Air Pilots Award

It applies to employers of pilots and helicopter aircrew across Australia - regional airlines, charter and general aviation operators, flying-training schools, aerial-application businesses and helicopter operations. It does not cover roles already classified under another industry award, or staff such as ground crew covered by the Airline Operations - Ground Staff Award. If you are unsure whether a role sits in this award, check the coverage clause on the Fair Work source.

Full-time and part-time pilots are paid an annual salary determined by their classification, with part-timers paid pro-rata. Casual pilots are paid per flying hour, expressed in the award as a fraction of the relevant annual salary, plus the casual loading. The exact salary or hourly figure for each classification changes every year, so always confirm the current amount using the Fair Work Pay Calculator rather than relying on a remembered number.

Casual pilots and aircrew receive a casual loading, commonly 25%, on top of their per-hour rate. This is paid instead of entitlements casuals do not receive, such as paid annual and personal leave. The award also sets minimum payments for short casual duties. Because the underlying per-hour figure is salary-derived and updates annually, calculate the loaded rate from the current figures on the Fair Work source.

Classifications are based on the role and the aircraft. Pilot roles include Captain (graded by engine type and aircraft weight), First Officer and Second Officer, with Flight Instructor Grades I to III for training work. Separate schedules cover aerial application, helicopter pilots and helicopter aircrew positions. Getting the classification right matters because it sets the base salary, so match the role to the correct schedule and grade and verify the rate on the Fair Work source.

The award carries an extensive allowance list, including allowances for night operations, night vision goggle work, overseas operations, freight loading per tour of duty, licensed aircraft maintenance engineer duties, layover accommodation and meals, hardlying, camping-out, travel, meals and loss-of-licence insurance. Which ones apply depends on the work performed. The dollar value of each allowance is set by Fair Work and changes annually, so always take current figures from the Fair Work source.

Minimum rates increase from the first full pay period starting on or after 1 July each year, following the Fair Work Commission's Annual Wage Review. The 2026 review added 4.75% to modern award minimums. So if your pay cycle straddles 1 July, the new rates begin from the start of the next full period. Confirm the updated salary, hourly and allowance figures for your classifications on the Fair Work source before running payroll.

This award handles additional payments differently from many awards, relying heavily on allowances and duty rules rather than standard weekend rates - for example a per-day allowance for being called in on a rostered day off, plus a substitute day. Where general entitlements such as public holiday penalties (which can reach up to 150% as a guide) apply, the exact treatment and amount must be confirmed on the Fair Work source, as it depends on the classification and the situation.

Annual leave loading, commonly 17.5% as a guide, can apply to eligible employees, but how it operates under this award and whether it applies to a particular classification should be confirmed against the award itself. The award also allows certain arrangements to be varied by an individual flexibility agreement. Because the detail and the current figures matter for pay, check the leave provisions on the Fair Work source before applying any loading.

Alongside pay, the award sets limits on flying hours over set periods, maximum duty periods, minimum rest between duties and days free from duty. These shape what a lawful roster looks like, and a breach is a compliance issue even if wages are calculated correctly. Payroll and rostering need to work together so that pay records line up with compliant duty patterns. Confirm the specific limits on the Fair Work source.

Casual pilots are paid per flying hour plus the casual loading, and the award sets minimum payments for short duties so that very brief work still attracts a baseline amount. The per-hour figure is derived from the relevant annual salary, so it changes when rates update each July. To pay correctly, take the current casual figures and minimum-payment rules for the classification from the Fair Work source.

Keep accurate records of each pilot's classification, salary or hourly rate, hours and duties flown, allowances paid, leave taken and any flexibility arrangements, for the period required under the Fair Work record-keeping rules. Good records make it far easier to show that salaries, allowances and duty limits have all been met. Many SMEs use an outsourced payroll partner like Valont to keep award-compliant records and apply the correct classifications and allowances each pay run.

An annual salary is the norm for full-time and part-time pilots under this award, but it must still meet or exceed everything the award would otherwise require, including the relevant allowances and entitlements. You cannot use a salary to pay less than the award floor overall. Run regular checks comparing the salary against current Fair Work figures, and where you need confidence on classifications and allowances, an award-aware payroll provider such as Valont can help set this up.

Use the Fair Work Pay Calculator or the Air Pilots Award pay guide on the Fair Work Ombudsman website, which carry the current annual salaries, casual hourly rates, allowances and any penalty figures for each classification. Because these update from the first full pay period on or after 1 July each year, never rely on last year's numbers. Always confirm the current figure for the specific classification and allowance against the Fair Work source before paying.