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Blog

Miscellaneous Award [MA000104] pay rates, allowances, and overtime

Author

Published

June 25, 2024

Updated

October 10, 2025

Read time

12 MIN

The Miscellaneous Award mandates the pay rates and working conditions for employees who don't come under a more specific industry award. It sets the standards for things like minimum wages, overtime, allowances, and leave.

It can be a lot to wrap your head around.

That’s why we’ve created this straightforward Miscellaneous Award pay guide. It's here to help you understand the main rules, pay your team correctly, and stay compliant without the jargon and stress.

Miscellaneous Award pay guide

Paying your team correctly is key. This is especially important now that wage theft laws can lead to heavy penalties. The Miscellaneous Award outlines minimum weekly and hourly pay rates. These rates are different from the national minimum wage and depend on the employee’s role and classification level.

If you employ casual staff, they also receive an extra 25% loading on top of these base rates.

The Fair Work Commission (FWC) reviews these rates regularly as part of its annual wage review. So, it’s easy to lose track. The simplest way to keep pay accurate is to use payroll software that automatically updates with the latest award changes.

Minimum pay rates

Description

Rates/Details

Example

Adult employees

Employees aged 21 and over

Level 1: $922.70/week ($24.28/hour) Level 2: $982.40/week ($25.85/hour) Level 3: $1,068.40/week ($28.12/hour) Level 4: $1,165.70/week ($30.68/hour)

A 25-year-old full-time maintenance assistant (Level 2) under the Miscellaneous Award must earn at least $982.40 per week or $25.85 per hour.

Junior employees

Employees aged under 21

Under 16: 36.8% of adult employee rate 16 years: 47.3% of adult employee rate 17 years: 57.8% of adult employee rate 18 years: 68.3% of adult employee rate 19 years: 82.5% of adult employee rate 20 years: 97.7% of adult employee rate

A 17-year-old yard hand (Level 2) under the Miscellaneous Award earns $568.77 per week or $14.94 per hour (57.8% of the adult rate for that level).

Adult apprentices

Apprentices aged 21 and over

1st year: You must pay them 80 % of the Level 3 rate; or the junior apprentice rate for the relevant year of the apprenticeship (whichever is higher).

2nd year onwards: 

You must pay them the Level 1 adult classification rate or the junior apprentice rate for that year (whichever is higher).

No reduction rule: If an existing employee starts an adult apprenticeship with you after at least 6 months full-time (or 12 months part-time or regular casual), their minimum pay can’t drop because of the new training agreement.

A 1st-year adult apprentice earns $854.72 per week or  $22.50 per hour (80% of the Level 3 rate), unless the relevant junior apprentice rate is higher.

Junior apprentices

Apprentices aged under 21

1st year: 55% of Level 3 rate  2nd year: 65% of Level 3 rate   3rd year: 80% of Level 3 rate 4th year: 95% of Level 3 rate

A 2nd-year junior apprentice will earn $694.46 per week or $18.28 per hour (65% of the Level 3 rate).

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

Higher classification duties performed for over 4 hours

Paid at the higher classification rate for the entire day

A Level 1 employee taking on Level 3 responsibilities for over 4 hours in a day earns the Level 3 rate ($28.12 per hour) for their whole working day.

Supported wage system

Employees with a disability eligible for a supported wage

The assessed capacity and relevant award pay rates determine the minimum amount payable

An employee with a disability assessed at 70% capacity earns 70% of the relevant minimum rate for their classification.

National training wage

Employees undertaking a registered traineeship

Pay rates under Schedule E of the award depend on the trainee’s qualification level, year of training, schooling background, and time out of school. 

A first-year trainee completing a Certificate III in Business who finished Year 12 and left school less than a year ago is classified under Wage Level A, Year 1.

Miscellaneous Award allowances

The Miscellaneous Award includes several allowances to cover extra costs employees might face while working. Here are some examples:

  • First-aid allowance: If you appoint a qualified employee (for example, someone with a St John Ambulance certificate) to provide first aid, you must pay them an extra $21.37 per week.

  • Leading-hand allowance: When an employee supervises others, they get a weekly allowance based on the size of their team. For example, if they supervise 3 to 10 employees, they get an extra $47.01 per week.

  • Meal allowance: If someone works more than an hour of overtime without 24 hours’ notice, you must either supply a meal or pay them an extra $23.59. If the overtime goes beyond four hours, add another $21.39.

  • Vehicle allowance: If an employee uses their own car for work, you must pay them $0.98 per kilometre travelled on business.

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Pay and manage all types of Miscellaneous Award employees in Rippling

Miscellaneous Award superannuation

Superannuation rules mainly come from the Superannuation Guarantee (Administration) Act 1992 and the National Employment Standards (NES). The Miscellaneous Award doesn’t change those laws. It just confirms your obligations.

Here are the main bits:

  • How much to pay: The current super rate is 12% of an employee’s ordinary time earnings (OTE). Most employers pay it with each pay run. You need to pay it quarterly to avoid penalties.

  • Who gets it: You must pay super for all employees aged 18 and over. For employees under 18, you only pay super if they work over 30 hours in a week.

  • Fund choice: Give new employees a Standard Choice Form as part of your onboarding process. If they don’t choose a fund, you’ll need to check with the Australian Taxation Office (ATO) for their stapled fund. If none exists, you can make payments into a default fund that complies with super laws.

  • Defined benefit members: If an employee belongs to a defined benefit fund or scheme, you can continue contributing to that fund. This is assuming it meets the award and legal requirements.

  • Extra contributions: Employees can request extra super contributions through salary sacrifice or post-tax payments. Once you deduct the money, you must send it to their fund within 28 days of the end of the month.

  • During leave or injury: You must continue paying super when employees are on paid leave. You must also pay it for up to 52 weeks if they’re off work because of a work-related injury or illness. This only applies if you still employ them and they receive regular payments or workers’ compensation.

Miscellaneous Award overtime

Overtime applies when employees work more than their ordinary hours. Here’s how it works for each employment type:

  • Full-time employees: Overtime starts after 38 hours in a week, or if they work more than 10 hours in a day (12 hours by agreement).

  • Part-time employees: Overtime starts when they work beyond their agreed hours, or if they work more than 10 hours in a day (12 hours by agreement).

  • Casual employees: Overtime starts after 38 hours in a week, or if they work more than 10 hours in a day (12 hours by agreement).

Overtime rates

Overtime worked

Overtime rate

First 3 hours

150% of the relevant minimum rate

After 3 hours

200% of the relevant minimum rate

Example

Claudia is a Level 3 general maintenance worker. She’s a full-time employee who normally works 38 hours per week. One week, she works an extra five extra hours.

Under the award, Jane’s regular hourly rate is $28.12 (the Level 3 rate as of 1 July 2025).

Here’s how her overtime is calculated:

Hours worked

Overtime rate

Calculation

Total

First 3 hours

150 % of $28.12

3 × $28.12 × 1.5

$126.54

Next 3 hours

200 % of $28.12

2 × $28.12 × 2

$112.48

Total overtime pay = $120.15 + $93.45 + $160.20 = $373.80

Employees can swap overtime pay for equal time off. But only if both sides agree in writing, they take the time off within six months, and you keep proper records. If those rules aren’t met, then you must pay the overtime.

Miscellaneous Award penalty rates

Penalty rates kick in when employees work at certain times that attract higher pay. For example, weekends or public holidays. These rates apply even if those hours are part of their normal roster. Penalty rates differ from overtime, which applies when someone works extra hours beyond their ordinary or agreed hours.

In a nutshell, overtime refers to how much they work, while penalty rates refer to when they work.

Penalty rates

Day/Time

Full-time and part-time employees

Casual employees

Monday to Friday (outside 7:00 a.m. to 7:00 p.m.)

120% of the minimum hourly rate

145% of the minimum hourly rate

Saturday (all day)

120% of the minimum hourly rate

145% of the minimum hourly rate

Sunday (all day)

150% of the minimum hourly rate

175% of the minimum hourly rate

Public holiday (all day)

250% of the minimum hourly rate

250% of the minimum hourly rate

Payment of wages under the Miscellaneous Award

You need to pay your employees in line with the Fair Work Act 2009 and the Miscellaneous Award.

How to pay wages

You must pay by cash, cheque, or electronic transfer into the employee’s nominated bank account. You should do this at least monthly, though most businesses pay weekly or fortnightly.

You can only make deductions if they’re allowed by law, the award, or an enterprise agreement. An employee can also agree in writing to a deduction, but it must benefit them. For example, extra super contributions.

When employment ends

When an employee finishes up, you must pay them within seven days of their final day. This payment must include:

  • Any wages you owe them for the last pay period (including partial weeks), and

  • Any other entitlements under the award or NES, like unused annual leave.

The FWC can make orders to delay or adjust payments in specific cases. For instance, if a redundancy payment is under review.

In some states and territories, you may also have to pay out long service leave immediately when employment ends. It's important to always check your local rules.

Miscellaneous Award leave

Most leave entitlements are standard and come from the NES.

Annual leave

  • Entitlement: Full-time employees earn four weeks of paid annual leave each year. So do part-time employees, but on a pro rata basis. Casuals don’t get annual leave because their 25% casual loading already covers it.

  • Leave loading: When someone takes annual leave, you add 17.5% on top of their normal pay. If their ordinary pay is higher because of over-award payments, you need to pay that higher rate.

  • Advance leave: You and your employee can agree in writing for them to take annual leave before they earn it. If they leave the job before earning it back, you can deduct the extra amount from their final pay.

  • Cashing out: Employees can cash out up to two weeks of leave each year if both of you agree in writing. They need to keep at least four weeks of leave left in their balance.

  • Excessive leave: If an employee builds up more than eight weeks of leave, it’s considered excessive. at this point, you should try to agree on a plan to reduce it. If you can’t agree, you can direct them to take leave. They just need to keep six weeks accrued. You also can't require them to take more than four weeks in a 12-month period.

  • Shutdowns: If you shut down for a seasonal break, like over Christmas, you can require employees to take their annual leave. However, you need to give at least one month’s written notice. If someone doesn’t have enough leave, you can agree in writing for them to take unpaid leave or leave in advance.

  • Termination: When someone leaves, pay out any unused annual leave, including the 17.5% loading.

Other types of leave

  • Sick leave/personal carer’s leave: Full-time employees get 10 days of paid personal leave a year. Part-timers earn it based on their hours. Casuals don’t get paid, but they can take up to two days of unpaid personal leave each time they need it.

  • Compassionate leave: Employees can take two days of compassionate leave when a close family or household member dies or has a life-threatening illness or injury. Full-time and part-time staff get paid; casuals don’t.

  • Parental leave: Full-time, part-time, and regular casuals with 12 months of service can take up to 12 months of unpaid parental leave. They can also request another 12 months.

  • Community service leave: Employees can take leave for things like jury duty or emergency service work. Full-time and part-time staff get paid for the first 10 days of jury duty; casuals don’t. All other community service leave is unpaid.

  • Family and domestic violence leave: Every employee, including casuals, gets 10 days of paid family and domestic violence leave each year.

Public holidays

  • Entitlement: Full-time and part-time employees get a paid day off if a public holiday falls on a day they usually work. Casuals need to actually work on that day to get paid for it.

  • Penalty rates: If someone works on a public holiday:

    • Full-time and part-time staff earn 225 % of their minimum hourly rate.

    • Casuals earn 250 %, which already includes their 25 % loading.

    • You must pay for at least four hours, even if their shift is shorter.

  • Substitution: You and your employee can agree in writing to swap a public holiday (or part of one) for another day.

  • Requests to work: You can ask someone to work on a public holiday if it’s reasonable. They can refuse if they have reasonable grounds.

  • Recognised days: Public holidays include national days such as New Year’s Day, Australia Day, Good Friday, Easter Monday, Anzac Day, Christmas Day, and Boxing Day. They also include any additional state or territory holidays.

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Rippling helps with Miscellaneous Award leave, superannuation, and more.

8 tips for getting pay right under the Miscellaneous Award

  1. Stay up to date with Miscellaneous Award changes: Fair Work updates award rates every July after the annual wage review. Keep across these changes so you don’t accidentally underpay staff or risk breaching wage theft laws.

  2. Use payroll software you can trust: Manually running payroll is risky when rates, penalties, and allowances shift so frequently. Choose payroll software for Australia that understands modern awards and applies the right rates automatically.

  3. Keep solid records: Track every hour worked, allowance paid, and leave taken, and then store those records for at least seven years. A reliable HR system with an in-built HRIS can keep everything organised, secure, and easy to find when you need it.

  4. Review your payroll setup regularly: Check your payroll system a few times a year to make sure it still reflects the latest Miscellaneous Award. Quality payroll software that updates automatically takes much of the hassle out of compliance.

  5. Invest in team training: Managers and payroll staff need to know how the Miscellaneous Award works. A good learning management system (LMS) lets you deliver quick, up-to-date training that helps prevent errors and builds confidence.

  6. Seek professional advice: Award rules can be tricky, and they change often. Having an IR or legal expert you can call on helps you stay compliant and avoid expensive backpay issues later.

  7. Stay on top of leave management: Keep accurate records of annual, personal, and carer’s leave to prevent confusion and costly payouts. HR software with effective leave management tools makes it easy for everyone to stay aligned.

  8. Be transparent with your team: Share how you calculate pay and when Award updates come into effect. Open communication builds trust and helps your team feel confident that their pay is correct.

Nuances of the Miscellaneous Award

The Miscellaneous Award acts as a broad safety net for roles that don’t neatly fit into a specific industry or occupation-based award. That flexibility makes it useful. But it also creates confusion. Here are a few pay-related nuances to keep in mind:

Nuance

What it means

Why it matters

Back payment obligations

The flexibility of the Miscellaneous Award doesn’t mean looser pay rules. The same minimum rate, allowance, and overtime obligations apply as under any other award.

If you underpay employees, you can face large back payments, penalties, and even Fair Work enforcement action.

Fixed overtime rates all week

Overtime rates stay the same regardless of the day worked. 150% for the first 3 hours, then 200% after that.

Most awards have higher overtime multipliers for weekends. Forgetting this can lead to incorrect pay calculations or unnecessary overpayments.

Handle Miscellaneous Award rates and rules automatically with Rippling

The Miscellaneous Award might look simple on paper. But it covers a wide range of roles and pay conditions, which makes it easy to get wrong. Between overtime rules that apply to everyone (even casuals), public holiday penalties, leave loading, and super, there’s a lot to keep track of. Trying to manage it all by hand can lead to errors and underpayments before you even realise it.

Rippling takes that stress off your plate. Its all-in-one workforce management platform understands the Miscellaneous Award and automatically applies the right pay rates and entitlements. Yup! You can say goodbye to spreadsheets and guesswork!

Rippling also handles the extras that often get missed, like super contributions, annual leave loading, and final payouts when staff move on.

Because Rippling connects HR, Payroll, and IT in one system, everything works together. Timesheets and approved leave flow straight into payroll, hours sync in real time, and award updates apply automatically.

All you need to do is review, approve, and pay. No more late nights fixing errors or triple-checking pay runs.

Hire, manage, and pay your team with a single system.

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.

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The Rippling Team

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