Fitness Industry Award Rates

The fitness industry is a rapidly growing sector. As such, understanding the Fitness Industry Award rates within this industry is crucial for both employers and employees.

 

Minimum Wage Rates

The minimum wage rates for employees in the fitness industry are governed by the relevant industrial award. This rate may vary depending on factors such as age, level of experience, and specific job roles within the industry. A summary of the minimum rates of pay can be found in the FWO’s pay guide. These rates generally increase on 1 July each year.

 

Penalty Rates

Penalty rates are additional payments made to employees for working outside of standard hours, such as weekends, public holidays, or late nights. In the fitness industry, penalty rates typically apply to employees working during weekends or public holidays, as gyms and fitness centres often operate during these times to accommodate their members’ schedules. Penalty rates are typically calculated as a percentage of the base hourly rate and may vary depending on the specific provisions outlined in the relevant award.

Employees are entitled to higher rates of pay when they work ordinary hours on Saturdays, Sundays and public holidays as follows:

A full-time or part-time employee must be paid at the following rates for all ordinary hours worked:

  • (a) Saturday—125% of the minimum hourly rate;
  • Sunday—150% of the minimum hourly rate; and
  • Public holiday – 250% of the minimum hourly rate.

Casuals are entitled to 30% loading on the minimum hourly rate set in the Award for each ordinary hour worked on a Saturday, Sunday or public holiday.

 

Entitlements and Benefits

Employees in the fitness industry are entitled to various benefits and entitlements as per the relevant Award and employment agreements. These may include provisions for paid leave (such as annual leave, sick leave, and parental leave), allowances (such as uniform or travel allowances), and overtime payments for hours worked beyond the standard full-time or part-time hours. The specific entitlements and benefits can vary depending on factors such as the employee’s classification, length of service, and employer policies.

 

Casual Employment Rates

Casual employees in the fitness industry are typically paid a higher hourly rate compared to their full-time or part-time counterparts to compensate for the lack of job security and entitlements such as paid leave. It’s important to consult the relevant Award or enterprise agreement for precise details regarding casual employment rates and conditions.

 

Award Compliance and Legal Obligations

Employers in the Fitness Industry are legally obligated to comply with the provisions outlined in the relevant industrial award, as well as any applicable regional legislation regarding employment rights and obligations. Failure to adhere to Award rates and conditions can result in penalties, fines, or legal action against the employer. It’s essential for both employers and employees to familiarise themselves with their rights and responsibilities under the relevant award to ensure fair and lawful employment practices within the fitness industry.

If you’re unsure about which Award your employees fall under, or how to accurately comply with your relevant Award, speak with one of our experts today to get tailored advice and simplified guidance.

 

How HR Connect can help

If you require assistance with Award interpretation, compliance advice, disciplinary issues concerning staff, HR Connect can help. Our HR Advisors will be able to guide you through each step of the process and provide template documents as part of our subscription packages.

 

 

About HR Connect

HR Connect is one of Australia’s leading providers of HR & workplace safety advice services, designed to help small business owners make confident and compliant business decisions.

 

Disclaimer

The information provided in these knowledge base articles is general in nature and is not intended to substitute for professional advice. If you are unsure about how this information applies to your specific situation we recommend you contact HR Connect for advice. The information in this summary is correct as of August 2021.

This article will change over time, as Modern Award legislation relating to this Industry or Occupation is passed by the Fair Work Commission. Originally published on 20 February 2024.

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