State Government Agencies Award

It applies only where a state or territory government agency is a national system employer and its employees are not covered by a state industrial instrument, an enterprise agreement or another modern award. Because most state public sector staff are covered by state awards or agreements, the reach of MA000121 is narrow. Confirm carefully which instrument governs each agency and cohort against the Fair Work source before relying on this award.

Place each employee at the level that matches the work they genuinely perform, using the classification descriptors in the award, which set out the skill, qualifications, judgement and responsibility expected at each level. A position title alone is not enough; assess the actual duties. Once you have the correct level, read its current minimum rate from the Fair Work Pay Calculator rather than relying on a remembered figure.

Casual employees are paid an hourly rate plus a casual loading, commonly 25% across modern awards, to compensate for the paid leave and other entitlements casuals do not accrue. Treat 25% as a guide only; the award sets the operative figure. Confirm the current casual loading for this award, and how it interacts with any penalties, from the Fair Work source before processing pay for casual staff.

Where ordinary hours fall on a Saturday or Sunday, the award provides weekend penalty rates on top of the base rate. As a guide, Saturday loadings are commonly around 25% and Sunday around 50%, but the award sets the actual figures and they can differ by shift type and employment status. Always confirm the current weekend rates for your employee type on the Fair Work Pay Calculator before processing pay.

Work on a public holiday is paid at a premium under MA000121, which as a guide can reach up to 150% of the minimum rate, and a minimum engagement may apply. Employees who would ordinarily work that day but do not because it is a public holiday are generally entitled to their ordinary pay. Verify the current public holiday entitlement, including any arrangements for staff who do not work the day, against the Fair Work source.

Overtime applies when an employee works beyond the ordinary hours the award provides, such as exceeding the daily or weekly limit or working outside the spread of ordinary hours. It is paid at penalty rates that step up after the initial period, with higher rates on weekends and public holidays. Identify which hours count as overtime for each employee and confirm the current overtime multipliers on the Fair Work Pay Calculator.

Yes. Part-time employees work fewer than full-time hours on a reasonably predictable pattern, and the award requires a written agreement recording the agreed hours, days and times, with changes also 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 before engaging part-time staff.

Where employees work shifts, the award provides shift loadings on top of the base rate, with the loading depending on when the shift falls, such as afternoon or night. These loadings can combine with weekend or public holiday penalties for shifts that span those periods. Map each shift's timing and day, then confirm the current shift loading for that band from the Fair Work source rather than applying a single flat rate.

The award provides for allowances tied to particular duties, skills or working conditions, which can include a leading hand or supervisory allowance, a first aid allowance, a meal allowance for qualifying overtime, and travel or vehicle-related allowances. Not every allowance applies to every role, and the amounts change with the annual review. Identify which apply to each position and confirm the current figures on the Fair Work Pay Calculator.

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

Award 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%. Apply increases from the correct pay period, not the calendar date, and pull the new figures for each classification and allowance from the Fair Work Pay Calculator to stay compliant.

Many state agencies pay under an enterprise agreement that sits above the award, and an agreement must leave employees better off overall than the award. The award nonetheless remains the safety-net floor, so if an agreement lapses or a term falls short, award minimums apply. Check any agreement against the current award entitlements on the Fair Work source, and seek advice where the interaction is unclear.

Start by confirming which instrument actually covers each cohort, then for any staff reliant on the award, set the correct classification, the current minimum rate, the right penalties and loadings, and any applicable allowances, refreshing every figure from the Fair Work Pay Calculator after each 1 July increase. Accurate records are essential. Valont's award-compliant payroll service handles this classification, rate and penalty mapping so the right amount is paid every cycle.