A year on from the initial Evening Rate increase for the General Retail Industry Award 2010 [MA000004], another increase is due for Casual Employees as of 1 October 2020.
What is changing?
From 1 October 2020, a penalty payment of an additional 45% (inclusive of the casual loading) will apply for evening work performed by a casual. This is an increase from 40% that was in effect from 1 March 2020. The additional penalty applies for casual hours worked Monday to Friday, after 6 pm.
In summary, the upcoming changes relating to Evening rates are as follows:
| Date of change |
Evening work casual penalty (Monday to Friday) |
Total additional to the base rate (evening penalty + 25% casual loading) |
| 1 October 2021 |
20% |
45% |
| 1 March 2021 |
25% |
50% |
Future changes to the General Retail Industry Award
Prior to increasing evening rates to 50% on 1 March 2021, the General Retail Industry Award will experience a minimum rate increase in line with the Fair Work Commissionโs Annual Wage Review. As of 1 February 2021, rates under the General Retail Industry Award will be increasing by 1.75%.
How Employment Innovations can help?
Employers operating in the retail industry must ensure they are paying all casual employees the correct rates, including additional penalties. If you need assistance in understanding your responsibilities under modern awards please contactย Employment Innovationsย today.
If you are using one of EIโsย payroll solutionsย with in-built Award interpretation, these changes will be automatically applied to your next pay run.
About Employment Innovations
Employment Innovations is one of Australiaโs leading providers of employment services designed to increase productivity and ensure compliance. Its services and solutions include all the tools that every Australian small to medium sized employer needs โ includingย workplace advice,ย legal services,ย payroll solutions,ย migration,ย human resource managementย andย HR software.
Disclaimer
The information provided in these blog articles is general in nature and is not intended to substitute for professional advice. If you are unsure about how this information applies to your specific situation we recommend youย contact Employment Innovations for advice.