Restaurant Industry Award

Extension of the JobKeeper Scheme

On 1 September 2020, legislation to extend the JobKeeper scheme passed Parliament. As part of this, the JobKeeper provisions in the Fair Work Act were also extended with some changes. For more information, go to Extension of JobKeeper provisions in the Fair Work Act.

We’re reviewing the tool on this page and encourage you to check back for any updates.

Find more information about the JobKeeper scheme at JobKeeper wage subsidy scheme.

On 13 August 2020, the High Court handed down a decision about the method of accruing and taking paid personal/carer’s leave under the National Employment Standards. The High Court has found that the entitlement to 10 days of personal/carer’s leave is calculated based on an employee’s hours of work, not days. 10 days of personal leave can be calculated as 1/26 of an employee's ordinary hours of work in a year.

The High Court’s decision overturns a decision made by the Full Federal Court in August 2019. We’ve updated the information in this tool as a result. 

Learn more about the decision at High Court decision: accrual of personal/carer’s leave.

Pay rates for the Restaurant Award will change from the first full pay period starting on or after 1 February 2021. Allowances may also change from that pay period. The rates below apply from the first full pay period starting on or after 1 July 2019. For more information see The Commission has announced a 1.75% increase to minimum wages.

Are you working or running a business in the restaurant or cafe industry? The Restaurant 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 Restaurant Industry Award covers you? Minimum conditions at work can come from registered agreements, awards or legislation. Refer to our Restaurant Award Summary opens new tab to help determine if this award applies or check using our Find my Award opens new tab tool.

Employment Status Overview

JobKeeper
The Fair Work Act has been temporarily amended to support the JobKeeper wage subsidy scheme. Find out more: JobKeeper wage subsidy scheme .

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
*Award flexibility and changes to hours

On 31 March 2020, the Fair Work Commission varied the Restaurant Award to increase flexibility during the impact of coronavirus by adding a new temporary Schedule I. The Fair Work Commission has now extended and changed Schedule I. The updated Schedule applies from the first full pay period commencing on or after 1 July until 27 September 2020.

As part of these changes, in certain circumstances employers can:

  • reduce their full-time employees' hours of work so that they work an average of between 22.8 and 38 ordinary hours each week
  • request an employee to take annual leave.
  • From the first full pay period on or after 1 July 2020, Schedule I no longer applies to employees and their employers in the JobKeeper scheme. Instead, these employers can use the temporary Fair Work Act JobKeeper provisions to manage their workforce more flexibly.

    Prior to directing any changes to hours, an employer must meet certain requirements. Find out more: Restaurant Award flexibility during outbreak of coronavirus.

    ^ Based on their hours of work.

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

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.

*Award flexibility and changes to hours

On 31 March 2020, the Fair Work Commission varied the Restaurant Award to increase flexibility during the impact of coronavirus by adding a new temporary Schedule I. The Fair Work Commission has now extended and changed Schedule I. The updated Schedule applies from the first full pay period commencing on or after 1 July until 27 September 2020.

As part of these changes, in certain circumstances employers can:

  • reduce their part-time employees' hours of work so that they work an average of between 60% and 100% of their guaranteed hours per week/roster cycle
  • request an employee to take annual leave.

From the first full pay period on or after 1 July 2020, Schedule I no longer applies to employees and their employers in the JobKeeper scheme. Instead, these employers can use the temporary Fair Work Act JobKeeper provisions to manage their workforce more flexibly.

Prior to directing any changes to hours, an employer must meet certain requirements. Find out more: Restaurant Award flexibility during outbreak of coronavirus.

^Based on their ordinary hours of work.

Casual

Average Hours/week
No guaranteed hours
Usually irregular
Position
Have the right to request casual conversion*
Notice of termination
N/A
Paid Annual Leave
N/A
Paid Sick
Leave
N/A
Paid Carer's Leave
N/A

* Casual employees are entitled to ask to change to full-time or part-time employment when they have worked a regular pattern of hours over a period of at least 12 months and they could continue to work those hours as a full-time or part-time employee without significant changes.

Check clause 11.7 of the Award for full details of when a casual can request casual conversion.

Pay overview

Award flexibility and changes in duties and hours
On 31 March 2020, the Fair Work Commission varied the Restaurant Award to increase flexibility during the impact of coronavirus by adding a new temporary Schedule I. The Fair Work Commission has now extended and changed Schedule I. The updated Schedule applies from the first full pay period commencing on or after 1 July until 27 September 2020 and includes changes to:

  • the type of duties employers can ask their employees to perform, and how performing different duties may increase wages
  • conditions for directions to change an employee's hours of work.

From the first full pay period on or after 1 July 2020, Schedule I no longer applies to employees and their employers in the JobKeeper scheme. Instead, these employers can use the temporary Fair Work Act JobKeeper provisions to manage their workforce more flexibly.

To find out more about the changes and how they may impact you, visit: Restaurant Award flexibility during outbreak of coronavirus.

JobKeeper and changes to duties
The Fair Work Act has been temporarily amended to support the JobKeeper wage subsidy scheme. As part of these changes, some employees' duties can be changed in certain circumstances. Find out more: Changing duties, location or days and times of work under the JobKeeper scheme.

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.

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 - if Saturday
$Christmas Day - Saturday
Christmas Day - if Sunday
$Christmas Day - Sunday

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
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 Salary: An employee can agree to be paid an annual salary instead of a weekly or hourly award pay rate under this award. See Clause 20 of the Award external-icon.png for the full terms and conditions that may apply.

 

Pay overview

Award flexibility and changes in duties and hours
On 31 March 2020, the Fair Work Commission varied the Restaurant Award to increase flexibility during the impact of coronavirus by adding a new temporary Schedule I. The Fair Work Commission has now extended and changed Schedule I. The updated Schedule applies from the first full pay period commencing on or after 1 July until 27 September 2020 and includes changes to:

  • the type of duties employers can ask their employees to perform, and how performing different duties may increase wages
  • conditions for directions to change an employee's hours of work.

From the first full pay period on or after 1 July 2020, Schedule I no longer applies to employees and their employers in the JobKeeper scheme. Instead, these employers can use the temporary Fair Work Act JobKeeper provisions to manage their workforce more flexibly.

To find out more about the changes and how they may impact you, visit: Restaurant Award flexibility during outbreak of coronavirus.

JobKeeper and changes to duties
The Fair Work Act has been temporarily amended to support the JobKeeper wage subsidy scheme. As part of these changes, some employees' duties can be changed in certain circumstances. Find out more: Changing duties, location or days and times of work under the JobKeeper scheme.

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.

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 - if Saturday
$Christmas Day - Saturday
Christmas Day - if Sunday
$Christmas Day - Sunday

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
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.


Annualised Salary: An employee can agree to be paid an annual salary instead of a weekly or hourly award pay rate under this award. See Clause 20 of the Award external-icon.png for the full terms and conditions that may apply

 

Pay overview

Award flexibility and changes in duties and hours
On 31 March 2020, the Fair Work Commission varied the Restaurant Award to increase flexibility during the impact of coronavirus by adding a new temporary Schedule I. The new Schedule includes changes to the type of duties employers can ask their employees to perform, and may increase the employees’ wages if they perform higher duties.

From the first full pay period on or after 1 July 2020, Schedule I no longer applies to employees and their employers in the JobKeeper scheme. Instead, these employers can use the temporary Fair Work Act JobKeeper provisions to manage their workforce more flexibly.

To find out more about the changes and how they may impact you, visit: Restaurant Award flexibility during outbreak of coronavirus.

JobKeeper and changes to duties
The Fair Work Act has been temporarily amended to support the JobKeeper wage subsidy scheme. As part of these changes, some employees' duties can be changed in certain circumstances. Find out more: Changing duties, location or days and times of work under the JobKeeper scheme.

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.

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

Award flexibility and changes in duties and hours
On 31 March 2020, the Fair Work Commission varied the Restaurant Award to increase flexibility during the impact of coronavirus by adding a new temporary Schedule I. The Fair Work Commission has now extended and changed Schedule I. The updated Schedule applies from the first full pay period commencing on or after 1 July until 27 September 2020 and includes changes to:

  • the types of duties employers can ask their employees to perform and how performing different duties may increase wages
  • conditions for directions to change an employee's hours of work.

From the first full pay period on or after 1 July 2020, Schedule I no longer applies to employees and their employers in the JobKeeper scheme. Instead, these employers can use the temporary Fair Work Act JobKeeper provisions to manage their workforce more flexibly.

To find out more about the changes and how they may impact you, visit: Restaurant Award flexibility during outbreak of coronavirus.

JobKeeper and changes to duties
The Fair Work Act has been temporarily amended to support the JobKeeper wage subsidy scheme. As part of these changes, some employees’ duties can be changed in certain circumstances. Find out more: Changing duties, location or days and times of work under the JobKeeper scheme.

Introductory Level

An employee who enters the industry and is still learning the duties described under 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:

  • picking up glasses
  • general assistance to food and beverage attendants of a higher grade not including service to customers
  • removing food plates
  • setting and/or wiping down tables
  • cleaning and tidying of associated areas
  • receipt of monies.
Food and beverage attendant
Grade 2

not achieved the appropriate level of training

engaged in any of the following:

  • supplying, dispensing or mixing liquor
  • assisting in the cellar
  • general waiting duties of both food and/or beverage, including cleaning tables
  • receipt of monies
  • attending a snack bar
  • delivery duties
  • taking reservations, greeting and seating guests
Food and beverage attendant
Grade 3

appropriate level of training

engaged in any of the following:

  • supplying, dispensing or mixing of liquor
  • assisting in the cellar
  • undertaking general waiting duties of both food and liquor including cleaning of tables
  • receipt of monies
  • assisting in the training and supervision of food and beverage attendants of a lower grade
  • delivery duties
  • taking reservations, greeting and seating guests

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 Awardexternal-icon.png for full classification definitions.

Kitchen

Duties
Kitchen attendant
Grade 1

engaged in any of the following:

  • general cleaning duties within a kitchen or food preparation area and scullery, including the cleaning of cooking and general utensils used in a kitchen and restaurant
  • assisting employees who are cooking
  • assembly and preparation of ingredients for cooking
  • general pantry duties
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:

  • general and specialised duties including supervision or training of other kitchen staff
  • ordering and stock control
  • solely responsible for other cooks and other kitchen employees in a single kitchen establishment

See Award external-icon.png 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 Awardexternal-icon.png for further details about what constitutes secretarial duties).

Clerical
Supervisor

appropriate level of training including a supervisory course and who co-ordinates other clerical staff.

See Award external-icon.png 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:

  • implements quality control
  • responsible for large part of, or all stores/warehouse area
  • highly developed interpersonal and communication skills
  • able to supervise and provide direction to other employees (ie. assist in the provision of training)
  • and may perform indicative tasks at this level, such as liaising with management and suppliers, and supervising the receipt of goods

see the Award external-icon.png for full list of duties and indicative tasks.

See Award external-icon.png 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 external-icon.png 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 external-icon.png 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 external-icon.png for different minimum daily hours that apply on Saturday, Sunday and public holidays.

* in 4 week roster cycle.

Award flexibility and changes to hours of work

On 31 March 2020, the Fair Work Commission varied the Restaurant Award to increase flexibility during the impact of coronavirus by adding a new temporary Schedule I. The Fair Work Commission has now extended and changed Schedule I. The updated Schedule applies from the first full pay period commencing on or after 1 July until 27 September 2020.

As part of these changes, in certain circumstances employers can:

  • reduce their full-time employees' hours of work so that they work an average of between 22.8 and 38 ordinary hours each week.
  • request an employee to take annual leave.

From the first full pay period on or after 1 July 2020, Schedule I no longer applies to employees and their employers in the JobKeeper scheme. Instead, these employers can use the temporary Fair Work Act JobKeeper provisions to manage their workforce more flexibly.

Prior to directing any changes to hours, an employer must meet certain requirements. Find out more: Restaurant Award flexibility during outbreak of coronavirus.

JobKeeper and changes to hours of work
The Fair Work Act has been temporarily amended to support the JobKeeper wage subsidy scheme. As part of these changes, some employees' hours of work can be changed in certain circumstances.  Find out more:

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 external-icon.png 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 row

Check the Award external-icon.png for different minimum daily hours that apply on Saturday, Sunday and public holidays.

*Award flexibility and changes to hours

On 31 March 2020, the Fair Work Commission varied the Restaurant Award to increase flexibility during the impact of coronavirus by adding a new temporary Schedule I. The Fair Work Commission has now extended and changed Schedule I. The updated Schedule applies from the first full pay period commencing on or after 1 July until 27 September 2020.

As part of these changes, in certain circumstances employers can:

  • reduce their part-time employees' hours of work so that they work an average of between 60% and 100% of their guaranteed hours per week/roster cycle.
  • request an employee to take annual leave.

From the first full pay period on or after 1 July 2020, Schedule I no longer applies to employees and their employers in the JobKeeper scheme. Instead, these employers can use the temporary Fair Work Act JobKeeper provisions to manage their workforce more flexibly.

Prior to directing any changes to hours, an employer must meet certain requirements. Find out more: Restaurant Award flexibility during outbreak of coronavirus.

JobKeeper and changes to hours of work
The Fair Work Act has been temporarily amended to support the JobKeeper wage subsidy scheme. As part of these changes, some employees' hours of work can be changed in certain circumstances.  Find out more:

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 external-icon.png for information about extra or longer breaks in certain situations.

Hours of work

Ordinary hours

Work hours
no guaranteed hours of work

max. 12 hrs/day or shift

38 hrs avg/week (in 4wk roster cycle)*
MINIMUM ENGAGEMENT
2 hours in a row

*JobKeeper and changes to hours of work
The Fair Work Act has been temporarily amended to support the JobKeeper wage subsidy scheme. As part of these changes, some employees' hours of work can be changed in certain circumstances.  Find out more:

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 external-icon.png for information about extra or longer breaks in certain situations.

Allowances

Use our Pay and Conditions Tool opens new tab to determine what allowances will apply to your specific circumstances.

See Clause 21 of the Award opens new tab for the full conditions associated with each allowance.

Allowance

Allowances Rate
Split shift $4.31 for each separate work period of 2 hours or more
Meal $13.38 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 $1.73 per day or part thereof (up to a max. $8.49/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
(country/seaside work involving 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 opens new tab to determine what allowances will apply to your specific circumstances.

See Clause 21 of the Award opens new tab for the full conditions associated with each allowance.

Allowance

Allowances Rate
Split shift $4.31 for each separate work period of 2 hours or more
Meal $13.38 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 $1.73 per day or part thereof (up to max. $8.49/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
(country/seaside work involving 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 opens new tab to determine what allowances will apply to your specific circumstances.

See Clause 21 of the Award opens new tab for the full conditions associated with each allowance.

Allowance

Allowances Rate
Meal $13.38 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 $1.73 per day or part thereof (up to max. $8.49/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
(country/seaside work involving 80km or more of travel)           
payment for transport (to/from workplace)

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 = 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 opens new tab

Award flexibility and annual leave

On 31 March 2020, the Fair Work Commission varied the Restaurant Award to increase flexibility during the impact of coronavirus by adding a new temporary Schedule I. The new Schedule included changes to annual leave arrangements.

The Fair Work Commission has now extended and changed Schedule I. The updated Schedule applies from the first full pay period commencing on or after 1 July until 27 September 2020 and includes adding extra safeguards around requests to take annual leave.

In addition, from the first full pay period on or after 1 July 2020, Schedule I no longer applies to employees and their employers in the JobKeeper scheme. Instead, these employers can use the temporary Fair Work Act JobKeeper provisions to manage their workforce more flexibly.

To find out more about the changes and how they may impact you, visit: Restaurant Award flexibility during outbreak of coronavirus.

JobKeeper and annual leave
The Fair Work Act has been temporarily amended to support the JobKeeper wage subsidy scheme. As part of these changes, qualifying employers can make agreements with their eligible employees about taking annual leave in certain circumstances. Find out more: Leave and the JobKeeper scheme.

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 opens new tab

 

Public Holidays

Leave (Paid)
receive

Paid time off when an ordinary work day falls on a public holiday.

Compassionate leave

Leave (Paid)
2 days

Used on each occasion where an immediate family or household member dies or suffers a life threatening illness or injury.

FAMILY AND DOMESTIC VIOLENCE LEAVE

Leave (Unpaid)
5 days each year*

* Find out about Taking family and domestic violence leave opens new tab and Notice and evidence requirements opens new tab.

 

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 = 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 opens new tab

Award flexibility and annual leave

On 31 March 2020, the Fair Work Commission varied the Restaurant Award to increase flexibility during the impact of coronavirus by adding a new temporary Schedule I. The new Schedule included changes to annual leave arrangements.

The Fair Work Commission has now extended and changed Schedule I. The updated Schedule applies from the first full pay period commencing on or after 1 July until 27 September 2020 and includes adding extra safeguards around requests to take annual leave.

In addition, from the first full pay period on or after 1 July 2020, Schedule I no longer applies to employees and their employers in the JobKeeper scheme. Instead, these employers can use the temporary Fair Work Act JobKeeper provisions to manage their workforce more flexibly.

To find out more about the changes and how they may impact you, visit: Restaurant Award flexibility during outbreak of coronavirus.

JobKeeper and annual leave
The Fair Work Act has been temporarily amended to support the JobKeeper wage subsidy scheme. As part of these changes, qualifying employers can make agreements with their eligible employees about taking annual leave in certain circumstances. Find out more: Leave and the JobKeeper scheme.

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

Used on each occasion where an immediate family or household member dies or suffers a life threatening illness or injury.

FAMILY AND DOMESTIC VIOLENCE LEAVE

Leave (Unpaid)
5 days each year*

* Find out about Taking family and domestic violence leave opens new tab and Notice and evidence requirements opens new tab.

 

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

Used on each occasion where an immediate family or household member dies or suffers a life threatening illness or injury.

FAMILY AND DOMESTIC VIOLENCE LEAVE

Leave (Unpaid)
5 days each year*

* Find out about Taking family and domestic violence leave opens new tab and Notice and evidence requirements opens new tab.

 

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 opens new tab.

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 opens new tab.

To calculate leave amounts owing, use our Leave Calculator opens new tab.

 

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. opens new tab

 

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 opens new tab.

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 opens new tab.

To calculate leave amounts owing, use our Leave Calculator opens new tab.

 

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 opens new tab.

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 opens new tab 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 opens new tab.

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