Managing compliance in a hair and beauty business requires attention to detail.
Here are six critical award conditions that need careful consideration.
And if you download our eBook, you’ll get access to a BONUS checklist, classification tables and more.
Disclaimer: Please note that every effort has been made to ensure that the information provided in this guide is accurate. You should note, however, that the information is intended as a guide only, providing an overview of general information available. This guide is not intended to be an exhaustive source of information and should not be seen to constitute legal or tax advice. You should, where necessary, seek a second professional opinion for any legal or tax issues raised in your business affairs.
1. Right to Disconnect
- Communication outside work hours
- On-call arrangements
- Annual leave disconnection rights
Small businesses have until August 26, 2025, to implement these changes. Employers must establish clear protocols for urgent communications and ensure staff can genuinely disconnect from work.
2. Break Requirements
|
Break Type |
When Required |
Duration |
|---|---|---|
|
Rest Break |
After 4 hours |
10 minutes |
|
Meal Break |
After 5 hours |
30-60 minutes |
|
Between Shifts |
After each shift |
12 hours |
Failing to provide these breaks can result in penalty payments and compliance issues.
3. Tool and Equipment Provisions
The award contains specific requirements about tools and equipment:
- Weekly tool allowance for staff using their own equipment
- Employer must reimburse costs of necessary electrical equipment
- Allowance continues during all forms of paid leave
- Clear documentation is required for all equipment arrangements
4. Excessive Annual Leave Management
- Both parties must discuss reducing the balance
- Employers can direct leave to be taken with proper notice
- Employees can request to take leave after 6 months of excessive accrual
- Minimum 6 weeks' leave must remain after any direction
- Written agreements are required for all arrangements
5. Saturday and Sunday Work
Saturday Work
- 133% between 7:00 am and 6:00 pm
- Minimum 3-hour engagement
- Written agreement required for regular weekend work
Sunday Work
- 200% between 10:00 am and 5:00 pm
- Limited to specific trading hours
- Additional restrictions for certain classifications
6. Moving Expenses
When transferring employees between locations:
- Full cost coverage required for employee relocation
- Includes immediate family members
- Transport and accommodation costs
- Clear documentation of all expenses
- Written agreement before transfer
Key Takeaways
- Implement right-to-disconnect policies before the 2024 deadline
- Create break schedules that comply with award requirements
- Document all tool and equipment arrangements
- Manage excessive leave proactively
- Calculate weekend rates correctly
- Cover all costs for employee transfers
- Keep comprehensive records of all arrangements
Automating Award Compliance with Payroll Software
Pay Cat offers specialised solutions for the hair and beauty industry, helping you maintain compliance while reducing administrative burdens.
Contact Pay Cat today to see how automation can simplify your award compliance.
