Hospitality Award Pay Rates Guide: MA000009 and MA000119 Compliance
Struggling with complex hospitality award rates? This guide explains MA000009 and MA000119 coverage, classifications and shift penalties, with practical steps to check current rates, reduce underpayment risk and plan labour costs with confidence.
02 Oct 2026
Eats365
Contents
What are hospitality award pay rates?
Hospitality award pay rates in Australia depend on a worker's award, classification, age and employment type. Rates can change following annual wage reviews. The Hospitality Industry (General) Award (MA000009) and Restaurant Industry Award (MA000119) set different rules. Before processing payroll, download the latest Fair Work Ombudsman pay guide for the award that applies.
| Dimensions | MA000009 (Hospitality Industry (General) Award) | MA000119 (Restaurant Industry Award) |
|---|---|---|
| Effective date & official source | - The 2026 pay guide states that rates apply from the first full pay period starting on or after 1 July 2026. - Download the current MA000009 pay guide from Fair Work before calculating pay. |
- The 2026 pay guide states that rates apply from the first full pay period starting on or after 1 July 2026. - Download the current MA000119 pay guide from Fair Work before calculating pay. |
| Minimum rates by classification | - Rates vary by classification, age and employment type. - Use the official pay guide for the full current classification table; do not rely on unverified examples. |
- Rates vary by classification, age and employment type. - Use the official pay guide for the full current classification table; do not rely on unverified examples. |
| Casual loading and resulting casual rates | - Check the current pay guide for casual rates and how the loading applies to each classification and shift. - The guide also sets out how penalties and other entitlements are treated. |
- Check the current pay guide for casual rates and how the loading applies to each classification and shift. - The guide also sets out how penalties and other entitlements are treated. |
| Coverage / typical venue applicability | - Check the award's coverage clause and Fair Work's Hospitality Award summary to determine whether it applies to the employer and employees. | - Check the award's coverage clause and Fair Work's Restaurant Award summary to determine whether it applies to the employer and employees. |
Last checked: June 2026. These summaries do not constitute legal advice. Always download the latest Fair Work Ombudsman pay guides and review the full award for specific overtime, allowance and penalty conditions.
Which hospitality award applies?
Award coverage depends on the employer and the work covered by the relevant award. Fair Work's summaries explain who the Hospitality Award and Restaurant Award cover, including applicable exclusions. Don't assume that a venue's name or service style alone determines coverage: check the award terms and seek advice if the business model or employing entity makes the answer unclear.
| Dimensions | Restaurant Industry Award (MA000119) | Hospitality Industry (General) Award (MA000009) | Other relevant awards (e.g., fast-food, registered clubs) |
|---|---|---|---|
| Typical venue coverage | - Applies to employers and employees covered by the Restaurant Industry Award. - Fair Work's summary describes the award's coverage and notes that it can also cover labour-hire businesses and employees placed in the restaurant industry. - Check the official summary and award text. |
- Applies to employers and employees covered by the Hospitality Industry (General) Award. - Check the official summary and award text to confirm coverage and exclusions. |
- Other awards may apply depending on the employer's industry and circumstances. - Check the Fair Work list of awards and the coverage terms of any potentially relevant award. |
| Coverage test (main activity & connection) | - Review the coverage clauses in the award and Fair Work's Restaurant Award summary. - Don't rely on table service, revenue mix or a venue label as a standalone test. - For labour-hire arrangements, check the award's coverage provisions and Fair Work guidance. |
- Review the coverage clauses in the award and Fair Work's Hospitality Award summary. - Check whether an exclusion or another award affects coverage. - For labour-hire arrangements, check the award's coverage provisions and Fair Work guidance. |
- Identify the employing entity and review the coverage clauses for the possible award. - If more than one award seems relevant, use Fair Work's Pay and Conditions Tool or seek advice. |
| Other awards and common exclusions | - Check the award's exclusions and the coverage rules for other potentially relevant awards before deciding it applies. | - Check the award's exclusions and the coverage rules for other potentially relevant awards before deciding it applies. | - A different award may apply depending on the employer's industry and activities. - Confirm coverage using Fair Work's award information and, where needed, the Pay and Conditions Tool. |
| When to seek expert help / borderline scenarios | - Seek advice if the employing entity, business activities or award exclusions make coverage unclear. - Prepare the entity details, business description, rosters and job descriptions. |
- Seek advice if the employing entity, business activities or award exclusions make coverage unclear. - Prepare the entity details, business description, rosters and job descriptions. |
- Get help if multiple awards may apply or the business has changed its activities or structure. - Have entity details, business activities, rosters and job descriptions ready for Fair Work or a workplace-relations adviser. |
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Check MA000119 coverage: Review the Restaurant Industry Award's coverage clauses and Fair Work's official summary.
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Check MA000009 coverage: Review the Hospitality Industry (General) Award's coverage clauses and Fair Work's official summary.
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For borderline cases: Use the Fair Work Pay and Conditions Tool or seek workplace-relations advice.
How do award classifications work?
Award classifications are the job levels defined in the Restaurant Industry Award 2020. They help determine minimum pay and depend on an employee's actual duties, skills and qualifications—not just their job title. Match each employee to the award's classification descriptions before setting up payroll, then review the classification when their duties change.
Classification Types by Role and Duties
| Classification | Typical Duties | Employment Status | Key Points |
|---|---|---|---|
| Food and Beverage Attendant (Grades 1–3) | Counter service, table service, clearing, basic food prep | Full-time, Part-time, Casual | Use the award's classification descriptions to check the required duties, skills and qualifications. |
| Kitchen Hand / Apprentice Cook (Grades 1–3) | Food prep, cooking support, cleaning, under supervision | Apprenticeship, Full-time, Part-time, Casual | Check the award and any applicable apprenticeship terms for classification and pay. |
| Cook Grade 1–3 (Tradesperson) | Food preparation, cooking, menu execution, kitchen standards | Full-time, Part-time, Casual | Compare the employee's duties and qualifications with the award's classification descriptions. |
| Senior Cook / Chef | Kitchen leadership, menu design, staff supervision (if applicable) | Full-time, Part-time, Casual | Check the classification provisions for the duties and responsibilities performed. |
| Liquor Service Employee | Bar service, drinks, liquor handling | Full-time, Part-time, Casual | Check the award for the relevant classification and any applicable allowances. |
| Junior Employee (under 21) | Any role performed by workers aged under 21 | Full-time, Part-time, Casual | Check the award's age-related pay provisions and any applicable exceptions. |
Employment Status Affects Cost
Casual loading is paid as an addition to the applicable minimum rate where the award provides for it. It does not automatically replace weekend or public holiday penalties, or overtime. Check the applicable award and employee's employment type before calculating pay.
Manager Compliance Checklist
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Write down the actual duties each employee performs, not just their job title.
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Compare those duties with the Restaurant Industry Award 2020 Classification Structure (Schedule A).
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Record relevant skills, qualifications and supervisory responsibilities, then check them against the Schedule A descriptions.
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Classify each employee before adding them to payroll; review the classification if their duties change.
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Retain pay records and duty descriptions in line with record-keeping requirements.
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Review classifications regularly, especially after promotions or changes to duties.
When in doubt, consult the award text directly or seek workplace-relations advice to reduce the risk of misclassification and backpay.
How can payroll stay compliant?
Payroll compliance with the Restaurant Award means confirming the correct award covers each employee, applying the right classification and current rates, calculating penalties and allowances accurately, and reconciling timesheets against payslips every pay cycle. Compliance can help protect cash flow: underpayments, wage corrections and emergency replacement shifts can disrupt budgets.
Monthly Payroll Audit Checklist
| Task | Check | When | Owner |
|---|---|---|---|
| Award coverage | Confirm MA000009 or MA000119 applies; flag fast-food, clubs or other potential awards | Start of payroll setup; annually | Payroll / HR |
| Employee classification | Match each role to actual duties performed and document the decision | Before adding an employee to payroll; after a promotion or duty change | Payroll / Manager |
| Rate updates | Load new rates into payroll; verify against the relevant Fair Work pay guide | When rates change; before the first affected pay run | Payroll |
| Penalty & allowance calculation | Check weekend rates, public holidays, late-night/early-morning premiums, overtime and allowances | Each pay cycle before payslips generate | Payroll |
| Time records | Ensure clock-in/out or timesheet matches the rostered shift; flag clocking errors promptly | Daily during shift; reconcile weekly | Manager |
| Payslips vs timesheets | Confirm payslip hours, rates, penalties and allowances match the approved timesheet | Before pay runs; sample-check regularly | Payroll / Manager |
Pre-Publication Roster Review
Before publishing a weekly or fortnightly roster, identify shifts that may have different pay conditions:
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Public holidays: Verify the applicable award rate, any relevant allowance and rostering rules. For related guidance on customer-facing holiday charges, see public holiday surcharges in Australia.
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Late closes & early opens: Check whether the award provides a penalty or allowance for the shift times.
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Split shifts: Confirm applicable break entitlements and how the award treats each shift.
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Projected overtime: Calculate projected hours and check when overtime applies under the award.
Review rosters early enough to allow time to adjust staffing or alert staff to pay implications.
Why Compliance Protects Cash Flow
Compliance helps reduce the risk of costly issues such as underpayment corrections, penalty-rate miscalculations across multiple employees and unplanned absences requiring emergency cover. Building regular checks into the payroll workflow is more manageable than correcting errors after they occur.
Read more: Rotating roster meaning and simple guide for Australian businesses
How can POS sales data help you plan labour costs without compromising award compliance?
Once you confirm the correct award, classification and rates, sales patterns can help inform staffing decisions without changing employees' legal entitlements. POS data may help managers review trading activity by service period and consider how future rosters can better match demand. It does not calculate award pay or replace payroll checks.
How should you use sales data to build a compliant roster?
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Forecast demand – Review available sales history by daypart (breakfast, lunch, dinner, late service) for the same day of the week and season.
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Build a compliant roster – Assign staff to match forecast demand, applying the correct award rates, penalties, allowances and break entitlements for each shift.
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Monitor trading activity – Review sales patterns during service, if available in your POS.
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Compare labour against revenue – Compare labour costs with sales for each service period, using verified payroll figures and sales records.
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Adjust future shifts – Use the pattern to inform next week's roster, maintaining suitable coverage while meeting all award obligations.
When reviewing the next roster, compare transaction and sales patterns for each service period with staff coverage, then check the applicable award conditions for every planned shift.
Hospitality Award Pay Rates FAQs
Q: Does casual loading replace weekend and public holiday penalty rates?
No. Casual loading does not automatically replace weekend, public holiday or overtime entitlements. Check the applicable award to determine how casual rates and any shift penalties apply together. Employers must calculate pay according to the employee's award, classification, employment type and shift conditions.
Q: How do you determine whether a venue falls under MA000009 or MA000119?
Check the employer's circumstances against the coverage clauses in the Hospitality Industry (General) Award (MA000009) and Restaurant Industry Award (MA000119), including the official Fair Work summaries. Do not rely on a venue's name or service model alone. If coverage is unclear, use Fair Work's Pay and Conditions Tool or seek workplace-relations advice.
Q: Can an employer classify restaurant staff based on their job title alone?
No. Classification should be based on the employee's actual duties and the applicable award's classification descriptions, including any relevant skill, qualification or responsibility requirements. Document the duties and check them against the award. Keep payroll records in line with record-keeping requirements.
Q: When do overtime penalty rates apply compared to ordinary weekend penalties?
Overtime and ordinary-hours weekend penalties are separate award conditions. Check the applicable award to determine when overtime begins and how it applies alongside any weekend rate. If a weekend shift extends beyond ordinary hours, use the award and current pay guide to calculate the entitlements for those additional hours.
Q: How can restaurant operators reduce labour costs without breaching award pay rates?
Use available POS sales information to inform staffing plans around trading demand, then check each roster against the applicable award. Scheduling efficiency can help manage labour costs, but it does not change employees' minimum rates, penalties, allowances or other entitlements.
