Restaurant Industry Award
Annual Wage Review 2023
The rates and allowances for the Restaurant Award will be changing from the first full pay period starting on or after 1 July 2023.
This tool will be updated on 1 July 2023.
For more information see, Get set for a minimum wage increase.
Are you working or running a business in the restaurant or cafe industry? The Restaurant Industry Award is the common award for this industry. Awards cover employers and employees based on the industry they work in and the type of job they do. Use our interactive tool to find out about your workplace entitlements and obligations under this award.
Not sure if the Restaurant Industry Award covers you? Minimum conditions can come from awards or registered agreements. Finding out which award or registered agreement applies is essential to understanding minimum conditions at work. Refer to our Restaurant Award Summary to help determine if this award applies.
It’s important to note that if the primary nature of the business or employee duties change then employers should re-consider which award or awards cover its employees. Find more information at I’m not sure which award covers my business.
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 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 |
|---|
| Minimum 8 and < 38 hours |
| Position |
|---|
| 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 employees must have a written agreement that includes:
- the number of hours the employee is guaranteed to be given each week or, where the employer operates a roster, the number of hours the employee is guaranteed in each roster cycle (the guaranteed hours)
- the days and the time the employee is available to work (the employee's availability).
If the employee and employer agree to an increase in guaranteed hours, this change must be recorded in writing before it is implemented.
Employers can roster part-time employees for their guaranteed hours and any additional hours during their availability. These are the employee’s rostered hours.
Casual
| Average Hours/week |
|---|
| Often irregular |
| Position |
|---|
| 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, on any day except Friday, Saturday or Sunday. If employees agree, they can be paid monthly.
Juniors who sell or serve alcohol, including as a part of their general waiting duties, have to be paid the adult rate for their classification regardless of their age.
Base Rate
| Minimum per hour |
|---|
| $Hourly pay rate |
Penalty rates
| Evening 10pm - midnight |
|---|
| $Hourly pay rate + $Late night - Monday to Friday - 10pm to midnight* |
| Early morning Midnight - 6am |
|---|
| $Hourly pay rate + $Early morning - Monday to Friday - midnight to 6am* |
| Saturday work |
|---|
| $Saturday |
| Sunday work |
|---|
| $Sunday |
| Public holidays |
|---|
| $Public holiday |
| CHRISTMAS DAY ON WEEKEND - IF NOT PUBLIC HOLIDAY ** |
|---|
| $Christmas Day - Saturday |
Employees get paid a higher pay rate when they work evenings, weekends or public holidays.
* Base rate per hour plus this additional amount per hour or part of an hour.
** Employees must also be given a substitute day off.
Overtime
| Weekday – First 2 hours |
|---|
| $Overtime - Monday to Friday - first 2 hours |
| Weekday - After 2 hours |
|---|
| $Overtime - Monday to Friday - after 2 hours |
| Saturday - first 2 hours |
|---|
| $Overtime - Saturday - first 2 hours |
| Saturday - after 2 hours |
|---|
| $Overtime - Saturday - after 2 hours |
| Sunday |
|---|
| $Overtime - Sunday |
| RDO |
|---|
| $Overtime - RDO |
Employees receive overtime rates whenever they work (one of the following):
- outside of their rostered hours
- more than 38 hours avg. a week over 4 weeks
- more than 11.5 hours in a day (if under 18, more than 10 hours in a day)
- if more than 3 x 10 hour days in a row without a 48 hour break immediately afterwards
- more than 8 days of 10 hours in a 4 week roster
- a broken shift that spans over more than 12 hours.
Employees who work overtime have to get a minimum break of 8 hours between finishing work on one day and starting work the next day.
Annualised wage arrangements (previously known as annualised salaries): An employer and employee can agree in writing that the employee is paid an annualised wage that is at least 25% above the employee’s weekly minimum award wage, as an alternative to calculating and paying an employee’s wages based on their hours worked in each pay period.
The Restaurant Award has rules about how these arrangements are set and agreed to, recorded, and reconciled. Employers can use our employer's guide to annualised wage arrangements in the hospitality and restaurant industries for help setting up an annualised wage arrangement.
See clause 20 of the Restaurant Award for more information.
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, on any day except Friday, Saturday or Sunday. If employees agree, they can be paid monthly.
Juniors who sell or serve alcohol, including as a part of their general waiting duties, have to be paid the adult rate for their classification regardless of their age.
Base Rate
| Minimum per hour |
|---|
| $Hourly pay rate |
Penalty rates
| Evening 10pm - midnight |
|---|
| $Hourly pay rate + $Late night - Monday to Friday - 10pm to midnight* |
| Early morning Midnight - 6am |
|---|
| $Hourly pay rate + $Early morning - Monday to Friday - midnight to 6am* |
| Saturday work |
|---|
| $Saturday |
| Sunday work |
|---|
| $Sunday |
| Public holidays |
|---|
| $Public holiday |
| CHRISTMAS DAY ON WEEKEND - IF NOT PUBLIC HOLIDAY ** |
|---|
| $Christmas Day - Saturday |
Employees get paid a higher pay rate when they work evenings, weekends or public holidays.
* Base rate per hour plus this additional amount per hour or part of an hour.
** Employees must also be given a substitute day off.
Overtime
| Weekday – First 2 hours |
|---|
| $Overtime - Monday to Friday - first 2 hours |
| Weekday - After 2 hours |
|---|
| $Overtime - Monday to Friday - after 2 hours |
| Saturday - first 2 hours |
|---|
| $Overtime - Saturday - first 2 hours |
| Saturday - after 2 hours |
|---|
| $Overtime - Saturday - after 2 hours |
| Sunday |
|---|
| $Overtime - Sunday |
| RDO |
|---|
| $Overtime - RDO |
Employees receive overtime rates whenever they work (one of the following):
- outside of their rostered hours
- more than 11.5 hours in a day (if under 18, more than 10 hours in a day)
- if more than 3 x 10 hour days in a row without a 48 hour break immediately afterwards
- more than 8 days of 10 hours in a 4 week roster
- a broken shift that spans over more than 12 hours.
Employees who work overtime have to get a minimum break of 8 hours between finishing work on one day and starting work the next day.
Pay overview
Casual Level Age
Employees must be paid for all hours they work. This includes time spent opening and closing the business, staff meetings and training.
Casuals must be paid at the end of each occasion they attend work, or they can be paid weekly or fortnightly if they agree.
Juniors who sell or serve alcohol, including as a part of their general waiting duties, have to be paid the adult rate for their classification regardless of their age.
Base Rate
| Minimum per hour |
|---|
| $Hourly pay rate |
Penalty rates
| Evening 10pm - midnight |
|---|
| $Hourly pay rate + $Late night - Monday to Friday - 10pm to midnight* |
| Early morning Midnight - 6am |
|---|
| $Hourly pay rate + $Early morning - 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.
*Base rate per hour plus this additional amount per hour or part of an hour
Overtime
| Weekday – First 2 hours |
|---|
| $Overtime - Monday to Friday - first 2 hours |
| Weekday - After 2 hours |
|---|
| $Overtime - Monday to Friday - after 2 hours |
| Saturday - first 2 hours |
|---|
| $Overtime - Saturday - first 2 hours |
| Saturday - after 2 hours |
|---|
| $Overtime - Saturday - after 2 hours |
| Sunday |
|---|
| $Overtime - Sunday |
Employees receive overtime rates whenever they work (one of the following):
- more than 12 hours in a day (or shift)
- more than an average of 38 hours over a 4 week roster cycle.
Employees who work overtime have to get a minimum break of 8 hours between finishing work on one day and starting work the next day.
Pay
Introductory Level
An employee who enters the industry and is unable to meet the competency requirements of Level 1.
This level should only apply for a maximum of three months, but employment at this level can be extended for an extra three months if both the employer and employee agree to it.
Food and beverage
| Duties | |
|---|---|
| Food and beverage attendant Grade 1 |
|
|
engaged in any of the following:
|
|
| Food and beverage attendant Grade 2 |
|
|
not achieved the appropriate level of training engaged in any of the following:
|
|
| Food and beverage attendant Grade 3 |
|
|
appropriate level of training engaged in any of the following:
may assist in the training and supervision of food and beverage attendants of a lower grade. |
|
| Food and beverage attendant Grade 4 (tradesperson) |
|
|
appropriate level of training carries out specialised skilled duties in a fine dining room or restaurant. |
|
| Food and beverage attendant Supervisor |
|
|
appropriate level of training including a supervisory course responsibility for supervision, training and co-ordination of food and beverage staff, or stock control for a bar or series of bars. |
|
See Award
for full classification definitions.
Kitchen
| Duties | |
|---|---|
| Kitchen attendant Grade 1 |
|
|
engaged in any of the following:
|
|
| Kitchen attendant Grade 2 |
|
|
appropriate level of training engaged in specialised non-cooking duties in a kitchen or food preparation area, or supervision of kitchen attendants. |
|
| Kitchen attendant Grade 3 |
|
|
appropriate level of training, including a supervisory course responsibility for the supervision, training and co-ordination of kitchen attendants of a lower grade. |
|
| Cook Grade 1 |
|
|
doesn't have the appropriate level of training carries out cooking of breakfasts and snacks, baking, pastry cooking or butchering. |
|
| Cook Grade 2 |
|
|
appropriate level of training performs cooking duties such as baking, pastry cooking or butchering. |
|
| Cook Grade 3 (tradesperson) |
|
|
commis chef or equivalent who has completed an apprenticeship or who has passed the appropriate trade test or who has the appropriate level of training engaged to perform cooking, baking, pastry cooking or butchering duties. |
|
| Cook Grade 4 (tradesperson) |
|
|
demi chef or equivalent who has completed an apprenticeship or who has passed the appropriate trade test or who has the appropriate level of training engaged to perform general or specialised cooking, butchering, baking or pastry cooking duties and/or supervises and trains other cooks and kitchen employees. |
|
| Cook Grade 5 |
|
|
chef de partie or equivalent who has completed an apprenticeship or has passed the appropriate trade test or who has the appropriate level of training in cooking, butchering or pastry cooking performs any of the following:
|
|
See Award for full classification definitions
Administrative and general
| Duties | |
|---|---|
| Clerical Grade 1 |
|
|
basic clerical and routine office duties such as collating, filing, photocopying, and delivering messages. |
|
| Clerical Grade 2 |
|
|
general clerical or office duties, such as typing, filing, basic data entry and calculating functions. |
|
| Clerical Grade 3 |
|
|
appropriate level of training performs secretarial duties (see the Award |
|
| Clerical Supervisor |
|
|
appropriate level of training including a supervisory course and who co-ordinates other clerical staff. |
|
See Award for full classification definitions
Stores
| Duties | |
|---|---|
| Storeperson Grade 1 |
|
|
receives and stores general and perishable goods and cleans the store area. |
|
| Storeperson Grade 2 |
|
|
in addition to the duties for a storeperson grade 1, may also operate mechanical lifting equipment such as a fork-lift and/or who may perform duties of more complex nature. |
|
| Storeperson Grade 3 |
|
|
appropriate level of training and who:
see the Award |
|
See Award for full classification definitions
Security
| Duties | |
|---|---|
| Doorperson/security officer Grade 1 |
|
|
assists in maintenance of dress standards and good order at an establishment. |
|
| Timekeeper/security officer Grade 2 |
|
|
responsible for timekeeping of staff, for the security of keys, for the checking in and out of delivery vehicles and/or for the supervision of doorperson/security officer grade 1 personnel. |
|
See Award for full classification definitions
Handyperson
| Duties | |
|---|---|
| Handyperson | |
|
An employee who is not a tradesperson and whose duties include the performance of routine repair work and maintenance in and about the employer’s premises. |
|
See Award for full classification definitions
Hours of work
Ordinary hours
| WORK HOURS |
|---|
| 38hrs avg / week* 11.5 hrs max / day (if under 18, 10hrs max/day) 8 days of 10hrs* |
| BROKEN SHIFT |
|---|
| 12 hour span |
| MINIMUM ENGAGEMENT |
|---|
| 6 hrs in a day |
Check the Award for different minimum daily hours that apply on Saturday, Sunday and public holidays.
* in 4 week roster cycle.
OVERTIME
Employees receive overtime rates whenever they work (one of the following):
| outside of their rostered hours |
| more than 38 hrs avg./week over 4 weeks |
| more than 11.5 hrs/day (if under 18, more than 10 hrs/day) |
| if more than 3 x 10 hour days in a row without a 48 hour break immediately afterwards |
| more than 8 days of 10 hours in a 4 week roster |
| a broken shift that spans over more than 12 hours. |
Employees who work overtime have to get a minimum break of 8 hours between finishing work on one day and starting work the next day.
BREAKS
An employee gets the following number of breaks, depending on the hours they actually work (not their rostered hours).
| Hours worked | Rest break (paid) | Meal break (unpaid) |
|---|---|---|
| Less than 5 | No break | No break |
| 5 or more hours - 10 hours | No break | 1 x minimum 30 min break |
| Over 10 hours | 2 x 20 min break | 1 x minimum 30 min break |
- If the unpaid meal break is scheduled more than 5 hours after starting, employees get an extra paid 20 minute meal break. This break needs to be taken after an employee has worked at least 2 hours, but less than 5 hours.
- An employee is entitled to an additional 20 minute paid rest break if they’re required to work more than 5 continuous hours after an unpaid meal break.
- If an employee takes a break of more than 60 minutes this is considered as a broken work day. The employee will get a split shift allowance.
Check the Award for information about extra or longer breaks in certain situations.
Hours of work
Ordinary hours
| WORK HOURS |
|---|
| their rostered ordinary hours 11.5 hrs max/day (if under 18, 10 hrs max/day) 8 days of 10 hrs in 4 wk roster cycle |
| BROKEN SHIFT |
|---|
| 12 hour span |
| MINIMUM ENGAGEMENT |
|---|
| 3 hours in a day |
Check the Award for different minimum daily hours that apply on Saturday, Sunday and public holidays.
OVERTIME
Employees receive overtime rates whenever they work (one of the following):
| outside of their rostered hours |
| more than 11.5 hrs/day (if under 18, more than 10 hrs/day) |
| if more than 3 x 10 hour days in a row without a 48 hour break immediately afterwards |
| more than 8 days of 10 hours in a 4 week roster |
| a broken shift that spans over more than 12 hours. |
Employees who work overtime have to get a minimum break of 8 hours between finishing work on one day and starting work the next day.
BREAKS
An employee gets the following number of breaks, depending on the hours they actually work (not their rostered hours).
| Hours worked | Rest break (paid) | Meal break (unpaid) |
|---|---|---|
| Less than 5 | No break | No break |
| 5 or more hours - 10 hours | No break | 1 x minimum 30 min break |
| Over 10 hours | 2 x 20 min breaks | 1 x minimum 30 min break |
- If the unpaid meal break is scheduled more than 5 hours after starting, employees get an extra paid 20 minute meal break. This break needs to be taken after an employee has worked at least 2 hours, but less than 5 hours.
- An employee is entitled to an additional 20 minute paid rest break if they’re required to work more than 5 continuous hours after an unpaid meal break.
- If an employee takes a break of more than 60 minutes this is considered as a broken work day. The employee will get a split shift allowance.
Check the Award for information about extra or longer breaks in certain situations.
Hours of work
Ordinary hours
| Work hours |
|---|
| max. 12 hrs/day or shift 38 hrs avg/week (in 4wk roster cycle) |
| MINIMUM ENGAGEMENT |
|---|
| 2 hours in a row |
Overtime
Employees receive overtime rates whenever they work (one of the following):
| more than 12 hrs/day (or shift) |
| more than an average of 38 hours over a 4 week roster cycle. |
Employees who work overtime have to get a minimum break of 8 hours between finishing work on one day and starting work the next day.
Breaks
An employee gets the following number of breaks, depending on the hours they actually work (not their rostered hours).
| Hours worked | Rest break (paid) | Meal break (unpaid) |
|---|---|---|
| Less than 5 | No break | No break |
| 5 or more hours - 10 hours | No break | 1 x minimum 30 min break |
| Over 10 hours | 2 x 20 min break | 1 x minimum 30 min break |
- If the unpaid meal break is scheduled more than 5 hours after starting, employees get an extra paid 20 minute meal break. This break needs to be taken after an employee has worked at least 2 hours, but less than 5 hours.
- An employee is entitled to an additional 20 minute paid rest break if they’re required to work more than 5 continuous hours after an unpaid meal break.
Check the Award for information about extra or longer breaks in certain situations.
Allowances
Use our Pay and Conditions Tool 
to determine what allowances will apply to your specific circumstances.
See Clause 21 of the Award for the full conditions associated with each allowance.
Allowance
| Allowances | Rate |
|---|---|
| Split shift | $4.70 for each separate work period of 2 hours or more |
| Meal | $14.40 for a meal |
| Laundry | reimbursement of cost |
| Waterproof or protective clothing | reimbursement of cost |
| Special clothing | reimbursement of the cost (coats, dresses, caps etc.) |
| Tool allowance - cooks and apprentice cooks | $1.93 per day or part thereof (up to a max. $9.46/per week) |
| Tools and equipment | reimbursement of the cost (towels, tools, utensils and materials etc.) |
| Working away from usual workplace (travelling time) |
payment at ordinary pay rate |
| Working away from usual workplace (80km or more of travel) |
payment for transport (to/from workplace) |
| Apprentice training fees/textbook costs | reimbursement of cost (prescribed training fees and textbooks) |
| Apprentice travel to block release training | reimbursement for the excess reasonable travel costs |
Allowances
Use our Pay and Conditions Tool to determine what allowances will apply to your specific circumstances.
See Clause 21 of the Award for the full conditions associated with each allowance.
Allowance
| Allowances | Rate |
|---|---|
| Split shift | $4.70 for each separate work period of 2 hours or more |
| Meal | $14.40 for a meal |
| Laundry | reimbursement of cost |
| Waterproof or protective clothing | reimbursement of cost |
| Special clothing | reimbursement of cost (coats, dresses, caps etc.) |
| Tool allowance - cooks and apprentice cooks | $1.93 per day or part thereof (up to max. $9.46/per week) |
| Tools and equipment | reimbursement of the cost (towels, tools, utensils and materials etc.) |
| Working away from usual workplace (travelling time) |
payment at ordinary pay rates |
| Working away from usual workplace (80km or more of travel) |
payment of transport (to/from workplace) |
| Apprentice training fees/textbook costs | reimbursement of cost (prescribed training fees and textbooks) |
| Apprentice travel to block release training | reimbursement for the excess reasonable travel costs |
Allowances
Use our Pay and Conditions Tool to determine what allowances will apply to your specific circumstances.
See Clause 21 of the Award for the full conditions associated with each allowance.
Allowance
| Allowances | Rate |
|---|---|
| Meal | $14.40 for a meal |
| Laundry | reimbursement of cost |
| Waterproof or protective clothing | reimbursement of cost |
| Special clothing | reimbursement of the cost (coats, dresses, caps etc.) |
| Tool allowance - cooks | $1.93 per day or part thereof (up to max. $9.46/per week) |
| Tools and equipment | reimbursement of the cost (towels, tools, utensils and materials etc.) |
| Working away from usual workplace (travelling time) |
payment at ordinary pay rate |
| Working away from usual workplace (80km or more of travel) |
payment for transport (to/from workplace) |
Leave
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 = 17.5% of the employee’s base pay rate
* 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
For employees of non-small businesses*
| Leave (Paid) |
|---|
| 10 days each year** |
For employees of small businesses*
| Leave (Unpaid) |
|---|
| 5 days each year** |
* For the purpose of paid family and domestic violence leave, a small business is one that had less than 15 employees on 1 February 2023.
Employees of small businesses will be entitled to 10 days paid family and domestic violence leave from 1 August 2023.
** Find out about Paid family and domestic violence leave and Unpaid family and domestic violence leave .
Leave
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 = 17.5% of the employee’s base pay rate
* 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
For employees of non-small businesses*
| Leave (Paid) |
|---|
| 10 days each year** |
For employees of small businesses*
| Leave (Unpaid) |
|---|
| 5 days each year** |
* For the purpose of paid family and domestic violence leave, a small business is one that had less than 15 employees on 1 February 2023.
Employees of small businesses will be entitled to 10 days paid family and domestic violence leave from 1 August 2023.
** Find out about Paid family and domestic violence leave and Unpaid 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
For employees of non-small businesses*
| Leave (Paid) |
|---|
| 10 days each year** |
For employees of small businesses*
| Leave (Unpaid) |
|---|
| 5 days each year** |
* For the purpose of paid family and domestic violence leave, a small business is one that had less than 15 employees on 1 February 2023.
Employees of small businesses will be entitled to 10 days paid family and domestic violence leave from 1 August 2023.
** Find out about Paid family and domestic violence leave and Unpaid family and domestic violence leave .
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.
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 .
