The article provides guidelines about when to use the different work types and tags that are included as part of the pre-built business equipment award package. To read further information about the Business Equipment Award, refer to the award Business Equipment award.
Key updates
Select the current financial year tab to see award updates for the 2026/27 financial year, while all previous updates before this time you can find in the historical financial years tab.
1st
We have updated the award to reflect the Fair Work Commission's National Minimum Wage increase detailed in the Annual Wage Review 2026 decision, and also includes updates to expense-related allowances. You can find more information on the Determinations here and here.
These changes come into effect from the first full pay period on or after the 1st July 2026. Please install these updates after you have finalised your last pay run before the first full pay period beginning on or after the 1st July 2026.
6th
We have introduced a new suite of configurations for Salaried Employment Agreements to allow the employers to manage the salaried employees, who are under Individual flexibility arrangements, directly within the award instead of having to remove them.
This introduction, which is an enhancement rather than a legislative update requirement, includes the items below if they do not already exist within an award:
- Pay Categories (Salary and Salary - Public Holiday Not Worked).
- Leave Allowance Templates for “No loading” and “With loading”.
- Rule Set to disregard timesheets.
- Pay Rate Templates.
- Employment Agreements for all employee types (full-time, part-time, and casual).
For detailed information on the changes, please refer to our guide here.
We have also renamed all leave allowance templates by adding the award code as a prefix. This ensures each template can be accurately associated with its respective award, particularly in cases where template names are identical.
1st
We have updated the award to reflect the Fair Work Commission's National Minimum Wage increase detailed in the Annual Wage Review 2024-25 decision and also includes updates to expense-related allowances. You can find more information on the Determinations here and here.
These changes come into effect from the first full pay period on or after the 1st July 2025. Please install these updates after you have finalised your last pay run before the first full pay period beginning on or after the 1st July 2025.
24th
We have updated the allowance pay rates and rules to reflect the changes introduced by Fair Work to the Pay and Conditions Tool (PACT) and the pay guide, effective April 24, 2025. These changes will impact how allowances are calculated and paid to employees. Allowances previously calculated on an hourly basis (up to a maximum) have now been adjusted to a weekly rate.
The affected allowances to be paid at a weekly rate:
- First aid allowance
- Representation allowance
- Service centre allowance
For further details, please refer to the most recent pay guide uploaded by Fair Work and visit the PACT calculator.
1st
We have updated the award to reflect the Fair Work Commission's Review of C14 and C13 rates in modern awards. You can find more information on the Determinations here.
These changes come into effect from the first full pay period on or after the 1st January 2025. Please install these updates after you have finalised your last pay run before the first full pay period beginning on or after the 1st January 2025.
1st
We have updated the award to reflect the Fair Work Commission's National Minimum Wage increase detailed in the Annual Wage Review 2023-24 decision and also includes updates to expense-related allowances. You can find more information on the Determinations here and here.
These changes come into effect from the first full pay period on or after the 1st July 2024. Please install these updates after you have finalised your last pay run before the first full pay period beginning on or after the 1st July 2024.
We have also updated the Casual rule set to incorporate a rule for Paid Family Domestic Violence Leave. The "Convert to Casual Ordinary" rule has been deleted as it's no longer applicable.
25th
New Pay Rate templates for Casual Employees
We have created a new set of Pay Rate Templates for Casual employees.
For casual employees that have been set up to the correct Employment Agreement, applying the award update will automatically reassign these employees to the new Pay Rate Templates.
If any casual employees have been manually assigned to a Pay Rate Template, their Pay Rate Template will need to be manually reassigned to the new Casual Pay Rate Templates.
NB: You can bulk update employee data via an Employee Import.
Update to Community Service Leave Taken pay category
We have also updated the linked pay category Community Service Leave to accrue leave and payment classification to "Leave - ancillary and defence leave".
8th
We have updated the Leave Allowance Templates for Salesperson, where the Compassionate leave and Community Service Leave categories have been disabled, per clause 16.3.
1st
From 1 August, all employees are entitled to 10 days of paid family and domestic violence leave each year. The (Unpaid) Family and Domestic Violence Leave configuration settings under awards have been updated - the leave category is disabled from award leave allowance templates, and the work type is not enabled automatically for all employees. Please ensure that employees no longer use the unpaid leave category or work type.
1st
We have updated the award to reflect the Fair Work Commission’s National Minimum Wage increase detailed in the Annual Wage Review 2022-23 decision and also includes updates to expense-related allowances. You can find information on the Determinations here and here.
These changes come into effect from the first full pay period on or after the 1st July 2023. Please install these updates after you have finalised your last pay run before the first full pay period beginning on or after the 1st July 2023.
23rd
We have updated the award to make sure that the leading hand allowance will apply correctly as an all-purpose allowance as per clause 17.2(b).
5th
We have updated the Permanent (shiftwork) and Permanent (daywork) pay conditions rule set to reflect a new enhancement which will calculate the higher of annual leave loading or penalties based on the entire leave period, aligning with the Fair Work calculation.
31st
We have updated the award to reflect changes made as part of the Fair Work Decision regarding Paid Family and Domestic Violence Leave. Further information on what changes have been applied to the platform and what you should be aware of can be found within this article.
We have created the following new categories:
- New Leave Category: Paid Family and Domestic Violence Leave.
- New Pay Category: Paid Family and Domestic Violence Leave.
- New Work Type: Paid Family and Domestic Violence Leave taken.
We have updated the Leave Allowance Templates to disable the existing unpaid Family and Domestic Violence and we have enabled the new Paid Family and Domestic Violence Leave. We also updated any impacted rule conditions.
As part of Fair Work's ruling, an employee must be paid their full pay rate; this includes their base rate plus any incentive-based payments and bonuses, loadings, monetary allowances, overtime or penalty rates, and any other separately identifiable amount.
We have updated the award to reflect the Fair Work Commission’s National Minimum Wage increase detailed in the Annual Wage Review 2021-22 decision. It also includes updates to expense-related allowances. You can find information on the determinations here and here.
These changes come into effect from the first full pay period on or after 1st July 2022. Please install these updates after you have finalised your last pay run before the first full pay period beginning on or after 1st July 2022.
We have disabled the Unpaid Pandemic Leave entitlement, as the entitlement has now expired within this award. You can find additional information can be found on the Fairwork website.
We have updated the Unpaid Pandemic Leave pay category and counts as service for entitlements under awards and the National Employment Standards. If any staff have used this category previously, please adjust their Annual, Personal, and Long Service Leave balances for any period of unpaid pandemic leave previously taken.
We have also updated the award to make sure all conditions under clause 20.6; Rest period after working overtime, correctly apply. We have also made the following changes to the Permanent (shift work) and Permanent (day work) rulesets. We have also updated the Stop Processing Allowances rule set to make sure the motor vehicle allowance rules are not overridden by the rule 30.6(c) - Less than ten-hour break between shifts.
We have edited the 30.6(c) Less than 10-hour break between shifts rule so that it will now only apply to full-time employees and will also exclude the Phone or remote access support and Phone or remote access support (casuals) work types. In the Casual (shiftwork) and Casual (day work) rule sets, we have removed the rule 30.6(c) Less than a ten-hour break between shifts as this penalty payment only applies to full-time employees.
We have updated the Award to reflect the Fair Work Commission’s National Minimum Wage increase of 2.5% detailed in the Annual Wage Review 2020-21 decision. It also includes updates to expense-related allowances. You can find information on the determinations here and here.
These changes come into effect from the first full pay period on or after 1st July 2021. Please install these updates after you have finalised your last pay run before the first full pay period beginning on or after 1st July 2021.
We have also made updates to the Family and Domestic Violence (FV) leave category, so that the balance displays in days instead of hours in line with the National Employment Standards. Once you install the update, all employees' FDV leave balances will display in days, not hours. It will mean that an employee’s balance may now show as 38 days.
We made this update to make sure that any new installs of this award conducted since 1st July now capture the Super Guarantee (SG) increase from 9.5% to 10% for all pay categories. If you have installed this award between 1st July 2021 to 8th July 2021 for the first time, please make sure you select the No option to the Preserve Custom Pay Categories question. If you were using this award before 1st July 2021, then you do not need to select the No option.
We have updated the Award, as part of Group Two Awards, to reflect the Fair Work Commission’s National Minimum Wage increase of 1.75% detailed in the Annual Wage Review 2019-20 decision. It also includes updates to expense-related allowances. You can find information on the Determinations here and here.
These changes come into effect from the first full pay period on or after 1st November 2020. Please install these updates after you have finalised your last pay run before the first full pay period beginning on or after 1st November 2020.
We have updated the award to reflect the High Court's decision on the accrual of personal/carer's leave. Which overturns the decision made by the Full Federal Court of Australia, with personal/carer's leave calculated on working days, not hours. You can find information on the decision here.
As such, we have removed the Personal/Carer's (10 days) Leave Allowance Templates and updated associated Employment Agreements. Please note, this update will not remove any of the above from a business that installed the award before 25th August 2020. However, any new award installs from 25th August 2020 will not display personal/carer's (10 days) leave details.
We have updated the award to reflect changes made as part of the Fair Work Decision around flexibility during coronavirus. The new schedule allows employees to take up to two weeks of unpaid pandemic leave. We hve created a new (Unpaid Pandemic Leave Taken pay category, leave category, and Unpaid Pandemic Leave work type.
We have updated the rule sets, where necessary, to include/exclude the work type and leave category to some pay conditions. Further, we have updated the Leave Allowance Templates to make sure we have enabled this new leave category and is now accessible for employees to take this leave when required.
Further, under this new schedule, employees can take up to twice as much annual leave at a proportionally reduced rate if their employer agrees. You will need to manually adjust the employee's pay rate and leave balance to half in each pay run for the period of leave.
Due to recent changes to the interpretation of personal/carer's leave accrual under the National Employment Standards, we have made updates to the setup of the Award. We have created a new leave category called Personal/Carer's (10 days) Leave. Also, we created new Leave Allowance Templates (LATs) specific to 10 days of accrual per year for each state. Lastly, we have updated any rules impacted by Personal/Carer's Leave with the new leave category.
We have updated the award to reflect the Fair Work Commission’s National Minimum Wage increase of 3% from its Annual Wage Review 2018-19 decision. It also includes updates to expense-related allowances. You can find information on the Determinations here and here.
These changes come into effect from the first full pay period on or after 1st July 2019. Please install these updates after you have finalised your last pay run before the first full pay period beginning on or after 1st July 2019.
We have updated the award to reflect changes made as part of the Fair Work Decision four-year review of modern awards. The change is a newly created clause 13.3 - casual minimum engagement. It now provides for casual employees to be paid for at least two consecutive hours of work on each occasion they are required to attend work. You can see this change ireflected in the Casual (shiftwork) and Casual (daywork) rule sets.
Please note that the change comes into effect on the first full pay period on or after 1st October 2018. It means that you should only install this update once you have completed the last pay period for hours worked during September 2018. You can find information on the determination here.
We have updated the Casual Loading rates to 23% for all penalty and overtime payments in line with the Award update effective from 1st July 2018. We have updated the award to reflect changes made as part of the Fair Work Decision four-year review of modern awards. You can find information on the determination here.
Family and Domestic Violence leave applies from the first full pay period on or after 1st August 2018. You can find further information on the Fair Work website. Employees, including part-time and casual employees, are entitled to 5 days of unpaid family and domestic violence leave each year of their employment. The five days renew each 12 months of their employment, but it does not accumulate if they do not use the full leave balance.
We have created a new leave category called Family and Domestic Violence Leave and a new work type called Family and Domestic Violence Leave taken. We have updated the Leave Allowance Templates and any impacted rule conditions.
We have updated the award to reflect the Fair Work Commission’s national minimum wage increase of 3.5% from its Annual Wage Review 2017-18 decision. It also includes updates to expense-related allowances.
These changes come into effect from the first full pay period on or after 1st July 2018. Please install these updates after you have finalised your last pay run before the first full pay period beginning on or after 1st July 2018.
We have created new laundry allowance pay categories and rule conditions to reflect the ATO threshold maximum limits for claiming laundry (not dry cleaning) for deductible clothing under the Award. You can find further information can in the Cleaning of Work Clothing section of this ATO article.
Installing the pre-built award package
To read details on how to install and configure this Pre-built Award Template, please review the following article. Before relying on the award information, users should carefully evaluate its accuracy, currency, completeness, and relevance for their purposes. You should also obtain appropriate professional advice.
Coverage
The award covers the sale and lease of business equipment. It also covers any associated installation and servicing of this equipment. Examples of business equipment include:
- Computers.
- Data processing equipment.
- Photocopiers.
- Facsimile machines.
- Cash registers.
- Accounting and adding machines.
- Calculators.
- Any peripheral equipment associated with the equipment above, such as keyboards, monitors, printers, routers, and multifunction devices.
Area allowances
You would pay area allowances for work in certain zones, and in place of paying for the cost of accommodation. We have treated Area Allowances as domestic travel allowances up to reasonable limits for tax purposes. Meaning it will not form part of Ordinary Times Earnings (0% super guarantee), nor will it have tax withheld and is excluded from being reported in the income statement. If this does not align with your circumstances, you may wish to change these settings on the Pay Category page.
Our award package provides employee tags for each area shown on the map. As an alternative to these, you may like to assign these allowances to certain locations using custom rules. To help with understanding when area allowances are applied to different parts of Australia, we have included this interactive Google Map. It is an interpretation of how the award describes these areas Click on the shaded area to bring up details for the Award.
Work types
The following lists out and explains the work types an employee can select on their timesheet.
| Annual leave taken. | Use this work type if the employee has taken annual leave. Enter the hours that would have otherwise been worked. |
| Call back and call back (casual). | Use this work type if the employee is called back to work after they have completed their normal hours. |
| Call back while on stand-by and call back while on stand-by (casual). | Use this work type if the employee is called back to work while they have been on stand-by. |
| Community service leave taken. | Use this work type if the employee has taken paid community service leave, e.g., jury duty. Enter the hours that would have otherwise been worked. |
| Compassionate leave taken. | Use this work type if the employee has taken compassionate leave. A maximum of 2 days is available under the NES. Enter the hours that would have otherwise been worked. |
| Hours worked. | Use this work type if there are ordinary hours worked and the other work types are not applicable. |
| Kilometres travelled. | Use this work type to record using your own motor vehicle. 1 unit = 1 kilometre. |
| Leave without pay. | Use this work type if the employee has been on leave without pay. |
| Long service leave taken. | Use this work type if the employee has taken a long-service leave. Enter the hours that would have otherwise been worked. |
| Personal/carer's leave taken. | Use this work type if the employee has taken personal/carers leave. Enter the hours that would have otherwise been worked. |
| Phone or remote access support and phone or remote access support (casuals). | Use this work type if the employee has provided phone support or remote access support, i.e. not on-site. |
| Public holiday not worked. | Use this work type if the employee has had a day off on a public holiday (permanent employees only). |
| RDO leave taken. | Use this work type if the employee has taken a roster day off. Enter the hours that would have otherwise been worked. |
| Stand-by and stand-by (casuals). | Use this work type if the employee is on stand-by to be called to work. |
| TIL leave taken. | Use this work type if the employee has taken time off in lieu. Enter the hours that would have otherwise been worked. |
| Training course and training course (casuals). | Use this work type if the employee has attended a training course |
| Work on a day off and work on a day off (casuals). | Use this work type if the employee has worked on a day they would normally have off. |
Tags
The following tags are available to employees under the award.
| 10-hour shift work. | Use this tag if, by agreement, an employee can work up to 10 hours per day as part of ordinary hours. |
| 12-hour shift work. | Use this tag if, by agreement, an employee can work up to 12 hours per day as part of ordinary hours. |
| Country employee part of the time. | Use this tag if your employee works in a country area for part of the week regularly. |
| Country employee. | Use this tag if the employee is required to work in a country area. |
| In charge of 2-5 employees. | Use this tag if the employee is in charge of 2-5 employees |
| In charge of 6-10 employees. | Use this tag if the employee is in charge of 6-10 employees. |
| In charge of more than 10 employees. | Use this tag if the employee is in charge of more than ten employees. |
| Permanent night shift. | Use this work type if the employee has taken personal/carers leave. Enter the hours that would have otherwise been worked. |
| Performs first-aid duties. | Use this tag if the employee has a relevant qualification and is required to perform first aid duties.. |
| Provides vehicle technical service/support. | Use this tag if the employee is required to provide technical services or technical support on-site. |
| Responsible for service centre. | Use this tag if the employee is responsible for the management of a service centre. |
| Saturday is ordinary hours. | Use this tag if by agreement, a Saturday is included in ordinary hours. |
| Sunday is ordinary hours. | Use this tag if by agreement a Sunday is included in ordinary hours |
| Uses vehicle on a casual basis. | Use this tag if the employee is required to use their own motor vehicle, but on an irregular basis. |
| Uses vehicle each day. | Use this tag if the employee is required to use their own motor vehicle every day. |
| Works in Broken Hill. | See section on Area Allowances. |
| Works in Central WA. | See section on Area Allowances. |
| Works in Mt Isa. | See section on Area Allowances |
| Works in Northern Territory. | See section on Area Allowances |
| Works in North WA. | See section on Area Allowances |
| Works in South WA. | See section on Area Allowances |