The article provides guidelines about when to use the different work types and tags that are included as part of the pre-built Fitness Industry award package. For further information about this industry award, refer to Fitness Industry 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.
We also updated the rule sets to ensure alignment with the latest pay guide.
- Permanent Rule Set: The Leading Hand allowance has been split into distinct Full-Time (FT) and Part-Time (PT) rules. The previous consolidated rules have been removed.
- Casual Rule Set: Outdated rules have been modified, and new rules have been added to align with the latest pay guide.
- New Pay Category: We have introduced a new pay category specifically to facilitate the Leading Hand weekly payment.
7th
We have made the following changes to the award:
-
Updated the following minimum engagement rules to require the use of the “No minimum engagement” work type in scenarios where minimum shift engagement does not apply.
Fitness Industry Award Casual ruleset
- Minimum Engagement - 1 hr
- Minimum Engagement - 3 hrs (Tag)
Fitness Industry Award Permanent ruleset
- PT Minimum Engagement
- Public Holiday Minimum Engagement
- Marked the following unused work types with an asterisk (*) to prevent further use:
- *Family and Domestic Violence Leave
- *Personal Carer’s Leave (10 days)
- *Unpaid Pandemic Leave
13th
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.
We have also updated "Casual - Public Holiday Overtime" pay category to ensure correct rate of overtime per clause 19.2c.
23rd
We have updated the following rules to better align the application of pay conditions with award requirements:
- No Meal Break: The respective penalty rates will now apply when employees are required to work through a meal break. Please select work type "No Meal Break" on timesheets.
- Minimum Break Between Shifts: The respective penalty rates will now apply when employees return to work with less than 10 hours of rest break between shifts. Please select work type "Less Than Minimum Rest Period After Overtime" on timesheets.
- Weekday Overtime: Overtime rates will now apply to any hours worked between 11:00 PM and 5:00 AM, Monday to Friday.
- Weekend Overtime: Overtime rates will now apply to any hours worked between 9:00 PM and 6:00 AM, Saturday and Sunday.
- Time in Lieu of Overtime: Overtime hours can now be accrued as time off in lieu on an hour-for-hour basis, subject to mutual agreement.
We have updated the pay category "Casual – Less than 10 Hour Break Overtime" to correctly apply the penalty rates for overtime hours worked when an employee has less than 10 hours of rest between shifts.
26th
We have identified an issue affecting Paid Family and Domestic Violence Leave (PFDVL) accrual calculations. The accrual method was changed from "BASED ON A LEAVE YEAR" to "ON AN ONGOING BASIS," which may have caused incorrect leave accruals for some employees. The award has been updated to correct the accrual configuration.
For guidance on making leave adjustments, refer to this support article.
29th
We’ve updated the Broken Shift rule across all rule sets, by introducing a work type "Broken Shift" to identify the rostered broken shift per clause 13.4. Please ensure that this work type is selected on timesheets to the subsequent shift in order for the broken shift allowance to be paid accordingly. It is capped at 1 unit per day.
Additionally, the rules have been updated to exclude broken shifts from applying to "Minimum Break Between Shifts" and "19.3(a) Minimum Break Between Shifts OT.
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 "Community Service Leave Taken" pay category, where it does not accrue super but accrues leave. The payment classification has also been updated in line with the ATO specification categories.
All rule sets has been updated to include a rule for Paid Family Domestic Violence Leave.
15th
26th
1st
20th
1st
From 1st August, all employees are entitled to 10 days of paid family and domestic violence leave each year. We have updated the (Unpaid) Family and Domestic Violence Leave configuration settings under Awards and have disabled the leave category from the award leave allowance templates, and will not enable the work type automatically for all employees. Please make sure 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 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 of July 2023. We have also updated the Community Service Leave category to make sure it pays at base rate.
31st
We have updated the award to reflect changes made as part of the Fair Work Decision regarding Paid Family and Domestic Violence Leave. You can find further information on what changes we applied to the platform and what you should be aware of 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, you must pay an employee their full pay rate. It 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 made updates to the minimum break-between-shifts rule in the, Fitness Industry Award Permanent and Fitness Industry Award Casual pay condition rule sets. We have also created a new work type Break between shifts - less than 3 hours at commencement to accommodate Clause 19.3(b).
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 also disabled the Unpaid Pandemic Leave category as this entitlement has now expired within this award. You can find additional information on the Fairwork website.
We have updated the unpaid Pandemic Leave pay category and it now 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 updated the Award in line with the Australian Tax Office (ATO) requirements for Single Touch Payroll (STP) Phase Two reporting. We are now disaggregating the reporting of gross earnings into distinguishable categories. We have also updated the Pay Category payment classification in line with the ATO specification categories found here.
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 November 2021. Please install these updates after you have finalised your last pay run before the first full pay period beginning on or after 1st November 2021.
We have made updates to the minimum break between shifts rule in the Fitness Industry Award Permanent and Fitness Industry Award Casual pay condition rule sets.
We updated the award name to Fitness Industry Award 2020 to reflect changes made as part of the Fair Work Decision 4-year review of modern awards. We have made updates to the Unpaid Pandemic Leave allowance Templates so that the balance displays in weeks instead of hours in line with the Fair Work Commission's guidelines.
Once you install the award update, all employees' Unpaid Pandemic leave balances will display in weeks, not hours. It will mean that an employee’s balance may now show as 76 weeks.
Updates have also been made to the Leave Category Family & Domestic Violence Leave, so that the balance is displayed in days instead of hours in line with the National Employment Standards.
Once you install this update, all employees' Family and Domestic Leave (FDV) leave balances will display in days, not hours. It will mean that an employee’s balance may now show as 38 days.
We have made this update to make sure that any new installs of this award conducted since 1st July now capture the Super Guarentee 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 questions. 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 pay rate templates to make sure that the legislated superannuation guarantee (SG) rate will increase automatically from 9.5% to 10% effective from 1st July 2021. Please make sure you install this update before 1st July 2021 for this change to take effect.
We have updated the Broken Shift Allowance, Leading Hand Allowances, and First Aid Allowance pay rates in line with the release of the Fitness Industry Award pay guide dated 8th February 2021. These rates come into effect from the first full pay period on or after 1st February 2021.
We have updated the award, as part of Group three 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 1 February 2021. Please install these updates after you have finalised your last pay run before the first full pay period beginning on or after 1st February 2021.
We have updated the Fitness Industry Award Permanent pay conditions rule sets to make sure overtime penalties are calculated correctly on a Saturday.
We updated the award name to Fitness Industry Award 2020 to reflect changes made as part of the Fair Work Decision 4-year review of modern awards.
We have updated the award to reflect the High Court's decision on the accrual of personal/carer's leave. It 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 the associated Employment Agreements. Please note, this update will not remove any of the above from a business who 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 pay rate templates to reflect the Australian Taxation Office's decision to increase the cents per kilometre rate for work-related car expense deductions to 72 cents per kilometre. The new rate applies from the first paid date in the 2020-21 financial year.
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 have added a new Unpaid Pandemic Leave Taken pay category, leave category, and Unpaid Pandemic Leave work type .
We have also 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 enable this new leave category and is now accessible for employees to take 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 have created new Leave Allowance Templates (LATs) specific to 10 days accrual per year for each state. Lastly, we have updated any rules impacted by Personal/Carer's Leave with the new leave category.
Updated the allowance rate for the excess fare from $1.90 to $1.94 as per the pay guide; this rate update came into effect from the first full pay period on or after 1st July 2019.
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 allowance rate for Kilometre Allowance - Car above and below ATO limit. You can find further information on the ATO website. We have also updated the award to reflect changes made as part of the Fair Work Decision 4-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 every 12 months of their employment, but it will 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 also 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 updated the Payment Classification settings for allowance-based pay categories as per STP requirements. We have also created a new rule -12.6 Apply Overtime - Over Advanced Standard Hours - Part-Time. The rule reflects the following provisions of clause 12.2:
- The hours worked each day;
- Which days of the week the employee will work;
- The actual starting and finishing times of each day.
Previously, we could only assess the number of hours worked per week for overtime purposes using the existing PT Overtime rule. Now, however, we can assess the Advanced Standard Work Hours as set up within the employee's Pay Run Defaults screen. The rule will assess hours as follows:
- Any time worked on Wednesday, Thursday, and Saturday we will deem overtime;
- Any time worked before the start times on Monday, Tuesday, Friday, and Sunday will will deem overtime; and
- Any time worked after the end times on Monday, Tuesday, Friday, and Sunday we will deem overtime.
The rule only works where you have set up Advanced Standard Work Hours using start and finish times, NOT hours only. If you have not setup any Advanced Standard Work Hours for a part-time employee, then we will deem all hours as overtime.
We have fixed any auto-meal break rules so that they do not apply to leave requests. We have also updated allowance pay categories configuration. Lastly, we created a kilometre allowance pay categories above and below ATO limits.
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.
Special notes
- Categories (work types, tags, pay categories) that have been marked with an (*asterisk) are no longer used in rules. It still remains visible in the platform for auditing/reporting purposes.
Work types
The following lists out and explains the work types an employee can select on their timesheet.
| Annual leave type. | Choose this work type when annual leave is taken as per clause 27 of the award. |
| Broken Shift | Choose this work type when an employee worked the second period of a rostered broken shift |
| Community service leave. | Choose this work type when community service leave is taken as per clause 29 of the award. |
| Compassionate leave. | Choose this work type when compassionate leave is taken as per clause 28 of the award. |
| First aid. | Choose this work type for each day that you require an employee to be on first aid duty. The employee will be paid a daily allowance under clause 18.5 of the award.. |
| Leading hand A. | Choose this work type when an employee, classified as Level 4A or below, is in charge of 1 to 5 employees. The employee will be paid a weekly allowance under clause 18.1 of the award. |
| Leading hand B. | Choose this work type when an employee, classified as Level 4A or below, is in charge of 6 to 10 employees. The employee will be paid a weekly allowance under clause 18.1 of the award. |
| Leading hand C. | Choose this work type when an employee, classified as Level 4A or below, is in charge of more than ten employees. The employee will be paid a weekly allowance under clause 18.1 of the award. |
| Less Than Minimum Rest Period After Overtime | Choose this work type when an employee is requested to return to work with less than 10 hours of rest between shifts. The employee will be paid double time until released from work for at least 10 consecutive hours. |
| Long service leave. | Choose this work type when long service leave is taken. |
| Meal allowance. | Choose this work type when an employee is required to work more than 1.5 hours of overtime immediately after their ordinary hours of work and is not supplied a meal. Refer to clause 18.2 of the award. |
| Motor vehicle allowance. | Use this work type to record the number of kilometres an employee has travelled using their own motor vehicle in the performance of their duties under clause 18.3 (a) of the award. |
| Motorcycle allowance. | Use this work type to record the number of kilometres an employee has travelled using their own motorcycle in the performance of their duties under clause 18.3 (b) of the award. |
| No meal break. | Half-hour unpaid meal breaks are automatically added for shifts over 5 hours. Use this work type to indicate that no meal break was taken during the shift so that a meal break is not deducted from hours worked. You will pay the employee at the rate of double time if they do not take a meal break under clause 25.1 of the award. |
| No Minimum Shift Engagement | Choose this work type when an employee does not require minimum payment. |
| Personal/ carer's leave. | Choose this work type when personal or carer's leave is taken as per clause 28 of the award. |
| Public holiday not worked. | Choose this work type where an employee is not required to work on a shift falling on a gazetted public holiday that the employee would have otherwise worked, had it not been a public holiday. |
| Sleepover. | Choose this work type where an employee is required to sleep at the workplace for a continuous period of eight hours and be available to deal with any urgent situation which cannot be dealt with by another employee or be dealt with after the end of the sleepover period. You will pay the employee a sleepover allowance to compensate for the sleepover and for all necessary work of up to two hours duration under clause 18.8 (d) of the award. |
| TIL of overtime. | Choose this work type if the employee elects to accrue time in lieu rather than you paying overtime penalties for a shift under clause 26.4 of the award. |
| Time in lieu taken. | Choose this work type when time in lieu is taken. |
| Unpaid leave. | Choose this work type when unpaid leave is taken. |
| Work during sleepover. | Choose this work type where an employee is required to work more than two hours during the sleepover period. You will pay the employee at overtime rates under clause 18.8 (d) of the award. |
Shift conditions
Shift Conditions are further details you can add to a shift where more than one condition applies to your shift. Shift conditions are selected when you edit a timesheet record, or when clocking on using the ClockMeIn Time and Attendance or Swag apps. The following is a list of Shift Conditions employees can select on their timesheet, and the meaning of each item.
| Less Than Minimum Rest Period After Overtime | Select this shift condition when an employee is requested to return to work with less than 10 hours of rest between shifts. The employee will be paid double time until released from work for at least 10 consecutive hours. |
| No Minimum Shift Engagement | Select this shift condition when an employee does not require minimum payment. |
Tags
The following tags are available to employees under the award.
| 3hr minimum engagement. | Assign this tag to a casual employee who is not classified as either a Level 2, 3, 3A, 4 or 4A instructor or trainer or as a student undertaking practical work involvement. You must roster casual employees classified outside those levels or alternatively pay for a minimum 3-hour engagement. |
| First aid. | Assign this tag to an employee who you require to by the employer to be on first aid duty. You will then not be required to use the associated work type. |
| Leading hand A. | Assign this tag to an employee, classified as Level 4A or below, who is permanently in charge of 1 to 5 employees. You will then not be required to use the associated work type. |
| Leading hand B. | Assign this tag to an employee, classified as Level 4A or below, who is permanently in charge of 6 to 10 employees. You will then not be required to use the associated work type. |
| Leading hand C. | Assign this tag to an employee, classified as Level 4A or below, who is permanently in charge of more than 10 employees. You will then not be required to use the associated work type. |
| TIL of overtime. | Assign this tag to an employee who has permanently elected to accrue time instead of payin overtime penalties. You will then not be required to use the associated work type. |
System limitations
Please note that rules will not be able to interpret or calculate the below clauses due to platform limitations and will require manual intervention.
Clause 13.1 Ordinary hours of work
Manual intervention required if casual employee works multiple shifts on the 6th day, as the rule "6th day overtime" would only apply to the first shift of the day as overtime.
Further information
Time off instead of payment for overtime leave accrues at the same rate as the number of overtime hours worked. For example, an employee who worked two overtime hours has an entitlement to two hours’ time off. If you do take time off for overtime and the time off you intend, pay it out, you must pay at the overtime rate applicable to the overtime when worked
It also applies when you terminate an employee and you have to pay out the time. To pay it out correctly, you will need to record the overtime rate manually while you are processing the time in lieu accrual. We suggest that you record the overtime details in the Notes section of the leave accrual line in the pay run.
If you are required to pay out the time off for overtime either before termination or during termination, you can run a Pay Run Audit Report. It will show the pay runs for the employee where they accrued Time in Lieu, enabling yout to determine the applicable rates. Next, you can run an Employee Payment History Report to determine if they took any of the time off for overtime. You can then determine the correct balance based on the number of hours by taking the equivalent to the overtime payment that you made.