General Retail Industry Award Pay Rates: A Quick Overview
The General Retail Industry Award (MA000004) sets the minimum legal pay rates, penalty rates, overtime, and allowances for retail workers in Australia. These rates must be followed by employers unless an enterprise agreement applies.
What is the General Retail Industry Award?
The General Retail Industry Award (MA000004) is a modern award that sets the minimum pay rates and employment conditions for employees working in the retail sector in Australia.
It applies to businesses that:
- Sell goods directly to customers
- Provide retail-related services
- Hire or supply goods to the public
This award outlines the minimum standards employers must follow, including:
- Minimum hourly and weekly pay rates
- Penalty rates for evenings, weekends, and public holidays
- Overtime rates
- Allowances
- Working hours and employment types
The award covers a wide range of retail roles, such as:
- Retail assistants
- Sales staff
- Checkout operators
- Storepersons
- Supervisors and managers
It applies to full-time, part-time, and casual employees unless:
- An enterprise agreement applies
- Another industry-specific award is more relevant
The General Retail Industry Award is part of Australia’s workplace relations system and is enforced under the Fair Work framework. Employers must follow this award to ensure employees are paid correctly and receive the minimum entitlements required by law.
Examples of Retail Businesses Covered
Some examples of businesses falling under this award include:
- Supermarkets and Grocery Stores: Chains such as Coles or Woolworths.
- Clothing Retailers: Specialty stores selling apparel, footwear, or accessories.
- Electronics Retailers: Businesses like JB Hi-Fi or appliance stores.
- Online Retailers: E-commerce platforms with warehousing and customer service teams.
- Department Stores: Large outlets like Myer or David Jones.
These businesses employ a wide range of workers, from casual checkout operators to full-time stock controllers and managers.
Adult Full-Time & Part-Time Pay Rates (Non-Shiftworkers)
These are the minimum base pay rates for retail employees working standard hours.
Penalty rates apply depending on the time worked.
| Level | Hourly | Weekly | Evening (After 6pm) | Saturday | Sunday | Public Holiday |
| Level 1 | $26.55 | $1,008.90 | $33.19 | $33.19 | $39.83 | $59.74 |
| Level 2 | $27.16 | $1,032.00 | $33.95 | $33.95 | $40.74 | $61.11 |
| Level 3 | $27.58 | $1,048.00 | $34.48 | $34.48 | $41.37 | $62.06 |
| Level 4 | $28.12 | $1,068.40 | $35.15 | $35.15 | $42.18 | $63.27 |
| Level 5 | $29.27 | $1,112.30 | $36.59 | $36.59 | $43.91 | $65.86 |
| Level 6 | $29.70 | $1,128.50 | $37.13 | $37.13 | $44.55 | $66.83 |
| Level 7 | $31.19 | $1,185.10 | $38.99 | $38.99 | $46.79 | $70.18 |
| Level 8 | $32.45 | $1,233.20 | $40.56 | $40.56 | $48.68 | $73.01 |
What this means:
- The “Hourly” column is the minimum base rate
- “Weekly” is based on 38 hours
- Other columns show penalty rates applied to the base rate
Shiftwork Pay Rates (Adults)
These rates apply where employees are classified as shiftworkers under the award.
| Level | Weekday Shift | Early Morning | Night Shift | Saturday Shift | Sunday Shift |
| L1 | $34.52 | $29.87 | $34.52 | $39.83 | $46.46 |
| L2 | $35.31 | $30.56 | $35.31 | $40.74 | $47.53 |
| L3 | $35.85 | $31.03 | $35.85 | $41.37 | $48.27 |
| L4 | $36.56 | $31.64 | $36.56 | $42.18 | $49.21 |
| L5 | $38.05 | $32.93 | $38.05 | $43.91 | $51.22 |
| L6 | $38.61 | $33.41 | $38.61 | $44.55 | $51.98 |
| L7 | $40.55 | $35.09 | $40.55 | $46.79 | $54.58 |
| L8 | $42.19 | $36.51 | $42.19 | $48.68 | $56.79 |
What this means:
- These rates apply to shift-based roles
- Different rates apply depending on shift timing
- Not all retail roles are classified as shiftwork
Overtime Rates (Adults)
These rates apply when employees work outside ordinary hours.
| Level | Public Holiday Shift | OT First 3h | OT After 3h | OT Sunday | OT Public Holiday |
| L1 | $59.74 | $39.83 | $53.10 | $53.10 | $66.38 |
| L2 | $61.11 | $40.74 | $54.32 | $54.32 | $67.90 |
| L3 | $62.06 | $41.37 | $55.16 | $55.16 | $68.95 |
| L4 | $63.27 | $42.18 | $56.24 | $56.24 | $70.30 |
| L5 | $65.86 | $43.91 | $58.54 | $58.54 | $73.18 |
| L6 | $66.83 | $44.55 | $59.40 | $59.40 | $74.25 |
| L7 | $70.18 | $46.79 | $62.38 | $62.38 | $77.98 |
| L8 | $73.01 | $48.68 | $64.90 | $64.90 | $81.13 |
What this means:
- “First 3h” applies to initial overtime hours
- “After 3h” applies beyond that
- Higher rates apply on Sundays and public holidays
Casual Pay Rates
Casual employees are paid a higher hourly rate.
| Level | Base | Evening | Saturday | Sunday | Public Holiday |
| L1 | $33.19 | $39.83 | $39.83 | $46.46 | $66.38 |
| L2 | $33.95 | $40.74 | $40.74 | $47.53 | $67.90 |
| L3 | $34.48 | $41.37 | $41.37 | $48.27 | $68.95 |
| L4 | $35.15 | $42.18 | $42.18 | $49.21 | $70.30 |
| L5 | $36.59 | $43.91 | $43.91 | $51.22 | $73.18 |
| L6 | $37.13 | $44.55 | $44.55 | $51.98 | $74.25 |
| L7 | $38.99 | $46.79 | $46.79 | $54.58 | $77.98 |
| L8 | $40.56 | $48.68 | $48.68 | $56.79 | $81.13 |
What this means:
- Casual rates include loading
- Penalty rates still apply depending on working hours
Casual Overtime Rates
| Level | PH Shift | OT First 3h | OT After 3h | OT Sunday | OT Public Holiday |
| L1 | $66.38 | $46.46 | $59.74 | $59.74 | $73.01 |
| L2 | $67.90 | $47.53 | $61.11 | $61.11 | $74.69 |
| L3 | $68.95 | $48.27 | $62.06 | $62.06 | $75.85 |
What this means:
- Casual overtime rates are higher than standard overtime
- Public holiday overtime is the highest
Junior Pay Rates (Example – Under 16)
| Level | Weekly | Hourly | Evening | Saturday | Sunday |
| L1 | $438.66 | $11.54 | $14.43 | $14.43 | $17.31 |
| L2 | $448.70 | $11.81 | $14.76 | $14.76 | $17.72 |
| L3 | $455.67 | $11.99 | $14.99 | $14.99 | $17.99 |
What this means:
- Junior rates are lower than adult rates
- Rates increase with age
- Same penalty structure applies
Allowances
- First aid allowance: $13.42 per week
- Laundry allowance (full-time): $6.25 per week
- Laundry allowance (part-time/casual): $1.25 per shift
- Meal allowance: $22.99
- Vehicle allowance: $0.98 per km
- Cold work allowance (above 0°C): $0.35 per hour
- Cold work allowance (below 0°C): $0.89 per hour
What this means:
- Allowances apply only when conditions are met
- Not all employees receive every allowance
Compliance Requirements for Employers
Employers must:
- Provide pay slips detailing hours worked, rates, and deductions.
- Ensure employee classifications align with the tasks performed.
- Maintain accurate records for seven years, including timesheets and leave balances.
- Regularly review award updates to stay compliant.
Are There Penalties for Breaching the Retail Award?
Yes. If an employer does not follow the General Retail Industry Award (MA000004), it can be considered a breach of the Fair Work Act 2009, which can lead to legal consequences.
What Counts as a Breach?
Common breaches include:
- Underpaying minimum wages
- Not applying penalty rates (weekends, evenings, public holidays)
- Incorrect overtime payments
- Not paying casual loading
- Misclassifying employee levels
- Not keeping proper employment records or payslips
Financial Penalties (Important)
If a breach is proven, courts can impose penalties.
Maximum Civil Penalties (Per Breach)
- Up to $18,780 for an individual
- Up to $93,900 for a company
For serious contraventions (intentional or repeated breaches):
- Up to $187,800 (individual)
- Up to $939,000 (company)
These penalties can apply per contravention, not per business.
Back Payments (Very Common)
In most cases, employers must also:
- Repay all underpaid wages
- Include superannuation
- Include interest
This is often the biggest financial impact.
Other Consequences
Breaches can also result in:
- Legal action by the Fair Work Ombudsman
- Court orders and enforceable undertakings
- Public naming of the business
- Reputational damage
Important Note
Even if the mistake was not intentional:
- Employers are still responsible for paying correctly
- “Not knowing the award” is not accepted as a defence
Why Compliance Is Crucial?
Compliance with the General Retail Industry Award not only ensures that businesses avoid penalties but also promotes a fair and ethical workplace culture. Employees who feel they are valued and fairly compensated are likely to be more productive and loyal, which benefits the overall business.
Non-compliance can lead to reputational damage, making it harder for businesses to attract and keep talented workers. For example, a boutique clothing retailer in Sydney faced significant backlash on social media after workers reported unpaid overtime, resulting in a loss of customer trust and reduced sales.
Ensures Fair Treatment for Employees
The General Retail Industry Award ensures fair treatment for employees while providing employers with a clear framework for managing their workforce. By understanding the key components of the award, both parties can foster a compliant and harmonious work environment. Staying informed and proactive is essential for navigating the complexities of this important industrial instrument.
For more information, visit the Fair Work Ombudsman’s website or consult a workplace relations expert.
Final Thoughts
The General Retail Industry Award is highly structured and essential for both employers and employees.
For 2025–2026:
- Entry-level pay starts at $26.55 per hour
- Casual employees receive 25% loading
- Higher rates apply for evenings, weekends, and public holidays
- Overtime must be calculated correctly
Understanding these details helps avoid costly mistakes and ensures compliance with Australian workplace laws.
More Resources:
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