Fast Food Industry Award
Are you working or running a business in the fast food industry? The Fast Food Industry Award is the common award for this industry. Use our interactive tool to find out about your workplace entitlements and obligations under this award.
Not sure if the Fast Food Industry Award covers you? Minimum conditions at work can come from registered agreements, awards or legislation. Refer to our Fast Food Award Summary to help determine if this award applies or check using our Find my award tool.
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Employment Status Overview
Full-time
| Average hours/week |
|---|
| 38 hours |
| Position status |
|---|
| Ongoing employment |
| Notice of termination |
|---|
| Receive |
| Paid annual leave |
|---|
| Receive |
| Paid sick leave |
|---|
| 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 status |
|---|
| Ongoing employment |
| Notice of termination |
|---|
| Receive |
| Paid annual leave |
|---|
| Receive |
| Paid sick leave |
|---|
| 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 status |
|---|
| Have the right to casual conversion in some circumstances |
| Notice of termination |
|---|
| N/A |
| Paid annual leave |
|---|
| N/A |
| Paid sick leave |
|---|
| N/A |
| Paid carer's leave |
|---|
| N/A |
A person is a casual employee if they accept an offer for a job from an employer knowing that there is no firm advance commitment to ongoing work with an agreed pattern of work.
For more information about casual employment and what a casual employee is, go to the 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.
Base Rate
| Minimum per hour |
|---|
| $Hourly pay rate |
Penalty rates
|
Evening 10pm - midnight |
|---|
| $Evening work - Monday to Friday - 10pm to midnight |
|
Evening Midnight - 6am |
|---|
| $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.
Base Rate
| Minimum per hour |
|---|
| $Hourly pay rate |
Penalty rates
|
Evening 10pm - midnight |
|---|
| $Evening work - Monday to Friday - 10pm to midnight |
|
Evening Midnight - 6am |
|---|
| $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.
Base Rate
| Minimum per hour |
|---|
| $Hourly pay rate |
Penalty rates
|
Evening 10pm - midnight |
|---|
| $Evening work - Monday to Friday - 10pm to midnight |
|
Evening Midnight - 6am |
|---|
| $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 |
| Minimum Engagement |
|---|
| 3 hrs in a row, any shift |
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 19 of the Award for the full conditions associated with each allowance.
Allowance
| Allowances | Rate |
|---|---|
| Laundry | $6.25 per week |
| Meal - overtime | $13.81 1st meal $12.47 2nd meal |
| Vehicle | $0.42 per km (Delivery driver) $0.80 per km (Others) |
| Cold work | $0.31 per hour + $0.47 per hour working below 0° Celsius |
| Special clothing | Reimbursement of cost |
| Transport (starting or finishing after 10pm or before 7am and normal means of transport unavailable) |
Reimbursement of cost |
|
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 | $38.50 per week |
| Transfer to another township reimbursement | Payment of moving expenses |
Allowances
Use our Pay and Conditions Tool to determine what allowances will apply to your specific circumstances.
See Clause 19 of the Award for the full conditions associated with each allowance.
Allowance
| Allowances | Rate |
|---|---|
| Laundry | $1.25 per shift |
| Meal - overtime | $13.81 1st meal $12.47 2nd meal |
| Vehicle | $0.42 per km (Delivery driver) $0.80 per km (Others) |
| Cold work | $0.31 per hour + $0.47 per hour working below 0° Celsius |
| Special clothing | Reimbursement of cost |
| Transport (starting or finishing after 10pm or before 7am and normal means of transport unavailable) |
Reimbursement of cost |
|
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 | $38.50 per week |
| Transfer to another township reimbursement | Payment of moving expenses |
Allowances
Use our Pay and Conditions Tool to determine what allowances will apply to your specific circumstances.
See Clause 19 of the Award for the full conditions associated with each allowance.
Allowance
| Allowances | Rate |
|---|---|
| Laundry | $1.25 per shift |
| Meal - overtime | $13.81 1st meal $12.47 2nd meal |
| Vehicle | $0.42 per km (Delivery driver) $0.80 per km (Others) |
| Cold work | $0.31 per hour + $0.47 per hour working below 0° Celsius |
| Special clothing | Reimbursement of cost |
| Transport (starting or finishing after 10pm or before 7am and normal means of transport unavailable) |
Reimbursement of cost |
|
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 | $38.50 per week |
| Transfer to another township reimbursement | Payment of moving expenses |
Leave
Pandemic leave
| Leave (Unpaid) |
|---|
| 2 weeks* |
* Employees can access up to 2 weeks’ unpaid pandemic leave (or more by agreement with their employer) if they're prevented from working:
- as a result of being required to self-isolate by government or medical authorities, or acting on the advice of a medical practitioner, or
- by measures taken by government or medical authorities in response to the pandemic (for example, an enforceable government direction restricting non-essential businesses).
Find more information, including when and how this leave applies at Unpaid pandemic leave in awards.
ANNUAL LEAVE
| Leave (Paid) |
|---|
| 4 weeks per year + LOADING |
| shiftworkers* Leave (Paid) |
|---|
| 5 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 base pay rate or
- the weekend penalty rates the employee normally gets.
* 7 day shiftworkers are employees who are:
- employed in a business where shifts are continuous 24 hours a day for 7 days a week and are regularly rostered to work those shifts, and
- regularly rostered to work on Sundays and public holidays.
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 (Unpaid) |
|---|
| 5 days each year* |
* Find out about Taking family and domestic violence leave and Notice and evidence requirements .
Leave
Pandemic leave
| Leave (Unpaid) |
|---|
| 2 weeks* |
* Employees can access up to 2 weeks’ unpaid pandemic leave (or more by agreement with their employer) if they're prevented from working:
- as a result of being required to self-isolate by government or medical authorities, or acting on the advice of a medical practitioner, or
- by measures taken by government or medical authorities in response to the pandemic (for example, an enforceable government direction restricting non-essential businesses).
Find more information, including when and how this leave applies at Unpaid pandemic leave in awards.
ANNUAL LEAVE
| Leave (Paid) |
|---|
| 4 weeks per year (pro rata) + LOADING |
| Shiftworkers* Leave (Paid) |
|---|
| 5 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 base pay rate or
- the weekend penalty rates the employee normally gets.
* 7 day shiftworkers are employees who are:
- employed in a business where shifts are continuous 24 hours a day for 7 days a week and are regularly rostered to work those shifts, and
- regularly rostered to work on Sundays and public holidays.
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 (Unpaid) |
|---|
| 5 days each year* |
* Find out about Taking family and domestic violence leave and Notice and evidence requirements .
Leave
Pandemic leave
| Leave (Unpaid) |
|---|
| 2 weeks* |
* Employees can access up to 2 weeks’ unpaid pandemic leave (or more by agreement with their employer) if they're prevented from working:
- as a result of being required to self-isolate by government or medical authorities, or acting on the advice of a medical practitioner, or
- by measures taken by government or medical authorities in response to the pandemic (for example, an enforceable government direction restricting non-essential businesses).
Find more information, including when and how this leave applies at Unpaid pandemic leave in awards.
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 (Unpaid) |
|---|
| 5 days each year* |
* Find out about Taking family and domestic violence leave and Notice and evidence requirements .
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 service |
Minimum notice period |
|---|---|
| 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 service |
Minimum notice period |
|---|---|
| 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 |
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 .
