Fast Food Industry Award
Minimum wages increase from 1 July 2025
From 1 July 2025:
- the National Minimum Wage increases by 3.5% to $948 per week or $24.95 per hour
- award minimum wages increase by 3.5%.
The increase applies from the first full pay period starting on or after 1 July 2025.
This tool has been updated with the new pay rates and allowances.
For pay rates and allowances prior to this date, please use our Pay Calculator.
Learn more about the minimum wage increase at Minimum wages increase 3.5% from 1 July 2025.
Select a topic
Employment Status Overview
Full-time
Average hours/week |
|---|
| 38 hours |
Position |
|---|
| Ongoing employment |
Notice of termination |
|---|
Receive |
Paid annual leave |
|---|
Receive |
Paid sick |
|---|
Receive |
Paid carer's leave |
|---|
Receive |
Paid annual leave, paid sick leave and paid carers leave accumulate based on ordinary hours of work. Select the topic Leave and the relevant employment type for more information about leave entitlements.
Part-time
Average hours/week |
|---|
| < 38 hours Usually regular |
Position |
|---|
| Ongoing employment |
Notice of termination |
|---|
Receive |
Paid annual leave |
|---|
Receive |
Paid sick |
|---|
Receive |
Paid carers leave |
|---|
Receive |
Paid annual leave, paid sick leave and paid carers leave accumulate based on ordinary hours of work. Select the topic Leave and the relevant employment type for more information about leave entitlements.
Part-time employees must have a written agreement that includes which days they work, the number of hours they work on these days, their start and finish times on these days, the meal breaks and lengths, and set out that the minimum daily hours is 3 consecutive hours. The employee and employer must agree to any changes in writing (which can include electronic communication for example text message).
Casual
Average hours/week |
|---|
| Often irregular |
Position |
|---|
| Can access a pathway to change to full-time, or part-time employment, in some circumstances |
Notice of termination |
|---|
N/A |
Paid annual leave |
|---|
N/A |
Paid sick |
|---|
N/A |
Paid carer's leave |
|---|
N/A |
From 26 August, an employee is only a casual if there isn’t a firm advance commitment to ongoing work, taking into account a number of factors, including the real substance, practical reality and true nature of the employment relationship. They’re also entitled to receive a casual loading or specific casual pay rate.
For more information about casual employment and what entitlements they receive visit our Casual employees page.
Pay Overview
Full-time Level Age
Employees must be paid for all hours they work. This includes time spent opening and closing the business, staff meetings and training.
Wages must be paid weekly or fortnightly. Wages are paid on actual hours worked for the week/fortnight or averaged over a fortnight.
Hourly rate
Minimum per hour |
|---|
| $Hourly pay rate |
Penalty rates
Evening |
|---|
| $Evening work - Monday to Friday - 10pm to midnight |
Evening |
|---|
| $Evening work - Monday to Friday - midnight to 6am |
Saturday work |
|---|
| $Saturday |
Sunday work |
|---|
| $Sunday |
Public holidays |
|---|
| $Public holiday |
Employees get paid a higher pay rate when they work evenings, weekends or public holidays.
Overtime
First 2 hours |
|---|
| $Overtime - first 2 hours |
After 2 hours |
|---|
| $Overtime - after 2 hours |
Sunday |
|---|
| $Overtime - Sunday |
Public holiday |
|---|
| $Overtime - public holiday |
Full-time employees get overtime rates if they work:
- more than the maximum number of ordinary hours of work (per day or per week)
- before or after their rostered hours.
Pay Overview
Part-time Level Age
Employees must be paid for all hours they work. This includes time spent opening and closing the business, staff meetings and training.
Wages must be paid weekly or fortnightly. Wages are paid on actual hours worked for the week/fortnight or averaged over a fortnight.
Hourly rate
Minimum per hour |
|---|
| $Hourly pay rate |
Penalty rates
Evening |
|---|
| $Evening work - Monday to Friday - 10pm to midnight |
Evening |
|---|
| $Evening work - Monday to Friday - midnight to 6am |
Saturday work |
|---|
| $Saturday |
Sunday work |
|---|
| $Sunday |
Public holidays |
|---|
| $Public holiday |
Employees get paid a higher pay rate when they work evenings, weekends or public holidays.
Overtime
First 2 hours |
|---|
| $Overtime - first 2 hours |
After 2 hours |
|---|
| $Overtime - after 2 hours |
Sunday |
|---|
| $Overtime - Sunday |
Public holiday |
|---|
| $Overtime - public holiday |
Part-time employees get overtime rates if they work:
- more than the maximum number of ordinary hours of work (per day or per week)
- outside ordinary hours of work
- outside their agreed times of work
- more than their agreed hours or
- more than any agreed change to their hours of work (either for a specific rostered shift or an ongoing change)*.
*If there isn't a written record of the agreement to change an employee's specific rostered shift, the employee gets overtime rates for any hours outside their regular pattern of work.
Check clauses 12 and 26.2 of the Fast Food Award for full details of when overtime is paid.
Pay Overview
Casual Level Age
Employees must be paid for all of the hours they work. This includes time spent opening and closing the business, staff meetings and training.
Wages should be paid either:
- at the end of each time the employee works, or
- weekly or fortnightly, when the full-time or part-time employees are paid.
Wages are paid on actual hours worked for the week/fortnight or averaged over a fortnight.
Hourly rate
Minimum per hour |
|---|
| $Hourly pay rate |
Penalty rates
Evening |
|---|
| $Evening work - Monday to Friday - 10pm to midnight |
Evening |
|---|
| $Evening work - Monday to Friday - midnight to 6am |
Saturday work |
|---|
| $Saturday |
Sunday work |
|---|
| $Sunday |
Public holidays |
|---|
| $Public holiday |
Employees get paid a higher pay rate when they work evenings, weekends or public holidays.
Overtime
First 2 hours |
|---|
| $Overtime - first 2 hours |
After 2 hours |
|---|
| $Overtime - after 2 hours |
Sunday |
|---|
| $Overtime - Sunday |
Public holiday |
|---|
| $Overtime - public holiday |
Casual employees get overtime rates if they work:
- more than 38 hours a week, or 38 hours a week averaged over a roster cycle
- more than 11 hours in a day.
Employment Level Overview
Level 1
Duties |
|---|
take orders and make sales |
prepare or cook meals, snacks and/or beverages |
serve or deliver meals, snacks and/or beverages |
may perform other related tasks (cleaning, including cleaning of toilets) |
Level 2
Duties |
|---|
responsible for supervising staff and training new employees |
or those that have to use trade skills in their day to day job |
Level 3 - in charge of 1 or no persons
Duties |
|---|
appointed by employer to be in charge of a shop, food outlet or delivery outlet. |
in charge of 1 or no other persons |
Level 3 - in charge of 2 or more persons
Duties |
|---|
appointed by employer to be in charge of a shop, food outlet or delivery outlet. |
in charge of 2 or more persons |
Hours of work
Ordinary hours
Work hours |
|---|
| 38hrs avg / week 11hrs max / day |
Split shifts |
|---|
Not allowed |
OVERTIME
Employees receive overtime rates whenever they work (one of the following):
outside of rostered hours |
more than 38 hours avg. a week over 4 weeks |
more than 11 hours in a day |
more than 5 days in a week (6 days if not worked more than 4 days the next week) |
BREAKS
Hours worked | Rest break (paid) | Meal break (unpaid) |
|---|---|---|
| Less than 4 | No break | No break |
| 4 but less than 5 | 1x 10min | No break |
| 5 but less than 9 | 1x 10min | 1x at least 30mins (up to 60 mins) |
| 9+ | 1 - 2x10min* | 1x* at least 30mins (up to 60mins) |
Most employees must be allowed to take breaks during their shifts. This includes paid rest breaks and unpaid meal breaks.
*One taken in the first half of the work hours and the second taken in the second half of the work hours, two rest breaks will be given unless a second meal break is provided.
Hours of work
Ordinary hours
Work hours |
|---|
| Less than 38hrs / week 11hrs max / day |
Split shifts |
|---|
Not allowed |
Minimum Engagement |
|---|
| 3 consecutive hrs, any shift |
OVERTIME
Employees receive overtime rates* whenever they work (one of the following):
outside agreed part-time hours |
outside of rostered hours |
working extra hours on a shift by agreement where no written record of the change has been kept by the employer |
more than 38 hours avg. a week over 4 weeks |
more than 11 hours in a day |
more than 5 days in a week (6 days if not worked more than 4 days the next week) |
*refer to clauses 12 and 26 in the Fast Food Award for more information.
BREAKS
Hours worked | Rest break (paid) | Meal break (unpaid) |
|---|---|---|
| Less than 4 | No break | No break |
| 4 but less than 5 | 1x 10min | No break |
| 5 but less than 9 | 1x 10min | 1x at least 30mins (up to 60 mins) |
| 9+ | 1 - 2x10min* | 1x* at least 30mins (up to 60mins) |
Most employees must be allowed to take breaks during their shifts. This includes paid rest breaks and unpaid meal breaks.
*One taken in the first half of the work hours and the second taken in the second half of the work hours, two rest breaks will be given unless a second meal break is provided.
Hours of work
Ordinary hours
Work hours |
|---|
| 38hrs max ordinary hours / week 11hrs max ordinary hours / day |
Split shifts |
|---|
Not allowed |
Minimum Engagement |
|---|
| 3 consecutive hours daily |
OVERTIME
Employees receive overtime rates whenever they work (one of the following):
more than 38 hours/week (can be averaged over a roster cycle) |
more than 11 hours in a day |
BREAKS
Hours worked | Rest break (paid) | Meal break (unpaid) |
|---|---|---|
| Less than 4 | No break | No break |
| 4 but less than 5 | 1x 10min | No break |
| 5 but less than 9 | 1x 10min | 1x at least 30mins (up to 60 mins) |
| 9+ | 1 - 2x10min* | 1x* at least 30mins (up to 60mins) |
Most employees must be allowed to take breaks during their shifts. This includes paid rest breaks and unpaid meal breaks.
*One taken in the first half of the work hours and the second taken in the second half of the work hours, two rest breaks will be given unless a second meal break is provided.
Allowances
Use our Pay and Conditions Tool 
to determine what allowances will apply to your specific circumstances.
See Clause 17 of the Award for the full conditions associated with each allowance.
Allowance
Allowances | Rate |
|---|---|
| Laundry | $6.25 per week |
| Meal - overtime | $16.65 1st meal $15.04 2nd meal |
| Vehicle | $0.52 per km (Delivery driver) $0.98 per km (Others) |
| Cold work | $0.37 per hour + $0.56 per hour working below 0° Celsius |
| Special clothing | Reimbursement of cost + replacement cost for normal wear and tear |
| Transport (starting or finishing after 10pm or before 7am and normal means of transport unavailable) | Reimbursement of reasonable costs |
| Working away from usual workplace (excess fares) | Reimbursement of excess fares |
| Working away from usual workplace (travel time) | Payment for excess time spent travelling Mon to Sat: Min hourly rate Sun or Public Holiday: Min hourly rate + 50% |
| Working away from usual workplace (excess travel costs) | Reimbursement of all extra transport costs incurred |
| District allowance - Broken Hill | $45.73 per week |
| Transfer to another township reimbursement | Payment of whole moving expenses |
Allowances
Use our Pay and Conditions Tool to determine what allowances will apply to your specific circumstances.
See Clause 17 of the Award for the full conditions associated with each allowance.
Allowance
Allowances | Rate |
|---|---|
| Laundry | $1.25 per shift |
| Meal - overtime | $16.65 1st meal $15.04 2nd meal |
| Vehicle | $0.52 per km (Delivery driver) $0.98 per km (Others) |
| Cold work | $0.37 per hour + $0.54 per hour working below 0° Celsius |
| Special clothing | Reimbursement of cost + replacement cost for normal wear and tear |
| Transport (starting or finishing after 10pm or before 7am and normal means of transport unavailable) | Reimbursement of reasonable costs |
| Working away from usual workplace (excess fares) | Reimbursement of excess fares |
| Working away from usual workplace (travel time) | Payment for excess time spent travelling Mon to Sat: Min hourly rate Sun or Public Holiday: Min hourly rate + 50% |
| Working away from usual workplace (excess travel costs) | Reimbursement of all extra transport costs incurred |
| District allowance - Broken Hill | $45.73 per week |
| Transfer to another township reimbursement | Payment of whole moving expenses |
Allowances
Use our Pay and Conditions Tool to determine what allowances will apply to your specific circumstances.
See Clause 17 of the Award for the full conditions associated with each allowance.
Allowance
Allowances | Rate |
|---|---|
| Laundry | $1.25 per shift |
| Meal - overtime | $16.65 1st meal $15.04 2nd meal |
| Vehicle | $0.52 per km (Delivery driver) $0.98 per km (Others) |
| Cold work | $0.37 per hour + $0.54 per hour working below 0° Celsius |
| Special clothing | Reimbursement of cost + replacement cost for normal wear and tear |
| Transport (starting or finishing after 10pm or before 7am and normal means of transport unavailable) | Reimbursement of reasonable costs |
| Working away from usual workplace (excess fares) | Reimbursement of excess fares |
| Working away from usual workplace (travel time) | Payment for excess time spent travelling Mon to Sat: Min hourly rate Sun or Public Holiday: Min hourly rate + 50% |
| Working away from usual workplace (excess travel costs) | Reimbursement of all extra transport costs incurred |
| District allowance - Broken Hill | $45.73 per week |
| Transfer to another township reimbursement | Payment of whole moving expenses |
Leave
ANNUAL LEAVE
Leave (Paid) |
|---|
| 4 weeks per year + LOADING |
Any unused annual leave will roll over from year to year.
Annual leave loading is the greater amount of either:
- 17.5% of the employee's minimum hourly rate or
- the relevant weekend penalty rates the employee normally gets.
To calculate leave amounts, use our Leave Calculator
SICK/CARER'S LEAVE
Sick/Carer's leave (Paid) |
|---|
| 10 days each year* |
Carer's leave (Unpaid) |
|---|
| 2 days per occasion** |
* The balance at the end of each year carries over to the next year.
** Used any time an immediate family member or household member needs care and support due to illness, injury or an unexpected emergency.
Employees must use their paid sick/carer’s leave before they can take unpaid carer’s leave.
To calculate leave amounts, use our Leave Calculator
PUBLIC HOLIDAYS
Leave (Paid) |
|---|
receive |
Paid time off when an ordinary work day falls on a public holiday.
COMPASSIONATE LEAVE
Leave (Paid) |
|---|
| 2 days |
Compassionate leave can be taken when:
- an immediate family or household member dies or suffers a life-threatening illness or injury
- a child is stillborn where the child would have been a member of the employee’s immediate family or household, or
- the employee, or the employee’s spouse or de facto partner, has a miscarriage.
FAMILY AND DOMESTIC VIOLENCE LEAVE
Leave (Paid) |
|---|
| 10 days each year |
Find out about Paid family and domestic violence leave.
Leave
ANNUAL LEAVE
Leave (Paid) |
|---|
| 4 weeks per year (pro rata) + LOADING |
Any unused annual leave will roll over from year to year.
Annual leave loading is the greater amount of either:
- 17.5% of the employee's minimum hourly rate or
- the relevant weekend penalty rates the employee normally gets.
To calculate leave amounts, use our Leave Calculator
SICK/CARER'S LEAVE
Sick/Carer's leave (Paid) |
|---|
| 10 days each year (pro rata)* |
Carer's leave (Unpaid) |
|---|
| 2 days per occasion** |
* The balance at the end of each year carries over to the next year.
** Used any time an immediate family member or household member needs care and support due to illness, injury or an unexpected emergency.
Employees must use their paid sick/carer’s leave before they can take unpaid carer’s leave.
PUBLIC HOLIDAYS
Leave (Paid) |
|---|
receive |
Paid time off when an ordinary work day falls on a public holiday.
COMPASSIONATE LEAVE
Leave (Paid) |
|---|
| 2 days |
Compassionate leave can be taken when:
- an immediate family or household member dies or suffers a life-threatening illness or injury
- a child is stillborn where the child would have been a member of the employee’s immediate family or household, or
- the employee, or the employee’s spouse or de facto partner, has a miscarriage.
FAMILY AND DOMESTIC VIOLENCE LEAVE
Leave (Paid) |
|---|
| 10 days each year |
Find out about Paid family and domestic violence leave.
Leave
ANNUAL LEAVE
Leave (Paid) |
|---|
N/A |
SICK/CARER'S LEAVE
Sick leave (Paid) |
|---|
N/A |
Carer's leave (Unpaid) |
|---|
| 2 days per occasion * |
* Used any time an immediate family member or household member needs care and support due to illness, injury or an unexpected emergency.
PUBLIC HOLIDAYS
Leave (Paid) |
|---|
N/A* |
* No entitlement to paid public holidays not worked.
COMPASSIONATE LEAVE
Leave (Unpaid) |
|---|
| 2 days |
Compassionate leave can be taken when:
- an immediate family or household member dies or suffers a life-threatening illness or injury
- a child is stillborn where the child would have been a member of the employee’s immediate family or household, or
- the employee, or the employee’s spouse or de facto partner, has a miscarriage.
FAMILY AND DOMESTIC VIOLENCE LEAVE
Leave (Paid) |
|---|
| 10 days each year |
Find out about Paid family and domestic violence leave.
NOTICE OF TERMINATION
A notice period is the time that an employee or employer has to give before ending employment. This applies when the employee resigns, or if they are dismissed or made redundant.
NOTICE PERIOD
Period of continuous | Minimum notice |
|---|---|
| 1 year or less | 1 week |
| More than 1 year - 3 years | 2 weeks |
| More than 3 years - 5 years | 3 weeks |
| More than 5 years | 4 weeks |
Note: For employees over 45 with at least 2 years of continuous service, the employer must add an extra week of notice (to the above table).
An employer can let the employee work through their notice period, pay it out to them (also known as pay in lieu of notice), or give a combination of the two.
To calculate notice periods, use our Notice and Redundancy Calculator .
FINAL PAY
Employees get the following in their final pay:
outstanding wages for hours worked, including penalty rates and allowances |
any accumulated annual leave (including payment of annual leave loading) |
accrued or pro rata long service leave (if applicable) |
payment in lieu of notice (if applicable) |
redundancy pay (if applicable) |
Sick and carer’s leave is not paid out when employment ends.
To calculate redundancy pay, use our Notice and Redundancy Calculator .
To calculate leave amounts owing, use our Leave Calculator .
WITHHOLDING MONEY FROM FINAL PAY
Employers can deduct up to one week's wages from an employee's pay if:
- the employee is over 18
- the employee hasn't given the right amount of notice under their award
- the deduction isn't unreasonable.
Employers can only deduct pay from wages owed under the award. They can't deduct from other entitlements owed to the employee, such as accumulated leave.
Find out more about notice and final pay .
NOTICE OF TERMINATION
A notice period is the time that an employee or employer has to give before ending employment. This applies when the employee resigns, or if they are dismissed or made redundant.
NOTICE PERIOD
Period of continuous | Minimum notice |
|---|---|
| 1 year or less | 1 week |
| More than 1 year - 3 years | 2 weeks |
| More than 3 years - 5 years | 3 weeks |
| More than 5 years | 4 weeks |
Note: For employees over 45 with at least 2 years of continuous service, the employer must add an extra week of notice (to the above table).
An employer can let the employee work through their notice period, pay it out to them (also known as pay in lieu of notice), or give a combination of the two.
To calculate notice periods, use our Notice and Redundancy Calculator .
FINAL PAY
Employees get the following in their final pay:
outstanding wages for hours worked, including penalty rates and allowances |
any accumulated annual leave (including payment of annual leave loading) |
accrued or pro rata long service leave (if applicable) |
payment in lieu of notice (if applicable) |
redundancy pay (if applicable) |
Sick and carer’s leave is not paid out when employment ends.
To calculate redundancy pay, use our Notice and Redundancy Calculator .
To calculate leave amounts owing, use our Leave Calculator .
WITHHOLDING MONEY FROM FINAL PAY
Employers can deduct up to one week's wages from an employee's pay if:
- the employee is over 18
- the employee hasn't given the right amount of notice under their award
- the deduction isn't unreasonable.
Employers can only deduct pay from wages owed under the award. They can't deduct from other entitlements owed to the employee, such as accumulated leave.
Find out more about notice and final pay .
NOTICE OF TERMINATION
NOTICE PERIOD
Minimum notice period |
|---|
N/A |
Notice periods don't apply to casual employees. This includes when an employee resigns or if they are terminated for any reason.
FINAL PAY
Employees get the following in their final pay:
outstanding wages for hours worked, including penalty rates and allowances |
I’m not sure if this is my award
For more information on whether this award applies to you, refer to:
Looking for Apprentice or trainee rates? Use our Pay Calculator to calculate the rates you need. Apprentices and trainees are employees who have a formal training contract with their employer. Learn more about apprentice and trainee entitlements.
