Restaurant Industry Award: Pay Rates & Key Rules (2026)
The restaurant industry award sets minimum pay and conditions for most restaurant and catering staff in the national system, and modern award minimum rates rose 4.75% from the first full pay period starting on or after 1 July 2026. Your rate depends on your classification, age, employment type and the hours you work, including evenings, weekends and public holidays.
Check the Fair Work Ombudsman pay guide for the current dollar figure. This guide explains how the pieces fit together so you can check a payslip or build a roster.
Restaurant industry award: rates and rules
The table sets out how pay under the award is built. Where the award sets a dollar rate, take it from the Fair Work Ombudsman pay guide, since it changes each 1 July.
| Item | What the rule is | Where to confirm it |
|---|---|---|
| Award minimum rates | Rose 4.75% from the first full pay period starting on or after 1 July 2026 | Fair Work Ombudsman pay guide |
| Classification | Each employee sits at a level based on duties and skills, such as food and beverage attendant, cook or supervisor, and each level has its own hourly rate | Pay guide, classification section |
| Junior rates | Workers under the adult age are paid a percentage of the adult rate, based on their age | Pay guide, junior rates section |
| Casual loading | 25% on top of the base rate, paid in place of paid annual and personal leave | Pay guide, casual section |
| Penalty rates | Higher pay for late nights, weekends, public holidays and overtime, at percentages set by the award | Pay guide, penalty rates section |
| Allowances | Extra payments for items such as split shifts, uniforms or tools, where the award lists them | Pay guide, allowances section |
| Floor for award-free casuals | At least $33.05 per hour from 1 July 2026, which includes the 25% loading | Fair Work Ombudsman minimum wage page |
A Saturday dinner service is when the penalty column matters most, because a roster that looks cheap on paper changes once weekend rates apply.
Who the restaurant industry award covers
Coverage depends on the work and the employer, not only the job title. An enterprise agreement can replace the award for a particular business, and NSW state public sector staff sit in the state system.
| Employment type | How pay works under the award | Key check |
|---|---|---|
| Full-time | Base rate for the classification, with 38 ordinary hours per week plus reasonable additional hours | Rostered hours and overtime rules |
| Part-time | Same base rate for agreed regular hours, with leave pro rata | Agreed hours and minimum engagement in the award |
| Casual | Base rate plus a 25% loading, with no paid annual or personal leave | Loading shown on the payslip and conversion rights after 6 months |
| Junior | A percentage of the adult rate for the worker's age | Correct age bracket in the pay guide |
| Apprentice or trainee | Paid under the award's apprentice or trainee provisions, where they apply, such as for cooks | Stage of training and the pay guide |
Casuals who cover lunch at one venue and dinner at another in the same week should have the same classification and loading at both.
How to calculate pay under the restaurant industry award
Start from the pay guide and add each loading in the order the award sets out. Never guess a rate from a job ad or an old payslip.
- Find the classification and age bracket for the worker in the Fair Work Ombudsman pay guide.
- Take the base hourly rate that applies from the latest 1 July increase.
- For a casual, add the 25% casual loading to that base rate.
- Check whether the shift falls in a penalty period such as late night, weekend or public holiday, and apply the award's percentage.
- Multiply by the paid hours, then add any allowance the award lists for that shift.
- Check the total is not below the safety net for award-free workers, then record it on the payslip.
Worked example of the loading: the national minimum wage is $26.44 per hour from 1 July 2026, and the 25% casual loading brings it to $33.05 per hour. Award rates are higher or different, so use your own pay guide figure in step two.
Employer obligations under the restaurant industry award
Paying the right rate is one part of the job. Run this checklist on every pay cycle.
- Pay at least the pay guide rate for each worker's classification and age, and update rates after each 1 July increase.
- Give each worker a payslip within 1 working day of payday, with the loading and penalty amounts shown separately.
- Keep time and wage records for 7 years so you can respond to a Fair Work Ombudsman inquiry.
- Report payroll information to the ATO through Single Touch Payroll on or before each payday.
- Pay super at 12% of ordinary time earnings for 2026-27, and make sure it reaches the fund within 7 business days of payday.
- Give new casuals the Casual Employment Information Statement and answer conversion requests after 6 months, or 12 months for a small business.
A payroll cut-off just before a public holiday weekend is where many holiday rate errors creep in, so check the run before you lock it.
Worker rights if you are underpaid under the restaurant industry award
Underpayment often follows a 1 July rate change that was never loaded into payroll. You can act without a lawyer.
- Compare your payslip to the Fair Work Ombudsman pay guide for your classification, age and employment type.
- Write down the dates, hours and amounts that look wrong, using your roster, messages or tip-off sheets as evidence.
- Raise the issue with your employer in writing and ask for a reply by a set date.
- If it is not fixed, contact the Fair Work Ombudsman on 13 13 94 for free help.
- Keep copies of payslips and rosters, since employers must hold records for 7 years.
Common restaurant industry award mistakes to avoid
- Using last year's rate after the 4.75% increase from 1 July 2026, which leaves staff underpaid until payroll is corrected and back-paid.
- Paying casuals a flat hourly figure with no visible 25% loading, so staff cannot check the payslip against the pay guide.
- Treating tips, a free meal or flexible rosters as a substitute for award wages, penalty rates or allowances.
- Applying the wrong age bracket for a junior, especially after a birthday falls partway through a pay period.
- Assuming the national minimum wage applies when an award covers the role and sets higher minimum rates.
- Calling a regular worker a contractor or unpaid trial worker to save costs, which can be illegal if the real arrangement is employment.
Restaurant industry award FAQ
Where do I find the restaurant industry award pay rates?
The Fair Work Ombudsman publishes a free pay guide for each award at fairwork.gov.au. Pick the award, then your classification and age, and the guide lists base rates, loadings, penalties and allowances. You can also call the Fair Work Infoline on 13 13 94 if the guide is unclear.
What is the casual rate under the restaurant industry award?
Casuals receive the base rate for their classification plus a 25% loading, then penalty rates for late nights, weekends and public holidays where they apply. The dollar figure is in the pay guide. Award-free casuals on the national minimum wage get at least $33.05 per hour from 1 July 2026.
When did the restaurant industry award pay rise take effect?
Modern award minimum rates rose 4.75% from the first full pay period starting on or after 1 July 2026. The start date of your pay period therefore matters. If your pay period began before 1 July, the increase applies from the next pay period.
Is super paid on top of restaurant industry award wages?
Yes, super is paid on top of wages at 12% of ordinary time earnings for 2026-27. From 1 July 2026 it must be paid at the same time as wages and reach your fund within 7 business days of payday. Compare your payslip with your fund statement.
Getting restaurant industry award pay right
This is general information, not legal, tax or financial advice, so check the Fair Work Ombudsman, the ATO or an employment lawyer for your situation. For the wider picture, read our guide to modern awards explained.
If you are a host employer who wants staff supplied on the right award and paid correctly, we can help. Visit our host employer labour hire page to talk to us.