More Award Pay Rate Increases – Nov 2021

Published October 2021

In June 2021, the Fair Work Commission announced a 2.5% increase to the National Minimum Wage and Award wages. It was also announced that these increases will occur over a 3 stage rollout, with the first rollout taking place on the 1st July and the second rollout taking place on the 1st September.

We are now a few weeks out from the final rollout which takes effect from the 1st November 2021. It is important that Employers are aware that these increases take effect from the first full pay period commencing on or after the dates listed.

The minimum rates in each of the Modern Awards listed below will increase from the 1st November 2021:

  • Air Pilots Award

  • Aircraft Cabin Crew Award

  • Airline Operations – Ground Staff Award

  • Airport Employees Award

  • Airservices Australia Enterprise Award

  • Alpine Resorts Award

  • Amusement, Events and Recreation Award

  • Dry Cleaning and Laundry Industry Award

  • Fitness Industry Award

  • Hair and Beauty Industry Award

  • Hospitality Industry (General) Award

  • Live Performance Award

  • Mannequins and Models Award

  • Marine Tourism and Charter Vessels Award

  • Nursery Award

  • Racing Clubs Events Award

  • Racing Industry Ground Maintenance Award

  • Registered and Licensed Clubs Award

  • Restaurant Industry Award

  • SportingOrganisationsAward

  • Travelling Shows Award

  • Wine Industry Award

The full Fair Work Ombudsman Announcement can be found here.



  1. If your employees are covered by an impacted Award, familiarise yourself with the new rates then ensure any necessary changes are passed on by the first full pay period starting on or after 1 November 2021. If your award is not listed here, its increase took effect in either July or September 2021.

  2. Now is also a good time to check that each employee is correctly classified under the Award level/classification applicable for the work they perform and is receiving any applicable allowances.

  3. Any changes to employment details or entitlements should be confirmed in writing for each employee.




Wage compliance is a significant area of focus for the Fair Work Commission so it’s important you get it right. There are heavy penalties and costly backpay obligations that may result if employers do not act on these changes.

You can read about how to pay employees properly in our Quick Guide here.


If you currently pay above the award minimum rate, we recommend checking the new (increased) pay rates and ensuring the current pay rate for each employee is still at or above the new minimum.

You are not required to increase your pay rates if they remain the same as or better than the new minimum rates.



Some allowances will also be impacted by the increases. Where an allowance is expressed as a percentage of the ‘standard’ rate (which is linked to the wage of a particular classification in the Award) or considered an ‘all purpose allowance’, these allowances will generally increase in line with the ‘standard rate’.

You should check the allowances applicable to your team once the Fair Work Commission has updated the Awards and pay guides, and also check that any applicable superannuation is calculating correctly on these amounts.



Employers should undertake a review of their enterprise agreement rates to ensure the Award rates don’t ‘leapfrog’ the enterprise agreement rates. Where they fall behind, EA rates should be increased to (at least) match the new Award minimum rates.


Employers who have committed to annual wage increases in their Enterprise Agreements should also review these provisions.



If you pay any employees a flat rate or have an Individual Flexibility Arrangement in place, you should ensure the employee/s remain better off overall when compared to the new minimum rates and allowances. We recommend undertaking an assessment of each arrangement to ensure compliance.


Read more about flat rates and IFA’s in our Quick Guide here.



Employees paid annual salaries may be impacted in different ways depending, for example, on whether they are:

  • Covered by an Award or EA;

  • Award free;

  • Covered by an Award containing ‘annualised wage’ provisions.

We recommend reviewing the above, along with individual employee circumstances to ensure compliance.



Wage compliance is a significant area of focus for the Fair Work Ombudsman so it’s important you get it right. Unfortunately, it’s also complicated, tedious and time consuming so let us help you!

Contact the Edwards HR team to understand how this decision may impact your business or to discuss how we can look after your wage assessment compliance needs.

To find out more about where the Fair Work Ombudsman is focusing its efforts, you can find out more in this employer update.

As always, the team at Edwards HR are here to answer your questions and provide support across all areas of HR.

Book a Free Consultation

Free 30-minute HR consultation and a review of your existing employment agreement,
with our no-obligation recommendations.