This article provides guidelines about when to use the different work types and tags that are included as part of the pre-built Aged Care Award 2010 [MA000018] package. For further information about the Aged Care Award 2010, refer to: Aged Care Award
Key Updates to Award
Last Updated: July 2022
Key_Updates
Installing and Configuring the Pre-Built Award Package
For details on how to install and configure this Pre-built Award Template, please review the detailed help article here.
While every effort is made to provide a high-quality service, YourPayroll does not accept responsibility for, guarantee or warrant the accuracy, completeness or up-to-date nature of the service. Before relying on the information, users should carefully evaluate its accuracy, currency, completeness and relevance for their purposes, and should obtain any appropriate professional advice relevant to their particular circumstances.
Coverage
This industry award covers employers throughout Australia in the aged care industry and their employees.
Aged care industry means the provision of accommodation and care services for aged persons in:
- a hostel
- a nursing home
- an aged care independent living units
- an aged care serviced apartments
- a garden settlement,
- a retirement village
- any other residential accommodation facility
See Section 4 of the Award for more information and exclusions.
Special notes on this award
Processing personal / carer's leave
All leave paid using this award template should first be processed as a leave request and then the approved leave request applied as a timesheet in the "create timesheet" screen using the self service portal or the create timesheet screen for managers (on the employees behalf) and system administrators.
This is to ensure the rules correctly identify if personal / carers leave extends beyond a 21 day period. If the timesheet is created with the work type but no leave request, each shift will receive the uniform allowance regardless if the leave period exceeds 21 days.
Work Types
The following is a list of work types employees can select on their timesheet, and the meaning of each item.
| Work type name | Description of work type |
| ADO Taken | Choose this shift condition when an Accumulated Day Off is taken |
| Annual Leave Taken | Choose this shift condition when an annual leave is taken |
| Compassionate Leave Taken | Choose this shift condition when compassionate leave is taken |
| Handling unsealed nauseous linen | Choose this shift condition if engaged in handling linen of a nauseous nature other than linen sealed in airtight containers and/or for work which is of an unusually dirty or offensive nature |
| Hours worked | Choose this shift condition to represent ordinary hours, unless another shift condition is more specific. |
| Kilometres travelled | Enter the number of units travelled for business purposes. 1 unit is equivalent to 1 kilometre. |
| Leave Without Pay Taken | Choose this shift condition when leave without pay is taken |
| Long Service Leave Taken | Choose this shift condition when long service leave is taken |
| On duty during meal break | Choose this shift condition if you are meant to receive a meal break after 5 hours of continuous work but are required to work or be on duty. Only choose this shift condition up to your eventual meal break |
| Paid Community Service Leave Taken | Choose this shift condition when paid community service leave is taken |
| Personal/Carer's Leave Taken | Choose this shift condition when personal / carer's leave is taken |
| Public holiday not worked | For permanent employees only. Choose this shift condition for a day, or part of a day, where you were not working due to being on a public holiday. |
| Recalled to work overtime | Choose this shift condition if you have left and are required to come back to work overtime |
| Sleepover | Choose this shift condition if you are on a sleepover but are not working |
| Time In Lieu Taken | Choose this shift condition when time in lieu is taken |
| Unusually dirty or offensive work | Choose this shift condition when you are required to perofmr unusually dirty or offensive work not associated with your role |
| Work during a sleepover (emergency) | Choose this shift condition if you are on a sleepover and are required to perform emergency work |
| Non-emergency work at start/end of sleepover | Choose this shift condition if you are on a sleepover and are required to perform non-emergency work at the start or end of your sleepover shift |
| Non-emergency work in middle of sleepover | Choose this shift condition if you are on a sleepover and are required to perform non-emergency work in the middle of your sleepover shift |
Shift Conditions
Shift conditions are like work types but multiple shift conditions can be selected at a time when entering a timesheet. The following shift conditions are applicable to this award.
| Shift condition name | Description of shift condition |
| In charge of 11-15 employees | Select this shift condition for any shift where the employee is in charge of 11-15 employees |
| In charge of 16 or more employees | Select this shift condition for any shift where the employee is in charge of 16 or more employees |
| In charge of 2-5 employees | Select this shift condition for any shift where the employee is in charge of 2-5 employees |
| In charge of 6-10 employees | Select this shift condition for any shift where the employee is in charge of 6-10 employees |
| Less than 8 hour break since sleepover | Choose this shift condition for a shift where you have not had an 8 hour break since your last sleepover shift ended and you've started your new shift |
| Variation to agreed hours in writing | For part time employees only. Choose this shift condition if you and your employer have agreed in writing to temporarily adjust your hours so as to not attract overtime |
| Work during sleepover exceeding Full Time employees | For part time employees only. Choose this shift condition for the part of the sleepover shift where you worked longer than full time staff on a sleepover |
Tags
The following tags are available for application to employees under this award.
| Tag name | Description of tag |
| Uniform allowance | Select this tag if the employee is required to provide a uniform |
| Laundry allowance | Select this tag if the employee is required to launder their uniform |
| Chefs or cooks proviging own tools | Select this tag if the employee is a chef or cook and is required to provide their own tools |
| Public Holiday penalty as annual leave | Select this tag if the employee forfeits the public holiday penalty rate and instead receives public holiday at their flat rate and accrues an hour of time in lieu for each hour worked |
| ADO | Select this tag if the employee will receive an accumulated day off every 20th day worked |
| Leading hand 11-15 employees | Select this tag if the employee is in charge of 11-15 employees |
| Leading hand 16 or more employees | Select this tag if the employee is in charge of more than 16 employees |
| Leading hand 2-5 employees | Select this tag if the employee is in charge of 2-5 employees |
| Leading hand 6-10 employees | Select this tag if the employee is in charge of 6-10 employees |
| TIL of OT | Select this tag if the employee is to receive time off in lieu of overtime payments |
Key Updates
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 Day worker rule set has been updated to include a rule for Paid Family Domestic Violence Leave.
May 2024
22nd
Per clause 22.4(b), we have created the following to accommodate this arrangement:
New linked pay category "Less than 8 hours break between shifts"
NB: For employees with overridden rates, the award update will not automatically apply these employee's rates for this new pay category. These employees' rates of pay will remain untouched. You will need to manually update and save the pay rates page in the employee's profile to trigger the rates for this new pay category.
New work type "8 Hours Break Between Shifts Agreement". Employees will need to use this work type when submitting timesheets to receive the entitlement.
New tag "8 Hours Break Between Shifts Agreement". Alternatively, employees receiving this entitlement on a permanent agreement can be assigned the tag.
The rule sets have been updated where employees using the work type or assigned the tag would be entitled to 8 hours break between shifts by agreement.
We have also updated the Shiftworker rule set, where employees on a night shift (for all employment types) would receive overtime if they worked more than 10 hours per day per clause 22.1(c).
August 2023
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.
July 2023
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 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 of July 2023. It includes Fair Work Commission's recent change to increase minimum wages by 15% for some employees working in aged care.
In line with the change, we have created new Aged Care Employee Direct Care and Aged Care Employee General Most Senior Food Services, pay rate templates, and employment agreements. Existing pay rate templates and employment agreements pertain to aged care employees in general. You can find further information on what you should be aware of here.
January 2023
31st
We have updated the award to reflect changes made as part of the Fair Work Decision regarding Paid Family and Domestic Violence Leave. Further information on what changes have been applied to the platform and what you should be aware of can be found within this article.
We have created the following new categories:
- New Leave Category: Paid Family and Domestic Violence Leave.
- New Pay Category: Paid Family and Domestic Violence Leave.
- New Work Type: Paid Family and Domestic Violence Leave taken.
We have updated the Leave Allowance Templates to disable the existing unpaid Family and Domestic Violence and we have enabled the new Paid Family and Domestic Violence Leave. We also updated any impacted rule conditions.
As part of Fair Work's ruling, an employee must be paid their full pay rate; this includes their base rate plus any incentive-based payments and bonuses, loadings, monetary allowances, overtime or penalty rates, and any other separately identifiable amount.
December 2022
Unpaid Pandemic Leave has been disabled as this entitlement has now expired within this award. Additional information can be found on theFairwork website.
20 July 2022
Unpaid Pandemic Leave has been enabled as this entitlement has now been reinserted within this award and is available for eligible employees from 15 July 2022 until 31 December 2022. Additional information can be found on the Fairwork website.
1 July 2022
The Award has been updated to reflect the Fair Work Commission’s National Minimum Wage increase of detailed in the Annual Wage Review 2021-22 decision. This also includes updates to expense-related allowances. Information on the Determinations can be found here and here. These changes come into effect from the first full pay period on or after 1 July 2022. Please install these updates AFTER you have finalised your last pay run prior to the first full pay period commencing on or after 1 July 2022.
Unpaid Pandemic Leave has been disabled as this entitlement has now expired within this award. Additional information can be found on the Fairwork website.
January 2022
The Unpaid Pandemic Leave pay category has been updated and 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.
November 2021
The pay condition rule set Shiftworker has been updated to ensure the provisions of clause 22.9, "Lesser of sleepover & non-emergency work" is correctly applied for casual employees.
The Award has been updated in line with the ATO's requirements for STP Phase 2 reporting. The reporting of gross earnings are now being disaggregated into distinguishable categories. The Pay Category payment classifications have been updated in line with the ATO specification categories found here. For further information please see our STP support article.
July 1 2021
The Award has been updated to reflect the Fair Work Commission’s National Minimum Wage increase of 2.5% detailed in the Annual Wage Review 2020-21 decision. This also includes updates to expense-related
allowances. Information on the Determinations can be found here and here.
These changes come into effect from the first full pay period on or after 1 July 2021. Please install these updates AFTER you have finalised your last pay run prior to the first full pay period commencing on or after 1 July 2021.
Updates have also been made to the Leave Category Family & Domestic Violence Leave, so that the balance is displayed in days instead of hours in line with the National Employment Standards.
Once the update is installed, all employee’s FDV leave balances will be displayed in days not hours. This will mean that an employee’s balance may now show as 38 days. In order to correct the balance please see How to Fix Family & Domestic Violence Leave Balance Data.
This update is to ensure that any new installs of this award conducted since 1 July are now captured with the SG increase from 9.5% to 10% for all pay categories. If you have installed this award between 1 July 2021 to 8 July 2021 for the first time, please ensure you select "NO" to preserve custom pay categories. If you were using this award prior to 1 July 2021, then you do not need to select "NO." Further information can be found in Incorrect SG rate used in pay runs article here.
June 2021
The pay condition rule sets for Day worker and Shiftworker have been updated to exclude work types for all emergency work during a sleepover for clause 22.8 Broken Shifts.
The pay condition rule sets for Day worker and Shiftworker have been updated to include a rule for clause 22.8 Broken Shifts - to exclude shifts from the broken shift allowance when breaks are more than four hours.
1 March 2021
In this update the overtime rates for casuals have been to reflect changes made as part of the Fair Work Decision that can be found here. You can find the updated pay guide here.
August 2020
The award has been updated 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 being calculated on working days not hours. Information on the decision can be found here. As such, we have removed the Personal/Carer's (10 days) Leave Allowance Templates and updated associated Employment Agreements. Please note, this update will not remove any of the above from a business where the award was already installed prior to 25 August 2020. However, any new award installs from 25 August 2020 will not display personal/carer's (10 days) leave details.
For further information on migrating from daily personal/carers leave accruals to hourly please refer here.
August 2020
The award has been updated to reflect changes made as part of the Fair Work Decision around flexibility during coronavirus. The new schedule Y allows employees to take up to two (2) weeks paid pandemic leave for each occasion of leave. A new pay category (Paid Pandemic Leave Taken), leave category and work type (Paid Pandemic Leave) have been created. Also, the rule sets have been updated, where necessary, to include/exclude the work type and leave category to some pay conditions.
Under this new schedule full time employees will need to be paid their base pay rate for ordinary hours. The rate for part time staff will be the higher of either their agreed ordinary hours of work or an average of their weekly ordinary hours for the previous 6 weeks
Casual employees who take paid pandemic leave need to be paid an amount based on an average of their weekly pay over the previous 6 weeks. If they’ve been employed for less than 6 weeks, the pay needs to be based on an average of their weekly pay for the time they’ve been employed. The pay rate for casual staff will need to be manually adjusted in each pay run for the period of leave.
1 July 2020
The Award, as part of Group 1 Awards, has been updated to reflect the Fair Work Commission’s National Minimum Wage increase of 1.75% detailed in the Annual Wage Review 2019-20 decision. This also includes updates to expense-related allowances. Information on the Determinations can be found here and here.
These changes come into effect from the first full pay period on or after 1 July 2020. Please install these updates AFTER you have finalised your last pay run prior to the first full pay period commencing on or after 1 July 2020.
April 2020
The award has been updated 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 (2) weeks unpaid pandemic leave. A new pay category (Unpaid Pandemic Leave Taken), leave category and work type (Unpaid Pandemic Leave) have been created. Also, the rule sets have been updated, where necessary, to include/exclude the work type and leave category to some pay conditions. Further, the Leave Allowance Templates have been updated to ensure this new leave category is enabled 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 to be manually adjusted to half in each pay run for the period of leave.
March 2020
Refresh to Award to capture all previous updates.
February 2020
Due to recent changes to the interpretation of personal/carer's leave accrual under the National Employment Standards, updates have been made to the setup of the Award. Further information can be found here.
A new Leave Category called Personal/Carer's (10 days) Leave has been created. Also, new Leave Allowance Templates (LATs) have been created specific to 10 days accrual per year for each state and the LATs have been attached to the current Employment Agreements for selection options for an employee's LAT in their Employee Default Pay Run screen. Any rules impacted by Personal/Carer's Leave have also been updated with the new leave category.
Instructions on converting the accruals to the 10 day method can be found here
The Other than registered nurse levels 4 and 5 rule set pay conditions have been updated to satisfy clause 21.1 of the Award in relation to ordinary hours of work for full-time employees which can be organised as 38 hours per week, 76 hours per fortnight or 152 hours over 28 days. Also, we have created a rule for ordinary hours of work for part-time employees based on clause 10.3 of the Award, where ordinary hours need to be agreed.
Key Updates to Award
Last Updated: October 2019
Key_Updates
Installing and Configuring the Pre-Built Award Package
For details on how to install and configure this Pre-built Award Template, please review the detailed help article here.
Coverage
This industry award covers employers throughout Australia in the aged care industry and their employees.
Aged care industry means the provision of accommodation and care services for aged persons in:
- a hostel
- a nursing home
- an aged care independent living units
- an aged care serviced apartments
- a garden settlement,
- a retirement village
- any other residential accommodation facility
See Section 4 of the Award for more information and exclusions.
Special notes on this award
Processing personal / carer's leave
All leave paid using this award template should first be processed as a leave request and then the approved leave request applied as a timesheet in the "create timesheet" screen using the self service portal or the create timesheet screen for managers (on the employees behalf) and system administrators.
This is to ensure the rules correctly identify if personal / carers leave extends beyond a 21 day period. If the timesheet is created with the work type but no leave request, each shift will receive the uniform allowance regardless if the leave period exceeds 21 days.
Work Types
The following is a list of work types employees can select on their timesheet, and the meaning of each item.
| Work type name | Description of work type |
| ADO Taken | Choose this shift condition when an Accumulated Day Off is taken |
| Annual Leave Taken | Choose this shift condition when an annual leave is taken |
| Compassionate Leave Taken | Choose this shift condition when compassionate leave is taken |
| Handling unsealed nauseous linen | Choose this shift condition if engaged in handling linen of a nauseous nature other than linen sealed in airtight containers and/or for work which is of an unusually dirty or offensive nature |
| Hours worked | Choose this shift condition to represent ordinary hours, unless another shift condition is more specific. |
| Kilometres travelled | Enter the number of units travelled for business purposes. 1 unit is equivalent to 1 kilometre. |
| Leave Without Pay Taken | Choose this shift condition when leave without pay is taken |
| Long Service Leave Taken | Choose this shift condition when long service leave is taken |
| On duty during meal break | Choose this shift condition if you are meant to receive a meal break after 5 hours of continuous work but are required to work or be on duty. Only choose this shift condition up to your eventual meal break |
| Paid Community Service Leave Taken | Choose this shift condition when paid community service leave is taken |
| Personal/Carer's Leave Taken | Choose this shift condition when personal / carer's leave is taken |
| Public holiday not worked | For permanent employees only. Choose this shift condition for a day, or part of a day, where you were not working due to being on a public holiday. |
| Recalled to work overtime | Choose this shift condition if you have left and are required to come back to work overtime |
| Sleepover | Choose this shift condition if you are on a sleepover but are not working |
| Time In Lieu Taken | Choose this shift condition when time in lieu is taken |
| Unusually dirty or offensive work | Choose this shift condition when you are required to perofmr unusually dirty or offensive work not associated with your role |
| Work during a sleepover (emergency) | Choose this shift condition if you are on a sleepover and are required to perform emergency work |
| Non-emergency work at start/end of sleepover | Choose this shift condition if you are on a sleepover and are required to perform non-emergency work at the start or end of your sleepover shift |
| Non-emergency work in middle of sleepover | Choose this shift condition if you are on a sleepover and are required to perform non-emergency work in the middle of your sleepover shift |
Shift Conditions
Shift conditions are like work types but multiple shift conditions can be selected at a time when entering a timesheet. The following shift conditions are applicable to this award.
| Shift condition name | Description of shift condition |
| In charge of 11-15 employees | Select this shift condition for any shift where the employee is in charge of 11-15 employees |
| In charge of 16 or more employees | Select this shift condition for any shift where the employee is in charge of 16 or more employees |
| In charge of 2-5 employees | Select this shift condition for any shift where the employee is in charge of 2-5 employees |
| In charge of 6-10 employees | Select this shift condition for any shift where the employee is in charge of 6-10 employees |
| Less than 8 hour break since sleepover | Choose this shift condition for a shift where you have not had an 8 hour break since your last sleepover shift ended and you've started your new shift |
| Variation to agreed hours in writing | For part time employees only. Choose this shift condition if you and your employer have agreed in writing to temporarily adjust your hours so as to not attract overtime |
| Work during sleepover exceeding Full Time employees | For part time employees only. Choose this shift condition for the part of the sleepover shift where you worked longer than full time staff on a sleepover |
Tags
The following tags are available for application to employees under this award.
| Tag name | Description of tag |
| Uniform allowance | Select this tag if the employee is required to provide a uniform |
| Laundry allowance | Select this tag if the employee is required to launder their uniform |
| Chefs or cooks proviging own tools | Select this tag if the employee is a chef or cook and is required to provide their own tools |
| Public Holiday penalty as annual leave | Select this tag if the employee forfeits the public holiday penalty rate and instead receives public holiday at their flat rate and accrues an hour of time in lieu for each hour worked |
| ADO | Select this tag if the employee will receive an accumulated day off every 20th day worked |
| Leading hand 11-15 employees | Select this tag if the employee is in charge of 11-15 employees |
| Leading hand 16 or more employees | Select this tag if the employee is in charge of more than 16 employees |
| Leading hand 2-5 employees | Select this tag if the employee is in charge of 2-5 employees |
| Leading hand 6-10 employees | Select this tag if the employee is in charge of 6-10 employees |
| TIL of OT | Select this tag if the employee is to receive time off in lieu of overtime payments |
Key Updates
January 2022
The Unpaid Pandemic Leave pay category has been updated and 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.
November 2021
The pay condition rule set Shiftworker has been updated to ensure the provisions of clause 22.9, "Lesser of sleepover & non-emergency work" is correctly applied for casual employees.
The Award has been updated in line with the ATO's requirements for STP Phase 2 reporting. The reporting of gross earnings are now being disaggregated into distinguishable categories. The Pay Category payment classifications have been updated in line with the ATO specification categories found here. For further information please see our STP support article.
July 1 2021
The Award has been updated to reflect the Fair Work Commission’s National Minimum Wage increase of 2.5% detailed in the Annual Wage Review 2020-21 decision. This also includes updates to expense-related
allowances. Information on the Determinations can be found here and here.
These changes come into effect from the first full pay period on or after 1 July 2021. Please install these updates AFTER you have finalised your last pay run prior to the first full pay period commencing on or after 1 July 2021.
Updates have also been made to the Leave Category Family & Domestic Violence Leave, so that the balance is displayed in days instead of hours in line with the National Employment Standards.
Once the update is installed, all employee’s FDV leave balances will be displayed in days not hours. This will mean that an employee’s balance may now show as 38 days. In order to correct the balance please see How to Fix Family & Domestic Violence Leave Balance Data.
This update is to ensure that any new installs of this award conducted since 1 July are now captured with the SG increase from 9.5% to 10% for all pay categories. If you have installed this award between 1 July 2021 to 8 July 2021 for the first time, please ensure you select "NO" to preserve custom pay categories. If you were using this award prior to 1 July 2021, then you do not need to select "NO." Further information can be found in Incorrect SG rate used in pay runs article here.
June 2021
The pay condition rule sets for Day worker and Shiftworker have been updated to exclude work types for all emergency work during a sleepover for clause 22.8 Broken Shifts.
The pay condition rule sets for Day worker and Shiftworker have been updated to include a rule for clause 22.8 Broken Shifts - to exclude shifts from the broken shift allowance when breaks are more than four hours.
1 March 2021
In this update the overtime rates for casuals have been to reflect changes made as part of the Fair Work Decision that can be found here. You can find the updated pay guide here.
August 2020
The award has been updated 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 being calculated on working days not hours. Information on the decision can be found here. As such, we have removed the Personal/Carer's (10 days) Leave Allowance Templates and updated associated Employment Agreements. Please note, this update will not remove any of the above from a business where the award was already installed prior to 25 August 2020. However, any new award installs from 25 August 2020 will not display personal/carer's (10 days) leave details.
For further information on migrating from daily personal/carers leave accruals to hourly please refer here
August 2020
The award has been updated to reflect changes made as part of the Fair Work Decision around flexibility during coronavirus. The new schedule Y allows employees to take up to two (2) weeks paid pandemic leave. A new pay category (Paid Pandemic Leave Taken), leave category and work type (Paid Pandemic Leave) have been created. Also, the rule sets have been updated, where necessary, to include/exclude the work type and leave category to some pay conditions.
Under this new schedule full time employees will need to be paid their base pay rate for ordinary hours. The rate for part time staff will be the higher of either their agreed ordinary hours of work or an average of their weekly ordinary hours for the previous 6 weeks
Casual employees who take paid pandemic leave need to be paid an amount based on an average of their weekly pay over the previous 6 weeks. If they’ve been employed for less than 6 weeks, the pay needs to be based on an average of their weekly pay for the time they’ve been employed. The pay rate for casual staff will need to be manually adjusted in each pay run for the period of leave.
1 July 2020
The Award, as part of Group 1 Awards, has been updated to reflect the Fair Work Commission’s National Minimum Wage increase of 1.75% detailed in the Annual Wage Review 2019-20 decision. This also includes updates to expense-related allowances. Information on the Determinations can be found here and here.
Included in the updates is also increases to the penalty rates for casual employees working on Saturday, Sunday or Public Holidays as part of Fair Work's 4 yearly modern award reviews. The determination can be found here.
These changes come into effect from the first full pay period on or after 1 July 2020. Please install these updates AFTER you have finalised your last pay run prior to the first full pay period commencing on or after 1 July 2020.
April 2020
The award has been updated 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 (2) weeks unpaid pandemic leave. A new pay category (Unpaid Pandemic Leave Taken), leave category and work type (Unpaid Pandemic Leave) have been created. Also, the rule sets have been updated, where necessary, to include/exclude the work type and leave category to some pay conditions. Further, the Leave Allowance Templates have been updated to ensure this new leave category is enabled 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 to be manually adjusted to half in each pay run for the period of leave.
February 2020
Due to recent changes to the interpretation of personal/carer's leave accrual under the National Employment Standards, updates have been made to the setup of the Award. Further information can be found here.
A new Leave Category called Personal/Carer's (10 days) Leave has been created. Also, new Leave Allowance Templates (LATs) have been created specific to 10 days accrual per year for each state and the LATs have been attached to the current Employment Agreements for selection options for an employee's LAT in their Employee Default Pay Run screen. Any rules impacted by Personal/Carer's Leave have also been updated with the new leave category.
Instructions on converting the accruals to the 10 day method can be found here.
October 2019
The Award has been updated to reflect the Fair Work Commission's decision to vary the minimum engagement for broken shifts. Part-time and Casual employees must get a minimum 2 hours payment for each portion of a broken shift. A new clause has been inserted; Clause 22.8(f).
The pay condition rule sets for Day worker and Shiftworker have been updated to reflect these changes. The changes apply from the first full pay period on or after 25 October 2019.
Both rule sets have also been updated to reflect part-time and casual overtime when working in excess of 38 hours per week or 76 hours per fortnight. As well, applying part-time overtime when working outside agreed advanced standard hours.
Update to the rule set pay conditions for shiftworker to ensure when annual leave is taken that the system will calculate which is higher with the annual leave loading or the shift penalties and pay accordingly.
July 2019
Update to the rule set pay conditions for Day worker and Shiftworker to ensure no overtime will be paid when leave is taken.
The update also included an amendment to 24.1(a) Automatic Meal break rule the unpaid meal break will automatically be applied after five hours of work.
30 June 2019
The Award has been updated to reflect the Fair Work Commission’s National Minimum Wage increase of 3% from its Annual Wage Review 2018-19 decision. This also includes updates to expense-related allowances. Information on the Determinations can be found here and here.
These changes come into effect from the first full pay period on or after 1 July 2019. Please install these updates AFTER you have finalised your last pay run prior to the first full pay period commencing on or after 1 July 2019.
December 2018
The setup of the Payroll Tax Exempt field in Payroll Settings>Pay Categories was replicating the PAYG Exempt field rather than creating a unique identity; when installed into the business settings. An audit has been carried out across the system and the issue has now been resolved with this update.
1st August 2018
The award has been updated to reflect changes made as part of the Fair Work Decision 4 year review of modern awards. The determination for the new clause in the modern award allowing employees to take unpaid leave to deal with family and domestic violence can be found here. Family and Domestic Violence leave applies from the first full pay period on or after 1 August 2018. Further information can be found at Fair Work.
Employees, including part-time and casual employees are entitled to 5 days unpaid family and domestic violence leave each year of their employment. The 5 days renews each 12 months of their employment but does not accumulate if the leave is not used.
A new leave category has been created - “Family and Domestic Violence Leave” and a new Work Type - “Family and Domestic Violence Leave taken”. The Leave Allowance Templates and any impacted rule conditions have also been updated.
June 2018
The Award has been updated to reflect the Fair Work Commission’s national minimum wage increase of 3.5% from its Annual Wage Review 2017-18 decision. This also includes updates to expense-related allowances.
These changes come into effect from the first full pay period on or after 1 July 2018. Please install these updates AFTER you have finalised your last pay run prior to the first full pay period commencing on or after 1 July 2018.
Additionally, the following change have been made as part of this update:
- The Payment Summary Classification settings for Allowance based pay categories have been updated as per Single Touch Payroll (STP) requirements.
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