[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"$fvXzmGdl3xEf9pKiwsbdmhRjT6AAp8f8Qlgn0zlDX64Y":3,"region-locale-en-AU":94,"$fyi32atRL6xu9vv1Yuji-Y3R5aPJiQl87fJ0OdNi4r9w":1132,"footer-cities-au":1182,"$fh_ohjdZXG0qQp7OdE-SmbvFCNOdAGgtLM4QH0NJbczA":1183,"$fJgNHoy9Ivu8l6Y6rc-9pYPKW63DdiVdLxj6jgxc4nco":2565,"ccn-toolset-meta":2648},{"tools_slug":4,"consumer_tools_slug":5,"tools":6},"tools-calculators","practical-tools-for-individuals",[7,16,22,28,35,40,46,51,56,62,67,72,78,83,89],{"slug":8,"local_slug":8,"title":9,"description":10,"view_count":11,"audience":12,"category":13,"source":14,"hero_image":15,"hero_image_alt":9},"cba-au-social-community-home-care-disability-services-award-2010","SCHADS Award — free pay calculator 2026 | Expert Zoom","Calculate your community services pay, redundancy, leave and super under the SCHADS Award 2010. 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Updated for 2025-26 Australian rates — free, no signup.",12,"https:\u002F\u002Fpub-bdebbd2dad294475a2da0eb657815b6b.r2.dev\u002Ftools\u002Fcba-au-road-transport-distribution-award-2020-904df7a0a7.webp",{"slug":29,"local_slug":29,"title":30,"description":31,"view_count":32,"audience":12,"category":13,"source":14,"hero_image":33,"hero_image_alt":34},"cba-au-hair-beauty-industry-award-2010","Hair and Beauty Industry Award — free pay & rights calculator 2026 | Expert Zoom","Calculate your pay, redundancy, annual leave and superannuation under the Hair and Beauty Industry Award 2010 (MA000005). Updated for 2025-26 Australian rates.",11,"https:\u002F\u002Fpub-bdebbd2dad294475a2da0eb657815b6b.r2.dev\u002Ftools\u002Fcba-au-hair-beauty-industry-award-2010-baa9ec62c8-1780065756.webp","",{"slug":36,"local_slug":36,"title":37,"description":38,"view_count":32,"audience":12,"category":13,"source":14,"hero_image":39,"hero_image_alt":37},"cba-au-hospitality-industry-general-award-2020","Hospitality Industry General Award 2020 — free pay & rights calculator 2026 | Expert Zoom","Calculate your hospitality pay, redundancy, annual leave and superannuation under the Hospitality Industry (General) Award 2020. 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":41,"local_slug":41,"title":42,"description":43,"view_count":44,"audience":12,"category":13,"source":14,"hero_image":45,"hero_image_alt":42},"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":47,"local_slug":47,"title":48,"description":49,"view_count":44,"audience":12,"category":13,"source":14,"hero_image":50,"hero_image_alt":48},"cba-au-nurses-award-2020","Nurses Award 2020 — free pay & entitlements calculator 2026 | Expert Zoom","Calculate your nursing pay, redundancy, annual leave, superannuation and long service leave under the Nurses Award 2020 (MA000034). 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Updated for 2025-26 Australian rates — free, no signup.","https:\u002F\u002Fpub-bdebbd2dad294475a2da0eb657815b6b.r2.dev\u002Ftools\u002Fcba-au-building-construction-general-on-site-award-2020-e1f05beb26.webp",{"slug":68,"local_slug":68,"title":69,"description":70,"view_count":60,"audience":12,"category":13,"source":14,"hero_image":71,"hero_image_alt":69},"cba-au-fast-food-industry-award-2020","Fast Food Industry Award 2020 — free pay & rights calculator 2026 | Expert Zoom","Calculate your pay, redundancy, annual leave and superannuation under the Fast Food Industry Award 2020 (MA000003). 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Updated for 2025-26 — free.","https:\u002F\u002Fpub-bdebbd2dad294475a2da0eb657815b6b.r2.dev\u002Ftools\u002Fcba-au-local-government-industry-award-2020-d6811bf5a8.webp",{"slug":84,"local_slug":84,"title":85,"description":86,"view_count":87,"audience":12,"category":13,"source":14,"hero_image":88,"hero_image_alt":85},"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":90,"local_slug":90,"title":91,"description":92,"view_count":87,"audience":12,"category":13,"source":14,"hero_image":93,"hero_image_alt":91},"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. 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Connect your calendar to receive personalised advice and anticipate your next steps.","questions in progress","Ask my first question","A preview will be available shortly.","question in progress","Ask your first question to an expert and get a personalised answer.",{"next":735,"showing":736,"previous":737},"Next","Showing {current} of {total} questions","Previous","Your Alerts","{count} in total","You can only ask 2 free questions.","🔎 A preview of their answer will be available soon.\nYou can then choose to continue the exchange and get a complete and detailed answer.","Your Guides","Question Closed: Unlock the Answer","Question Paid","question","View My Guide","⏳ Estimated time before preview publication: a few minutes.\n🔐 Your information is treated confidentially.","{name} is currently reviewing your question","questions","View All Alerts","Your Questions","Articles for You","Ask a new question","Postcode not recognised","Question Closed","Read Full Answer","and access unlimited questions in all categories","💡 You will also have the option to clarify certain elements or add a document to refine the answer if necessary.","Consult the Response","Profile Strength",[762,766,770,774,778,782,786,790,794,798],{"categoryName":763,"questionText":764,"landingSeoUrl":765},"Health","I've got this persistent cough that's been hanging around for weeks, Doc. 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When should I be really worried and take them to the emergency room?","pediatricians","You can then choose to continue the exchange and get a complete and detailed answer.","is answering it accurately and carefully.","Loading questions...","Popular Questions","Response Available","Could not close the question. Please try again.","Connect your calendar to receive proactive alerts","Continue the discussion and access unlimited questions","We monitor your Google calendar and alert you before it becomes urgent.","Your question is in good hands.","To be completed on the full guide","Your location could not be updated. Please check the postcode.","is answering it","Could not process your question. Please try again.","Estimated time before preview publication: a few minutes.","Question closed successfully.","Your information is treated confidentially.","You will also have the option to clarify certain elements or add a document to refine the answer if necessary.","Receive personalised follow-up on your guides","Ask a new question, follow your guides, and synchronise your Google and Outlook calendars",{"empty":823,"title":824,"types":825,"loading":114,"markAllRead":834},"No notifications","Notifications",{"status":826,"question_paid":830,"question_reply":831,"matched_article":832,"matched_articles":833},{"closed":827,"answered":828,"partially-answered":829},"Question closed","Your answer is ready","Partial answer available","Payment confirmed","New reply to your question","{count} new article for you","{count} new articles for you","Mark All as Read",{"empty":836,"title":738,"paused":837,"emptyHint":838,"reactivate":839,"categoryFallback":840},"No alerts at this time.","Alerts Paused","Connect your calendar and submit a question to receive personalised suggestions.","Reactivate","Category",{"error":216,"title":842,"minChars":843,"seoTitle":842,"emailSent":844,"minDigits":845,"emailLabel":470,"backToLogin":846,"description":847,"submitButton":848,"updateButton":849,"seoDescription":850,"updatingButton":551,"passwordUpdated":851,"emailPlaceholder":852,"errorDescription":853,"newPasswordLabel":854,"newPasswordTitle":855,"passwordMismatch":856,"submitButtonLoading":551,"confirmPasswordLabel":857,"emailSentDescription":555,"resetErrorDescription":858,"newPasswordPlaceholder":859,"confirmPasswordPlaceholder":860,"passwordUpdatedDescription":861},"Reset Your Password","Password must be at least 8 characters","Email Sent","Password must contain at least 2 digits","Back to Login","Enter your email address","Send Link","Update Password","Enter your new password","Password Updated","your email","Could not send the reset email. Please try again.","New Password","Enter Your New Password","Passwords do not match","Confirm Password","Could not reset your password. Please try again.","Your password","Confirm your password","Your password has been reset successfully.",{"tabs":863,"error":868,"facts":869,"title":884,"billing":885,"profile":895,"readOnly":902,"questions":903,"notifications":909},{"facts":864,"billing":865,"profile":866,"questions":867,"notifications":824},"Extracted Facts","Billing","Profile","Questions","Unable to load client 360 view.",{"type":870,"dueAt":871,"empty":872,"source":873,"status":874,"dismiss":875,"overdue":876,"passive":877,"subject":878,"upcoming":879,"alertable":880,"confidence":881,"dismissTitle":882,"dismissCancel":432,"dismissWarning":883},"Type","Due Date","No extracted facts","Source","Status","Dismiss","Overdue","Passive","Subject","Upcoming","Alertable","Confidence","Dismiss this fact?","This fact will no longer be injected into the assistant's responses or used for alerts. 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The expert will respond within minutes, typically in under 10 minutes.","Receive a clear, actionable response tailored to your situation, allowing you to proceed with confidence.","Getting answers to your questions has never been easier",{"title":930,"askQuestion":724},"Meet our Experts",{"retry":932,"terms":933,"title":934,"errors":935,"company":938,"loading":114,"getAnswer":939,"acceptTerms":940,"getUnlimited":452,"securePayment":941},"Retry","Terms and Conditions","Secure Payment of $3.00",{"title":216,"genericError":427,"paymentError":936,"initializationError":937},"An error occurred during payment","Error initialising payment","expert-zoom","Get Answer","I accept the","Secure Payment of {amount}",{"delete":943,"deleteError":944,"deleteCancel":432,"deleteConfirm":943,"deleteDialogTitle":945,"deleteDialogDescription":946},"Delete","The deletion of the guide failed. Please try again.","Delete this guide?","The saved information for this category will be deleted, and the guide will disappear from your profile. 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The expert in {city} was able to reassure me and guide me exactly to what I needed.",{"title":719,"subtitle":974,"subtitleExpert":975,"titleWithExpert":976},"Submit your question, and we will find the right expert for you!","Submit your question, and the response will be provided to you.","New Question for {name}",{"to":978,"seconds":979,"responseTo":980,"expertReading":981,"estimatedResponseTime":982,"expertSentPartialResponse":983},"to","seconds","Response to","{firstName} {lastName} is reading your question","Estimated response time: between 5 and 10 minutes","{expertName} has sent a partial response to",{"back":549,"title":550,"sending":551,"sendLink":848,"description":985,"notifications":986},"A reset link will be sent to your email address",{"error":216,"emailSent":844,"emailError":987,"loginRequired":988,"emailSentDescription":555},"Could not send reset email. 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Whether you guard commercial premises, moni","The Security Services Industry Award 2020 (MA000016) is the primary federal modern award governing pay and conditions for security workers across Australia. Whether you guard commercial premises, monitor alarms, control crowds at events, or work in aviation security, this award sets the legal minimum entitlements that apply to your employment. Understanding the Security Services Industry Award is essential for both workers and employers in one of Australia's fastest-growing labour sectors.\n\n## What Is the Security Services Industry Award 2020?\n\nThe Security Services Industry Award 2020 replaced earlier state-based and federal award instruments under the modern award system established by the Fair Work Act 2009. The Fair Work Commission (FWC) maintains and reviews the award annually as part of the Annual Wage Review process. The most recent pay rates took effect from the first full pay period on or after 1 July 2025.\n\nThe award covers a wide range of roles, including security officers, crowd controllers, alarm monitoring officers, alarm technicians, aviation security screeners, security consultants, and workers in investigative services. It applies to employees of private security companies and to security workers employed directly by businesses, provided they are engaged in security-related duties as defined under the award.\n\nThe award does not cover employees in the ACT public service or Commonwealth public sector roles, which are governed by separate instruments. Where an enterprise agreement covers a worker, those agreement terms apply instead — but must meet or exceed the award as a safety net.\n\n\u003Cdiv data-tool=\"cba-au-security-services-industry-award-2020\">\u003C\u002Fdiv>\n\n## Pay Structure and Classification Levels\n\nThe Security Services Industry Award 2020 classifies security employees into five levels. Classification depends on qualifications, licensing, and the nature of work performed. Detailed classification definitions appear in Schedule A of the award.\n\n**Minimum pay rates effective 1 July 2025 (Annual Wage Review 2024–25):**\n\n| Classification Level | Hourly Rate (AUD) | Weekly Rate (AUD) |\n|----------------------|:-----------------:|:-----------------:|\n| Security Officer Level 1 | $27.13 | $1,031.10 |\n| Security Officer Level 2 | $27.91 | $1,060.60 |\n| Security Officer Level 3 | $28.38 | $1,078.60 |\n| Security Officer Level 4 | $28.86 | $1,096.60 |\n| Security Officer Level 5 | $29.79 | $1,131.90 |\n\n*Source: Fair Work Commission, MA000016, rates effective from first full pay period on or after 1 July 2025.*\n\nSecurity Officer Level 1 is the entry-level classification for a holder of a current security licence who performs basic security duties. Level 2 typically covers employees with additional responsibilities such as first aid certification or experience in alarm monitoring. Higher levels recognise employees who supervise others, hold specialist aviation security qualifications, or perform advanced investigative or technical security functions.\n\nAll employees must hold a current and valid security licence issued under the relevant state or territory licensing authority as a condition of engagement under this award.\n\n## Working Hours, Overtime and Penalty Rates\n\nThe standard full-time working week under the Security Services Industry Award 2020 is 38 ordinary hours. These may be worked as a fixed pattern or averaged over a roster cycle of between two and eight weeks, allowing for the rotating shift patterns common in the security industry.\n\nMinimum shift length for full-time employees is 7.6 hours per shift. Maximum ordinary-time shift length is 10 hours, extendable to 12 hours by written agreement between employer and employee.\n\n**Overtime rates** apply when employees work beyond their ordinary hours. Under the award, overtime is calculated at the following percentages of the minimum hourly rate:\n\n| When overtime is worked | Rate |\n|-------------------------|------|\n| Monday to Saturday — first 2 hours | 150% |\n| Monday to Saturday — after 2 hours | 200% |\n| Sunday (all overtime hours) | 200% |\n| Public holidays (all overtime hours) | 250% |\n\n**Penalty rates** apply during certain periods even within ordinary hours:\n\n| Shift period | Rate |\n|--------------|------|\n| Standard weekday hours (6 am – 6 pm) | 100% (base rate) |\n| Night shift (6 pm – midnight, midnight – 6 am) | 121.7% of base rate |\n| Permanent night shift workers | 130% of base rate |\n| Saturday | 150% of base rate |\n| Sunday | 200% of base rate |\n| Public holidays | 250% of base rate |\n\n**Casual loading:** Casual employees receive a 25% loading on top of the applicable minimum hourly rate in lieu of leave entitlements and other benefits. This loading is provided for under National Employment Standards (NES) section 67B, effective 26 August 2022.\n\n**Key allowances under the award:**\n\n| Allowance | Amount |\n|-----------|--------|\n| First aid (per shift, up to $36.46\u002Fweek) | $7.33 |\n| Firearm (per shift, up to $18.34\u002Fweek) | $3.67 |\n| Broken shift (per rostered shift) | $17.47 |\n| Supervision — up to 5 employees (weekly) | $45.52 |\n| Supervision — 6 or more employees (weekly) | $80.46 |\n| Relieving officer (weekly) | $45.09 |\n| Aviation security (per hour worked) | $2.02 |\n\nThese allowances are paid in addition to the applicable minimum hourly rate.\n\n## Annual Leave\n\nFull-time and part-time employees under the Security Services Industry Award 2020 are entitled to four weeks of paid annual leave per year under the NES (Fair Work Act 2009, section 87). This equates to 20 working days based on a five-day working week.\n\n**Shiftworkers** who are regularly required to work on Sundays and public holidays and whose roster includes shifts of varying starting and finishing times are entitled to five weeks (25 days) of annual leave per year.\n\n**Annual leave loading:** When taking annual leave, employees are entitled to be paid the greater of their ordinary time earnings or their minimum rate of pay plus a 17.5% leave loading. The leave loading applies to the base rate and recognises that employees miss out on penalty rates and shift loadings while on leave.\n\n**Leave accrual:** Annual leave accrues progressively at the rate of approximately 1.67 days per month (for full-time employees) or pro-rata for part-time employees based on contracted hours.\n\n**Cashing out annual leave** is available under the NES, subject to the conditions that the employee retains at least four weeks of accrued leave, each cash-out agreement is in writing, and the employee is paid at least the full amount that would be payable had the leave been taken.\n\nCasual employees do not accrue annual leave; their 25% casual loading compensates for this.\n\n## Notice Period\n\nWhen employment ends, both employer and employee must provide notice. The Security Services Industry Award 2020 does not provide notice periods above the NES minimum, so the statutory scale under Fair Work Act 2009 section 117 applies.\n\n**NES minimum notice (employer dismissal):**\n\n| Continuous service | Minimum notice |\n|--------------------|---------------|\n| Less than 1 year | 1 week |\n| 1 year and up to 3 years | 2 weeks |\n| 3 years and up to 5 years | 3 weeks |\n| 5 years or more | 4 weeks |\n\n**Over-45 supplement:** If you are over 45 years of age and have at least two years of continuous service, you are entitled to one additional week's notice on top of the above scale.\n\nEmployers may give payment in lieu of notice instead of requiring the employee to work out the notice period. The payment must equal the full amount the employee would have earned working the notice period, including applicable penalties and allowances.\n\n**Employee resignation:** The same NES scale applies to notice given by an employee when resigning, unless the employment contract specifies a shorter period. Employers cannot require longer notice from employees than they themselves are required to give.\n\n## Redundancy Pay\n\nWhere an employee is genuinely made redundant, they are entitled to redundancy pay under the NES (Fair Work Act 2009, Schedule 4, section 119). The Security Services Industry Award 2020 does not provide for any enhancement above the NES genuine redundancy scale.\n\n**NES redundancy pay scale:**\n\n| Years of continuous service | Weeks of redundancy pay |\n|-----------------------------|------------------------|\n| At least 1 year but less than 2 | 4 weeks |\n| At least 2 years but less than 3 | 6 weeks |\n| At least 3 years but less than 4 | 7 weeks |\n| At least 4 years but less than 5 | 8 weeks |\n| At least 5 years but less than 6 | 10 weeks |\n| At least 6 years but less than 7 | 11 weeks |\n| At least 7 years but less than 8 | 13 weeks |\n| At least 8 years but less than 9 | 14 weeks |\n| At least 9 years but less than 10 | 16 weeks |\n| 10 years or more | 12 weeks (capped) |\n\n**Small business exemption:** Employers with fewer than 15 employees (small business employers) are not required to pay NES redundancy pay. Check with the Fair Work Ombudsman or your union if you are unsure whether your employer qualifies.\n\n**Tax treatment of redundancy:** Genuine redundancy payments are tax-free up to a statutory cap. For the 2025–26 income year, the tax-free base amount is $12,524, plus $6,264 for each completed year of service. Amounts above this threshold are treated as an employment termination payment (ETP) and taxed at concessional rates. Consult a tax adviser for your individual circumstances.\n\n## Superannuation\n\nEmployers covered by the Security Services Industry Award 2020 are required to make superannuation contributions on behalf of all eligible employees under the Superannuation Guarantee (Administration) Act 1992.\n\n**Superannuation Guarantee rate:** 12.0% of ordinary time earnings from 1 July 2025. Ordinary time earnings generally include your base rate of pay, shift loadings, and allowances payable for ordinary hours — but not overtime payments.\n\n**Default fund:** The award specifies AustralianSuper and Australian Retirement Trust as default superannuation funds. If your employer does not have a default fund, contributions must go to one of these funds unless you provide a valid choice of fund.\n\n**Choice of fund:** Under Fair Work Act 2009 section 149A, employees have the right to choose their own super fund. Your employer must pay contributions into your nominated complying fund. If you have not made a choice, your employer will use their nominated default fund.\n\n**Concessional contributions cap:** Total concessional contributions (employer SG plus any salary sacrifice) are capped at $30,000 per financial year for 2025–26. Contributions above this cap are taxed at marginal rates.\n\n## State and Territory Variations\n\nAlthough the Security Services Industry Award 2020 is a federal instrument that sets uniform minimum rates across all Australian states and territories, several important entitlements are governed by state and territory law and differ by jurisdiction.\n\n### Long Service Leave\n\nLong service leave is not covered by the Fair Work Act — it is set by state and territory legislation and varies significantly:\n\n| State\u002FTerritory | Qualifying period | Entitlement |\n|-----------------|:-----------------:|:-----------:|\n| NSW | 10 years | 8.667 weeks |\n| VIC | 7 years | 6.067 weeks |\n| QLD | 10 years | 8.667 weeks |\n| SA | 10 years | 13 weeks |\n| WA | 10 years | 8.667 weeks |\n| TAS | 10 years | 8.667 weeks |\n| ACT | 7 years | 6.067 weeks |\n| NT | 10 years | 13 weeks |\n\nUse the Long Service Leave tab in the calculator above to estimate your entitlement based on your state or territory.\n\nIn Victoria and the ACT, employees may access a pro-rata entitlement after reaching the qualifying period (7 years). In some jurisdictions, pro-rata LSL is payable upon termination after a minimum period of service, even before the full qualifying period is met.\n\n### Public Holidays\n\nFederal public holidays apply nationwide: New Year's Day, Australia Day, Good Friday, Easter Saturday, Easter Monday, ANZAC Day, King's Birthday (second Monday in June in most states), Christmas Day, and Boxing Day. State and territory governments also declare additional public holidays:\n\n- **VIC:** Melbourne Cup Day (first Tuesday in November)\n- **QLD:** The Royal Queensland Show (EKKA) in Brisbane\n- **SA:** Adelaide Cup Day (third Monday in May)\n- **WA:** Foundation Day (first Monday in June) and Royal Show Day\n- **TAS:** Eight Hours Day (second Monday in March)\n\nSecurity workers are entitled to the 250% penalty rate (under the award) for working on any gazetted public holiday in their state or territory.\n\n### Workers Compensation\n\nWorkers compensation is administered by state-based schemes and premiums and entitlements differ:\n\n- **NSW:** icare NSW\n- **VIC:** WorkSafe Victoria\n- **QLD:** WorkCover Queensland\n- **SA:** ReturnToWorkSA\n- **WA:** WorkCover WA\n- **TAS:** WorkSafe Tasmania\n- **ACT:** WorkSafe ACT\n- **NT:** NT WorkSafe\n\nContact your state's scheme if you are injured at work.\n\n## Your Rights at Work\n\n**Unfair dismissal:** If you are dismissed and believe the dismissal was harsh, unjust, or unreasonable, you may apply to the Fair Work Commission for an unfair dismissal remedy under Fair Work Act 2009 section 382. The qualifying period is 6 months of continuous employment (or 12 months for employees of small businesses). Applications must be lodged within 21 days of dismissal.\n\n**General protections:** Part 3-1 of the Fair Work Act protects employees from adverse action (demotion, dismissal, pay reduction) taken because they exercise a workplace right — such as making a complaint, inquiring about pay, or taking protected industrial action.\n\n**Right of entry:** Unions holding an entry permit under the Fair Work Act 2009 may enter workplaces to investigate suspected breaches of awards, hold discussions with members, or inspect records. Your employer must not obstruct a valid right-of-entry visit.\n\n**Work health and safety:** Security work carries specific physical risks including shift-work fatigue, lone worker situations, and exposure to aggressive behaviour. The Work Health and Safety Act 2011 (and state WHS equivalents) requires employers to identify and manage these risks. If your workplace is unsafe, you have the right to raise concerns with your employer, your health and safety representative, or your state's WHS regulator without being punished for doing so.\n\n**Union coverage:** The Security Industry Association (SIA) and the United Workers Union (UWU) are the main industry stakeholders. Membership gives access to legal representation, bargaining support, and advice on rights under the award.\n\n---\n\n*This article is for general information purposes only and does not constitute legal advice. For questions about your specific employment situation, contact your union, the Fair Work Ombudsman (1300 724 690) or a qualified employment lawyer.*\n","https:\u002F\u002Fpub-bdebbd2dad294475a2da0eb657815b6b.r2.dev\u002Fhero\u002F3bef06ebdf1c-19a5f0.webp","Australian security officer checks award entitlements, security services industry 2026",null,false,"PUBLISHED","en-AU","au","en","cmkzhdox400036svtxf9pwxzh","Security Services Award Pay Rates 2026 | Expert Zoom","Security Services Award 2020 pay rates, leave, redundancy and superannuation explained for Australian security workers. Updated 2025-26 by Expert Zoom.","security services industry award 2020 pay rates entitlements 2026 australia","3bef06ebdf1c","9cc87197-5408-43dc-9de5-d740868a64f4",2393,[],{"draft":1155,"excerpt":34,"featured":1141,"metaTitle":1147,"countryCode":1144,"categorySlug":13,"languageCode":1145,"relatedTools":1156,"readingTimeMin":26,"metaDescription":1148},true,[41],482,0,"7933719d-dc2b-4b0c-bc06-c45cc2a8aad0","PASS","Submitted and indexed","2026-06-10T04:27:52.000Z","2026-06-28T15:11:29.969Z",4.52,"poor",3.6,"good","2026-07-17T17:51:02.215Z","2026-05-29T14:25:01.285Z","2026-05-29T14:25:01.287Z","2026-07-24T17:42:29.148Z",{"id":1146,"name":767,"slug":769,"parentId":1140},{"id":1159,"first_name":1174,"name":1175,"slug":1176,"specialty":1177,"picture":1178},"Isabelle","Torres","isabelle-torres","Legal Advisor","lawyers\u002F78eb22acd1b8e810e107cb0451d648f982",[],[41],"\u003Cp>The Security Services Industry Award 2020 (MA000016) is the primary federal modern award governing pay and conditions for security workers across Australia. Whether you guard commercial premises, monitor alarms, control crowds at events, or work in aviation security, this award sets the legal minimum entitlements that apply to your employment. Understanding the Security Services Industry Award is essential for both workers and employers in one of Australia's fastest-growing labour sectors.\u003C\u002Fp>\n\u003Ch2 id=\"what-is-the-security-services-industry-award-2020\">What Is the Security Services Industry Award 2020?\u003C\u002Fh2>\n\u003Cp>The Security Services Industry Award 2020 replaced earlier state-based and federal award instruments under the modern award system established by the Fair Work Act 2009. The Fair Work Commission (FWC) maintains and reviews the award annually as part of the Annual Wage Review process. The most recent pay rates took effect from the first full pay period on or after 1 July 2025.\u003C\u002Fp>\n\u003Cp>The award covers a wide range of roles, including security officers, crowd controllers, alarm monitoring officers, alarm technicians, aviation security screeners, security consultants, and workers in investigative services. It applies to employees of private security companies and to security workers employed directly by businesses, provided they are engaged in security-related duties as defined under the award.\u003C\u002Fp>\n\u003Cp>The award does not cover employees in the ACT public service or Commonwealth public sector roles, which are governed by separate instruments. Where an enterprise agreement covers a worker, those agreement terms apply instead — but must meet or exceed the award as a safety net.\u003C\u002Fp>\n\u003Cdiv data-tool=\"cba-au-security-services-industry-award-2020\">\u003C\u002Fdiv>\n\n\u003Ch2 id=\"pay-structure-and-classification-levels\">Pay Structure and Classification Levels\u003C\u002Fh2>\n\u003Cp>The Security Services Industry Award 2020 classifies security employees into five levels. Classification depends on qualifications, licensing, and the nature of work performed. Detailed classification definitions appear in Schedule A of the award.\u003C\u002Fp>\n\u003Cp>\u003Cstrong>Minimum pay rates effective 1 July 2025 (Annual Wage Review 2024–25):\u003C\u002Fstrong>\u003C\u002Fp>\n\u003Ctable>\n\u003Cthead>\n\u003Ctr>\n\u003Cth>Classification Level\u003C\u002Fth>\n\u003Cth align=\"center\">Hourly Rate (AUD)\u003C\u002Fth>\n\u003Cth align=\"center\">Weekly Rate (AUD)\u003C\u002Fth>\n\u003C\u002Ftr>\n\u003C\u002Fthead>\n\u003Ctbody>\u003Ctr>\n\u003Ctd>Security Officer Level 1\u003C\u002Ftd>\n\u003Ctd align=\"center\">$27.13\u003C\u002Ftd>\n\u003Ctd align=\"center\">$1,031.10\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003Ctr>\n\u003Ctd>Security Officer Level 2\u003C\u002Ftd>\n\u003Ctd align=\"center\">$27.91\u003C\u002Ftd>\n\u003Ctd align=\"center\">$1,060.60\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003Ctr>\n\u003Ctd>Security Officer Level 3\u003C\u002Ftd>\n\u003Ctd align=\"center\">$28.38\u003C\u002Ftd>\n\u003Ctd align=\"center\">$1,078.60\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003Ctr>\n\u003Ctd>Security Officer Level 4\u003C\u002Ftd>\n\u003Ctd align=\"center\">$28.86\u003C\u002Ftd>\n\u003Ctd align=\"center\">$1,096.60\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003Ctr>\n\u003Ctd>Security Officer Level 5\u003C\u002Ftd>\n\u003Ctd align=\"center\">$29.79\u003C\u002Ftd>\n\u003Ctd align=\"center\">$1,131.90\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003C\u002Ftbody>\u003C\u002Ftable>\n\u003Cp>\u003Cem>Source: Fair Work Commission, MA000016, rates effective from first full pay period on or after 1 July 2025.\u003C\u002Fem>\u003C\u002Fp>\n\u003Cp>Security Officer Level 1 is the entry-level classification for a holder of a current security licence who performs basic security duties. Level 2 typically covers employees with additional responsibilities such as first aid certification or experience in alarm monitoring. Higher levels recognise employees who supervise others, hold specialist aviation security qualifications, or perform advanced investigative or technical security functions.\u003C\u002Fp>\n\u003Cp>All employees must hold a current and valid security licence issued under the relevant state or territory licensing authority as a condition of engagement under this award.\u003C\u002Fp>\n\u003Ch2 id=\"working-hours-overtime-and-penalty-rates\">Working Hours, Overtime and Penalty Rates\u003C\u002Fh2>\n\u003Cp>The standard full-time working week under the Security Services Industry Award 2020 is 38 ordinary hours. These may be worked as a fixed pattern or averaged over a roster cycle of between two and eight weeks, allowing for the rotating shift patterns common in the security industry.\u003C\u002Fp>\n\u003Cp>Minimum shift length for full-time employees is 7.6 hours per shift. Maximum ordinary-time shift length is 10 hours, extendable to 12 hours by written agreement between employer and employee.\u003C\u002Fp>\n\u003Cp>\u003Cstrong>Overtime rates\u003C\u002Fstrong> apply when employees work beyond their ordinary hours. Under the award, overtime is calculated at the following percentages of the minimum hourly rate:\u003C\u002Fp>\n\u003Ctable>\n\u003Cthead>\n\u003Ctr>\n\u003Cth>When overtime is worked\u003C\u002Fth>\n\u003Cth>Rate\u003C\u002Fth>\n\u003C\u002Ftr>\n\u003C\u002Fthead>\n\u003Ctbody>\u003Ctr>\n\u003Ctd>Monday to Saturday — first 2 hours\u003C\u002Ftd>\n\u003Ctd>150%\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003Ctr>\n\u003Ctd>Monday to Saturday — after 2 hours\u003C\u002Ftd>\n\u003Ctd>200%\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003Ctr>\n\u003Ctd>Sunday (all overtime hours)\u003C\u002Ftd>\n\u003Ctd>200%\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003Ctr>\n\u003Ctd>Public holidays (all overtime hours)\u003C\u002Ftd>\n\u003Ctd>250%\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003C\u002Ftbody>\u003C\u002Ftable>\n\u003Cp>\u003Cstrong>Penalty rates\u003C\u002Fstrong> apply during certain periods even within ordinary hours:\u003C\u002Fp>\n\u003Ctable>\n\u003Cthead>\n\u003Ctr>\n\u003Cth>Shift period\u003C\u002Fth>\n\u003Cth>Rate\u003C\u002Fth>\n\u003C\u002Ftr>\n\u003C\u002Fthead>\n\u003Ctbody>\u003Ctr>\n\u003Ctd>Standard weekday hours (6 am – 6 pm)\u003C\u002Ftd>\n\u003Ctd>100% (base rate)\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003Ctr>\n\u003Ctd>Night shift (6 pm – midnight, midnight – 6 am)\u003C\u002Ftd>\n\u003Ctd>121.7% of base rate\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003Ctr>\n\u003Ctd>Permanent night shift workers\u003C\u002Ftd>\n\u003Ctd>130% of base rate\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003Ctr>\n\u003Ctd>Saturday\u003C\u002Ftd>\n\u003Ctd>150% of base rate\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003Ctr>\n\u003Ctd>Sunday\u003C\u002Ftd>\n\u003Ctd>200% of base rate\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003Ctr>\n\u003Ctd>Public holidays\u003C\u002Ftd>\n\u003Ctd>250% of base rate\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003C\u002Ftbody>\u003C\u002Ftable>\n\u003Cp>\u003Cstrong>Casual loading:\u003C\u002Fstrong> Casual employees receive a 25% loading on top of the applicable minimum hourly rate in lieu of leave entitlements and other benefits. This loading is provided for under National Employment Standards (NES) section 67B, effective 26 August 2022.\u003C\u002Fp>\n\u003Cp>\u003Cstrong>Key allowances under the award:\u003C\u002Fstrong>\u003C\u002Fp>\n\u003Ctable>\n\u003Cthead>\n\u003Ctr>\n\u003Cth>Allowance\u003C\u002Fth>\n\u003Cth>Amount\u003C\u002Fth>\n\u003C\u002Ftr>\n\u003C\u002Fthead>\n\u003Ctbody>\u003Ctr>\n\u003Ctd>First aid (per shift, up to $36.46\u002Fweek)\u003C\u002Ftd>\n\u003Ctd>$7.33\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003Ctr>\n\u003Ctd>Firearm (per shift, up to $18.34\u002Fweek)\u003C\u002Ftd>\n\u003Ctd>$3.67\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003Ctr>\n\u003Ctd>Broken shift (per rostered shift)\u003C\u002Ftd>\n\u003Ctd>$17.47\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003Ctr>\n\u003Ctd>Supervision — up to 5 employees (weekly)\u003C\u002Ftd>\n\u003Ctd>$45.52\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003Ctr>\n\u003Ctd>Supervision — 6 or more employees (weekly)\u003C\u002Ftd>\n\u003Ctd>$80.46\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003Ctr>\n\u003Ctd>Relieving officer (weekly)\u003C\u002Ftd>\n\u003Ctd>$45.09\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003Ctr>\n\u003Ctd>Aviation security (per hour worked)\u003C\u002Ftd>\n\u003Ctd>$2.02\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003C\u002Ftbody>\u003C\u002Ftable>\n\u003Cp>These allowances are paid in addition to the applicable minimum hourly rate.\u003C\u002Fp>\n\u003Ch2 id=\"annual-leave\">Annual Leave\u003C\u002Fh2>\n\u003Cp>Full-time and part-time employees under the Security Services Industry Award 2020 are entitled to four weeks of paid annual leave per year under the NES (Fair Work Act 2009, section 87). This equates to 20 working days based on a five-day working week.\u003C\u002Fp>\n\u003Cp>\u003Cstrong>Shiftworkers\u003C\u002Fstrong> who are regularly required to work on Sundays and public holidays and whose roster includes shifts of varying starting and finishing times are entitled to five weeks (25 days) of annual leave per year.\u003C\u002Fp>\n\u003Cp>\u003Cstrong>Annual leave loading:\u003C\u002Fstrong> When taking annual leave, employees are entitled to be paid the greater of their ordinary time earnings or their minimum rate of pay plus a 17.5% leave loading. The leave loading applies to the base rate and recognises that employees miss out on penalty rates and shift loadings while on leave.\u003C\u002Fp>\n\u003Cp>\u003Cstrong>Leave accrual:\u003C\u002Fstrong> Annual leave accrues progressively at the rate of approximately 1.67 days per month (for full-time employees) or pro-rata for part-time employees based on contracted hours.\u003C\u002Fp>\n\u003Cp>\u003Cstrong>Cashing out annual leave\u003C\u002Fstrong> is available under the NES, subject to the conditions that the employee retains at least four weeks of accrued leave, each cash-out agreement is in writing, and the employee is paid at least the full amount that would be payable had the leave been taken.\u003C\u002Fp>\n\u003Cp>Casual employees do not accrue annual leave; their 25% casual loading compensates for this.\u003C\u002Fp>\n\u003Ch2 id=\"notice-period\">Notice Period\u003C\u002Fh2>\n\u003Cp>When employment ends, both employer and employee must provide notice. The Security Services Industry Award 2020 does not provide notice periods above the NES minimum, so the statutory scale under Fair Work Act 2009 section 117 applies.\u003C\u002Fp>\n\u003Cp>\u003Cstrong>NES minimum notice (employer dismissal):\u003C\u002Fstrong>\u003C\u002Fp>\n\u003Ctable>\n\u003Cthead>\n\u003Ctr>\n\u003Cth>Continuous service\u003C\u002Fth>\n\u003Cth>Minimum notice\u003C\u002Fth>\n\u003C\u002Ftr>\n\u003C\u002Fthead>\n\u003Ctbody>\u003Ctr>\n\u003Ctd>Less than 1 year\u003C\u002Ftd>\n\u003Ctd>1 week\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003Ctr>\n\u003Ctd>1 year and up to 3 years\u003C\u002Ftd>\n\u003Ctd>2 weeks\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003Ctr>\n\u003Ctd>3 years and up to 5 years\u003C\u002Ftd>\n\u003Ctd>3 weeks\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003Ctr>\n\u003Ctd>5 years or more\u003C\u002Ftd>\n\u003Ctd>4 weeks\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003C\u002Ftbody>\u003C\u002Ftable>\n\u003Cp>\u003Cstrong>Over-45 supplement:\u003C\u002Fstrong> If you are over 45 years of age and have at least two years of continuous service, you are entitled to one additional week's notice on top of the above scale.\u003C\u002Fp>\n\u003Cp>Employers may give payment in lieu of notice instead of requiring the employee to work out the notice period. The payment must equal the full amount the employee would have earned working the notice period, including applicable penalties and allowances.\u003C\u002Fp>\n\u003Cp>\u003Cstrong>Employee resignation:\u003C\u002Fstrong> The same NES scale applies to notice given by an employee when resigning, unless the employment contract specifies a shorter period. Employers cannot require longer notice from employees than they themselves are required to give.\u003C\u002Fp>\n\u003Ch2 id=\"redundancy-pay\">Redundancy Pay\u003C\u002Fh2>\n\u003Cp>Where an employee is genuinely made redundant, they are entitled to redundancy pay under the NES (Fair Work Act 2009, Schedule 4, section 119). The Security Services Industry Award 2020 does not provide for any enhancement above the NES genuine redundancy scale.\u003C\u002Fp>\n\u003Cp>\u003Cstrong>NES redundancy pay scale:\u003C\u002Fstrong>\u003C\u002Fp>\n\u003Ctable>\n\u003Cthead>\n\u003Ctr>\n\u003Cth>Years of continuous service\u003C\u002Fth>\n\u003Cth>Weeks of redundancy pay\u003C\u002Fth>\n\u003C\u002Ftr>\n\u003C\u002Fthead>\n\u003Ctbody>\u003Ctr>\n\u003Ctd>At least 1 year but less than 2\u003C\u002Ftd>\n\u003Ctd>4 weeks\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003Ctr>\n\u003Ctd>At least 2 years but less than 3\u003C\u002Ftd>\n\u003Ctd>6 weeks\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003Ctr>\n\u003Ctd>At least 3 years but less than 4\u003C\u002Ftd>\n\u003Ctd>7 weeks\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003Ctr>\n\u003Ctd>At least 4 years but less than 5\u003C\u002Ftd>\n\u003Ctd>8 weeks\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003Ctr>\n\u003Ctd>At least 5 years but less than 6\u003C\u002Ftd>\n\u003Ctd>10 weeks\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003Ctr>\n\u003Ctd>At least 6 years but less than 7\u003C\u002Ftd>\n\u003Ctd>11 weeks\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003Ctr>\n\u003Ctd>At least 7 years but less than 8\u003C\u002Ftd>\n\u003Ctd>13 weeks\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003Ctr>\n\u003Ctd>At least 8 years but less than 9\u003C\u002Ftd>\n\u003Ctd>14 weeks\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003Ctr>\n\u003Ctd>At least 9 years but less than 10\u003C\u002Ftd>\n\u003Ctd>16 weeks\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003Ctr>\n\u003Ctd>10 years or more\u003C\u002Ftd>\n\u003Ctd>12 weeks (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 (small business employers) are not required to pay NES redundancy pay. Check with the Fair Work Ombudsman or your union if you are unsure whether your employer qualifies.\u003C\u002Fp>\n\u003Cp>\u003Cstrong>Tax treatment of redundancy:\u003C\u002Fstrong> Genuine redundancy payments are tax-free up to a statutory cap. For the 2025–26 income year, the tax-free base amount is $12,524, plus $6,264 for each completed year of service. Amounts above this threshold are treated as an employment termination payment (ETP) and taxed at concessional rates. Consult a tax adviser for your individual circumstances.\u003C\u002Fp>\n\u003Ch2 id=\"superannuation\">Superannuation\u003C\u002Fh2>\n\u003Cp>Employers covered by the Security Services Industry Award 2020 are required to make superannuation contributions on behalf of all eligible employees under the Superannuation Guarantee (Administration) Act 1992.\u003C\u002Fp>\n\u003Cp>\u003Cstrong>Superannuation Guarantee rate:\u003C\u002Fstrong> 12.0% of ordinary time earnings from 1 July 2025. Ordinary time earnings generally include your base rate of pay, shift loadings, and allowances payable for ordinary hours — but not overtime payments.\u003C\u002Fp>\n\u003Cp>\u003Cstrong>Default fund:\u003C\u002Fstrong> The award specifies AustralianSuper and Australian Retirement Trust as default superannuation funds. If your employer does not have a default fund, contributions must go to one of these funds unless you provide a valid choice of fund.\u003C\u002Fp>\n\u003Cp>\u003Cstrong>Choice of fund:\u003C\u002Fstrong> Under Fair Work Act 2009 section 149A, employees have the right to choose their own super fund. Your employer must pay contributions into your nominated complying fund. If you have not made a choice, your employer will use their nominated default fund.\u003C\u002Fp>\n\u003Cp>\u003Cstrong>Concessional contributions cap:\u003C\u002Fstrong> Total concessional contributions (employer SG plus any salary sacrifice) are capped at $30,000 per financial year for 2025–26. Contributions above this cap are taxed at marginal rates.\u003C\u002Fp>\n\u003Ch2 id=\"state-and-territory-variations\">State and Territory Variations\u003C\u002Fh2>\n\u003Cp>Although the Security Services Industry Award 2020 is a federal instrument that sets uniform minimum rates across all Australian states and territories, several important entitlements are governed by state and territory law 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 — it is set by state and territory legislation and varies significantly:\u003C\u002Fp>\n\u003Ctable>\n\u003Cthead>\n\u003Ctr>\n\u003Cth>State\u002FTerritory\u003C\u002Fth>\n\u003Cth align=\"center\">Qualifying period\u003C\u002Fth>\n\u003Cth align=\"center\">Entitlement\u003C\u002Fth>\n\u003C\u002Ftr>\n\u003C\u002Fthead>\n\u003Ctbody>\u003Ctr>\n\u003Ctd>NSW\u003C\u002Ftd>\n\u003Ctd align=\"center\">10 years\u003C\u002Ftd>\n\u003Ctd align=\"center\">8.667 weeks\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003Ctr>\n\u003Ctd>VIC\u003C\u002Ftd>\n\u003Ctd align=\"center\">7 years\u003C\u002Ftd>\n\u003Ctd align=\"center\">6.067 weeks\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003Ctr>\n\u003Ctd>QLD\u003C\u002Ftd>\n\u003Ctd align=\"center\">10 years\u003C\u002Ftd>\n\u003Ctd align=\"center\">8.667 weeks\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003Ctr>\n\u003Ctd>SA\u003C\u002Ftd>\n\u003Ctd align=\"center\">10 years\u003C\u002Ftd>\n\u003Ctd align=\"center\">13 weeks\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003Ctr>\n\u003Ctd>WA\u003C\u002Ftd>\n\u003Ctd align=\"center\">10 years\u003C\u002Ftd>\n\u003Ctd align=\"center\">8.667 weeks\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003Ctr>\n\u003Ctd>TAS\u003C\u002Ftd>\n\u003Ctd align=\"center\">10 years\u003C\u002Ftd>\n\u003Ctd align=\"center\">8.667 weeks\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003Ctr>\n\u003Ctd>ACT\u003C\u002Ftd>\n\u003Ctd align=\"center\">7 years\u003C\u002Ftd>\n\u003Ctd align=\"center\">6.067 weeks\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003Ctr>\n\u003Ctd>NT\u003C\u002Ftd>\n\u003Ctd align=\"center\">10 years\u003C\u002Ftd>\n\u003Ctd align=\"center\">13 weeks\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 based on your state or territory.\u003C\u002Fp>\n\u003Cp>In Victoria and the ACT, employees may access a pro-rata entitlement after reaching the qualifying period (7 years). In some jurisdictions, pro-rata LSL is payable upon termination after a minimum period of service, even before the full qualifying period is met.\u003C\u002Fp>\n\u003Ch3 id=\"public-holidays\">Public Holidays\u003C\u002Fh3>\n\u003Cp>Federal public holidays apply nationwide: New Year's Day, Australia Day, Good Friday, Easter Saturday, Easter Monday, ANZAC Day, King's Birthday (second Monday in June in most states), Christmas Day, and Boxing Day. State and territory governments also declare additional public holidays:\u003C\u002Fp>\n\u003Cul>\n\u003Cli>\u003Cstrong>VIC:\u003C\u002Fstrong> Melbourne Cup Day (first Tuesday in November)\u003C\u002Fli>\n\u003Cli>\u003Cstrong>QLD:\u003C\u002Fstrong> The Royal Queensland Show (EKKA) in Brisbane\u003C\u002Fli>\n\u003Cli>\u003Cstrong>SA:\u003C\u002Fstrong> Adelaide Cup Day (third Monday in May)\u003C\u002Fli>\n\u003Cli>\u003Cstrong>WA:\u003C\u002Fstrong> Foundation Day (first Monday in June) and Royal Show Day\u003C\u002Fli>\n\u003Cli>\u003Cstrong>TAS:\u003C\u002Fstrong> Eight Hours Day (second Monday in March)\u003C\u002Fli>\n\u003C\u002Ful>\n\u003Cp>Security workers are entitled to the 250% penalty rate (under the award) for working on any gazetted public holiday in their state or territory.\u003C\u002Fp>\n\u003Ch3 id=\"workers-compensation\">Workers Compensation\u003C\u002Fh3>\n\u003Cp>Workers compensation is administered by state-based schemes and premiums and entitlements differ:\u003C\u002Fp>\n\u003Cul>\n\u003Cli>\u003Cstrong>NSW:\u003C\u002Fstrong> icare NSW\u003C\u002Fli>\n\u003Cli>\u003Cstrong>VIC:\u003C\u002Fstrong> WorkSafe Victoria\u003C\u002Fli>\n\u003Cli>\u003Cstrong>QLD:\u003C\u002Fstrong> WorkCover Queensland\u003C\u002Fli>\n\u003Cli>\u003Cstrong>SA:\u003C\u002Fstrong> ReturnToWorkSA\u003C\u002Fli>\n\u003Cli>\u003Cstrong>WA:\u003C\u002Fstrong> WorkCover WA\u003C\u002Fli>\n\u003Cli>\u003Cstrong>TAS:\u003C\u002Fstrong> WorkSafe Tasmania\u003C\u002Fli>\n\u003Cli>\u003Cstrong>ACT:\u003C\u002Fstrong> WorkSafe ACT\u003C\u002Fli>\n\u003Cli>\u003Cstrong>NT:\u003C\u002Fstrong> NT WorkSafe\u003C\u002Fli>\n\u003C\u002Ful>\n\u003Cp>Contact your state's scheme if you are injured at work.\u003C\u002Fp>\n\u003Ch2 id=\"your-rights-at-work\">Your Rights at Work\u003C\u002Fh2>\n\u003Cp>\u003Cstrong>Unfair dismissal:\u003C\u002Fstrong> If you are dismissed and believe the dismissal was harsh, unjust, or unreasonable, you may apply to the Fair Work Commission for an unfair dismissal remedy under Fair Work Act 2009 section 382. The qualifying period is 6 months of continuous employment (or 12 months for employees of small businesses). Applications must be lodged within 21 days of dismissal.\u003C\u002Fp>\n\u003Cp>\u003Cstrong>General protections:\u003C\u002Fstrong> Part 3-1 of the Fair Work Act protects employees from adverse action (demotion, dismissal, pay reduction) taken because they exercise a workplace right — such as making a complaint, inquiring about pay, or taking protected industrial action.\u003C\u002Fp>\n\u003Cp>\u003Cstrong>Right of entry:\u003C\u002Fstrong> Unions holding an entry permit under the Fair Work Act 2009 may enter workplaces to investigate suspected breaches of awards, hold discussions with members, or inspect records. Your employer must not obstruct a valid right-of-entry visit.\u003C\u002Fp>\n\u003Cp>\u003Cstrong>Work health and safety:\u003C\u002Fstrong> Security work carries specific physical risks including shift-work fatigue, lone worker situations, and exposure to aggressive behaviour. The Work Health and Safety Act 2011 (and state WHS equivalents) requires employers to identify and manage these risks. If your workplace is unsafe, you have the right to raise concerns with your employer, your health and safety representative, or your state's WHS regulator without being punished for doing so.\u003C\u002Fp>\n\u003Cp>\u003Cstrong>Union coverage:\u003C\u002Fstrong> The Security Industry Association (SIA) and the United Workers Union (UWU) are the main industry stakeholders. Membership gives access to legal representation, bargaining support, and advice on rights under the award.\u003C\u002Fp>\n\u003Chr>\n\u003Cp>\u003Cem>This article is for general information purposes only and does not constitute legal advice. For questions about your specific employment situation, contact your union, the Fair Work Ombudsman (1300 724 690) or a qualified employment 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Sciences","biology-earth-sciences",{"experts":1158},{"seo_content":2477,"id":2479,"name":2480,"slug":2481,"parentId":2453,"lang":1143,"_count":2482},[2478],{"page_slug":1140},"cmkzhjhwn00lfwf4fhm0icn14","Physics-Chemistry","physics-chemistry",{"experts":1158},{"seo_content":2484,"id":2486,"name":2487,"slug":2488,"parentId":2453,"lang":1143,"_count":2489},[2485],{"page_slug":1140},"cmkzhji0t00lpwf4fglvzcdr8","Economics","economics",{"experts":1158},{"seo_content":2491,"id":2493,"name":2494,"slug":2495,"parentId":2453,"lang":1143,"_count":2496},[2492],{"page_slug":1140},"cmkzhjhxh00lhwf4f3l5j0a9y","French","french",{"experts":1158},{"seo_content":2498,"id":2500,"name":2501,"slug":2502,"parentId":2453,"lang":1143,"_count":2503},[2499],{"page_slug":1140},"cmkzhjhvt00ldwf4ffcds74a5","Mathematics","mathematics",{"experts":1158},{"seo_content":2505,"id":2453,"name":2507,"slug":2508,"parentId":1140,"lang":1143,"_count":2509},[2506],{"page_slug":1140},"Homework 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Work Act 2026: Three Changes That Rewrite Your Workplace Rights","Three changes to the Fair Work Act — the right to disconnect, a new casual conversion pathway, and limits on fixed-term contracts — are now fully operational across Australia in 2026. Together, they r","Three changes to the Fair Work Act — the right to disconnect, a new casual conversion pathway, and limits on fixed-term contracts — are now fully operational across Australia in 2026. Together, they represent the most significant rewrite of Australian workplace law since the Fair Work Act 2009 was first enacted. Whether you are a worker navigating an \"always-on\" workplace or an employer updating employment contracts, these provisions carry real legal weight. Civil penalties for breaches can reach $82,500 per contravention for corporations, and the Fair Work Commission (FWC) has already begun receiving hundreds of disputes under the new framework.\n\n\u003Cdiv class=\"stat-grid\">\n  \u003Cdiv class=\"stat-card\">\n    \u003Cdiv class=\"stat-value\">$82,500\u003C\u002Fdiv>\n    \u003Cdiv class=\"stat-label\">Max penalty per breach (corporations)\u003C\u002Fdiv>\n    \u003Cdiv class=\"stat-source\">Fair Work Act 2009, civil penalty provisions\u003C\u002Fdiv>\n  \u003C\u002Fdiv>\n  \u003Cdiv class=\"stat-card\">\n    \u003Cdiv class=\"stat-value\">2 years\u003C\u002Fdiv>\n    \u003Cdiv class=\"stat-label\">Fixed-term contract cap (maximum duration)\u003C\u002Fdiv>\n    \u003Cdiv class=\"stat-source\">Fair Work Act, s.333E, in force Dec 2023\u003C\u002Fdiv>\n  \u003C\u002Fdiv>\n  \u003Cdiv class=\"stat-card\">\n    \u003Cdiv class=\"stat-value\">12 months\u003C\u002Fdiv>\n    \u003Cdiv class=\"stat-label\">Qualifying period for casual conversion request\u003C\u002Fdiv>\n    \u003Cdiv class=\"stat-source\">Fair Work Act, s.66A, in force Aug 2024\u003C\u002Fdiv>\n  \u003C\u002Fdiv>\n\u003C\u002Fdiv>\n\n\n## The Right to Disconnect: What Changed on 26 August 2025\n\nThe right to disconnect came into force for large employers (those with 15 or more employees) on 26 August 2024. Small businesses gained the same obligation on 26 August 2025. Under sections 333M to 333Q of the Fair Work Act 2009, employees now have a protected right to refuse monitoring, reading, or responding to employer contact outside their ordinary working hours — provided that refusal is not unreasonable in the circumstances.\n\nThe law does not prohibit employers from making contact. It prohibits adverse action against an employee who refuses to engage with that contact. Adverse action includes dismissal, demotion, reducing hours, and any form of retaliation. An employee who is disciplined for ignoring a 10 pm email can bring a general protections claim before the FWC under the existing adverse action framework, now bolstered by the specific right to disconnect protections.\n\n**What counts as \"unreasonable refusal\" is context-dependent.** The FWC assesses each situation by weighing the reason for the contact, whether the employee is compensated for being available outside hours, the disruption to the employee's personal circumstances, and the nature of the role. A doctor on-call under a formal arrangement stands in a different position to an office worker who receives occasional after-hours emails from their manager.\n\n> \"The right to disconnect is not a blanket prohibition on out-of-hours contact — it is a protection against the expectation of an immediate response. Employers who rely on informal 'always-on' cultures now face real legal exposure if they take action against employees who exercise this right.\"\n> — Employment law perspective, consistent with Fair Work Commission guidance\n\n\n## Casual Conversion in 2026: A Worker-Initiated Right\n\n![Two professionals across a meeting table in a Melbourne law office, one signing a casual employment conversion letter, the other reviewing the employer agreement, natural daylight, decisive professional moment](https:\u002F\u002Fpub-bdebbd2dad294475a2da0eb657815b6b.r2.dev\u002Fhero\u002Fe6dc15e66fc1-inline-1-2d9523.webp)\n\nThe casual conversion framework underwent a fundamental shift with the Fair Work Legislation Amendment (Closing Loopholes) Act 2023. Under the pre-2024 regime, conversion was employer-driven: after 12 months, employers were obligated to offer conversion to eligible casuals. The new model, operational since 27 August 2024, places that power with the employee.\n\nAn employee who has worked as a casual for 12 months or more and whose employment pattern suggests a \"regular and systematic\" arrangement can now make a written conversion request directly to their employer under section 66A of the Fair Work Act. The employer must respond in writing within 21 days, either accepting or refusing on specified grounds.\n\nThe Fair Work Act recognises only narrow grounds for refusal:\n\n- The employee does not meet the definition of a \"regular casual employee\" (their pattern of work is genuinely irregular or ad hoc)\n- Accepting the request would result in a significant adjustment to the employer's operations\n- The position will cease to exist within 12 months\n- Hours and days would significantly reduce within 12 months\n- There are no comparable permanent positions available\n\nAn employer cannot simply refuse because they prefer the workforce flexibility that casual arrangements provide. Unjustified refusals expose employers to FWC proceedings and potential penalties. The [Fair Work Commission's approach to junior rates in 2026](https:\u002F\u002Fexpert-zoom.com\u002Fau\u002Fnews\u002Ffair-work-commission-junior-rates-2026-australia-young-workers) illustrates how the Commission continues to prioritise worker protections across employment classifications.\n\n**À retenir:** A casual employee with 12 months of regular rostered shifts has an enforceable right to request conversion. \"Regular and systematic\" does not require identical hours each week — a consistent pattern of shifts, even if varying in length, typically qualifies.\n\n\n## Fixed-Term Contract Limits: The Two-Year Cap and Its Exceptions\n\n![An Anglo-Australian man in business casual attire reviewing a fixed-term contract on a laptop at a modern Brisbane open-plan office, midday light, thoughtful expression](https:\u002F\u002Fpub-bdebbd2dad294475a2da0eb657815b6b.r2.dev\u002Fhero\u002Fe6dc15e66fc1-inline-2-2d9523.webp)\n\nFrom 6 December 2023, the Fair Work Act introduced hard limits on fixed-term contracts under sections 333E to 333J. The core rule is straightforward: a fixed-term contract cannot cover a period of more than two years in total, including any extensions or renewals. Employers also cannot engage the same employee on two or more consecutive fixed-term contracts for the same or substantially similar role if doing so would result in a total engagement exceeding two years.\n\nAnti-avoidance provisions close the obvious loopholes. An employer cannot structure an arrangement through a third-party labour hire company to circumvent the caps, nor can they use a short break between contracts to \"reset the clock\" if the intent is to keep the employee in an indefinite fixed-term engagement.\n\nThe following table summarises what is and is not permitted:\n\n| Scenario | Permitted? |\n|---|---|\n| Single fixed-term contract, 18 months | Yes |\n| Two consecutive contracts, 1 year each, same role | No (total exceeds 2 years) |\n| Fixed-term contract + extension totalling 2.5 years | No |\n| Fixed-term contract, then conversion to permanent | Yes |\n| Renewed contract after genuine restructure of role | Assessed case by case |\n| Contract for specific task with no fixed end date | Not a fixed-term contract; caps do not apply |\n\n**Key exemptions** apply for high-income earners above the annual earnings threshold (currently $175,000 for 2025–26), specialist roles governed by specific government programs, training arrangements, and certain seasonal positions. Employers relying on exemptions should document the basis carefully, as the burden of proof rests with the employer in any FWC proceedings.\n\n\n## How the Fair Work Commission Handles Disputes Under the New Framework\n\nThe Fair Work Commission (FWC) is the primary dispute resolution body for all three areas. Its general powers allow it to issue orders, impose civil penalties, and award compensation. The process is designed to be accessible without legal representation, though legal advisers become valuable once the dispute reaches formal hearing stage.\n\nFor right to disconnect disputes, an employee who believes they have been subjected to adverse action must file an application within 21 calendar days of the alleged adverse action. The FWC first attempts conciliation; if that fails, the matter proceeds to arbitration. The Commission can order reinstatement, compensation, or a declaration that the employer contravened the Act.\n\nFor casual conversion disputes, an employer's failure to respond within 21 days to a conversion request, or an unreasonable refusal, can be referred to the FWC for conciliation and, if necessary, determination. For fixed-term contract breaches, penalties can be sought by either the FWC or the employee, and affected employees may also claim the benefit of a permanent contract if a fixed-term arrangement is found to contravene the caps.\n\nUnderstanding your [rights on public holidays and penalty rates](https:\u002F\u002Fexpert-zoom.com\u002Fau\u002Fnews\u002Fanzac-day-2026-public-holiday-saturday-penalty-rates-entitlements-workers-employers) alongside these protections gives employees a fuller picture of the Fair Work Act's protections in practice.\n\n\n## Practical Compliance Steps for Employers\n\nCompliance with the Fair Work Act's 2026 obligations is not a one-time box-ticking exercise. Each of the three areas requires specific operational changes.\n\n**For the right to disconnect:**\n\n1. Audit current communication expectations. If your internal culture assumes responses to messages sent after hours, that expectation is now legally problematic.\n2. Update employment contracts and workplace policies to acknowledge the right to disconnect and specify the narrow circumstances (genuine emergencies, on-call arrangements with compensation) where out-of-hours response is expected.\n3. Train managers. The most common breach scenario is a manager penalising an employee informally — through exclusion, workload adjustments, or negative performance assessments — rather than formal disciplinary action.\n4. Document any legitimate on-call arrangements, including the additional compensation paid for availability.\n\n**For casual conversion:**\n\n1. Identify all casual employees with 12 or more months of service who work a regular or systematic pattern.\n2. Assess whether their engagement pattern would qualify them to make a conversion request.\n3. Develop a written response process for conversion requests, including the template for refusal on permissible grounds.\n4. If refusing, ensure the grounds are genuine and documented — a refusal based on operational preference alone does not withstand FWC scrutiny.\n\n**For fixed-term contracts:**\n\n1. Audit all current fixed-term arrangements. Any contract entered into or renewed from 6 December 2023 must comply with the two-year cap.\n2. For roles genuinely suited to project-based or temporary arrangements, document the specific task the contract relates to.\n3. Do not roll over contracts for the same role without converting to permanent employment or terminating, unless an exemption clearly applies.\n\n\n## When to Seek Legal Advice on Your Fair Work Act Rights\n\nMany Fair Work Act matters can be resolved through the FWC's free conciliation service without lawyers involved. However, certain situations call for early legal advice: when an employer disputes the facts, when penalties are at stake, when the matter involves senior employees with complex contracts, or when the dispute overlaps with general protections claims that might carry higher compensation.\n\nFor employees, a workplace lawyer can assess whether a refusal of a casual conversion request was genuinely on permissible grounds, advise on the strength of a right to disconnect adverse action claim, and help calculate the likely compensation range. For employers, early legal advice on fixed-term contract structuring is far less expensive than FWC proceedings.\n\nThe Fair Work Ombudsman's website ([fairwork.gov.au](https:\u002F\u002Fwww.fairwork.gov.au)) provides free guidance, template letters, and compliance checklists for both employers and employees. It is the authoritative first resource for understanding the practical operation of all three provisions.\n\n---\n\n## Frequently Asked Questions\n\n### Can an employer contact an employee after hours for emergencies?\n\nYes. The right to disconnect protects employees from unreasonable out-of-hours contact, not all contact. The FWC considers the nature and urgency of the contact when assessing whether a refusal was reasonable. A genuine operational emergency — a safety incident, a system failure requiring immediate action — is unlikely to be found unreasonable contact. The question is whether the employer then takes adverse action against an employee who still chose not to respond.\n\n### Does the fixed-term contract cap apply to existing contracts signed before December 2023?\n\nThe two-year cap applies to fixed-term contracts entered into on or after 6 December 2023. Contracts signed before that date are not caught by the cap, but any renewal or extension executed on or after 6 December 2023 is assessed under the new rules. An employer renewing a 2022 fixed-term contract in 2024 must ensure the total engagement (including the original contract) does not exceed two years.\n\n### What if a casual employee does not want to convert to permanent employment?\n\nCasual conversion is a right, not an obligation. An employee who prefers to remain casual can simply not make a request. If the employer believes the employee may qualify for conversion, the employer has no obligation under the new scheme to proactively offer conversion (unlike the pre-2024 employer-driven model). The initiative rests entirely with the employee.\n\n### How quickly must an employer respond to a right to disconnect dispute raised by an employee?\n\nAn employer against whom a right to disconnect dispute is filed in the FWC must respond within the timeframes set by the Commission's procedural rules. In practice, the FWC schedules conciliation within one to three weeks of application. Employers are strongly advised to engage with the process rather than ignore it, as non-participation does not stop the Commission from proceeding and can result in adverse costs orders.\n\n---\n\n> **Legal disclaimer:** The information in this article is general in nature and does not constitute legal advice. Fair Work Act entitlements depend on individual circumstances, applicable Modern Awards, and enterprise agreements. Consult a registered Australian workplace lawyer or the Fair Work Ombudsman for advice specific to your situation.\n\n","https:\u002F\u002Fpub-bdebbd2dad294475a2da0eb657815b6b.r2.dev\u002Fhero\u002Fe6dc15e66fc1-2d954c.webp","Anglo-Australian woman in a navy blazer reviews employment contracts at a Melbourne CBD law office at dusk, city skyline visible through floor-to-ceiling windows","Fair Work Act 2026: Key Changes for Workers | Expert Zoom","Australia's Fair Work Act now protects your right to disconnect, enables casual conversion, and caps fixed-term contracts at two years. Know your rights.","Fair Work Act Changes 2026 Australia : Right to Disconnect","e6dc15e66fc1",2071,[2581,2582],"https:\u002F\u002Fpub-bdebbd2dad294475a2da0eb657815b6b.r2.dev\u002Fhero\u002Fe6dc15e66fc1-inline-1-2d9523.webp","https:\u002F\u002Fpub-bdebbd2dad294475a2da0eb657815b6b.r2.dev\u002Fhero\u002Fe6dc15e66fc1-inline-2-2d9523.webp",{"excerpt":34,"featured":1141,"metaTitle":2575,"countryCode":1144,"categorySlug":769,"languageCode":1145,"readingTimeMin":44,"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":767,"slug":769,"parentId":1140},{"id":2596,"slug":2597,"title":2598,"excerpt":2599,"contentMd":2600,"heroImage":2601,"heroImageAlt":2602,"heroImageCredit":1140,"audioUrl":1140,"audioGeneratedAt":1140,"readingTimeMin":60,"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":1163,"gscIndexingState":1140,"gscRobotsTxtState":1140,"gscPageFetchState":1140,"gscGoogleCanonical":1140,"gscCrawledAs":1140,"cwvLcp":2614,"cwvLcpRating":1165,"cwvFcp":2615,"cwvFcpRating":1165,"cwvCls":1158,"cwvClsRating":1167,"cwvAuditedAt":2616,"publishedAt":2617,"createdAt":2618,"updatedAt":2619,"category":2620},"cmpr0x4xr00p970zjd4ehqg0j","local-government-industry-award-2020-pay-rates-entitlements-australia","Local Government Industry Award 2020 — Rights, Pay and Entitlements Explained (2026)","The Local Government Industry Award 2020 (MA000112) sets the minimum pay rates, working conditions, and entitlements for employees across Australia's local government sector. Whether you work in commu","The Local Government Industry Award 2020 (MA000112) sets the minimum pay rates, working conditions, and entitlements for employees across Australia's local government sector. Whether you work in community services, waste management, parks and recreation, local law enforcement, or council administration, this award directly shapes your take-home pay, leave rights, redundancy entitlements, and superannuation. Understanding what you are owed — and how to calculate it — is the foundation of informed employment.\n\n\u003Cdiv data-tool=\"cba-au-local-government-industry-award-2020\">\u003C\u002Fdiv>\n\n## What the Local Government Industry Award 2020 Covers\n\nThe award covers employees engaged in **all activities undertaken by local government entities** operating within the national Fair Work system. This includes:\n\n- **Community services** — family support, welfare, employment assistance, housing, aged care, youth services, arts and events\n- **Waste and environmental services** — garbage collection, recycling, street sweeping, sanitary services\n- **Local law enforcement** — by-law officers, rangers, parking inspectors, community safety officers\n- **Recreation and leisure** — leisure centres, swimming pools, sports centres, libraries\n- **Tourism and heritage** — visitor information centres, guided tours, heritage sites\n- **Labour-on-hire** employers and group training organisations placing workers in local government roles\n\nThe award is a **federal instrument** under the national Fair Work system. It applies to most local government workers in Victoria, Tasmania, the ACT, and the Northern Territory. However, local government employees in **New South Wales, Queensland, and South Australia** fall under their respective state industrial systems and are not covered by this federal award — they have separate state instruments.\n\n**Exclusions from coverage include:** chief executive officers, nurses (covered by the Nurses Award 2020), medical practitioners, university-qualified early childhood teachers, and employees covered by an enterprise agreement.\n\n## Pay Structure and Classification Levels (2025-26)\n\nThe award uses an 11-level classification structure. Employees must be informed in writing of their classification level on commencement and whenever their classification changes. The following rates apply from **1 July 2025** following the 2024-25 Annual Wage Review:\n\n| Level | Weekly Rate (AUD) | Hourly Rate (AUD) |\n|-------|-------------------|-------------------|\n| Level 1 | $983.40 | $25.88 |\n| Level 2 | $1,014.70 | $26.70 |\n| Level 3 | $1,053.00 | $27.71 |\n| Level 4 | $1,068.40 | $28.12 |\n| Level 5 | $1,135.50 | $29.88 |\n| Level 6 | $1,228.80 | $32.34 |\n| Level 7 | $1,250.10 | $32.90 |\n| Level 8 | $1,350.80 | $35.55 |\n| Level 9 | $1,445.10 | $38.03 |\n| Level 10 | $1,579.40 | $41.56 |\n| Level 11 | $1,781.00 | $46.87 |\n\nAll rates are based on a standard **38-hour ordinary working week**. Part-time employees receive the same hourly rate on a pro-rata basis. Junior employees and apprentices are paid at percentages of the applicable adult rate — refer to the Fair Work Ombudsman's pay guide for the full junior and apprentice rate tables.\n\n## Working Hours, Overtime, and Penalty Rates\n\nStandard ordinary hours are **38 per week**, typically spanning **6:00 am to 6:00 pm Monday to Friday**. Extended spans apply for waste services and community services roles (5:00 am to 10:00 pm).\n\n**Overtime rates:**\n- First two hours of overtime: 150% of the ordinary hourly rate\n- Thereafter: 200%\n- Overtime on Saturday from noon onwards and all Sunday overtime: 200%\n\n**Penalty rates for work outside the standard span:**\n- Weekday work outside 6:00 am–6:00 pm: 120%\n- Saturday: 150%\n- Sunday: 175%\n- Public holidays: 250%\n\n*Exception for recreation centres and community services:* Employees at leisure facilities may work Saturday and Sunday between 5:00 am and 10:00 pm at ordinary rates with no penalty loading — instead, they may receive a rostered day off (RDO) arrangement.\n\n**Casual loading:** Casual employees are paid a **25% loading** on top of their base hourly rate in lieu of leave and other permanent-employee entitlements. Overtime and penalty rates for casual employees are calculated on the base rate before applying the casual loading.\n\n**Minimum engagement for casuals:** 2 consecutive hours per engagement.\n\n**Call-back minimum:** Employees called back to work after leaving the premises are entitled to a minimum of 3 hours at overtime rates.\n\n**Leading hand allowances (from 1 July 2025):**\n- Supervising 1–5 employees: AUD $30.93\u002Fweek\n- Supervising 6–15 employees: AUD $42.18\u002Fweek\n- Supervising 15+ employees: AUD $53.43\u002Fweek\n\n**On-call allowances:** AUD $28.12\u002Fday (Monday–Friday), AUD $42.18\u002Fday (Saturday), AUD $56.24\u002Fday (Sunday or public holiday). When called back, the 3-hour minimum overtime guarantee applies.\n\n## Annual Leave\n\nUnder the National Employment Standards (NES) and the award, full-time employees are entitled to **4 weeks (20 days) of paid annual leave per year** (Fair Work Act 2009, s.87).\n\n**Shiftworkers** who are rostered to work on Sundays and public holidays are entitled to **5 weeks of paid annual leave** per year under the NES.\n\n**Annual leave loading:** The award (clause 23.4) provides an **annual leave loading of 17.5%** of the employee's minimum weekly rate of pay for their classification. This loading is paid in addition to regular pay when annual leave is taken.\n\n**Accrual:** Annual leave accrues progressively during the year and accumulates if not taken. Part-time employees accrue leave on a pro-rata basis reflecting their contracted hours.\n\n**Cashing out:** Annual leave may be cashed out by written agreement, provided the employee retains at least 4 weeks of accrued leave after the cashing out, and is paid at the full amount that would have been payable had the leave been taken.\n\n## Notice Period\n\nNotice requirements under this award are based on the **NES minimum (Fair Work Act 2009, s.117)** — the award does not provide a longer notice period above the statutory scale.\n\n**NES notice scale (employer dismissing an employee):**\n\n| Years of continuous service | Minimum notice |\n|-----------------------------|----------------|\n| Less than 1 year | 1 week |\n| 1 year up to 3 years | 2 weeks |\n| 3 years up to 5 years | 3 weeks |\n| 5 years or more | 4 weeks |\n| Over 45 years of age with 2+ years service | Add 1 extra week |\n\n**Employee resignation:** The same NES scale applies (minimum 1 week after 1 year of service). Failure to give notice may allow the employer to deduct from any final payments up to the value of the notice not given.\n\n**Payment in lieu of notice** is permissible — the employer may pay out the notice period rather than require the employee to work it.\n\n## Redundancy Pay\n\nThe award (clause 33) incorporates the **NES genuine redundancy scale (Fair Work Act 2009, Schedule 4, s.119)**. There is no award-specific enhancement above the NES minimum.\n\n**NES redundancy pay table:**\n\n| Years of continuous service | Weeks of pay |\n|-----------------------------|--------------|\n| 1 year | 4 weeks |\n| 2 years | 6 weeks |\n| 3 years | 7 weeks |\n| 4 years | 8 weeks |\n| 5 years | 10 weeks |\n| 6 years | 11 weeks |\n| 7 years | 13 weeks |\n| 8 years | 14 weeks |\n| 9 years | 16 weeks |\n| 10 years or more | 12 weeks (capped) |\n\nThe 10-year cap reflects that long-service leave entitlements are expected to offset additional redundancy obligations.\n\n**Small business exemption:** Employers with fewer than 15 employees are exempt from paying NES redundancy pay under s.123 of the Fair Work Act 2009.\n\n**Job search entitlement:** An employee notified of redundancy is entitled to up to **one paid day per week** during the notice period to seek alternative employment.\n\n**Tax treatment of redundancy pay:** Genuine redundancy payments receive concessional tax treatment — a tax-free component applies up to the statutory formula (base amount $12,524 plus $6,264 per completed year of service for 2025-26), with the excess taxed as an Eligible Termination Payment (ETP).\n\n## Superannuation\n\nThe award (clause 20.2) requires employers to contribute at a level sufficient to avoid the Superannuation Guarantee Charge. The current **Superannuation Guarantee (SG) rate is 12.0%** of ordinary time earnings, effective from **1 July 2025** (Superannuation Guarantee (Administration) Act 1992).\n\n**Choice of fund:** Employees have the right to choose their own superannuation fund under the Fair Work Act 2009, s.149A. If an employee does not nominate a fund, the employer must contribute to the default fund specified in the award (eligible funds include Vision Super, Aware Super, and AustralianSuper, among others).\n\n**Important note for state-based local government:** Some local government workers may be in state-defined benefit super schemes (such as those operated in Victoria or other jurisdictions). These schemes follow different contribution and benefit rules — contact your employer or superannuation fund for details.\n\n## State and Territory Variations\n\nWhile the Local Government Industry Award 2020 is a federal instrument (the same pay rates and conditions apply wherever it operates), several important entitlements vary by state and territory:\n\n**Long service leave** is governed by state and territory law, not the Fair Work Act. Qualifying periods and entitlements differ:\n\n| State\u002FTerritory | Qualifying period | Entitlement | Legislation |\n|-----------------|-------------------|-------------|-------------|\n| NSW | 10 years | 8.667 weeks | Long Service Leave Act 1955 (NSW) |\n| VIC | 7 years | 6.067 weeks | Long Service Leave Act 2018 (VIC) |\n| QLD | 10 years | 8.667 weeks | Industrial Relations Act 2016 (QLD) |\n| SA | 10 years | 13 weeks | Long Service Leave Act 1987 (SA) |\n| WA | 10 years | 8.667 weeks | Long Service Leave Act 1958 (WA) |\n| TAS | 10 years | 8.667 weeks | Long Service Leave Act 1976 (TAS) |\n| ACT | 7 years | 6.067 weeks | Long Service Leave Act 1976 (ACT) |\n| NT | 10 years | 13 weeks | Long Service Leave Act 1981 (NT) |\n\nUse the Long Service Leave tab in the calculator above to check your entitlement by state.\n\n**Public holidays:** Federal public holidays (New Year's Day, Australia Day, Good Friday, Easter Saturday, Easter Monday, ANZAC Day, King's Birthday, Christmas Day, Boxing Day) apply nationally. Additional state-specific public holidays include Melbourne Cup Day (VIC), EKKA Show Day (QLD), Adelaide Cup (SA), Foundation Day (WA), and Eight Hours Day (TAS).\n\n**Workers compensation** is administered by state and territory schemes (icare in NSW, WorkSafe in VIC, WorkCover in QLD). Premiums, entitlements, and dispute processes differ by jurisdiction.\n\n**Jurisdictional coverage reminder:** If you work in local government in NSW, QLD, or SA, you are most likely covered by your state's industrial system, not this federal award. Contact your union or the relevant state industrial relations authority to confirm your applicable instrument.\n\n## Your Rights at Work\n\n**Unfair dismissal:** Employees covered by the award who have completed the minimum employment period (6 months for regular employers; 12 months for small businesses) can apply to the Fair Work Commission for an unfair dismissal remedy under Fair Work Act 2009, s.382.\n\n**General protections:** The Fair Work Act 2009 (Part 3-1) prohibits adverse action against an employee for exercising a workplace right — including taking leave, raising a complaint, or participating in union activities.\n\n**Right of entry:** Union officials (ASU, AWU, and other registered unions) have rights to enter workplaces to hold discussions with members and inspect records, in accordance with Fair Work Act 2009, Part 3-4.\n\n**Workplace health and safety:** The Work Health and Safety Act 2011 (Cth) and corresponding state WHS laws apply to local government workplaces. Councils have a duty of care to provide a safe working environment.\n\n**Disputes:** Disputes about the award can be raised with the Fair Work Commission or the Fair Work Ombudsman. Employees can also contact their union for assistance.\n\n---\n\n*This article is for general information purposes only and does not constitute legal advice. Pay rates are indicative based on the Local Government Industry Award 2020 (MA000112) as in force in 2025-26. For questions about your specific employment situation, contact your union, the Fair Work Ombudsman (1300 724 690) or a qualified employment lawyer.*\n","https:\u002F\u002Fpub-bdebbd2dad294475a2da0eb657815b6b.r2.dev\u002Fhero\u002Fd883ba9fd2ba-19a913.webp","Australian local government council worker checks award entitlements and pay rates 2026","Local Government Industry Award 2020 | Expert Zoom","Pay rates, redundancy, annual leave and superannuation under the Local Government Industry Award 2020 (MA000112). Updated for 2025-26 Australian rates.","local government industry award 2020 pay rates entitlements Australia","d883ba9fd2ba",1972,[],{"draft":1155,"excerpt":34,"featured":1141,"metaTitle":2603,"countryCode":1144,"categorySlug":13,"languageCode":1145,"relatedTools":2610,"readingTimeMin":60,"metaDescription":2604},[79],272,"5270ade3-25dc-40a9-9234-077c07f74988","2026-06-07T11:30:58.000Z",6.23,3.49,"2026-07-17T17:29:49.860Z","2026-05-29T14:35:01.310Z","2026-05-29T14:35:01.311Z","2026-07-24T17:29:08.445Z",{"id":1146,"name":767,"slug":769,"parentId":1140},{"id":2622,"slug":2623,"title":2624,"excerpt":2625,"contentMd":2626,"heroImage":2627,"heroImageAlt":2628,"heroImageCredit":1140,"audioUrl":1140,"audioGeneratedAt":1140,"readingTimeMin":44,"featured":1141,"status":1142,"lang":1143,"countryCode":1144,"languageCode":1145,"categoryId":1146,"metaTitle":2629,"metaDescription":2630,"keyword":2631,"seoApiPageId":2632,"seoApiTenantId":1151,"contentType":1140,"wordCount":2633,"internalImages":2634,"frontmatter":2635,"viewCount":2637,"internalLinksCount":1158,"expertId":2638,"folderId":1140,"folderPosition":1140,"gscVerdict":1160,"gscCoverage":1161,"gscLastCrawl":2639,"gscCheckedAt":2640,"gscIndexingState":1140,"gscRobotsTxtState":1140,"gscPageFetchState":1140,"gscGoogleCanonical":1140,"gscCrawledAs":1140,"cwvLcp":2641,"cwvLcpRating":1165,"cwvFcp":2589,"cwvFcpRating":1165,"cwvCls":1158,"cwvClsRating":1167,"cwvAuditedAt":2642,"publishedAt":2643,"createdAt":2644,"updatedAt":2645,"category":2646},"cmpr0qpwn00or70zj9t6i0qpc","hair-and-beauty-industry-award-2010-pay-rates-entitlements-2026-australia","Hair and Beauty Industry Award 2010 — Rights, Pay and Entitlements Explained (2026)","The Hair and Beauty Industry Award 2010 (MA000005) is the Modern Award that sets minimum pay rates and working conditions for workers in salons, spas, barber shops, nail studios, and related beauty bu","The Hair and Beauty Industry Award 2010 (MA000005) is the Modern Award that sets minimum pay rates and working conditions for workers in salons, spas, barber shops, nail studios, and related beauty businesses across Australia. If you cut, colour, style, wax, massage, apply nails, or perform beauty treatments as an employee — or employ someone who does — this award almost certainly applies to you.\n\nAdministered by the Fair Work Commission (FWC) and enforced by the Fair Work Ombudsman (FWO), the award operates as a federal industrial instrument under the *Fair Work Act 2009* (Cth) and applies in all states and territories.\n\n\u003Cdiv data-tool=\"cba-au-hair-beauty-industry-award-2010\">\u003C\u002Fdiv>\n\n## Who Is Covered by the Hair and Beauty Industry Award?\n\nThe award applies to employers whose principal business activity is hairdressing, barbering, or beauty therapy, and to their employees. This broadly covers:\n\n- **Hairdressers and barbers** — cutting, colouring, styling, perming, chemical treatments\n- **Beauty therapists** — facials, waxing, body treatments, massage, tanning\n- **Nail technicians** — manicures, pedicures, gel and acrylic nails\n- **Cosmetic tattoo artists and lash technicians** — microblading, lash extensions\n- **Electrologists** — permanent hair removal\n- **Salon assistants and receptionists** employed in hair or beauty businesses\n\nApprentices under training contracts in hairdressing are also covered by this award at nationally recognised apprentice pay rates.\n\nThe award does **not** cover employees who are otherwise covered by a higher-paying enterprise agreement, or employees in sectors with their own award (for example, massage therapists employed in a healthcare facility may fall under a different award).\n\n## Pay Rates and Classification Levels\n\nThe award divides employees into grades based on qualifications, experience, and the type of work performed. Employers must pay at least the minimum rate for the applicable grade; paying less than the award rate is a breach of the *Fair Work Act 2009*.\n\n**Hairdressing and Beauty Therapy Employee Grades (2025-26):**\n\n| Grade | Description | Approx. Hourly Rate (AUD) |\n|-------|-------------|--------------------------|\n| Grade 1 | Introductory — no formal qualifications, first 3 months | $24.10 |\n| Grade 2 | Qualified employee Year 1 (Certificate III or equivalent) | $26.25 |\n| Grade 3 | Qualified employee Year 2 | $27.70 |\n| Grade 4 | Qualified employee Year 3 | $29.25 |\n| Grade 5 | Qualified employee Year 4+ \u002F Senior \u002F Supervisor | $31.85 |\n| Grade 6 | Educator \u002F Specialist \u002F Salon Manager | $34.30 |\n\n*Rates are approximate and effective from 1 July 2025 following the Fair Work Commission Annual Wage Review. Verify current rates at [fairwork.gov.au](https:\u002F\u002Fwww.fairwork.gov.au) or contact the Fair Work Ombudsman on 13 13 94.*\n\nThe Annual Wage Review (AWR) applies every July — the FWC reviews and increases all modern award minimum rates. The 2025-26 rates apply from 1 July 2025.\n\nApprentice hairdressers are paid a percentage of the Grade 3 rate, increasing each year:\n- Year 1: 40% of Grade 3\n- Year 2: 50% of Grade 3\n- Year 3: 65% of Grade 3\n- Year 4: 80% of Grade 3\n\n## Working Hours, Overtime, and Penalty Rates\n\n**Ordinary hours** under the award are a maximum of 38 per week for full-time employees, with a maximum spread of hours between 8 am and 9 pm Monday to Saturday, and 10 am to 6 pm Sunday.\n\n**Overtime** is paid at 150% for the first two overtime hours per day and 200% thereafter. An employee called back to work outside ordinary hours is entitled to a minimum payment of two hours at overtime rates.\n\n**Penalty rates** apply when you work outside ordinary hours or on weekends and public holidays:\n\n| When you work | Penalty rate |\n|---------------|-------------|\n| Saturday | 125% of ordinary rate |\n| Sunday | 175% of ordinary rate |\n| Public holiday | 250% of ordinary rate |\n| Evening work (after 6 pm weekday) | 115% of ordinary rate |\n\n**Casual loading:** Casual employees receive a 25% loading on top of their ordinary hourly rate in lieu of paid leave entitlements (NES s.67B, effective 26 August 2022). This applies to all hours worked by casuals, including penalties.\n\n## Annual Leave\n\nUnder the National Employment Standards (NES) in the *Fair Work Act 2009* s.87, full-time employees are entitled to **4 weeks (20 days) of paid annual leave** per year. Part-time employees accrue leave on a pro-rata basis.\n\n**Annual leave loading of 17.5%** applies under the Hair and Beauty Industry Award 2010. This means when you take annual leave, you receive your ordinary rate **plus** 17.5% loading. The loading is intended to compensate for the loss of overtime and penalty rates during your absence.\n\n**Accrual:**\n- Full-time (38 hrs\u002Fweek): 2.923 hours of annual leave accrues per week (152 hours per year)\n- Leave accrues continuously from the first day of employment and can be taken as it accrues by agreement\n\n**Shiftworkers** engaged as such for 5 or more hours per shift who regularly work Sundays and public holidays are entitled to **5 weeks** annual leave per year.\n\nAnnual leave can be **cashed out** (up to 2 weeks per year) if the employee has more than 4 weeks accrued and both parties agree in writing.\n\n## Notice Period\n\nThe minimum notice of termination under the *Fair Work Act 2009* s.117 is:\n\n| Years of continuous service | Notice period |\n|-----------------------------|---------------|\n| Less than 1 year | 1 week |\n| 1 year to less than 3 years | 2 weeks |\n| 3 years to less than 5 years | 3 weeks |\n| 5 years or more | 4 weeks |\n| Over 45 years old with 2+ years of service | +1 week supplement |\n\nEmployees may give the same minimum notice when resigning. The award itself does not specify notice periods beyond the NES scale, so the NES minimum applies.\n\nIf an employer terminates without giving notice, they must pay the employee in lieu of notice (i.e., pay the wages the employee would have earned during the notice period).\n\nThe notice period does not apply to casual employees or to dismissal for serious misconduct.\n\n## Redundancy Pay\n\nIf your position is made redundant (genuine redundancy), you are entitled to redundancy pay under the NES (*Fair Work Act 2009*, Sch 4, s.119). The Hair and Beauty Industry Award 2010 does not provide enhanced redundancy above the NES formula.\n\n**NES genuine redundancy pay scale:**\n\n| Years of continuous service | Weeks of pay |\n|-----------------------------|-------------|\n| 1 year | 4 weeks |\n| 2 years | 6 weeks |\n| 3 years | 7 weeks |\n| 4 years | 8 weeks |\n| 5 years | 10 weeks |\n| 6 years | 11 weeks |\n| 7 years | 13 weeks |\n| 8 years | 14 weeks |\n| 9 years | 16 weeks |\n| 10 or more years | 12 weeks (capped) |\n\n**Important:** Small business employers (fewer than 15 employees) are **exempt** from NES redundancy pay obligations. Most hair and beauty salons employ fewer than 15 people — if this applies to your employer, they are not required to pay statutory redundancy, though they must still give the correct notice.\n\nRedundancy pay is tax-free up to a limit set by the ATO each year. For 2025-26, the tax-free component of a genuine redundancy payment is AUD $12,524 plus AUD $6,264 for each completed year of service.\n\n## Superannuation\n\nFrom **1 July 2025**, employers must pay superannuation at the Superannuation Guarantee (SG) rate of **12%** of ordinary time earnings under the *Superannuation Guarantee (Administration) Act 1992*. This is a mandatory employer contribution — it is paid on top of your wage, not deducted from it.\n\n**Ordinary time earnings** include your base rate, casual loading, and leave loading, but generally exclude overtime. Super is paid quarterly at minimum (though many employers pay monthly).\n\nEmployees have the right to choose their super fund (Choice of Fund, *Fair Work Act 2009* s.149A). If you do not nominate a fund, your employer pays into their default fund (which must be a MySuper product with an authorised fund).\n\nThe **concessional contributions cap** for 2025-26 is AUD $30,000 per year. This cap includes employer SG contributions plus any salary-sacrifice contributions you make. If you salary-sacrifice super on top of the employer SG, be aware of this cap to avoid excess contributions tax.\n\n## Allowances and Special Provisions\n\nThe award includes several specific allowances:\n\n**Uniform allowance:** If your employer requires you to wear a specific uniform, they must either provide it free of charge or pay you an allowance to cover the cost of purchase and laundering.\n\n**Laundry allowance:** If you are required to launder your uniform, you receive a set weekly laundry allowance.\n\n**Vehicle allowance:** If you are required to use your own vehicle for work purposes (for example, mobile hairdressers or beauty therapists attending clients at home), you are entitled to a vehicle allowance per kilometre at the rate set by the ATO.\n\n**Split shift allowance:** If your shifts are split into two segments separated by a non-meal break of more than 30 minutes, you are entitled to a split shift allowance.\n\n**First aid allowance:** If you hold a first aid certificate and are required to use it, a first aid allowance applies.\n\n**Meal allowance:** If you are required to work overtime for more than 1.5 hours beyond your ordinary finishing time without prior notice, a meal allowance applies.\n\n## State and Territory Variations\n\nModern Awards like the Hair and Beauty Industry Award 2010 are federal instruments — the minimum pay rates are the same in every Australian state and territory. However, some important entitlements are governed by state law and **do differ** by jurisdiction:\n\n**Long service leave** is the most significant variation. Each state and territory sets its own qualifying period and entitlement:\n\n| State\u002FTerritory | Qualifying period | Entitlement |\n|-----------------|-------------------|-------------|\n| New South Wales | 10 years | 2 months (8.667 weeks) |\n| Victoria | 7 years | 6.067 weeks |\n| Queensland | 10 years | 8.667 weeks |\n| South Australia | 10 years | 13 weeks |\n| Western Australia | 10 years | 8.667 weeks |\n| Tasmania | 10 years | 8.667 weeks |\n| Australian Capital Territory | 10 years | 6.067 weeks |\n| Northern Territory | 10 years | 13 weeks |\n\nUse the Long Service Leave tab in the free calculator above to estimate your entitlement based on your state.\n\n**Public holidays** follow the federal calendar (New Year's Day, Australia Day, Good Friday, Easter Saturday, Easter Monday, ANZAC Day, King's Birthday, Christmas Day, Boxing Day) plus state-specific additions: Melbourne Cup Day in Victoria, EKKA Show Day in Queensland, Adelaide Cup Day in South Australia, Foundation Day in Western Australia, and Eight Hours Day in Tasmania.\n\n**Workers compensation** schemes are state-based. If you are injured at work, you must claim through your state scheme — icare in NSW, WorkSafe in Victoria, WorkCover Queensland, ReturnToWork SA, WorkCover WA, WorkSafe Tasmania, Comcare in the ACT, and NT WorkSafe in the Northern Territory.\n\n## Your Rights at Work\n\n**Unfair dismissal:** If you are dismissed and believe it was harsh, unjust, or unreasonable, you may apply to the Fair Work Commission for an unfair dismissal remedy under *Fair Work Act 2009* s.394. You must be outside your minimum employment period: 6 months for employers with 15 or more employees, or 12 months for small businesses (fewer than 15 employees). You must apply within **21 days** of dismissal.\n\n**General protections:** You cannot be dismissed or adversely treated for reasons such as taking sick leave, raising a workplace safety concern, making a complaint to the FWO, or exercising a workplace right (FWA Pt 3-1). General protections apply from day one of employment — there is no minimum employment period.\n\n**Right of entry:** Union officials holding an FWC entry permit have the right to enter workplaces to check compliance with modern awards and consult with members, subject to 24 hours' notice (reduced or waived in certain circumstances).\n\n**Workplace health and safety:** All employers have duties under the *Work Health and Safety Act 2011* (Cth) or the equivalent state WHS legislation to provide a safe working environment. In hair and beauty workplaces, this includes safe handling of chemicals (colour, bleach, relaxers), proper ventilation, and ergonomic considerations.\n\nIf you believe your employer is not paying you correctly, you can report this to the **Fair Work Ombudsman** (1300 724 690 or fairwork.gov.au). The FWO can investigate and recover underpaid wages.\n\n---\n\n*This article is for general information purposes only and does not constitute legal advice. For questions about your specific employment situation, contact your union, the Fair Work Ombudsman (1300 724 690) or a qualified employment lawyer. Verify all pay rates at [fairwork.gov.au](https:\u002F\u002Fwww.fairwork.gov.au).*\n","https:\u002F\u002Fpub-bdebbd2dad294475a2da0eb657815b6b.r2.dev\u002Fhero\u002F5392680c04ca-19a597.webp","Australian hairdresser checks award entitlements, hair and beauty sector 2026","Hair & Beauty Industry Award Pay Rates 2026 | Expert Zoom","Rights, pay rates and entitlements under the Hair and Beauty Industry Award 2010 — updated for 2025-26. Free guide for hairdressers and beauty therapists.","hair and beauty industry award 2010 pay rates entitlements 2026 australia","5392680c04ca",2117,[],{"draft":1155,"excerpt":34,"featured":1141,"metaTitle":2629,"countryCode":1144,"categorySlug":13,"languageCode":1145,"relatedTools":2636,"readingTimeMin":44,"metaDescription":2630},[29],208,"76172d07-be21-4943-84ca-61eedb55dca8","2026-06-09T18:13:04.000Z","2026-06-28T14:51:30.601Z",4.32,"2026-07-24T17:08:37.465Z","2026-05-29T14:30:01.894Z","2026-05-29T14:30:01.895Z","2026-07-24T17:08:37.466Z",{"id":1146,"name":767,"slug":769,"parentId":1140},22,{"cba-au-security-services-industry-award-2020":2649},{"slug":41,"title":42,"page_title":2650,"description":43,"content_md":2651,"local_slug":41,"json_ld":2652,"faq":2710,"tool_html":2732,"source":14,"category":13,"audience":12,"publish_mode":2733,"hero_image":45,"hero_image_alt":42},"Security Services Industry Award 2020 — Free Pay & Entitlements Calculator 2026","The Security Services Industry Award 2020 (MA000016) covers security officers, crowd controllers, alarm monitoring staff, and aviation security screeners across Australia. This free calculator covers all five classification levels (Level 1-5), pay and penalty rates effective 1 July 2025, NES redundancy pay, annual leave with 17.5% loading, notice periods, superannuation at 12%, and long service leave for all eight states and territories.",[2653,2691],{"@type":2654,"@context":2655,"mainEntity":2656},"FAQPage","https:\u002F\u002Fschema.org",[2657,2663,2667,2671,2675,2679,2683,2687],{"name":2658,"@type":2659,"acceptedAnswer":2660},"What are the current pay rates under the Security Services Industry Award 2020?","Question",{"text":2661,"@type":2662},"The Security Services Industry Award 2020 (MA000016) sets five classification levels effective from 1 July 2025: Level 1 — AUD $27.13\u002Fhour ($1,031.10\u002Fweek); Level 2 — AUD $27.91\u002Fhour ($1,060.60\u002Fweek); Level 3 — AUD $28.38\u002Fhour ($1,078.60\u002Fweek); Level 4 — AUD $28.86\u002Fhour ($1,096.60\u002Fweek); Level 5 — AUD $29.79\u002Fhour ($1,131.90\u002Fweek).","Answer",{"name":2664,"@type":2659,"acceptedAnswer":2665},"How much redundancy pay am I entitled to under the Security Services Industry Award 2020?",{"text":2666,"@type":2662},"The award follows the NES genuine redundancy scale (Fair Work Act 2009, Sch 4, s.119): 1 year — 4 weeks; 2 years — 6 weeks; 3 years — 7 weeks; 4 years — 8 weeks; 5 years — 10 weeks; 6 years — 11 weeks; 7 years — 13 weeks; 8 years — 14 weeks; 9 years — 16 weeks; 10+ years — 12 weeks (capped). Small business employers with fewer than 15 employees are exempt.",{"name":2668,"@type":2659,"acceptedAnswer":2669},"How many days annual leave do security workers get?",{"text":2670,"@type":2662},"Full-time employees receive 4 weeks (20 days) of paid annual leave per year. Shiftworkers who regularly work Sundays and public holidays receive 5 weeks (25 days). Annual leave loading of 17.5% applies. Casual employees receive a 25% loading instead of leave entitlements.",{"name":2672,"@type":2659,"acceptedAnswer":2673},"What is the notice period under the Security Services Industry Award 2020?",{"text":2674,"@type":2662},"The NES minimum notice (Fair Work Act 2009 s.117) applies: less than 1 year — 1 week; 1-3 years — 2 weeks; 3-5 years — 3 weeks; 5+ years — 4 weeks. Employees over 45 with 2+ years of service receive an additional 1 week's notice.",{"name":2676,"@type":2659,"acceptedAnswer":2677},"How much superannuation does my employer have to pay?",{"text":2678,"@type":2662},"Employers must contribute 12.0% of ordinary time earnings as the Superannuation Guarantee from 1 July 2025. The award's default funds are AustralianSuper and Australian Retirement Trust. Employees may choose their own complying super fund under Fair Work Act 2009 s.149A.",{"name":2680,"@type":2659,"acceptedAnswer":2681},"Does the Security Services Industry Award 2020 provide casual loading?",{"text":2682,"@type":2662},"Yes. Casual employees receive a 25% loading on top of the minimum hourly rate in lieu of leave entitlements and other permanent employee benefits. This is provided under NES section 67B.",{"name":2684,"@type":2659,"acceptedAnswer":2685},"What penalty rates apply to security workers on weekends and public holidays?",{"text":2686,"@type":2662},"Saturday: 150%; Sunday: 200%; Public holidays: 250%. Night shift (6 pm to midnight, midnight to 6 am): 121.7%. Permanent night shift workers: 130%. Overtime Monday to Saturday first 2 hours: 150%; after 2 hours: 200%.",{"name":2688,"@type":2659,"acceptedAnswer":2689},"What is the minimum wage for security workers in Australia in 2025-26?",{"text":2690,"@type":2662},"The National Minimum Wage from 1 July 2025 is AUD $24.10\u002Fhour. However, the Security Services Industry Award 2020 sets higher minimums: AUD $27.13\u002Fhour (Level 1) to AUD $29.79\u002Fhour (Level 5). The award rate always applies if it is higher than the National Minimum Wage.",{"url":2692,"name":2693,"@type":2694,"offers":2695,"@context":2655,"description":2699,"featureList":2700,"operatingSystem":2707,"applicationCategory":2708,"browserRequirements":2709},"https:\u002F\u002Fexpert-zoom.com\u002Fau\u002Fen\u002Femployment-law\u002Fcba-au-security-services-industry-award-2020","Security Services Industry Award 2020 — Free Pay and Entitlements Calculator","WebApplication",{"@type":2696,"price":2697,"priceCurrency":2698},"Offer","0","AUD","Free calculator for Australian security workers. Calculate pay rates, redundancy, annual leave, notice period, superannuation, and long service leave under the Security Services Industry Award 2020 (MA000016). Updated for 2025-26.",[2701,2702,2703,2704,2705,2706],"Pay calculator with 5 classification levels (Level 1–5)","NES redundancy pay calculator (Fair Work Act 2009 Sch 4)","Annual leave entitlement and 17.5% loading calculator","Notice period calculator (NES s.117 + over-45 supplement)","Superannuation calculator (SG 12% from 1 July 2025)","Long service leave by state\u002Fterritory (all 8 jurisdictions)","Any","FinanceApplication","Requires JavaScript",[2711,2713,2715,2718,2720,2723,2725,2727,2730],{"answer":2712,"question":2658},"The Security Services Industry Award 2020 (MA000016) sets five classification levels. Effective from 1 July 2025, the minimum hourly rates are: Level 1 — AUD $27.13\u002Fhour ($1,031.10\u002Fweek); Level 2 — AUD $27.91\u002Fhour ($1,060.60\u002Fweek); Level 3 — AUD $28.38\u002Fhour ($1,078.60\u002Fweek); Level 4 — AUD $28.86\u002Fhour ($1,096.60\u002Fweek); Level 5 — AUD $29.79\u002Fhour ($1,131.90\u002Fweek). These rates apply from the first full pay period on or after 1 July 2025 following the Fair Work Commission Annual Wage Review.",{"answer":2714,"question":2664},"The Security Services Industry Award 2020 does not enhance the National Employment Standards (NES) redundancy scale. Under the Fair Work Act 2009 (Schedule 4, section 119), you are entitled to between 4 and 16 weeks of pay depending on your years of service: 1 year — 4 weeks; 2 years — 6 weeks; 3 years — 7 weeks; 4 years — 8 weeks; 5 years — 10 weeks; 6 years — 11 weeks; 7 years — 13 weeks; 8 years — 14 weeks; 9 years — 16 weeks; 10+ years — 12 weeks (capped). Small business employers with fewer than 15 employees are exempt from paying NES redundancy pay.",{"answer":2716,"question":2717},"Full-time and part-time employees under the Security Services Industry Award 2020 are entitled to four weeks (20 days) of paid annual leave per year under the NES. Shiftworkers who regularly work Sundays and public holidays are entitled to five weeks (25 days). Annual leave loading of 17.5% applies — you receive the greater of ordinary earnings or base rate plus the 17.5% loading while on leave. Casual employees do not accrue annual leave; instead they receive a 25% casual loading.","How many days annual leave do security workers get under this award?",{"answer":2719,"question":2672},"The Security Services Industry Award 2020 does not provide notice periods above the NES minimum (Fair Work Act 2009, section 117). The statutory notice scale is: less than 1 year of service — 1 week; 1 to 3 years — 2 weeks; 3 to 5 years — 3 weeks; 5 or more years — 4 weeks. Employees aged over 45 who have completed at least 2 years of continuous service are entitled to an additional 1 week's notice. Employers may provide payment in lieu of notice instead of requiring the notice period to be worked out.",{"answer":2721,"question":2722},"Employers covered by the Security Services Industry Award 2020 must pay superannuation at the Superannuation Guarantee (SG) rate of 12.0% of ordinary time earnings from 1 July 2025, under the Superannuation Guarantee (Administration) Act 1992. The award nominates AustralianSuper and Australian Retirement Trust as default funds. Employees have the right to choose their own complying super fund under Fair Work Act 2009 section 149A. Super is paid on ordinary time earnings — this generally includes base pay, shift loadings, and ordinary-time allowances, but not overtime.","How much superannuation does my employer have to pay under this award?",{"answer":2724,"question":2680},"Yes. Casual employees under the Security Services Industry Award 2020 receive a 25% casual loading on top of the applicable minimum hourly rate for their classification level. This loading compensates for the absence of leave entitlements (annual leave, personal\u002Fcarer's leave) and other benefits available to permanent employees. The casual loading is provided for under National Employment Standards (NES) section 67B, effective from 26 August 2022. Note that casual employees may also be eligible for casual conversion to permanent employment under NES sections 66A to 66MA.",{"answer":2726,"question":2684},"Under the Security Services Industry Award 2020 (MA000016), the following penalty rates apply to full-time and part-time employees: night shift (6 pm to midnight, midnight to 6 am) — 121.7% of base rate; permanent night shift workers — 130%; Saturday — 150%; Sunday — 200%; public holidays — 250%. Overtime rates are: Monday to Saturday first 2 hours — 150%; Monday to Saturday after 2 hours — 200%; all Sunday overtime — 200%; public holiday overtime — 250%. Specific allowances also apply, including a first aid allowance of AUD $7.33 per shift and a firearm allowance of AUD $3.67 per shift.",{"answer":2728,"question":2729},"Casual employees are generally not entitled to NES redundancy pay because they do not have a firm expectation of continuing employment. However, if a casual employee has been engaged on a regular and systematic basis for 12 months or more and had a reasonable expectation of continuing employment, they may have rights under the NES, including access to unfair dismissal. If you are a long-term regular casual and believe your employment has been ended unfairly, contact the Fair Work Ombudsman (1300 724 690) or your union for advice. The small business employer exemption (fewer than 15 employees) applies regardless of casual status.","Can I be made redundant as a casual employee under the Security Services Industry Award 2020?",{"answer":2731,"question":2688},"The National Minimum Wage from 1 July 2025 is AUD $24.10 per hour (AUD $915.90 per week). However, most security workers are covered by the Security Services Industry Award 2020 (MA000016), which sets higher minimums: from AUD $27.13\u002Fhour (Level 1) to AUD $29.79\u002Fhour (Level 5). The award minimum always overrides the National Minimum Wage if it is higher. The Fair Work Commission conducts an Annual Wage Review each year — check fairwork.gov.au for any July 2026 updates.","\u003C!DOCTYPE html>\n\u003Chtml lang=\"en-AU\">\n\u003Chead>\n  \u003Cmeta charset=\"utf-8\">\n  \u003Cmeta name=\"viewport\" content=\"width=device-width,initial-scale=1\">\n  \u003Ctitle>Security Services Industry Award 2020 — Free Pay Calculator\u003C\u002Ftitle>\n  \u003Cscript src=\"https:\u002F\u002Funpkg.com\u002Flucide@0.439.0\u002Fdist\u002Fumd\u002Flucide.min.js\">\u003C\u002Fscript>\n  \u003Cstyle>\n    *, *::before, *::after { box-sizing: border-box; margin: 0; padding: 0; }\n    body {\n      font-family: system-ui, -apple-system, sans-serif;\n      background: #fafaf9;\n      color: #1c1917;\n      font-size: 15px;\n      line-height: 1.6;\n    }\n    .tool-root { max-width: 780px; margin: 0 auto; padding: 16px; }\n    header { margin-bottom: 18px; }\n    header h1 { font-size: 1.25rem; font-weight: 700; color: #1e3a5f; line-height: 1.3; }\n    header p.meta { font-size: 0.8rem; 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font-weight: 800; font-variant-numeric: tabular-nums; }\n\n    \u002F* Callout *\u002F\n    .callout {\n      background: #f0f9ff; border-left: 3px solid #2563eb;\n      border-radius: 0 8px 8px 0; padding: 10px 14px;\n      font-size: 0.8rem; color: #374151; margin-bottom: 14px;\n      line-height: 1.5;\n    }\n    .callout strong { color: #1e3a5f; }\n\n    \u002F* Table *\u002F\n    .rate-table { width: 100%; border-collapse: collapse; font-size: 0.82rem; margin: 8px 0 14px; }\n    .rate-table th {\n      background: #1e3a5f; color: #fff;\n      padding: 7px 10px; text-align: left; font-weight: 600;\n    }\n    .rate-table td { padding: 6px 10px; border-bottom: 1px solid #e7e5e4; }\n    .rate-table tr:last-child td { border-bottom: none; }\n    .rate-table tr:nth-child(even) td { background: #f8fafc; }\n    .rate-table .num { text-align: right; font-variant-numeric: tabular-nums; }\n\n    \u002F* Info badge *\u002F\n    .badge {\n      display: inline-block; background: #dbeafe;\n      color: #1e40af; border-radius: 6px;\n      padding: 2px 8px; font-size: 0.75rem; font-weight: 600;\n    }\n\n    \u002F* Note *\u002F\n    .note {\n      font-size: 0.78rem; color: #78716c;\n      margin-top: 8px; line-height: 1.5;\n    }\n\n    \u002F* Disclaimer *\u002F\n    .disclaimer {\n      background: #fff7ed; border: 1px solid #fed7aa;\n      border-radius: 10px; padding: 12px 14px;\n      font-size: 0.76rem; color: #92400e;\n      margin-top: 18px; line-height: 1.55;\n    }\n    .disclaimer strong { color: #78350f; }\n\n    \u002F* Eligibility status *\u002F\n    .status-met { color: #15803d; font-weight: 700; }\n    .status-not { color: #b45309; font-weight: 700; }\n  \u003C\u002Fstyle>\n\u003C\u002Fhead>\n\u003Cbody>\n\u003Cmain class=\"tool-root\">\n  \u003Cheader>\n    \u003Ch1>Security Services Industry Award 2020 — Free Pay & Entitlements Calculator\u003C\u002Fh1>\n    \u003Cp class=\"meta\">MA000016 · Fair Work Commission · Rates effective 1 July 2025\u003C\u002Fp>\n  \u003C\u002Fheader>\n\n  \u003C!-- Tab nav -->\n  \u003Cnav class=\"tabs-nav\" role=\"tablist\" aria-label=\"Calculator tabs\">\n    \u003Cbutton type=\"button\" class=\"tab-btn active\" data-tab=\"pay\" role=\"tab\" aria-selected=\"true\">\n      \u003Ci data-lucide=\"calculator\">\u003C\u002Fi>Pay\n    \u003C\u002Fbutton>\n    \u003Cbutton type=\"button\" class=\"tab-btn\" data-tab=\"redundancy\" role=\"tab\" aria-selected=\"false\">\n      \u003Ci data-lucide=\"briefcase\">\u003C\u002Fi>Redundancy\n    \u003C\u002Fbutton>\n    \u003Cbutton type=\"button\" class=\"tab-btn\" data-tab=\"leave\" role=\"tab\" aria-selected=\"false\">\n      \u003Ci data-lucide=\"umbrella\">\u003C\u002Fi>Annual Leave\n    \u003C\u002Fbutton>\n    \u003Cbutton type=\"button\" class=\"tab-btn\" data-tab=\"notice\" role=\"tab\" aria-selected=\"false\">\n      \u003Ci data-lucide=\"bell\">\u003C\u002Fi>Notice Period\n    \u003C\u002Fbutton>\n    \u003Cbutton type=\"button\" class=\"tab-btn\" data-tab=\"super\" role=\"tab\" aria-selected=\"false\">\n      \u003Ci data-lucide=\"piggy-bank\">\u003C\u002Fi>Superannuation\n    \u003C\u002Fbutton>\n    \u003Cbutton type=\"button\" class=\"tab-btn\" data-tab=\"lsl\" role=\"tab\" aria-selected=\"false\">\n      \u003Ci data-lucide=\"map-pin\">\u003C\u002Fi>Long Service Leave\n    \u003C\u002Fbutton>\n  \u003C\u002Fnav>\n\n  \u003C!-- TAB 1: Pay Calculator -->\n  \u003Cdiv class=\"tab-panel active\" id=\"tab-pay\" role=\"tabpanel\">\n    \u003Cdiv class=\"callout\">\n      \u003Cstrong>Security Services Industry Award 2020 (MA000016)\u003C\u002Fstrong> — Five classification levels from\n      Level 1 ($27.13\u002Fhr) to Level 5 ($29.79\u002Fhr), effective 1 July 2025. Select your level below.\n    \u003C\u002Fdiv>\n    \u003Cdiv class=\"card\">\n      \u003Cdiv class=\"card-title\">\u003Ci data-lucide=\"user\">\u003C\u002Fi>Your Details\u003C\u002Fdiv>\n      \u003Cdiv class=\"form-row\">\n        \u003Clabel for=\"pay-level\">Classification Level\u003C\u002Flabel>\n        \u003Cselect id=\"pay-level\">\n          \u003Coption value=\"27.13\">Level 1 — Security Officer ($27.13\u002Fhr)\u003C\u002Foption>\n          \u003Coption value=\"27.91\">Level 2 — Security Officer ($27.91\u002Fhr)\u003C\u002Foption>\n          \u003Coption value=\"28.38\">Level 3 — Security Officer ($28.38\u002Fhr)\u003C\u002Foption>\n          \u003Coption value=\"28.86\">Level 4 — Security Officer ($28.86\u002Fhr)\u003C\u002Foption>\n          \u003Coption value=\"29.79\">Level 5 — Security Officer\u002FSupervisor ($29.79\u002Fhr)\u003C\u002Foption>\n          \u003Coption value=\"custom\">Custom hourly rate…\u003C\u002Foption>\n        \u003C\u002Fselect>\n      \u003C\u002Fdiv>\n      \u003Cdiv class=\"form-row\" id=\"pay-custom-row\" style=\"display:none\">\n        \u003Clabel for=\"pay-custom-rate\">Custom hourly rate (AUD)\u003C\u002Flabel>\n        \u003Cinput type=\"number\" id=\"pay-custom-rate\" min=\"0\" step=\"0.01\" placeholder=\"e.g. 30.50\">\n      \u003C\u002Fdiv>\n      \u003Cdiv class=\"form-grid\">\n        \u003Cdiv class=\"form-row\">\n          \u003Clabel for=\"pay-hours\">Weekly hours\u003C\u002Flabel>\n          \u003Cinput type=\"number\" id=\"pay-hours\" value=\"38\" min=\"1\" max=\"60\">\n        \u003C\u002Fdiv>\n        \u003Cdiv class=\"form-row\">\n          \u003Clabel for=\"pay-type\">Employment type\u003C\u002Flabel>\n          \u003Cselect id=\"pay-type\">\n            \u003Coption value=\"fulltime\">Full-time\u003C\u002Foption>\n            \u003Coption value=\"parttime\">Part-time\u003C\u002Foption>\n            \u003Coption value=\"casual\">Casual (+25% loading)\u003C\u002Foption>\n          \u003C\u002Fselect>\n        \u003C\u002Fdiv>\n      \u003C\u002Fdiv>\n      \u003Cdiv class=\"form-row\">\n        \u003Clabel for=\"pay-residency\">Tax residency\u003C\u002Flabel>\n        \u003Cselect id=\"pay-residency\">\n          \u003Coption value=\"resident\">Australian resident\u003C\u002Foption>\n          \u003Coption value=\"whm\">Working Holiday Maker (15% flat)\u003C\u002Foption>\n          \u003Coption value=\"nonresident\">Non-resident (32.5% from $1)\u003C\u002Foption>\n        \u003C\u002Fselect>\n      \u003C\u002Fdiv>\n    \u003C\u002Fdiv>\n    \u003Cdiv class=\"results\" id=\"pay-results\">\n      \u003Cdiv class=\"result-row\">\u003Cspan class=\"result-label\">Base hourly rate\u003C\u002Fspan>\u003Cspan class=\"result-value\" id=\"r-hourly\">—\u003C\u002Fspan>\u003C\u002Fdiv>\n      \u003Cdiv class=\"result-row\">\u003Cspan class=\"result-label\">Annual gross salary\u003C\u002Fspan>\u003Cspan class=\"result-value\" id=\"r-annual\">—\u003C\u002Fspan>\u003C\u002Fdiv>\n      \u003Cdiv class=\"result-row\">\u003Cspan class=\"result-label\">Monthly gross\u003C\u002Fspan>\u003Cspan class=\"result-value\" id=\"r-monthly-gross\">—\u003C\u002Fspan>\u003C\u002Fdiv>\n      \u003Cdiv class=\"result-row\">\u003Cspan class=\"result-label\">Estimated PAYG income tax\u003C\u002Fspan>\u003Cspan class=\"result-value\" id=\"r-tax\">—\u003C\u002Fspan>\u003C\u002Fdiv>\n      \u003Cdiv class=\"result-row\">\u003Cspan class=\"result-label\">Low Income Tax Offset (LITO)\u003C\u002Fspan>\u003Cspan class=\"result-value\" id=\"r-lito\">—\u003C\u002Fspan>\u003C\u002Fdiv>\n      \u003Cdiv class=\"result-row\">\u003Cspan class=\"result-label\">Medicare Levy (2%)\u003C\u002Fspan>\u003Cspan class=\"result-value\" id=\"r-medicare\">—\u003C\u002Fspan>\u003C\u002Fdiv>\n      \u003Cdiv class=\"result-row\">\u003Cspan class=\"result-label\">Employer super (SG 12%)\u003C\u002Fspan>\u003Cspan class=\"result-value\" id=\"r-super-pay\">—\u003C\u002Fspan>\u003C\u002Fdiv>\n      \u003Cdiv class=\"result-highlight\">\n        \u003Cspan class=\"label\">Estimated monthly net take-home\u003C\u002Fspan>\n        \u003Cspan class=\"value\" id=\"r-net\">—\u003C\u002Fspan>\n      \u003C\u002Fdiv>\n    \u003C\u002Fdiv>\n    \u003Cp class=\"note\">Estimates based on 2025–26 PAYG rates. Does not include HELP\u002FHECS repayments, salary sacrifice, or state payroll taxes. Employer super is shown separately — it is not deducted from take-home pay.\u003C\u002Fp>\n\n    \u003Cdiv class=\"card\" style=\"margin-top:16px\">\n      \u003Cdiv class=\"card-title\">\u003Ci data-lucide=\"clock\">\u003C\u002Fi>Common Penalty & Overtime Rates\u003C\u002Fdiv>\n      \u003Ctable class=\"rate-table\">\n        \u003Cthead>\u003Ctr>\u003Cth>When\u003C\u002Fth>\u003Cth class=\"num\">% of base rate\u003C\u002Fth>\u003C\u002Ftr>\u003C\u002Fthead>\n        \u003Ctbody>\n          \u003Ctr>\u003Ctd>Ordinary hours — weekday\u003C\u002Ftd>\u003Ctd class=\"num\">100%\u003C\u002Ftd>\u003C\u002Ftr>\n          \u003Ctr>\u003Ctd>Night shift (6 pm–midnight, midnight–6 am)\u003C\u002Ftd>\u003Ctd class=\"num\">121.7%\u003C\u002Ftd>\u003C\u002Ftr>\n          \u003Ctr>\u003Ctd>Permanent night shift workers\u003C\u002Ftd>\u003Ctd class=\"num\">130%\u003C\u002Ftd>\u003C\u002Ftr>\n          \u003Ctr>\u003Ctd>Saturday\u003C\u002Ftd>\u003Ctd class=\"num\">150%\u003C\u002Ftd>\u003C\u002Ftr>\n          \u003Ctr>\u003Ctd>Sunday\u003C\u002Ftd>\u003Ctd class=\"num\">200%\u003C\u002Ftd>\u003C\u002Ftr>\n          \u003Ctr>\u003Ctd>Public holidays\u003C\u002Ftd>\u003Ctd class=\"num\">250%\u003C\u002Ftd>\u003C\u002Ftr>\n          \u003Ctr>\u003Ctd>Overtime — Mon–Sat, first 2 hrs\u003C\u002Ftd>\u003Ctd class=\"num\">150%\u003C\u002Ftd>\u003C\u002Ftr>\n          \u003Ctr>\u003Ctd>Overtime — Mon–Sat, after 2 hrs\u003C\u002Ftd>\u003Ctd class=\"num\">200%\u003C\u002Ftd>\u003C\u002Ftr>\n          \u003Ctr>\u003Ctd>Overtime — Sunday (all hours)\u003C\u002Ftd>\u003Ctd class=\"num\">200%\u003C\u002Ftd>\u003C\u002Ftr>\n        \u003C\u002Ftbody>\n      \u003C\u002Ftable>\n    \u003C\u002Fdiv>\n  \u003C\u002Fdiv>\n\n  \u003C!-- TAB 2: Redundancy -->\n  \u003Cdiv class=\"tab-panel\" id=\"tab-redundancy\" role=\"tabpanel\">\n    \u003Cdiv class=\"callout\">\n      \u003Cstrong>NES genuine redundancy pay\u003C\u002Fstrong> (Fair Work Act 2009, Sch 4, s.119). The Security Services\n      Industry Award 2020 does not enhance the NES scale. Small business employers (<15 employees) are exempt.\n    \u003C\u002Fdiv>\n    \u003Cdiv class=\"card\">\n      \u003Cdiv class=\"card-title\">\u003Ci data-lucide=\"briefcase\">\u003C\u002Fi>Your Details\u003C\u002Fdiv>\n      \u003Cdiv class=\"form-grid\">\n        \u003Cdiv class=\"form-row\">\n          \u003Clabel for=\"red-years\">Years of continuous service\u003C\u002Flabel>\n          \u003Cinput type=\"number\" id=\"red-years\" value=\"3\" min=\"0\" max=\"50\" step=\"0.5\">\n        \u003C\u002Fdiv>\n        \u003Cdiv class=\"form-row\">\n          \u003Clabel for=\"red-weekly\">Weekly gross pay (AUD)\u003C\u002Flabel>\n          \u003Cinput type=\"number\" id=\"red-weekly\" value=\"1078.60\" min=\"0\" step=\"0.01\">\n        \u003C\u002Fdiv>\n      \u003C\u002Fdiv>\n      \u003Cdiv class=\"form-row\">\n        \u003Clabel for=\"red-size\">Employer size\u003C\u002Flabel>\n        \u003Cselect id=\"red-size\">\n          \u003Coption value=\"regular\">Regular employer (15+ employees)\u003C\u002Foption>\n          \u003Coption value=\"small\">Small business (<15 employees)\u003C\u002Foption>\n        \u003C\u002Fselect>\n      \u003C\u002Fdiv>\n    \u003C\u002Fdiv>\n    \u003Cdiv class=\"results\" id=\"red-results\">\n      \u003Cdiv class=\"result-row\">\u003Cspan class=\"result-label\">Years of service\u003C\u002Fspan>\u003Cspan class=\"result-value\" id=\"r-red-years\">—\u003C\u002Fspan>\u003C\u002Fdiv>\n      \u003Cdiv class=\"result-row\">\u003Cspan class=\"result-label\">NES redundancy scale — weeks\u003C\u002Fspan>\u003Cspan class=\"result-value\" id=\"r-red-weeks\">—\u003C\u002Fspan>\u003C\u002Fdiv>\n      \u003Cdiv class=\"result-row\">\u003Cspan class=\"result-label\">Weekly rate used\u003C\u002Fspan>\u003Cspan class=\"result-value\" id=\"r-red-weekly\">—\u003C\u002Fspan>\u003C\u002Fdiv>\n      \u003Cdiv class=\"result-highlight\">\n        \u003Cspan class=\"label\">Total NES redundancy pay\u003C\u002Fspan>\n        \u003Cspan class=\"value\" id=\"r-red-total\">—\u003C\u002Fspan>\n      \u003C\u002Fdiv>\n      \u003Cdiv class=\"result-row\" style=\"margin-top:8px\">\u003Cspan class=\"result-label\">Tax-free threshold (approx.)\u003C\u002Fspan>\u003Cspan class=\"result-value\" id=\"r-red-taxfree\">—\u003C\u002Fspan>\u003C\u002Fdiv>\n    \u003C\u002Fdiv>\n    \u003Cdiv class=\"card\" style=\"margin-top:16px\">\n      \u003Cdiv class=\"card-title\">\u003Ci data-lucide=\"list\">\u003C\u002Fi>NES Redundancy Pay Scale\u003C\u002Fdiv>\n      \u003Ctable class=\"rate-table\">\n        \u003Cthead>\u003Ctr>\u003Cth>Years of service\u003C\u002Fth>\u003Cth class=\"num\">Weeks of pay\u003C\u002Fth>\u003C\u002Ftr>\u003C\u002Fthead>\n        \u003Ctbody>\n          \u003Ctr>\u003Ctd>At least 1 year and less than 2\u003C\u002Ftd>\u003Ctd class=\"num\">4\u003C\u002Ftd>\u003C\u002Ftr>\n          \u003Ctr>\u003Ctd>At least 2 years and less than 3\u003C\u002Ftd>\u003Ctd class=\"num\">6\u003C\u002Ftd>\u003C\u002Ftr>\n          \u003Ctr>\u003Ctd>At least 3 years and less than 4\u003C\u002Ftd>\u003Ctd class=\"num\">7\u003C\u002Ftd>\u003C\u002Ftr>\n          \u003Ctr>\u003Ctd>At least 4 years and less than 5\u003C\u002Ftd>\u003Ctd class=\"num\">8\u003C\u002Ftd>\u003C\u002Ftr>\n          \u003Ctr>\u003Ctd>At least 5 years and less than 6\u003C\u002Ftd>\u003Ctd class=\"num\">10\u003C\u002Ftd>\u003C\u002Ftr>\n          \u003Ctr>\u003Ctd>At least 6 years and less than 7\u003C\u002Ftd>\u003Ctd class=\"num\">11\u003C\u002Ftd>\u003C\u002Ftr>\n          \u003Ctr>\u003Ctd>At least 7 years and less than 8\u003C\u002Ftd>\u003Ctd class=\"num\">13\u003C\u002Ftd>\u003C\u002Ftr>\n          \u003Ctr>\u003Ctd>At least 8 years and less than 9\u003C\u002Ftd>\u003Ctd class=\"num\">14\u003C\u002Ftd>\u003C\u002Ftr>\n          \u003Ctr>\u003Ctd>At least 9 years and less than 10\u003C\u002Ftd>\u003Ctd class=\"num\">16\u003C\u002Ftd>\u003C\u002Ftr>\n          \u003Ctr>\u003Ctd>10 or more years\u003C\u002Ftd>\u003Ctd class=\"num\">12 (capped)\u003C\u002Ftd>\u003C\u002Ftr>\n        \u003C\u002Ftbody>\n      \u003C\u002Ftable>\n    \u003C\u002Fdiv>\n    \u003Cp class=\"note\">Genuine redundancy pay is tax-free up to AUD $12,524 + $6,264 per completed year of service (2025–26). Amounts above the cap are taxed as an employment termination payment (ETP). Contact a tax adviser for your individual situation.\u003C\u002Fp>\n  \u003C\u002Fdiv>\n\n  \u003C!-- TAB 3: Annual Leave -->\n  \u003Cdiv class=\"tab-panel\" id=\"tab-leave\" role=\"tabpanel\">\n    \u003Cdiv class=\"callout\">\n      \u003Cstrong>NES minimum:\u003C\u002Fstrong> 4 weeks (20 days) paid annual leave per year under Fair Work Act 2009 s.87.\n      Shiftworkers under the Security Services Industry Award 2020 who regularly work Sundays and public holidays are entitled to\n      \u003Cstrong>5 weeks\u003C\u002Fstrong>. Annual leave loading is \u003Cstrong>17.5%\u003C\u002Fstrong> under this award.\n    \u003C\u002Fdiv>\n    \u003Cdiv class=\"card\">\n      \u003Cdiv class=\"card-title\">\u003Ci data-lucide=\"umbrella\">\u003C\u002Fi>Your Details\u003C\u002Fdiv>\n      \u003Cdiv class=\"form-grid\">\n        \u003Cdiv class=\"form-row\">\n          \u003Clabel for=\"leave-type\">Employment type\u003C\u002Flabel>\n          \u003Cselect id=\"leave-type\">\n            \u003Coption value=\"fulltime\">Full-time (38 hrs\u002Fweek)\u003C\u002Foption>\n            \u003Coption value=\"parttime\">Part-time (enter hours below)\u003C\u002Foption>\n          \u003C\u002Fselect>\n        \u003C\u002Fdiv>\n        \u003Cdiv class=\"form-row\">\n          \u003Clabel for=\"leave-hours\">Weekly contracted hours\u003C\u002Flabel>\n          \u003Cinput type=\"number\" id=\"leave-hours\" value=\"38\" min=\"1\" max=\"38\">\n        \u003C\u002Fdiv>\n      \u003C\u002Fdiv>\n      \u003Cdiv class=\"form-grid\">\n        \u003Cdiv class=\"form-row\">\n          \u003Clabel for=\"leave-shift\">Worker type\u003C\u002Flabel>\n          \u003Cselect id=\"leave-shift\">\n            \u003Coption value=\"standard\">Standard (4 weeks leave)\u003C\u002Foption>\n            \u003Coption value=\"shiftworker\">Shiftworker (5 weeks leave)\u003C\u002Foption>\n          \u003C\u002Fselect>\n        \u003C\u002Fdiv>\n        \u003Cdiv class=\"form-row\">\n          \u003Clabel for=\"leave-rate\">Hourly rate (AUD)\u003C\u002Flabel>\n          \u003Cinput type=\"number\" id=\"leave-rate\" value=\"27.13\" min=\"0\" step=\"0.01\">\n        \u003C\u002Fdiv>\n      \u003C\u002Fdiv>\n      \u003Cdiv class=\"form-row\">\n        \u003Clabel for=\"leave-accrued\">Accrued leave already taken this year (days)\u003C\u002Flabel>\n        \u003Cinput type=\"number\" id=\"leave-accrued\" value=\"0\" min=\"0\" max=\"25\">\n      \u003C\u002Fdiv>\n    \u003C\u002Fdiv>\n    \u003Cdiv class=\"results\">\n      \u003Cdiv class=\"result-row\">\u003Cspan class=\"result-label\">Annual leave entitlement\u003C\u002Fspan>\u003Cspan class=\"result-value\" id=\"r-leave-days\">—\u003C\u002Fspan>\u003C\u002Fdiv>\n      \u003Cdiv class=\"result-row\">\u003Cspan class=\"result-label\">Annual leave entitlement (hours)\u003C\u002Fspan>\u003Cspan class=\"result-value\" id=\"r-leave-hours\">—\u003C\u002Fspan>\u003C\u002Fdiv>\n      \u003Cdiv class=\"result-row\">\u003Cspan class=\"result-label\">Leave remaining this year\u003C\u002Fspan>\u003Cspan class=\"result-value\" id=\"r-leave-remaining\">—\u003C\u002Fspan>\u003C\u002Fdiv>\n      \u003Cdiv class=\"result-row\">\u003Cspan class=\"result-label\">Annual leave loading (17.5%)\u003C\u002Fspan>\u003Cspan class=\"result-value\" id=\"r-leave-loading\">—\u003C\u002Fspan>\u003C\u002Fdiv>\n      \u003Cdiv class=\"result-row\">\u003Cspan class=\"result-label\">Accrual rate per month\u003C\u002Fspan>\u003Cspan class=\"result-value\" id=\"r-leave-accrual-month\">—\u003C\u002Fspan>\u003C\u002Fdiv>\n      \u003Cdiv class=\"result-row\">\u003Cspan class=\"result-label\">Accrual rate per fortnight\u003C\u002Fspan>\u003Cspan class=\"result-value\" id=\"r-leave-accrual-fort\">—\u003C\u002Fspan>\u003C\u002Fdiv>\n      \u003Cdiv class=\"result-highlight\">\n        \u003Cspan class=\"label\">Value of full annual leave entitlement\u003C\u002Fspan>\n        \u003Cspan class=\"value\" id=\"r-leave-value\">—\u003C\u002Fspan>\n      \u003C\u002Fdiv>\n    \u003C\u002Fdiv>\n    \u003Cp class=\"note\">Pro-rata entitlement shown for part-time employees based on contracted hours relative to a 38-hour week. Leave loading applies to base rate only — not penalties or allowances.\u003C\u002Fp>\n  \u003C\u002Fdiv>\n\n  \u003C!-- TAB 4: Notice Period -->\n  \u003Cdiv class=\"tab-panel\" id=\"tab-notice\" role=\"tabpanel\">\n    \u003Cdiv class=\"callout\">\n      \u003Cstrong>Fair Work Act 2009 s.117\u003C\u002Fstrong> — The Security Services Industry Award 2020 does not provide\n      notice periods above the NES minimum. Statutory notice: 1–4 weeks based on service, plus 1 extra week for\n      employees over 45 with 2+ years of service.\n    \u003C\u002Fdiv>\n    \u003Cdiv class=\"card\">\n      \u003Cdiv class=\"card-title\">\u003Ci data-lucide=\"bell\">\u003C\u002Fi>Your Details\u003C\u002Fdiv>\n      \u003Cdiv class=\"form-grid\">\n        \u003Cdiv class=\"form-row\">\n          \u003Clabel for=\"notice-years\">Years of continuous service\u003C\u002Flabel>\n          \u003Cinput type=\"number\" id=\"notice-years\" value=\"3\" min=\"0\" max=\"50\" step=\"0.5\">\n        \u003C\u002Fdiv>\n        \u003Cdiv class=\"form-row\">\n          \u003Clabel for=\"notice-age\">Your age\u003C\u002Flabel>\n          \u003Cinput type=\"number\" id=\"notice-age\" value=\"35\" min=\"15\" max=\"80\">\n        \u003C\u002Fdiv>\n      \u003C\u002Fdiv>\n      \u003Cdiv class=\"form-grid\">\n        \u003Cdiv class=\"form-row\">\n          \u003Clabel for=\"notice-direction\">Direction\u003C\u002Flabel>\n          \u003Cselect id=\"notice-direction\">\n            \u003Coption value=\"employer\">Employer dismissing me\u003C\u002Foption>\n            \u003Coption value=\"employee\">I am resigning\u003C\u002Foption>\n          \u003C\u002Fselect>\n        \u003C\u002Fdiv>\n        \u003Cdiv class=\"form-row\">\n          \u003Clabel for=\"notice-weekly\">Weekly gross pay (AUD)\u003C\u002Flabel>\n          \u003Cinput type=\"number\" id=\"notice-weekly\" value=\"1078.60\" min=\"0\" step=\"0.01\">\n        \u003C\u002Fdiv>\n      \u003C\u002Fdiv>\n      \u003Cdiv class=\"form-row\">\n        \u003Clabel for=\"notice-date\">Notice start date\u003C\u002Flabel>\n        \u003Cinput type=\"date\" id=\"notice-date\">\n      \u003C\u002Fdiv>\n    \u003C\u002Fdiv>\n    \u003Cdiv class=\"results\">\n      \u003Cdiv class=\"result-row\">\u003Cspan class=\"result-label\">NES minimum notice (weeks)\u003C\u002Fspan>\u003Cspan class=\"result-value\" id=\"r-notice-weeks\">—\u003C\u002Fspan>\u003C\u002Fdiv>\n      \u003Cdiv class=\"result-row\">\u003Cspan class=\"result-label\">Over-45 supplement\u003C\u002Fspan>\u003Cspan class=\"result-value\" id=\"r-notice-supplement\">—\u003C\u002Fspan>\u003C\u002Fdiv>\n      \u003Cdiv class=\"result-row\">\u003Cspan class=\"result-label\">Total notice period\u003C\u002Fspan>\u003Cspan class=\"result-value\" id=\"r-notice-total\">—\u003C\u002Fspan>\u003C\u002Fdiv>\n      \u003Cdiv class=\"result-row\">\u003Cspan class=\"result-label\">Last working day (estimated)\u003C\u002Fspan>\u003Cspan class=\"result-value\" id=\"r-notice-lastday\">—\u003C\u002Fspan>\u003C\u002Fdiv>\n      \u003Cdiv class=\"result-highlight\">\n        \u003Cspan class=\"label\">Payment in lieu of notice\u003C\u002Fspan>\n        \u003Cspan class=\"value\" id=\"r-notice-pil\">—\u003C\u002Fspan>\n      \u003C\u002Fdiv>\n    \u003C\u002Fdiv>\n    \u003Cp class=\"note\">Unfair dismissal access: 6-month qualifying period (12 months for small business employees). Applications must be lodged with the Fair Work Commission within 21 days of dismissal.\u003C\u002Fp>\n  \u003C\u002Fdiv>\n\n  \u003C!-- TAB 5: Superannuation -->\n  \u003Cdiv class=\"tab-panel\" id=\"tab-super\" role=\"tabpanel\">\n    \u003Cdiv class=\"callout\">\n      \u003Cstrong>Superannuation Guarantee (SG): 12.0% from 1 July 2025\u003C\u002Fstrong> (Superannuation Guarantee\n      (Administration) Act 1992). The Security Services Industry Award 2020 nominates AustralianSuper and\n      Australian Retirement Trust as default funds. You have the right to choose your own fund (Fair Work Act 2009 s.149A).\n    \u003C\u002Fdiv>\n    \u003Cdiv class=\"card\">\n      \u003Cdiv class=\"card-title\">\u003Ci data-lucide=\"piggy-bank\">\u003C\u002Fi>Your Details\u003C\u002Fdiv>\n      \u003Cdiv class=\"form-grid\">\n        \u003Cdiv class=\"form-row\">\n          \u003Clabel for=\"super-annual\">Annual gross salary (AUD)\u003C\u002Flabel>\n          \u003Cinput type=\"number\" id=\"super-annual\" value=\"54700\" min=\"0\" step=\"100\">\n        \u003C\u002Fdiv>\n        \u003Cdiv class=\"form-row\">\n          \u003Clabel for=\"super-rate\">SG rate (%)\u003C\u002Flabel>\n          \u003Cinput type=\"number\" id=\"super-rate\" value=\"12\" min=\"0\" max=\"30\" step=\"0.5\">\n        \u003C\u002Fdiv>\n      \u003C\u002Fdiv>\n      \u003Cdiv class=\"form-row\">\n        \u003Clabel for=\"super-voluntary\">Voluntary employee contribution (AUD\u002Fmonth)\u003C\u002Flabel>\n        \u003Cinput type=\"number\" id=\"super-voluntary\" value=\"0\" min=\"0\" step=\"50\">\n      \u003C\u002Fdiv>\n      \u003Cdiv class=\"form-row\">\n        \u003Clabel for=\"super-type\">Employment type\u003C\u002Flabel>\n        \u003Cselect id=\"super-type\">\n          \u003Coption value=\"fulltime\">Full-time \u002F Part-time\u003C\u002Foption>\n          \u003Coption value=\"casual\">Casual\u003C\u002Foption>\n        \u003C\u002Fselect>\n      \u003C\u002Fdiv>\n    \u003C\u002Fdiv>\n    \u003Cdiv class=\"results\">\n      \u003Cdiv class=\"result-row\">\u003Cspan class=\"result-label\">Employer SG contribution (per year)\u003C\u002Fspan>\u003Cspan class=\"result-value\" id=\"r-super-annual\">—\u003C\u002Fspan>\u003C\u002Fdiv>\n      \u003Cdiv class=\"result-row\">\u003Cspan class=\"result-label\">Employer SG contribution (per month)\u003C\u002Fspan>\u003Cspan class=\"result-value\" id=\"r-super-month\">—\u003C\u002Fspan>\u003C\u002Fdiv>\n      \u003Cdiv class=\"result-row\">\u003Cspan class=\"result-label\">Voluntary contribution (per year)\u003C\u002Fspan>\u003Cspan class=\"result-value\" id=\"r-super-vol-annual\">—\u003C\u002Fspan>\u003C\u002Fdiv>\n      \u003Cdiv class=\"result-row\">\u003Cspan class=\"result-label\">Concessional contributions cap (2025–26)\u003C\u002Fspan>\u003Cspan class=\"result-value\">AUD $30,000\u003C\u002Fspan>\u003C\u002Fdiv>\n      \u003Cdiv class=\"result-highlight\">\n        \u003Cspan class=\"label\">Total super per year (SG + voluntary)\u003C\u002Fspan>\n        \u003Cspan class=\"value\" id=\"r-super-total\">—\u003C\u002Fspan>\n      \u003C\u002Fdiv>\n      \u003Cdiv class=\"result-row\" style=\"margin-top:8px\">\u003Cspan class=\"result-label\">Cap headroom remaining\u003C\u002Fspan>\u003Cspan class=\"result-value\" id=\"r-super-headroom\">—\u003C\u002Fspan>\u003C\u002Fdiv>\n    \u003C\u002Fdiv>\n    \u003Cp class=\"note\">Ordinary time earnings (OTE) generally include base pay, shift loadings, and ordinary-time allowances — but not overtime. Super is paid on OTE, not total gross including overtime. Check your award and payslip.\u003C\u002Fp>\n  \u003C\u002Fdiv>\n\n  \u003C!-- TAB 6: Long Service Leave -->\n  \u003Cdiv class=\"tab-panel\" id=\"tab-lsl\" role=\"tabpanel\">\n    \u003Cdiv class=\"callout\">\n      \u003Cstrong>Long service leave is state\u002Fterritory legislation\u003C\u002Fstrong> — not the Fair Work Act.\n      Qualifying periods and entitlements differ significantly by jurisdiction. Select your state or territory below.\n    \u003C\u002Fdiv>\n    \u003Cdiv class=\"card\">\n      \u003Cdiv class=\"card-title\">\u003Ci data-lucide=\"map-pin\">\u003C\u002Fi>Your Details\u003C\u002Fdiv>\n      \u003Cdiv class=\"form-grid\">\n        \u003Cdiv class=\"form-row\">\n          \u003Clabel for=\"lsl-state\">State \u002F Territory\u003C\u002Flabel>\n          \u003Cselect id=\"lsl-state\">\n            \u003Coption value=\"nsw\">New South Wales\u003C\u002Foption>\n            \u003Coption value=\"vic\">Victoria\u003C\u002Foption>\n            \u003Coption value=\"qld\">Queensland\u003C\u002Foption>\n            \u003Coption value=\"sa\">South Australia\u003C\u002Foption>\n            \u003Coption value=\"wa\">Western Australia\u003C\u002Foption>\n            \u003Coption value=\"tas\">Tasmania\u003C\u002Foption>\n            \u003Coption value=\"act\">ACT\u003C\u002Foption>\n            \u003Coption value=\"nt\">Northern Territory\u003C\u002Foption>\n          \u003C\u002Fselect>\n        \u003C\u002Fdiv>\n        \u003Cdiv class=\"form-row\">\n          \u003Clabel for=\"lsl-years\">Years of continuous service\u003C\u002Flabel>\n          \u003Cinput type=\"number\" id=\"lsl-years\" value=\"8\" min=\"0\" max=\"50\" step=\"0.5\">\n        \u003C\u002Fdiv>\n      \u003C\u002Fdiv>\n      \u003Cdiv class=\"form-grid\">\n        \u003Cdiv class=\"form-row\">\n          \u003Clabel for=\"lsl-weekly\">Weekly gross pay (AUD)\u003C\u002Flabel>\n          \u003Cinput type=\"number\" id=\"lsl-weekly\" value=\"1078.60\" min=\"0\" step=\"0.01\">\n        \u003C\u002Fdiv>\n        \u003Cdiv class=\"form-row\">\n          \u003Clabel for=\"lsl-emptype\">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      \u003C\u002Fdiv>\n      \u003Cdiv class=\"form-row\" id=\"lsl-ptrow\" style=\"display:none\">\n        \u003Clabel for=\"lsl-pthours\">Part-time weekly hours\u003C\u002Flabel>\n        \u003Cinput type=\"number\" id=\"lsl-pthours\" value=\"20\" min=\"1\" max=\"37\">\n      \u003C\u002Fdiv>\n    \u003C\u002Fdiv>\n    \u003Cdiv class=\"results\">\n      \u003Cdiv class=\"result-row\">\u003Cspan class=\"result-label\">Jurisdiction\u003C\u002Fspan>\u003Cspan class=\"result-value\" id=\"r-lsl-state\">—\u003C\u002Fspan>\u003C\u002Fdiv>\n      \u003Cdiv class=\"result-row\">\u003Cspan class=\"result-label\">Qualifying period\u003C\u002Fspan>\u003Cspan class=\"result-value\" id=\"r-lsl-qualify\">—\u003C\u002Fspan>\u003C\u002Fdiv>\n      \u003Cdiv class=\"result-row\">\u003Cspan class=\"result-label\">Eligibility status\u003C\u002Fspan>\u003Cspan class=\"result-value\" id=\"r-lsl-eligible\">—\u003C\u002Fspan>\u003C\u002Fdiv>\n      \u003Cdiv class=\"result-row\">\u003Cspan class=\"result-label\">LSL entitlement (weeks)\u003C\u002Fspan>\u003Cspan class=\"result-value\" id=\"r-lsl-weeks\">—\u003C\u002Fspan>\u003C\u002Fdiv>\n      \u003Cdiv class=\"result-row\">\u003Cspan class=\"result-label\">LSL entitlement (days)\u003C\u002Fspan>\u003Cspan class=\"result-value\" id=\"r-lsl-days\">—\u003C\u002Fspan>\u003C\u002Fdiv>\n      \u003Cdiv class=\"result-row\">\u003Cspan class=\"result-label\">Accrual rate per year\u003C\u002Fspan>\u003Cspan class=\"result-value\" id=\"r-lsl-accrual\">—\u003C\u002Fspan>\u003C\u002Fdiv>\n      \u003Cdiv class=\"result-highlight\">\n        \u003Cspan class=\"label\">Cash value of LSL entitlement\u003C\u002Fspan>\n        \u003Cspan class=\"value\" id=\"r-lsl-value\">—\u003C\u002Fspan>\n      \u003C\u002Fdiv>\n    \u003C\u002Fdiv>\n    \u003Cdiv class=\"card\" style=\"margin-top:16px\">\n      \u003Cdiv class=\"card-title\">\u003Ci data-lucide=\"table\">\u003C\u002Fi>Long Service Leave by Jurisdiction (2026)\u003C\u002Fdiv>\n      \u003Ctable class=\"rate-table\">\n        \u003Cthead>\u003Ctr>\u003Cth>State\u002FTerritory\u003C\u002Fth>\u003Cth>Qualifying period\u003C\u002Fth>\u003Cth class=\"num\">Entitlement\u003C\u002Fth>\u003Cth>Legislation\u003C\u002Fth>\u003C\u002Ftr>\u003C\u002Fthead>\n        \u003Ctbody>\n          \u003Ctr>\u003Ctd>NSW\u003C\u002Ftd>\u003Ctd>10 years\u003C\u002Ftd>\u003Ctd class=\"num\">8.667 wks\u003C\u002Ftd>\u003Ctd>LSL Act 1955\u003C\u002Ftd>\u003C\u002Ftr>\n          \u003Ctr>\u003Ctd>VIC\u003C\u002Ftd>\u003Ctd>7 years\u003C\u002Ftd>\u003Ctd class=\"num\">6.067 wks\u003C\u002Ftd>\u003Ctd>LSL Act 2018\u003C\u002Ftd>\u003C\u002Ftr>\n          \u003Ctr>\u003Ctd>QLD\u003C\u002Ftd>\u003Ctd>10 years\u003C\u002Ftd>\u003Ctd class=\"num\">8.667 wks\u003C\u002Ftd>\u003Ctd>Ind. Relations Act 2016\u003C\u002Ftd>\u003C\u002Ftr>\n          \u003Ctr>\u003Ctd>SA\u003C\u002Ftd>\u003Ctd>10 years\u003C\u002Ftd>\u003Ctd class=\"num\">13 wks\u003C\u002Ftd>\u003Ctd>LSL Act 1987\u003C\u002Ftd>\u003C\u002Ftr>\n          \u003Ctr>\u003Ctd>WA\u003C\u002Ftd>\u003Ctd>10 years\u003C\u002Ftd>\u003Ctd class=\"num\">8.667 wks\u003C\u002Ftd>\u003Ctd>LSL Act 1958\u003C\u002Ftd>\u003C\u002Ftr>\n          \u003Ctr>\u003Ctd>TAS\u003C\u002Ftd>\u003Ctd>10 years\u003C\u002Ftd>\u003Ctd class=\"num\">8.667 wks\u003C\u002Ftd>\u003Ctd>LSL Act 1976\u003C\u002Ftd>\u003C\u002Ftr>\n          \u003Ctr>\u003Ctd>ACT\u003C\u002Ftd>\u003Ctd>7 years\u003C\u002Ftd>\u003Ctd class=\"num\">6.067 wks\u003C\u002Ftd>\u003Ctd>LSL Act 1976\u003C\u002Ftd>\u003C\u002Ftr>\n          \u003Ctr>\u003Ctd>NT\u003C\u002Ftd>\u003Ctd>10 years\u003C\u002Ftd>\u003Ctd class=\"num\">13 wks\u003C\u002Ftd>\u003Ctd>LSL Act 1981\u003C\u002Ftd>\u003C\u002Ftr>\n        \u003C\u002Ftbody>\n      \u003C\u002Ftable>\n    \u003C\u002Fdiv>\n    \u003Cp class=\"note\">Some enterprise agreements or employment contracts provide more generous long service leave. Pro-rata LSL may be payable on termination after minimum periods in some states. Contact your state's LSL authority for exact entitlements.\u003C\u002Fp>\n  \u003C\u002Fdiv>\n\n  \u003C!-- Disclaimer -->\n  \u003Cdiv class=\"disclaimer\">\n    \u003Cstrong>Indicative calculations only — not legal advice.\u003C\u002Fstrong> Figures are estimates based on the\n    Security Services Industry Award 2020 (MA000016) and 2025–26 Australian tax and superannuation rates.\n    Individual circumstances vary. Contact the\n    \u003Cstrong>Fair Work Ombudsman (1300 724 690)\u003C\u002Fstrong> or a qualified employment lawyer for advice specific to your situation.\n  \u003C\u002Fdiv>\n\u003C\u002Fmain>\n\n\u003Cscript>\n  \u002F\u002F ─── Helpers ───────────────────────────────────────────────\n  const aud = v => new Intl.NumberFormat('en-AU', { style: 'currency', currency: 'AUD' }).format(v);\n  const fmt2 = v => v.toFixed(2);\n  const el = id => document.getElementById(id);\n  const val = id => parseFloat(el(id).value) || 0;\n  const sel = id => el(id).value;\n\n  function sendResize() {\n    try {\n      const h = document.documentElement.scrollHeight;\n      parent.postMessage({ type: 'resize', height: h }, '*');\n    } catch(e) {}\n  }\n\n  \u002F\u002F ─── Tab activation (runs synchronously at DOM-ready) ──────\n  function activateTab(id) {\n    document.querySelectorAll('.tab-btn').forEach(b => {\n      const active = b.dataset.tab === id;\n      b.classList.toggle('active', active);\n      b.setAttribute('aria-selected', active ? 'true' : 'false');\n    });\n    document.querySelectorAll('.tab-panel').forEach(p => {\n      p.classList.toggle('active', p.id === 'tab-' + id);\n    });\n    try { if (location.hash !== '#' + id) location.hash = id; } catch(e) {}\n    setTimeout(sendResize, 50);\n  }\n\n  document.querySelectorAll('.tab-btn').forEach(btn => {\n    btn.addEventListener('click', () => activateTab(btn.dataset.tab));\n  });\n\n  \u002F\u002F ─── Pay Calculator ────────────────────────────────────────\n  function calcPay() {\n    const levelSel = sel('pay-level');\n    let baseHourly = levelSel === 'custom' ? val('pay-custom-rate') : parseFloat(levelSel);\n    if (!baseHourly) return;\n\n    const hours = val('pay-hours') || 38;\n    const empType = sel('pay-type');\n    const residency = sel('pay-residency');\n\n    const casual = empType === 'casual';\n    const hourly = baseHourly * (casual ? 1.25 : 1.0);\n    const annual = hourly * hours * 52;\n\n    let tax = 0;\n    let lito = 0;\n    if (residency === 'resident') {\n      if (annual \u003C= 18200) { tax = 0; }\n      else if (annual \u003C= 45000) { tax = (annual - 18200) * 0.19; }\n      else if (annual \u003C= 135000) { tax = 5092 + (annual - 45000) * 0.325; }\n      else if (annual \u003C= 190000) { tax = 34342 + (annual - 135000) * 0.37; }\n      else { tax = 54697 + (annual - 190000) * 0.45; }\n      if (annual \u003C= 37500) { lito = 700; }\n      else if (annual \u003C= 45000) { lito = 700 - (annual - 37500) * 0.05; }\n      else if (annual \u003C= 66667) { lito = 325 - (annual - 45000) * 0.015; }\n      lito = Math.max(0, lito);\n      tax = Math.max(0, tax - lito);\n    } else if (residency === 'whm') {\n      tax = annual * 0.15;\n    } else {\n      if (annual \u003C= 135000) { tax = annual * 0.325; }\n      else if (annual \u003C= 190000) { tax = 43875 + (annual - 135000) * 0.37; }\n      else { tax = 64225 + (annual - 190000) * 0.45; }\n    }\n\n    const medicare = (residency === 'resident' && annual > 26000) ? annual * 0.02 : 0;\n    const superAmt = annual * 0.12;\n    const net = annual - tax - medicare;\n\n    el('r-hourly').textContent = aud(hourly) + '\u002Fhr';\n    el('r-annual').textContent = aud(annual);\n    el('r-monthly-gross').textContent = aud(annual \u002F 12);\n    el('r-tax').textContent = aud(tax);\n    el('r-lito').textContent = residency === 'resident' ? aud(lito) : 'N\u002FA';\n    el('r-medicare').textContent = residency === 'resident' ? aud(medicare) : 'N\u002FA';\n    el('r-super-pay').textContent = aud(superAmt) + '\u002Fyr';\n    el('r-net').textContent = aud(net \u002F 12);\n\n    \u002F\u002F Sync super tab annual field\n    el('super-annual').value = Math.round(annual);\n    \u002F\u002F Sync redundancy weekly\n    el('red-weekly').value = fmt2(annual \u002F 52);\n    el('notice-weekly').value = fmt2(annual \u002F 52);\n    el('lsl-weekly').value = fmt2(annual \u002F 52);\n    el('leave-rate').value = fmt2(baseHourly);\n    sendResize();\n  }\n\n  el('pay-level').addEventListener('change', () => {\n    el('pay-custom-row').style.display = sel('pay-level') === 'custom' ? 'block' : 'none';\n    calcPay();\n  });\n  ['pay-custom-rate','pay-hours','pay-type','pay-residency'].forEach(id => {\n    el(id).addEventListener('input', calcPay);\n  });\n\n  \u002F\u002F ─── Redundancy ────────────────────────────────────────────\n  const RED_TABLE = [\n    { from: 1, to: 2, weeks: 4 },\n    { from: 2, to: 3, weeks: 6 },\n    { from: 3, to: 4, weeks: 7 },\n    { from: 4, to: 5, weeks: 8 },\n    { from: 5, to: 6, weeks: 10 },\n    { from: 6, to: 7, weeks: 11 },\n    { from: 7, to: 8, weeks: 13 },\n    { from: 8, to: 9, weeks: 14 },\n    { from: 9, to: 10, weeks: 16 },\n    { from: 10, to: Infinity, weeks: 12 },\n  ];\n\n  function calcRedundancy() {\n    const years = val('red-years');\n    const weekly = val('red-weekly');\n    const small = sel('red-size') === 'small';\n\n    let weeks = 0;\n    if (!small && years >= 1) {\n      const row = RED_TABLE.find(r => years >= r.from && years \u003C r.to);\n      if (row) weeks = row.weeks;\n    }\n    const total = weeks * weekly;\n    const taxFree = 12524 + (Math.floor(years) * 6264);\n\n    el('r-red-years').textContent = years.toFixed(1) + ' yrs';\n    el('r-red-weeks').textContent = small ? 'N\u002FA — small business exempt' : weeks + ' weeks';\n    el('r-red-weekly').textContent = aud(weekly);\n    el('r-red-total').textContent = small ? 'Small business exempt (FWA Sch 4)' : aud(total);\n    el('r-red-taxfree').textContent = small ? '—' : aud(Math.min(taxFree, total)) + ' (estimated)';\n    sendResize();\n  }\n\n  ['red-years','red-weekly','red-size'].forEach(id => {\n    el(id).addEventListener('input', calcRedundancy);\n  });\n\n  \u002F\u002F ─── Annual Leave ──────────────────────────────────────────\n  function calcLeave() {\n    const isShift = sel('leave-shift') === 'shiftworker';\n    const isFulltime = sel('leave-type') === 'fulltime';\n    const contractedHours = val('leave-hours') || 38;\n    const hourlyRate = val('leave-rate') || 27.13;\n    const alreadyTaken = val('leave-accrued') || 0;\n\n    const stdWeeks = 38;\n    const baseDays = isShift ? 25 : 20;\n    const prorate = isFulltime ? 1 : contractedHours \u002F stdWeeks;\n    const entitleDays = baseDays * prorate;\n    const entitleHours = entitleDays * (contractedHours \u002F 5);\n    const remaining = Math.max(0, entitleDays - alreadyTaken);\n\n    const dailyRate = hourlyRate * (contractedHours \u002F 5);\n    const baseLeaveValue = entitleDays * dailyRate;\n    const loading = baseLeaveValue * 0.175;\n    const totalValue = baseLeaveValue + loading;\n\n    const accrualPerMonth = entitleDays \u002F 12;\n    const accrualPerFort = entitleDays \u002F 26;\n\n    el('r-leave-days').textContent = fmt2(entitleDays) + ' days';\n    el('r-leave-hours').textContent = fmt2(entitleHours) + ' hours';\n    el('r-leave-remaining').textContent = fmt2(remaining) + ' days';\n    el('r-leave-loading').textContent = aud(loading) + ' (17.5% loading)';\n    el('r-leave-accrual-month').textContent = fmt2(accrualPerMonth) + ' days\u002Fmonth';\n    el('r-leave-accrual-fort').textContent = fmt2(accrualPerFort) + ' days\u002Ffortnight';\n    el('r-leave-value').textContent = aud(totalValue);\n    sendResize();\n  }\n\n  ['leave-type','leave-hours','leave-shift','leave-rate','leave-accrued'].forEach(id => {\n    el(id).addEventListener('input', calcLeave);\n  });\n  el('leave-type').addEventListener('change', () => {\n    el('leave-hours').disabled = sel('leave-type') === 'fulltime';\n    calcLeave();\n  });\n\n  \u002F\u002F ─── Notice Period ─────────────────────────────────────────\n  function calcNotice() {\n    const years = val('notice-years');\n    const age = val('notice-age');\n    const weekly = val('notice-weekly');\n    const dateInput = el('notice-date').value;\n\n    let weeks = 0;\n    if (years \u003C 1) weeks = 1;\n    else if (years \u003C 3) weeks = 2;\n    else if (years \u003C 5) weeks = 3;\n    else weeks = 4;\n\n    const supplement = (age >= 45 && years >= 2) ? 1 : 0;\n    const totalWeeks = weeks + supplement;\n    const pil = totalWeeks * weekly;\n\n    let lastDay = '—';\n    if (dateInput) {\n      try {\n        const d = new Date(dateInput);\n        d.setDate(d.getDate() + totalWeeks * 7);\n        lastDay = d.toLocaleDateString('en-AU', { day: 'numeric', month: 'long', year: 'numeric' });\n      } catch(e) {}\n    }\n\n    el('r-notice-weeks').textContent = weeks + ' week' + (weeks !== 1 ? 's' : '') + ' (NES s.117)';\n    el('r-notice-supplement').textContent = supplement ? '+1 week (over 45, 2+ years service)' : 'Not applicable';\n    el('r-notice-total').textContent = totalWeeks + ' week' + (totalWeeks !== 1 ? 's' : '');\n    el('r-notice-lastday').textContent = lastDay;\n    el('r-notice-pil').textContent = aud(pil);\n    sendResize();\n  }\n\n  \u002F\u002F Set today as default notice date\n  (function() {\n    const today = new Date().toISOString().slice(0,10);\n    el('notice-date').value = today;\n  })();\n\n  ['notice-years','notice-age','notice-direction','notice-weekly','notice-date'].forEach(id => {\n    el(id).addEventListener('input', calcNotice);\n  });\n\n  \u002F\u002F ─── Superannuation ────────────────────────────────────────\n  function calcSuper() {\n    const annual = val('super-annual');\n    const rate = val('super-rate') \u002F 100;\n    const voluntary = val('super-voluntary') * 12;\n\n    const sgAnnual = annual * rate;\n    const sgMonth = sgAnnual \u002F 12;\n    const total = sgAnnual + voluntary;\n    const cap = 30000;\n    const headroom = Math.max(0, cap - total);\n\n    el('r-super-annual').textContent = aud(sgAnnual);\n    el('r-super-month').textContent = aud(sgMonth);\n    el('r-super-vol-annual').textContent = aud(voluntary);\n    el('r-super-total').textContent = aud(total);\n    el('r-super-headroom').textContent = headroom > 0 ? aud(headroom) : 'Cap exceeded — tax implications may apply';\n    sendResize();\n  }\n\n  ['super-annual','super-rate','super-voluntary','super-type'].forEach(id => {\n    el(id).addEventListener('input', calcSuper);\n  });\n\n  \u002F\u002F ─── Long Service Leave ────────────────────────────────────\n  const LSL_TABLE = {\n    nsw: { years: 10, weeks: 8.667, proRataAfter: 10, name: 'New South Wales', leg: 'LSL Act 1955' },\n    vic: { years: 7,  weeks: 6.067, proRataAfter: 7,  name: 'Victoria',        leg: 'LSL Act 2018' },\n    qld: { years: 10, weeks: 8.667, proRataAfter: 10, name: 'Queensland',      leg: 'IR Act 2016' },\n    sa:  { years: 10, weeks: 13,    proRataAfter: 10, name: 'South Australia',  leg: 'LSL Act 1987' },\n    wa:  { years: 10, weeks: 8.667, proRataAfter: 10, name: 'Western Australia',leg: 'LSL Act 1958' },\n    tas: { years: 10, weeks: 8.667, proRataAfter: 10, name: 'Tasmania',        leg: 'LSL Act 1976' },\n    act: { years: 7,  weeks: 6.067, proRataAfter: 7,  name: 'ACT',             leg: 'LSL Act 1976' },\n    nt:  { years: 10, weeks: 13,    proRataAfter: 10, name: 'Northern Territory',leg:'LSL Act 1981' },\n  };\n\n  function calcLSL() {\n    const state = sel('lsl-state');\n    const yrs = val('lsl-years');\n    const weekly = val('lsl-weekly');\n    const isPT = sel('lsl-emptype') === 'parttime';\n    const ptHours = val('lsl-pthours') || 20;\n\n    el('lsl-ptrow').style.display = isPT ? 'block' : 'none';\n    const ptRatio = isPT ? ptHours \u002F 38 : 1;\n\n    const rule = LSL_TABLE[state];\n    const eligible = yrs >= rule.years;\n    const proRataEligible = yrs >= rule.proRataAfter;\n\n    let leaveWeeks = 0;\n    if (eligible) {\n      leaveWeeks = rule.weeks + (yrs - rule.years) * (rule.weeks \u002F rule.years);\n    } else if (proRataEligible) {\n      leaveWeeks = yrs * (rule.weeks \u002F rule.years);\n    }\n    leaveWeeks *= ptRatio;\n\n    const cashValue = leaveWeeks * weekly * ptRatio;\n    const accrualPerYear = rule.weeks \u002F rule.years;\n\n    el('r-lsl-state').textContent = rule.name + ' (' + rule.leg + ')';\n    el('r-lsl-qualify').textContent = rule.years + ' years';\n    if (eligible) {\n      el('r-lsl-eligible').innerHTML = '\u003Cspan class=\"status-met\">Eligible\u003C\u002Fspan>';\n    } else if (proRataEligible) {\n      el('r-lsl-eligible').innerHTML = '\u003Cspan class=\"status-met\">Pro-rata eligible\u003C\u002Fspan>';\n    } else {\n      const remaining = (rule.proRataAfter - yrs).toFixed(1);\n      el('r-lsl-eligible').innerHTML = '\u003Cspan class=\"status-not\">Not yet — ' + remaining + ' yrs remaining\u003C\u002Fspan>';\n    }\n    el('r-lsl-weeks').textContent = (leaveWeeks > 0) ? leaveWeeks.toFixed(2) + ' weeks' : '0 (not yet accrued)';\n    el('r-lsl-days').textContent = (leaveWeeks > 0) ? (leaveWeeks * 5).toFixed(1) + ' days' : '—';\n    el('r-lsl-accrual').textContent = fmt2(accrualPerYear) + ' weeks per year';\n    el('r-lsl-value').textContent = leaveWeeks > 0 ? aud(leaveWeeks * weekly) : 'Not yet accrued';\n    sendResize();\n  }\n\n  ['lsl-state','lsl-years','lsl-weekly','lsl-emptype','lsl-pthours'].forEach(id => {\n    el(id).addEventListener('input', calcLSL);\n  });\n  el('lsl-emptype').addEventListener('change', calcLSL);\n\n  \u002F\u002F ─── ResizeObserver (MANDATORY) ───────────────────────────\n  const ro = new ResizeObserver(() => sendResize());\n  ro.observe(document.documentElement);\n\n  \u002F\u002F ─── Lucide icons ─────────────────────────────────────────\n  lucide.createIcons();\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    try { calcPay(); } catch(e) {}\n    try { calcRedundancy(); } catch(e) {}\n    try { calcLeave(); } catch(e) {}\n    try { calcNotice(); } catch(e) {}\n    try { calcSuper(); } catch(e) {}\n    try { calcLSL(); } catch(e) {}\n  });\n\u003C\u002Fscript>\n\u003C\u002Fbody>\n\u003C\u002Fhtml>\n","both"]