The article provides guidelines about when to use the different work types and tags that are included as part of the pre-built Retail award packages. For further information about the general retail industry award, refer to General Retail Industry Award.
Key updates
Select the current financial year tab to see award updates for the 2024/25 financial year, while all previous updates before this time you can find in the historical financial years tab.
11th
In reference to clause 10.5 of the award, the guaranteed hours mentioned refers to the ordinary hours required to be agreed in writing (which includes through an exchange of emails, text messages or by other electronic means). The clause itself does not state that part-time employees are required to be paid the minimum of these guaranteed hours.
As such, we have removed the "Top Up of Standard Hours - Part Time" rule from the following rule sets to align with clause 10.5.
- General Retail Permanent Non-Shift Workers
- General Permanent Shiftworkers
- Extended Hours Retail Permanent Non-Shift Workers
- Retail (Newagencies) Permanent Non-Shift Workers
- Baking Production Permanent Workers
This would mean part time employees should be rostered according to their regular pattern and to their guaranteed hours. However, in instances where employees work shifts less than their guaranteed hours, there would be no rules to automatically ensure employees would receive a minimum payment of hours.
We have updated the "19.10 First Aid Allowance" rule across all rule sets to comply with clause 19.10, which stipulates that part-time and casual employees are entitled to a full weekly first aid allowance.
Additionally, we have marked the "First Aid Allowance (PT & CAS)" with an asterisk (*) and disabled it in all pay rate templates.
22nd
We have updated the following pay rate templates to reflect the minimum rate in the pay guide:
- Baking Trade Adult Apprentice Thereafter (post 1/1/14)
- General Retail (extended hours) Trade Adult Apprentice Thereafter (post 1/1/14)
- General Retail Trade Adult Apprentice Thereafter (post 1/1/14)
1st
We have updated the award to reflect the Fair Work Commission's National Minimum Wage increase detailed in the Annual Wage Review 2023-24 decision and also includes updates to expense-related allowances. You can find more information on the Determinations here and here.
These changes come into effect from the first full pay period on or after the 1st July 2024. Please install these updates after you have finalised your last pay run before the first full pay period beginning on or after the 1st July 2024.
We have also updated the "Community Service Leave Taken" pay category, where it does not accrue super.
The Casual pay condition rule sets have been updated to include a rule for Paid Family Domestic Violence Leave.
We have updated the award to reflect the penalty change in clause 16.6 Breaks between work periods particularly clause 16.6(b) as per Fair Work Commission’s Variation of modern award to remove ambiguity or uncertainty or correct error. You can find information on the Determination here.
These changes come into effect from the first full pay period on or after 14th May 2024. Please install these updates after you have finalised your last pay run before the first full pay period beginning on or after the 14th of May 2024.
6th
- We have updated the clause numbers in the rule set to align with the Fair Work award.
- We have updated the pay category "Casual Shiftworker - Base" (used in the Baking Production Casual Workers & General Casual Shiftworkers rule sets) to accrue leave.
15th
We've made the following changes across all rule sets:
- Per clause 19.3, a new tag "Laundry Allowance" has been added to the Uniform Laundering Allowance rule. Assign this tag to an employee responsible for laundering any special clothing that is required to be worn by them.
- Per clause 10.9 and 11.2, a new work type and shift condition "No minimum engagement" has been added to the Minimum Engagement rules for Part Time and Casual employees respectively. Employees need to use this work type on timesheets where the 3 hour minimum engagement does not apply.
We've also made the following change across all Permanent rule sets:
- Per clause 21.2, the Exceeding 152 hours, 114 hours, 76 hours and 38 hours rules have been updated to ensure that the overtime will apply correctly.
20th
- Rules for ordinary hours worked, weekend worked, public holiday worked, recalled to work and travelling time has been updated with shift condition "time worked in a shift" in the Casual Non-Shift-Workers and Permanent Non-Shift-Workers rule set.
- We have added a new rule Stop processing allowance to ensure the correct interpretation when work type "Kilometre Allowance" is used. The following rule sets have been updated:
- Retail (Newagencies) Casual Non-Shift Workers
- Extended Hrs Retail Casual Non-Shift Workers
- Retail (Newagencies) Permanent Non-Shift Workers
- A new rule 7th Day OT has been added to allow employees to receive overtime when working more than 6 consecutive days per clause 15.7(e). This rule needs to be used with work type "7th Day OT" where specific rostering conditions are met. This rule is only applicable to full time employees. (Note: System will count the number of shifts in a week instead of days.) The following rule sets have been updated:
- General Permanent Shiftworkers
- General Retail Permanent Non-Shift Workers
- Extended Hrs Retail Permanent Non-Shift Workers
- Baking Production Permanent Workers
- Retail (Newagencies) Permanent Non-Shift Workers
1st
From 1 August, all employees are entitled to 10 days of paid family and domestic violence leave each year. The (Unpaid) Family and Domestic Violence Leave configuration settings under awards have been updated - the leave category is disabled from award leave allowance templates, and the work type is not enabled automatically for all employees. Please ensure that employees no longer use the unpaid leave category or work type.
1st
We have updated the award to reflect the Fair Work Commission’s National Minimum Wage increase detailed in the Annual Wage Review 2022-23 decision and also includes updates to expense-related allowances. You can find information on the Determinations here and here.
These changes come into effect from the first full pay period on or after the 1st July 2023. Please install these updates after you have finalised your last pay run before the first full pay period beginning on or after the 1st July 2023.
1st
We have updated the settings for the Casual - Travelling Time (Mon-Sat) pay category so Pay as You Go (PAYG) calculates using these hours.
19th
We have updated the Retail (General - Extended Hours) Industry Award 2020 [MA000004] to include pay rate templates for each level, these additional pay rate templates will display as General Retail (extended hours). We undertook this work to correct a known issue when you install both the Extended Hours and Retail General Award.
22nd
Per clause 16.6, when an employee receives penalty rates for working without minimum breaks, we do calculate tthe penalty on the casual loading. We have therefore updated the No Minimum Breaks pay categories for casuals. We have also updated the pay rate templates, General Retail Casual L1 21yrs and over and Shiftworker Casual L1 21 yrs and over to reflect the correct pay rates on no minimum breaks.
24th
We have updated the rulesets for Baking Production Permanent Workers Baking Production Casual Workers to reflect the changes below:
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Corrected the maximum daily rule to apply overtime after nine hours per day as per clause 25.2(c).
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Adjusted the night shift rule start time as per clause 25.2(b).
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Created the weekday evening rule, minimum break between shift rules and pay categories to make sure the correct penalty rates will apply for hours after 6:00pm, as per clauses 22.1 and 16.6.
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Created the Weekday overtime rule to make sure that overtime will apply after 9:00pm as per clause 21.2.
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Adjusted the Casual minimum break between shifts rules to include the condition First Shift of Day as per clause 16.6.
The pay condition rule set Baking Production Permanent Workers, Extended Hrs Retail Permanent Non-Shift Workers, General Permanent Shift workers, General Retail Permanent Non-Shift Workers and Retail (Newsagencies) Permanent Non-Shift Workers has been updated to reflect a new enhancement which will calculate the higher of annual leave loading or penalties based on the entire leave period, aligning with Fair Works calculation.
We have updated the rulesets for General Permanent Shift Workers and General Retail Permanent Non-Shift Workers to make sure that the correct daily and Public Holiday overtime pay categories apply.
We have updated the rule sets General Retail Permanent Non-Shift Workers & General Retail Casual Non-Shift Workers to exclude Kilometre Allowance from the minimum break between shift rules.
We have updated the rule set for Baking Production Permanent Workers to make sure that overtime applies correctly when performing work on a public holiday.
We have updated all permanent rulesets (General Retail Permanent Non-Shift Workers, Retail (Newsagencies) Permanent Non-Shift Workers, Baking Production Permanent Workers, Extended Hrs Retail Permanent Non-Shift Workers General Permanent Shift workers) to make sure that overtime is applied correctly when a public holiday falls on the last workday of a period.
We have updated the rule sets for the below to make sure the Uniform Laundering Allowance for Part Time employees applies on partial leave days:
- General Permanent Shift workers.
- Extended Hrs Retail Permanent Non-Shift Workers.
- Baking Production Permanent Workers.
- Retail (Newsagencies) Permanent Non-Shift Workers.
- General Retail Permanent Non-Shift Workers.
We have updated the Award to make sure when using the Time in Lieu of Overtime work that Time in Lieu is accruing as per the award.
We have updated the Award to reflect the Fair Work Commission’s National Minimum Wage increase detailed in the Annual Wage Review 2021-22 decision. It also includes updates to expense-related allowances. You can find information on the Determinations here and here.
These changes come into effect from the first full pay period on or after 1st July 2022. Please install these updates after you have finalised your last pay run before the first full pay period beginning on or after 1st July 2022. We have also disabled Unpaid Pandemic Leave as this entitlement has now expired within this award. You can find additional information on the Fairwork website.
We have updated the Unpaid Pandemic Leave pay category, and it now counts as service for entitlements under awards and the National Employment Standards. If any staff have used this category previously, please adjust their Annual, Personal, and Long Service Leave balances for any period of unpaid pandemic leave previously taken.
We have updated all casual rule sets General Retail Casual Non-Shift-Workers, Baking Production Casual Workers, Extended Hrs Retail Casual Non-Shift Workers, General Casual shift workers and Retail (Newsagencies) Casual Non-Shift Workers, to reflect the recent changes to casual minimum engagement in the award. Minimum engagement now calculates daily rather than per each occasion you roster the employee to attend work. You can find more information here
We have updated the Award in line with the Australian Tax Office (ATO) requirements for Singel Touch Payroll (STP) Phase Two reporting. We are now disaggregating the reporting of gross earnings into distinguishable categories. We have also updated the Pay Category payment classifications in line with the ATO specification categories found here.
We have updated the award to reflect the Fair Work Commission’s National Minimum Wage increase of 2.5% detailed in the Annual Wage Review 2020-21 decision. It also includes updates to expense-related allowances. You can find Information on the Determinations here and here. These changes come into effect from the first full pay period on or after 1st September 2021. Please install these updates after you have finalised your last pay run before the first full pay period beginning on or after 1st September 2021.
We have updated the award name to General Retail Industry Award 2020 (MA000004) to reflect changes made as part of the Fair Work Decision 4-year review of modern awards. We have made updates to the Unpaid Pandemic Leave allowance Templates so that the balance displays in weeks instead of hours in line with the Fair Work Commission's guidelines.
Once you install the award, all employees' Unpaid Pandemic leave balances will display in weeks, not hours. It will mean that an employee’s balance may now show as 76 weeks. We have also made updates to the Leave Category Family Domestic Violence (FDV) Leave, so that the balance displays in days instead of hours in line with the National Employment Standards. Once you install this update, all employees' FDV leave balances will display in days, not hours. It will mean that an employee’s balance may now show as 38 days.
We have made this update to make sure that any new installs of this award conducted since 1st July now capture the Super Guarentte (SG) increase from 9.5% to 10% for all pay categories. If you have installed this award between 1st July 2021 to 8th July 2021 for the first time , please make sure you select the No option to the Preserve Custom Pay Categories question. If you were using this award before 1st July 2021, then you do not need to select the No option.
The award update on May 26th 2021 caused an error and prevented leave from accruing correctly on the pay category named Permanent Ordinary Hours. If you installed the award between 26th May and 2nd June, then please check any pay runs processed during this period to make sure leave accrued for permanent employees. Please make sure you have installed the update on June 2nd, 2021 as this update contains the amendments in the award.
We have updated the Award to make sure no leave accrues during travelling time. We have also updated the Award to reflect changes made as part of Fair Work Decision's 4-year review of modern awards. In this update, we have removed junior pay rates for Levels 4 – 8. Please note these changes come into effect from the first full pay period after 1st May 2021. You can find information on the determination here.
We have updated the pay conditions rule sets below to align with changes made to clause 16.6(b), by Fair Work. It is in relation to a stance change on the interpretation of the penalty payment for when the minimum break between shifts is not met:
- General Retail Casual Non-Shift-Workers.
- General Retail Permanent Non-Shift Workers.
- Retail (Newsagencies) Casual Non-Shift Workers.
- Retail (Newsagencies) Permanent Non-Shift Workers.
- Baking Production Permanent Workers.
- Baking Production Casual Workers.
- Extended Hrs Retail Casual Non-Shift Workers.
- Extended Hrs Retail Permanent Non-Shift Workers.
- General Permanent shift workers.
- General Casual shift workers.
Employees now have an entitlement to receive 200% of the rate they would have at the time of working. We have also updated the minimum break between shift rules along with new pay categories to account for every rate pay condition scenario.
We have updated the pay conditions rule sets for the below in relation to the vehicle kilometre allowance, to make sure that we only pay for the allowance and no ordinary hours:
- General Retail Casual Non-Shift-Workers.
- Retail (Newsagencies) Casual Non-Shift Workers.
- Baking Production Permanent Workers.
- Baking Production Casual Workers.
- Extended Hrs Retail Casual Non-Shift Workers.
- Extended Hrs Retail Permanent Non-Shift Workers.
- General Permanent shift workers.
- General Casual shift workers.
We have also updated the Award to reflect changes made as part of the Fair Work Decision 4-year review of modern awards - Penalty Rates. The changes affect penalty rates for casual non-shiftworker employees working on weekday evenings. You can find further information on the Fair Work site.
We have updated the Casual non-shiftworker Weekday Evening penalty rates with an increase to 50%. The changes apply from the first full pay period on or after 1st March 2021.
We have updated the rounding of $0.01 for some linked pay categories in line with the new pay rate changes effective as of 1st February 2021. If you have not updated the new pay rates yet, do not install this update until you have finalised your last pay run before the first full pay period beginning on or after 1st February 2021.
We have updated the Award, as part of Group Three Awards, to reflect the Fair Work Commission’s National Minimum Wage increase of 1.75% detailed in the Annual Wage Review 2019-20 decision. It also includes updates to expense-related allowances. You can find information on the Determinations here and here. These changes come into effect from the first full pay period on or after 1st February 2021. Please install these updates after you have finalised your last pay run before the first full pay period beginning on or after 1st February 2021.
We have updated the pay conditions rule sets for Baking Production Permanent Workers and General Permanent shift workers to make sure that the correct shift worker overtime pay categories apply.
We have amended the TIL of overtime rules under the pay conditions rule sets for Baking Production Permanent Workers to make sure time in lieu calculations are correct for hours exceeding 38 in a week.
We have also updated the pay condition rule sets for General Retail Permanent Non-Shift Workers, Retail (newsagencies) Permanent Non-Shift Workers, Baking Production Permanent Workers, Extended Hrs Retail Permanent Non-Shift Workers, and General Permanent shift workers in line with clause 21.2(e) to make sure that Public Holiday overtime pays at 250% for permanent employees for all overtime worked on a Public Holiday.
We have updated the pay conditions rule sets for Baking Production Permanent Workers, Baking Production Casual Workers, General Permanent shift workers and General Casual shift workers to make sure that all breaks are paid time under clause 26.
We have updated the award to reflect changes made as part of the Fair Work Decision four-year review of modern awards - Penalty Rates. The penalty rate changes apply according to clause 22.1(b) and Table 11 Penalty Rates; in the Award. The changes affect penalty rates for casual non-shiftworker employees working on weekday evenings. You can find further information on the Fair Work site.
We have also updated the casual non-shiftworker Weekday Evening pay category penalty rate with an increase to 45%. The changes apply from 1st October 2020.
We have added a new rule set and pay conditions for the Broken Hill Allowance, under clause 19.13 for the below, list. If an employee is to receive the Broken Hill Allowance, then you will need to assign the tag Broken Hill Allowance to them.
- General Retail Casual Non-Shift-Workers.
- General Retail Permanent Non-Shift Workers.
- Retail (Newsagencies) Casual Non-Shift Workers.
- Retail (newsagencies) Permanent Non-Shift Workers.
- Baking Production Permanent Workers.
- Baking Production Casual Workers.
- Extended Hrs Retail Casual Non-Shift Workers.
- Extended Hrs Retail Permanent Non-Shift Workers.
- General Permanent shift workers,
- General Casual shift workers.
We have updated the award to reflect the High Court's decision on the accrual of personal/carer's leave. Which overturns the decision made by the Full Federal Court of Australia, with personal/carer's leave calculated on working days, not hours. You can find information on the decision here.
As such, we have removed the Personal/Carer's (10 days) Leave Allowance Templates and updated the associated Employment Agreements. Please note, this update will not remove any of the above from a business where you installed the award before 25th August 2020. However, any new award installs from 25th August 2020 will not display personal/carer's (10 days) leave details.
We have updated the Award to reflect changes made as part of the Fair Work Decision four-year review of modern awards - Penalty Rates. The penalty rate changes apply according to clause 29.4(e)(iv) of the Award.
We have also updated the award pay rate templates to reflect the Australian Taxation Office's decision to increase the cents per kilometre rate for work-related car expense deductions to 72 cents per kilometre. The new rate applies from the first paid date in the 2020-21 financial year.
We have updated the pay conditions rule sets for General Retail Casual Non-Shift-Workers and General Retail Permanent Non-Shift Workers to make sure no automatic break deductes when you select the No Meal Break work type.
We have updated the award to reflect changes made as part of the Fair Work Decision around flexibility during coronavirus. The new schedule allows employees to take up to two weeks of unpaid pandemic leave. We have created a new Unpaid Pandemic Leave Taken pay category, leave category, and Unpaid Pandemic Leave work type.
Also, we have updated the rule sets, where necessary, to include/exclude the work type and leave category to some pay conditions. Further, we have updated the Leave Allowance Templates to make sure we have enabled the new leave category and is now accessible for employees to take this leave when required.
Further, under this new schedule employees can take up to twice as much annual leave at a proportionally reduced rate if their employer agrees. The employee's pay rate and leave balance will need manually adjusting to half in each pay run for the period of leave.
We have updated the awards to reflect changes made as part of the Fair Work Decision four-year review of modern awards - Penalty Rates. The penalty rate changes apply according to clauses 29.4(b)(iii) and 29.4(d)(iii) in the Award.
The changes affect penalty rates for casual non-shiftworker employees working on weekday evenings and Saturdays. You can find further information at the Fair Work site.
We have updated the Casual non-shiftworker Weekday Evening and Saturday pay category penalty rates have been updated with an increase to 40% and 50% respectively. The changes apply from the first full pay period on or after 1st March 2020.
Due to recent changes to the interpretation of personal/carer's leave accrual under the National Employment Standards, we have made updates to the setup of the Award. You can find further information here.
We have also created a new Leave Category called Personal/Carer's (10 days) Leave. Also, we have created a new Leave Allowance Templates (LATs) specific to 10 days accrual per year for each state. We have also updated any rules impacted by Personal/Carer's Leave with the new leave category.
The minimum break between shift pay categories for ordinary hours and overtime for permanent employees has been updated to reflect advice given by the Fair Work Ombudsman that the rate of payment is double the base rate for working any day or time of the week.
The Fair Work Commission is currently reviewing the interpretation of clause 31.2 of the General Retail Industry Award for any changes in their interpretation of this clause. These rates are detailed in the pay guide and PACT on the Fair Work Ombudsman website. Once they decide, the Commission will issue a statement and we will make any necessary updates required.
The minimum break between shift pay categories for ordinary hours and overtime for permanent employees has been updated to reflect advice given by the Fair Work Ombudsman that the rate of payment is double the base rate for working any day or time of the week.
The Fair Work Commission is currently reviewing the interpretation of clause 31.2 of the General Retail Industry Award for any changes in their interpretation of this clause. These rates are detailed in the pay guide and PACT on the Fair Work Ombudsman website. Once they decide, the Commission will issue a statement and we will make any necessary updates required.
Updated the pay conditions rule sets for General Casual Shift workers to clause 30.4 Weekday we have reconfigured the rule to make sure that Ordinary hours with 155% loading values applies when a shiftworker works Monday to Friday this is for non baking production employees only.
We have updated the award to reflect changes made as part of the Fair Work Decision four-year review of modern awards. The changes affect penalty rates for casual non-shiftworker employees working on Saturdays and weekday evenings. You can find further information at the Fair Work site.
We have also updated the Casual non-shiftworkers Saturday and Weekday Evening pay category penalty rates with an increase of 5%. The changes apply from the first full pay period on or after 1st October 2019.
We have updated the minimum break between shift pay category penalty rates for casuals to reflect advice given by the Fair Work Ombudsman. The advice was that the rate is double the base rate plus the casual loading rate for working any day or time of the week. Updated the below pay condition rule sets to make sure the recording of two meal breaks under clause 31.1(a) of the Award:
- General Retail Casual Non-Shift-Workers.
- General Retail Permanent Non-Shift Workers.
- Retail (newsagencies) Casual Non-Shift Workers.
- Retail (newsagencies) Permanent Non-Shift Workers.
- Baking Production Permanent Workers.
- Baking Production Casual Workers.
- Extended Hrs Retail Casual Non-Shift Workers.
- Extended Hrs Retail Permanent Non-Shift Workers.
- General Permanent shift workers.
- General Casual shift workers.
We have updated the pay condition rule sets for to make sure no overtime pay when leave is taken:
- General Retail Casual Non-Shift-Workers.
- General Retail Permanent Non-Shift Workers.
- Retail (newsagencies) Casual Non-Shift Workers.
- Retail (newsagencies) Permanent Non-Shift Workers.
- Baking Production Permanent Workers.
- Baking Production Casual Workers.
- Extended Hrs Retail Casual Non-Shift Workers.
- Extended Hrs Retail Permanent Non-Shift Workers.
- General Permanent shift workers.
- General Casual shift workers .
We have also made rounding updates for the Casual Pay Rate Templates.
We have updated the award to reflect the Fair Work Commission’s National Minimum Wage increase of 3% from its Annual Wage Review 2018-19 decision. It also includes updates to expense-related allowances. You can find information on the Determinations here and here.
These changes come into effect from the first full pay period on or after 1st July 2019. Please install these updates after you have finalised your last pay run before the first full pay period beginning on or after 1st July 2019.
We have updated the rule set pay conditions for the below records to make sure you do not pay overtime when leave is taken however, you can include them in the period total when overtime is payable:
- General Retail Casual Non-Shift-Workers.
- General Retail Permanent Non-Shift Workers.
- Retail (newsagencies) Casual Non-Shift Workers.
- Retail (newsagencies) Permanent Non-Shift Workers.
- Baking Production Permanent Workers.
- Baking Production Casual Workers.
- Extended Hrs Retail Casual Non-Shift Workers.
- Extended Hrs Retail Permanent Non-Shift Workers.
- General Permanent shift workers.
- General Casual shift workers.
We have updated the Top Up rule pay conditions for Part-time employees to make sure that the top up of hours worked by the employee to their agreed standard hours as per clause 12.2 of the Award, includes any leave taken within the shift period.
We have created a new permanent pay condition rule called Public Holidays not worked. Where an employee does not work, we wil not pay any overtime. We inadvertently removed the Employment Agreements for Trade Apprentices under the General Retail Industry Award from the installed Award. We have now rectified the issue and these Employment Agreements are now available for use.
The setup of the Payroll Tax Exempt field on hte Payroll Settings Pay Categories page was replicating the Pay as You Go (PAYG) Exempt field rather than creating a unique identity; when installed on your business settings. We have carried out an audit across the platform and have now resolved the issue with this update.
We have created new casual rule pay conditions for minimum breaks between shifts as stipulated in clauses 31.2(a) and 30.3(c) of the Award. It will allow for all scenarios of days and times a casual worker may require their rate paid at double the rate they would normally have an entitlement to.
We have also updated the award to reflect changes made as part of the Fair Work Decision 4-year review of modern awards. You can find information on the determination here. The changes affect penalty rates for casual employees working on Saturdays and weekday evenings, and permanent and casual shift workers on Sundays. You can find further information on the Fair Work site.
We have updated the casual non-shiftworker Saturday pay category penalty rates and added a new pay category; Casual - Weekday Evening. We have also updated the permanent and casual shift worker Sunday penalty rates to reflect these changes. Further, we have created a new rule 29.4(b) Evening Work for casual non-shift workers to reflect the rate changes of casual evening work after 6:00pm. The changes apply from the first full pay period on or after 1st November 2018.
We have added the following rule sets:
- 29.2(b) Apply Overtime Over Advanced Standard Hours Part Time
- 29.2(b) Apply Overtime Over Standard Hours Part Time
The pay conditions rule sets now excludes annual and personal/carer's leave work types from the shift period in line with clause 32.1 and 33.1 of the Award. Which specifies the provision of both annual leave and personal/carer's leave in the National Employment Standards (NES) and excludes overtime from any of these leave calculations.
We have updated the allowance rate update for Kilometre Allowance - Car, above and below the ATO limit. You can find further information at the ATO. We have also updated the casual minimum break-between shifts rule pay conditions to reflect the rate of casual rate x 2 plus casual loading, as specified in clause 31.2 - Breaks between work periods.
We have updated the award to reflect changes made as part of the Fair Work Decision 4-year review of modern awards. You can find information on the determination here. Family and Domestic Violence leave applies from the first full pay period on or after 1st August 2018. You can find further information on the Fair Work site.
Employees, including part-time and casual employees, are entitled to five days of unpaid family and domestic violence leave each year of their employment. The five-day entitlement renews each 12 months of employment, but does not accumulate if they do not use the full balance.
We have added a new leave category called Family and Domestic Violence Leave and a new Work Type called Family and Domestic Violence Leave taken. We have also updated any impacted leave allowance templates and made changes to the following:
- Pay condition rule set update for clause 20.4 travelling time.
- Pay category for Casual Shiftworker updated for clause 30.4 Ordinary Hours.
- Pay condition rule set update to clause 28.1(d) for exceeding overtime; does not include current overtime clearing for non-shift workers.
We have updated the Award to reflect the Fair Work Commission’s national minimum wage increase of 3.5% from its Annual Wage Review 2017-18 decision. It also includes updates to expense-related allowances.
These changes come into effect from the first full pay period on or after 1st July 2018. Please install these updates after you have finalised your last pay run before the first full pay period beginning on or after 1st July 2018.
We have also created new laundry allowance pay categories and rule conditions to reflect the ATO threshold maximum limits for claiming laundry (not dry cleaning) for deductible clothing under the Award. Further information can be found in the Cleaning of Work Clothing section of this ATO article.
We have reduced the Sunday penalty for permanent non-shift workers from 95% to 80%. We have also reduced the Sunday penalty for casual non-shift workers from 95% to 85%, inclusive of casual loading. Lastly, we have updated the Payment Classification settings for Allowance-based pay categories as per STP requirements.
We have created a new rule called 29.2(b) Apply Overtime - Over Advanced Standard Hours - Part Time. The rule reflects the following provisions of clause 12.2:
- The hours worked each day.
- Which days of the week the employee will work.
- The actual starting and finishing times of each day.
Previously, we could only assess the number of hours worked per week for overtime purposes using the existing 29.2(b) Apply Overtime - Over Standard Hours - Part Time rule. Now, however, we can assess the Advanced Standard Work Hours as set up within the employee's Pay Run Defaults page. The rule will assess hours as follows:
- Any time worked on Wednesday, Thursday, and Saturday we will deem overtime;
- Any time worked before the start times on Monday, Tuesday, Friday, and Sunday we will deem overtime; and
- Any time worked after the end times on Monday, Tuesday, Friday, and Sunday we will deem overtime.
The rule only works where you have set up Advanced Standard Work Hours using start and finish times, not hours only. If you have not set up Advanced Standard Work Hours for a part-time employee, then we will deem all hours as overtime.
We have updated the pay rate templates and changed the clothing allowance super rate for part time and casuals to 0%.
We have updated the award to reflect changes made as part of the Fair Work Decision 4-year review of modern awards. Please note that these changes affect the following Managed Award templates:
- Retail (Baking) Industry Award 2010 [MA000004].
- Retail (General - Extended Hours) Industry Award 2010 [MA000004].
- Retail (General - Shiftworker) Industry Award 2010 [MA000004].
- Retail (General) Industry Award 2010 [MA000004].
- Retail (Newsagent) Industry Award 2010 [MA000004].
The changes replace Clause 29.2 - Overtime to include overtime paid for casuals. It now provides for casual staff to be paid overtime of more than the following:
- For a maximum of 38 hours per week or, where the casual employee works under a roster, an average of 38 hours per week over the roster cycle, which may not exceed four weeks.
- 11 hours in one day for one day of the week and nine hours for the remainder.
- Exceeding the prescribed set of hours except for bakers and shift workers.
We have applied the rule using 152 hours worked over a four-week period to remain consistent with the rule set for permanent staff. Implicitly, this also means you can convert overtime to TIL by using the TIL of OT employee tag. We have also reflected these changes in the relevent rule sets:
- General Retail Casual Non-Shift-Workers.
- Retail (newsagencies) Casual Non-Shift Workers.
- Baking Production Casual Workers.
- Extended Hrs Retail Casual Non-Shift Workers.
- General Casual shift workers.
We have also automatically enabled the work types for meal allowances for casual staff. To pay a meal allowance, you must select the OT Meal allowance or OT meal allowance (>4 OT hrs worked) work types on a separate line of the timesheet and a unit of one recorded. These changes have also meant a set of new pay categories for casual overtime, and the pay rate templates for casual employees have been updated.
We have made an update available which now allows us to group the 20 year old pay rates, first six months and after six months, within the one Employment Agreement. It means that once you choose the employment agreement for a level of the award, you will not need to change it while the employee remains on that level.
The rate of pay will automatically update as needed, and when the employee turns 20 the correct rate of pay will apply based on whether you employed the employee for less than six months or more than six months. After applying the award update, it is important to follow these steps:
- Review your employee list and identify the employees currently assigned to any employment agreements containing the title Age 20 First 6 Months.
- Go to the Employee Pay Run Defaults page and reassign them to the employment agreement about their classification level and employment type
- You can also delete all employment agreements containing the title Age 20 First 6 Month" to remove them from your list.
Installing the pre-built award package
For details on how to install this pre-built award template, please review the detailed help article here. While we make every effort to provide a high-quality service, we do not accept responsibility for, guarantee, or warrant the accuracy, completeness, or up-to-date nature of the service. Before using it, users should evaluate its accuracy, currency, completeness, and relevance for their purposes.
Special Notes
Categories (work types, tags, pay categories) that have been marked with an (*asterisk) are no longer used in rules. It remains visible in the platform for auditing/reporting purposes.
Work types
The following lists out and explains the work types an employee can select on their timesheet.
| 10hr break between shifts. | Choose this work type when, by agreement between an employer and an employee, the break between shifts is between 10 and 12 hours (rather than the usual minimum of 12 hours). |
| 11hr shift (approved by employee). | Once per week, an employee may agree to be rostered to work for 11 hours as part of their ordinary hours. This work type should be selected on that day. |
| Annual leave taken. | Choose this work type when annual leave is taken. |
| Carer's leave. | Choose this work type when carer’s leave is taken. |
| Casual 1.5 minimum engagement. | Choose this for casual employees that can be engaged for a minimum of 1.5 hours rather than a minimum engagement of 3 hours based on the criteria. |
| Cold work (above 0 degrees). | Employees principally employed on a particular shift to enter cold chambers and/or to stock and refill refrigerated storages should choose this work type. |
| Cold work (below 0 degrees). | Choose this work type if the employee is required to work in a cold chamber where the temperature is below 0 degrees. |
| Compassionate leave. | Choose this work type when compassionate leave is taken. |
| First aid officer. | Choose this work type if the employee with appropriate first aid qualification was appointed to perform first aid duty for the shift. |
| Kilometre allowance. | Where an employer requests an employee to use their own motor vehicle in the performance of their duties, this work type should be used. The kilometres travelled should be entered into the ‘units’ field. |
| No meal break. | Normally, meal breaks are automatically added for shifts over 5h30m. Use this work type to indicate that no meal break was taken during the shift. |
| No minimum engagement. | Choose this work type when the minimum engagement of 3 hours doesn't apply to either Part-Time or Casual employees. |
| OT meal allowance. | An employee that was required to work more than one hour of overtime with less than 24 hours’ notice and not provided with a meal should add one unit of this allowance to their shift. |
| OT meal allowance (>4 OT hours worked). | An employee that was required to work more than four hours of overtime with less than 24 hours’ notice and not provided with a meal should add 1 unit of this allowance to their shift. It is in addition to adding one unit of OT meal allowance. |
| Public holiday not worked. | Choose this work type where employees are not required to work on a gazetted public holiday. |
| Recalled to Work | Use this work type when employees are recalled to work by the employer to perform specific duties on a day, and entitled to minimum of 3 hours pay. |
| Sick leave. | Choose this work type when sick leave is taken. |
| Time in lieu taken. | Choose this work type when time in lieu is taken. |
| Time off in lieu of overtime. | Choose this work type if the employee elects to accrue time in lieu rather than be paid for any overtime for this shift. |
| Travelling time. | When an employee is required to work at a place away from their usual place of employment, this work type should be selected to enter the time spent travelling. |
| Unpaid leave. | Choose this work type when unpaid leave is taken. |
Tags
The following tags are available to employees under the award.
| 7 day shift worker. | Assign this tag if you employed the employee as a shift worker who you regularly rostered to work on Sundays and public holidays. As per national employment standards, a 7-day shiftworker has an entitlement to an extra one week of annual leave per year. |
| First aid officer. | Assign this tag if the employee has an appropriate first aid qualification and you make them to the ongoing first aid officer during every shift, you roster them to work. |
| Laundry Allowance. | Assign this tag to an employee responsible for laundering any special clothing that is required to be worn by them. |
| Time in lieu of overtime. | Assign this tag if the employee elects to always accrue time in lieu rather than paid overtime. |
Further information
Time off instead of payment for overtime leave accrues at the same rate as the number of overtime hours worked. For example, an employee who worked two overtime hours has an entitlement to two hours’ time off. If you do take time off for overtime and the time off you intend, pay it out, you must pay at the overtime rate applicable to the overtime when worked
It also applies when you terminate an employee and you have to pay out the time. To pay it out correctly, you will need to record the overtime rate manually while you are processing the time in lieu accrual. We suggest that you record the overtime details in the Notes section of the leave accrual line in the pay run.
If you are required to pay out the time off for overtime either before termination or during termination, you can run a Pay Run Audit Report. It will show the pay runs for the employee where they accrued Time in Lieu, enabling yout to determine the applicable rates. Next, you can run an Employee Payment History Report to determine if they took any of the time off for overtime. You can then determine the correct balance based on the number of hours by taking the equivalent to the overtime payment that you made.
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