Health Professionals and Support Services Award pay rates, allowances, and overtime
The Health Professionals and Support Services Award 2020 is designed to ensure fair wages and working conditions for a wide range of employees within the healthcare sector. This award covers various roles, including allied health professionals and support staff, providing a comprehensive framework to protect these essential workers.
This article explores essential elements of the Health Professionals and Support Services Award, including minimum pay rates, payment of wages, allowances, superannuation, overtime, penalty rates, leave, and public holidays. Gaining a thorough understanding of these aspects is essential for ensuring compliance and fair treatment in the healthcare workplace.
Note: The information provided in this article is accurate as of 03/07/2024. As award conditions and rates are subject to change, please ensure you refer to the latest version of the Health Professionals and Support Services Award 2020 for the most current information.
Health Professionals and Support Services Award minimum pay rates
Understanding the minimum pay rates is key for both employers and employees to ensure equitable remuneration. The table below provides a detailed summary of the minimum rates applicable under the Health Professionals and Support Services Award, covering different categories of workers.
Category
Description
Rates/Details
Example
Adult support services employees
Support service employees aged 21
and over
Level 1: $945.10/week ($24.87/hour)
Level 2: $982.50/week ($25.86/hour)
Level 3: $1020.30/week ($26.85/hour)
Level 4: $1032.30/week ($27.17/hour)
Level 5: $1067.30/week ($28.09/hour)
Level 6: $1124.80/week ($29.60/hour)
Level 7: $1145.00/week ($30.13/hour)
Level 8 - Pay Point 1: $1183.90/week ($31.16/hour)
Level 8 - Pay Point 2: $1215.00/week ($31.97/hour)
Level 8 - Pay Point 3: $1300.30/week ($34.22/hour)
Level 9 - Pay Point 1: $1323.60/week ($34.83/hour)
Level 9 - Pay Point 2: $1370.50/week ($36.07/hour)
Level 9 - Pay Point 3: $1381.50/week ($36.36/hour)
A 30-year-old full-time administrative assistant (Level 3) earns $1020.30 per week or $26.85 per hour.
Adult health professional employees
Health professional employees aged 21
and over
Level 1
Pay point 1 (UG 2 qualification): $1082.90/week ($28.50/hour)
Pay point 2 (3-year degree entry): $1124.80/week ($29.60/hour)
Pay point 3 (4-year degree entry): $1174.60/week ($30.91/hour)
Pay point 4 (Masters degree entry): $1215.00/week ($31.97/hour)
Pay point 5 (PhD entry): $1323.60/week ($34.83/hour)
Pay point 6: $1370.50/week ($36.07/hour)
Level 2
Pay point 1: $1378.00/week ($36.26/hour)
Pay point 2: $1428.10/week ($37.58/hour)
Pay point 3: $1482.60/week ($39.02/hour)
Pay point 4: $1541.60/week ($40.57/hour)
Level 3
Pay point 1: $1608.50/week ($42.33/hour)
Pay point 2: $1653.60/week ($43.52/hour)
Pay point 3: $1689.20/week ($44.45/hour)
Pay point 4: $1764.20/week ($46.43/hour)
Pay point 5: $1829.30/week ($48.14/hour)
Level 4
Pay point 1: $1947.60/week ($51.25/hour)
Pay point 2: $2078.40/week ($54.69/hour)
Pay point 3: $2260.20/week ($59.48/hour)
Pay point 4: $2495.10/week ($65.66/hour)
A full-time Research Scientist with a PhD earns $1275.80 per week or $33.57 per hour.
Junior employees
Employees aged under 21
Under 17: 50% of adult employee rate
17 years: 60% of adult employee rate
18 years: 70% of adult employee rate
19 years: 80% of adult employee rate
20 years: 90% of adult employee rate
A 17-year-old junior support worker earns 60% of the adult rate for their classification.
Cooking apprentices
(apprenticed post 1 January 2015)
Apprentices under 21 years of age in cooking roles within the health services industry, such as those working in hospital kitchens, aged care facilities, or other healthcare settings where cooking is part of the support services provided.
1st year: 55% of Level 4 rate
2nd year: 65% of Level 4 rate
3rd year: 80% of Level 4 rate
4th year: 95% of Level 4 rate
A first-year junior cooking apprentice earns 55% of the Level 4 rate, which is $567.77 per week or $14.94 per hour.
Dental technician apprentice
(apprenticed post 1 January 2015)
Apprentices under 21 years of age in the dental technician trade
1st year (no Year 12): 50% of Level 4 rate
1st year (with Year 12): 55% of Level 4 rate
2nd year (no Year 12): 60% of Level 4 rate
2nd year (with Year 12): 65% of Level 4 rate
3rd year: 67% of Level 4 rate
4th year: 80% of Level 4 rate
An 18-year-old first-year dental technician apprentice with Year 12 certificate earns 55% of the Level 4 rate, which is $567.77 per week or $14.94 per hour.
Gardening and landscaping apprentices
(apprenticed post 1 January 2015)
Apprentices under 21 years of age in gardening and landscaping roles within the health services industry, such as those working in hospital gardens, aged care facilities, or other healthcare settings, where gardening and landscaping are part of the support services provided.
1st year (no Year 12): 50% of Level 4 rate
1st year (with Year 12): 55% of Level 4 rate
2nd year (no Year 12): 60% of Level 4 rate
2nd year (with Year 12): 65% of Level 4 rate
3rd year: 75% of Level 4 rate
4th year: 95% of Level 4 rate
A 19-year-old second-year gardening apprentice with Year 12 certificate earns 65% of the Level 4 rate, which is $671.00 per week or $17.66 per hour.
Adult apprentices
Apprentices aged 21 and over
1st year: 80% of Level 4 or relevant apprentice year rate
2nd year onwards: lowest adult classification rate or relevant apprentice rate, whichever is higher
A 1st year adult apprentice will be paid 80% of the Level 4 rate, which is $825.84 per week or $21.74 per hour.
School-based apprentices
Students combining part-time work with an apprenticeship while still attending school
Paid based on the proportion of time spent in training and work
An apprentice who spends 60% of their time at work and 40% in training will be paid 60% of the relevant rate.
Higher duties
Support services employee performing higher duties
Two hours or less: Paid at higher rate for time worked
More than two hours: Paid at higher rate for full day or shift
A Level 1 employee taking on Level 3 responsibilities for over four hours in a day will be paid the Level 3 rate ($26.85 per hour) for the entire day.
Supported wage system
Employees with a disability eligible for a supported wage
Minimum amount payable is determined by assessed capacity and relevant award pay rates
An employee with a disability assessed at 70% capacity will be paid 70% of the relevant minimum rate for their classification.
Higher duties
Support services employee performing higher duties
Two hours or less: Paid at higher rate for time worked
More than two hours: Paid at higher rate for full day or shift
A Level 1 employee taking on Level 3 responsibilities for over four hours in a day will be paid the Level 3 rate ($26.85 per hour) for the entire day.
Health Professionals and Support Services Award payment of wages
Comprehending the process of wage payments is important to ensure adherence to regulations and prevent conflicts. Here’s an overview of the essential points related to wage payment under the Health Professionals and Support Services Award:
General payment of wages
- Requirements for paying wages: Employers must pay employees for all hours worked at the agreed-upon rate. Wages can be paid weekly, fortnightly, or monthly by agreement with the majority of employees.
- Payslip requirements: According to the Fair Work Regulations 2009, payslips must clearly detail any allowances paid, along with other required information such as the employee’s pay rate, hours worked, and any deductions made.
Payment on termination of employment
- Timing: Employers must pay employees their outstanding wages within 7 days after their employment ends. This includes:
- Wages for completed or partially completed pay periods up to the termination date.
- Any other amounts due under the award and the National Employment Standards (NES).
- Deductions and further orders:
- Employers can make deductions authorised by the award or the Act.
- The Fair Work Commission can issue orders to delay payments, such as redundancy pay, under certain conditions.
Health Professionals and Support Services Award allowances
Employers are required to provide employees with the allowances they’re entitled to under the Health Professionals and Support Services Award. The table below offers a detailed summary of the different allowances, their amounts, and the conditions under which they’re granted:
Allowance type
Description
Amount/Details
Heat allowance
For employees working in temperatures exceeding 40°C
$0.56 per hour for 40°C-46°C, $0.67 per hour for above 46°C
Nauseous work allowance
For handling nauseous linen or performing unusually dirty work
$0.56 per hour, minimum $3.04 per week
Occasional interpreting
For employees performing interpreting duties occasionally
$1.24 per occasion, maximum $14.28 per week
On-call allowance
For employees required to be on-call
$24.30 per 24 hours (Mon-Sat), $48.48 per 24 hours (Sun or public holiday)
Blood check allowance
For employees exposed to radiation hazards
Reimbursement for out-of-pocket expenses for necessary blood tests
Clothing and equipment
For employees required to wear uniforms
Uniforms provided and maintained by employer or $1.23 per shift/$6.24 per week
Laundry allowance
For employees laundering their own uniforms
$0.32 per shift/$1.49 per week
Damaged clothing allowance
For employees whose clothing or personal effects are damaged in the course of employment
Reimbursement for replacement, repair, or cleaning costs
Deduction for board/lodging
For employees receiving board and lodging from employer
$35.86 per week (full adult rate), $16.20 per week (trainees)
Note, where the employee buys their meals at ruling cafeteria rates, the above rates should be increased by $22.33.
Meal allowances
For employees working overtime without adequate notice
$16.20 for first meal, $14.60 for additional meals after 4 hours of overtime
Telephone allowance
For employees required to maintain a telephone for on-call duties
Refund of installation and rental costs
Tool allowance
For chefs and cooks providing their own tools
$13.41 per week
Vehicle allowance
For employees using their own vehicle for employer’s business
$0.99 per kilometre
Health Professionals and Support Services Award superannuation
Superannuation is a fundamental component of the compensation framework. Under the Health Professionals and Support Services Award, employers must adhere to the current superannuation guarantee rate, which is set at 11.5% of an employee's ordinary time earnings (OTE). Employers are required to make superannuation contributions for employees who meet the following criteria:
- Over 18 years old, or
- Under 18 years old and working over 30 hours a week.
If eligible, the superannuation guarantee applies to all types of employees, including:
- Full-time employees
- Part-time employees
- Casual employees
Here's an overview of other superannuation essentials:
- Employee fund choice: Employees generally have the opportunity to choose their own superannuation fund. If a new employee doesn’t make a choice, the employer must check with the Australian Taxation Office (ATO) for any existing stapled fund and contribute accordingly. If no stapled fund exists, the employer can contribute to a nominated fund from the award.
- Employer contributions: Employers must make accurate contributions to avoid the Superannuation Guarantee Charge. Contributions should comply with the superannuation legislation.
- Extra employee contributions: Employees can make additional voluntary contributions from their wages. Employers must facilitate these contributions and ensure they’re paid into the chosen fund promptly.
- Approved funds: Employers must contribute to one of the approved superannuation funds listed in the award, provided these funds are able to accept new members. Approved funds include First State Super, Health Industry Plan (HIP), Health Employees Superannuation Trust of Australia (HESTA), and others, as specified in the award.
- Continued contributions: Contributions should continue during periods of paid leave and up to 52 weeks for work-related absences, ensuring uninterrupted superannuation benefits.
Clarifications
To ensure superannuation contributions are both accurate and compliant, it’s essential to understand:
- Ordinary Time Earnings (OTE) accuracy: Identifying what counts as OTE is critical for correct super calculations and payments.
- Fund performance: A fund may not be able to accept contributions if its MySuper product is closed to new members due to performance issues as assessed by the Australian Prudential Regulation Authority (APRA).
For accurate information, always check the Award for updates along with the Fair Work Commission’s super guarantee guidelines.
Health Professionals and Support Services Award overtime
Understanding overtime pay is essential for ensuring that employees are fairly compensated for work beyond their standard hours. The Health Professionals and Support Services Award outlines specific conditions under which overtime pay is applicable, ensuring employees are rewarded for additional hours worked.
Overtime is paid in the following circumstances:
- Full-time employees: Work in excess of their ordinary hours or beyond 10 hours per shift.
- Part-time employees: Work in excess of their ordinary hours (unless agreed otherwise), beyond 10 hours per shift, or beyond an average of 38 hours per week in a fortnight or four-week period.
- Casual employees: Work beyond 10 hours per shift or more than 38 hours per week or 76 hours in a fortnight.
- Rest periods: If an employee is deprived of part of their break between shifts.
Here’s the breakdown of overtime compensation applicable to all employees under the Award:
Employee type
Overtime rate
Full-time and part-time employees
Monday to Saturday: 150% of the minimum hourly rate for the first two hours, then 200% of the minimum hourly rate thereafter
Sunday: 200% of the minimum hourly rate
Public holidays: 250% of the minimum hourly rate
Casual employees
Monday to Saturday: 187.5% of the minimum hourly rate for the first two hours, then 250% of the minimum hourly rate thereafter
Sunday: 250% of the minimum hourly rate
Public holidays: 312.5% of the minimum hourly rate
Example
Ariella is a full-time employee working a standard 38-hour week. One week, she works an additional five hours beyond her regular hours.
Her regular hourly rate is $30.
- First two hours of overtime: 2 hours x $30 x 1.5 = $90
- Next three hours of overtime: 3 hours x $30 x 2 = $180
- Total overtime pay: $90 + $180 = $270
Time off instead of payment for overtime
The award provides flexibility through the option of time off instead of payment for overtime worked, subject to agreement between the employer and employee:
- Time off in lieu of payment: Employees and employers can agree that employees will take equivalent time off for the overtime hours worked instead of receiving immediate payment.
- Agreement requirements: The agreement must detail the number of overtime hours worked, the arrangement for taking time off instead of payment, and the conditions under which payment must be made if the employee requests it.
- Timeframe for taking time off: The time off must be used within six months of the overtime being worked, at a time mutually agreed upon by both parties.
- Record-keeping: Employers are required to maintain records of any agreements made for time off in place of overtime payment.
Additional considerations
- Rest period following overtime: Employees who work overtime must be given at least a ten-hour break between the conclusion of their overtime and the beginning of their next shift. If this break isn’t provided, full-time and part-time employees must be paid at double time, while casual employees must be paid at 250% of their regular rate until the break is granted.
- Recall to work overtime: Employees who are called back to work after leaving the premises are guaranteed a minimum payment for two hours at the applicable overtime rate.
- Paid rest breaks during overtime: Employees working overtime are entitled to a paid 20-minute rest break after every four hours of overtime, provided they’re required to continue working beyond this period.
Health Professionals and Support Services Award penalty rates
Understanding penalty rates and shiftwork compensation is essential for ensuring employees are fairly compensated for their work during non-standard hours. Below is an outline of the key points regarding weekend penalty rates, public holiday payments, and shiftwork penalty rates under the Health Professionals and Support Services Award:
Weekend penalty rates
For all ordinary hours worked between midnight Friday and midnight Sunday:
- Full-time or part-time employees: 150% of the minimum hourly rate applicable to their classification and pay point.
- Casual employees: 175% of the minimum hourly rate applicable to their classification and pay point for all time worked, but will not be paid the casual loading of 25%.
Public holiday penalty rates
- Any employee required to work on a public holiday will be paid 250% of the minimum hourly rate applicable to their classification and pay point for all time worked.
Shiftwork penalty rates
Where the ordinary rostered hours of work of a shiftworker finish between 6.00 PM and 8.00 AM or commence between 6.00 PM and 6.00 AM:
- Full-time or part-time employees: 115% of the minimum hourly rate of pay applicable to their classification and pay point.
- Casual employees: 140% of the minimum hourly rate of pay applicable to their classification and pay point, but will not be paid the casual loading of 25%.
Note: The shiftwork penalty rates don’t apply to shiftwork performed by any employee on Saturday, Sunday, or public holidays where the extra payment prescribed in clause 26.1 (weekend penalty rates) and clause 33 (Public holidays) apply.
Health Professionals and Support Services Award leave and public holidays
Leave entitlements are a crucial component of employee rights under the Health Professionals and Support Services Award. This section details the different types of leave available under the award:
Annual leave
Clause
Details
Example
Annual leave entitlement
As per the NES:
Full-time employees are entitled to four weeks of annual leave per year of service.
Part-time employees are entitled to annual leave on a pro-rata basis.
A full-time employee working 38 hours a week is entitled to four weeks of annual leave per year.
A part-time worker with a 19 hour week earns four weeks of leave paid at 19 hours per week.
Annual leave loading
An employee, other than a shiftworker, will be paid an annual leave loading of 17.5% of their minimum rate of pay.
A shiftworker will be paid the higher of:
1. An annual leave loading of 17.5% of their minimum rate of pay; or
2. The weekend and shift penalties the employee would have received had they not been on leave during the relevant period.
Sarah, a shiftworker, takes two weeks of annual leave. Her regular weekly pay is $1000. She would have earned $200 in shift penalties during this period.
She receives the higher amount: $1000 x two weeks x 17.5% = $350 (since it's higher than $200).
Additional leave for shiftworkers
An employee regularly rostered to work Sundays and public holidays is entitled to an additional week’s annual leave.
A full-time shiftworker who works Sundays and public holidays receives five weeks of annual leave per year.
Shutdown period
Employers can shut down operations temporarily, requiring employees to take paid annual leave.
- 28 days’ written notice is required
- Written direction must be given
- Leave without pay can be agreed upon if no accrued leave
A dental practice plans a shutdown for the first week of January. They notify employees on 1st December. Employees must take paid annual leave during this period or, if they don’t have enough leave, can agree to take leave without pay.
Leave in advance
Employers and employees can agree in writing for the employee to take annual leave before it’s accrued.
The agreement must state the amount of leave and start date. It must also be signed by both parties and, if under 18, by a parent/guardian.
Sarah and her employer agree that she will take one week of annual leave in advance. They sign an agreement stating the leave will start on 1st March.
Cashing out annual leave
Employees can cash out annual leave if agreed in writing with the employer.
They must retain at least four weeks of accrued leave.
A maximum of two weeks can be cashed out in a 12-month period.
The agreement must state the amount cashed out and payment details.
Susan has six weeks of accrued leave. She agrees with her employer to cash out two weeks.
They sign an agreement stating the payment details and Susan’s remaining leave balance will be four weeks.
Leave in advance
Employers and employees can agree in writing for the employee to take annual leave before it’s accrued.
The agreement must state the amount of leave and start date. It must also be signed by both parties and, if under 18, by a parent/guardian.
Sarah and her employer agree that she will take one week of annual leave in advance. They sign an agreement stating the leave will start on 1st March.
Other types of leave
The leave provisions below align with the NES and offer support to employees in various circumstances:
- Personal/carer’s leave: Full-time employees are entitled to 10 days of paid personal/carer’s leave per year, and part-time employees are entitled to leave on a pro-rata basis
- Compassionate leave: Employees are entitled to two days of compassionate leave for each permissible occasion (e.g., the death or serious illness of a close family member).
- Parental leave: Employees are entitled to up to 12 months of unpaid parental leave, with a right to request an additional 12 months.
- Community service leave: As per the NES: Employees are entitled to unpaid leave for community service activities such as voluntary emergency management activities or jury duty.
- Family and domestic violence leave: Employees are entitled to unpaid family and domestic violence leave, which is 10 days per year.
- Ceremonial leave: Employees who are of Aboriginal or Torres Strait Islander descent are entitled to up to 10 days of unpaid ceremonial leave per year for the purposes of engaging in ceremonial activities.
Public holidays
Public holidays offer employees a chance to take time off work and are an essential aspect of employee entitlements under the Health Professionals and Support Services Award. Here’s a detailed overview of how public holidays are managed according to the award and the NES:
Clause
Details
General entitlement
Public holiday entitlements are provided for in the NES. Employees (except casuals) are entitled to a paid day off on a public holiday.
Reasonable refusal
Employers may ask an employee to work on a public holiday if the request is deemed reasonable.
Employees have the right to refuse to work on a public holiday if the employer's request is unreasonable or if the employee has reasonable grounds for refusing.
Substituting a public holiday
An employer and an employee can agree to substitute another day for a public holiday.
Substituting a part-day public holiday
An employer and an employee can agree to substitute another part-day for a part-day that would otherwise be a part-day public holiday.
Recognised public holidays
Public holidays recognised under the NES include New Year’s Day, Australia Day, Good Friday, Easter Monday, Anzac Day, Queen’s Birthday, Christmas Day, and Boxing Day, among others.
Additional public holidays
States and territories have the authority to declare additional public holidays, which must be observed.
Substitute holidays
If a public holiday occurs on a weekend, a substitute public holiday is often declared, typically on the following Monday.
Health Professionals and Support Services Award payment management tips
Managing payments and entitlements under the Health Professionals and Support Services Award can be intricate. Here are some strategies to ensure compliance with minimum wage, payment of wages, overtime, penalty rates, leave, superannuation, and other entitlements:
- Stay updated with award rates: Continuously update your understanding of the minimum wage rates, overtime, and penalty rates as defined in the award. These rates can change annually.
- Use reliable payroll software: Use reliable payroll software like Rippling to automate the calculation of wages, overtime, penalty rates, and superannuation contributions. This helps reduce errors and ensures timely payments.
- Accurate record-keeping: Keep detailed and accurate records of all employee payments, including regular wages, overtime, penalty rates, and leave entitlements. This is essential for compliance and resolving potential disputes.
- Regular audits: Perform periodic audits of your payroll system to verify compliance with the Health Professionals and Support Services Award. Ensure that all payments adhere to the latest award requirements.
- Employee agreements: Ensure that all agreements regarding annual leave (including leave in advance and cashing out leave) and overtime (including time off in lieu) are properly documented and signed by both employer and employee.
- Training and support: Offer training for your HR and payroll staff on the specifics of the Health Professionals and Support Services Award. Ensure they comprehend the award's nuances to manage payments and entitlements accurately.
- Consultation and legal advice: Regularly consult with industrial relations experts or legal advisors to stay informed about any changes in the award or employment laws that could impact your payroll practices.
- Manage leave effectively: Accurately track employee leave balances, including annual leave, personal/carer’s leave, compassionate leave, and other entitlements. Make sure employees are aware of their leave balances and entitlements.
- Superannuation compliance: Verify that superannuation contributions are correctly calculated based on ordinary time earnings (OTE) and paid on time. Use payroll software to automate these calculations and payments.
- Communication with employees: Maintain clear and open communication with employees regarding their pay, entitlements, and any changes to award conditions. This helps build trust and prevent misunderstandings.
- Stay informed about NES: Keep abreast of the National Employment Standards, which provide foundational guidelines that interact with the Health Professionals and Support Services Award provisions.
Health Professionals and Support Services Award nuances
The Health Professionals and Support Services Award 2020 covers a wide array of roles within the health sector, both professional and support services. This broad scope, while providing flexibility, introduces complexities that can lead to unintentional non-compliance. Below are some key nuances to be aware of:
- Annualised salaries: The Health Professionals and Support Services Award allows for annualised salary arrangements, which can simplify payroll but also introduce risks if not managed correctly.
Impact: If the annualised salary doesn’t cover all award entitlements (e.g., overtime, penalty rates), employers might face underpayment claims. It’s crucial to regularly review and reconcile annualised salaries with actual hours worked and entitlements.
- Allowances and loadings: The award specifies various allowances and loadings, including for on-call duties, shift penalties, and meal allowances, which must be accurately applied.
Impact: Misapplying or overlooking these allowances can lead to disputes and back payments. Employers need to ensure all applicable allowances are correctly calculated and paid.
Simplifying Health Professionals and Support Services Award pay, overtime and superannuation compliance with Rippling
Managing pay, overtime, superannuation, and annual leave under modern awards can be complex. Rippling's all-in-one platform streamlines these processes, ensuring accuracy, compliance and total peace of mind. Key features include:
- Accurate payroll calculations: Automatically calculate award pay rates, including penalty rates, allowances, and overtime.
- Overtime management: Track and manage overtime hours according to award requirements.
- Superannuation compliance: Ensure correct calculation, reporting and payment of superannuation contributions.
- Integrated payroll systems: Seamlessly integrate with existing payroll systems.
- Real-time updates: Receive updates on changes to pay rates and superannuation rules for various awards.
With Rippling, you can do more than just meet award compliance requirements; you can exceed them. Take the tour or contact us today!
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.
