Salary payments
Due to the impacts coronavirus is having on the community, a number of unions and employer associations are applying to the Fair Work Commission to increase award flexibility.
This may affect the information about entitlements on both this page and in the resources found on this page.
For a list of determinations and to see if your award is affected go to Temporary changes to workplace laws during coronavirus.
On 12 February 2020, the Fair Work Commission made determinations
that added new rules about annual wage arrangements in a number of awards.
The new rules start from the first full pay period on or after 1 March 2020.
To find out if these changes affect you, read our update on the New rules for annualised wage arrangements.
An annual salary can't be less than the minimum entitlements an employee is entitled to under the award or registered agreement that applies and the National Employment Standards.
The requirements that need to be met when agreeing to an annualised salary can be outlined in an award, employment contract, enterprise agreement or other registered agreement.
An employer and employee can agree that an annual salary covers entitlements like:
- minimum weekly wages
- penalties
- overtime
- allowances
- annual leave loading.
Find out the rules in your award about making an annual salary agreement by selecting from the list below.
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- Building, construction and on-site trades
- Clerical
- Contract cleaning services
- Don't know
- Hair and beauty
- Health support services
- Horticulture
- Hospitality
- Manufacturing
- Other
- Real estate
- Retail
- Road Transport
- Security
- Social, community, disability and home care services
- Storage services and wholesale
Best practice tip
Check your employment contract for details of any annual salary arrangements.
Records of annual salary arrangements
Salary agreements should be documented in writing, and identify which entitlements are included in the payment.
The employer and the employee should keep a copy of the agreement.
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