Quick Guide: How to Pay a Flat Rate

Published October 2021

In some industries, Employers find that flat rates are the best option when paying their employees. In fact, around half of Edwards HR’s clients pay some form of flat rate to some of their employees.

However, there is a lot people don’t realise about flat rates, so we have put together this Quick Guide to help you understand how flat rates work, your obligations and what you can do to ensure your employees are being paid properly.



A flat rate, sometimes called a ‘loaded’ rate or ‘all-up’ rate, is a rate of pay that includes the Award entitlements that would usually be payable separately. Examples of entitlements commonly built into flat rates include overtime, weekend penalty rates, some allowances and annual leave loading.


EXAMPLE: Let’s look at an example of an employee classified under level C12 of the Manufacturing and Associated Industries and Occupations Award, working a 12-hour shift (including a 30-minute unpaid break) from 6am to 6pm on a weekday. The minimum pay rate is $21.72 per hour and we are assuming that no allowances are payable.


Under the Award, they would be entitled to the following payments for working this shift:

  • First 7.6 hours at ordinary rate of $21.72 = $165.07

  • Next 3 hours at x150% = $97.74

  • Next 0.9 hours at 200% = $39.10

  • Total payable for the shift = $301.91


If we take the total payable and divide it by the number of hours worked (11.5), we end up with $26.25 per hour – This is the flat rate equivalent of the minimum Award entitlements.

The rate must be carefully calculated to include compensation for any and all entitlements you do not intend to pay as separate entitlements. It’s also important to check that the applicable Award or Registered Agreement allows those entitlements to be rolled in to a flat rate and that the arrangement results in the employee being better off than if no agreement were made. We discuss each of these points individually later in this guide.

Flat rate calculations are not a simple task and can be further complicated if the employee is not likely to work regular days and hours. Be sure to read on about the better off overall test below or contact the team at Edwards HR for assistance with getting your calculations right.



Flat rates can benefit both the employee and the employer.

By their nature, flat rates are higher than the Award rates, so for employees, this can be very appealing. In turn, this can lead to team members being more committed to the role and less likely to leave. This can also provide employers with a larger talent pool when recruiting new employees.


For many employers, flat rates often help to simplify the payroll process because you’re working with less pay types. Generally, it also becomes easier to manage your labour costs when quoting, scheduling and invoicing. This is because it is much simpler to work with a single labour cost that applies to all hours worked, compared with calculating overtime on various days of the week, shift loadings, different allowances and the like.


However, employers need to keep in mind that flat rates do come with on-going maintenance.

Here are some things to consider:

  • Minimum pay rates in Awards and Agreements change frequently (usually annually) and it is up to the employer to ensure the flat rate is reviewed and adjusted accordingly (if required), each time there is an increase to minimum rates in the relevant Awards or Agreement to ensure they remain better off.

  • Employers need to be aware of all minimum entitlements that apply to their employees and ensure the flat rate compensates for each of these (if you do not intend to pay them separately), while also accounting for the days and hours the employee is expected to work.

  • Employers must regularly review the hours worked by each employee to ensure that the flat rate paid covers all entitlements. If you are not adequately compensating employees for all the hours worked, including penalty rates, overtime etc., then you may be putting yourself at risk of underpayments and penalties from the Fair Work Ombudsman.



To pay a flat rate to an employee, the employer must ensure that the arrangement results in the employee being better off overall, than if the Agreement were not made. This simply means that the flat rate needs to include any other entitlements the employee would ordinarily receive under their Award or Agreement.


The more you try to roll into a flat rate, the more complicated it becomes to maintain compliance, particularly if the employee is not working consistent days and hours. We strongly recommend you seek advice about your circumstances to ensure you’re compliant from the beginning – this will also help with compliance into the future.


EXAMPLE: Following on from our first example, let’s look at a scenario where the employee would not be better off.

The employee has been working 12-hour shifts, with a 30-minute unpaid break as per our first example. However, when we first moved the employee to a flat rate, we only thought they would be working 10-hour shifts (with a 30-minute unpaid break).

Therefore, our calculation would have looked like this:

  • First 7.6 hours at ordinary rate of $21.72 = $165.07

  • Next 1.9 hours at x150% = $61.90

  • Total payable for the shift = $226.97

If we take the total payable and divide it by the number of hours worked (9.5), we end up with $23.89 per hour – This is the flat rate equivalent of the minimum Award entitlements.

If you chose to pay the minimum Award equivalent of $23.89 per hour based on the 10-hour shift calculation BUT the employee is actually working 12-hour shifts, then the employee is actually being underpaid because the calculation did not account for the additional overtime. In this example, they would have been underpaid $2.36 per hour.

Remember that in these examples, we have simply provided the Award equivalent flat rate, we have not made any adjustments to ensure the employee is better off.

You should complete your due diligence calculations often and be sure to correct any discrepancies. The team at Edwards HR can support you with all aspects of this.



Unless your Award or Agreement provides a flat/loaded schedule of rates (or similar), flat rates must be documented in an individual flexibility Agreement (IFA). An IFA is a written Agreement between one or a select group of employees to change certain terms outlined in their Award or Agreement that suits the needs of the employer and employee. This Agreement should be separate to the employees’ contract of employment.


It is the employer’s responsibility to ensure that the IFA results in the employee being better off overall, and that the employee will not be underpaid or miss out on any entitlements that they would ordinarily receive individually. You cannot introduce an IFA that will reduce the employee’s entitlements.


Every Award and Agreement contains a clause regarding ‘flexibility’ – be sure to check what applies to you before you act!


IMPORTANT NOTE: Most Awards will not allow you to enter into an IFA until the employee has commenced employment with your business. Be sure to check the flexibility clause of your Award or Agreement to find out what applies to your circumstances.


Get in touch with the Edwards HR team to have an IFA drafted to suit your needs.



An IFA can be used to change certain clauses in an Award or Registered Agreement. In this Guide, we focus on how to pay a flat rate by utilizing the ‘flexibility’ provisions of an Award or Agreement, but they can also be used for other purposes.



In an IFA you can vary the following clauses from an Award:

  • Arrangements for when work is performed, eg., working hours;

  • Overtime rates;

  • Penalty rates;

  • Allowances;

  • Leave loading.

Registered Agreements

You can find out which clauses can be varied in the flexibility clause of the registered Agreement.

For more information about IFA and how to implement them in your workplace, click here to read the Fair Work Ombudsman Use of Individual Flexibility Arrangements Best Practice Guide.



An employer or employee can request to have an IFA. Both parties need to agree to the arrangement and sign the document which will become legally binding.

Remember, the employee and employer must genuinely make the agreement without duress or coercion.



To end an IFA, it must be agreed between the employer and employee and documented in writing. This can usually be done at any time if both parties agree.

An IFA can also be cancelled by one party as long as the appropriate notice is given:

  • If the IFA was made under an award – 13 weeks’ notice required to the other party.

  • If the IFA was made under a registered Agreement – refer to the registered Agreement as this will tell you how much notice is required. The notice period under a registered Agreement cannot be anymore than 28 days.


Flat rates are used by many businesses for many reasons, but to ensure you’re meeting your employer compliance obligations, there are several risks you need to manage and actions you need to take along the way.

Clauses between Awards and Registered Agreements can vary, so we recommend that you check what applies to you before entering into any arrangement with your employees.

Every day, Edwards HR supports businesses with wage compliance, auditing and drafting IFA’s that are both cost effective and tailored specifically to your business.

Contact us today to find out how we can support your business.

Emma Edwards – 0459 818 011 or emma@edwardshr.com.au

Lois Alford – 0497 497 342 or lois@edwardshr.com.au

Jill Kirkpatrick – 07 3568 0866 or jill@edwardshr.com.au

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