Awards, pay and payslips

You have been offered an hourly rate. How do you know whether it is right? Start with the role, employment type and shifts, including any evenings, weekends or public holidays.

The award that covers your job sets minimum pay and conditions for that industry or occupation. Once you know which rules apply, you can compare them with your payslip and the hours you actually worked.

In short

When you start a job check:

• hourly rates;
• applicable award or agreement;
• casual loading;
• penalty rates;
• overtime;
• superannuation;
• payslip;
• any deductions.

If you don't receive a payslip or don't understand how your pay is calculated, don't wait months to ask questions.

Minimum wage and award

Fair Work means that all employees in Australia are entitled to a minimum wage. For many jobs, however, the minimum wage is not just the National Minimum Wage: it depends on the applicable award or enterprise agreement.

The awards can define:

• classifications;
• hourly rates;
• casual loading;
• allowances;
• overtime;
• penalty rates;
• break;
• rules for part-time and casual.

For example, hospitality, horticulture, cleaning and retail can have different awards. Two jobs that pay "by the hour" can have very different rules.

Casual loading

If you are casual, you often receive a higher rate because you don't have many permanent employee benefits, such as annual leave and sick leave. Fair Work indicates that casuals can receive casual loading or a specific casual pay rate.

Always ask if the salary offered to you:

• includes casual loading;
• includes penalty rates;
• includes allowances;
• it is hourly or piece rate.

A phrase like "30 all inclusive" is not enough. You need to know what it includes.

Payslip: what it must contain

Fair Work indicates that the payslip must be given within 1 working day of payment. It can be electronic or paper, but must contain clear information.

Check that there are:

• name of the employer;
• ABN, if applicable;
• your name;
• pay period;
• payment date;
• gross pay;
• net pay;
• hourly rate and hours, if paid by the hour;
• loadings, allowances, bonuses or penalty rates;
• deductions;
• superannuation contributions.

If you are paid cash, the payslip is still needed. Cash does not mean undocumented.

Super in the payslip

The payslip can indicate super paid or payable contributions. Don't just look at the net in the bank - super is part of the value of the work.

If you work for months and never see super or don't know which fund it goes into, ask for clarification. Compare the payment dates with the ATO deadlines and ask the employer about any missing contribution.

As soon as you have your TFN, consider opening your own super account and communicating it to your employers. It's easier to have just one fund, just one member number and just one login to control. If you do not choose a fund, the employer can use an existing stapled fund or a default fund; changing many jobs, this can create confusion and unnecessary costs.

You can read about funds such as the following when comparing options. These are examples, not financial recommendations:

• AustralianSuper;
• Hostplus;
• REST Super.

Every time you receive a payslip, check that the super is indicated and that the fund is the right one. When you leave Australia, in some cases you will be able to request it via DASP, so the more organised you are now, the less stress you will have later.

Deductions and accommodation

Some regional jobs connect work, housing and transportation. Withholdings are not automatically illegal, but they must be clear and correct.

Before accepting ask:

• how much the accommodation costs;
• when it is detained;
• if it is mandatory;
• what happens if the work ends;
• if there are bonds or fees;
• if everything appears in payslip.

Don't accept vague costs or unexplained deductions.

Piece-rate farm work

In some agricultural jobs you can be paid at piece rates, that is, based on how much you harvest, package or produce. Fair Work has specific rules for horticulture and piecework, including minimum guarantees and records.

This guide doesn't go into full calculations, but the rule of thumb is: don't accept piece rates without knowing the amount, tasks, hours, records and awards.

If the figures do not add up

Check your payslip against your shift records and the rates in your award. If something is missing, ask about the specific pay period and hours. Keep both the payslip and the reply.

Working towards your 88 days does not mean giving up minimum pay or employment records. If you cannot resolve a pay issue with the employer, use the Fair Work sources below to find out about your rights.

Official sources

• Fair Work Ombudsman - Minimum wages: https://www.fairwork.gov.au/pay-and-wages/minimum-wages
• Fair Work Ombudsman - About awards: https://www.fairwork.gov.au/employment-conditions/awards/about-awards
• Fair Work Ombudsman - Pay slips: https://www.fairwork.gov.au/pay-and-wages/paying-wages/pay-slips
• Fair Work Ombudsman - Record-keeping and pay slips: https://www.fairwork.gov.au/tools-and-resources/fact-sheets/rights-and-obligations/record-keeping-pay-slips
• ATO - Super from your employer: https://www.ato.gov.au/individuals-and-families/super-for-individuals-and-families/super/growing-and-keeping-track-of-your-super/super-from-your-employer