Health Professionals and Support Services Award [MA000027] pay guide: rates, allowances and overtime
In this article
The Health Professionals and Support Services Award 2020 sets the pay rules and conditions for a range of healthcare staff. For example, allied health and support roles.
In this Health Support Award pay guide, we walk you through the basics. We cover minimum pay rates, allowances, superannuation, overtime, penalties, and leave.
The information you'll find here is up to date as of August 2025. For the latest information, please check the award.
Health Services Award minimum pay rates
This award features heaps of wage variations, from support staff and health professionals to juniors and apprentices. Because of this, a payroll system with built‑in award logic is absolutely essential to help keep you compliant and ensure you pay your staff correctly.
Note, these rates come directly from the Health and Support Services Award. They differ from the national minimum wage, set by the Fair Work Commission (FWC) which is significantly lower.
Category | Description | Rates/Details | Example |
|---|---|---|---|
Adult support services employees | Support service employees aged 21 and over | Level 1: $978.20 per week ($25.74 per hour) Level 2: $1,016.90 per week ($26.76 per hour) Level 3: $1,056.00 per week ($27.79 per hour) Level 4: $1,068.40 per week ($28.12 per hour) Level 5: $1,104.70 per week ($29.07 per hour) Level 6: $1,164.20 per week ($30.64 per hour) Level 7: $1,185.10 per week ($31.19 per hour) Level 8 - Pay Point 1: $1,225.30 per week ($32.24 per hour) Level 8 - Pay Point 2: $1,257.50 per week ($33.09 per hour) Level 8 - Pay Point 3: $1,345.80 per week ($35.42 per hour) Level 9 - Pay Point 1: $1,369.90 per week ($36.05 per hour) Level 9 - Pay Point 2: $1,418.50 per week ($37.33 per hour) Level 9 - Pay Point 3: $1,429.90 per week ($37.63 per hour) | A 30-year-old full-time administrative assistant (Level 3) earns $1,056.00 per week or $27.79 per hour. |
Junior support services employees | Support service employees aged under 21 | Under 17: 50% of the adult employee rate 17 years: 60% of the adult employee rate 18 years: 70% of the adult employee rate 19 years: 80% of the adult employee rate 20 years: 90% of the adult employee rate | A 17-year-old junior clerk (Level 2) earns $610.14 per week or $16.10 per hour (60% of the adult Level 2 rate). |
Adult health professional employees | Health professional employees aged 21 and over | Level 1 Pay point 1 (UG 2 qualification): $1,120.80 per week ($29.49 per hour) Pay point 2 (3-year degree entry): $1,164.20 per week ($30.64 per hour) Pay point 3 (4-year degree entry): $1,215.70 per week ($31.99 per hour) Pay point 4 (Master's degree entry): $1,257.50 per week ($33.09 per hour) Pay point 5 (PhD entry): $1,369.90 per week ($36.06 per hour) Pay point 6: $1,418.50 per week ($37.33 per hour) Level 2 Pay point 1: $1,426.20 per week ($37.53 per hour) Pay point 2: $1,478.10 per week ($38.90 per hour) Pay point 3: $1,534.50 per week ($40.38 per hour) Pay point 4: $1,595.60 per week ($41.99 per hour) Level 3 Pay point 1: $1,664.80 per week ($43.81 per hour) Pay point 2: $1,711.50 per week ($45.04 per hour) Pay point 3: $1,748.30 per week ($46.01 per hour) Pay point 4: $1,825.90 per week ($48.05 per hour) Pay point 5: $1,893.30 per week ($49.82 per hour) Level 4 Pay point 1: $2,015.80 per week ($53.05 per hour) Pay point 2: $2,151.10 per week ($56.61 per hour) Pay point 3: $2,339.30 per week ($61.56 per hour) Pay point 4: $2,582.40 per week ($67.96 per hour) | A full-time Research Scientist classified at Level 1 (PhD entry, Pay point 5) earns $1,369.90 per week or $36.06 per hour. |
Cooking apprentices (apprenticed after 1 Jan 2015) | Under-21 apprentices in cooking roles (e.g. hospital kitchens, aged care, healthcare facilities) | 1st year: 55% of Support Services Level 4 rate 2nd year: 65% of Support Services Level 4 rate 3rd year: 80% of Support Services Level 4 rate 4th year: 95% of Support Services Level 4 rate | A first-year cooking apprentice earns $587.71 per week or $15.47 per hour (55% of Support Services Level 4 rate). |
Dental technician apprentices (apprenticed after 1 Jan 2015) | Apprentices under 21 years of age in the dental technician trade | 1st year (no Year 12): 50% of Support Services Level 4 rate 1st year (with Year 12): 55% of Support Services Level 4 rate 2nd year (no Year 12): 60% of Support Services Level 4 rate 2nd year (with Year 12): 65% of Support Services Level 4 rate 3rd year: 67% of Support Services Level 4 rate 4th year: 80% of Support Services Level 4 rate | An 18-year-old dental technician apprentice with Year 12 in their first year earns $587.71 per week or $15.47 per hour (55% of Support Services Level 4 rate). |
Gardening and landscaping apprentices (apprenticed after 1 Jan 2015) | Under-21 apprentices in hospital/aged-care gardens, and landscaping | 1st year (no Year 12): 50% of Support Services Level 4 rate 1st year (with Year 12): 55% of Support Services Level 4 rate 2nd year (no Year 12): 60% of Support Services Level 4 rate 2nd year (with Year 12): 65% of Support Services Level 4 rate 3rd year: 75% of Support Services Level 4 rate 4th year: 95% of Support Services Level 4 rate 3rd year: 80% of Support Services Level 4 rate 4th year: 95% of Support Services Level 4 rate | A 19-year-old 2nd year gardening apprentice with Year 12 earns $694.56 per week or $18.28 per hour (65% of Support Services Level 4). |
Adult apprentices | Apprentices aged 21 and over | 1st year: 80% of Support Services Level 4 rate or relevant apprentice year rate 2nd year onwards: lowest adult classification rate or relevant apprentice rate, whichever is higher | A 1st-year adult apprentice earns $854.85 per week or $22.50 per hour (80% of Support Services Level 4 rate) |
School-based apprentices | Students combining part-time work with their apprenticeship while still in school | Paid pro rata based on time at work versus time in training | If a school-based apprentice works 60% of the week, they earn 60% of the relevant rate. |
Higher duties | When a support services employee works above their classification | 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 acting as a Level 3 employee for more than four hours earns $27.79 per hour (Support Services Level 3 rate) for the whole shift. |
Supported wage system | Applies to employees with a disability who qualify for supported wage arrangements | Pay is a percentage of the award rate, based on assessed capacity. | An employee assessed at 70% capacity earns 70% of the minimum rate for their classification. |
National training wage | Trainees completing an approved traineeship | Pay depends on the training package, qualification level, and training year. | A Level 1 employee acting as a Level 3 employee for more than four hours earns $27.79 per hour (Support Services Level 3 rate) for the whole shift. |
Practical, no-fluff lessons from Australian founders, HR, and Ops leaders.
-
Compare with 500+ businesses
-
Discover new hiring and pay trends
-
Learn how to stay compliant and competitive
-
See how leading teams operate in Australia and globally
By clicking “→ Get the insights,” you agree to the use of your data in accordance with Rippling's Privacy Notice, including for marketing purposes.
Health Services Award allowances
Pay under this award doesn't only involve minimum weekly and hourly rates. It also includes allowances. They recognise the extra demands and out-of-pocket costs some roles may face.
Allowance type | Description | Amount/Details |
|---|---|---|
Heat allowance | For work in temperatures above 40 °C (support services casuals only) | $0.58 per hour for 40°C-46°C, $0.70 per hour for above 46°C |
Nauseous work allowance | For handling nauseous linen or performing unusually dirty work | $0.58 per hour, minimum $3.14 per week |
Occasional interpreting | For employees performing interpreting duties occasionally | $1.28 per occasion, maximum $14.79 per week |
On-call allowance | For employees required to be on call | $25.15 per 24 hours (Mon-Sat), $50.18 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 get damaged in 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) |
Meal allowances | For employees working overtime without adequate notice | $16.62 for the first meal, $14.98 for additional meals after four 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 vehicles for employer’s business | $0.99 per kilometre |
Health Professionals and Support Services Award superannuation
Most super rules don’t come from the award. They come from the Superannuation Guarantee (Administration) Act 1992 and the National Employment Standards (NES). What the Health Services Award covers is which funds you can use if an employee doesn’t nominate their own.
Here are the must-knows for payroll:
Who’s covered: You pay super for all employees aged 18 and over. For those under 18, you only pay it if they work more than 30 hours in a week. The old $450 per month minimum no longer applies.
Fund choice: Employees can pick their own fund. If they don’t, you need to check the Australian Taxation Office (ATO) for their stapled fund. If there isn’t one, the award lists the approved defaults. It mentions funds like AustralianSuper, HESTA, and Statewide Super, for example.
Paid leave and workers’ comp: You keep paying super while an employee is on paid leave. If they’re away because of a work-related injury, you must keep paying contributions for up to 52 weeks. This is if they’re still employed and receiving workers’ comp or regular pay.
Extra contributions: An employee can ask (in writing) to salary-sacrifice or add after-tax contributions. If they do, you must pass these on to their fund within 28 days of the end of the month.
Health Professionals Award overtime
Overtime applies when:
A full-time employee works any hours beyond their ordinary hours (or over 10 hours in a shift).
A part-time employee works more than their agreed ordinary hours. The only exception is where both parties agree in advance to treat those extra hours as ordinary hours. Overtime also applies if they work over 10 hours in a shift, or over 38 hours a week averaged over the roster cycle.
A casual employee works over 10 hours in a shift, over 38 in a week, or over 76 in a fortnight.
Any employee who doesn’t get the required time off between shifts (the extra time counts as overtime).
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 |
Time off instead of overtime pay
Employees and employers can agree to swap overtime pay for time off:
The time off must equal the overtime hours worked.
The employer and employee must make a written agreement. The agreement must show the number of overtime hours the employee worked, when they will take the time off, and that they can choose payment instead if they ask.
The time off must be used within six months of when the overtime was worked, at a time both parties agree on.
If the employee doesn't take the time off, or if they ask for payment, you must pay the overtime instead.
You must keep records of all agreements.
Other overtime rules
10-hour break: Employees must have 10 hours off between shifts after overtime. If not, you need to pay full-time and part-time employees at 200% and casuals at 250% until they take the break.
Call-backs: If you call an employee back after leaving work, they get at least two hours at overtime rates.
Rest breaks: Employees working more than four hours of overtime must get a paid 20-minute break if you require them to keep working.
Health Professionals Award penalty rates
The award mandates higher pay rates for work at night, weekends, and on public holidays, alongside shiftwork.
Weekends
For all ordinary hours an employee works between midnight Friday and midnight Sunday:
Full-time and part-time employees earn 150% of their minimum hourly rate.
Casual employees earn 175% of their minimum hourly rate. This replaces the usual 25% casual loading.
Public holidays
All employees earn 250% of their minimum hourly rate for every hour they work on a public holiday.
Shiftwork
Shift penalties apply when rostered hours:
Finish between 6:00 p.m. and 8:00 a.m., or
Start between 6:00 p.m. and 6:00 a.m.
Rates are:
Full-time and part-time employees earn 115% of their minimum hourly rate.
Casual employees earn 140% of their minimum hourly rate (with no extra casual loading).
You don’t need to stack these shift penalties with weekend or public holiday rates. If both apply, employees get the higher rate.
Leave and public holidays under the Health Professionals and Support Services Award
The award follows the NES for leave but also adds some extra rules. Here’s what employers need to know.
Annual leave
Basic entitlement:
Full-time employees receive four weeks of paid annual leave each year.
Part-time employees receive a pro rata amount of annual leave based on their ordinary hours.
Shiftworkers:
Employees who regularly work on Sundays and public holidays receive an extra week of annual leave. This brings their total to five weeks a year.
Annual leave loading:
All employees receive an additional 17.5% of their minimum rate while on annual leave.
Shiftworkers receive whichever is higher out of the 17.5% loading or the penalties they would have earned on their usual roster.
Shutdowns:
You can direct employees to take annual leave during a temporary shutdown. But you must give 28 days of written notice.
If an employee doesn't have enough leave accrued, you can come to an agreement with them to take leave without pay.
Leave in advance:
You and your employees can make a written agreement for them to take annual leave before they accrue it.
Cashing out:
Employees can cash out annual leave if they keep at least four weeks accrued.
Employees can only cash out up to two weeks in a 12-month period. And the agreement must be in writing.
The agreement must state the amount of leave they cash out and the payment details.
Excessive leave:
Annual leave accruals above eight weeks count as excessive.
If this happens, you and the employee must discuss how to reduce it.
If you can't agree, you can direct the employee to take leave, as long as at least six weeks remain.
Employees with excessive leave can also request to take some leave, and you mustn't unreasonably refuse.
Other types of leave
Personal/carer’s leave: Full-time employees get 10 days of paid personal/carer’s leave per year. Part-time employees receive it on a pro rata basis.
Compassionate leave: Full-time and part-time employees get two days of paid compassionate leave per occasion. For instance, if a close family member dies or faces a serious illness or injury. Casual employees get two days of unpaid leave in the same circumstances.
Parental leave: All employees can take up to 12 months of unpaid parental leave. They also have the right to request another 12 months.
Community service leave: All employees can take community service leave for activities such as jury duty or emergency service. You must pay full-time and part-time employees their base rate for the first 10 days of jury duty. You don't need to pay for any jury duty time beyond that, or any other types of community service leave.
Family and domestic violence leave: All employees get 10 days of paid family and domestic violence leave each year.
Ceremonial leave: Aboriginal and Torres Strait Islander employees can take up to 10 days of unpaid ceremonial leave each year.
Public holidays
General entitlement: All employees other than casuals have a right to a paid day off on public holidays recognised under the NES.
Requests to work: You can ask employees to work on a public holiday if the request is reasonable. Employees can refuse to work if the request is unreasonable or if they have reasonable grounds.
Substitution: Employers and employees can agree to substitute another day for a public holiday or a part-day holiday.
Recognised holidays: The NES lists holidays. Some of these include New Year’s Day, Australia Day, Good Friday, Easter Monday, Anzac Day, Queen’s Birthday, Christmas Day, and Boxing Day. Each state and territory can also declare additional public holidays that you must observe.
Weekend holidays: When a public holiday falls on a weekend, the government usually declares a substitute day, often on the following Monday.
Health and Support Service Award payment rules
The award has rules about when and how you must pay your employees and what happens on termination. It also includes rules for annualised wage arrangements that can replace separate overtime and penalty payments. Here are the main bits to be aware of:
Payment of wages
You must pay wages weekly or fortnightly, or monthly if most employees agree.
You can pay by cash, cheque, or electronic transfer into the employee’s nominated bank account.
When employment ends, you must pay:
all wages up to the last day worked, and
any other amounts owing under the award or the NES.
You must make this final payment within seven days of termination.
Annualised wage arrangements
An annualised wage is a fixed yearly salary. Instead of paying entitlements like minimum rates, overtime, and penalties separately, you combine them. The employee then receives one regular all-inclusive payment each pay cycle. Only certain senior classifications are eligible for annualised wage arrangements:
Support Services employees: Level 8 and Level 9
Health Professional employees: Level 2, Level 3, and Level 4.
There needs to be a written agreement in place, which must:
state the annualised wage,
list which award entitlements it covers,
show how you calculated the wage, including the penalty and overtime assumptions,
and set 'outer limit' hours for penalty rates and overtime that the annualised wage covers. If an employee works beyond the 'outer limit' hours in a pay period or roster cycle, you must pay those hours separately.
You or the employee can end the annualised wage agreement by providing 12 months' written notice. Alternatively, you can both agree to end it anytime, in writing.
The annualised wage can't leave an employee worse off than normal award pay. Each year, or when the job ends, you must compare what the employee earned under the agreement with what they'd have earned under the award. If the annualised wage falls short, you need to pay the difference within 14 days.
5 tips for complying with the Health Professionals and Support Services Award
The award has plenty of moving parts. And mistakes usually come from the detail. Here are five practical ways HR and payroll teams can keep pay accurate and compliant:
1. Track classifications correctly
Every employee must sit at the right level and pay point. Misclassifying a support worker as a lower level, or putting a health professional on the wrong degree entry point, can throw out their whole pay. Review classifications regularly, especially when employees take on new duties.
2. Monitor hours against overtime rules
The award has strict triggers for overtime, like over 10 hours in a shift or over 38 hours a week. Keep a close eye on rosters and the actual hours your employees work. Even small oversights can add up to big underpayments.
3. Apply allowances and penalties every pay cycle
On-call allowances, meal allowances, and penalty rates for weekends, nights, and public holidays all add up. Employers often miss these smaller amounts, but they make a big difference to take-home pay. Build clear checks into your payroll process to make sure no allowance slips through.
5. Use HR and payroll software with award interpretation
Manual award compliance is risky and time-consuming. HR and payroll software that interprets the award can automatically apply rates, loadings, allowances, and overtime rules. This reduces admin for HR and payroll teams and lowers the risk of errors that lead to back pay or penalties.
Make Health Professionals and Support Services Award pay simple with Rippling
The Health Professionals and Support Services Award is full of moving parts, like different levels, loadings, allowances, overtime triggers. Tracking it all by hand can mean losing many hours and making mistakes each pay run.
Thankfully, Rippling's all-in-one workforce management software can do all the heavy lifting for you. It combines HR, Payroll, and IT in one place, built on a single source of truth. You set someone’s level once, and the software applies the right pay rates, penalties, and overtime rules automatically.
It doesn’t stop there. Rippling also works out super, leave loading, and final pays automatically. If something looks off, like an allowance that’s missing or a shift that runs too long, it gives you a heads up before payroll goes out.
Because everything in Rippling talks to each other, payroll doesn't have to be a juggling act anymore. Timesheets, rosters, and leave requests flow straight through. If the award changes, Rippling updates in the background. You don’t need to chase it; it just happens!
At the end of the day, all you do is check the numbers, hit approve, and your team gets paid right, every time.
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 advisers before engaging in any related activities or transactions.
Hubs
Author
The Rippling Team
Global HR, IT, and Finance know-how directly from the Rippling team.
Explore more
Restaurant Industry Award [MA000119]: Pay rates, allowances, and overtime
Your guide to Restaurant Industry Award [MA000119] pay rates, allowances, penalties, overtime, and more.
Legal Services Award [MA000116] pay rates, allowances, and overtime
Your guide to Legal Services Award [MA000116] pay rates, allowances, penalties, overtime, and more.
Real Estate Industry Award [MA000106] pay guide: Rates, allowances, and overtime
Discover a comprehensive guide to the Real Estate Industry Award pay rates, allowances, penalties, overtime, and more.
Professional Employees Award [MA000065] pay guide: rates, allowances and overtime
Discover a comprehensive Professional Employees Award pay guide, covering minimum pay rates, allowances, penalties, overtime and more.
Miscellaneous Award [MA000104] pay rates, allowances, and overtime
Your guide to details on Miscellaneous Award [MA000104] pay rates, allowances, penalties, overtime, and more.
Clerks Award [MA000002] pay guide: Rates, allowances, and overtime
Discover a comprehensive pay guide for the Clerks Award [MA000002], including minimum rates, allowances, penalties, overtime, and more.
Health Professionals and Support Services Award [MA000027] coverage: comprehensive guide
Your guide to employment regulations, coverage, and exclusions under the Health Professionals & Support Services Award [MA000027].
When to get HR support: 3 clear signs
Discover three signs your business needs HR support and see how fractional experts plus automation can help you scale smarter.
See Rippling in action
Increase savings, automate busy work, and make better decisions by managing HR, IT and finance in one place.