General Retail Industry Award Pay Guide: 2025/2026
This comprehensive guide details pay rates and conditions under the General Retail Industry Award MA000004,
effective from the first full pay period commencing on or after July 1, 2024, with updates anticipated for 2025/2026.
The General Retail Industry Award 2020 (MA000004) establishes minimum employment standards for employees in the retail sector across Australia.
This award covers a diverse range of roles, from sales assistants and cashiers to supervisors and managers within retail establishments.
Understanding this award is crucial for both employers and employees to ensure fair and compliant workplace practices.
This pay guide provides a clear overview of the key provisions, including base pay rates, allowances, penalty rates, and recent variations.
It’s designed to assist in interpreting the award’s complex requirements and applying them correctly.
Regular updates from the Fair Work Commission necessitate ongoing monitoring to remain compliant with the latest changes.
Utilizing resources like the Fair Work Ombudsman’s My Account and interactive pay rate viewers is highly recommended for accurate information.
Award Coverage and Applicability
The General Retail Industry Award 2020 (MA000004) broadly applies to employees engaged in the retail industry, encompassing businesses primarily involved in the sale of goods directly to consumers.
This includes department stores, supermarkets, specialty shops, and various other retail outlets. However, coverage isn’t universal; certain exclusions apply.
Employees covered typically perform duties related to the sale, display, and handling of retail goods, as well as providing customer service.
The award doesn’t generally cover administrative, professional, or managerial staff whose work is distinct from core retail operations.
Determining applicability can be complex, and the Fair Work Ombudsman’s resources are invaluable for clarification. Employers must accurately classify roles to ensure correct award application and avoid underpayment issues.
Effective Dates of Pay Rates
Pay rates outlined within the General Retail Industry Award MA000004 are subject to annual adjustments, typically taking effect on July 1st of each year.
The current pay rates detailed in this guide are effective from the first full pay period on or after July 1, 2024. This means that employees will receive the updated rates in their paychecks corresponding to that period.
It’s crucial for employers to proactively implement these changes to ensure compliance with Fair Work regulations.
Future pay rate adjustments are anticipated for July 1, 2025, and ongoing monitoring of Fair Work Commission updates is essential. Employers should utilize resources like the Fair Work Ombudsman’s My Account and interactive pay rate viewers to stay informed about these critical dates and rate changes.
Pay Rates – Current (Effective July 1, 2024)
The following sections detail current base rates of pay, categorized by classification levels (Level 1 through Level 5), as stipulated by the Award.
Base Rate of Pay – Level 1
Level 1 generally encompasses entry-level positions within the general retail sector, typically involving tasks requiring limited prior experience or specialized skills. These roles often include duties such as stocking shelves, operating cash registers, assisting customers with basic inquiries, and maintaining store cleanliness.
As of July 1, 2024, the base rate of pay for Level 1 employees is determined by age. Junior rates apply to employees under 21 years of age, with varying percentages of the adult rate based on their age. The specific rates are detailed in the official Fair Work Commission documentation and interactive pay rate viewers. Adult employees receive a standardized hourly rate, which is subject to periodic review and adjustment by the Commission.
It’s crucial to consult the official pay guide or utilize the Fair Work Ombudsman’s My Account service to ascertain the precise applicable rate for individual circumstances, considering age and any relevant qualifications.
Base Rate of Pay – Level 2
Level 2 positions within the General Retail Industry Award typically require a moderate level of skill and experience, often involving more complex tasks than those at Level 1. Employees at this level may be responsible for providing specialized customer service, handling cash and operating point-of-sale systems with greater autonomy, and assisting with inventory management.
Effective July 1, 2024, the base rate for Level 2 is also tiered based on age, with junior rates applying to those under 21. These rates are expressed as a percentage of the adult rate, varying according to age. The adult hourly rate for Level 2 is higher than that of Level 1, reflecting the increased skill and responsibility associated with the role.
Employers and employees should refer to the official Fair Work Commission resources and the My Account portal for accurate and up-to-date pay rate information, ensuring compliance with the Award.
Base Rate of Pay – Level 3
Level 3 employees in the General Retail Industry Award demonstrate a solid understanding of retail operations and possess a broader skillset than Levels 1 and 2. These roles often involve tasks such as training new staff, resolving customer complaints independently, and taking responsibility for opening or closing procedures. They may also assist with visual merchandising and stock control, requiring initiative and problem-solving abilities.
As of July 1, 2024, the base rate of pay for Level 3 is structured with both adult and junior rates, the latter dependent on the employee’s age as a percentage of the adult wage. This rate reflects the increased responsibility and experience expected at this level.
Utilizing the Fair Work Ombudsman’s My Account and interactive pay rate viewers is crucial for accurate wage determination and ensuring adherence to the Award’s stipulations.
Base Rate of Pay – Level 4
Level 4 employees within the General Retail Industry Award typically exhibit significant experience and expertise, often functioning as key holders or supervisors. Their duties encompass complex tasks like managing small teams, handling significant cash transactions, and implementing store policies. They demonstrate a comprehensive understanding of all retail processes and contribute to operational efficiency.
The base rate of pay for Level 4, effective July 1, 2024, is determined by both adult and junior rates, with junior rates calculated as a percentage of the adult wage based on age. This reflects the increased responsibility and leadership skills required at this level.
Employers and employees should consult the Fair Work Ombudsman’s resources, including My Account and interactive pay rate viewers, to ensure accurate wage calculations and compliance with the Award.
Base Rate of Pay – Level 5
Level 5 represents the highest classification under the General Retail Industry Award for most retail positions, signifying substantial experience, leadership, and independent decision-making capabilities. These employees often manage entire departments or sections within a store, overseeing staff, inventory, and customer service. They are responsible for achieving sales targets and maintaining high operational standards.
As of July 1, 2024, the base rate of pay for Level 5 employees is structured with adult and junior rates, mirroring the approach for other levels. Junior rates are a percentage of the adult rate, dependent on the employee’s age.
Accurate pay calculations require referencing the Fair Work Ombudsman’s tools and resources, ensuring full compliance with the Award’s stipulations. Employers should utilize My Account for personalized guidance.
Allowances
Various allowances are provided for under the General Retail Industry Award, including shift, laundry, and first aid allowances, supplementing base pay for specific work conditions.
Shift Allowances
Shift allowances, as outlined in the General Retail Industry Award, provide additional compensation to employees working shifts outside of standard business hours. These allowances acknowledge the disruption to personal life and potential inconvenience associated with non-standard work schedules. The specific allowance amount varies depending on the shift’s start and finish times, and whether it falls on a weekday, weekend, or public holiday.
Generally, employees receive a higher allowance for evening shifts compared to morning shifts. Furthermore, working a shift that spans across midnight typically attracts a more substantial allowance. Employers must accurately record and pay these shift allowances in addition to the employee’s base rate of pay, ensuring compliance with the Award’s provisions. Detailed information regarding specific shift allowance rates can be found within the official General Retail Industry Award documentation and through Fair Work Ombudsman resources.
Saturday, Sunday & Public Holiday Allowances
The General Retail Industry Award mandates additional allowances for work performed on Saturdays, Sundays, and Public Holidays, recognizing the sacrifice of leisure time. Saturday work generally attracts a percentage-based allowance added to the base rate, varying depending on the hours worked. Sunday work typically incurs a higher percentage allowance than Saturday work, reflecting the greater disruption to personal commitments.
Public Holiday work is subject to even more generous allowances, often involving penalty rates in addition to the standard allowance. However, specific rates depend on whether the employee is required to work on the public holiday, or simply has a day off instead of working. Employers must ensure accurate application of these allowances, consulting the Award’s schedules and Fair Work Ombudsman guidance. Failure to correctly pay these allowances constitutes a breach of the Award.
Laundry Allowance
The General Retail Industry Award provides for a Laundry Allowance to compensate employees for the cost of cleaning uniforms, where the uniform is required to be maintained by the employee. This allowance acknowledges the financial burden placed on workers to keep their work attire presentable and hygienic. The specific amount of the Laundry Allowance is prescribed within the Award’s schedules and is typically a set amount per week.
Eligibility for the Laundry Allowance is contingent upon the employee being required to wear a uniform as a condition of employment and being responsible for its laundering. Employers must clearly communicate uniform requirements and allowance entitlements to all relevant staff. Accurate record-keeping is crucial to demonstrate compliance with the Award’s provisions regarding this allowance, avoiding potential disputes or penalties.
First Aid Allowance
The General Retail Industry Award recognizes the responsibility and skill required of employees who are designated as First Aiders, providing a First Aid Allowance as compensation. This allowance is payable to employees who hold a current First Aid certificate and are required to provide first aid assistance to colleagues during work hours. The allowance acknowledges the additional duties and potential exposure to health risks undertaken by these individuals.
To qualify for the allowance, employees must possess a valid First Aid certificate issued by a recognized training organization. Employers are responsible for ensuring that First Aiders maintain current certification through regular refresher courses. The specific amount of the allowance is detailed within the Award’s schedules and is typically a weekly payment. Proper documentation of First Aid qualifications is essential for accurate payroll administration.
Penalty Rates
The General Retail Industry Award outlines additional compensation for work performed outside standard hours, including overtime, Sunday work, and public holiday shifts, as stipulated by the Fair Work Commission.
Overtime Rates
Overtime provisions within the General Retail Industry Award are crucial for understanding employee compensation beyond standard working hours. Generally, overtime is triggered when an employee works beyond 38 ordinary hours in a week, or for unreasonable additional hours as directed by the employer. The award specifies varying overtime rates, typically time and a half for the first two hours and double time thereafter.
However, these rates can be influenced by the level of classification held by the employee, as defined within the award’s pay structure. It’s important to consult the specific award details or utilize tools like the Fair Work Ombudsman’s Pay and Conditions Tool to accurately calculate overtime entitlements. Employers must maintain meticulous records of overtime worked to ensure compliance with the award’s requirements and avoid potential underpayment issues.
Sunday Work Penalty Rates
The General Retail Industry Award mandates penalty rates for employees required to work on Sundays, recognizing the disruption to personal life. These rates are designed to compensate workers for sacrificing their weekend rest. Typically, Sunday work attracts a penalty rate of time and a half, or potentially double time, depending on the specific circumstances and the employee’s classification level as outlined in the award.
It’s vital to consult the award documentation or utilize resources like the Fair Work Ombudsman’s My Account to determine the precise penalty rate applicable to each employee. Factors such as whether the work is considered ordinary time on a Sunday, or whether it falls outside of usual trading hours, can influence the rate. Accurate record-keeping of Sunday work hours is essential for compliant payroll processing.
Public Holiday Work Penalty Rates
The General Retail Industry Award specifies penalty rates for work performed on gazetted public holidays, acknowledging the significant impact on employees’ personal time. These rates are substantially higher than ordinary rates, compensating workers for foregoing holiday enjoyment. Generally, working on a public holiday attracts a penalty rate of at least time and a half, and often double time, depending on the specific holiday and the employee’s classification.
Determining the correct rate requires careful consideration of the award’s provisions and potentially state-specific public holiday legislation. The Fair Work Ombudsman’s resources, including the Pay and Conditions Tool and My Account, are invaluable for accurate calculations. Employers must ensure accurate record-keeping of public holiday work and compliant payroll practices to avoid underpayment issues.
Recent Award Variations & Updates
The Fair Work Commission is actively reviewing several applications to vary the General Retail Industry Award 2020,
with AM2023/17 now closed and AM2024/9 currently under consideration.
AM2024/9 and Other Variations
Currently, the Fair Work Commission is engaged in a comprehensive review of multiple applications seeking to amend the General Retail Industry Award 2020. These proceedings, including AM2024/9 alongside others, have been consolidated for simultaneous hearings to ensure efficiency and a cohesive approach to any potential variations. This strategic consolidation allows for a holistic assessment of all proposed changes and their potential impact on both employers and employees within the general retail sector.
The Commission is meticulously examining each application, considering arguments and evidence presented by all relevant parties. A concise summary of each matter under review is available, providing transparency throughout the process. This thorough evaluation aims to ensure any adjustments to the Award are fair, equitable, and aligned with contemporary workplace standards and legal requirements. Updates on the progress of these variations will be published as they become available.
Status of AM2023/17 Proceedings
Proceedings initiated under section 160 of the Fair Work Act 2009, specifically AM2023/17, which aimed to vary the General Retail Industry Award 2020, have been formally closed. This decision was documented and publicly released in 2024 FWCFB 197, providing a clear record of the Commission’s determination. The closure signifies that the specific proposals put forward within AM2023/17 will not be implemented through that particular avenue.
However, it’s crucial to understand that the closure of AM2023/17 does not preclude further consideration of similar issues. The Fair Work Commission remains open to receiving and evaluating new applications for Award variations, as evidenced by the ongoing proceedings related to AM2024/9 and other related matters. Stakeholders are encouraged to monitor these current proceedings for potential changes impacting the general retail industry.
Impact of Fair Work Commission Decisions
Fair Work Commission (FWC) decisions exert a significant influence on the General Retail Industry Award, shaping pay rates, allowances, and penalty provisions. Ongoing proceedings, like AM2024/9 and associated applications, are currently under consideration, potentially leading to amendments in the Award’s terms. These variations aim to address evolving industry needs and ensure fair employment standards.
The FWC’s approach involves a thorough evaluation of submissions from employers, employees, and relevant unions. Decisions are based on evidence and legal principles, impacting a broad spectrum of retail workers. Staying informed about FWC updates is vital for employers to ensure compliance and for employees to understand their entitlements. Regularly checking the FWC website and utilizing resources like the Pay and Conditions Tool are recommended practices.
Using Pay and Conditions Tools
Accessing resources like the Fair Work Ombudsman’s My Account and interactive pay rate viewers simplifies understanding
award interpretation and ensures accurate application of the General Retail Industry Award.
Fair Work Ombudsman My Account
Registering for a My Account on the Fair Work Ombudsman website is the most effective method for obtaining tailored advice regarding pay rates and conditions applicable to the General Retail Industry Award. This personalized service provides access to up-to-date information, specifically aligned with individual employment circumstances.
Through My Account, employers and employees can find detailed explanations of award provisions, including allowances, penalty rates, and overtime calculations. The platform also offers tools to assist with record-keeping and compliance. It’s a central hub for navigating the complexities of the award, ensuring both parties are fully informed of their rights and obligations.
Furthermore, the My Account portal delivers important notifications about award variations and updates, keeping users abreast of any changes impacting their pay and conditions. Utilizing this resource promotes a fair and transparent employment relationship, grounded in accurate and accessible information.
Interactive Pay Rate Viewers
Several online interactive pay rate viewers are available to assist in determining the correct pay rates under the General Retail Industry Award 2020, particularly for the 2025/2026 period. These tools simplify the process of identifying the applicable rate based on an employee’s classification and experience level.
These viewers typically require users to input relevant details, such as the employee’s position and years of service, to generate an accurate pay rate calculation. They are particularly useful for navigating the tiered pay structure within the award, ensuring compliance with the correct minimum entitlements.
Utilizing these resources can significantly reduce the risk of underpayment and promote transparency in wage determination. Regularly checking these viewers is recommended, as pay rates are subject to annual adjustments and potential variations announced by the Fair Work Commission.
Understanding Award Interpretation
Interpreting the General Retail Industry Award 2020 can be complex, requiring careful consideration of its clauses and definitions. Employers and employees alike should familiarize themselves with the award’s structure to ensure accurate application of pay rates, allowances, and penalty provisions.
The Fair Work Commission provides guidance on award interpretation, and its decisions often clarify ambiguous points. It’s crucial to remember that the award operates within the broader framework of the Fair Work Act 2009. Seeking clarification from the Fair Work Ombudsman or a qualified industrial relations advisor is advisable when encountering difficulties.
Understanding the specific definitions used within the award, such as those relating to classifications and overtime, is paramount for correct implementation and avoiding potential disputes.
Future Pay Rate Adjustments
Anticipated changes to pay rates are expected on July 1, 2025, necessitating ongoing monitoring of Fair Work Commission updates for the general retail sector.
Anticipated Changes for July 1, 2025
As with previous years, a review of the General Retail Industry Award is expected to occur leading up to July 1, 2025. This review, conducted by the Fair Work Commission, will likely consider factors such as the current economic climate, inflation rates, and submissions from relevant industry stakeholders, including employer associations and employee representatives.
While specific details regarding potential pay rate increases or alterations to allowances remain unknown at this time, it is reasonable to anticipate adjustments reflecting changes in the cost of living and broader economic conditions. Employers are strongly advised to proactively monitor updates released by the Fair Work Commission and prepare for potential adjustments to their payroll systems. Staying informed will ensure compliance with the updated award provisions and avoid potential underpayment issues. Resources like the Fair Work Ombudsman’s website and specialized payroll services can provide valuable assistance in navigating these changes.
Monitoring Fair Work Commission Updates
Staying current with Fair Work Commission (FWC) decisions is crucial for compliance with the General Retail Industry Award. The FWC website (www.fwc.gov.au) serves as the primary source for official updates, including details of ongoing proceedings like AM2024/9 and any future variations to the award. Regularly checking the FWC’s list of determinations and decisions is highly recommended.
Subscribing to the FWC’s email updates can provide timely notifications of relevant changes. Furthermore, following industry news and updates from organizations representing employers and employees in the retail sector can offer valuable insights. Proactive monitoring allows businesses to prepare for adjustments, ensuring accurate payroll practices and avoiding potential penalties. Understanding the status of proceedings, such as the previously closed AM2023/17, provides context for current and future award modifications.
Resources for Staying Informed
Several resources are available to help navigate the complexities of the General Retail Industry Award. The Fair Work Ombudsman (FWO) website is a primary source, offering detailed information, pay rate calculators, and the “My account” service for personalized advice. Interactive pay rate viewers, like those available online, simplify determining correct wages based on classification and experience.
Studocu provides access to pay guides, such as the one effective July 1, 2024, offering a quick reference point. However, always cross-reference with official FWO materials. Understanding award interpretation can be challenging; the FWO offers guidance and resources to assist. Consulting with payroll professionals or legal experts specializing in employment law is advisable for complex situations, ensuring full compliance and minimizing risk.