Hair and Beauty Industry Award 2010 (MA000005)

Annual Leave
Choose this work type when permanent employees take annual leave.

Personal/Carer's Leave
Choose this work type when permanent employees have taken sick leave or carer’s leave.

Compassionate Leave
Choose this work type when permanent employees take compassionate leave.

Unpaid Leave
Choose this work type when unpaid leave was taken.

Long Service Leave
Choose this work type when long service leave was 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.

Time in Lieu Taken
Choose this work type when time in lieu was taken

Rostered Day Off Worked
Choose this work type where an employee is required to work on their rostered day off. Such time will be paid at double time with a minimum payment of four hours.

Transport Allowance
Choose this work type to record the number of kilometres an employee has travelled using their own motor vehicle in the performance of their duties.

First Aid Allowance
Choose this work type if the employee is the holder of a current recognised first aid qualification and is appointed by the employer to perform first aid duty. A weekly allowance will be paid when this work type is selected.

Tool Allowance
Choose this work type where an employee is required to use their own tools in the performance of their duties. A weekly allowance will be paid when this work type is selected.

Manager Allowance
Choose this work type where an employee is in charge of a hair and/or beauty establishment for a full week. A weekly allowance will be paid when this work type is selected.

Overtime Meal Allowance (less than 4 OT hrs)
Choose this work type when a permanent employee is required to work more than one hour of overtime but less than 4 hours after the employee's ordinary end time without being notified 24 hours earlier and is not supplied with a meal.

Overtime Meal Allowance (4+ OT hrs)
Choose this work type when a permanent employee is required to work more than 4 overtime hours after the employee's ordinary end time without being notified 24 hours earlier and is not supplied with a meal.

Public Holiday Not Worked
Choose this work type where employees are not required to work on a gazetted public holiday that they would have otherwise worked had it not been a public holiday.

 

7 day Shiftworker
Assign this tag if the employee is employed as a seven day shift worker who is regularly rostered to work on Sundays and public holidays for the purpose of accruing an additional 1 week of annual leave.

First Aider
Assign this tag to an employee who has been trained to render first aid and who is the current holder of appropriate first aid qualifications and is permanently appointed to perform first aid duties. If this tag is assigned to an employee, you do not need to choose the work type First Aid Allowance.

Manager Allowance
Assign this tag to an employee who is permanently in charge of a hair and/or beauty establishment. If this tag is assigned to an employee, you do not need to choose the work type Manager Allowance.

TOIL
Assign this tag if the employee elects to always accrue time in lieu rather than be paid overtime.

Tool Allowance
Assign this tag to an employee who is permanently required to use their own tools in the performance of their duties. If this tag is assigned to an employee, you do not need to choose the work type Tool Allowance.

Key Updates

 July 2024

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 Hair & Beauty Award Casual rule set has been updated to include a rule for Paid Family Domestic Violence Leave.

As per clause 20.5, meal allowance is payable only to full-time or part-time employee, hence the work type has been updated so that it is not automatically available to casual employees. 

May 2024

6th

We have updated the clause numbers in the rule set to align with the Fair Work award.

January 2024

2nd

December 2023

20th

We have updated the junior Pay Rate Template and Employment Agreements across all levels for both permanent and casual employees to ensure the correct rate would apply for junior employees. 

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 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.

May 2023

1st

We have updated the award to reflect the variation on the Commission’s own motion –four yearly review of modern awards –award-specific penalty rate claims –Hair and Beauty Industry Award 2020 –weekend penalty rates for casual employees –implementation of transitional rates –Schedule B.

We have incurred the loading amount on three pay categories, Casual - Saturday Ordinary, Casual - Sunday and Casual - Overtime - Sunday. More information can be found here.  Please install these updates after you have finalised your last pay run before the first full pay period beginning on or after the 30th of April 2023.

April 2023

5th

We have updated the pay condition rule set Hair & Beauty Award Permanent 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.

January 2023

December 2022

The award has been updated to reflect the third rate increase as part of the phased-in implementation of weekend penalty rates for casual employees. Loading has been increased on two pay categories, Casual - Saturday Ordinary and Casual - Sunday. More information can be found here.

 

Please install these updates AFTER you have finalised your last pay run prior to the first full pay period commencing on or after 31 December 2022.

 

November 2022

The Hair & Beauty Award Casual rule set has been updated to ensure Sunday penalty rates are applied to any hours worked within or outside of the Sunday span of hour

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.

 

April 2022

The award has been updated to reflect the second rate increase as part of the phased-in implementation of weekend penalty rates for casual employees. Loading has been increased on two pay categories, Casual - Saturday Ordinary and Casual - Sunday. More information can be found here.

Please install these updates AFTER you have finalised your last pay run prior to the first full pay period commencing on or after 30 April 2022.

February 2022

The Hair & Beauty Award Permanent rule set has been updated to ensure the maximum daily engagement rules apply correctly when an employee works more than 5 days in a week. 

The Hair & Beauty Award Permanent rule set has also been updated to ensure period overtime calculates correctly.

31 January 2022

The award has been updated to reflect the first rate increase as part of the phased-in implementation of weekend penalty rates for casual employees. Loading has been increased on two pay categories, Casual - Saturday Ordinary and Casual - Sunday. More information can be found here.

The award has also been updated to reflect changes to overtime entitlements for full-time and part-time employees. The permanent rule set has been updated to apply overtime where an employee works more than 9 hours on any day, provided they may also work one 10.5 ordinary hour day per week. A tag has also been created called Agreed second 10.5 hour day. This is to be assigned to an employee where it has been mutually agreed that the employee may work a second 10.5 ordinary hour day per week. More information can be found here.

Please install these updates AFTER you have finalised your last pay run prior to the first full pay period commencing on or after 31 January 2022.

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 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.

1 November 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 November 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 November 2021.

August 2021

The award has been updated to include penalties for casual employees working ordinary hours outside the normal span of hours. Hours worked before 7:00am or after 9:00pm Monday - Friday will now be paid at a loading of 150% and hours worked before 7:00am or after 6:00pm on a Saturday will be paid at 150%.

Updates have been made to the Unpaid Pandemic Leave allowance Templates so that the balance is displayed in weeks instead of hours in line with the Fair Work Commission's guidelines.
Once the award update is installed, all employee’s Unpaid Pandemic leave balances will be displayed in weeks not hours. This will mean that an employee’s balance may now show as 76 weeks. In order to correct the balance please see How to Fix Unpaid Pandemic Leave Balance Data.

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.

July 2021

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.

May 2021

The award pay rate templates have been updated to ensure that the legislated superannuation guarantee (SG) rate will increase automatically from 9.5% to 10% effective from 1 July 2021. Please ensure you install this update prior to 1 July 2021 for this change to take effect.

What does this mean? Any pay run with a date paid on or from 1 July 2021 will automatically calculate SG at 10% of OTE. Additionally, on the 1st of July, we will update references to 9.5% on all applicable screens. For more information, including any exclusions, check out this article from the ATO.

1 February 2021

The Award, as part of Group 3 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 February 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 February 2021.

November 2020

The award has been updated to remove rates for casual employees working outside the span of hours.

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.

June 2020

The award pay rate templates have been updated 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.

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. 

December 2019

Update to the payrate templates to remove 9.5% super rate on the tool allowance.

July 2019

Rounding update for Casual Pay Rate Templates.

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.

August 2018

Allowance rate update for Kilometre Allowance - Car (above and below ATO limit). Further information can be found at ATO.

1 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.

28 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 changes have been made as part of this update:

1. New laundry allowance pay categories and rule conditions were created to reflect the ATO threshold maximum limits for claiming of 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 created a new rule - 12.7 Overtime Part Timers.  This rule reflects the following provisions of clause 12.7:

• 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.  Now however, we can assess the Advanced Standard Work Hours as set up within the employee's Pay Run Defaults screen.

For example, if an employee's Advanced Standard Work Hours were as follows:

The rule will assess hours as follows:

1. Any time worked on Wednesday, Thursday and Saturday will be deemed overtime;
2. Any time worked before the start times on Monday, Tuesday, Friday and Sunday will be deemed overtime; and
3. Any time worked after the end times on Monday, Tuesday, Friday and Sunday will be deemed overtime.

N.B:

(a) This rule only works where Advanced Standard Work Hours have been set up using start and finish times, NOT hours only;

(b) If no Advanced Standard Work Hours have been set up for a part time employee, then all hours will be deemed overtime.

 

March 2018

1. Fix any auto meal break rules so that they don't apply to leave requests
2. Updated allowance pay categories configuration.  e.g. changed payment summary classifications.
3. Created Kilometre allowance pay categories - above and below ATO limits

1 January 2018

The award has been updated to reflect changes made as part of the Fair Work Decision 4 year review of modern awards. The changes are a replacement of Clause 31 - Overtime to include overtime paid for casuals. This now provides for casual staff to be paid overtime in excess of the following:

• in excess of 38 hours per week or, where the casual employee works in accordance with a roster, in excess of 38 hours per week averaged over the course of the roster cycle; or
• 10.5 hours in one day

NB: We have applied the rule using 152 hours worked over a 4 week period.

Implicitly, this also means overtime can be converted to TIL by using the 'Time off in lieu of Overtime' employee tag, and this has also been reflected in the rules.

These changes are reflected in the "Hair & Beauty Award Casual" rule set. We've also automatically enabled the work types relating to meal allowances for casual staff. To be paid a meal allowance, the 'Overtime Meal Allowance (less than 4 OT hrs)' or 'Overtime Meal Allowance (4+ OT hrs)' needs to be selected on a separate line of the timesheet and a unit of 1 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.

Please note that the changes come into effect on the first full pay period on or after 1 January 2018. This means that you should only install these updates once you've completed the last pay period that pays shifts worked during December 2017.