Restaurant Industry Award

Annual Wage Review – 1 November 2021 changes

From 1 November 2021, minimum wages in 21 awards will increase. We’ll update our pay tools with these new rates soon. See our Annual Wage Review 2021 page for more information.

Christmas rates under review

The ‘Christmas day – if Saturday’ and ‘Christmas day – if Sunday’ rates within this tool are currently under review. While we make updates, you can access these rates through our pay calculator.

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 to help determine if this award applies or check using our Find my Award tool.

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

Temporary workplace flexibility in the Restaurant Award

From 11 August 2021, temporary schedules (Schedule AA and Schedule R) that allow changes to classifications, pay rates and allowances have been added to the Restaurant Award. If your workplace has implemented these changes, the information supplied in this tool may not apply to you. Visit the Temporary workplace flexibility in Restaurant Award page for more information about the temporary schedules and how they apply.

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 - 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

Temporary workplace flexibility in the Restaurant Award

From 11 August 2021, temporary schedules (Schedule AA and Schedule R) that allow changes to classifications, pay rates and allowances have been added to the Restaurant Award. If your workplace has implemented these changes, the information supplied in this tool may not apply to you. Visit the Temporary workplace flexibility in Restaurant Award page for more information about the temporary schedules and how they apply.

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 - 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

Temporary workplace flexibility in the Restaurant Award

From 11 August 2021, temporary schedules (Schedule AA and Schedule R) that allow changes to classifications, pay rates and allowances have been added to the Restaurant Award. If your workplace has implemented these changes, the information supplied in this tool may not apply to you. Visit the Temporary workplace flexibility in Restaurant Award page for more information about the temporary schedules and how they apply.

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

Temporary workplace flexibility in the Restaurant Award

From 11 August 2021, temporary schedules (Schedule AA and Schedule R) that allow changes to classifications, pay rates and allowances have been added to the Restaurant Award. If your workplace has implemented these changes, the information supplied in this tool may not apply to you. Visit the Temporary workplace flexibility in Restaurant Award page for more information about the temporary schedules and how they apply.

Introductory Level

Food and beverage

Kitchen

Administrative and general

Stores

Security

Handyperson

Hours of work

Temporary workplace flexibility in the Restaurant Award

From 11 August 2021, temporary schedules (Schedule AA and Schedule R) that allow changes to classifications, pay rates and allowances have been added to the Restaurant Award. If your workplace has implemented these changes, the information supplied in this tool may not apply to you. Visit the Temporary workplace flexibility in Restaurant Award page for more information about the temporary schedules and how they apply.

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.

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

Temporary workplace flexibility in the Restaurant Award

From 11 August 2021, temporary schedules (Schedule AA and Schedule R) that allow changes to classifications, pay rates and allowances have been added to the Restaurant Award. If your workplace has implemented these changes, the information supplied in this tool may not apply to you. Visit the Temporary workplace flexibility in Restaurant Award page for more information about the temporary schedules and how they apply.

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.

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

Temporary workplace flexibility in the Restaurant Award

From 11 August 2021, temporary schedules (Schedule AA and Schedule R) that allow changes to classifications, pay rates and allowances have been added to the Restaurant Award. If your workplace has implemented these changes, the information supplied in this tool may not apply to you. Visit the Temporary workplace flexibility in Restaurant Award page for more information about the temporary schedules and how they apply.

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

Allowances

Temporary workplace flexibility in the Restaurant Award

From 11 August 2021, temporary schedules (Schedule AA and Schedule R) that allow changes to classifications, pay rates and allowances have been added to the Restaurant Award. If your workplace has implemented these changes, the information supplied in this tool may not apply to you. Visit the Temporary workplace flexibility in Restaurant Award page for more information about the temporary schedules and how they apply.

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 $4.39 for each separate work period of 2 hours or more
Meal $13.79 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 $1.82 per day or part thereof (up to a max. $8.92/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

Temporary workplace flexibility in the Restaurant Award

From 11 August 2021, temporary schedules (Schedule AA and Schedule R) that allow changes to classifications, pay rates and allowances have been added to the Restaurant Award. If your workplace has implemented these changes, the information supplied in this tool may not apply to you. Visit the Temporary workplace flexibility in Restaurant Award page for more information about the temporary schedules and how they apply.

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 $4.39 for each separate work period of 2 hours or more
Meal $13.79 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 $1.82 per day or part thereof (up to max. $8.92/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

Temporary workplace flexibility in the Restaurant Award

From 11 August 2021, temporary schedules (Schedule AA and Schedule R) that allow changes to classifications, pay rates and allowances have been added to the Restaurant Award. If your workplace has implemented these changes, the information supplied in this tool may not apply to you. Visit the Temporary workplace flexibility in Restaurant Award page for more information about the temporary schedules and how they apply.

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 $13.79 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 $1.82 per day or part thereof (up to max. $8.92/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

 

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

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 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

  

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 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

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 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.