For employers
Set a clearer pay range before you post.
A useful job request needs more than a title. Work through the items below, verify the applicable minimums and conditions, then enter a genuine pay range in your worker request.
Pay planning
Before choosing the advertised range
Write down the actual duties, whether the role is full-time, part-time, casual, fixed-term or another arrangement, plus the expected roster and location.
Check whether an award or registered agreement applies and identify the classification that matches the duties and experience level. Fair Work notes that award or agreement minimum rates can be higher than the National Minimum Wage.
Consider whether the planned hours can trigger penalty rates, overtime, loadings or allowances under the applicable instrument rather than relying on one base hourly figure.
Use the current Fair Work Pay and Conditions Tool or the relevant award/agreement source to verify the rate that applies to the job before you advertise or make an offer.
Current minimum-wage context
Use the applicable minimum, not a generic floor.
Fair Work Ombudsman states that from 1 July 2026 the National Minimum Wage is $26.44 per hour or $1,004.90 per week for employees not covered by an award or registered agreement. Employees covered by an award or registered agreement can have different applicable minimum rates, including penalties and allowances.
This page is a planning checklist, not a substitute for checking the instrument that applies to the specific role.
Ready to hire
Turn the verified range into a better worker request.
Include the role, location, worker count, start date, shift pattern, pay range and required licences or tickets. Worker contact and private licence details remain outside the public job feed and there is no public worker directory. The employer hires and pays the worker directly.