair dismissal:** If you have been dismissed and believe it was unfair, harsh, or unreasonable, you may apply to the Fair Work Commission for an unfair dismissal remedy under Fair Work Act s.382. The minimum employment period for eligibility is 6 months (or 12 months if your employer is a small business with fewer than 15 employees). Applications must be lodged within 21 days of the dismissal taking effect.\n\n**General protections:** Fair Work Act Part 3-1 protects employees from adverse action taken because of a workplace right, union membership, or industrial activity. This protection applies from the first day of employment.\n\n**Right of entry:** Under Fair Work Act Part 3-4, TWU officials with valid entry permits may enter your workplace to investigate suspected award or agreement breaches, hold discussions with employees, or inspect relevant records. They must give at least 24 hours' notice for most entry purposes.\n\n**Work health and safety:** All employers in the road transport sector are bound by the Work Health and Safety Act 2011 (federal model WHS laws, enacted in most jurisdictions) or the relevant state WHS Act. Transport workers have the right to cease unsafe work and must not be penalised for raising safety concerns.\n\n## Disclaimer\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 (Transport Workers' Union of Australia), the Fair Work Ombudsman (1300 724 690) or a qualified employment lawyer. All figures are as at the 2025-26 pay year.*\n","https:\u002F\u002Fpub-bdebbd2dad294475a2da0eb657815b6b.r2.dev\u002Fhero\u002Fc84b2e2bbee6-199db7.webp","Australian truck driver checks road transport award entitlements, freight sector 2026",null,false,"PUBLISHED","en-AU","au","en","cmkzhdox400036svtxf9pwxzh","Road Transport Distribution Award 2020 | Expert Zoom","Pay rates, redundancy, annual leave and superannuation for truck drivers and distribution workers under MA000038. Updated for 2025-26 Australian rates.","road transport distribution award 2020 pay rates entitlements 2026 Australia","c84b2e2bbee6","9cc87197-5408-43dc-9de5-d740868a64f4",2377,[],{"draft":1155,"excerpt":1072,"featured":1141,"metaTitle":1147,"countryCode":1144,"categorySlug":1051,"languageCode":1145,"relatedTools":1156,"readingTimeMin":1070,"metaDescription":1148},true,[1061],344,0,"a4094b2e-c373-48eb-a578-5bccbfe730cb","PASS","Submitted and indexed","2026-06-25T07:26:49.000Z","2026-06-28T14:31:30.147Z",4.33,"poor",3.35,"good","2026-07-24T17:27:40.056Z","2026-05-29T12:55:20.505Z","2026-05-29T12:55:20.506Z","2026-07-24T17:27:40.057Z",{"id":1146,"name":676,"slug":678,"parentId":1140},{"id":1159,"first_name":1174,"name":1175,"slug":1176,"specialty":1177,"picture":1178},"Sarah","Thompson","sarah-thompson","Banking Law Advisor","expertPics\u002Flawyers\u002Flawyers-expert-1775226757935.webp",[],[1061],"\u003Cp>The Road Transport and Distribution Award 2020 (MA000038) is the primary modern award governing pay rates, working conditions, and entitlements for truck drivers, distribution workers, and freight handlers across Australia. Whether you are a rigid vehicle driver, a B-double operator, a forklift driver in a distribution centre, or an oil cartage worker, this award sets the minimum standards that apply to your employment. With the July 2025 Annual Wage Review delivering a 3.5% pay increase, understanding your updated entitlements is more important than ever.\u003C\u002Fp>\n\u003Cdiv data-tool=\"cba-au-road-transport-distribution-award-2020\">\u003C\u002Fdiv>\n\n\u003Ch2 id=\"who-does-the-road-transport-and-distribution-award-2020-cover\">Who Does the Road Transport and Distribution Award 2020 Cover?\u003C\u002Fh2>\n\u003Cp>The award covers employees working in:\u003C\u002Fp>\n\u003Cul>\n\u003Cli>Road transport of goods and livestock (including refrigerated freight)\u003C\u002Fli>\n\u003Cli>Distribution facilities (warehouses, logistics centres, and DCs)\u003C\u002Fli>\n\u003Cli>Air freight forwarding and customs clearance (storage and distribution)\u003C\u002Fli>\n\u003Cli>Wholesale meat delivery\u003C\u002Fli>\n\u003Cli>Cartage of petroleum products (oil distribution — separate rate stream)\u003C\u002Fli>\n\u003Cli>Transport of milk and cream\u003C\u002Fli>\n\u003Cli>Cartage of quarried materials (sand, gravel, rock)\u003C\u002Fli>\n\u003Cli>Vehicle distribution and relocation\u003C\u002Fli>\n\u003Cli>Mobile food vending\u003C\u002Fli>\n\u003C\u002Ful>\n\u003Cp>\u003Cstrong>Important exclusions:\u003C\u002Fstrong> The award does not cover long-haul drivers employed under the Road Transport (Long Distance Operations) Award 2020 (MA000039), cash-in-transit workers, or waste management workers — each of those industries has its own modern award. Mining industry employees are also excluded.\u003C\u002Fp>\n\u003Cp>The TWU (Transport Workers' Union of Australia) was a party to the making of this award. The employer counterparts include the Australian Road Transport Industrial Organisation (ARTIO\u002FATA) and the Australian Industry Group (AiG). Approximately 200,000 workers in metropolitan and short-haul freight and distribution nationally are covered.\u003C\u002Fp>\n\u003Ch2 id=\"pay-structure-and-classification-levels-2025-26\">Pay Structure and Classification Levels (2025-26)\u003C\u002Fh2>\n\u003Cp>The most recent Annual Wage Review delivered a \u003Cstrong>3.5% increase\u003C\u002Fstrong> effective the first full pay period on or after \u003Cstrong>1 July 2025\u003C\u002Fstrong>. The award contains three distinct rate streams.\u003C\u002Fp>\n\u003Ch3 id=\"transport-workers-grades-1-to-10\">Transport Workers — Grades 1 to 10\u003C\u002Fh3>\n\u003Ctable>\n\u003Cthead>\n\u003Ctr>\n\u003Cth>Grade\u003C\u002Fth>\n\u003Cth>Role Examples\u003C\u002Fth>\n\u003Cth>Weekly Rate\u003C\u002Fth>\n\u003Cth>Hourly Rate\u003C\u002Fth>\n\u003Cth>Casual Hourly (+25%)\u003C\u002Fth>\n\u003C\u002Ftr>\n\u003C\u002Fthead>\n\u003Ctbody>\u003Ctr>\n\u003Ctd>Grade 1\u003C\u002Ftd>\n\u003Ctd>General hand, loader, courier, rigger's assistant\u003C\u002Ftd>\n\u003Ctd>AUD $974.70\u003C\u002Ftd>\n\u003Ctd>AUD $25.65\u003C\u002Ftd>\n\u003Ctd>AUD $32.06\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003Ctr>\n\u003Ctd>Grade 2\u003C\u002Ftd>\n\u003Ctd>Tow motor driver, rigid vehicle ≤4.5t GVM\u003C\u002Ftd>\n\u003Ctd>AUD $998.10\u003C\u002Ftd>\n\u003Ctd>AUD $26.27\u003C\u002Ftd>\n\u003Ctd>AUD $32.84\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003Ctr>\n\u003Ctd>Grade 3\u003C\u002Ftd>\n\u003Ctd>Forklift ≤5t, two-axle rigid vehicle\u003C\u002Ftd>\n\u003Ctd>AUD $1,009.60\u003C\u002Ftd>\n\u003Ctd>AUD $26.57\u003C\u002Ftd>\n\u003Ctd>AUD $33.21\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003Ctr>\n\u003Ctd>Grade 4\u003C\u002Ftd>\n\u003Ctd>Three-axle rigid, radio operator\u003C\u002Ftd>\n\u003Ctd>AUD $1,027.40\u003C\u002Ftd>\n\u003Ctd>AUD $27.04\u003C\u002Ftd>\n\u003Ctd>AUD $33.80\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003Ctr>\n\u003Ctd>Grade 5\u003C\u002Ftd>\n\u003Ctd>Forklift >10t, four+ axle rigid, crane chaser\u003C\u002Ftd>\n\u003Ctd>AUD $1,040.20\u003C\u002Ftd>\n\u003Ctd>AUD $27.37\u003C\u002Ftd>\n\u003Ctd>AUD $34.21\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003Ctr>\n\u003Ctd>Grade 6\u003C\u002Ftd>\n\u003Ctd>Heavy trailer combinations >22.4t GCM\u003C\u002Ftd>\n\u003Ctd>AUD $1,052.00\u003C\u002Ftd>\n\u003Ctd>AUD $27.68\u003C\u002Ftd>\n\u003Ctd>AUD $34.60\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003Ctr>\n\u003Ctd>Grade 7\u003C\u002Ftd>\n\u003Ctd>Double articulated vehicle ≤53.4t GCM\u003C\u002Ftd>\n\u003Ctd>AUD $1,067.30\u003C\u002Ftd>\n\u003Ctd>AUD $28.09\u003C\u002Ftd>\n\u003Ctd>AUD $35.11\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003Ctr>\n\u003Ctd>Grade 8\u003C\u002Ftd>\n\u003Ctd>B-doubles >53.4t GCM, mobile crane 25–50t\u003C\u002Ftd>\n\u003Ctd>AUD $1,098.30\u003C\u002Ftd>\n\u003Ctd>AUD $28.90\u003C\u002Ftd>\n\u003Ctd>AUD $36.13\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003Ctr>\n\u003Ctd>Grade 9\u003C\u002Ftd>\n\u003Ctd>Mobile crane >50t, gantry crane\u003C\u002Ftd>\n\u003Ctd>AUD $1,116.70\u003C\u002Ftd>\n\u003Ctd>AUD $29.39\u003C\u002Ftd>\n\u003Ctd>AUD $36.74\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003Ctr>\n\u003Ctd>Grade 10\u003C\u002Ftd>\n\u003Ctd>Multi-axle platform equipment 70–100t\u003C\u002Ftd>\n\u003Ctd>AUD $1,144.40\u003C\u002Ftd>\n\u003Ctd>AUD $30.12\u003C\u002Ftd>\n\u003Ctd>AUD $37.65\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003C\u002Ftbody>\u003C\u002Ftable>\n\u003Ch3 id=\"distribution-facility-employees-levels-1-to-4\">Distribution Facility Employees — Levels 1 to 4\u003C\u002Fh3>\n\u003Cp>Workers employed in warehouses and distribution centres are classified under a separate four-level stream:\u003C\u002Fp>\n\u003Ctable>\n\u003Cthead>\n\u003Ctr>\n\u003Cth>Level\u003C\u002Fth>\n\u003Cth>Weekly Rate\u003C\u002Fth>\n\u003Cth>Hourly Rate\u003C\u002Fth>\n\u003Cth>Casual Hourly\u003C\u002Fth>\n\u003C\u002Ftr>\n\u003C\u002Fthead>\n\u003Ctbody>\u003Ctr>\n\u003Ctd>Level 1\u003C\u002Ftd>\n\u003Ctd>AUD $1,009.60\u003C\u002Ftd>\n\u003Ctd>AUD $26.57\u003C\u002Ftd>\n\u003Ctd>AUD $33.21\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003Ctr>\n\u003Ctd>Level 2\u003C\u002Ftd>\n\u003Ctd>AUD $1,027.40\u003C\u002Ftd>\n\u003Ctd>AUD $27.04\u003C\u002Ftd>\n\u003Ctd>AUD $33.80\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003Ctr>\n\u003Ctd>Level 3\u003C\u002Ftd>\n\u003Ctd>AUD $1,067.30\u003C\u002Ftd>\n\u003Ctd>AUD $28.09\u003C\u002Ftd>\n\u003Ctd>AUD $35.11\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003Ctr>\n\u003Ctd>Level 4\u003C\u002Ftd>\n\u003Ctd>AUD $1,116.70\u003C\u002Ftd>\n\u003Ctd>AUD $29.39\u003C\u002Ftd>\n\u003Ctd>AUD $36.74\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003C\u002Ftbody>\u003C\u002Ftable>\n\u003Ch3 id=\"oil-distribution-workers\">Oil Distribution Workers\u003C\u002Fh3>\n\u003Cp>Oil cartage workers operate under separate provisions (clause 14 of the award). They work a 35-hour ordinary week instead of 38 hours. The weekly rates are the same as transport workers at the equivalent grade, but the hourly rate is calculated by dividing by 35, not 38. A Grade 1 oil distribution worker earns AUD $27.85\u002Fhour, rising to AUD $32.70\u002Fhour at Grade 10.\u003C\u002Fp>\n\u003Cp>\u003Cstrong>Junior rates:\u003C\u002Fstrong> Employees under 19 years are paid 70% of the adult rate; age 19 pays 80%; age 20 and over pays 100%. Any employee aged 18 or over who is the sole driver of a vehicle is paid the full adult rate regardless.\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>Day workers are entitled to 38 ordinary hours per week, averaged over a cycle of up to 28 days. Ordinary time is typically worked between 5:30 am and 6:30 pm Monday to Friday (the spread of ordinary hours can be altered by agreement). Oil distribution workers are limited to a 35-hour ordinary week, worked between 6:30 am and 5:30 pm Monday to Friday.\u003C\u002Fp>\n\u003Ch3 id=\"overtime\">Overtime\u003C\u002Fh3>\n\u003Cp>Overtime rates apply to all time worked beyond ordinary hours:\u003C\u002Fp>\n\u003Cul>\n\u003Cli>First 2 hours: 150% of the ordinary rate (time and a half)\u003C\u002Fli>\n\u003Cli>After 2 hours: 200% (double time)\u003C\u002Fli>\n\u003C\u002Ful>\n\u003Cp>Employees must receive at least a 10-hour break between shifts. Where an employee is required to return to work in less than 10 hours following overtime, they are paid at double time rates until they receive a 10-hour break.\u003C\u002Fp>\n\u003Ch3 id=\"penalty-rates\">Penalty Rates\u003C\u002Fh3>\n\u003Ctable>\n\u003Cthead>\n\u003Ctr>\n\u003Cth>Occasion\u003C\u002Fth>\n\u003Cth>Penalty Rate\u003C\u002Fth>\n\u003C\u002Ftr>\n\u003C\u002Fthead>\n\u003Ctbody>\u003Ctr>\n\u003Ctd>Saturday (ordinary hours)\u003C\u002Ftd>\n\u003Ctd>150%\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003Ctr>\n\u003Ctd>Sunday (ordinary hours)\u003C\u002Ftd>\n\u003Ctd>200%\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003Ctr>\n\u003Ctd>Good Friday and Christmas Day\u003C\u002Ftd>\n\u003Ctd>200%\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003Ctr>\n\u003Ctd>Other public holidays (ordinary hours)\u003C\u002Ftd>\n\u003Ctd>150%\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003Ctr>\n\u003Ctd>Good Friday\u002FChristmas Day — outside ordinary hours\u003C\u002Ftd>\n\u003Ctd>300%\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003Ctr>\n\u003Ctd>Other public holidays — outside ordinary hours\u003C\u002Ftd>\n\u003Ctd>250%\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003Ctr>\n\u003Ctd>Afternoon shift (continuous shiftwork)\u003C\u002Ftd>\n\u003Ctd>117.5%\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003Ctr>\n\u003Ctd>Night shift (continuous shiftwork)\u003C\u002Ftd>\n\u003Ctd>130%\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003Ctr>\n\u003Ctd>Non-continuous afternoon or night shift\u003C\u002Ftd>\n\u003Ctd>150%\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003Ctr>\n\u003Ctd>Early morning shift (starting 12:01 am–6:00 am)\u003C\u002Ftd>\n\u003Ctd>130%\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003C\u002Ftbody>\u003C\u002Ftable>\n\u003Cp>The minimum engagement for part-time and casual employees is 4 hours.\u003C\u002Fp>\n\u003Ch2 id=\"annual-leave\">Annual Leave\u003C\u002Fh2>\n\u003Cp>Under Fair Work Act 2009 s.87 and the NES, full-time employees covered by the Road Transport and Distribution Award 2020 are entitled to \u003Cstrong>4 weeks (20 days) of paid annual leave\u003C\u002Fstrong> per year. Part-time employees accrue leave on a pro-rata basis. Employees who are genuine continuous shiftworkers — rostered across all seven days of the week on a rotating basis — are entitled to 5 weeks under the NES.\u003C\u002Fp>\n\u003Cp>\u003Cstrong>Annual leave loading:\u003C\u002Fstrong> The award provides for annual leave loading at the greater of:\u003C\u002Fp>\n\u003Cul>\n\u003Cli>17.5% of the employee's base rate of pay; or\u003C\u002Fli>\n\u003Cli>The shift or weekend penalty rate the employee would have received had they been working during the leave period.\u003C\u002Fli>\n\u003C\u002Ful>\n\u003Cp>Leave loading is not payable on both rates simultaneously — only the higher of the two applies. Employees may cash out a maximum of 2 weeks of their annual leave accrual per 12-month period, provided they retain at least 4 weeks of accrued leave at all times.\u003C\u002Fp>\n\u003Ch2 id=\"notice-period\">Notice Period\u003C\u002Fh2>\n\u003Cp>The Road Transport and Distribution Award 2020 does not enhance the minimum notice of termination above the NES. Employees and employers are both bound by the statutory minimums under Fair Work Act 2009 s.117:\u003C\u002Fp>\n\u003Ctable>\n\u003Cthead>\n\u003Ctr>\n\u003Cth>Period 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>1–3 years\u003C\u002Ftd>\n\u003Ctd>2 weeks\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003Ctr>\n\u003Ctd>3–5 years\u003C\u002Ftd>\n\u003Ctd>3 weeks\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003Ctr>\n\u003Ctd>5 years or more\u003C\u002Ftd>\n\u003Ctd>4 weeks\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003Ctr>\n\u003Ctd>Employee aged 45+ with 2+ years service\u003C\u002Ftd>\n\u003Ctd>+1 week supplement\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003C\u002Ftbody>\u003C\u002Ftable>\n\u003Cp>Notice may be given by either party. An employer may elect to make a payment in lieu of notice — this is taxed as ordinary income (not as an employment termination payment). For changes to ordinary starting times, the award separately requires the employer to give at least 48 hours' notice.\u003C\u002Fp>\n\u003Ch2 id=\"redundancy-pay\">Redundancy Pay\u003C\u002Fh2>\n\u003Cp>Genuine redundancy entitlements under this award are governed by the NES (Fair Work Act 2009, Schedule 4, s.119). The award does not provide enhanced redundancy pay above the NES scale. Employees who are genuinely made redundant are entitled to:\u003C\u002Fp>\n\u003Ctable>\n\u003Cthead>\n\u003Ctr>\n\u003Cth>Years of continuous service\u003C\u002Fth>\n\u003Cth>Redundancy pay\u003C\u002Fth>\n\u003C\u002Ftr>\n\u003C\u002Fthead>\n\u003Ctbody>\u003Ctr>\n\u003Ctd>At least 1 but less than 2 years\u003C\u002Ftd>\n\u003Ctd>4 weeks\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003Ctr>\n\u003Ctd>At least 2 but less than 3 years\u003C\u002Ftd>\n\u003Ctd>6 weeks\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003Ctr>\n\u003Ctd>At least 3 but less than 4 years\u003C\u002Ftd>\n\u003Ctd>7 weeks\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003Ctr>\n\u003Ctd>At least 4 but less than 5 years\u003C\u002Ftd>\n\u003Ctd>8 weeks\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003Ctr>\n\u003Ctd>At least 5 but less than 6 years\u003C\u002Ftd>\n\u003Ctd>10 weeks\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003Ctr>\n\u003Ctd>At least 6 but less than 7 years\u003C\u002Ftd>\n\u003Ctd>11 weeks\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003Ctr>\n\u003Ctd>At least 7 but less than 8 years\u003C\u002Ftd>\n\u003Ctd>13 weeks\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003Ctr>\n\u003Ctd>At least 8 but less than 9 years\u003C\u002Ftd>\n\u003Ctd>14 weeks\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003Ctr>\n\u003Ctd>At least 9 but less than 10 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 exemption:\u003C\u002Fstrong> Employers with fewer than 15 employees are exempt from the NES redundancy pay obligation. Genuine redundancy (as defined in Fair Work Act s.389) requires that the position no longer exists, the employer has complied with any applicable consultation requirements, and it was not reasonable to redeploy the employee.\u003C\u002Fp>\n\u003Cp>Redundancy pay up to the NES-prescribed amount is generally tax-free up to a lifetime limit (the tax-free component for Employment Termination Payments in 2025-26 is AUD $12,524 plus AUD $6,264 for each completed year of service). Amounts above this threshold are taxed as an ETP (Employment Termination Payment) at concessional rates.\u003C\u002Fp>\n\u003Ch2 id=\"superannuation\">Superannuation\u003C\u002Fh2>\n\u003Cp>Employers covered by the Road Transport and Distribution Award 2020 must pay the Superannuation Guarantee at the current legislated rate — \u003Cstrong>12% of ordinary time earnings\u003C\u002Fstrong> from 1 July 2025 (Superannuation Guarantee (Administration) Act 1992). This is an employer-paid contribution on top of the employee's wage, not deducted from take-home pay.\u003C\u002Fp>\n\u003Cp>Under clause 20 of the award, the default funds to which contributions may be made include Team Super, CareSuper, Australian Retirement Trust, and AustralianSuper. However, under Fair Work Act s.149A, employees have the right to choose their own complying superannuation fund. If a valid fund choice is made, the employer must pay contributions to that fund.\u003C\u002Fp>\n\u003Cp>The 2025-26 concessional contributions cap (employer SG plus any salary-sacrifice or deductible personal contributions) is AUD $30,000 per year. Contributions within the cap are taxed at 15% in the fund.\u003C\u002Fp>\n\u003Ch2 id=\"allowances\">Allowances\u003C\u002Fh2>\n\u003Cp>The award provides for the following allowances as at 2025-26:\u003C\u002Fp>\n\u003Ctable>\n\u003Cthead>\n\u003Ctr>\n\u003Cth>Allowance\u003C\u002Fth>\n\u003Cth>Rate\u003C\u002Fth>\n\u003C\u002Ftr>\n\u003C\u002Fthead>\n\u003Ctbody>\u003Ctr>\n\u003Ctd>Leading hand (1–5 employees supervised)\u003C\u002Ftd>\n\u003Ctd>AUD $47.65\u002Fweek\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003Ctr>\n\u003Ctd>Leading hand (11+ employees supervised)\u003C\u002Ftd>\n\u003Ctd>AUD $90.16\u002Fweek\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003Ctr>\n\u003Ctd>Dangerous goods — bulk\u003C\u002Ftd>\n\u003Ctd>AUD $23.93\u002Fday\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003Ctr>\n\u003Ctd>Dangerous goods — packaged\u002Fplacarded load\u003C\u002Ftd>\n\u003Ctd>AUD $10.00\u002Fday\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003Ctr>\n\u003Ctd>Meal allowance (overtime 2+ hours or travel away)\u003C\u002Ftd>\n\u003Ctd>AUD $20.32\u002Fmeal\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003Ctr>\n\u003Ctd>Travelling allowance (overnight away from home)\u003C\u002Ftd>\n\u003Ctd>AUD $40.08\u002Fday minimum\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003Ctr>\n\u003Ctd>Vehicle allowance (daily)\u003C\u002Ftd>\n\u003Ctd>AUD $4.64\u002Fday\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003Ctr>\n\u003Ctd>First aid officer\u003C\u002Ftd>\n\u003Ctd>AUD $16.15\u002Fweek\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003Ctr>\n\u003Ctd>Money handling — over AUD $2,000\u003C\u002Ftd>\n\u003Ctd>AUD $27.66\u002Fweek\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003C\u002Ftbody>\u003C\u002Ftable>\n\u003Ch2 id=\"state-and-territory-variations\">State and Territory Variations\u003C\u002Fh2>\n\u003Cp>Modern Awards are federal instruments — pay rates and most entitlements are identical in every state and territory. However, the following entitlements are governed by state or territory legislation and differ by jurisdiction.\u003C\u002Fp>\n\u003Ch3 id=\"long-service-leave\">Long Service Leave\u003C\u002Fh3>\n\u003Cp>Long service leave is not covered by the Fair Work Act. The qualifying period and entitlement vary significantly:\u003C\u002Fp>\n\u003Ctable>\n\u003Cthead>\n\u003Ctr>\n\u003Cth>State\u002FTerritory\u003C\u002Fth>\n\u003Cth>Qualifying period\u003C\u002Fth>\n\u003Cth>Entitlement\u003C\u002Fth>\n\u003Cth>Legislation\u003C\u002Fth>\n\u003C\u002Ftr>\n\u003C\u002Fthead>\n\u003Ctbody>\u003Ctr>\n\u003Ctd>NSW\u003C\u002Ftd>\n\u003Ctd>10 years\u003C\u002Ftd>\n\u003Ctd>2 months (8.667 weeks)\u003C\u002Ftd>\n\u003Ctd>Long Service Leave Act 1955\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003Ctr>\n\u003Ctd>VIC\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>QLD\u003C\u002Ftd>\n\u003Ctd>10 years\u003C\u002Ftd>\n\u003Ctd>8.667 weeks\u003C\u002Ftd>\n\u003Ctd>Industrial Relations Act 2016\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003Ctr>\n\u003Ctd>SA\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>WA\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>TAS\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>ACT\u003C\u002Ftd>\n\u003Ctd>10 years\u003C\u002Ftd>\n\u003Ctd>6.067 weeks (pro-rata after 7 years)\u003C\u002Ftd>\n\u003Ctd>Long Service Leave Act 1976\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003Ctr>\n\u003Ctd>NT\u003C\u002Ftd>\n\u003Ctd>10 years\u003C\u002Ftd>\n\u003Ctd>13 weeks; +6.5 weeks for each subsequent 5 years\u003C\u002Ftd>\n\u003Ctd>Long Service Leave Act 1981\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003C\u002Ftbody>\u003C\u002Ftable>\n\u003Cp>Use the Long Service Leave tab in the calculator above to estimate your entitlement by state.\u003C\u002Fp>\n\u003Ch3 id=\"public-holidays\">Public Holidays\u003C\u002Fh3>\n\u003Cp>Federal public holidays apply in all states and territories: New Year's Day, Australia Day, Good Friday, Easter Saturday, Easter Monday, ANZAC Day, King's Birthday (timing varies by state), Christmas Day, and Boxing Day. State-specific additions include Melbourne Cup Day (VIC), EKKA Show Day (QLD), Adelaide Cup (SA), Foundation Day (WA), and Eight Hours Day (TAS).\u003C\u002Fp>\n\u003Ch3 id=\"workers-compensation\">Workers Compensation\u003C\u002Fh3>\n\u003Cp>Workers compensation is administered by state-based schemes — icare (NSW), WorkSafe Victoria, WorkCover Queensland, ReturnToWorkSA, WorkCover WA, WorkSafe Tasmania, WorkSafe ACT, and NT WorkSafe. Premium rates, claim processes, and weekly benefit amounts differ between jurisdictions.\u003C\u002Fp>\n\u003Ch2 id=\"your-rights-at-work\">Your Rights at Work\u003C\u002Fh2>\n\u003Cp>\u003Cstrong>Unfair dismissal:\u003C\u002Fstrong> If you have been dismissed and believe it was unfair, harsh, or unreasonable, you may apply to the Fair Work Commission for an unfair dismissal remedy under Fair Work Act s.382. The minimum employment period for eligibility is 6 months (or 12 months if your employer is a small business with fewer than 15 employees). Applications must be lodged within 21 days of the dismissal taking effect.\u003C\u002Fp>\n\u003Cp>\u003Cstrong>General protections:\u003C\u002Fstrong> Fair Work Act Part 3-1 protects employees from adverse action taken because of a workplace right, union membership, or industrial activity. This protection applies from the first day of employment.\u003C\u002Fp>\n\u003Cp>\u003Cstrong>Right of entry:\u003C\u002Fstrong> Under Fair Work Act Part 3-4, TWU officials with valid entry permits may enter your workplace to investigate suspected award or agreement breaches, hold discussions with employees, or inspect relevant records. They must give at least 24 hours' notice for most entry purposes.\u003C\u002Fp>\n\u003Cp>\u003Cstrong>Work health and safety:\u003C\u002Fstrong> All employers in the road transport sector are bound by the Work Health and Safety Act 2011 (federal model WHS laws, enacted in most jurisdictions) or the relevant state WHS Act. Transport workers have the right to cease unsafe work and must not be penalised for raising safety concerns.\u003C\u002Fp>\n\u003Ch2 id=\"disclaimer\">Disclaimer\u003C\u002Fh2>\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 (Transport Workers' Union of Australia), the Fair Work Ombudsman (1300 724 690) or a qualified employment lawyer. All figures are as at the 2025-26 pay year.\u003C\u002Fem>\u003C\u002Fp>\n",[],[1184,1192,1199,1206,1213,1220,1227,1234,1241,1248,1255,1262,1269,1276,1283,1290,1297,1304,1311,1318,1325,1332,1339,1346,1353,1358,1365,1372,1379,1386,1391,1396,1401,1406,1411,1418,1425,1432,1439,1446,1453,1460,1467,1474,1479,1486,1493,1500,1507,1514,1521,1528,1535,1542,1549,1556,1563,1570,1577,1584,1591,1598,1605,1612,1619,1626,1633,1640,1647,1654,1661,1668,1676,1683,1690,1697,1704,1711,1718,1723,1730,1737,1744,1751,1758,1765,1772,1779,1786,1793,1800,1807,1814,1821,1828,1835,1842,1849,1856,1863,1870,1877,1884,1891,1898,1905,1912,1919,1926,1933,1940,1947,1954,1961,1968,1975,1982,1989,1996,2004,2011,2018,2025,2032,2039,2046,2053,2060,2067,2073,2080,2087,2094,2101,2108,2114,2121,2128,2135,2142,2149,2156,2163,2170,2177,2184,2191,2199,2206,2213,2220,2227,2235,2242,2249,2256,2263,2270,2277,2284,2291,2299,2306,2313,2320,2327,2334,2341,2349,2356,2363,2370,2376,2383,2390,2398,2405,2412,2419,2426,2433,2440,2447,2455,2462,2469,2476,2483,2490,2497,2504,2511,2516,2520,2527,2534,2540,2546,2552,2558],{"seo_content":1185,"id":1187,"name":1188,"slug":1189,"parentId":1190,"lang":1143,"_count":1191},[1186],{"page_slug":1140},"cmkzhjdpl00bfwf4fcjy5ywib","Orthopedic Surgery","orthopedic-surgeons","cmkzhdoul00016svtecvkfivq",{"experts":1158},{"seo_content":1193,"id":1195,"name":1196,"slug":1197,"parentId":1190,"lang":1143,"_count":1198},[1194],{"page_slug":1140},"cmkzhjdsx00bnwf4fd9dbykbj","Addiction Medicine","addiction-specialists",{"experts":1158},{"seo_content":1200,"id":1202,"name":1203,"slug":1204,"parentId":1190,"lang":1143,"_count":1205},[1201],{"page_slug":1140},"cmkzhjec300cxwf4f48z4earu","Yoga for Athletes","yoga-teachers-athletes",{"experts":1158},{"seo_content":1207,"id":1209,"name":1210,"slug":1211,"parentId":1190,"lang":1143,"_count":1212},[1208],{"page_slug":1140},"cmkzhjeba00cvwf4ffois8mle","Corporate Yoga","corporate-yoga-teachers",{"experts":1158},{"seo_content":1214,"id":1216,"name":1217,"slug":1218,"parentId":1190,"lang":1143,"_count":1219},[1215],{"page_slug":1140},"cmkzhjeag00ctwf4fez2mhad8","Bikram Yoga","bikram-yoga-teachers",{"experts":1158},{"seo_content":1221,"id":1223,"name":1224,"slug":1225,"parentId":1190,"lang":1143,"_count":1226},[1222],{"page_slug":1140},"cmkzhje7y00cnwf4fn592w21g","Yoga Workshops","yoga-workshop-teachers",{"experts":1158},{"seo_content":1228,"id":1230,"name":1231,"slug":1232,"parentId":1190,"lang":1143,"_count":1233},[1229],{"page_slug":1140},"cmkzhje6b00cjwf4ffv15v1lf","Cardiology","cardiologists",{"experts":1158},{"seo_content":1235,"id":1237,"name":1238,"slug":1239,"parentId":1190,"lang":1143,"_count":1240},[1236],{"page_slug":1140},"cmkzhje5h00chwf4fv41gqxuf","Neurology","neurologists",{"experts":1158},{"seo_content":1242,"id":1244,"name":1245,"slug":1246,"parentId":1190,"lang":1143,"_count":1247},[1243],{"page_slug":1140},"cmkzhje3t00cdwf4fg8aijccm","Sports Medicine","sports-medicine",{"experts":1158},{"seo_content":1249,"id":1251,"name":1252,"slug":1253,"parentId":1190,"lang":1143,"_count":1254},[1250],{"page_slug":1140},"cmkzhje4n00cfwf4fhqimlkx7","Dermatology","dermatologists",{"experts":1158},{"seo_content":1256,"id":1258,"name":1259,"slug":1260,"parentId":1190,"lang":1143,"_count":1261},[1257],{"page_slug":1140},"cmkzhje3000cbwf4fk5v7pq15","Emergency Medicine","emergency-medicine",{"experts":1158},{"seo_content":1263,"id":1265,"name":1266,"slug":1267,"parentId":1190,"lang":1143,"_count":1268},[1264],{"page_slug":1140},"cmkzhjdzm00c3wf4fxx8ypdci","Hematology","hematologists",{"experts":1158},{"seo_content":1270,"id":1272,"name":1273,"slug":1274,"parentId":1190,"lang":1143,"_count":1275},[1271],{"page_slug":1140},"cmkzhjds300blwf4f58xvfvxg","Tropical Medicine","tropical-medicine",{"experts":1158},{"seo_content":1277,"id":1279,"name":1280,"slug":1281,"parentId":1190,"lang":1143,"_count":1282},[1278],{"page_slug":1140},"cmkzhjdw900bvwf4ftopt7oe7","Rheumatology","rheumatologists",{"experts":1158},{"seo_content":1284,"id":1286,"name":1287,"slug":1288,"parentId":1190,"lang":1143,"_count":1289},[1285],{"page_slug":1140},"cmkzhje1c00c7wf4fnwh4vh9w","Pulmonology","pulmonologists",{"experts":1158},{"seo_content":1291,"id":1293,"name":1294,"slug":1295,"parentId":1190,"lang":1143,"_count":1296},[1292],{"page_slug":1140},"cmkzhje2600c9wf4f1h7cc2do","Ophthalmology","ophthalmologists",{"experts":1158},{"seo_content":1298,"id":1300,"name":1301,"slug":1302,"parentId":1190,"lang":1143,"_count":1303},[1299],{"page_slug":1140},"cmkzhjdys00c1wf4f4gpxdy5z","Gynecology","gynecologists",{"experts":1158},{"seo_content":1305,"id":1307,"name":1308,"slug":1309,"parentId":1190,"lang":1143,"_count":1310},[1306],{"page_slug":1140},"cmkzhjdxx00bzwf4f1xr6clxa","Nephrology","nephrologists",{"experts":1158},{"seo_content":1312,"id":1314,"name":1315,"slug":1316,"parentId":1190,"lang":1143,"_count":1317},[1313],{"page_slug":1140},"cmkzhjdr900bjwf4fy8gnppth","ENT","ent-specialists",{"experts":1158},{"seo_content":1319,"id":1321,"name":1322,"slug":1323,"parentId":1190,"lang":1143,"_count":1324},[1320],{"page_slug":1140},"cmkzhjdx300bxwf4fxbjutejs","General Medicine","general-practitioners",{"experts":1158},{"seo_content":1326,"id":1328,"name":1329,"slug":1330,"parentId":1190,"lang":1143,"_count":1331},[1327],{"page_slug":1140},"cmkzhje7500clwf4fzb09du2d","Prenatal Yoga","prenatal-yoga-teachers",{"experts":1158},{"seo_content":1333,"id":1335,"name":1336,"slug":1337,"parentId":1190,"lang":1143,"_count":1338},[1334],{"page_slug":1140},"cmkzhjedr00d1wf4fyq37qmth","Yoga for Beginners","yoga-teachers-beginners",{"experts":1158},{"seo_content":1340,"id":1342,"name":1343,"slug":1344,"parentId":1190,"lang":1143,"_count":1345},[1341],{"page_slug":1140},"cmkzhje8s00cpwf4frae5c2iw","Yoga and Meditation","yoga-meditation-teachers",{"experts":1158},{"seo_content":1347,"id":1349,"name":1350,"slug":1351,"parentId":1190,"lang":1143,"_count":1352},[1348],{"page_slug":1140},"cmkzhjeg900d7wf4flpu9rdwa","Yoga for Seniors","yoga-teachers-seniors",{"experts":1158},{"seo_content":1354,"id":1356,"name":704,"slug":706,"parentId":1190,"lang":1143,"_count":1357},[1355],{"page_slug":1140},"cmkzhjdn200b9wf4fcogqsbky",{"experts":1158},{"seo_content":1359,"id":1361,"name":1362,"slug":1363,"parentId":1190,"lang":1143,"_count":1364},[1360],{"page_slug":1140},"cmkzhjeff00d5wf4fdihweysd","Kundalini Yoga","kundalini-yoga-teachers",{"experts":1158},{"seo_content":1366,"id":1368,"name":1369,"slug":1370,"parentId":1190,"lang":1143,"_count":1371},[1367],{"page_slug":1140},"cmkzhjdvf00btwf4fsc4x2o9a","Geriatrics","geriatricians",{"experts":1158},{"seo_content":1373,"id":1375,"name":1376,"slug":1377,"parentId":1190,"lang":1143,"_count":1378},[1374],{"page_slug":1140},"cmkzhjdul00brwf4fzsfddlp3","Endocrinology","endocrinologists",{"experts":1158},{"seo_content":1380,"id":1382,"name":1383,"slug":1384,"parentId":1190,"lang":1143,"_count":1385},[1381],{"page_slug":1140},"cmkzhjdtr00bpwf4fzwur4lqi","Oncology","oncologists",{"experts":1158},{"seo_content":1387,"id":1389,"name":700,"slug":702,"parentId":1190,"lang":1143,"_count":1390},[1388],{"page_slug":1140},"cmkzhjdm800b7wf4fchql3lzg",{"experts":1158},{"seo_content":1392,"id":1394,"name":688,"slug":690,"parentId":1190,"lang":1143,"_count":1395},[1393],{"page_slug":1140},"cmkzhjdjq00b1wf4fscao2ewj",{"experts":1158},{"seo_content":1397,"id":1399,"name":696,"slug":698,"parentId":1190,"lang":1143,"_count":1400},[1398],{"page_slug":1140},"cmkzhjdle00b5wf4fw1le58im",{"experts":1158},{"seo_content":1402,"id":1404,"name":684,"slug":686,"parentId":1190,"lang":1143,"_count":1405},[1403],{"page_slug":1140},"cmkzhjdiw00azwf4fsltj8rpi",{"experts":1158},{"seo_content":1407,"id":1409,"name":708,"slug":710,"parentId":1190,"lang":1143,"_count":1410},[1408],{"page_slug":1140},"cmkzhjdnx00bbwf4fxw039hpc",{"experts":1158},{"seo_content":1412,"id":1414,"name":1415,"slug":1416,"parentId":1190,"lang":1143,"_count":1417},[1413],{"page_slug":1140},"cmkzhjdor00bdwf4fqin84ifw","Alternative Medicine","alternative-medicine",{"experts":1158},{"seo_content":1419,"id":1421,"name":1422,"slug":1423,"parentId":1190,"lang":1143,"_count":1424},[1420],{"page_slug":1140},"cmkzhje0i00c5wf4f0zetulz5","Gastroenterology","gastroenterologists",{"experts":1158},{"seo_content":1426,"id":1428,"name":1429,"slug":1430,"parentId":1190,"lang":1143,"_count":1431},[1427],{"page_slug":1140},"cmkzhje9m00crwf4ftuulnxrp","Therapeutic Yoga","therapeutic-yoga-teachers",{"experts":1158},{"seo_content":1433,"id":1435,"name":1436,"slug":1437,"parentId":1190,"lang":1143,"_count":1438},[1434],{"page_slug":1140},"cmkzhjdqf00bhwf4fk1ma9nkv","Clinical Psychology","clinical-psychology",{"experts":1158},{"seo_content":1440,"id":1442,"name":1443,"slug":1444,"parentId":1190,"lang":1143,"_count":1445},[1441],{"page_slug":1140},"cmkzhjecx00czwf4fbld8gvdo","Vinyasa Yoga","vinyasa-yoga-teachers",{"experts":1158},{"seo_content":1447,"id":1449,"name":1450,"slug":1451,"parentId":1190,"lang":1143,"_count":1452},[1448],{"page_slug":1140},"cmkzhjeir00ddwf4f9qers353","Online Yoga","online-yoga-teachers",{"experts":1158},{"seo_content":1454,"id":1456,"name":1457,"slug":1458,"parentId":1190,"lang":1143,"_count":1459},[1455],{"page_slug":1140},"cmkzhjehx00dbwf4fw4fom9rs","Hatha Yoga","hatha-yoga-teachers",{"experts":1158},{"seo_content":1461,"id":1463,"name":1464,"slug":1465,"parentId":1190,"lang":1143,"_count":1466},[1462],{"page_slug":1140},"cmkzhjeh300d9wf4ful47sgne","Restorative Yoga","restorative-yoga-teachers",{"experts":1158},{"seo_content":1468,"id":1470,"name":1471,"slug":1472,"parentId":1190,"lang":1143,"_count":1473},[1469],{"page_slug":1140},"cmkzhjeel00d3wf4fuvt36zj2","Yoga for 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Together, they r","Three changes to the Fair Work Act — the right to disconnect, a new casual conversion pathway, and limits on fixed-term contracts — are now fully operational across Australia in 2026. Together, they represent the most significant rewrite of Australian workplace law since the Fair Work Act 2009 was first enacted. Whether you are a worker navigating an \"always-on\" workplace or an employer updating employment contracts, these provisions carry real legal weight. Civil penalties for breaches can reach $82,500 per contravention for corporations, and the Fair Work Commission (FWC) has already begun receiving hundreds of disputes under the new framework.\n\n\u003Cdiv class=\"stat-grid\">\n  \u003Cdiv class=\"stat-card\">\n    \u003Cdiv class=\"stat-value\">$82,500\u003C\u002Fdiv>\n    \u003Cdiv class=\"stat-label\">Max penalty per breach (corporations)\u003C\u002Fdiv>\n    \u003Cdiv class=\"stat-source\">Fair Work Act 2009, civil penalty provisions\u003C\u002Fdiv>\n  \u003C\u002Fdiv>\n  \u003Cdiv class=\"stat-card\">\n    \u003Cdiv class=\"stat-value\">2 years\u003C\u002Fdiv>\n    \u003Cdiv class=\"stat-label\">Fixed-term contract cap (maximum duration)\u003C\u002Fdiv>\n    \u003Cdiv class=\"stat-source\">Fair Work Act, s.333E, in force Dec 2023\u003C\u002Fdiv>\n  \u003C\u002Fdiv>\n  \u003Cdiv class=\"stat-card\">\n    \u003Cdiv class=\"stat-value\">12 months\u003C\u002Fdiv>\n    \u003Cdiv class=\"stat-label\">Qualifying period for casual conversion request\u003C\u002Fdiv>\n    \u003Cdiv class=\"stat-source\">Fair Work Act, s.66A, in force Aug 2024\u003C\u002Fdiv>\n  \u003C\u002Fdiv>\n\u003C\u002Fdiv>\n\n\n## The Right to Disconnect: What Changed on 26 August 2025\n\nThe right to disconnect came into force for large employers (those with 15 or more employees) on 26 August 2024. Small businesses gained the same obligation on 26 August 2025. Under sections 333M to 333Q of the Fair Work Act 2009, employees now have a protected right to refuse monitoring, reading, or responding to employer contact outside their ordinary working hours — provided that refusal is not unreasonable in the circumstances.\n\nThe law does not prohibit employers from making contact. It prohibits adverse action against an employee who refuses to engage with that contact. Adverse action includes dismissal, demotion, reducing hours, and any form of retaliation. An employee who is disciplined for ignoring a 10 pm email can bring a general protections claim before the FWC under the existing adverse action framework, now bolstered by the specific right to disconnect protections.\n\n**What counts as \"unreasonable refusal\" is context-dependent.** The FWC assesses each situation by weighing the reason for the contact, whether the employee is compensated for being available outside hours, the disruption to the employee's personal circumstances, and the nature of the role. A doctor on-call under a formal arrangement stands in a different position to an office worker who receives occasional after-hours emails from their manager.\n\n> \"The right to disconnect is not a blanket prohibition on out-of-hours contact — it is a protection against the expectation of an immediate response. Employers who rely on informal 'always-on' cultures now face real legal exposure if they take action against employees who exercise this right.\"\n> — Employment law perspective, consistent with Fair Work Commission guidance\n\n\n## Casual Conversion in 2026: A Worker-Initiated Right\n\n![Two professionals across a meeting table in a Melbourne law office, one signing a casual employment conversion letter, the other reviewing the employer agreement, natural daylight, decisive professional moment](https:\u002F\u002Fpub-bdebbd2dad294475a2da0eb657815b6b.r2.dev\u002Fhero\u002Fe6dc15e66fc1-inline-1-2d9523.webp)\n\nThe casual conversion framework underwent a fundamental shift with the Fair Work Legislation Amendment (Closing Loopholes) Act 2023. Under the pre-2024 regime, conversion was employer-driven: after 12 months, employers were obligated to offer conversion to eligible casuals. The new model, operational since 27 August 2024, places that power with the employee.\n\nAn employee who has worked as a casual for 12 months or more and whose employment pattern suggests a \"regular and systematic\" arrangement can now make a written conversion request directly to their employer under section 66A of the Fair Work Act. The employer must respond in writing within 21 days, either accepting or refusing on specified grounds.\n\nThe Fair Work Act recognises only narrow grounds for refusal:\n\n- The employee does not meet the definition of a \"regular casual employee\" (their pattern of work is genuinely irregular or ad hoc)\n- Accepting the request would result in a significant adjustment to the employer's operations\n- The position will cease to exist within 12 months\n- Hours and days would significantly reduce within 12 months\n- There are no comparable permanent positions available\n\nAn employer cannot simply refuse because they prefer the workforce flexibility that casual arrangements provide. Unjustified refusals expose employers to FWC proceedings and potential penalties. The [Fair Work Commission's approach to junior rates in 2026](https:\u002F\u002Fexpert-zoom.com\u002Fau\u002Fnews\u002Ffair-work-commission-junior-rates-2026-australia-young-workers) illustrates how the Commission continues to prioritise worker protections across employment classifications.\n\n**À retenir:** A casual employee with 12 months of regular rostered shifts has an enforceable right to request conversion. \"Regular and systematic\" does not require identical hours each week — a consistent pattern of shifts, even if varying in length, typically qualifies.\n\n\n## Fixed-Term Contract Limits: The Two-Year Cap and Its Exceptions\n\n![An Anglo-Australian man in business casual attire reviewing a fixed-term contract on a laptop at a modern Brisbane open-plan office, midday light, thoughtful expression](https:\u002F\u002Fpub-bdebbd2dad294475a2da0eb657815b6b.r2.dev\u002Fhero\u002Fe6dc15e66fc1-inline-2-2d9523.webp)\n\nFrom 6 December 2023, the Fair Work Act introduced hard limits on fixed-term contracts under sections 333E to 333J. The core rule is straightforward: a fixed-term contract cannot cover a period of more than two years in total, including any extensions or renewals. Employers also cannot engage the same employee on two or more consecutive fixed-term contracts for the same or substantially similar role if doing so would result in a total engagement exceeding two years.\n\nAnti-avoidance provisions close the obvious loopholes. An employer cannot structure an arrangement through a third-party labour hire company to circumvent the caps, nor can they use a short break between contracts to \"reset the clock\" if the intent is to keep the employee in an indefinite fixed-term engagement.\n\nThe following table summarises what is and is not permitted:\n\n| Scenario | Permitted? |\n|---|---|\n| Single fixed-term contract, 18 months | Yes |\n| Two consecutive contracts, 1 year each, same role | No (total exceeds 2 years) |\n| Fixed-term contract + extension totalling 2.5 years | No |\n| Fixed-term contract, then conversion to permanent | Yes |\n| Renewed contract after genuine restructure of role | Assessed case by case |\n| Contract for specific task with no fixed end date | Not a fixed-term contract; caps do not apply |\n\n**Key exemptions** apply for high-income earners above the annual earnings threshold (currently $175,000 for 2025–26), specialist roles governed by specific government programs, training arrangements, and certain seasonal positions. Employers relying on exemptions should document the basis carefully, as the burden of proof rests with the employer in any FWC proceedings.\n\n\n## How the Fair Work Commission Handles Disputes Under the New Framework\n\nThe Fair Work Commission (FWC) is the primary dispute resolution body for all three areas. Its general powers allow it to issue orders, impose civil penalties, and award compensation. The process is designed to be accessible without legal representation, though legal advisers become valuable once the dispute reaches formal hearing stage.\n\nFor right to disconnect disputes, an employee who believes they have been subjected to adverse action must file an application within 21 calendar days of the alleged adverse action. The FWC first attempts conciliation; if that fails, the matter proceeds to arbitration. The Commission can order reinstatement, compensation, or a declaration that the employer contravened the Act.\n\nFor casual conversion disputes, an employer's failure to respond within 21 days to a conversion request, or an unreasonable refusal, can be referred to the FWC for conciliation and, if necessary, determination. For fixed-term contract breaches, penalties can be sought by either the FWC or the employee, and affected employees may also claim the benefit of a permanent contract if a fixed-term arrangement is found to contravene the caps.\n\nUnderstanding your [rights on public holidays and penalty rates](https:\u002F\u002Fexpert-zoom.com\u002Fau\u002Fnews\u002Fanzac-day-2026-public-holiday-saturday-penalty-rates-entitlements-workers-employers) alongside these protections gives employees a fuller picture of the Fair Work Act's protections in practice.\n\n\n## Practical Compliance Steps for Employers\n\nCompliance with the Fair Work Act's 2026 obligations is not a one-time box-ticking exercise. Each of the three areas requires specific operational changes.\n\n**For the right to disconnect:**\n\n1. Audit current communication expectations. If your internal culture assumes responses to messages sent after hours, that expectation is now legally problematic.\n2. Update employment contracts and workplace policies to acknowledge the right to disconnect and specify the narrow circumstances (genuine emergencies, on-call arrangements with compensation) where out-of-hours response is expected.\n3. Train managers. The most common breach scenario is a manager penalising an employee informally — through exclusion, workload adjustments, or negative performance assessments — rather than formal disciplinary action.\n4. Document any legitimate on-call arrangements, including the additional compensation paid for availability.\n\n**For casual conversion:**\n\n1. Identify all casual employees with 12 or more months of service who work a regular or systematic pattern.\n2. Assess whether their engagement pattern would qualify them to make a conversion request.\n3. Develop a written response process for conversion requests, including the template for refusal on permissible grounds.\n4. If refusing, ensure the grounds are genuine and documented — a refusal based on operational preference alone does not withstand FWC scrutiny.\n\n**For fixed-term contracts:**\n\n1. Audit all current fixed-term arrangements. Any contract entered into or renewed from 6 December 2023 must comply with the two-year cap.\n2. For roles genuinely suited to project-based or temporary arrangements, document the specific task the contract relates to.\n3. Do not roll over contracts for the same role without converting to permanent employment or terminating, unless an exemption clearly applies.\n\n\n## When to Seek Legal Advice on Your Fair Work Act Rights\n\nMany Fair Work Act matters can be resolved through the FWC's free conciliation service without lawyers involved. However, certain situations call for early legal advice: when an employer disputes the facts, when penalties are at stake, when the matter involves senior employees with complex contracts, or when the dispute overlaps with general protections claims that might carry higher compensation.\n\nFor employees, a workplace lawyer can assess whether a refusal of a casual conversion request was genuinely on permissible grounds, advise on the strength of a right to disconnect adverse action claim, and help calculate the likely compensation range. For employers, early legal advice on fixed-term contract structuring is far less expensive than FWC proceedings.\n\nThe Fair Work Ombudsman's website ([fairwork.gov.au](https:\u002F\u002Fwww.fairwork.gov.au)) provides free guidance, template letters, and compliance checklists for both employers and employees. It is the authoritative first resource for understanding the practical operation of all three provisions.\n\n---\n\n## Frequently Asked Questions\n\n### Can an employer contact an employee after hours for emergencies?\n\nYes. The right to disconnect protects employees from unreasonable out-of-hours contact, not all contact. The FWC considers the nature and urgency of the contact when assessing whether a refusal was reasonable. A genuine operational emergency — a safety incident, a system failure requiring immediate action — is unlikely to be found unreasonable contact. The question is whether the employer then takes adverse action against an employee who still chose not to respond.\n\n### Does the fixed-term contract cap apply to existing contracts signed before December 2023?\n\nThe two-year cap applies to fixed-term contracts entered into on or after 6 December 2023. Contracts signed before that date are not caught by the cap, but any renewal or extension executed on or after 6 December 2023 is assessed under the new rules. An employer renewing a 2022 fixed-term contract in 2024 must ensure the total engagement (including the original contract) does not exceed two years.\n\n### What if a casual employee does not want to convert to permanent employment?\n\nCasual conversion is a right, not an obligation. An employee who prefers to remain casual can simply not make a request. If the employer believes the employee may qualify for conversion, the employer has no obligation under the new scheme to proactively offer conversion (unlike the pre-2024 employer-driven model). The initiative rests entirely with the employee.\n\n### How quickly must an employer respond to a right to disconnect dispute raised by an employee?\n\nAn employer against whom a right to disconnect dispute is filed in the FWC must respond within the timeframes set by the Commission's procedural rules. In practice, the FWC schedules conciliation within one to three weeks of application. Employers are strongly advised to engage with the process rather than ignore it, as non-participation does not stop the Commission from proceeding and can result in adverse costs orders.\n\n---\n\n> **Legal disclaimer:** The information in this article is general in nature and does not constitute legal advice. Fair Work Act entitlements depend on individual circumstances, applicable Modern Awards, and enterprise agreements. Consult a registered Australian workplace lawyer or the Fair Work Ombudsman for advice specific to your situation.\n\n","https:\u002F\u002Fpub-bdebbd2dad294475a2da0eb657815b6b.r2.dev\u002Fhero\u002Fe6dc15e66fc1-2d954c.webp","Anglo-Australian woman in a navy blazer reviews employment contracts at a Melbourne CBD law office at dusk, city skyline visible through floor-to-ceiling windows","Fair Work Act 2026: Key Changes for Workers | Expert Zoom","Australia's Fair Work Act now protects your right to disconnect, enables casual conversion, and caps fixed-term contracts at two years. Know your rights.","Fair Work Act Changes 2026 Australia : Right to Disconnect","e6dc15e66fc1",2071,[2581,2582],"https:\u002F\u002Fpub-bdebbd2dad294475a2da0eb657815b6b.r2.dev\u002Fhero\u002Fe6dc15e66fc1-inline-1-2d9523.webp","https:\u002F\u002Fpub-bdebbd2dad294475a2da0eb657815b6b.r2.dev\u002Fhero\u002Fe6dc15e66fc1-inline-2-2d9523.webp",{"excerpt":1072,"featured":1141,"metaTitle":2575,"countryCode":1144,"categorySlug":678,"languageCode":1145,"readingTimeMin":1082,"metaDescription":2576},388,"d6648162-0b8f-4b2c-a713-f4a624122d4d","2026-06-18T20:46:19.000Z","2026-07-13T18:00:32.426Z",5.8,3.5,"2026-07-18T19:26:26.086Z","2026-06-13T17:40:00.446Z","2026-06-13T17:40:00.448Z","2026-07-24T08:47:47.974Z",{"id":1146,"name":676,"slug":678,"parentId":1140},{"id":2596,"slug":2597,"title":2598,"excerpt":2599,"contentMd":2600,"heroImage":2601,"heroImageAlt":2602,"heroImageCredit":1140,"audioUrl":1140,"audioGeneratedAt":1140,"readingTimeMin":1098,"featured":1141,"status":1142,"lang":1143,"countryCode":1144,"languageCode":1145,"categoryId":1146,"metaTitle":2603,"metaDescription":2604,"keyword":2605,"seoApiPageId":2606,"seoApiTenantId":1151,"contentType":1140,"wordCount":2607,"internalImages":2608,"frontmatter":2609,"viewCount":2611,"internalLinksCount":1158,"expertId":2612,"folderId":1140,"folderPosition":1140,"gscVerdict":1160,"gscCoverage":1161,"gscLastCrawl":2613,"gscCheckedAt":2614,"gscIndexingState":1140,"gscRobotsTxtState":1140,"gscPageFetchState":1140,"gscGoogleCanonical":1140,"gscCrawledAs":1140,"cwvLcp":2615,"cwvLcpRating":1165,"cwvFcp":2616,"cwvFcpRating":1165,"cwvCls":1158,"cwvClsRating":1167,"cwvAuditedAt":2617,"publishedAt":2618,"createdAt":2619,"updatedAt":2620,"category":2621},"cmpr0x4xr00p970zjd4ehqg0j","local-government-industry-award-2020-pay-rates-entitlements-australia","Local Government Industry Award 2020 — Rights, Pay and Entitlements Explained (2026)","The Local Government Industry Award 2020 (MA000112) sets the minimum pay rates, working conditions, and entitlements for employees across Australia's local government sector. Whether you work in commu","The Local Government Industry Award 2020 (MA000112) sets the minimum pay rates, working conditions, and entitlements for employees across Australia's local government sector. Whether you work in community services, waste management, parks and recreation, local law enforcement, or council administration, this award directly shapes your take-home pay, leave rights, redundancy entitlements, and superannuation. Understanding what you are owed — and how to calculate it — is the foundation of informed employment.\n\n\u003Cdiv data-tool=\"cba-au-local-government-industry-award-2020\">\u003C\u002Fdiv>\n\n## What the Local Government Industry Award 2020 Covers\n\nThe award covers employees engaged in **all activities undertaken by local government entities** operating within the national Fair Work system. This includes:\n\n- **Community services** — family support, welfare, employment assistance, housing, aged care, youth services, arts and events\n- **Waste and environmental services** — garbage collection, recycling, street sweeping, sanitary services\n- **Local law enforcement** — by-law officers, rangers, parking inspectors, community safety officers\n- **Recreation and leisure** — leisure centres, swimming pools, sports centres, libraries\n- **Tourism and heritage** — visitor information centres, guided tours, heritage sites\n- **Labour-on-hire** employers and group training organisations placing workers in local government roles\n\nThe award is a **federal instrument** under the national Fair Work system. It applies to most local government workers in Victoria, Tasmania, the ACT, and the Northern Territory. However, local government employees in **New South Wales, Queensland, and South Australia** fall under their respective state industrial systems and are not covered by this federal award — they have separate state instruments.\n\n**Exclusions from coverage include:** chief executive officers, nurses (covered by the Nurses Award 2020), medical practitioners, university-qualified early childhood teachers, and employees covered by an enterprise agreement.\n\n## Pay Structure and Classification Levels (2025-26)\n\nThe award uses an 11-level classification structure. Employees must be informed in writing of their classification level on commencement and whenever their classification changes. The following rates apply from **1 July 2025** following the 2024-25 Annual Wage Review:\n\n| Level | Weekly Rate (AUD) | Hourly Rate (AUD) |\n|-------|-------------------|-------------------|\n| Level 1 | $983.40 | $25.88 |\n| Level 2 | $1,014.70 | $26.70 |\n| Level 3 | $1,053.00 | $27.71 |\n| Level 4 | $1,068.40 | $28.12 |\n| Level 5 | $1,135.50 | $29.88 |\n| Level 6 | $1,228.80 | $32.34 |\n| Level 7 | $1,250.10 | $32.90 |\n| Level 8 | $1,350.80 | $35.55 |\n| Level 9 | $1,445.10 | $38.03 |\n| Level 10 | $1,579.40 | $41.56 |\n| Level 11 | $1,781.00 | $46.87 |\n\nAll rates are based on a standard **38-hour ordinary working week**. Part-time employees receive the same hourly rate on a pro-rata basis. Junior employees and apprentices are paid at percentages of the applicable adult rate — refer to the Fair Work Ombudsman's pay guide for the full junior and apprentice rate tables.\n\n## Working Hours, Overtime, and Penalty Rates\n\nStandard ordinary hours are **38 per week**, typically spanning **6:00 am to 6:00 pm Monday to Friday**. Extended spans apply for waste services and community services roles (5:00 am to 10:00 pm).\n\n**Overtime rates:**\n- First two hours of overtime: 150% of the ordinary hourly rate\n- Thereafter: 200%\n- Overtime on Saturday from noon onwards and all Sunday overtime: 200%\n\n**Penalty rates for work outside the standard span:**\n- Weekday work outside 6:00 am–6:00 pm: 120%\n- Saturday: 150%\n- Sunday: 175%\n- Public holidays: 250%\n\n*Exception for recreation centres and community services:* Employees at leisure facilities may work Saturday and Sunday between 5:00 am and 10:00 pm at ordinary rates with no penalty loading — instead, they may receive a rostered day off (RDO) arrangement.\n\n**Casual loading:** Casual employees are paid a **25% loading** on top of their base hourly rate in lieu of leave and other permanent-employee entitlements. Overtime and penalty rates for casual employees are calculated on the base rate before applying the casual loading.\n\n**Minimum engagement for casuals:** 2 consecutive hours per engagement.\n\n**Call-back minimum:** Employees called back to work after leaving the premises are entitled to a minimum of 3 hours at overtime rates.\n\n**Leading hand allowances (from 1 July 2025):**\n- Supervising 1–5 employees: AUD $30.93\u002Fweek\n- Supervising 6–15 employees: AUD $42.18\u002Fweek\n- Supervising 15+ employees: AUD $53.43\u002Fweek\n\n**On-call allowances:** AUD $28.12\u002Fday (Monday–Friday), AUD $42.18\u002Fday (Saturday), AUD $56.24\u002Fday (Sunday or public holiday). When called back, the 3-hour minimum overtime guarantee applies.\n\n## Annual Leave\n\nUnder the National Employment Standards (NES) and the award, full-time employees are entitled to **4 weeks (20 days) of paid annual leave per year** (Fair Work Act 2009, s.87).\n\n**Shiftworkers** who are rostered to work on Sundays and public holidays are entitled to **5 weeks of paid annual leave** per year under the NES.\n\n**Annual leave loading:** The award (clause 23.4) provides an **annual leave loading of 17.5%** of the employee's minimum weekly rate of pay for their classification. This loading is paid in addition to regular pay when annual leave is taken.\n\n**Accrual:** Annual leave accrues progressively during the year and accumulates if not taken. Part-time employees accrue leave on a pro-rata basis reflecting their contracted hours.\n\n**Cashing out:** Annual leave may be cashed out by written agreement, provided the employee retains at least 4 weeks of accrued leave after the cashing out, and is paid at the full amount that would have been payable had the leave been taken.\n\n## Notice Period\n\nNotice requirements under this award are based on the **NES minimum (Fair Work Act 2009, s.117)** — the award does not provide a longer notice period above the statutory scale.\n\n**NES notice scale (employer dismissing an employee):**\n\n| Years of continuous service | Minimum notice |\n|-----------------------------|----------------|\n| Less than 1 year | 1 week |\n| 1 year up to 3 years | 2 weeks |\n| 3 years up to 5 years | 3 weeks |\n| 5 years or more | 4 weeks |\n| Over 45 years of age with 2+ years service | Add 1 extra week |\n\n**Employee resignation:** The same NES scale applies (minimum 1 week after 1 year of service). Failure to give notice may allow the employer to deduct from any final payments up to the value of the notice not given.\n\n**Payment in lieu of notice** is permissible — the employer may pay out the notice period rather than require the employee to work it.\n\n## Redundancy Pay\n\nThe award (clause 33) incorporates the **NES genuine redundancy scale (Fair Work Act 2009, Schedule 4, s.119)**. There is no award-specific enhancement above the NES minimum.\n\n**NES redundancy pay table:**\n\n| Years of continuous service | Weeks of pay |\n|-----------------------------|--------------|\n| 1 year | 4 weeks |\n| 2 years | 6 weeks |\n| 3 years | 7 weeks |\n| 4 years | 8 weeks |\n| 5 years | 10 weeks |\n| 6 years | 11 weeks |\n| 7 years | 13 weeks |\n| 8 years | 14 weeks |\n| 9 years | 16 weeks |\n| 10 years or more | 12 weeks (capped) |\n\nThe 10-year cap reflects that long-service leave entitlements are expected to offset additional redundancy obligations.\n\n**Small business exemption:** Employers with fewer than 15 employees are exempt from paying NES redundancy pay under s.123 of the Fair Work Act 2009.\n\n**Job search entitlement:** An employee notified of redundancy is entitled to up to **one paid day per week** during the notice period to seek alternative employment.\n\n**Tax treatment of redundancy pay:** Genuine redundancy payments receive concessional tax treatment — a tax-free component applies up to the statutory formula (base amount $12,524 plus $6,264 per completed year of service for 2025-26), with the excess taxed as an Eligible Termination Payment (ETP).\n\n## Superannuation\n\nThe award (clause 20.2) requires employers to contribute at a level sufficient to avoid the Superannuation Guarantee Charge. The current **Superannuation Guarantee (SG) rate is 12.0%** of ordinary time earnings, effective from **1 July 2025** (Superannuation Guarantee (Administration) Act 1992).\n\n**Choice of fund:** Employees have the right to choose their own superannuation fund under the Fair Work Act 2009, s.149A. If an employee does not nominate a fund, the employer must contribute to the default fund specified in the award (eligible funds include Vision Super, Aware Super, and AustralianSuper, among others).\n\n**Important note for state-based local government:** Some local government workers may be in state-defined benefit super schemes (such as those operated in Victoria or other jurisdictions). These schemes follow different contribution and benefit rules — contact your employer or superannuation fund for details.\n\n## State and Territory Variations\n\nWhile the Local Government Industry Award 2020 is a federal instrument (the same pay rates and conditions apply wherever it operates), several important entitlements vary by state and territory:\n\n**Long service leave** is governed by state and territory law, not the Fair Work Act. Qualifying periods and entitlements differ:\n\n| State\u002FTerritory | Qualifying period | Entitlement | Legislation |\n|-----------------|-------------------|-------------|-------------|\n| NSW | 10 years | 8.667 weeks | Long Service Leave Act 1955 (NSW) |\n| VIC | 7 years | 6.067 weeks | Long Service Leave Act 2018 (VIC) |\n| QLD | 10 years | 8.667 weeks | Industrial Relations Act 2016 (QLD) |\n| SA | 10 years | 13 weeks | Long Service Leave Act 1987 (SA) |\n| WA | 10 years | 8.667 weeks | Long Service Leave Act 1958 (WA) |\n| TAS | 10 years | 8.667 weeks | Long Service Leave Act 1976 (TAS) |\n| ACT | 7 years | 6.067 weeks | Long Service Leave Act 1976 (ACT) |\n| NT | 10 years | 13 weeks | Long Service Leave Act 1981 (NT) |\n\nUse the Long Service Leave tab in the calculator above to check your entitlement by state.\n\n**Public holidays:** Federal public holidays (New Year's Day, Australia Day, Good Friday, Easter Saturday, Easter Monday, ANZAC Day, King's Birthday, Christmas Day, Boxing Day) apply nationally. Additional state-specific public holidays include Melbourne Cup Day (VIC), EKKA Show Day (QLD), Adelaide Cup (SA), Foundation Day (WA), and Eight Hours Day (TAS).\n\n**Workers compensation** is administered by state and territory schemes (icare in NSW, WorkSafe in VIC, WorkCover in QLD). Premiums, entitlements, and dispute processes differ by jurisdiction.\n\n**Jurisdictional coverage reminder:** If you work in local government in NSW, QLD, or SA, you are most likely covered by your state's industrial system, not this federal award. Contact your union or the relevant state industrial relations authority to confirm your applicable instrument.\n\n## Your Rights at Work\n\n**Unfair dismissal:** Employees covered by the award who have completed the minimum employment period (6 months for regular employers; 12 months for small businesses) can apply to the Fair Work Commission for an unfair dismissal remedy under Fair Work Act 2009, s.382.\n\n**General protections:** The Fair Work Act 2009 (Part 3-1) prohibits adverse action against an employee for exercising a workplace right — including taking leave, raising a complaint, or participating in union activities.\n\n**Right of entry:** Union officials (ASU, AWU, and other registered unions) have rights to enter workplaces to hold discussions with members and inspect records, in accordance with Fair Work Act 2009, Part 3-4.\n\n**Workplace health and safety:** The Work Health and Safety Act 2011 (Cth) and corresponding state WHS laws apply to local government workplaces. Councils have a duty of care to provide a safe working environment.\n\n**Disputes:** Disputes about the award can be raised with the Fair Work Commission or the Fair Work Ombudsman. Employees can also contact their union for assistance.\n\n---\n\n*This article is for general information purposes only and does not constitute legal advice. Pay rates are indicative based on the Local Government Industry Award 2020 (MA000112) as in force in 2025-26. For questions about your specific employment situation, contact your union, the Fair Work Ombudsman (1300 724 690) or a qualified employment lawyer.*\n","https:\u002F\u002Fpub-bdebbd2dad294475a2da0eb657815b6b.r2.dev\u002Fhero\u002Fd883ba9fd2ba-19a913.webp","Australian local government council worker checks award entitlements and pay rates 2026","Local Government Industry Award 2020 | Expert Zoom","Pay rates, redundancy, annual leave and superannuation under the Local Government Industry Award 2020 (MA000112). Updated for 2025-26 Australian rates.","local government industry award 2020 pay rates entitlements Australia","d883ba9fd2ba",1972,[],{"draft":1155,"excerpt":1072,"featured":1141,"metaTitle":2603,"countryCode":1144,"categorySlug":1051,"languageCode":1145,"relatedTools":2610,"readingTimeMin":1098,"metaDescription":2604},[1117],272,"5270ade3-25dc-40a9-9234-077c07f74988","2026-06-07T11:30:58.000Z","2026-06-28T15:11:29.969Z",6.23,3.49,"2026-07-17T17:29:49.860Z","2026-05-29T14:35:01.310Z","2026-05-29T14:35:01.311Z","2026-07-24T17:29:08.445Z",{"id":1146,"name":676,"slug":678,"parentId":1140},{"id":2623,"slug":2624,"title":2625,"excerpt":2626,"contentMd":2627,"heroImage":2628,"heroImageAlt":2629,"heroImageCredit":1140,"audioUrl":1140,"audioGeneratedAt":1140,"readingTimeMin":1082,"featured":1141,"status":1142,"lang":1143,"countryCode":1144,"languageCode":1145,"categoryId":1146,"metaTitle":2630,"metaDescription":2631,"keyword":2632,"seoApiPageId":2633,"seoApiTenantId":1151,"contentType":1140,"wordCount":2634,"internalImages":2635,"frontmatter":2636,"viewCount":2638,"internalLinksCount":1158,"expertId":2639,"folderId":1140,"folderPosition":1140,"gscVerdict":1160,"gscCoverage":1161,"gscLastCrawl":2640,"gscCheckedAt":2641,"gscIndexingState":1140,"gscRobotsTxtState":1140,"gscPageFetchState":1140,"gscGoogleCanonical":1140,"gscCrawledAs":1140,"cwvLcp":2642,"cwvLcpRating":1165,"cwvFcp":2589,"cwvFcpRating":1165,"cwvCls":1158,"cwvClsRating":1167,"cwvAuditedAt":2643,"publishedAt":2644,"createdAt":2645,"updatedAt":2646,"category":2647},"cmpr0qpwn00or70zj9t6i0qpc","hair-and-beauty-industry-award-2010-pay-rates-entitlements-2026-australia","Hair and Beauty Industry Award 2010 — Rights, Pay and Entitlements Explained (2026)","The Hair and Beauty Industry Award 2010 (MA000005) is the Modern Award that sets minimum pay rates and working conditions for workers in salons, spas, barber shops, nail studios, and related beauty bu","The Hair and Beauty Industry Award 2010 (MA000005) is the Modern Award that sets minimum pay rates and working conditions for workers in salons, spas, barber shops, nail studios, and related beauty businesses across Australia. If you cut, colour, style, wax, massage, apply nails, or perform beauty treatments as an employee — or employ someone who does — this award almost certainly applies to you.\n\nAdministered by the Fair Work Commission (FWC) and enforced by the Fair Work Ombudsman (FWO), the award operates as a federal industrial instrument under the *Fair Work Act 2009* (Cth) and applies in all states and territories.\n\n\u003Cdiv data-tool=\"cba-au-hair-beauty-industry-award-2010\">\u003C\u002Fdiv>\n\n## Who Is Covered by the Hair and Beauty Industry Award?\n\nThe award applies to employers whose principal business activity is hairdressing, barbering, or beauty therapy, and to their employees. This broadly covers:\n\n- **Hairdressers and barbers** — cutting, colouring, styling, perming, chemical treatments\n- **Beauty therapists** — facials, waxing, body treatments, massage, tanning\n- **Nail technicians** — manicures, pedicures, gel and acrylic nails\n- **Cosmetic tattoo artists and lash technicians** — microblading, lash extensions\n- **Electrologists** — permanent hair removal\n- **Salon assistants and receptionists** employed in hair or beauty businesses\n\nApprentices under training contracts in hairdressing are also covered by this award at nationally recognised apprentice pay rates.\n\nThe award does **not** cover employees who are otherwise covered by a higher-paying enterprise agreement, or employees in sectors with their own award (for example, massage therapists employed in a healthcare facility may fall under a different award).\n\n## Pay Rates and Classification Levels\n\nThe award divides employees into grades based on qualifications, experience, and the type of work performed. Employers must pay at least the minimum rate for the applicable grade; paying less than the award rate is a breach of the *Fair Work Act 2009*.\n\n**Hairdressing and Beauty Therapy Employee Grades (2025-26):**\n\n| Grade | Description | Approx. Hourly Rate (AUD) |\n|-------|-------------|--------------------------|\n| Grade 1 | Introductory — no formal qualifications, first 3 months | $24.10 |\n| Grade 2 | Qualified employee Year 1 (Certificate III or equivalent) | $26.25 |\n| Grade 3 | Qualified employee Year 2 | $27.70 |\n| Grade 4 | Qualified employee Year 3 | $29.25 |\n| Grade 5 | Qualified employee Year 4+ \u002F Senior \u002F Supervisor | $31.85 |\n| Grade 6 | Educator \u002F Specialist \u002F Salon Manager | $34.30 |\n\n*Rates are approximate and effective from 1 July 2025 following the Fair Work Commission Annual Wage Review. Verify current rates at [fairwork.gov.au](https:\u002F\u002Fwww.fairwork.gov.au) or contact the Fair Work Ombudsman on 13 13 94.*\n\nThe Annual Wage Review (AWR) applies every July — the FWC reviews and increases all modern award minimum rates. The 2025-26 rates apply from 1 July 2025.\n\nApprentice hairdressers are paid a percentage of the Grade 3 rate, increasing each year:\n- Year 1: 40% of Grade 3\n- Year 2: 50% of Grade 3\n- Year 3: 65% of Grade 3\n- Year 4: 80% of Grade 3\n\n## Working Hours, Overtime, and Penalty Rates\n\n**Ordinary hours** under the award are a maximum of 38 per week for full-time employees, with a maximum spread of hours between 8 am and 9 pm Monday to Saturday, and 10 am to 6 pm Sunday.\n\n**Overtime** is paid at 150% for the first two overtime hours per day and 200% thereafter. An employee called back to work outside ordinary hours is entitled to a minimum payment of two hours at overtime rates.\n\n**Penalty rates** apply when you work outside ordinary hours or on weekends and public holidays:\n\n| When you work | Penalty rate |\n|---------------|-------------|\n| Saturday | 125% of ordinary rate |\n| Sunday | 175% of ordinary rate |\n| Public holiday | 250% of ordinary rate |\n| Evening work (after 6 pm weekday) | 115% of ordinary rate |\n\n**Casual loading:** Casual employees receive a 25% loading on top of their ordinary hourly rate in lieu of paid leave entitlements (NES s.67B, effective 26 August 2022). This applies to all hours worked by casuals, including penalties.\n\n## Annual Leave\n\nUnder the National Employment Standards (NES) in the *Fair Work Act 2009* s.87, full-time employees are entitled to **4 weeks (20 days) of paid annual leave** per year. Part-time employees accrue leave on a pro-rata basis.\n\n**Annual leave loading of 17.5%** applies under the Hair and Beauty Industry Award 2010. This means when you take annual leave, you receive your ordinary rate **plus** 17.5% loading. The loading is intended to compensate for the loss of overtime and penalty rates during your absence.\n\n**Accrual:**\n- Full-time (38 hrs\u002Fweek): 2.923 hours of annual leave accrues per week (152 hours per year)\n- Leave accrues continuously from the first day of employment and can be taken as it accrues by agreement\n\n**Shiftworkers** engaged as such for 5 or more hours per shift who regularly work Sundays and public holidays are entitled to **5 weeks** annual leave per year.\n\nAnnual leave can be **cashed out** (up to 2 weeks per year) if the employee has more than 4 weeks accrued and both parties agree in writing.\n\n## Notice Period\n\nThe minimum notice of termination under the *Fair Work Act 2009* s.117 is:\n\n| Years of continuous service | Notice period |\n|-----------------------------|---------------|\n| Less than 1 year | 1 week |\n| 1 year to less than 3 years | 2 weeks |\n| 3 years to less than 5 years | 3 weeks |\n| 5 years or more | 4 weeks |\n| Over 45 years old with 2+ years of service | +1 week supplement |\n\nEmployees may give the same minimum notice when resigning. The award itself does not specify notice periods beyond the NES scale, so the NES minimum applies.\n\nIf an employer terminates without giving notice, they must pay the employee in lieu of notice (i.e., pay the wages the employee would have earned during the notice period).\n\nThe notice period does not apply to casual employees or to dismissal for serious misconduct.\n\n## Redundancy Pay\n\nIf your position is made redundant (genuine redundancy), you are entitled to redundancy pay under the NES (*Fair Work Act 2009*, Sch 4, s.119). The Hair and Beauty Industry Award 2010 does not provide enhanced redundancy above the NES formula.\n\n**NES genuine redundancy pay scale:**\n\n| Years of continuous service | Weeks of pay |\n|-----------------------------|-------------|\n| 1 year | 4 weeks |\n| 2 years | 6 weeks |\n| 3 years | 7 weeks |\n| 4 years | 8 weeks |\n| 5 years | 10 weeks |\n| 6 years | 11 weeks |\n| 7 years | 13 weeks |\n| 8 years | 14 weeks |\n| 9 years | 16 weeks |\n| 10 or more years | 12 weeks (capped) |\n\n**Important:** Small business employers (fewer than 15 employees) are **exempt** from NES redundancy pay obligations. Most hair and beauty salons employ fewer than 15 people — if this applies to your employer, they are not required to pay statutory redundancy, though they must still give the correct notice.\n\nRedundancy pay is tax-free up to a limit set by the ATO each year. For 2025-26, the tax-free component of a genuine redundancy payment is AUD $12,524 plus AUD $6,264 for each completed year of service.\n\n## Superannuation\n\nFrom **1 July 2025**, employers must pay superannuation at the Superannuation Guarantee (SG) rate of **12%** of ordinary time earnings under the *Superannuation Guarantee (Administration) Act 1992*. This is a mandatory employer contribution — it is paid on top of your wage, not deducted from it.\n\n**Ordinary time earnings** include your base rate, casual loading, and leave loading, but generally exclude overtime. Super is paid quarterly at minimum (though many employers pay monthly).\n\nEmployees have the right to choose their super fund (Choice of Fund, *Fair Work Act 2009* s.149A). If you do not nominate a fund, your employer pays into their default fund (which must be a MySuper product with an authorised fund).\n\nThe **concessional contributions cap** for 2025-26 is AUD $30,000 per year. This cap includes employer SG contributions plus any salary-sacrifice contributions you make. If you salary-sacrifice super on top of the employer SG, be aware of this cap to avoid excess contributions tax.\n\n## Allowances and Special Provisions\n\nThe award includes several specific allowances:\n\n**Uniform allowance:** If your employer requires you to wear a specific uniform, they must either provide it free of charge or pay you an allowance to cover the cost of purchase and laundering.\n\n**Laundry allowance:** If you are required to launder your uniform, you receive a set weekly laundry allowance.\n\n**Vehicle allowance:** If you are required to use your own vehicle for work purposes (for example, mobile hairdressers or beauty therapists attending clients at home), you are entitled to a vehicle allowance per kilometre at the rate set by the ATO.\n\n**Split shift allowance:** If your shifts are split into two segments separated by a non-meal break of more than 30 minutes, you are entitled to a split shift allowance.\n\n**First aid allowance:** If you hold a first aid certificate and are required to use it, a first aid allowance applies.\n\n**Meal allowance:** If you are required to work overtime for more than 1.5 hours beyond your ordinary finishing time without prior notice, a meal allowance applies.\n\n## State and Territory Variations\n\nModern Awards like the Hair and Beauty Industry Award 2010 are federal instruments — the minimum pay rates are the same in every Australian state and territory. However, some important entitlements are governed by state law and **do differ** by jurisdiction:\n\n**Long service leave** is the most significant variation. Each state and territory sets its own qualifying period and entitlement:\n\n| State\u002FTerritory | Qualifying period | Entitlement |\n|-----------------|-------------------|-------------|\n| New South Wales | 10 years | 2 months (8.667 weeks) |\n| Victoria | 7 years | 6.067 weeks |\n| Queensland | 10 years | 8.667 weeks |\n| South Australia | 10 years | 13 weeks |\n| Western Australia | 10 years | 8.667 weeks |\n| Tasmania | 10 years | 8.667 weeks |\n| Australian Capital Territory | 10 years | 6.067 weeks |\n| Northern Territory | 10 years | 13 weeks |\n\nUse the Long Service Leave tab in the free calculator above to estimate your entitlement based on your state.\n\n**Public holidays** follow the federal calendar (New Year's Day, Australia Day, Good Friday, Easter Saturday, Easter Monday, ANZAC Day, King's Birthday, Christmas Day, Boxing Day) plus state-specific additions: Melbourne Cup Day in Victoria, EKKA Show Day in Queensland, Adelaide Cup Day in South Australia, Foundation Day in Western Australia, and Eight Hours Day in Tasmania.\n\n**Workers compensation** schemes are state-based. If you are injured at work, you must claim through your state scheme — icare in NSW, WorkSafe in Victoria, WorkCover Queensland, ReturnToWork SA, WorkCover WA, WorkSafe Tasmania, Comcare in the ACT, and NT WorkSafe in the Northern Territory.\n\n## Your Rights at Work\n\n**Unfair dismissal:** If you are dismissed and believe it was harsh, unjust, or unreasonable, you may apply to the Fair Work Commission for an unfair dismissal remedy under *Fair Work Act 2009* s.394. You must be outside your minimum employment period: 6 months for employers with 15 or more employees, or 12 months for small businesses (fewer than 15 employees). You must apply within **21 days** of dismissal.\n\n**General protections:** You cannot be dismissed or adversely treated for reasons such as taking sick leave, raising a workplace safety concern, making a complaint to the FWO, or exercising a workplace right (FWA Pt 3-1). General protections apply from day one of employment — there is no minimum employment period.\n\n**Right of entry:** Union officials holding an FWC entry permit have the right to enter workplaces to check compliance with modern awards and consult with members, subject to 24 hours' notice (reduced or waived in certain circumstances).\n\n**Workplace health and safety:** All employers have duties under the *Work Health and Safety Act 2011* (Cth) or the equivalent state WHS legislation to provide a safe working environment. In hair and beauty workplaces, this includes safe handling of chemicals (colour, bleach, relaxers), proper ventilation, and ergonomic considerations.\n\nIf you believe your employer is not paying you correctly, you can report this to the **Fair Work Ombudsman** (1300 724 690 or fairwork.gov.au). The FWO can investigate and recover underpaid wages.\n\n---\n\n*This article is for general information purposes only and does not constitute legal advice. For questions about your specific employment situation, contact your union, the Fair Work Ombudsman (1300 724 690) or a qualified employment lawyer. Verify all pay rates at [fairwork.gov.au](https:\u002F\u002Fwww.fairwork.gov.au).*\n","https:\u002F\u002Fpub-bdebbd2dad294475a2da0eb657815b6b.r2.dev\u002Fhero\u002F5392680c04ca-19a597.webp","Australian hairdresser checks award entitlements, hair and beauty sector 2026","Hair & Beauty Industry Award Pay Rates 2026 | Expert Zoom","Rights, pay rates and entitlements under the Hair and Beauty Industry Award 2010 — updated for 2025-26. Free guide for hairdressers and beauty therapists.","hair and beauty industry award 2010 pay rates entitlements 2026 australia","5392680c04ca",2117,[],{"draft":1155,"excerpt":1072,"featured":1141,"metaTitle":2630,"countryCode":1144,"categorySlug":1051,"languageCode":1145,"relatedTools":2637,"readingTimeMin":1082,"metaDescription":2631},[1067],208,"76172d07-be21-4943-84ca-61eedb55dca8","2026-06-09T18:13:04.000Z","2026-06-28T14:51:30.601Z",4.32,"2026-07-24T17:08:37.465Z","2026-05-29T14:30:01.894Z","2026-05-29T14:30:01.895Z","2026-07-24T17:08:37.466Z",{"id":1146,"name":676,"slug":678,"parentId":1140},22,{"cba-au-road-transport-distribution-award-2020":2650},{"slug":1061,"title":1062,"page_title":2651,"description":1063,"content_md":2652,"local_slug":1061,"json_ld":2653,"faq":2699,"tool_html":2716,"source":1052,"category":1051,"audience":1050,"publish_mode":2717,"hero_image":1065,"hero_image_alt":1062},"Road Transport and Distribution Award 2020 — Free Pay & Entitlements Calculator 2026","The Road Transport and Distribution Award 2020 (MA000038) covers truck drivers, distribution workers, and freight handlers across Australia. This free calculator estimates gross and take-home pay across 10 Transport Worker grades, NES redundancy entitlements, annual leave (including 17.5% loading), notice periods, superannuation (SG 12%), and long service leave by state and territory. All figures updated for the 2025-26 pay year following the 3.5% Annual Wage Review increase effective 1 July 2025.",[2654,2688],{"@type":2655,"@context":2656,"mainEntity":2657},"FAQPage","https:\u002F\u002Fschema.org",[2658,2664,2668,2672,2676,2680,2684],{"name":2659,"@type":2660,"acceptedAnswer":2661},"What are the current pay rates under the Road Transport and Distribution Award 2020?","Question",{"text":2662,"@type":2663},"As at 1 July 2025 (following the 3.5% Annual Wage Review increase), Transport Worker Grade 1 earns AUD $25.65\u002Fhour and Grade 10 earns AUD $30.12\u002Fhour. Distribution Facility Levels 1–4 range from AUD $26.57 to AUD $29.39\u002Fhour. Oil distribution workers use a 35-hour ordinary week, with Grade 1 at AUD $27.85\u002Fhour.","Answer",{"name":2665,"@type":2660,"acceptedAnswer":2666},"How much redundancy pay am I entitled to under the Road Transport and Distribution Award 2020?",{"text":2667,"@type":2663},"The award applies the NES genuine redundancy scale under Fair Work Act 2009, Schedule 4. Entitlement ranges from 4 weeks' pay for 1 year of service up to 16 weeks for 9 years, capped at 12 weeks for 10+ years. Small business employers (under 15 employees) are exempt.",{"name":2669,"@type":2660,"acceptedAnswer":2670},"How many days annual leave do road transport and distribution workers get?",{"text":2671,"@type":2663},"Full-time employees are entitled to 4 weeks (20 days) of paid annual leave per year under the NES. Continuous shiftworkers are entitled to 5 weeks. Annual leave loading is the greater of 17.5% of base pay or the applicable penalty rate.",{"name":2673,"@type":2660,"acceptedAnswer":2674},"What is the notice period under the Road Transport and Distribution Award 2020?",{"text":2675,"@type":2663},"The NES s.117 scale applies: 1 week for under 1 year, 2 weeks for 1–3 years, 3 weeks for 3–5 years, 4 weeks for 5+ years. Employees aged 45+ with 2+ years receive an additional 1-week supplement.",{"name":2677,"@type":2660,"acceptedAnswer":2678},"How much superannuation does my employer have to pay under this award?",{"text":2679,"@type":2663},"Employers must pay 12% of ordinary time earnings from 1 July 2025 under the Superannuation Guarantee. This is an employer-paid contribution on top of wages. Employees may choose their own super fund under Fair Work Act s.149A.",{"name":2681,"@type":2660,"acceptedAnswer":2682},"Does the Road Transport and Distribution Award 2020 provide casual loading?",{"text":2683,"@type":2663},"Yes. Casual employees receive a 25% loading on top of the base ordinary hourly rate. The minimum engagement is 4 hours.",{"name":2685,"@type":2660,"acceptedAnswer":2686},"What is the minimum wage under the Road Transport and Distribution Award 2020?",{"text":2687,"@type":2663},"The minimum rate is AUD $25.65\u002Fhour (Grade 1, from 1 July 2025), above the National Minimum Wage of AUD $24.10\u002Fhour. Junior rates apply for employees under 20 years of age.",{"url":2689,"name":2690,"@type":2691,"offers":2692,"@context":2656,"description":2696,"operatingSystem":2697,"applicationCategory":2698},"https:\u002F\u002Fwww.expert-zoom.com\u002Fau\u002Fen\u002Femployment-law\u002Fcba-au-road-transport-distribution-award-2020","Road Transport and Distribution Award 2020 — Free Pay & Entitlements Calculator","WebApplication",{"@type":2693,"price":2694,"priceCurrency":2695},"Offer","0","AUD","Free calculator for pay rates, redundancy, annual leave, notice period, superannuation and long service leave under the Road Transport and Distribution Award 2020 (MA000038). Updated for 2025-26 Australian rates.","Any","BusinessApplication",[2700,2701,2703,2705,2707,2709,2711,2714],{"answer":2662,"question":2659},{"answer":2702,"question":2665},"The award applies the NES genuine redundancy scale under Fair Work Act 2009, Schedule 4. Entitlement ranges from 4 weeks' pay for 1 year of service up to a maximum of 16 weeks (for 9 years), with 10+ years capped at 12 weeks. The award does not enhance redundancy above the NES minimum. Small business employers (fewer than 15 employees) are exempt.",{"answer":2704,"question":2669},"Full-time employees are entitled to 4 weeks (20 days) of paid annual leave per year under the NES (Fair Work Act 2009 s.87). Genuine continuous shiftworkers are entitled to 5 weeks. Annual leave loading is the greater of 17.5% of base pay or the applicable weekend\u002Fshift penalty rate.",{"answer":2706,"question":2673},"The award follows the NES minimum notice scale under Fair Work Act 2009 s.117: 1 week for less than 1 year's service, 2 weeks for 1–3 years, 3 weeks for 3–5 years, and 4 weeks for 5+ years. Employees aged 45 or over with at least 2 years of service receive an additional 1-week supplement.",{"answer":2708,"question":2677},"Employers must pay the Superannuation Guarantee rate of 12% of ordinary time earnings from 1 July 2025 (Superannuation Guarantee (Administration) Act 1992). This is an employer contribution on top of wages. Named default funds include Team Super, CareSuper, Australian Retirement Trust, and AustralianSuper. You may choose your own fund under Fair Work Act s.149A.",{"answer":2710,"question":2681},"Yes. Casual employees receive a 25% loading on top of the base ordinary hourly rate (NES s.67B, effective 26 August 2022). During overtime, casuals receive the overtime rate plus 10% of the minimum hourly rate instead of stacking the 25% loading. The minimum engagement for casual employees is 4 hours.",{"answer":2712,"question":2713},"Casual employees do not generally have access to NES redundancy pay or unfair dismissal protections unless they are 'regular and systematic' casuals who have been employed for at least 12 months (6 months for large employers). If you have become a regular and systematic casual under the new pathway provisions, you may have certain conversion rights and access to protections. Contact the Fair Work Ombudsman or the TWU for advice.","Can I be made redundant as a casual employee under this award?",{"answer":2715,"question":2685},"The minimum rate under the award is AUD $25.65\u002Fhour (Grade 1 transport worker, effective 1 July 2025), which is above the National Minimum Wage of AUD $24.10\u002Fhour. 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font-weight: 600; font-size: 0.78rem; color: var(--muted); border-bottom: 2px solid var(--border); }\n    td { padding: 8px 10px; border-bottom: 1px solid var(--border); font-variant-numeric: tabular-nums; }\n    tr:last-child td { border-bottom: none; }\n    tr:hover td { background: #fafaf9; }\n    .badge { display: inline-block; padding: 2px 8px; border-radius: 999px; font-size: 0.74rem; font-weight: 600; }\n    .badge-green { background: #dcfce7; color: #15803d; }\n    .badge-amber { background: #fef3c7; color: #92400e; }\n    .badge-red { background: #fee2e2; color: #991b1b; }\n    .state-info { margin-top: 14px; padding: 14px; background: var(--bg); border: 1px solid var(--border); border-radius: 10px; font-size: 0.84rem; }\n    .state-info .leg { font-size: 0.75rem; color: var(--muted); margin-top: 4px; }\n    .calc-btn { display: block; width: 100%; margin-top: 14px; padding: 10px; background: var(--accent); color: #fff; border: none; border-radius: 8px; font-size: 0.9rem; font-weight: 600; cursor: pointer; }\n    .calc-btn:hover { background: var(--accent-hover); }\n  \u003C\u002Fstyle>\n\u003C\u002Fhead>\n\u003Cbody>\n\u003Cmain class=\"tool-root\">\n  \u003Cheader>\n    \u003Ch1>Road Transport and Distribution Award 2020 (MA000038)\u003C\u002Fh1>\n    \u003Cp class=\"meta\">Transport Workers' Union (TWU) — Federal Modern Award | Effective 1 July 2025 (3.5% Annual Wage Review)\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\">\n      \u003Ci data-lucide=\"shield-off\">\u003C\u002Fi>Redundancy Pay\n    \u003C\u002Fbutton>\n    \u003Cbutton type=\"button\" class=\"tab-btn\" data-tab=\"leave\" role=\"tab\">\n      \u003Ci data-lucide=\"sun\">\u003C\u002Fi>Annual Leave\n    \u003C\u002Fbutton>\n    \u003Cbutton type=\"button\" class=\"tab-btn\" data-tab=\"notice\" role=\"tab\">\n      \u003Ci data-lucide=\"clock\">\u003C\u002Fi>Notice Period\n    \u003C\u002Fbutton>\n    \u003Cbutton type=\"button\" class=\"tab-btn\" data-tab=\"super\" role=\"tab\">\n      \u003Ci data-lucide=\"piggy-bank\">\u003C\u002Fi>Superannuation\n    \u003C\u002Fbutton>\n    \u003Cbutton type=\"button\" class=\"tab-btn\" data-tab=\"lsl\" role=\"tab\">\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\" role=\"tabpanel\">\n    \u003Cdiv class=\"card\">\n      \u003Ch2>\u003Ci data-lucide=\"calculator\" style=\"width:16px;height:16px;vertical-align:middle;margin-right:6px;\">\u003C\u002Fi>Pay Calculator\u003C\u002Fh2>\n      \u003Cp class=\"subtitle\">Estimate your gross and take-home pay under the Road Transport and Distribution Award 2020 (as of 2025-26).\u003C\u002Fp>\n      \u003Cdiv class=\"rule-note\">\n        \u003Cstrong>Award MA000038:\u003C\u002Fstrong> Grade 1 (general hand\u002Floader) starts at AUD $25.65\u002Fhour. Grade 10 (multi-axle platform >70t) earns AUD $30.12\u002Fhour. Oil distribution workers use a 35-hour week divisor. Rates are as at 1 July 2025 (3.5% Annual Wage Review increase).\n      \u003C\u002Fdiv>\n      \u003Cdiv class=\"form-grid\">\n        \u003Cdiv class=\"field full\">\n          \u003Clabel>Classification \u002F Worker Type\u003C\u002Flabel>\n          \u003Cselect id=\"pay-level\">\n            \u003Coptgroup label=\"Transport Workers (38h week)\">\n              \u003Coption value=\"25.65\">Grade 1 — General hand, loader, courier ($25.65\u002Fhr)\u003C\u002Foption>\n              \u003Coption value=\"26.27\">Grade 2 — Tow motor driver, rigid ≤4.5t GVM ($26.27\u002Fhr)\u003C\u002Foption>\n              \u003Coption value=\"26.57\">Grade 3 — Forklift ≤5t, two-axle rigid ($26.57\u002Fhr)\u003C\u002Foption>\n              \u003Coption value=\"27.04\">Grade 4 — Three-axle rigid, radio operator ($27.04\u002Fhr)\u003C\u002Foption>\n              \u003Coption value=\"27.37\">Grade 5 — Forklift >10t, four+ axle rigid ($27.37\u002Fhr)\u003C\u002Foption>\n              \u003Coption value=\"27.68\">Grade 6 — Heavy trailer >22.4t GCM ($27.68\u002Fhr)\u003C\u002Foption>\n              \u003Coption value=\"28.09\">Grade 7 — Double articulated ≤53.4t GCM ($28.09\u002Fhr)\u003C\u002Foption>\n              \u003Coption value=\"28.90\">Grade 8 — B-doubles >53.4t GCM, crane 25–50t ($28.90\u002Fhr)\u003C\u002Foption>\n              \u003Coption value=\"29.39\">Grade 9 — Mobile crane >50t, gantry crane ($29.39\u002Fhr)\u003C\u002Foption>\n              \u003Coption value=\"30.12\">Grade 10 — Multi-axle platform 70–100t ($30.12\u002Fhr)\u003C\u002Foption>\n            \u003C\u002Foptgroup>\n            \u003Coptgroup label=\"Distribution Facility Workers (38h week)\">\n              \u003Coption value=\"26.57\">Level 1 — Distribution facility ($26.57\u002Fhr)\u003C\u002Foption>\n              \u003Coption value=\"27.04\">Level 2 — Distribution facility ($27.04\u002Fhr)\u003C\u002Foption>\n              \u003Coption value=\"28.09\">Level 3 — Distribution facility ($28.09\u002Fhr)\u003C\u002Foption>\n              \u003Coption value=\"29.39\">Level 4 — Distribution facility ($29.39\u002Fhr)\u003C\u002Foption>\n            \u003C\u002Foptgroup>\n            \u003Coptgroup label=\"Oil Distribution Workers (35h week)\">\n              \u003Coption value=\"27.85\">Oil Grade 1 — General oil transport ($27.85\u002Fhr)\u003C\u002Foption>\n              \u003Coption value=\"28.64\">Oil Grade 2 — Oil tow motor driver ($28.64\u002Fhr)\u003C\u002Foption>\n              \u003Coption value=\"28.96\">Oil Grade 3 — Oil two-axle rigid ($28.96\u002Fhr)\u003C\u002Foption>\n              \u003Coption value=\"29.37\">Oil Grade 4 — Oil radio operator ($29.37\u002Fhr)\u003C\u002Foption>\n              \u003Coption value=\"29.72\">Oil Grade 5 — Oil four-axle rigid ($29.72\u002Fhr)\u003C\u002Foption>\n              \u003Coption value=\"30.06\">Oil Grade 6 — Oil heavy trailer ($30.06\u002Fhr)\u003C\u002Foption>\n              \u003Coption value=\"30.49\">Oil Grade 7 — Oil double articulated ($30.49\u002Fhr)\u003C\u002Foption>\n              \u003Coption value=\"31.38\">Oil Grade 8 — Oil B-double \u002F crane ($31.38\u002Fhr)\u003C\u002Foption>\n              \u003Coption value=\"31.91\">Oil Grade 9 — Oil gantry crane ($31.91\u002Fhr)\u003C\u002Foption>\n              \u003Coption value=\"32.70\">Oil Grade 10 — Oil multi-axle platform ($32.70\u002Fhr)\u003C\u002Foption>\n            \u003C\u002Foptgroup>\n            \u003Coptgroup label=\"Custom Rate\">\n              \u003Coption value=\"custom\">Enter my own hourly rate\u003C\u002Foption>\n            \u003C\u002Foptgroup>\n          \u003C\u002Fselect>\n        \u003C\u002Fdiv>\n        \u003Cdiv class=\"field\" id=\"custom-rate-field\" style=\"display:none;\">\n          \u003Clabel>My Hourly Rate (AUD)\u003C\u002Flabel>\n          \u003Cinput type=\"number\" id=\"pay-custom-rate\" min=\"24.10\" step=\"0.01\" value=\"26.57\" placeholder=\"e.g. 28.50\">\n        \u003C\u002Fdiv>\n        \u003Cdiv class=\"field\">\n          \u003Clabel>Weekly Hours\u003C\u002Flabel>\n          \u003Cinput type=\"number\" id=\"pay-hours\" min=\"1\" max=\"60\" step=\"0.5\" value=\"38\">\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        \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%)\u003C\u002Foption>\n            \u003Coption value=\"nonresident\">Non-resident (32.5% flat)\u003C\u002Foption>\n          \u003C\u002Fselect>\n        \u003C\u002Fdiv>\n      \u003C\u002Fdiv>\n    \u003C\u002Fdiv>\n\n    \u003Cdiv class=\"card results\" id=\"pay-results\">\n      \u003Ch2>Your Estimated Pay\u003C\u002Fh2>\n      \u003Cp class=\"subtitle\" id=\"pay-rate-label\">Based on Grade 1 rate — AUD $25.65\u002Fhour\u003C\u002Fp>\n      \u003Cdiv class=\"results-grid\">\n        \u003Cdiv class=\"result-card\">\n          \u003Cdiv class=\"result-label\">Gross Annual Salary\u003C\u002Fdiv>\n          \u003Cdiv class=\"result-value\" id=\"r-annual\">—\u003C\u002Fdiv>\n          \u003Cdiv class=\"result-sub\">Before tax and Medicare\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n        \u003Cdiv class=\"result-card\">\n          \u003Cdiv class=\"result-label\">Gross Monthly\u003C\u002Fdiv>\n          \u003Cdiv class=\"result-value\" id=\"r-monthly-gross\">—\u003C\u002Fdiv>\n          \u003Cdiv class=\"result-sub\">Annual ÷ 12\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n        \u003Cdiv class=\"result-card amber\">\n          \u003Cdiv class=\"result-label\">PAYG Income Tax\u003C\u002Fdiv>\n          \u003Cdiv class=\"result-value\" id=\"r-tax\">—\u003C\u002Fdiv>\n          \u003Cdiv class=\"result-sub\">2025-26 tax brackets\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n        \u003Cdiv class=\"result-card amber\">\n          \u003Cdiv class=\"result-label\">Medicare Levy\u003C\u002Fdiv>\n          \u003Cdiv class=\"result-value\" id=\"r-medicare\">—\u003C\u002Fdiv>\n          \u003Cdiv class=\"result-sub\">2.0% of taxable income\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n        \u003Cdiv class=\"result-card\">\n          \u003Cdiv class=\"result-label\">Low Income Tax Offset\u003C\u002Fdiv>\n          \u003Cdiv class=\"result-value\" id=\"r-lito\">—\u003C\u002Fdiv>\n          \u003Cdiv class=\"result-sub\">LITO applied (up to $700)\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n        \u003Cdiv class=\"result-card green\">\n          \u003Cdiv class=\"result-label\">Employer Super (SG 12%)\u003C\u002Fdiv>\n          \u003Cdiv class=\"result-value\" id=\"r-super\">—\u003C\u002Fdiv>\n          \u003Cdiv class=\"result-sub\">On top of your wage — not deducted\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n        \u003Cdiv class=\"result-card highlight\" style=\"grid-column:1\u002F-1;\">\n          \u003Cdiv class=\"result-label\">Estimated Net Take-Home (Monthly)\u003C\u002Fdiv>\n          \u003Cdiv class=\"result-value\" id=\"r-net-monthly\">—\u003C\u002Fdiv>\n          \u003Cdiv class=\"result-sub\">After tax and Medicare levy — indicative only\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n      \u003C\u002Fdiv>\n    \u003C\u002Fdiv>\n  \u003C\u002Fdiv>\n\n  \u003C!-- TAB 2: REDUNDANCY PAY -->\n  \u003Cdiv class=\"tab-panel\" id=\"tab-redundancy\" role=\"tabpanel\">\n    \u003Cdiv class=\"card\">\n      \u003Ch2>\u003Ci data-lucide=\"shield-off\" style=\"width:16px;height:16px;vertical-align:middle;margin-right:6px;\">\u003C\u002Fi>Redundancy Pay Calculator\u003C\u002Fh2>\n      \u003Cp class=\"subtitle\">NES genuine redundancy scale — Fair Work Act 2009, Schedule 4, s.119\u003C\u002Fp>\n      \u003Cdiv class=\"rule-note\">\n        \u003Cstrong>MA000038:\u003C\u002Fstrong> The Road Transport and Distribution Award 2020 does not enhance redundancy pay above the NES minimum scale. Small business employers (<15 employees) are exempt from NES redundancy pay obligations. The NES redundancy scale caps at 12 weeks for 10+ years of service.\n      \u003C\u002Fdiv>\n      \u003Cdiv class=\"form-grid\">\n        \u003Cdiv class=\"field\">\n          \u003Clabel>Years of Continuous Service\u003C\u002Flabel>\n          \u003Cinput type=\"number\" id=\"red-years\" min=\"0\" max=\"50\" step=\"1\" value=\"5\">\n        \u003C\u002Fdiv>\n        \u003Cdiv class=\"field\">\n          \u003Clabel>Weekly Gross Pay (AUD)\u003C\u002Flabel>\n          \u003Cinput type=\"number\" id=\"red-weekly\" min=\"0\" step=\"10\" value=\"1040\">\n        \u003C\u002Fdiv>\n        \u003Cdiv class=\"field full\">\n          \u003Clabel>Business Size\u003C\u002Flabel>\n          \u003Cselect id=\"red-bizsize\">\n            \u003Coption value=\"regular\">Regular employer (15 or more employees)\u003C\u002Foption>\n            \u003Coption value=\"small\">Small business (fewer than 15 employees)\u003C\u002Foption>\n          \u003C\u002Fselect>\n        \u003C\u002Fdiv>\n      \u003C\u002Fdiv>\n    \u003C\u002Fdiv>\n    \u003Cdiv class=\"card results\">\n      \u003Ch2>Redundancy Entitlement\u003C\u002Fh2>\n      \u003Cdiv class=\"results-grid\">\n        \u003Cdiv class=\"result-card\">\n          \u003Cdiv class=\"result-label\">NES Redundancy Weeks\u003C\u002Fdiv>\n          \u003Cdiv class=\"result-value\" id=\"r-red-weeks\">—\u003C\u002Fdiv>\n          \u003Cdiv class=\"result-sub\">NES Sch 4 formula\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n        \u003Cdiv class=\"result-card highlight\">\n          \u003Cdiv class=\"result-label\">Estimated Redundancy Pay\u003C\u002Fdiv>\n          \u003Cdiv class=\"result-value\" id=\"r-red-pay\">—\u003C\u002Fdiv>\n          \u003Cdiv class=\"result-sub\">Weeks × weekly gross pay\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n      \u003C\u002Fdiv>\n      \u003Cdiv style=\"margin-top:14px;font-size:0.84rem;color:var(--muted);\" id=\"r-red-note\">\u003C\u002Fdiv>\n      \u003Chr class=\"divider\">\n      \u003Ch2 style=\"font-size:0.9rem;margin-bottom:8px;\">NES Redundancy Scale Reference (Fair Work Act 2009 Sch 4)\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>At least 1, less than 2\u003C\u002Ftd>\u003Ctd>4 weeks\u003C\u002Ftd>\u003C\u002Ftr>\n          \u003Ctr>\u003Ctd>At least 2, less than 3\u003C\u002Ftd>\u003Ctd>6 weeks\u003C\u002Ftd>\u003C\u002Ftr>\n          \u003Ctr>\u003Ctd>At least 3, less than 4\u003C\u002Ftd>\u003Ctd>7 weeks\u003C\u002Ftd>\u003C\u002Ftr>\n          \u003Ctr>\u003Ctd>At least 4, less than 5\u003C\u002Ftd>\u003Ctd>8 weeks\u003C\u002Ftd>\u003C\u002Ftr>\n          \u003Ctr>\u003Ctd>At least 5, less than 6\u003C\u002Ftd>\u003Ctd>10 weeks\u003C\u002Ftd>\u003C\u002Ftr>\n          \u003Ctr>\u003Ctd>At least 6, less than 7\u003C\u002Ftd>\u003Ctd>11 weeks\u003C\u002Ftd>\u003C\u002Ftr>\n          \u003Ctr>\u003Ctd>At least 7, less than 8\u003C\u002Ftd>\u003Ctd>13 weeks\u003C\u002Ftd>\u003C\u002Ftr>\n          \u003Ctr>\u003Ctd>At least 8, less than 9\u003C\u002Ftd>\u003Ctd>14 weeks\u003C\u002Ftd>\u003C\u002Ftr>\n          \u003Ctr>\u003Ctd>At least 9, less than 10\u003C\u002Ftd>\u003Ctd>16 weeks\u003C\u002Ftd>\u003C\u002Ftr>\n          \u003Ctr>\u003Ctd>10 years or more\u003C\u002Ftd>\u003Ctd>12 weeks (capped)\u003C\u002Ftd>\u003C\u002Ftr>\n        \u003C\u002Ftbody>\n      \u003C\u002Ftable>\n    \u003C\u002Fdiv>\n  \u003C\u002Fdiv>\n\n  \u003C!-- TAB 3: ANNUAL LEAVE -->\n  \u003Cdiv class=\"tab-panel\" id=\"tab-leave\" role=\"tabpanel\">\n    \u003Cdiv class=\"card\">\n      \u003Ch2>\u003Ci data-lucide=\"sun\" style=\"width:16px;height:16px;vertical-align:middle;margin-right:6px;\">\u003C\u002Fi>Annual Leave Calculator\u003C\u002Fh2>\n      \u003Cp class=\"subtitle\">Fair Work Act 2009 s.87 — NES minimum 4 weeks (20 days) for full-time employees\u003C\u002Fp>\n      \u003Cdiv class=\"rule-note\">\n        \u003Cstrong>MA000038:\u003C\u002Fstrong> Full-time employees are entitled to 4 weeks (20 days) of paid annual leave per year. Genuine continuous shiftworkers are entitled to 5 weeks. Annual leave loading is the \u003Cem>greater\u003C\u002Fem> of 17.5% of base pay or the weekend\u002Fshift rate that would have applied. Maximum 2 weeks may be cashed out per year, retaining at least 4 weeks accrued.\n      \u003C\u002Fdiv>\n      \u003Cdiv class=\"form-grid\">\n        \u003Cdiv class=\"field\">\n          \u003Clabel>Employment Type\u003C\u002Flabel>\n          \u003Cselect id=\"lv-type\">\n            \u003Coption value=\"fulltime\">Full-time (38h\u002Fweek)\u003C\u002Foption>\n            \u003Coption value=\"parttime\">Part-time\u003C\u002Foption>\n          \u003C\u002Fselect>\n        \u003C\u002Fdiv>\n        \u003Cdiv class=\"field\" id=\"lv-hours-field\">\n          \u003Clabel>Weekly Contracted Hours\u003C\u002Flabel>\n          \u003Cinput type=\"number\" id=\"lv-hours\" min=\"1\" max=\"38\" step=\"0.5\" value=\"38\">\n        \u003C\u002Fdiv>\n        \u003Cdiv class=\"field\">\n          \u003Clabel>Shiftworker?\u003C\u002Flabel>\n          \u003Cselect id=\"lv-shift\">\n            \u003Coption value=\"no\">No — 4 weeks entitlement\u003C\u002Foption>\n            \u003Coption value=\"yes\">Yes — continuous shiftworker (5 weeks)\u003C\u002Foption>\n          \u003C\u002Fselect>\n        \u003C\u002Fdiv>\n        \u003Cdiv class=\"field\">\n          \u003Clabel>Hourly Rate (AUD)\u003C\u002Flabel>\n          \u003Cinput type=\"number\" id=\"lv-rate\" min=\"0\" step=\"0.01\" value=\"26.57\">\n        \u003C\u002Fdiv>\n        \u003Cdiv class=\"field\">\n          \u003Clabel>Months Worked (for accrual)\u003C\u002Flabel>\n          \u003Cinput type=\"number\" id=\"lv-months\" min=\"0\" max=\"120\" step=\"1\" value=\"12\">\n        \u003C\u002Fdiv>\n      \u003C\u002Fdiv>\n    \u003C\u002Fdiv>\n    \u003Cdiv class=\"card results\">\n      \u003Ch2>Annual Leave Entitlement\u003C\u002Fh2>\n      \u003Cdiv class=\"results-grid\">\n        \u003Cdiv class=\"result-card\">\n          \u003Cdiv class=\"result-label\">Annual Entitlement\u003C\u002Fdiv>\n          \u003Cdiv class=\"result-value\" id=\"r-lv-days\">—\u003C\u002Fdiv>\n          \u003Cdiv class=\"result-sub\" id=\"r-lv-hours\">—\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n        \u003Cdiv class=\"result-card green\">\n          \u003Cdiv class=\"result-label\">Leave Loading (17.5%)\u003C\u002Fdiv>\n          \u003Cdiv class=\"result-value\" id=\"r-lv-loading\">—\u003C\u002Fdiv>\n          \u003Cdiv class=\"result-sub\">Applied when taking leave\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n        \u003Cdiv class=\"result-card\">\n          \u003Cdiv class=\"result-label\">Accrued to Date\u003C\u002Fdiv>\n          \u003Cdiv class=\"result-value\" id=\"r-lv-accrued\">—\u003C\u002Fdiv>\n          \u003Cdiv class=\"result-sub\" id=\"r-lv-accrued-sub\">Based on months worked\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n        \u003Cdiv class=\"result-card highlight\">\n          \u003Cdiv class=\"result-label\">Accrued Leave Value\u003C\u002Fdiv>\n          \u003Cdiv class=\"result-value\" id=\"r-lv-value\">—\u003C\u002Fdiv>\n          \u003Cdiv class=\"result-sub\">At current hourly rate (excl. loading)\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n        \u003Cdiv class=\"result-card\" style=\"grid-column:1\u002F-1;\">\n          \u003Cdiv class=\"result-label\">Accrual Rate\u003C\u002Fdiv>\n          \u003Cdiv class=\"result-value\" id=\"r-lv-accrual-rate\" style=\"font-size:1rem;\">—\u003C\u002Fdiv>\n          \u003Cdiv class=\"result-sub\">Per fortnight\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n      \u003C\u002Fdiv>\n    \u003C\u002Fdiv>\n  \u003C\u002Fdiv>\n\n  \u003C!-- TAB 4: NOTICE PERIOD -->\n  \u003Cdiv class=\"tab-panel\" id=\"tab-notice\" role=\"tabpanel\">\n    \u003Cdiv class=\"card\">\n      \u003Ch2>\u003Ci data-lucide=\"clock\" style=\"width:16px;height:16px;vertical-align:middle;margin-right:6px;\">\u003C\u002Fi>Notice Period Calculator\u003C\u002Fh2>\n      \u003Cp class=\"subtitle\">Fair Work Act 2009 s.117 — statutory minimum notice\u003C\u002Fp>\n      \u003Cdiv class=\"rule-note\">\n        \u003Cstrong>MA000038:\u003C\u002Fstrong> The award defers to the NES for minimum notice of termination. No award-enhanced notice applies. Employees aged 45 or over with at least 2 years of continuous service receive an additional 1-week supplement under FWA s.117(3). Payment in lieu of notice is taxed as ordinary income.\n      \u003C\u002Fdiv>\n      \u003Cdiv class=\"form-grid\">\n        \u003Cdiv class=\"field\">\n          \u003Clabel>Years of Continuous Service\u003C\u002Flabel>\n          \u003Cinput type=\"number\" id=\"nt-years\" min=\"0\" max=\"50\" step=\"0.5\" value=\"3\">\n        \u003C\u002Fdiv>\n        \u003Cdiv class=\"field\">\n          \u003Clabel>Employee Age\u003C\u002Flabel>\n          \u003Cinput type=\"number\" id=\"nt-age\" min=\"15\" max=\"80\" step=\"1\" value=\"40\">\n        \u003C\u002Fdiv>\n        \u003Cdiv class=\"field\">\n          \u003Clabel>Direction\u003C\u002Flabel>\n          \u003Cselect id=\"nt-direction\">\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=\"nt-weekly\" min=\"0\" step=\"10\" value=\"1040\">\n        \u003C\u002Fdiv>\n        \u003Cdiv class=\"field full\">\n          \u003Clabel>Notice Start Date\u003C\u002Flabel>\n          \u003Cinput type=\"date\" id=\"nt-startdate\">\n        \u003C\u002Fdiv>\n      \u003C\u002Fdiv>\n    \u003C\u002Fdiv>\n    \u003Cdiv class=\"card results\">\n      \u003Ch2>Notice Entitlement\u003C\u002Fh2>\n      \u003Cdiv class=\"results-grid\">\n        \u003Cdiv class=\"result-card\">\n          \u003Cdiv class=\"result-label\">Statutory Notice (NES)\u003C\u002Fdiv>\n          \u003Cdiv class=\"result-value\" id=\"r-nt-weeks\">—\u003C\u002Fdiv>\n          \u003Cdiv class=\"result-sub\" id=\"r-nt-supplement\">\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n        \u003Cdiv class=\"result-card highlight\">\n          \u003Cdiv class=\"result-label\">Payment in Lieu Estimate\u003C\u002Fdiv>\n          \u003Cdiv class=\"result-value\" id=\"r-nt-pil\">—\u003C\u002Fdiv>\n          \u003Cdiv class=\"result-sub\">Weeks × weekly gross pay\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n        \u003Cdiv class=\"result-card\" style=\"grid-column:1\u002F-1;\">\n          \u003Cdiv class=\"result-label\">Last Working Day (approx.)\u003C\u002Fdiv>\n          \u003Cdiv class=\"result-value\" id=\"r-nt-lastday\" style=\"font-size:1rem;\">—\u003C\u002Fdiv>\n          \u003Cdiv class=\"result-sub\">Calendar days from start date\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n      \u003C\u002Fdiv>\n      \u003Cdiv style=\"margin-top:14px;font-size:0.82rem;color:var(--muted);\">\n        \u003Cstrong>Unfair dismissal:\u003C\u002Fstrong> Employees with at least 6 months' service (12 months for small business) may apply to the Fair Work Commission under FWA s.382 within 21 days of dismissal taking effect.\n      \u003C\u002Fdiv>\n    \u003C\u002Fdiv>\n  \u003C\u002Fdiv>\n\n  \u003C!-- TAB 5: SUPERANNUATION -->\n  \u003Cdiv class=\"tab-panel\" id=\"tab-super\" role=\"tabpanel\">\n    \u003Cdiv class=\"card\">\n      \u003Ch2>\u003Ci data-lucide=\"piggy-bank\" style=\"width:16px;height:16px;vertical-align:middle;margin-right:6px;\">\u003C\u002Fi>Superannuation Calculator\u003C\u002Fh2>\n      \u003Cp class=\"subtitle\">Superannuation Guarantee (Administration) Act 1992 — SG rate 12.0% from 1 July 2025\u003C\u002Fp>\n      \u003Cdiv class=\"rule-note\">\n        \u003Cstrong>MA000038:\u003C\u002Fstrong> Employer SG contribution is 12% of ordinary time earnings from 1 July 2025. Named default funds include Team Super, CareSuper, Australian Retirement Trust, and AustralianSuper. You may choose your own complying fund under Fair Work Act s.149A. SG is paid on top of wages — not deducted from take-home pay.\n      \u003C\u002Fdiv>\n      \u003Cdiv class=\"form-grid\">\n        \u003Cdiv class=\"field\">\n          \u003Clabel>Annual Gross Salary (AUD)\u003C\u002Flabel>\n          \u003Cinput type=\"number\" id=\"sp-annual\" min=\"0\" step=\"1000\" value=\"50000\">\n        \u003C\u002Fdiv>\n        \u003Cdiv class=\"field\">\n          \u003Clabel>Employment Type\u003C\u002Flabel>\n          \u003Cselect id=\"sp-type\">\n            \u003Coption value=\"fulltime\">Full-time\u003C\u002Foption>\n            \u003Coption value=\"parttime\">Part-time\u003C\u002Foption>\n            \u003Coption value=\"casual\">Casual\u003C\u002Foption>\n          \u003C\u002Fselect>\n        \u003C\u002Fdiv>\n        \u003Cdiv class=\"field\">\n          \u003Clabel>SG Rate (%)\u003C\u002Flabel>\n          \u003Cinput type=\"number\" id=\"sp-rate\" min=\"0\" max=\"30\" step=\"0.1\" value=\"12\">\n        \u003C\u002Fdiv>\n        \u003Cdiv class=\"field\">\n          \u003Clabel>Voluntary Contribution (AUD\u002Fmonth)\u003C\u002Flabel>\n          \u003Cinput type=\"number\" id=\"sp-voluntary\" min=\"0\" step=\"50\" value=\"0\">\n        \u003C\u002Fdiv>\n      \u003C\u002Fdiv>\n    \u003C\u002Fdiv>\n    \u003Cdiv class=\"card results\">\n      \u003Ch2>Superannuation Estimate\u003C\u002Fh2>\n      \u003Cdiv class=\"results-grid\">\n        \u003Cdiv class=\"result-card green\">\n          \u003Cdiv class=\"result-label\">Employer SG (Annual)\u003C\u002Fdiv>\n          \u003Cdiv class=\"result-value\" id=\"r-sp-annual\">—\u003C\u002Fdiv>\n          \u003Cdiv class=\"result-sub\">12% of ordinary time earnings\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n        \u003Cdiv class=\"result-card green\">\n          \u003Cdiv class=\"result-label\">Employer SG (Monthly)\u003C\u002Fdiv>\n          \u003Cdiv class=\"result-value\" id=\"r-sp-monthly\">—\u003C\u002Fdiv>\n          \u003Cdiv class=\"result-sub\">Paid quarterly minimum\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n        \u003Cdiv class=\"result-card\">\n          \u003Cdiv class=\"result-label\">Your Voluntary Contribution\u003C\u002Fdiv>\n          \u003Cdiv class=\"result-value\" id=\"r-sp-voluntary\">—\u003C\u002Fdiv>\n          \u003Cdiv class=\"result-sub\">After-tax personal contributions\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n        \u003Cdiv class=\"result-card highlight\">\n          \u003Cdiv class=\"result-label\">Total Super Per Year\u003C\u002Fdiv>\n          \u003Cdiv class=\"result-value\" id=\"r-sp-total\">—\u003C\u002Fdiv>\n          \u003Cdiv class=\"result-sub\">SG + voluntary contributions\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n        \u003Cdiv class=\"result-card\" style=\"grid-column:1\u002F-1;\" id=\"r-sp-cap-card\">\n          \u003Cdiv class=\"result-label\">Concessional Cap Status\u003C\u002Fdiv>\n          \u003Cdiv class=\"result-value\" id=\"r-sp-cap\" style=\"font-size:0.95rem;\">—\u003C\u002Fdiv>\n          \u003Cdiv class=\"result-sub\">2025-26 concessional cap: AUD $30,000\u002Fyear (employer SG + salary sacrifice)\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n      \u003C\u002Fdiv>\n    \u003C\u002Fdiv>\n  \u003C\u002Fdiv>\n\n  \u003C!-- TAB 6: LONG SERVICE LEAVE -->\n  \u003Cdiv class=\"tab-panel\" id=\"tab-lsl\" role=\"tabpanel\">\n    \u003Cdiv class=\"card\">\n      \u003Ch2>\u003Ci data-lucide=\"map-pin\" style=\"width:16px;height:16px;vertical-align:middle;margin-right:6px;\">\u003C\u002Fi>Long Service Leave Calculator\u003C\u002Fh2>\n      \u003Cp class=\"subtitle\">State and territory legislation governs long service leave — select your jurisdiction\u003C\u002Fp>\n      \u003Cdiv class=\"rule-note\">\n        \u003Cstrong>State-specific:\u003C\u002Fstrong> Long service leave is not covered by the Fair Work Act. Qualifying periods and entitlements differ significantly by state and territory. Modern Award rates are federal and identical everywhere; LSL is the key jurisdiction-specific entitlement.\n      \u003C\u002Fdiv>\n      \u003Cdiv class=\"form-grid\">\n        \u003Cdiv class=\"field\">\n          \u003Clabel>State \u002F Territory\u003C\u002Flabel>\n          \u003Cselect id=\"lsl-state\">\n            \u003Coption value=\"nsw\">New South Wales (NSW)\u003C\u002Foption>\n            \u003Coption value=\"vic\">Victoria (VIC)\u003C\u002Foption>\n            \u003Coption value=\"qld\">Queensland (QLD)\u003C\u002Foption>\n            \u003Coption value=\"sa\">South Australia (SA)\u003C\u002Foption>\n            \u003Coption value=\"wa\">Western Australia (WA)\u003C\u002Foption>\n            \u003Coption value=\"tas\">Tasmania (TAS)\u003C\u002Foption>\n            \u003Coption value=\"act\">Australian Capital Territory (ACT)\u003C\u002Foption>\n            \u003Coption value=\"nt\">Northern Territory (NT)\u003C\u002Foption>\n          \u003C\u002Fselect>\n        \u003C\u002Fdiv>\n        \u003Cdiv class=\"field\">\n          \u003Clabel>Years of Continuous Service\u003C\u002Flabel>\n          \u003Cinput type=\"number\" id=\"lsl-years\" min=\"0\" max=\"50\" step=\"0.5\" value=\"10\">\n        \u003C\u002Fdiv>\n        \u003Cdiv class=\"field\">\n          \u003Clabel>Weekly Gross Pay (AUD)\u003C\u002Flabel>\n          \u003Cinput type=\"number\" id=\"lsl-weekly\" min=\"0\" step=\"10\" value=\"1040\">\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 (pro-rata)\u003C\u002Foption>\n          \u003C\u002Fselect>\n        \u003C\u002Fdiv>\n        \u003Cdiv class=\"field\" id=\"lsl-fte-field\" style=\"display:none;\">\n          \u003Clabel>Part-time FTE (fraction of full-time)\u003C\u002Flabel>\n          \u003Cinput type=\"number\" id=\"lsl-fte\" min=\"0.1\" max=\"0.99\" step=\"0.05\" value=\"0.6\">\n        \u003C\u002Fdiv>\n      \u003C\u002Fdiv>\n      \u003Cdiv class=\"state-info\" id=\"lsl-state-info\">\u003C\u002Fdiv>\n    \u003C\u002Fdiv>\n    \u003Cdiv class=\"card results\">\n      \u003Ch2>Long Service Leave Entitlement\u003C\u002Fh2>\n      \u003Cdiv class=\"results-grid\">\n        \u003Cdiv class=\"result-card\" id=\"r-lsl-eligibility-card\">\n          \u003Cdiv class=\"result-label\">Eligibility Status\u003C\u002Fdiv>\n          \u003Cdiv class=\"result-value\" id=\"r-lsl-eligible\">—\u003C\u002Fdiv>\n          \u003Cdiv class=\"result-sub\" id=\"r-lsl-eligible-sub\">—\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n        \u003Cdiv class=\"result-card\">\n          \u003Cdiv class=\"result-label\">LSL Entitlement (Weeks)\u003C\u002Fdiv>\n          \u003Cdiv class=\"result-value\" id=\"r-lsl-weeks\">—\u003C\u002Fdiv>\n          \u003Cdiv class=\"result-sub\" id=\"r-lsl-days\">—\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n        \u003Cdiv class=\"result-card highlight\">\n          \u003Cdiv class=\"result-label\">Cash Value\u003C\u002Fdiv>\n          \u003Cdiv class=\"result-value\" id=\"r-lsl-value\">—\u003C\u002Fdiv>\n          \u003Cdiv class=\"result-sub\">Weeks × weekly gross pay\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n        \u003Cdiv class=\"result-card\">\n          \u003Cdiv class=\"result-label\">Accrual Rate\u003C\u002Fdiv>\n          \u003Cdiv class=\"result-value\" id=\"r-lsl-accrual\" style=\"font-size:1rem;\">—\u003C\u002Fdiv>\n          \u003Cdiv class=\"result-sub\">Weeks of LSL per year of service\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n      \u003C\u002Fdiv>\n    \u003C\u002Fdiv>\n  \u003C\u002Fdiv>\n\n  \u003Cdiv class=\"disclaimer\">\n    \u003Cstrong>Indicative calculations only — not legal advice.\u003C\u002Fstrong> All figures are based on the Road Transport and Distribution Award 2020 (MA000038) rates as of 2025-26. Tax estimates use 2025-26 PAYG brackets (resident basis). Contact the \u003Cstrong>Fair Work Ombudsman (1300 724 690)\u003C\u002Fstrong> or a qualified employment lawyer for advice specific to your situation. Figures stamped as of 2025-26.\n  \u003C\u002Fdiv>\n\u003C\u002Fmain>\n\n\u003Cscript>\n  \u002F\u002F ─── Utilities ───────────────────────────────────────────────────────────────\n  const fmt = v => new Intl.NumberFormat('en-AU', { style: 'currency', currency: 'AUD', maximumFractionDigits: 0 }).format(v);\n  const fmt2 = v => new Intl.NumberFormat('en-AU', { style: 'currency', currency: 'AUD', minimumFractionDigits: 2, maximumFractionDigits: 2 }).format(v);\n  const el = id => document.getElementById(id);\n  const set = (id, v) => { const e = el(id); if (e) e.textContent = v; };\n  const val = id => parseFloat(el(id)?.value) || 0;\n  const sval = id => el(id)?.value || '';\n\n  function sendResize() {\n    const h = document.documentElement.scrollHeight;\n    try { parent.postMessage({ type: 'resize', height: h }, '*'); } catch(e) {}\n  }\n\n  \u002F\u002F ─── Tab activation ──────────────────────────────────────────────────────────\n  function activateTab(id) {\n    document.querySelectorAll('.tab-btn').forEach(b => {\n      b.classList.toggle('active', b.dataset.tab === id);\n      b.setAttribute('aria-selected', b.dataset.tab === id ? 'true' : 'false');\n    });\n    document.querySelectorAll('.tab-panel').forEach(p => {\n      p.classList.toggle('active', p.id === 'tab-' + id);\n    });\n    if (location.hash !== '#' + id) { try { location.hash = id; } catch(e) {} }\n    setTimeout(sendResize, 80);\n  }\n\n  document.querySelectorAll('.tab-btn').forEach(btn => {\n    btn.addEventListener('click', () => activateTab(btn.dataset.tab));\n  });\n\n  \u002F\u002F ─── TAX CALCULATION (2025-26 resident) ─────────────────────────────────────\n  function computePayg(annual, residency) {\n    if (residency === 'whm') return annual * 0.15;\n    if (residency === 'nonresident') return annual * 0.325;\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    let lito = 0;\n    if (annual \u003C= 37500) lito = 700;\n    else if (annual \u003C= 45000) lito = 700 - (annual - 37500) * 0.05;\n    else if (annual \u003C= 66667) lito = 325 - (annual - 45000) * 0.015;\n    lito = Math.max(0, lito);\n    return { tax: Math.max(0, tax - lito), lito };\n  }\n\n  \u002F\u002F ─── TAB 1: PAY ─────────────────────────────────────────────────────────────\n  function calcPay() {\n    const levelSelect = el('pay-level');\n    const isCustom = levelSelect.value === 'custom';\n    el('custom-rate-field').style.display = isCustom ? '' : 'none';\n    const baseHourly = isCustom ? val('pay-custom-rate') : parseFloat(levelSelect.value);\n    const hours = val('pay-hours') || 38;\n    const type = sval('pay-type');\n    const residency = sval('pay-residency');\n    const casual = type === 'casual' ? 1.25 : 1.0;\n    const hourly = baseHourly * casual;\n    const annual = hourly * hours * 52;\n    const { tax, lito } = computePayg(annual, residency);\n    const litoval = typeof lito === 'number' ? lito : 0;\n    const taxval = typeof tax === 'number' ? tax : tax;\n    const medicare = (residency === 'resident' && annual > 26000) ? annual * 0.02 : 0;\n    const superEmployer = annual * 0.12;\n    const net = annual - taxval - medicare;\n\n    const levelText = isCustom ? `custom AUD ${fmt2(baseHourly)}\u002Fhour` : levelSelect.options[levelSelect.selectedIndex].text.split('(')[0].trim();\n    set('pay-rate-label', `Based on ${levelText} — AUD ${hourly.toFixed(2)}\u002Fhour effective`);\n    set('r-annual', fmt(annual));\n    set('r-monthly-gross', fmt(annual \u002F 12));\n    set('r-tax', fmt(taxval));\n    set('r-medicare', medicare > 0 ? fmt(medicare) : 'Nil');\n    set('r-lito', fmt2(litoval));\n    set('r-super', fmt(superEmployer));\n    set('r-net-monthly', fmt(net \u002F 12));\n    sendResize();\n  }\n\n  el('pay-level').addEventListener('change', calcPay);\n  el('pay-custom-rate').addEventListener('input', calcPay);\n  el('pay-hours').addEventListener('input', calcPay);\n  el('pay-type').addEventListener('change', calcPay);\n  el('pay-residency').addEventListener('change', calcPay);\n\n  \u002F\u002F ─── TAB 2: REDUNDANCY ───────────────────────────────────────────────────────\n  const RED_TABLE = [0, 4, 6, 7, 8, 10, 11, 13, 14, 16, 12];\n  function calcRedundancy() {\n    const years = Math.floor(val('red-years'));\n    const weekly = val('red-weekly');\n    const small = sval('red-bizsize') === 'small';\n    if (small) {\n      set('r-red-weeks', '0 weeks');\n      set('r-red-pay', 'N\u002FA');\n      set('r-red-note', 'Small business employers (fewer than 15 employees) are exempt from the NES redundancy pay obligation under Fair Work Act 2009 s.121(1)(b). Employees may still have other entitlements — contact the Fair Work Ombudsman.');\n      sendResize(); return;\n    }\n    if (years \u003C 1) {\n      set('r-red-weeks', '0 weeks');\n      set('r-red-pay', 'Not eligible');\n      set('r-red-note', 'Employees must have at least 1 year of continuous service to be entitled to NES redundancy pay.');\n      sendResize(); return;\n    }\n    const idx = Math.min(years, 10);\n    const weeks = RED_TABLE[idx];\n    const pay = weeks * weekly;\n    set('r-red-weeks', `${weeks} weeks`);\n    set('r-red-pay', fmt(pay));\n    set('r-red-note', `Based on ${years} year${years !== 1 ? 's' : ''} of service. Redundancy pay up to the NES prescribed amount is generally tax-free. Amounts above the ETP tax-free limit may be taxed as an Employment Termination Payment. Check with your union (TWU) or the Fair Work Ombudsman for your specific situation.`);\n    sendResize();\n  }\n\n  el('red-years').addEventListener('input', calcRedundancy);\n  el('red-weekly').addEventListener('input', calcRedundancy);\n  el('red-bizsize').addEventListener('change', calcRedundancy);\n\n  \u002F\u002F ─── TAB 3: ANNUAL LEAVE ─────────────────────────────────────────────────────\n  function calcLeave() {\n    const fulltime = sval('lv-type') === 'fulltime';\n    el('lv-hours-field').style.display = fulltime ? 'none' : '';\n    const hours = fulltime ? 38 : val('lv-hours');\n    const shift = sval('lv-shift') === 'yes';\n    const rate = val('lv-rate');\n    const months = val('lv-months');\n\n    const weeksEntitlement = shift ? 5 : 4;\n    const daysEntitlement = weeksEntitlement * 5;\n    const hoursEntitlement = hours * weeksEntitlement;\n    const loading = rate * hours * weeksEntitlement * 0.175;\n    const accrualPerMonth = weeksEntitlement * 5 \u002F 12;\n    const accrued = accrualPerMonth * months;\n    const accrualPerFortnight = weeksEntitlement * 5 \u002F 26;\n    const leaveValue = accrued * hours * rate \u002F 5; \u002F\u002F days × hours\u002Fday × rate\n\n    set('r-lv-days', `${daysEntitlement} days`);\n    set('r-lv-hours', `${hoursEntitlement} hours per year`);\n    set('r-lv-loading', fmt2(loading));\n    set('r-lv-accrued', `${accrued.toFixed(1)} days`);\n    set('r-lv-accrued-sub', `After ${months} month${months !== 1 ? 's' : ''} of service`);\n    set('r-lv-value', fmt(leaveValue));\n    set('r-lv-accrual-rate', `${accrualPerFortnight.toFixed(2)} days per fortnight | ${accrualPerMonth.toFixed(2)} days per month`);\n    sendResize();\n  }\n\n  el('lv-type').addEventListener('change', calcLeave);\n  el('lv-hours').addEventListener('input', calcLeave);\n  el('lv-shift').addEventListener('change', calcLeave);\n  el('lv-rate').addEventListener('input', calcLeave);\n  el('lv-months').addEventListener('input', calcLeave);\n\n  \u002F\u002F ─── TAB 4: NOTICE ──────────────────────────────────────────────────────────\n  function calcNotice() {\n    const years = val('nt-years');\n    const age = val('nt-age');\n    const weekly = val('nt-weekly');\n    const startDate = el('nt-startdate').value;\n\n    let weeks = 1;\n    if (years >= 5) weeks = 4;\n    else if (years >= 3) weeks = 3;\n    else if (years >= 1) weeks = 2;\n    else weeks = 1;\n\n    let supplement = '';\n    if (age >= 45 && years >= 2) {\n      weeks += 1;\n      supplement = '+1 week supplement (aged 45+ with 2+ years service — FWA s.117(3))';\n    }\n\n    const pil = weeks * weekly;\n    set('r-nt-weeks', `${weeks} week${weeks !== 1 ? 's' : ''}`);\n    set('r-nt-supplement', supplement);\n    set('r-nt-pil', fmt(pil));\n\n    if (startDate) {\n      const d = new Date(startDate);\n      d.setDate(d.getDate() + weeks * 7);\n      set('r-nt-lastday', d.toLocaleDateString('en-AU', { weekday: 'long', day: 'numeric', month: 'long', year: 'numeric' }));\n    } else {\n      set('r-nt-lastday', 'Enter a start date above');\n    }\n    sendResize();\n  }\n\n  el('nt-years').addEventListener('input', calcNotice);\n  el('nt-age').addEventListener('input', calcNotice);\n  el('nt-direction').addEventListener('change', calcNotice);\n  el('nt-weekly').addEventListener('input', calcNotice);\n  el('nt-startdate').addEventListener('change', calcNotice);\n\n  \u002F\u002F ─── TAB 5: SUPER ─────────────────────────────────────────────────────────\n  function calcSuper() {\n    const annual = val('sp-annual');\n    const rate = val('sp-rate') \u002F 100;\n    const voluntary = val('sp-voluntary') * 12;\n    const sgAnnual = annual * rate;\n    const sgMonthly = sgAnnual \u002F 12;\n    const total = sgAnnual + voluntary;\n    const cap = 30000;\n    const concessional = sgAnnual + voluntary;\n\n    set('r-sp-annual', fmt(sgAnnual));\n    set('r-sp-monthly', fmt(sgMonthly));\n    set('r-sp-voluntary', fmt(voluntary));\n    set('r-sp-total', fmt(total));\n\n    const capCard = el('r-sp-cap-card');\n    if (concessional > cap) {\n      set('r-sp-cap', `${fmt(concessional)} — EXCEEDS 2025-26 concessional cap of AUD $30,000. Excess contributions taxed at marginal rate. Seek financial advice.`);\n      capCard.className = 'result-card amber'; capCard.style.gridColumn = '1\u002F-1';\n    } else {\n      set('r-sp-cap', `${fmt(concessional)} of AUD $30,000 cap used (${((concessional\u002Fcap)*100).toFixed(0)}%). Contributions taxed at 15% in fund.`);\n      capCard.className = 'result-card'; capCard.style.gridColumn = '1\u002F-1';\n    }\n    sendResize();\n  }\n\n  el('sp-annual').addEventListener('input', calcSuper);\n  el('sp-type').addEventListener('change', calcSuper);\n  el('sp-rate').addEventListener('input', calcSuper);\n  el('sp-voluntary').addEventListener('input', calcSuper);\n\n  \u002F\u002F ─── TAB 6: LONG SERVICE LEAVE ───────────────────────────────────────────────\n  const LSL_TABLE = {\n    nsw: { years: 10, weeks: 8.667, proRataAfter: 10, leg: 'Long Service Leave Act 1955 (NSW)' },\n    vic: { years: 7,  weeks: 6.067, proRataAfter: 7,  leg: 'Long Service Leave Act 2018 (VIC)' },\n    qld: { years: 10, weeks: 8.667, proRataAfter: 10, leg: 'Industrial Relations Act 2016 (QLD) s.94' },\n    sa:  { years: 10, weeks: 13,    proRataAfter: 10, leg: 'Long Service Leave Act 1987 (SA)' },\n    wa:  { years: 10, weeks: 8.667, proRataAfter: 10, leg: 'Long Service Leave Act 1958 (WA)' },\n    tas: { years: 10, weeks: 8.667, proRataAfter: 10, leg: 'Long Service Leave Act 1976 (TAS)' },\n    act: { years: 10, weeks: 6.067, proRataAfter: 7,  leg: 'Long Service Leave Act 1976 (ACT)' },\n    nt:  { years: 10, weeks: 13,    proRataAfter: 10, leg: 'Long Service Leave Act 1981 (NT)' },\n  };\n\n  const LSL_NOTES = {\n    nsw: 'Pro-rata access available on termination by employer after 5 years. Leave can usually be taken in a continuous block or in agreement with employer.',\n    vic: 'Pro-rata LSL is accessible after 7 years (qualifying period). Employees may take leave in shorter periods by agreement.',\n    qld: 'Pro-rata access on termination after 7 years for non-casual employees. QLD public sector workers may have different rules.',\n    sa: 'Leave can be taken in two separate periods by agreement. Most generous quantum in mainland Australia.',\n    wa: 'WA state system employees (under WA state awards, not federal) may be covered by the WA Industrial Relations Commission. Check which system applies.',\n    tas: 'Pro-rata access on termination after 1 year. Leave may be taken in one or two periods.',\n    act: 'Pro-rata LSL accessible after 7 years. Entitlement calculated from commencement date.',\n    nt: 'Additional 6.5 weeks LSL for each subsequent 5 years of service after the qualifying period.',\n  };\n\n  function calcLSL() {\n    const state = sval('lsl-state');\n    const rule = LSL_TABLE[state];\n    const years = val('lsl-years');\n    const weekly = val('lsl-weekly');\n    const parttime = sval('lsl-emptype') === 'parttime';\n    const fte = parttime ? (val('lsl-fte') || 0.6) : 1.0;\n    el('lsl-fte-field').style.display = parttime ? '' : 'none';\n\n    \u002F\u002F State info card\n    el('lsl-state-info').innerHTML = `\u003Cstrong>${rule.leg}\u003C\u002Fstrong>\u003Cbr>\n      Qualifying period: \u003Cstrong>${rule.years} years\u003C\u002Fstrong> — Full entitlement: \u003Cstrong>${rule.weeks} weeks\u003C\u002Fstrong>\n      \u003Cdiv class=\"leg\">${LSL_NOTES[state]}\u003C\u002Fdiv>`;\n\n    const eligible = years >= rule.years;\n    const proRataEligible = years >= rule.proRataAfter;\n    let leaveWeeks = 0;\n\n    if (eligible) {\n      leaveWeeks = rule.weeks + (years - rule.years) * (rule.weeks \u002F rule.years);\n    } else if (proRataEligible) {\n      leaveWeeks = years * (rule.weeks \u002F rule.years);\n    }\n    leaveWeeks *= fte;\n\n    const cashValue = leaveWeeks * weekly;\n    const yearsRemaining = Math.max(0, rule.years - years);\n    const accrualPerYear = rule.weeks \u002F rule.years;\n\n    const eligCard = el('r-lsl-eligibility-card');\n    if (eligible) {\n      set('r-lsl-eligible', 'Eligible');\n      set('r-lsl-eligible-sub', `Qualifying period of ${rule.years} years met`);\n      eligCard.className = 'result-card green';\n    } else if (proRataEligible) {\n      set('r-lsl-eligible', 'Pro-rata eligible');\n      set('r-lsl-eligible-sub', `${yearsRemaining.toFixed(1)} years to full entitlement`);\n      eligCard.className = 'result-card amber';\n    } else {\n      set('r-lsl-eligible', 'Not yet eligible');\n      set('r-lsl-eligible-sub', `${yearsRemaining.toFixed(1)} more years needed`);\n      eligCard.className = 'result-card';\n    }\n\n    set('r-lsl-weeks', leaveWeeks > 0 ? `${leaveWeeks.toFixed(2)} weeks` : '0 weeks');\n    set('r-lsl-days', leaveWeeks > 0 ? `${(leaveWeeks * 5).toFixed(0)} working days` : 'Not yet accrued');\n    set('r-lsl-value', leaveWeeks > 0 ? fmt(cashValue) : 'AUD $0');\n    set('r-lsl-accrual', `${accrualPerYear.toFixed(3)} weeks\u002Fyear${parttime ? ` (pro-rata FTE ${fte})` : ''}`);\n    sendResize();\n  }\n\n  el('lsl-state').addEventListener('change', calcLSL);\n  el('lsl-years').addEventListener('input', calcLSL);\n  el('lsl-weekly').addEventListener('input', calcLSL);\n  el('lsl-emptype').addEventListener('change', calcLSL);\n  el('lsl-fte').addEventListener('input', calcLSL);\n\n  \u002F\u002F ─── ResizeObserver (MANDATORY) ─────────────────────────────────────────────\n  new ResizeObserver(() => sendResize()).observe(document.documentElement);\n\n  \u002F\u002F ─── Init on load ────────────────────────────────────────────────────────────\n  window.addEventListener('load', () => {\n    const h = (location.hash || '').replace('#', '');\n    if (h && document.getElementById('tab-' + h)) activateTab(h);\n    \u002F\u002F Set today as notice start date\n    const todayStr = new Date().toISOString().split('T')[0];\n    if (el('nt-startdate')) el('nt-startdate').value = todayStr;\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    sendResize();\n  });\n\n  lucide.createIcons();\n\u003C\u002Fscript>\n\u003C\u002Fbody>\n\u003C\u002Fhtml>\n","both"]