The article provides guidelines about when to use the different work types and tags included as part of the pre-built Hair and Beauty Industry Award package. For further information about the Hair and Beauty Industry Award, refer to Hair and Beauty Industry Award.
Key updates
Select the current financial year tab to see award updates for the 2023/24 financial year, while all previous updates before this time you can find in the historical financial years tab.
Current financial year
August 2023
1st
From 1 August, all employees are entitled to 10 days of paid family and domestic violence leave each year. The (Unpaid) Family and Domestic Violence Leave configuration settings under awards have been updated - the leave category is disabled from award leave allowance templates, and the work type is not enabled automatically for all employees. Please ensure that employees no longer use the unpaid leave category or work type.
July 20231st
We have updated the award to reflect the Fair Work Commission’s National Minimum Wage increase detailed in the Annual Wage Review 2022-23 decision and also includes updates to expense-related allowances. You can find information on the Determinations here and here.
These changes come into effect from the first full pay period on or after the 1st July 2023. Please install these updates after you have finalised your last pay run before the first full pay period beginning on or after the 1st July 2023.
Historical financial years
May 2023
We have updated the award to reflect the variation on the Commission’s own motion –four yearly review of modern awards –award-specific penalty rate claims –Hair and Beauty Industry Award 2020 –weekend penalty rates for casual employees –implementation of transitional rates –Schedule B.
We have incurred the loading amount on three pay categories, Casual - Saturday Ordinary, Casual - Sunday, and Casual - Overtime - Sunday. You can find more information here. Please install these updates after you have finalised your last pay run before the first full pay period beginning on or after the 30th of April 2023.
April 2023
We have updated the Hair and Beauty Award Permanent pay conditions rule set to reflect a new enhancement which will calculate the higher of annual leave loading or penalties based on the entire leave period, aligning with Fair Work calculation.
December 2022
We have updated the award to reflect the third rate increase as part of the phased-in implementation of weekend penalty rates for casual employees. We have increased the loading value on two pay categories, Casual - Saturday Ordinary and Casual - Sunday. You can find more information here. Please install these updates after you have finalised your last pay run before the first full pay period beginning on or after 31st December 2022.
November 2022We have updated the Hair and Beauty Award Casual rule set to make sure Sunday penalty rates are applied to any hours worked within or outside the Sunday span of hours.
July 2022We have updated the award to reflect the Fair Work Commission’s National Minimum Wage increase detailed in the Annual Wage Review 2021-22 decision. It also includes updates to expense-related allowances. You can find information on the Determinations here and here.
These changes come into effect from the first full pay period on or after 1st July 2022. Please install these updates after you have finalised your last pay run before the first full pay period beginning on or after 1st July 2022. We have also disabled unpaid Pandemic Leave as this entitlement has now expired within this award. You can find additional information on the Fair Work Australia website.
April 2022
We have updated the award to reflect the second rate increase as part of the phased-in implementation of weekend penalty rates for casual employees. We have also increased the loading value on two pay categories, Casual - Saturday Ordinary and Casual - Sunday. You can find more information here. Please install these updates after you have finalised your last pay run before the first full pay period beginning on or after 30th April 2022.
February 2022
We have updated the Hair and Beauty Award Permanent rule set to make sure the maximum daily engagement rules apply correctly when an employee works more than five days a week. We have also updated the Hair and Beauty Award Permanent rule set to make sure period overtime calculates correctly.
January 2022We have updated the award to reflect the first rate increase as part of the phased-in implementation of weekend penalty rates for casual employees. We have also increased the loading value on two pay categories, Casual - Saturday Ordinary and Casual - Sunday. You can find more information here.
We have updated the award to reflect changes to overtime entitlements for full-time and part-time employees. The permanent rule set has been updated to apply overtime where an employee works more than nine hours on any day, provided they may also work one 10.5 ordinary hour day per week. We also have created a tag called Agreed second 10.5 hour day, that you assign to an employee where it has been mutually agreed that the employee may work a second 10.5 ordinary hour day per week. You can find more information here.
Please install these updates after you have finalised your last pay run before the first full pay period beginning on or after 31st January 2022. We have also updated the Unpaid Pandemic Leave pay category and it now counts as service for entitlements under awards and the National Employment Standards. If any staff have used this category previously, please adjust their Annual, Personal, and Long Service Leave balances for any period of unpaid pandemic leave previously taken.
November 2021We have updated the award in line with the Australian Tax Office (ATO) requirements for Single Touch Payroll (STP) Phase two reporting. We now disaggregate the reporting of gross earnings into distinguishable categories. We have also updated the Pay Category payment classifications in line with the ATO specification categories found here.
We have updated the award to reflect the Fair Work Commission’s National Minimum Wage increase of 2.5% detailed in the Annual Wage Review 2020-21 decision. It also includes updates to expense-related allowances. You can find information on the Determinations here and here. These changes come into effect from the first full pay period on or after 1st November 2021. Please install these updates after you you have finalised your last pay run before the first full pay period beginning on or after 1st November 2021.
August 2021We have updated the award to include penalties for casual employees working ordinary hours outside the normal span of hours. We will now pay for hours worked before 7:00am or after 9:00pm Monday - Friday at a loading value of 150%. We will pay for hours worked before 7:00am or after 6:00pm on a Saturday at 150%.
We have made updates to the Unpaid Pandemic Leave allowance Templates so that the balance displays in weeks instead of hours in line with the Fair Work Commission's guidelines.
Once you install the award update, all employees' Unpaid Pandemic leave balances will display in weeks, not hours. It will mean that an employee’s balance may now show as 76 weeks.
We have also made updates to the Leave Category Family and Domestic Violence Leave, so that the balance displays in days instead of hours in line with the National Employment Standards. Once you install the update, all employee’s Family and Domestic Leave (FDV) balances will display in days, not hours. It will mean that an employee’s balance may now show as 38 days.
July 2021We have made this update to make sure that any new installs of this award conducted since 1st July now capture the Super Guarnatte (SG) increase from 9.5% to 10% for all pay categories. If you have installed this award between 1st July 2021 to 8th July 2021 for the first time, please make sure you select the No option to Preserve Custom Pay Categories question. If you were using this award before 1st July 2021, then you do not need to select the No option. We have also updated the Award and added new Employment Agreements for part-time apprentices.
May 2021We have updated the award pay rate templates to make sure that the legislated superannuation guarantee (SG) rate will increase automatically from 9.5% to 10% effective from 1st July 2021. Please make sure you install this update before 1st July 2021 for this change to take effect.
What does this mean? Any pay run with a date paid on or from 1st July 2021 will automatically calculate SG at 10% of OTE. Additionally, on the 1st of July, we will update references to 9.5% on all applicable pages in the payroll platform. For more information, including any exclusions, check out this article from the ATO.
February 2021We have updated the rounding of $0.01 for some linked pay categories in line with the new pay rate changes effective as of 1st February 2021. If you have not updated the new pay rates yet, do not install this update until you have finalised your last pay run before the first full pay period beginning on or after 1st February 2021.
We have updated the Hair and Beauty Casual pay conditions rule sets to provide overtime paid past 5:00pm on a Sunday. We have also updated the Award, as part of Group three Awards, to reflect the Fair Work Commission’s National Minimum Wage increase of 1.75% detailed in the Annual Wage Review 2019-20 decision. It also includes updates to expense-related allowances. You can find Information on the Determinations here here.
These changes come into effect from the first full pay period on or after 1st February 2021. Please install these updates after you have finalised your last pay run before the first full pay period beginning on or after 1st February 2021.
November 2020We have updated the award to remove rates for casual employees working outside the span of hours.
August 2020We have updated the award to reflect the High Court's decision on the accrual of personal/carer's leave, which overturns the decision made by the Full Federal Court of Australia. With personal/carer's leave calculated on working days, not hours. You can find information on the decision here.
As such, we have removed the Personal/Carer's (10 days) Leave Allowance Templates and updated associated Employment Agreements. Please note, this update will not remove any of the above from a business where you installed the award before 25th August 2020. However, any new award installs from 25th August 2020 will not display personal/carer's (10 days) leave details.
June 2020We have updated the award pay rate templates to reflect the Australian Taxation Office's decision to increase the cents per kilometre rate for work-related car expense deductions to 72 cents per kilometre. The new rate applies from the first paid date in the 2020-21 financial year.
April 2020We have updated the award to reflect changes made as part of the Fair Work Decision around flexibility during coronavirus. The new schedule allows employees to take up to two weeks of unpaid pandemic leave. We have created anew pay category (Unpaid Pandemic Leave Taken), leave category, and work type (Unpaid Pandemic Leave). Also, we have updated the rule sets where necessary, to include/exclude the work type and leave category to some pay conditions.
Further, we have updated the the Leave Allowance Templates to make sure this new leave category is enabled and is now accessible for employees to take this leave when required. Lastly, under this new schedule employees can take up to twice as much annual leave at a proportionally reduced rate if their employer agrees. You will need to manually adjust the employee's pay rate and leave balance to half in each pay run for the period of leave.
February 2020Due to recent changes to the interpretation of personal/carer's leave accrual under the National Employment Standards, we have made updates to the setup of the Award. You can find further information here.
We have created a new Leave Category called Personal/Carer's (10 days) Leave. Also, we created a new Leave Allowance Templates (LATs) specific to 10 days accrual per year for each state. Lastly, we have updated, any rules impacted by Personal/Carer's Leave with the new leave category.
December 2019We have updated the pay rate templates to remove the 9.5% super rate on the tool allowance.
July 2019We have made a rounding update for the Casual Pay Rate Templates.
June 2019We have updated the Award to reflect the Fair Work Commission’s National Minimum Wage increase of 3% from its Annual Wage Review 2018-19 decision. It also includes updates to expense-related allowances. You can find information on the Determinations here and here.
These changes come into effect from the first full pay period on or after 1st July 2019. Please install these updates after you have finalised your last pay run before the first full pay period beginning on or after 1st July 2019.
December 2018The setup of the Payroll Tax Exempt field in Payroll Settings Pay Categories page replicates the Pay as You Go (PAYG) Exempt field rather than creating a unique identity; when installed in your business settings. We have carried out an audit across the platform and we have resolved this issue with this update.
August 2018Allowance rate update for Kilometre Allowance - Car (above and below ATO limit). You can find further information on the ATO. We have updated the award to reflect changes made as part of the Fair Work Decision four-year review of modern awards. You can find the determination here. Family and Domestic Violence leave applies from the first full pay period on or after 1st August 2018. You can find further information on the Fair Work site.
Employees, including part-time and casual employees, are entitled to 5 days of unpaid family and domestic violence leave each year of their employment. The five days renew every 12 months of their employment, but the balance does not accumulate if they do not use the full leave balance.
We have created a new leave category Family and Domestic Violence Leave and a new Work Type - Family and Domestic Violence Leave taken. We have also updated the Leave Allowance Templates and update. any impacted rule conditions.
Installing the pre-built award package
For details on how to install and configure this pre-built award template, please review the detailed help article. While we make every effort to provide a high-quality service, we do not accept responsibility for, guarantee, or warrant the accuracy, completeness, or up-to-date nature of the service. Users should carefully evaluate the accuracy, currency, completeness, and relevance of the information for their purposes, and should obtain any appropriate professional advice relevant to their particular circumstances.
Work types
Annual leave
Choose this work type when permanent employees take annual leave.
Compassionate leave
Choose this work type when permanent employees take compassionate leave.
First aid allowance
Choose this work type if the employee is the holder of a current recognised first aid qualification and is appointed by the employer to perform first aid duty. A weekly allowance will be paid when this work type is selected.
Manager allowance
Choose this work type where an employee is in charge of a hair and/or beauty establishment for a full week. A weekly allowance will be paid when this work type is selected.
OT meal allowance (less than 4 OT hrs)
Choose this work type when a permanent employee is required to work more than one hour of overtime but less than 4 hours after the employee's ordinary end time without being notified 24 hours earlier and is not supplied with a meal.
OT meal allowance (4+ OT hrs)
Choose this work type when a permanent employee is required to work more than 4 overtime hours after the employee's ordinary end time without being notified 24 hours earlier and is not supplied with a meal.
Personal/carer's leave
Choose this work type when permanent employees have taken sick leave or carer’s leave.
Public holiday not worked
Choose this work type where employees are not required to work on a gazetted public holiday that they would have otherwise worked had it not been a public holiday
Rostered day off worked
Choose this work type where an employee is required to work on their rostered day off. Such time will be paid at double time with a minimum payment of four hours.
Time off in lieu of overtime
Choose this work type if the employee elects to accrue time in lieu rather than be paid for any overtime for this shift.
Time in lieu taken
Choose this work type when time in lieu is taken.
Transport allowance
Choose this work type to record the number of kilometres an employee has travelled using their own motor vehicle in the performance of their duties.
Tool allowance
Choose this work type where an employee is required to use their own tools in the performance of their duties. A weekly allowance will be paid when this work type is selected.
Unpaid leave
Choose this work type when unpaid leave is taken.
Tags
7 day shift workerAssign this tag if the employee is employed as a seven day shift worker who is regularly rostered to work on Sundays and public holidays for the purpose of accruing an additional 1 week of annual leave.
Agreed second 10.5hr day
Assign this tag if, by mutual agreement, an employee can work up to two 10.5 ordinary days per week (refer clause 28.3).
First aider
Assign this tag to an employee who has been trained to render first aid and who is the current holder of appropriate first aid qualifications and is permanently appointed to perform first aid duties. If this tag is assigned to an employee, you do not need to choose the work type First Aid Allowance.
Manager allowance
Assign this tag to an employee who is permanently in charge of a hair and/or beauty establishment. If this tag is assigned to an employee, you do not need to choose the work type Manager Allowance.
Time off in lieu
Assign this tag if the employee elects to always accrue time in lieu rather than be paid overtime.
Tool allowance
Assign this tag to an employee who is permanently required to use their own tools in the performance of their duties. If this tag is assigned to an employee, you do not need to choose the work type Tool Allowance.