Fitness Industry Award employment types, rostering, and breaks

The Fitness Industry Award 2020 sets out the employment structures and workplace conditions within Australia's fitness sector. This award applies to a wide range of employees, including fitness instructors, personal trainers, and swimming coaches.

Employers need to be well-versed in the different employment types recognised by this award and adhere to its specific guidelines for scheduling work hours. The award's detailed provisions for breaks and rest periods are important for maintaining compliance and supporting the health and productivity of fitness industry employees. This article aims to provide a clear understanding of the expectations and requirements that govern employment under the Fitness Industry Award.

Note: The information provided in this article is accurate as of 04/09/2024. As award conditions and rates are subject to change, please refer to the latest version of the Fitness Industry Award for the most current information.

Fitness Industry Award employment types

Grasping the employment classifications within the Fitness Award is essential for effective workforce management and compliance. This award organises employees based on their contract types and work hour regularity, providing clear guidelines for different employment scenarios.

The Fitness Industry Award includes three main types of employment:

• Full-time: These employees work an average of 38 hours per week and benefit from consistent schedules and job security.

• Part-time: These employees work less hours than full-time employees, with their specific hours stipulated in their contracts. They receive benefits proportionate to their work hours.

• Casual: These employees are engaged on an as-needed basis without guaranteed hours. They receive a higher hourly rate, known as casual loading, to make up for the lack of regular hours and job security. 

The award also covers:

• On-hire employees: This award covers employers that supply labour on an on-hire basis within the fitness industry, ensuring that on-hire employees in covered classifications are engaged under the same terms as direct employees while working for a business in the industry.

• Trainees: The award covers employers providing group training services for fitness industry trainees. These trainees, engaged by a group training service and hosted by a company to perform work, are covered by the award's provisions.

Ordinary hours under the Fitness Award

Ordinary hours represent the agreed-upon working hours, not including any overtime.

The Fitness Industry Award establishes specific guidelines for the ordinary working hours across different employment types within the fitness sector. These guidelines help employers comply with established standard hours, promoting consistency and fairness throughout the industry.

The Fitness Industry Award 2020 provides additional ordinary hours conditions for full-time and part-time employees:

• Working days and hours: Ordinary hours can be worked over any five days of the week, within the following time frames:
• Between 5:00 AM and 11:00 PM, Monday to Friday
• Between 6:00 AM and 9:00 PM, Saturday and Sunday

• Daily maximum hours: The ordinary hours for an employee mustn’t exceed 10 hours on any one day.
• Broken shifts: Employees may be rostered to work a broken shift on any day, provided that:
• The shift isn’t broken into more than two parts.
• The total length of the shift is at least three hours, exclusive of meal breaks.
• The span of hours from the start of the first part of the shift to the end of the second part is no more than 12 hours.

Tips for effective management of work hours

To enhance productivity and ensure adherence to the Fitness Industry Award, consider implementing the following strategies:

• Track employee hours: Consistently monitor employee work hours to ensure they don’t exceed the ordinary hour limits. Use effective tracking systems to help managers oversee work hours and address any potential issues promptly, ensuring compliance for all employment types.
• Implement flexible scheduling: Offer flexible scheduling options that meet both operational requirements and employee needs. This flexibility allows employees to balance personal commitments with their work responsibilities, promoting a healthier work-life balance.

• Conduct regular reviews: Periodically review work-hour records to spot any irregularities that could lead to non-compliance. Adjust schedules proactively to prevent potential issues, maintaining a balance between meeting operational demands and supporting employee well-being.

• Foster open communication: Create a workplace culture where employees feel comfortable discussing their schedules. Keep communication channels open and transparent regarding any changes or decisions affecting work hours, ensuring mutual understanding and agreement.

Fitness Award rostering 

Rostering involves scheduling employees' work shifts and hours.

The Fitness Industry Award provides specific guidelines for developing and managing employee rosters. These guidelines ensure that fitness award rostering practices are fair and promote a balanced and efficient working environment.

Strategies for effective roster management

Effective roster management is essential for balancing the fitness industry's operational needs with employees' well-being. Here are several strategies tailored to the requirements of the Fitness Industry Award:

• Plan ahead: Develop rosters well in advance to ensure sufficient staffing and minimise disruptions. This strategy enhances predictability and helps maintain a balanced workload.

• Incorporate employee feedback: Involve employees in the rostering process by discussing their preferred working times and accommodating personal requests where feasible. This approach can boost job satisfaction and improve employee retention.

• Utilise flexible Fitness Award rostering: Take advantage of the award's flexibility to adjust shift lengths and schedules to handle unexpected workload changes or cover staff shortages effectively.

• Conduct regular evaluations: Periodically review rosters to ensure they meet operational needs and support employee well-being. Make necessary adjustments to maintain both efficiency and employee satisfaction.

• Maintain clear communication: Maintain open and consistent communication about rostering policies. Ensure any changes to the roster are clearly documented and communicated to all affected employees, allowing them to prepare accordingly.

• Train managers: Equip managers with the skills and knowledge required to manage Fitness Award rostering. Training should cover the specifics of the award, including proper work hour management, handling change requests, and ensuring compliance with all relevant regulations.

Fitness Industry Award breaks and rest periods

Scheduled breaks and rest periods are essential times during a work shift that allow employees to rest, eat, or handle personal needs. This section outlines the entitlements and regulations for rest and meal breaks for fitness industry employees, ensuring they receive adequate rest and that work schedules align with the award's standards.

Advice on scheduling breaks to enhance employee well-being and compliance

Proper management of breaks is essential for compliance and can greatly enhance employee satisfaction and productivity in the fitness industry. Here are some practical strategies:

• Promote break utilisation: Cultivate a workplace culture that not only allows but actively encourages employees to take their allotted breaks. Highlight the importance of these breaks for mental and physical rejuvenation, essential for sustaining high productivity and service quality in the fitness industry.

• Maintain open communication: Establish clear communication channels for employees to share their preferences or concerns regarding break times. While the award sets break schedules, being flexible and accommodating individual needs within these guidelines can improve break usage and overall job satisfaction.

• Monitor regularly: Keep a close watch on break schedules to ensure they’re followed correctly. Regular monitoring helps identify any deviations from the award's requirements, allowing for timely adjustments to maintain compliance.

• Proactively educate staff: Provide ongoing training for both employees and managers on the specific break entitlements outlined in the Fitness Industry Award 2020. Ensuring everyone is knowledgeable about their rights and responsibilities regarding breaks helps uphold standards and supports effective break management.

Fitness Industry Award practical application: Example

‘Peak Performance Gym,’ a busy fitness centre, struggled with scheduling issues while trying to comply with the Fitness Industry Award 2020. Jessica, the gym manager, aimed to streamline operations and ensure adherence to the award, focusing on rostering, ordinary hours, and breaks.

Challenges

• Short notice for rosters: Initially, rosters were given only a few days in advance, causing difficulties for employees trying to manage their personal schedules.
• Minimum engagement confusion: Some part-time staff were scheduled for less than the three-hour minimum engagement period, leading to compliance problems and employee dissatisfaction.
• Break management issues: Ensuring all staff received their required meal and rest breaks without interrupting gym services was challenging, particularly during busy periods.

Resolution

• Updated rostering communication: Jessica made sure that rosters were provided at least seven days in advance, giving employees ample time to organise their personal commitments and ensuring compliance with the award.
• Ensuring minimum engagement period: The scheduling software was updated to automatically prevent shifts shorter than three hours for part-time employees and one hour for casual instructors and trainees, aligning with the award’s requirements.
• Improved break management: Jessica implemented a digital system to track and alert managers when breaks were due. This system scheduled 30-minute unpaid meal breaks no later than five hours after starting work and included two 10-minute paid rest breaks per shift as required by the award.

Outcome

By adopting these strategies, Peak Performance Gym effectively managed its full-time, part-time, and casual employees, complied with the Fitness Industry Award 2020, and boosted employee satisfaction and productivity. Regular evaluations and clear communication further improved their rostering and break management, resulting in a more organised and compliant work environment.

Key takeaways recap

In summary, here are the essential points and recommendations to ensure compliance with the Fitness Industry Award 2020:

• Coverage: The Fitness Industry Award 2020 covers employees in Australia’s fitness sector, including fitness instructors, personal trainers, and administrative staff working within fitness centres and recreational centres.
• Employment types: The award includes full-time, part-time, and casual employees. Full-time staff work 38 hours per week. Part-time staff work fewer hours, agreed upon in writing, with proportional benefits. Casual staff work as needed, earning a higher hourly rate for lack of job security. It also covers on-hire workers and trainees.
• Breaks and rest periods: Employees working five or more hours get a 30 to 60-minute unpaid meal break within the first five hours of work. If they work through this period, they are paid at 200% of the minimum hourly rate. Employees also get two 10-minute paid rest breaks per day. Non-casual employees must have at least 10 hours between shifts and eight days off in a four-week period.
• Rostering rules: Employers must provide rosters at least seven days in advance, unless there are unforeseen operational needs. The hours for full-time and part-time employees should be regular and predictable, agreed upon in writing. The award allows flexibility in rostering to meet operational and individual needs, and employees can request flexible working arrangements.
• Rostered days off and make-up time: Employers and employees can agree on a system of rostered days off (RDOs), documented in time and wages records. Employees can take RDOs anytime with consent or accrue them. Employees can also take time off during ordinary hours with employer consent and make up those hours later.

Simplifying Fitness Award ordinary hours, rostering, and break management 

Understanding ordinary hours and effectively managing rosters and breaks is key to adhering to modern awards. Rippling's centralised platform provides robust tools to streamline scheduling, monitor hours, and handle breaks efficiently. Key features include:

• Smart rostering: Create compliant rosters with a fair distribution of shifts and required rest periods.
• Automated time tracking: Automatically track employee hours from clock-in to payslip, eliminating manual data entry.
• Break tracking: Automatically track meal and rest period entitlements.
• Hours monitoring: Accurately monitor and record employee working hours.
• Compliance reporting: Generate reports on hours worked, breaks taken, and rostering patterns.

With Rippling, you can do more than just meet award compliance requirements; you can exceed them.

Disclaimer: Rippling and its affiliates do not provide tax, accounting, or legal advice. This material has been prepared for informational purposes only, and is not intended to provide or be relied on for tax, accounting, or legal advice. You should consult your own tax, accounting, and legal advisors before engaging in any related activities or transactions.