This article provides guidelines about when to use the different work types and tags that are included as part of the pre-built Hair and Beauty Industry Award package. For further information about the Hair and Beauty Industry Award, refer Hair and Beauty Industry Award
Key Updates to Award
Last Updated: June 2020
Installing and Configuring the Pre-Built Award Package
For details on how to install and configure this Pre-built Award Template, please review the detailed help article here.
Choose this work type when permanent employees take annual leave.
Choose this work type when permanent employees have taken sick leave or carer’s leave.
Choose this work type when permanent employees take compassionate leave.
Choose this work type when unpaid leave was taken.
Long Service Leave
Choose this work type when long service leave was taken.
Time off in lieu of Overtime
Choose this work type if the employee elects to accrue time in lieu rather than be paid for any overtime for this shift.
Time in Lieu Taken
Choose this work type when time in lieu was taken
Rostered Day Off Worked
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 to record the number of kilometres an employee has travelled using their own motor vehicle in the performance of their duties.
First Aid Allowance
Choose this work type if the employee is the holder of a current recognised first aid qualification and is appointed by the employer to perform first aid duty. A weekly allowance will be paid when this work type is selected.
Choose this work type where an employee is required to use their own tools in the performance of their duties. A weekly allowance will be paid when this work type is selected.
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.
Overtime Meal Allowance (less than 4 OT hrs)
Choose this work type when a permanent employee is required to work more than one hour of overtime but less than 4 hours after the employee's ordinary end time without being notified 24 hours earlier and is not supplied with a meal.
Overtime Meal Allowance (4+ OT hrs)
Choose this work type when a permanent employee is required to work more than 4 overtime hours after the employee's ordinary end time without being notified 24 hours earlier and is not supplied with a meal.
Public Holiday Not Worked
Choose this work type where employees are not required to work on a gazetted public holiday that they would have otherwise worked had it not been a public holiday.
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 has been trained to render first aid and who is the current holder of appropriate first aid qualifications and is permanently appointed to perform first aid duties. If this tag is assigned to an employee, you do not need to choose the work type First Aid Allowance.
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.
Assign this tag if the employee elects to always accrue time in lieu rather than be paid overtime.
Assign this tag to an employee who is permanently required to use their own tools in the performance of their duties. If this tag is assigned to an employee, you do not need to choose the work type Tool Allowance.
The award pay rate templates have been updated 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.
The award has been updated 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 (2) weeks unpaid pandemic leave. A new pay category (Unpaid Pandemic Leave Taken), leave category and work type (Unpaid Pandemic Leave) have been created. Also, the rule sets have been updated, where necessary, to include/exclude the work type and leave category to some pay conditions. Further, the Leave Allowance Templates have been updated to ensure this new leave category is enabled 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. The employee's pay rate and leave balance will need to be manually adjusted 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, updates have been made to the setup of the Award. Further information can be found here.
A new Leave Category called Personal/Carer's (10 days) Leave has been created. Also, new Leave Allowance Templates (LATs) have been created specific to 10 days accrual per year for each state and the LATs have been attached to the current Employment Agreements for selection options for an employee's LAT in their Employee Default Pay Run screen. Any rules impacted by Personal/Carer's Leave have also been updated with the new leave category.
Instructions on converting the accruals to the 10 day method can be found here.
Update to the payrate templates to remove 9.5% super rate on the tool allowance.
Rounding update for Casual Pay Rate Templates.
30 June 2019
The Award has been updated to reflect the Fair Work Commission’s National Minimum Wage increase of 3% from its Annual Wage Review 2018-19 decision. This also includes updates to expense-related allowances. Information on the Determinations can be found here and here.
These changes come into effect from the first full pay period on or after 1 July 2019. Please install these updates AFTER you have finalised your last pay run prior to the first full pay period commencing on or after 1 July 2019.
The setup of the Payroll Tax Exempt field in Payroll Settings>Pay Categories was replicating the PAYG Exempt field rather than creating a unique identity; when installed into the business settings. An audit has been carried out across the system and the issue has now been resolved with this update.
Allowance rate update for Kilometre Allowance - Car (above and below ATO limit). Further information can be found at ATO.
1 August 2018
The award has been updated to reflect changes made as part of the Fair Work Decision 4 year review of modern awards. The determination for the new clause in the modern award allowing employees to take unpaid leave to deal with family and domestic violence can be found here. Family and Domestic Violence leave applies from the first full pay period on or after 1 August 2018. Further information can be found at Fair Work.
Employees, including part-time and casual employees are entitled to 5 days unpaid family and domestic violence leave each year of their employment. The 5 days renews each 12 months of their employment but does not accumulate if the leave is not used.
A new leave category has been created - “Family and Domestic Violence Leave” and a new Work Type - “Family and Domestic Violence Leave taken”. The Leave Allowance Templates and any impacted rule conditions have also been updated.
28 June 2018
The Award has been updated to reflect the Fair Work Commission’s national minimum wage increase of 3.5% from its Annual Wage Review 2017-18 decision. This also includes updates to expense-related allowances.
These changes come into effect from the first full pay period on or after 1 July 2018. Please install these updates AFTER you have finalised your last pay run prior to the first full pay period commencing on or after 1 July 2018.
Additionally, the following changes have been made as part of this update:
- New laundry allowance pay categories and rule conditions were created to reflect the ATO threshold maximum limits for claiming of laundry (not dry cleaning) for deductible clothing under the Award. Further information can be found in the “Cleaning of Work Clothing” section of this ATO article.
We have created a new rule - 12.7 Overtime Part Timers. This rule reflects the following provisions of clause 12.7:
- 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. Now however, we can assess the Advanced Standard Work Hours as set up within the employee's Pay Run Defaults screen.
For example, if an employee's Advanced Standard Work Hours were as follows:
The rule will assess hours as follows:
- Any time worked on Wednesday, Thursday and Saturday will be deemed overtime;
- Any time worked before the start times on Monday, Tuesday, Friday and Sunday will be deemed overtime; and
- Any time worked after the end times on Monday, Tuesday, Friday and Sunday will be deemed overtime.
(a) This rule only works where Advanced Standard Work Hours have been set up using start and finish times, NOT hours only;
(b) If no Advanced Standard Work Hours have been set up for a part time employee, then all hours will be deemed overtime.
- Fix any auto meal break rules so that they don't apply to leave requests
- Updated allowance pay categories configuration. e.g. changed payment classifications.
- Created Kilometre allowance pay categories - above and below ATO limits
1 January 2018
The award has been updated to reflect changes made as part of the Fair Work Decision 4 year review of modern awards. The changes are a replacement of Clause 31 - Overtime to include overtime paid for casuals. This now provides for casual staff to be paid overtime in excess of the following:
- in excess of 38 hours per week or, where the casual employee works in accordance with a roster, in excess of 38 hours per week averaged over the course of the roster cycle; or
- 10.5 hours in one day
NB: We have applied the rule using 152 hours worked over a 4 week period.
Implicitly, this also means overtime can be converted to TIL by using the 'Time off in lieu of Overtime' employee tag, and this has also been reflected in the rules.
These changes are reflected in the "Hair & Beauty Award Casual" rule set. We've also automatically enabled the work types relating to meal allowances for casual staff. To be paid a meal allowance, the 'Overtime Meal Allowance (less than 4 OT hrs)' or 'Overtime Meal Allowance (4+ OT hrs)' needs to be selected on a separate line of the timesheet and a unit of 1 recorded.
These changes have also meant a set of new pay categories for casual overtime and the pay rate templates for casual employees have been updated.
Please note that the changes come into effect on the first full pay period on or after 1 January 2018. This means that you should only install these updates once you've completed the last pay period that pays shifts worked during December 2017.