Fitness Industry Award

If you operate a fitness business in Australia and employ staff who are not otherwise award-free, the Fitness Industry Award 2020 (MA000094) almost certainly applies. It covers gyms, group-fitness studios, aquatic centres and similar venues. Some roles or businesses fall under a different award, so confirm coverage against the Fair Work source before setting pay and conditions.

Match the employee to the level that reflects the work they actually do, using the classification definitions in Schedule A of the award, which describe the skills, qualifications and responsibilities for each level. Title alone is not enough; assess the real duties. Once you have the correct level, look up its current minimum rate on the Fair Work Pay Calculator.

This award does not use a single flat casual loading. It applies one loading to weekday ordinary hours and a higher loading to ordinary hours worked on weekends and public holidays, on top of the minimum rate. Because the mechanics differ from many other awards, confirm the exact current percentages on the Fair Work source rather than assuming the common 25%.

Ordinary hours worked on Saturdays and Sundays attract penalty rates under the award. As a guide, Saturday loadings are commonly around 25% and Sunday around 50%, but this award sets its own figures, including different treatment for casuals. Always confirm the current Saturday and Sunday rates for your employee type on the Fair Work Pay Calculator before processing pay.

Work on a public holiday is paid at a significant premium under MA000094, which can reach up to 150% of the minimum rate, and a minimum engagement may apply. Employees who would normally work that day but do not because it is a public holiday are generally entitled to their ordinary pay. Check the current public holiday entitlement against the Fair Work source.

Overtime applies when an employee works beyond the ordinary hours set by the award, such as exceeding the daily or weekly limits or working outside the spread of ordinary hours. Overtime is paid at penalty rates that step up after the first couple of hours, with higher rates on Sundays. For the exact current multipliers, refer to the overtime provisions and the Fair Work source.

Yes. Casual employees generally have a minimum engagement per shift under the award, with a shorter minimum available for certain roles such as instructors, trainers, tennis coaches and trainees. Rostering a casual for less than the applicable minimum still requires payment for the minimum. Confirm the current minimum engagement periods against the Fair Work source.

The award provides for several allowances, including a leading hand or supervisor allowance, a broken shift allowance, a first aid allowance, a meal allowance for qualifying overtime, a vehicle allowance for work-related travel, and a sleepover allowance. The amounts change with the annual review, so look up the current figures on the Fair Work Pay Calculator rather than relying on remembered values.

Yes. Part-time employees work fewer than full-time hours on a reasonably predictable pattern, and the award requires a written agreement setting out the agreed hours, days and times. Any changes should also be agreed in writing. Part-timers receive pro-rata leave and the same minimum rates as full-timers for their classification. Check the part-time provisions in the award for the full requirements.

Minimum rates and many allowances are reviewed each year in the Fair Work Commission's Annual Wage Review and take effect from the first full pay period on or after 1 July. The 2026 review increased modern award minimums by 4.75%. To stay compliant you must apply the new rates from that date, so verify the current figures on the Fair Work Pay Calculator each year.

The award applies to employees, not to genuinely independent contractors who run their own business. If a trainer is truly self-employed and uses your facility under a commercial arrangement, the award may not cover them. But sham contracting carries serious penalties, so the substance of the relationship matters. Seek advice if the arrangement is unclear, and confirm coverage against the Fair Work source.

Annual leave loading is an extra payment on top of base pay when an employee takes annual leave. Under this award it is 17.5% of the minimum rate of pay. It applies to full-time and part-time employees taking paid annual leave. Casuals do not accrue annual leave. Apply the loading when processing leave payments and confirm the calculation against the Fair Work source.

Start by confirming each employee's correct classification, then apply the current minimum rate, the right penalty rates and any applicable allowances, refreshing all figures from the Fair Work Pay Calculator after each 1 July increase. Keeping accurate time and pay records is essential. Valont's award-compliant payroll service handles this classification, rate and penalty mapping for fitness employers so the right amount is paid every cycle.

Broader amusement, events and recreation venues sit under the Amusement, Events and Recreation Award; gyms and fitness centres are the Fitness Award.

Sporting bodies and clubs are covered by the Sporting Organisations Award.