Fitness Industry Award Guide [MA000094]

Fitness Industry Award Guide [MA000094]

Table of content

  1. What is Fitness Industry Award?
  2. Who is entitled to Fitness Industry Award?
  3. How are the hours of work arranged in Fitness Industry Award?
  4. How are wages and allowances calculated in the Fitness Industry Award?
  5. How is the leave managed in Fitness Industry Award?
  6. How can Workstem assist you?

This blog is only the summary of the Fitness Industry Award. Please check the full version on Fair Work Fitness Industry Award [MA000094].

What is Fitness Industry Award?

Award is an industrial instrument that sets out the minimum terms and conditions of employment for a group of employees in a particular industry or occupation.

The Fitness Industry Award outlines the terms and conditions of employment for employees working in roles such as fitness instructors, personal trainers, gym instructors, and other related positions within the fitness industry. It covers aspects like minimum wages, working hours, overtime, penalty rates, leave entitlements, and other employment conditions.

Who is entitled to Fitness Industry Award?

Coverage

The fitness industry means the operation or provision of:

  • fitness centres;
  • fitness services or classes;
  • group fitness organisations;
  • weight loss/control centres;
  • aquatic centres;
  • aquatic services or classes;
  • indoor sports centres;
  • golf driving ranges;
  • dance centres;
  • martial arts centres;
  • recreational camps;
  • tennis clubs and centres;
  • tennis coaching or classes; and
  • gymnastic services, activities or classes.

This award does not cover employers or employees covered by the following awards:

  • the Amusement, Events and Recreation Award 2020;
  • the Children’s Services Award 2010;
  • the Cleaning Services Award 2020;
  • the Hospitality Industry (General) Award 2020;
  • the Local Government Industry Award 2020;
  • the Registered and Licensed Clubs Award 2020; or
  • the Security Services Industry Award 2020.

Types of employment

An employee covered by this award must be one of the following:

  • a full-time employee (An employee who is engaged to work an average of 38 hours per week.);or
  • a part-time employee (An employee who is engaged to work fewer than 38 hours per week on a regular basis. An employer is required to roster a part-time employee for a minimum of 3 consecutive hours on a shift or a minimum of 3 hours, exclusive of meal breaks, on a broken shift.);or
  • a casual employee (An employee who is engaged on an irregular or intermittent basis, with no expectation of ongoing employment.).

How are the hours of work arranged in Fitness Industry Award?

Regarding hours of work, the award establishes standard working hours and provides guidelines for ordinary hours, RDO, breaks, etc.

Hours of work

Ordinary hours may be worked over any 5 days of the week, between the hours of:

  • 5.00 am and 11.00 pm, Monday to Friday
  • 6.00 am and 9.00 pm, Saturday and Sunday

The ordinary hours of work for an employee must not exceed 10 hours on any one day.

Rostered days off (RDO)

An employee may elect, with the consent of the employer, to:

  • take a RDO at any time;
  • take RDOs in part day amounts; and/or
  • accrue some or all RDOs for the purpose of creating a bank to be drawn on by the employee at a time mutually agreed between the employer and the employee.

Breaks

Unpaid meal break between 30 minutes and 60 minutes no later than 5 hours after commencing work and 5 hours after the resumption of work from a previous meal break

An employee required to work through a meal break must be paid 200% of the minimum hourly rate for all time so worked until a meal break is allowed.

Paid rest break a paid 10 minute rest break between:

  • their time of commencing work and their meal break; and
  • their meal break and their time of ceasing work for the day.

A casual employee who works 3 hours or less per shift is not entitled to a paid rest break.

How are wages and allowances calculated in the Fitness Industry Award?

In the Fitness Industry Award, wages and allowances are calculated based on several factors outlined within the award.

Minimum rates

Adult employee minimum rates

Employee classification level Minimum weekly rate

(full-time employee)

Minimum hourly rate
Level 1 859.30 22.61
Level 2 882.80 23.23
Level 3 945.00 24.87
Level 3A 995.00 26.18
Level 4 1035.90 27.26
Level 4A 1085.60 28.57
Level 5 1144.30 30.11
Level 6 1134.40 29.85
Level 7 1178.60 31.02

*For more information about minimum rates, please refer to the complete version of Fair Work.

Overtime rates

% of the minimum hourly rate
Monday to Saturday first 2 hours 150%
after 2 hours 200%
Sunday 200%
Public holiday 250%

Penalty rates

A full-time or part-time employee must be paid at the following rates for all ordinary hours worked:

% of the minimum hourly rate
Saturday 125%
Sunday 150%
Public holiday 250%

Allowances

Wage-related allowances

Leading hands and supervisors An employee at classification Level 4A or below in charge of the following number of employees must be paid:

  • $28.35 per week if in charge of 1 to 5 employees
  • $38.75 per week if in charge of 6 to 10 employees
  • $51.98 per week if in charge of more than 10 employees
Broken shift allowance $16.07 extra per day and for excess fares an expense-related allowance of $2.05 per day
First aid allowance $3.02 extra per day

Expense-related allowances

Meal allowance $13.69 if working overtime for more than 1.5 hours immediately after their ordinary hours of work unless the employer provides a meal
Vehicle allowance
  • $0.95 per kilometre travelled if uses their own motor vehicle
  • $0.31 per kilometre travelled if uses their own motorcycle
Uniforms and protective clothing Reimburse
Travelling time and fares Reimburse
Sleepover allowance Sleepover means a continuous period of 8 hours during which an employee is required to sleep at the workplace and be available to deal with any urgent situation which cannot be dealt with by another employee or be dealt with after the end of the sleepover period.

  • 3 hours’ payment at the employee’s ordinary rate of pay if up to 2 hours’ duration during the sleepover period.
  • Any necessary work in excess of 2 hours during the sleepover period must be compensated at overtime rates in addition to the sleepover allowance.

How is the leave managed in Fitness Industry Award?

For the complete version of leave entitlement, you may refer to NES.

Annual Leave

Annual leave is provided for in the NES. It does not apply to casual employees.

During a period of paid annual leave, an employer must pay an employee an additional payment for the employee’s ordinary hours of work. The additional payment is payable on leave accrued.

For an employee who would have worked on day work only or worked on shiftwork had they not been on leave, the additional payment is the greater of:

  • 17.5% of the minimum hourly rate for the employee’s ordinary hours of work in the period; or
  • The minimum hourly rate for the employee’s ordinary hours of work in the period inclusive of shift weekend penalty rates as specified.

Personal Leave

Casual employees are entitled to be absent from work to care for a person who requires care or support because of:

  • illness or an injury;or
  • an emergency

but they’re not entitled to be paid for time away from work.

Public holidays

An employer must pay an employee who works on a public holiday or on a day that is substituted for a public holiday at the public holiday penalty rate set out in penalty rates.

A full-time or part-time employee must be paid at the rate of 250% of the minimum hourly rate for all hours worked on a public holiday. An employee required to work on a public holiday must be engaged or be paid for at least 4 hours’ work.

How can Workstem assist you?

Workstem is a one-stop payroll & HR platform that has an award interpretation module to assist fitness industry award employers in several ways. We understand the various provisions of the fitness industry award and stay in compliance with Fair Work requirements, the customised attendance formulas can automatically calculate payments and will stay up-to-date with relevant regulations.

By utilising Workstem, manufacturing award employers can streamline their HR processes, reduce administrative burdens, and stay in compliance with Fair Work.

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