The Fair Work Commission (the Commission) has announced a 3.75% increase to the National Minimum Wage and minimum award wages.
From 1 July 2024:
- the National Minimum Wage increases to $915.90 per week or $24.10 per hour
- award minimum wages increase by 3.75%.
Other award wages, including junior, apprentice and supported wages that are based on adult minimum wages, will get a proportionate increase.
The increase applies from the first full pay period on or after 1 July 2024.
You can now:
- find these new rates in our Pay and Conditions Tool and Pay guides
- download an updated version of the Fair Work Information Statement.
Learn more about the minimum wage increase at 2023 - 2024 Annual Wage Review.
National Minimum Wage increase
The National Minimum Wage applies to employees not covered by an award or registered agreement.
From 1 July 2024, the National Minimum Wage increases to $915.90 per week or $24.10 per hour.
Award minimum wage increase
Most employees are covered by an award. Awards are legal documents that outline minimum pay rates and conditions of employment for an industry or occupation.
From the first full pay period on or after 1 July 2024, adult minimum award wages increase by 3.75%.
Other award wages, including junior, apprentice and supported wages that are based on adult minimum wages, will get a proportionate increase.
Not sure of your award? Use our 3-step Find my award tool to check what award you’re covered by.
National Training Wage Increase
Wage increases for trainees under the National Training Wage come into effect on the same date as award minimum wage increases. This includes awards that refer to and incorporate the terms under Schedule E of the Miscellaneous Award, which has an operative date of 1 July 2024.
Learn more in our Library article Trainee rates in the National Training Wage schedule.
Agreements
If you’re covered by a registered agreement, the minimum wage increase may apply. This is because the base pay rate in a registered agreement can’t be less than the base pay rate in the relevant award.
Find out more in our Library article Annual Wage Reviews and registered agreements.
Check your agreement by searching for it on the Commission’s website - Find an agreement.
Other changes from 1 July 2024
From 1 July 2024, there are other changes employers and employees should know about.
Closing Loopholes
There have been changes to the Fair Work Act as part of the new ‘Closing Loopholes’ laws. These could impact you or your business, so make sure you’re prepared for the changes.
From 1 July 2024, there are:
- new rules for right of entry permits and exemption certificates
- changes to rights and protections for workplace delegates under awards, enterprise agreements and workplace determinations.
From 26 August 2024, there will be:
- a new definition to help determine the meaning of ‘employee’ and ‘employer’
- changes to casual employment including how casual work is defined, the pathway to permanent employment, and employee and employer responsibilities.
- a new right to disconnect for eligible employees (this doesn’t apply to small businesses until 26 August 2025). Eligible employees will have the right to refuse employer or third-party contact outside of working hours.
- new minimum standards and protections for ‘employee-like workers’ in the gig economy and certain industries.
For a visual snapshot of all the Closing Loopholes changes, including when they start, check out our easy-to-read timeline.
For more information on enterprise bargaining and agreement changes, check out our visual summary.
Other changes
From 1 July 2024, other changes include:
- an increase to Parental Leave Pay to 22 weeks. Visit Services Australia’s website for more information on Paid Parental Leave scheme changes
- increase to the amount of unpaid flexible parental leave for children born or placed for adoption from 1 July 2024
- an increase to the high income threshold to $175,000
- an increase to the superannuation guarantee to 11.5%. For more information, visit the Australian Taxation Office’s Super guarantee page
- an increase to the unfair dismissal compensation cap to $87,500. For more information, visit the Commission’s Compensation for unfair dismissal page.
Updated Fixed Term Contract Information Statement
The additional temporary exceptions to the use of fixed term contracts in some industries have been extended.
An updated version of the Fixed Term Contract Information Statement is now available for download. Employers must give every employee engaged on a new fixed term contract a copy of the Fixed Term Contract Information Statement (FTCIS) when they enter into the contract.
