Airport Employees Award

It covers employers operating airports throughout Australia and their employees in the award's classifications, including technical, administrative and ground services roles plus professional engineers. On-hire employees and group training apprentices placed in those classifications are also covered. Employees under an enterprise award, certain state public sector arrangements, or those otherwise excluded by the Fair Work Act fall outside it. If you are unsure, check the coverage clause and the award summary on the Fair Work Ombudsman website before classifying staff.

They are two distinct modern awards. The Airport Employees Award (MA000049) covers employees of airport operators in airport-based classifications, while the Airline Operations - Ground Staff Award (MA000048) covers ground staff in airline operations. They have different classification structures, rates and conditions, so a worker cannot simply be slotted into whichever is more familiar. Confirm which one applies to each role using the Fair Work source, as applying the wrong award affects every figure in the pay run.

Minimum rates depend on the employee's classification stream and level, so there is no single figure. We deliberately do not quote a dollar amount here because the rates change every year. The minimums rise from the first full pay period on or after 1 July, and the 2026 Annual Wage Review added 4.75% to modern award minimums. To get the correct current rate for a specific classification, use the Fair Work Pay Calculator, which always reflects the latest determination.

Casual employees under this award are paid a casual loading, commonly 25%, on top of the minimum hourly rate for their classification in place of paid leave entitlements. The loading generally applies to ordinary hours and interacts with the award's overtime and penalty provisions in defined ways. Because the precise rate and how it combines with penalties can change, confirm the current loading and its application against the Fair Work source before processing casual pay.

Weekend work is more highly paid under this award, with Saturday and Sunday attracting penalties (commonly around 25% on Saturday and 50% on Sunday as a guide), expressed through the award's overtime and shiftwork provisions. Shiftworkers and day workers can be treated differently, and the exact figure depends on the arrangement. Always verify the current weekend rate for the specific situation using the Fair Work Pay Calculator rather than assuming a standard percentage.

Work on a public holiday attracts a penalty under this award, which can be up to 150% (and the award expresses public holiday shift loadings at a high rate). Employees not required to work are generally entitled to the day off without loss of ordinary pay. The exact public holiday rate and how it applies to shiftworkers can change, so confirm the current entitlement against the Fair Work source. Outsourcing payroll to a provider like Valont helps make sure these higher rates are applied correctly every time.

The award includes a disability allowance for technical and ground services employees performing work with specific disabilities, such as clearing chokages, exposure to obnoxious fumes, confined spaces, working at significant heights, or unusually dirty and offensive tasks. It is triggered by the nature of the work, not the job title. Because the amount changes, do not rely on a remembered figure; confirm the current allowance using the Fair Work Pay Calculator and capture the qualifying conditions in your timekeeping.

Yes. The award provides district allowances and related entitlements for employees at listed remote localities, reflecting the cost and conditions of working in those areas. These are separate from standard allowances and can be missed if remote-site employees are paid the same way as metro staff. Check which localities qualify and the current amounts on the Fair Work source, as both the list mechanics and the figures are set by the award and can change over time.

Overtime under this award is paid at penalty rates that step up the longer overtime continues, with different treatment for day workers and shiftworkers and for weekends. Minimum engagement and call-back provisions can also apply when staff are recalled to work. Because the exact multipliers and conditions are set by the award and can change, confirm the current overtime rates and any minimum payment rules using the Fair Work Pay Calculator before processing the hours.

Employees working shifts can be entitled to shift loadings that vary by the type of shift, including night, non-rotating night, and weekend shifts, with the highest loadings reserved for public holidays. Shiftworkers may also be entitled to additional leave benefits. The specific loading percentages are defined in the award and are reviewed each year, so verify the current figure for the relevant shift type against the Fair Work source rather than applying a generic number.

Yes. The standard annual leave loading of 17.5% applies on top of an employee's ordinary pay when they take annual leave. Shiftworkers are generally entitled to the greater of the 17.5% loading or the shift and weekend penalties they would otherwise have received. Apply the loading to the correct base and check the current treatment for shiftworkers against the Fair Work source, as the interaction between loading and penalties is set by the award.

Modern award minimum rates are reviewed annually through the Fair Work Commission's Annual Wage Review. The new rates take effect from the first full pay period starting on or after 1 July each year. For 2026, the review increased modern award minimums by 4.75%. Update your classification rates, allowances and penalties from the correct pay period, and pull the exact current figures from the Fair Work Pay Calculator so the increase is applied accurately and on time.

Start by classifying each employee to the right stream and level for the work they do, then apply the current minimum rate, penalties and any allowances they qualify for, refreshing those figures from the Fair Work Pay Calculator at each annual review. Keep records of the conditions that trigger allowances like the disability allowance. Many SMEs reduce this risk by using an award-compliant payroll provider such as Valont, which keeps rate tables current and applies the correct entitlements each pay run.