The article provides guidelines about when to use the different work types and tags included as part of the pre-built Hair and Beauty Industry Award package. For further information about the Hair and Beauty Industry Award, refer to Hair and Beauty 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.
10th
- A new pay category called 'Permanent - Rostered Day Off Worked' has been created to support accurate payment for work performed on a rostered day off.
- A new rule, '23.3(c) Minimum Shift Engagement (Rostered Day Off Worked)', has been added to ensure the minimum shift engagement applies when an employee works on their rostered day off.
- The existing rule for '23.3 Rostered Day Off Worked' has been updated to ensure that all overtime worked on a rostered day off is interpreted correctly.
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.
30th
We have made the following updates to the rule set:
Removed the "Stop Processing Leave" rule to ensure that leave types referenced in other rules are applied correctly.
Deleted the "12.2 Top Up Hours – Part Timer" rule as the award does not include any specific clause requiring payment of top-up hours.
Removed the "First shift of the day" condition from the First Aid Allowance rule to align with the award provisions.
Renamed all Leave Allowance Templates by adding the award code as a prefix. This enhances clarity and ensures each template is correctly associated with its respective award, particularly where template names are duplicated across multiple awards.
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.
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.
15th
Additionally, any Pay Rate Templates or Employment Agreements that still contain the phrase "Started before 1 Jan 2014" have been marked with an asterisk (*). Please ensure that employees are moved to the corresponding Employment Agreement or Pay Rate Template, as we will no longer update the old versions.
To align with the Fair Work pay guide, we corrected the rounding discrepancy in the Adult Apprentice (commenced on/after 1/1/14) 1st yr - Pay rate template.
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.
The Hair & Beauty Award Casual rule set has been updated to include a rule for Paid Family Domestic Violence Leave.
As per clause 20.5, meal allowance is payable only to full-time or part-time employee, hence the work type has been updated so that it is not automatically available to casual employees.
6th
2nd
20th
We have updated the junior Pay Rate Template and Employment Agreements across all levels for both permanent and casual employees to ensure the correct rate would apply for junior employees.
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.
We have updated the award to reflect the variation on the Commission’s own motion –four yearly review of modern awards –award-specific penalty rate claims –Hair and Beauty Industry Award 2020 –weekend penalty rates for casual employees –implementation of transitional rates –Schedule B.
We have incurred the loading amount on three pay categories, Casual - Saturday Ordinary, Casual - Sunday, and Casual - Overtime - Sunday. You can find more information here. Please install these updates after you have finalised your last pay run before the first full pay period beginning on or after the 30th of April 2023.
We have updated the award to reflect the third rate increase as part of the phased-in implementation of weekend penalty rates for casual employees. We have increased the loading value on two pay categories, Casual - Saturday Ordinary and Casual - Sunday. You can find more information here. Please install these updates after you have finalised your last pay run before the first full pay period beginning on or after 31st December 2022.
We have updated the Hair and Beauty Award Casual rule set to make sure Sunday penalty rates are applied to any hours worked within or outside the Sunday span of hours.
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 unpaid Pandemic Leave as this entitlement has now expired within this award. You can find additional information on the Fair Work Australia website.
We have updated the Hair and Beauty Award Permanent rule set to make sure the maximum daily engagement rules apply correctly when an employee works more than five days a week. We have also updated the Hair and Beauty Award Permanent rule set to make sure period overtime calculates correctly.
We have updated the award to reflect the first rate increase as part of the phased-in implementation of weekend penalty rates for casual employees. We have also increased the loading value on two pay categories, Casual - Saturday Ordinary and Casual - Sunday. You can find more information here.
We have updated the award to reflect changes to overtime entitlements for full-time and part-time employees. The permanent rule set has been updated to apply overtime where an employee works more than nine hours on any day, provided they may also work one 10.5 ordinary hour day per week. We also have created a tag called Agreed second 10.5 hour day, that you assign to an employee where it has been mutually agreed that the employee may work a second 10.5 ordinary hour day per week. You can find more information here.
Please install these updates after you have finalised your last pay run before the first full pay period beginning on or after 31st January 2022. We have also 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 now disaggregate the reporting of gross earnings into distinguishable categories. We have also updated the Pay Category payment classifications 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 you have finalised your last pay run before the first full pay period beginning on or after 1st November 2021.
We have updated the award to include penalties for casual employees working ordinary hours outside the normal span of hours. We will now pay for hours worked before 7:00am or after 9:00pm Monday - Friday at a loading value of 150%. We will pay for hours worked before 7:00am or after 6:00pm on a Saturday at 150%.
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.
We have also made updates to the Leave Category Family and Domestic Violence Leave, so that the balance displays in days instead of hours in line with the National Employment Standards. Once you install the update, all employee’s Family and Domestic Leave (FDV) 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 Guarnatte (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 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 also updated the Award and added new Employment Agreements for part-time apprentices.
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.
What does this mean? Any pay run with a date paid on or from 1st July 2021 will automatically calculate SG at 10% of OTE. Additionally, on the 1st of July, we will update references to 9.5% on all applicable pages in the payroll platform. For more information, including any exclusions, check out this article from the ATO.
We have updated the rounding of $0.01 for some linked pay categories in line with the new pay rate changes effective as of 1st February 2021. If you have not updated the new pay rates yet, do not install this update until you have finalised your last pay run before the first full pay period beginning on or after 1st February 2021.
We have updated the Hair and Beauty Casual pay conditions rule sets to provide overtime paid past 5:00pm on a Sunday. We have also 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 here.
These changes come into effect from the first full pay period on or after 1st 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 award to remove rates for casual employees working outside the span of hours.
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 where you 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 created anew pay category (Unpaid Pandemic Leave Taken), leave category, and work type (Unpaid Pandemic Leave). Also, 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 the Leave Allowance Templates to make sure this new leave category is enabled and is now accessible for employees to take this leave when required. Lastly, 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. You can find further information here.
We have created a new Leave Category called Personal/Carer's (10 days) Leave. Also, we created a 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.
We have updated the pay rate templates to remove the 9.5% super rate on the tool allowance.
We have made a rounding update for the Casual Pay Rate Templates.
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.
The setup of the Payroll Tax Exempt field in Payroll Settings Pay Categories page replicates the Pay as You Go (PAYG) Exempt field rather than creating a unique identity; when installed in your business settings. We have carried out an audit across the platform and we have resolved this issue with this update.
Allowance rate update for Kilometre Allowance - Car (above and below ATO limit). You can find further information on the ATO. 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 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 site.
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 the balance does not accumulate if they do not use the full leave balance.
We have created a new leave category Family and Domestic Violence Leave and a new Work Type - Family and Domestic Violence Leave taken. We have also updated the Leave Allowance Templates and update. any impacted rule conditions.
Installing the pre-built award package
For details on how to install and configure this pre-built award template, please review the detailed help article. While we make every effort to provide a high-quality service, we do not accept responsibility for, guarantee, or warrant the accuracy, completeness, or up-to-date nature of the service. Users should carefully evaluate the accuracy, currency, completeness, and relevance of the information for their purposes, and should obtain any appropriate professional advice relevant to their particular circumstances.
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.
- Any Pay Rate Templates or Employment Agreements marked with an asterisk (*) are historical versions and are no longer updated. Please ensure that employees are moved to the corresponding Employment Agreement or Pay Rate Template, as we will no longer update the old versions.
Work types
Choose this work type when permanent employees take annual leave.
Choose this work type where an employee is in charge of a hair and/or beauty establishment for a full week. A weekly allowance will be paid when this work type is selected.
Choose this work type when permanent employees have taken sick leave or carer’s leave.
Choose this work type where an employee is required to work on their rostered day off. Such time will be paid at double time with a minimum payment of four hours.
Choose this work type when unpaid leave is taken.
Tags
Assign this tag if the employee is employed as a seven day shift worker who is regularly rostered to work on Sundays and public holidays for the purpose of accruing an additional 1 week of annual leave.
Assign this tag to an employee who is permanently in charge of a hair and/or beauty establishment. If this tag is assigned to an employee, you do not need to choose the work type Manager Allowance.