**Title of Award:**

* This award is known as the Aircraft Cabin Crew Award 2020 (1.1).

**Commencement Date:**

* The award commenced on 1 January 2010 and has been varied since that date (1.2).

**Effect of Variations:**

* Variations to the award do not affect any rights, privileges, obligations, or liabilities acquired under the award as it existed before the variation (1.3).

**1.1** This award is the Aircraft Cabin Crew Award _2020._

**1.2** This modern award commenced operation on 1 January 2010. The terms of the award
have been varied since that date.

**1.3** A variation to this award does not affect any right, privilege, obligation or liability that
a person acquired, accrued or incurred under the award as it existed prior to that
variation.

Title and commencement

**Definitions:**

**Act:** Fair Work Act 2009 (Cth).

**Airport reserve:** Applicable to domestic and regional flying; duty time spent at the airport awaiting assignment (Section 1.2).

**Appropriate accommodation:** Accommodation must be quiet, free from factors that may reduce rest, and provide a separate room for each cabin crew member (Section 1.2).

**Assigned/Assignable:** Directed or available for direction by the employer to a duty or vacancy (Section 1.2).

**Block hour/Flight hour:** Time from engine start-up to engine shut-down (Section 1.2).

**Cabin crew manager:** Responsible for the supervision of cabin crew, management of all cabin activities, and overseeing customer and crew safety. Also, responsible for emergency procedures and duties associated with aircraft arrivals and departures (Section 1.2).

**Cabin crew member:** Person responsible for the comfort and safety of passengers, employed under this award (Section 1.2).

**Calendar day:** 24 hours commencing at 0000 hours local time (Section 1.2).

**Calendar month:** Period from 0000 hours on the first day to 2359 hours on the last day of the month with special exceptions for February and March (Section 1.2).

**Casual employee:** As defined by section 15A of the Act (Section 1.2).

**Deadhead travel:** Travel performed under direction, not associated with aircraft operation. Treated as duty time (Section 1.2).

**Defined benefit member:** As defined by the Superannuation Guarantee (Administration) Act 1992 (Cth) (Section 1.2).

**Domestic cabin crew member:** Predominantly undertaking domestic flying (Section 1.2).

**Domestic flying:** Any flying that is not international or regional (Section 1.2).

**Duty:**
* Time spent as an operating cabin crew member, including deadheading or accompanying disabled persons (Section 1.2).
* Sign-on and sign-off times, deadhead travel time, airport reserve duty, and home reserve duty (Section 1.2).
* Emergency procedure practices, uniform fittings, and other employer-required duties (Section 1.2).

**Duty period:** Elapsed time between sign-on and sign-off at home base (Section 1.2).

**Duty time:** All time on duty as per the award (Section 1.2).

**Employee/Employer:** National system employee/employer within the meaning of the Act (Section 1.2).

**Employee organisation:** As defined by section 12 of the Act (Section 1.2).

**Enterprise:** As defined by section 12 of the Act (Section 1.2).

**Exempt public sector superannuation scheme:** As defined by the Superannuation Industry (Supervision) Act 1993 (Cth) (Section 1.2).

**Home base:** Same meaning as permanent base (Section 1.2).

**International cabin crew member:** Predominantly undertaking international flying (Section 1.2).

**International flying:** Flying from:
* Australia to another country, or
* Another country to Australia, or
* Another country to another country

excluding places within Australian territorial waters (Section 1.2).

**Layover:** Period of more than 9 consecutive hours free of duty between duty periods at a port other than home base (Section 1.2).

**MySuper product:** As defined by the Superannuation Industry (Supervision) Act 1993 (Cth) (Section 1.2).

**Narrow-bodied aircraft:** Aircraft with a single aisle (Section 1.2).

**NES:** National Employment Standards as per sections 59 to 131 of the Act (Section 1.2).

**Non-airport reserve:** Time at residence or nominated whereabouts awaiting assignment (Section 1.2).

**On-hire:** On-hire of an employee to a client where the employee works under the client's guidance (Section 1.2).

**Overlap:** Flying in a roster period extending into the next roster period (Section 1.2).

**Permanent base:** Employer-nominated geographical location from which cabin crew are rostered (Section 1.2).

**Planned duty:** Duty known to the employer before the reporting time (Section 1.2).

**Regional airline:** Employer operating aircraft for transporting goods and passengers to/from regional airports in Australia (Section 1.2).

**Regional cabin crew member:** Employed by a regional airline (Section 1.2).

**Regional flying:** Any flying by a regional airline (Section 1.2).

**Reserve line:** Line with planned sequences of available days, duty-free days, leave, and/or ground duties (Section 1.2).

**Reserve line holder:** Employee allocated to a reserve line (Section 1.2).

**Rest period:** Time free from duty starting at sign-off (Section 1.2).

**Roster:** Arrangement of duties, rest periods, designated days off, and/or approved leave for a cabin crew member (Section 1.2).

**Rostered day off:** Calendar day free of duty at permanent base or base of temporary transfer, including nominated duty-free periods (Section 1.2).

**Sign-off:** Completion of all duties associated with a tour of duty, generally 15 minutes post engine shut-down (Section 1.2).

**Sign-on (domestic and regional cabin crew):** Required reporting time for flight duty, no less than 45 minutes before flight departure (Section 1.2).

**Sign-on (international cabin crew):** Reporting time for flight duty, at least 75 minutes before flight departure at permanent base and 60 minutes at other ports (Section 1.2).

**Small business employer:** As defined by section 23 of the Act (Section 1.2).

**Standard rate:** Minimum weekly rate for a cabin crew member per clause 14.2 (Section 1.2).

**Stand-by:** Up to 12 hours of availability to report for duty with 120 minutes’ notice; applies to international cabin crew at home base or nominated address, not airports (Section 1.2).

**Substitute day off:** Day off provided as a substitute for a rostered day off (Section 1.2).

**Temporary transfer:** Transfer from permanent base to another base for 7 to 31 consecutive days (Section 1.2).

**Tour of duty:** Elapsed period between sign-on and sign-off at permanent base (Section 1.2).

**Unplanned duty:** Duty not known to the employer before the reporting time (Section 1.2).

**URTI:** Upper respiratory tract infection (Section 1.2).

**Warlike or hostile circumstances:** Includes acts of war, civil war or armed insurrection, deliberate attacks on aircraft, sabotage, hijacking, etc. (Section 1.2).

**Wide-bodied aircraft:** Aircraft with more than one aisle (Section 1.2).

**Workplace delegate:** As defined by section 350C(1) of the Act (Section 1.2).

[[Varied by PR733831, PR774759]](https://www.fwc.gov.au/documents/awardsandorders/html/pr733831.htm)

In this award, unless the contrary intention appears:

**Act means the Fair Work Act 2009 (Cth).**

**airport reserve is a term which applies to domestic and regional flying only and**
means duty time spent by a cabin crew member at the airport awaiting assignment to
a flight or duty.

**appropriate accommodation means accommodation which as a minimum is quiet**
and free from factors which may reduce adequate rest and must provide a separate
room for each cabin crew member.

**assigned** or assignable is where a cabin crew member is directed or available for
direction by the employer to a duty or vacancy.

**block hour or flight hour is the time from engine start-up to engine shut-down.**

**cabin crew manager means a cabin crew member who is responsible for the**
supervision of cabin crew members and the management of all cabin activities
including supply and delivery of in-flight product/entertainment in conjunction with
overseeing customer and crew safety, and initiation and performance of emergency
procedures when necessary onboard aircraft. A cabin crew manager also performs
duties associated with arrivals and departures of aircraft, as required.

**cabin crew member means a person responsible for the comfort and safety of**
passengers in their carriage by aircraft, in accordance with the standards and
regulations determined by the employer, and employed under the provision of this
award.

**calendar day means the 24 hour period commencing at 0000 hours local time.**


-----


**calendar month means the period between 0000 hours on the first day of each**
calendar month and 2359 hours on the last day of the same calendar month, subject to
the following exceptions:

-  the calendar month of February is the period between 0000 hours on 31 January and

2359 hours on 1 March.

-  the calendar month of March is the period between 0000 hours on 2 March and 2359

hours on 31 March.

[[Definition of casual employee inserted by PR733831 from 27Sep21]](https://www.fwc.gov.au/documents/awardsandorders/html/pr733831.htm)

**[casual employee has the meaning given by section 15A of the Act.](http://www.legislation.gov.au/Series/C2009A00028)**

**deadhead travel means all travel performed under direction not associated with the**
actual operation of the aircraft. For the purpose of this award deadhead travel time will
be regarded as duty time.

**defined benefit member has the meaning given by the** _Superannuation Guarantee_
_(Administration) Act 1992 (Cth)._

**domestic cabin crew** **member means a cabin crew member predominantly**
undertaking domestic flying.

**domestic flying means any flying that is not international or regional flying.**

**duty includes the following time:**

**(a)** all time spent as an operating cabin crew member whilst in flight including time
spent in flight deadheading on duty, or while accompanying disabled people,
aged people or infants;

**(b)** time required for duty, including deadhead travel before and after each daily
flight sequences, will be not less than 45 minutes prior to departure for sign-on
purposes and not less than 15 minutes after engine shut down for sign-off
purposes;

**(c)** time spent on the ground between sign-on and sign-off;

**(d)** time spent on airport reserve duty;

**(e)** time spent on reserve duty at home as specified in clause A.9;

**(f)** time spent in deadhead flying and associated ground time for the purpose of
operating a later service, or time spent in deadhead flying and associated ground
time for the purpose of returning to base after operating a service terminating
short of base. Credit under clause 2 will cease if the cabin crew member released
for an overnight stop elects to return by a later service;

**(g)** time spent in emergency procedure practices, examinations and courses
organised by the employer;

**(h)** time spent on uniform fittings, where the employer pays the cost of the uniforms;


-----


**(i)** time spent when required for duty other than flying not specifically covered by
clause 2;

**(j)** time spent as assignable in accordance with clause A.9; or

**(k)** time spent where cabin crew members are required to be interviewed by police
or legal counsel or give evidence in civil or criminal courts for matters arising
out of their employment.

**duty period means the elapsed time between sign-on and sign-off at home base**
required to complete a duty or series of duties as directed.

**duty time means all time on duty in accordance with this award.**

**[employee means national system employee within the meaning of the Act.](http://www.legislation.gov.au/Series/C2009A00028)**

[[Definition of employee organisation inserted by PR774759 from 01Jul24]](https://www.fwc.gov.au/documents/awardsandorders/pdf/pr774759.pdf)

**[employee organisation has the meaning given by section 12 of Act.](http://www.legislation.gov.au/Series/C2009A00028)**

**[employer means national system employer within the meaning of the Act.](http://www.legislation.gov.au/Series/C2009A00028)**

[[Definition of enterprise inserted by PR774759 from 01Jul24]](https://www.fwc.gov.au/documents/awardsandorders/pdf/pr774759.pdf)

**[enterprise has the meaning given by section 12 of the Act.](http://www.legislation.gov.au/Series/C2009A00028)**

**exempt public sector superannuation scheme has the meaning given by the**
_Superannuation Industry (Supervision) Act 1993 (Cth)._

**home base has the same meaning as permanent base.**

**international cabin crew** **member** means a cabin crew member predominantly
undertaking international flying.

**international flying means flying from a point of departure either:**

**(a)** within Australia to a point of arrival in another country;

**(b)** within another country to a point of arrival in Australia; or

**(c)** within another country to a point of arrival in another country,

provided that another country does not mean a place within the territorial waters of
Australia.

**layover means a period of more than 9 consecutive hours free of duty between duty**
periods at a port other than home base, in any 24 hours standing alone, measured from
the time of commencement of duty.

**MySuper product has the meaning given by the Superannuation Industry**
_(Supervision) Act 1993 (Cth)._

**narrow-bodied aircraft means an aircraft with a single aisle.**

**[NES means the National Employment Standards as contained in sections 59 to 131 of](https://www.fwc.gov.au/documents/awards/resources/nes.pdf)**
[the Act.](http://www.legislation.gov.au/Series/C2009A00028)


-----


**non-airport reserve is time spent by a cabin crew member at their residence or**
nominated whereabouts at their permanent base awaiting assignment to a flight or
duty.

**on-hire means the on-hire of an employee by their employer to a client, where such**
employee works under the general guidance and instruction of the client or a
representative of the client.

**overlap is flying in a roster period which extends into the next roster period.**

**permanent base is the employer-nominated geographical location from which cabin**
crew members are rostered for duty.

**planned duty means duty known to the employer prior to the employer required**
reporting time at the cabin crew member’s base for that duty.

**regional airline means an employer operating aircraft for the primary purpose of**
transporting goods and passengers by scheduled commercial air services or charter by
air to and/or from regional airports throughout Australia (including between regional
airports and airports in capital cities).

**regional cabin crew** **member means a cabin crew member employed by a regional**
airline.

**regional flying means any flying by a regional airline.**

**reserve line means a line which contains planned sequences of available days and**
designated duty free days and may include days of approved leave and/or ground
duties.

**reserve line holder means an employee allocated to a reserve line.**

**rest period means the time free from duty commencing at sign-off.**

**roster is an arrangement of duties, rest periods and/or designated days off and/or**
approved leave which are allocated to a cabin crew member.

**rostered day off is a rostered calendar day free of duty at permanent base or base of**
temporary transfer and must include the nominated duty free periods.

**sign-off means the completion of all duties associated with a tour of duty and will be**
not less than 15 minutes after the actual engine shut-down where flight duty, including
deadhead, is involved.

**sign-on (domestic and regional cabin crew) means the time a cabin crew member is**
required to report for flight duty and will be no less than 45 minutes prior to the
departure of a flight. Airport Reserve or other duties will be the rostered
commencement time for that duty.

**sign-on (international cabin crew) means the time a cabin crew member is required to**
report for flight duty which will be at least 75 minutes prior to the departure of the
flight at permanent base and 60 minutes at other ports or as otherwise agreed.


-----


[[Definition of small business employer inserted by PR774759 from 01Jul24]](https://www.fwc.gov.au/documents/awardsandorders/pdf/pr774759.pdf)

**[small business employer has the meaning given by section 23 of the Act.](http://www.legislation.gov.au/Series/C2009A00028)**

**standard rate means the minimum weekly rate for a cabin crew member in**
clause 14.2.

**stand-by means an arrangement which consists of a maximum of 12 hours of**
availability to an employer under which the employer may require a cabin crew
member to report for duty with 120 minutes’ notice. Stand-bys can only be given to
international cabin crew members at their home base or nominated address but not at
airports. Stand-bys can be allocated to a reserve line holder only.

**substitute day off means a day off which is provided as a substitute for a rostered day**
off.

**temporary transfer means the transfer of a cabin crew member from a permanent**
base to another base for the purpose of being temporarily employed at that base for a
period of time to be not less than 7 consecutive days and not more than 31 consecutive
days.

**tour of duty is the elapsed period between sign-on and sign-off at the cabin crew**
member’s permanent base.

**unplanned duty means duty not known to the employer prior to the employer-required**
reporting time at the cabin crew member’s base for that duty.

**URTI means upper respiratory tract infection.**

**warlike or hostile** **circumstances includes:**

**(a)** acts of war, whether declared or undeclared;

**(b)** warlike acts in the course of civil war or armed civil insurrection;

**(c)** deliberate attacks on aircraft by units or armed forces (including shooting or
forcing down in time of peace); or

**(d)** where a cabin crew member is killed in the course of duty with the employer as
a result of proven acts of sabotage or acts of hijacking.

**wide-bodied aircraft means an aircraft with more than one aisle.**

[[Definition of workplace delegate inserted by PR774759 from 01Jul24]](https://www.fwc.gov.au/documents/awardsandorders/pdf/pr774759.pdf)

**[workplace delegate has the meaning given by section 350C(1) of the Act.](http://www.legislation.gov.au/Series/C2009A00028)**

Definitions

**Minimum conditions of employment:**

* The NES (National Employment Standards) and this award together set the minimum conditions of employment for employees covered by this award (3.1).


**Definition of terms from the NES:**

* When this award refers to a condition of employment provided for in the NES, the definition in the NES applies (3.2).


**Employer obligations:**

* Employers must ensure that copies of the award and the NES are available to all employees to whom they apply, either on a conveniently located notice board at or near the workplace or through accessible electronic means (3.3).

**3.1** The [NES and this award contain the minimum conditions of employment for](https://www.fwc.gov.au/documents/awards/resources/nes.pdf)
employees covered by this award.

**3.2** [Where this award refers to a condition of employment provided for in the NES, the](https://www.fwc.gov.au/documents/awards/resources/nes.pdf)
[NES definition applies.](https://www.fwc.gov.au/documents/awards/resources/nes.pdf)


-----


**3.3** [The employer must ensure that copies of the award and the NES are available to all](https://www.fwc.gov.au/documents/awards/resources/nes.pdf)
employees to whom they apply, either on a notice board which is conveniently located
at or near the workplace or through accessible electronic means.

The National Employment Standards and this award

**Award coverage:**

* This award applies to employers of aircraft cabin crew and their employees across Australia, specifically in the classifications listed in clause 14—Minimum rates, and excludes any other modern award (4.1).

* The award also covers employers that supply on-hire employees in the classifications under clause 14—Minimum rates, and those on-hire employees, provided the employer is not already covered by another modern award that is more appropriate for the work performed (4.2).

**Exceptions from coverage:**

* The award does not cover:
  * Employees excluded from award coverage by the Act (4.3(a)).
  * Employees covered by a modern enterprise award or an enterprise instrument defined under the Fair Work (Transitional Provisions and Consequential Amendments) Act 2009, or employers relating to those employees (4.3(b)).
  * Employees covered by a State reference public sector modern award or a State reference public sector transitional award, or employers relating to those employees (4.3(c)).

**Multiple award coverage:**

* If an employer is covered by more than one award, the employee is covered by the award classification most appropriate to the work and environment in which the work is performed (4.4).

*Note:* Where no classification exists in this award for a particular employee, it is possible that they may be covered by an award with occupational coverage.

**4.1** This award covers employers of aircraft cabin crew and their employees employed
throughout Australia in the classifications listed in clause 14—Minimum rates to the
exclusion of any other modern award.

**4.2** This award covers any employer which supplies on-hire employees in classifications
set out in clause 14—Minimum rates and those on-hire employees, if the employer is
not covered by another modern award containing a classification which is more
appropriate to the work performed by the employee. Clause 4.2 operates subject to the
exclusions from coverage in this award.

**4.3** The award does not cover:

**(a)** [an employee excluded from award coverage by the Act;](http://www.legislation.gov.au/Series/C2009A00028)

**(b)** employees who are covered by a modern enterprise award, or an enterprise
instrument (within the meaning of the Fair Work (Transitional Provisions and
_Consequential Amendments) Act 2009 (Cth)), or employers in relation to those_
employees; or

**(c)** employees who are covered by a State reference public sector modern award, or
a State reference public sector transitional award (within the meaning of the Fair
_Work (Transitional Provisions and Consequential Amendments) Act 2009_
(Cth)), or employers in relation to those employees.

**4.4** Where an employer is covered by more than one award, an employee of that employer
is covered by the award classification which is most appropriate to the work performed
by the employee and to the environment in which the employee normally performs the
work.

NOTE: Where there is no classification for a particular employee in this award it is
possible that the employer and that employee are covered by an award with
occupational coverage.

Coverage

**Flexibility terms:**

* An employer and an individual employee may agree to vary the application of the award terms regarding arrangements for when work is performed, overtime rates, penalty rates, allowances, and annual leave loading to meet the genuine needs of both parties (5.1).

**Agreement criteria:**

* The agreement must be genuinely made without coercion or duress (5.2).
* It can only be made after the employee has commenced employment (5.3).
* The employer must provide a written proposal to the employee and ensure that the employee understands it, especially if the employee has limited understanding of written English (5.4).
* The agreement must result in the employee being better off overall at the time it is made than if it hadn't been made (5.5).

**Agreement content:**

* The agreement must state the names of the employer and the employee (5.6(a)).
* It must identify the award term(s) to be varied (5.6(b)).
* It must specify how the award term(s) is to be varied (5.6(c)).
* The agreement must show how the employee is better off overall at the time the agreement is made (5.6(d)).
* The start date of the agreement must be included (5.6(e)).

**Agreement requirements:**

* An agreement must be in writing and signed by both the employer and the employee. If the employee is under 18 years old, it must also be signed by their parent or guardian (5.7).
* The agreement does not need approval or consent from anyone other than the employer and the employee, except as mentioned in 5.7(b) (5.8).
* The employer must keep the agreement as part of the time and wages records and provide a copy to the employee (5.9).
* The agreement can be terminated anytime by written agreement or by either party providing 13 weeks' written notice (reduced to 4 weeks for agreements made before 4 December 2013) (5.11).
* A terminated agreement ceases to have effect at the end of the required notice period (5.12).

**Additional provisions:**

* These flexibility terms are additional to other terms in the award that provide for agreements between an employer and an individual employee (5.13).

*Note:* If an arrangement claims to be an individual flexibility arrangement under this award but doesn't meet section 144 requirements, it can be terminated with up to 28 days' written notice by either party (see section 145 of the Act) (Note under 5.11).

**5.1** Despite anything else in this award, an employer and an individual employee may
agree to vary the application of the terms of this award relating to any of the following
in order to meet the genuine needs of both the employee and the employer:

**(a)** arrangements for when work is performed; or

**(b)** overtime rates; or

**(c)** penalty rates; or

**(d)** allowances; or


-----


**(e)** annual leave loading.

**5.2** An agreement must be one that is genuinely made by the employer and the individual
employee without coercion or duress.

**5.3** An agreement may only be made after the individual employee has commenced
employment with the employer.

**5.4** An employer who wishes to initiate the making of an agreement must:

**(a)** give the employee a written proposal; and

**(b)** if the employer is aware that the employee has, or reasonably should be aware
that the employee may have, limited understanding of written English, take
reasonable steps (including providing a translation in an appropriate language)
to ensure that the employee understands the proposal.

**5.5** An agreement must result in the employee being better off overall at the time the
agreement is made than if the agreement had not been made.

**5.6** An agreement must do all of the following:

**(a)** state the names of the employer and the employee; and

**(b)** identify the award term, or award terms, the application of which is to be varied;
and

**(c)** set out how the application of the award term, or each award term, is varied; and

**(d)** set out how the agreement results in the employee being better off overall at the
time the agreement is made than if the agreement had not been made; and

**(e)** state the date the agreement is to start.

**5.7** An agreement must be:

**(a)** in writing; and

**(b)** signed by the employer and the employee and, if the employee is under 18 years
of age, by the employee’s parent or guardian.

**5.8** Except as provided in clause 5.7(b), an agreement must not require the approval or
consent of a person other than the employer and the employee.

**5.9** The employer must keep the agreement as a time and wages record and give a copy to
the employee.

**5.10** The employer and the employee must genuinely agree, without duress or coercion to
any variation of an award provided for by an agreement.

**5.11** An agreement may be terminated:

**(a)** at any time, by written agreement between the employer and the employee; or


-----


**(b)** by the employer or employee giving 13 weeks’ written notice to the other party
(reduced to 4 weeks if the agreement was entered into before the first full pay
period starting on or after 4 December 2013).

NOTE: If an employer and employee agree to an arrangement that purports to be an
individual flexibility arrangement under this award term and the arrangement does not
meet a requirement set out in section 144 then the employee or the employer may
terminate the arrangement by giving written notice of not more than 28 days (see
[section 145 of the Act).](http://www.legislation.gov.au/Series/C2009A00028)

**5.12** An agreement terminated as mentioned in clause 5.11(b) ceases to have effect at the
end of the period of notice required under that clause.

**5.13** The right to make an agreement under clause 5 is additional to, and does not affect,
any other term of this award that provides for an agreement between an employer and
an individual employee.

Individual flexibility arrangements

**Requests for flexible working arrangements:**

* Requests for flexible working arrangements are addressed in the National Employment Standards (NES).
* Disputes concerning requests for flexible working arrangements can be managed under clause 28—Dispute resolution and/or section 65B of the Fair Work Act.

**Variation of agreement:**

* This award is the Aircraft Cabin Crew Award 2020 (1.1).
* The modern award came into effect on 1 January 2010 and has since been varied (1.2).
* Variations to the award do not alter any rights, privileges, obligations, or liabilities that were established prior to those variations (1.3).

[[6 substituted by PR763244 ppc 01Aug23]](https://www.fwc.gov.au/documents/awardsandorders/pdf/pr763244.pdf)

[Requests for flexible working arrangements are provided for in the NES.](https://www.fwc.gov.au/documents/awards/resources/nes.pdf)

NOTE: Disputes about requests for flexible working arrangements may be dealt with under
[clause 28—Dispute resolution and/or under section 65B of the Act.](http://www.legislation.gov.au/Series/C2009A00028)

Requests for flexible working arrangements

**Facilitative provisions:**

* The award contains facilitative provisions that permit agreements between employers and cabin crew members and their representatives regarding the application of specific award provisions at the workplace (7.1).
* These provisions establish standard award conditions and a framework for reaching agreements, which should not be used to avoid award obligations or result in unfairness to cabin crew members (7.2).
* If a facilitative provision requires agreement between the employer and the majority of cabin crew members and their representatives, and such agreement is reached, it binds all cabin crew members in the workplace (7.3).

**Facilitative provisions clauses:**

*Payment of wages—casual employees (Clause 11.3(b))*: Agreement with an individual or majority of employees.
*Period of payment (Clause 15.1(b))*: Agreement with an individual or majority of employees.
*Time off instead of payment for overtime (Clause 18.4)*: Agreement with an individual.
*When payment will be made for annual leave (Clause 19.7)*: Agreement with an individual.
*Recall of employee from annual leave (Clause 19.9)*: Agreement with an individual.
*Annual leave in advance (Clause 19.11)*: Agreement with an individual.
*Cashing out of annual leave (Clause 19.12)*: Agreement with an individual.
*Domestic flying—overtime (Clause A.6.1(c))*: Agreement with an individual.
*Accommodation and meals on a layover—general entitlement (Clause B.1.6(a)(ii))*: Agreement with an individual.
*Accommodation and meals on a layover—general entitlement (Clause B.1.6(a)(iv))*: Agreement with an individual.
*Regional flying—Days off (Clause B.2.8)*: Agreement with an individual.
*International flying—Overtime (Clause C.6.1(c))*: Agreement with an individual.

**7.1** This award contains facilitative provisions that allow agreement between an employer
and cabin crew members and their representatives on how specific award provisions
are to apply at the workplace or part or parts of it.

**7.2** The specific award provisions establish both the standard award condition and the
framework within which agreement can be reached as to how the particular provisions
should be applied in practice. Facilitative provisions are not to be used as a device to
avoid award obligations nor should they result in unfairness to a cabin crew member
or cabin crew members covered by this award.

**7.3** If a facilitative provision requires agreement between the employer and the majority
of cabin crew members and their representatives in the workplace or part or parts of it
and agreement is reached, the agreement binds all cabin crew members in that
workplace or part or parts of it.

**7.4** Facilitative provisions in this award are contained in the following clauses:

|Clause|Provision|Agreement between an employer and:|
|---|---|---|
|11.3(b)|Payment of wages—casual employees|An individual or the majority of employees|
|15.1(b)|Period of payment|An individual or the majority of employees|


-----


|Clause|Provision|Agreement between an employer and:|
|---|---|---|
|18.4|Time off instead of payment for overtime|An individual|
|19.7|When payment will be made for annual leave|An individual|
|19.9|Recall of employee from annual leave|An individual|
|19.11|Annual leave in advance|An individual|
|19.12|Cashing out of annual leave|An individual|
|A.6.1(c)|Domestic flying—overtime|An individual|
|B.1.6(a)(ii)|Accommodation and meals on a layover— general entitlement|An individual|
|B.1.6(a)(iv)|Accommodation and meals on a layover— general entitlement|An individual|
|B.2.8|Regional flying—Days off|An individual|
|C.6.1(c)|International flying—Overtime|An individual|



## Part 2—Types of Employment

Facilitative provisions

Application and Operation of this Award

**Categories of employment:**

* Cabin crew members under this award will be employed as full-time, part-time, or casual employees (8.1).
* Employers must inform each cabin crew member of the terms of their engagement at the time of hiring, specifying whether they are full-time, part-time, or casual (8.2).

**Appointment types:**

* Cabin crew members can be appointed to predominantly undertake international flying (8.3(a)).
* They may predominantly undertake domestic flying (8.3(b)).
* They can predominantly undertake regional flying (8.3(c)).
* They may also undertake a mix of international and domestic flying (8.3(d)).

**8.1** Cabin crew members under this award will be employed in one of the following
categories:

**(a)** full-time;

**(b)** part-time; or

**(c)** casual.

**8.2** At the time of engagement an employer will inform each cabin crew member of the
terms of their engagement and in particular whether they are to be full-time, part-time
or casual.

**8.3** A cabin crew member can be appointed to:

**(a)** predominantly undertake international flying;

**(b)** predominantly undertake domestic flying;

**(c)** predominantly undertake regional flying; or

**(d)** undertake a mix of international and domestic flying.


-----

Types of employment

**Full-time employee:**

* A full-time employee is one who is engaged as such and is rostered between 1716 and 1872 hours per annum (8.4).

A full-time employee is an employee who is engaged as such and is rostered between 1716 and
1872 hours per annum.

Full-time employees

**Part-time employee:**

* A part-time employee works less than full-time hours on a reasonably predictable basis (10.1).
* Part-time employees receive equivalent pay and conditions on a pro rata basis compared to full-time cabin crew members performing the same work (10.2).
* At engagement, the employer and part-time cabin crew member must agree in writing on a regular pattern of work (10.3).
* Part-time cabin crew members must be rostered for a minimum of 4 consecutive hours per shift (10.4).
* All time worked beyond the agreed hours will be considered overtime and paid at the appropriate overtime rate (10.5).
* Part-time cabin crew must be paid the minimum hourly rate prescribed for the class of work performed for their ordinary hours (10.6).

**10.1** A part-time employee is an employee who is engaged as such and is required to work
less than the full-time hours at the workplace on a reasonably predictable basis.

**10.2** Part-time employees are entitled on a pro rata basis to equivalent pay and conditions
to those of full-time cabin crew members who do the same work in the classification
concerned.

**10.3** At the time of engagement the employer and the part-time cabin crew member will
agree in writing on a regular pattern of work.

**10.4** An employer is required to roster a part-time cabin crew member for a minimum of 4
consecutive hours on any shift.

**10.5** All time worked in excess of the hours mutually arranged will be overtime and paid
for at the appropriate overtime rate.

**10.6** A part-time cabin crew member employed under the provisions of clause 10 must be
paid for ordinary hours worked at the minimum hourly rate prescribed for the class of
work performed.

Part-time employees

**Casual cabin crew member:**

* Casual cabin crew members must be paid per hour at the minimum hourly rate plus a 25% loading, which substitutes entitlements to leave and other matters from which casuals are excluded (11.1).
* Casual cabin crew members are entitled to a minimum payment of 4 hours’ work at the appropriate rate (11.2).

**Payment of wages—casual employees**:

* Casual cabin crew members must be paid at the termination of each engagement, weekly, fortnightly, or monthly, as per the method of payment in clause 15.2 (11.3(a)).
* Alternatively, wages may be paid in arrears over an agreed period between the employer and the majority of employees or an individual employee (11.3(b)).

**Offers and requests for casual conversion**:

* Casual employees have provisions for converting to full-time or part-time employment as provided in the NES (11.4). Disputes regarding casual conversion under the NES are to be resolved under clause 28—Dispute resolution.

[[Varied by PR733831]](https://www.fwc.gov.au/documents/awardsandorders/html/pr733831.htm)

[[11.1 deleted by PR733831 from 27Sep21]](https://www.fwc.gov.au/documents/awardsandorders/html/pr733831.htm)

[[11.2 renumber as 11.1 by PR733831 from 27Sep21]](https://www.fwc.gov.au/documents/awardsandorders/html/pr733831.htm)

**11.1** A casual cabin crew member must be paid per hour at the minimum hourly rate
prescribed for the class of work performed, plus **25%. This loading is instead of**
entitlements to leave and other matters from which casuals are excluded by the terms
[of this award and the NES.](https://www.fwc.gov.au/documents/awards/resources/nes.pdf)

[[11.3 renumber as 11.2 by PR733831 from 27Sep21]](https://www.fwc.gov.au/documents/awardsandorders/html/pr733831.htm)

**11.2** Casual cabin crew members are entitled to a minimum payment of 4 hours’ work at
the appropriate rate.

**11.3** **Payment of wages—casual employees**

[[11.4 renumber as 11.3 by PR733831 from 27Sep21]](https://www.fwc.gov.au/documents/awardsandorders/html/pr733831.htm)

**(a)** Casual cabin crew members must be paid either at the termination of each
engagement, weekly, fortnightly or monthly, in accordance with the method of
payment in clause 15.2.


-----


**(b)** Alternatively, by agreement between the employer and the majority of
employees in the relevant enterprise, wages may be paid, in arrears, over such
other period as is agreed. Agreement in this respect may also be reached between
the employer and an individual employee.

**11.4** **Offers and requests for casual conversion**

[[11.5 renumber as 11.4 and renamed and substituted by PR733831 from 27Sep21]](https://www.fwc.gov.au/documents/awardsandorders/html/pr733831.htm)

Offers and requests for conversion from casual employment to full-time or part-time
[employment are provided for in the NES.](https://www.fwc.gov.au/documents/awards/resources/nes.pdf)

[NOTE: Disputes about offers and requests for casual conversion under the NES are to](https://www.fwc.gov.au/documents/awards/resources/nes.pdf)
be dealt with under clause 28—Dispute resolution.

Casual employees

**Employment and Duties:**

* The employer can employ employees to work anywhere in the world where the employer operates (12.1).
* The employer may direct an employee to undertake duties within the limits of the employee’s skills, competence, and training, including related, peripheral, or incidental tasks (12.2).
* Employers cannot require employees to serve in warlike or hostile situations (12.3).

**12.1** The employer may employ employees, and employees must serve the employer, in any
part of the world where it may, from time to time, be operating.

**12.2** The employer may direct an employee to carry out such duties as are within the limits
of the employee’s skills, competence and training including duties which are related,
peripheral or incidental to such duties.

**12.3** Notwithstanding the requirements of clauses 12.1 and 12.2 an employer cannot require
service of an employee in warlike or hostile circumstances.

## Part 3—Hours of Work

Employee duties

Types of Employment

**Hours of Work and Duty Hour Limitations:**

* Domestic cabin crew member hours of work and duty hour limitations are detailed in Schedule A—Domestic Flying (13.1).
* Regional cabin crew member hours of work and duty hour limitations are specified in Schedule B—Regional Flying (13.2).
* International cabin crew member hours of work and duty hour limitations are outlined in Schedule C—International Flying (13.3).

**13.1** Domestic cabin crew member hours of work and duty hour limitations provisions are
contained in Schedule A—Domestic Flying.

**13.2** Regional cabin crew member hours of work and duty hour limitations provisions are
contained in Schedule B—Regional Flying.

**13.3** International cabin crew member hours of work and duty hour limitations provisions
are contained in Schedule C—International Flying.

## Part 4—Wages and Allowances

Ordinary hours of work and rostering

Hours of Work

**Classifications and Minimum Rates: (14.1)**

The classifications and minimum rates under this award are set out in clause 14.2.

**Minimum Rates for Ordinary Hours: (14.2)**

Employers must pay employees the following minimum rates for ordinary hours worked:

| Employee Classification | Minimum Weekly Rate (Full-Time Employee) | Minimum Hourly Rate |
| --- | --- | --- |
| Cabin crew member | $1012.20 | $26.64 |
| Cabin crew supervisor (narrow-bodied aircraft, 4 or more crew) | $1181.00 | $31.08 |
| Cabin crew manager (wide-bodied aircraft) | $1379.40 | $36.30 |

Note: See Schedule D—Summary of Hourly Rates of Pay for a summary of hourly rates of pay, including overtime and penalty rates.

[[Varied by PR718865, PR729305,](https://www.fwc.gov.au/documents/awardsandorders/html/pr718865.htm) [PR740727, PR762156, PR773931]](https://www.fwc.gov.au/documents/awardsandorders/html/PR740727.htm)

**14.1** The classifications and minimum rates under this award are set out in clause 14.2.


-----


[[14.2 varied by PR718865, PR729305, PR740727, PR762156, PR773931 ppc 01Jul24]](https://www.fwc.gov.au/documents/awardsandorders/html/pr718865.htm)

**14.2** An employer must pay employees the following minimum rates for ordinary hours
worked by the employee:

|Employee classification|Minimum weekly rate (full-time employee)|Minimum hourly rate|
|---|---|---|
||$|$|
|Cabin crew member|1012.20|26.64|
|Cabin crew supervisor (narrow- bodied aircraft, 4 or more crew)|1181.00|31.08|
|Cabin crew manager (wide-bodied aircraft)|1379.40|36.30|



NOTE: See Schedule D—Summary of Hourly Rates of Pay for a summary of hourly
rates of pay, including overtime and penalty rates.

Minimum rates

**Period of payment:**

* Except as provided in clause 15.1(b), wages must be paid every 14 or 28 days or calendar month, in arrears (15.1(a)).
* By agreement between the employer and a majority of employees in the relevant enterprise, wages may be paid, in arrears, over other periods as agreed. This agreement can also be made between the employer and an individual employee (15.1(b)).

**Method of payment:**

* Wages must be paid by cheque or electronic funds transfer into the employee's bank account or other recognised financial institution account (15.2).

**Payment on termination of employment:**

* Employers must pay an employee no later than 7 days after the day of the employment termination:
  - The employee's wages under this award for any complete or incomplete pay period up to the end of the day of termination (15.3(a)(i)).
  - All other amounts due to the employee under this award and the NES (15.3(a)(ii)).
* The requirement to pay wages and other amounts is subject to further order by the Commission and the employer making deductions authorised by this award or the Act (15.3(b)).

Note 1: Section 117(2) of the Act requires that an employer must not terminate an employment unless the employer has given the required minimum period of notice or has paid payment instead of giving notice.

Note 2: Clause 15.3(b) allows the Commission to delay the requirement to make any payment under clause 15.3. For instance, the Commission can order to delay redundancy pay if an employer applies for the reduction of redundancy pay entitled under the NES under section 120 of the Act.

Note 3: State and Territory long service leave laws or long service leave entitlements under section 113 of the Act may require employers to pay for accrued long service leave on or shortly after the employment termination day.

NOTE: Regulations 3.33(3) and 3.46(1)(g) of _Fair Work Regulations 2009 set out the_
requirements for pay records and the content of payslips including the requirement to separately
identify any allowance paid.

**15.1** **Period of payment**

**(a)** Except as provided in clause 15.1(b), wages must be paid each 14 or 28 days or
calendar month, in arrears.

**(b)** By agreement between the employer and a majority of employees in the relevant
enterprise, wages may be paid, in arrears, over such other period as is agreed.
Agreement in this respect may also be reached between the employer and an
individual employee.

**15.2** **Method of payment**

Wages must be paid by cheque or electronic funds transfer into the employee’s bank
account or other recognised financial institution account.

**15.3** **Payment on termination of employment**

**(a)** The employer must pay an employee no later than 7 days after the day on which
the employee’s employment terminates:

**(i)** the employee’s wages under this award for any complete or incomplete
pay period up to the end of the day of termination; and

**(ii)** all other amounts that are due to the employee under this award and the
[NES.](https://www.fwc.gov.au/documents/awards/resources/nes.pdf)


-----


**(b)** The requirement to pay wages and other amounts under clause 15.3(a) is subject
to further order of the Commission and the employer making deductions
[authorised by this award or the Act.](http://www.legislation.gov.au/Series/C2009A00028)

[NOTE 1: Section 117(2) of the Act provides that an employer must not terminate an](http://www.legislation.gov.au/Series/C2009A00028)
employee’s employment unless the employer has given the employee the required
minimum period of notice or “has paid” to the employee payment instead of giving
notice.

NOTE 2: Clause 15.3(b) allows the Commission to make an order delaying the
requirement to make a payment under clause 15.3. For example, the Commission could
make an order delaying the requirement to pay redundancy pay if an employer makes
[an application under section 120 of the Act for the Commission to reduce the amount](http://www.legislation.gov.au/Series/C2009A00028)
[of redundancy pay an employee is entitled to under the NES.](https://www.fwc.gov.au/documents/awards/resources/nes.pdf)

NOTE 3: State and Territory long service leave laws or long service leave entitlements
[under section 113 of the Act, may require an employer to pay an employee for accrued](http://www.legislation.gov.au/Series/C2009A00028)
long service leave on the day on which the employee’s employment terminates or
shortly after.

Payment of wages

**Domestic cabin crew member allowances:**

* Wage, expense, and disability allowances for domestic cabin crew members are contained in Schedule A—Domestic Flying (16.1).

**Regional cabin crew member allowances:**

* Wage, expense, and disability allowances for regional cabin crew members are contained in Schedule B—Regional Flying (16.2).

**International cabin crew member allowances:**

* Wage, expense, and disability allowances for international cabin crew members are contained in Schedule C—International Flying (16.3).

**Note:**

* See Schedule E—Summary of Monetary Allowances for a summary of monetary allowances.

NOTE: Regulations 3.33(3) and 3.46(1)(g) of _Fair Work Regulations 2009 set out the_
requirements for pay records and the content of payslips including the requirement to separately
identify any allowance paid.

**16.1** Domestic cabin crew member allowances including wage, expense and disability
allowances are contained in Schedule A—Domestic Flying.

**16.2** Regional cabin crew member allowances including wage, expense and disability
allowances are contained in Schedule B—Regional Flying.

**16.3** International cabin crew member allowances including wage, expense and disability
allowances are contained in Schedule C—International Flying.

NOTE: See Schedule E—Summary of Monetary Allowances for a summary of monetary
allowances.

Allowances

**Superannuation legislation:**

* The NES and Superannuation legislation, including the Superannuation Guarantee (Administration) Act 1992 (Cth), the Superannuation Guarantee Charge Act 1992 (Cth), the Superannuation Industry (Supervision) Act 1993 (Cth), and the Superannuation (Resolution of Complaints) Act 1993 (Cth), govern the superannuation rights and obligations of employers and employees (17.1(a)).
* Clause 17 supplements these rights and obligations in the superannuation legislation and the NES (17.1(b)).

**Note:** Under superannuation legislation:

* Individual employees generally have the opportunity to choose their own superannuation fund.
* If a new employee does not choose a superannuation fund, the employer must ask the Australian Taxation Office (ATO) whether the employee is a member of a stapled superannuation fund and, if so, make contributions to that stapled fund.
* If an employee neither chooses a superannuation fund nor has a stapled fund, the employer may satisfy the superannuation fund choice requirements by contributing to a fund nominated in the award, provided the fund can accept contributions for the employee.
* A fund may be unable to accept contributions if the employee would be a new member of the fund's MySuper product and the MySuper product has failed APRA's performance tests for 2 consecutive years.

**Employer contributions:**

* Employers must make superannuation contributions to avoid liability for the superannuation guarantee charge under superannuation legislation (17.2).

**Voluntary employee contributions:**

* Employees may authorise in writing the employer to pay a specified post-taxation amount from their wages into the same superannuation fund as the employer's contributions (17.3(a)).
* Employees can adjust the authorised amount by giving three months’ written notice, effective from the first of the following month (17.3(b)).
* Employers must pay the authorised amount no later than 28 days after the end of the month in which the deduction was made (17.3(c)).

**Superannuation fund:**

* Unless required to contribute to another fund under superannuation legislation, employers must make contributions to one of the following funds, provided the fund can accept new beneficiaries for new employees (17.4):
  * Any superannuation fund the employer contributed to before 12 September 2008, provided it is an eligible choice fund offering a MySuper product or an exempt public sector superannuation scheme (17.4(a)).
  * A superannuation fund or scheme that the employee is a defined benefit member of (17.4(b)).

[[Varied by PR771323]](https://www.fwc.gov.au/documents/awardsandorders/pdf/pr771323.pdf)

**17.1** **Superannuation legislation**

[[17.1 substituted by PR771323 ppc 09Apr24]](https://www.fwc.gov.au/documents/awardsandorders/pdf/pr771323.pdf)

**(a)** The [NES and Superannuation legislation, including the](https://www.fwc.gov.au/documents/awards/resources/nes.pdf) _Superannuation_

_Guarantee (Administration) Act 1992 (Cth), the_ _Superannuation Guarantee_
_Charge Act 1992 (Cth), the_ _Superannuation Industry (Supervision) Act 1993_
(Cth) and the Superannuation (Resolution of Complaints) Act 1993 (Cth), deal
with the superannuation rights and obligations of employers and employees.


-----


**(b)** The rights and obligations in clause 17 supplement those in superannuation

[legislation and the NES.](https://www.fwc.gov.au/documents/awards/resources/nes.pdf)

NOTE: Under superannuation legislation:

(a) Individual employees generally have the opportunity to choose their
own superannuation fund.

(b) If a new employee does not choose a superannuation fund, the
employer must ask the Australian Taxation Office (ATO) whether
the employee is an existing member of a stapled superannuation fund
and, if stapled fund details are provided by the ATO, make
contributions to the stapled fund.

(c) If an employee does not choose a superannuation fund and does not
have a stapled fund, the choice of superannuation fund requirements
will be satisfied by contributions made to a superannuation fund
nominated in the award covering the employee, provided the fund is
able to accept contributions for the benefit of the employee.

(d) A fund may not be able to accept contributions for the benefit of an
employee if the employee would be a new member of the fund’s
MySuper product and the MySuper product is closed to new
members because it has failed the performance tests of Australian
Prudential Regulation Authority (APRA) for 2 consecutive years.

**17.2** **Employer contributions**

An employer must make such superannuation contributions to a superannuation fund
for the benefit of an employee as will avoid the employer being required to pay the
superannuation guarantee charge under superannuation legislation with respect to that
employee.

**17.3** **Voluntary employee contributions**


**(a)** Subject to the governing rules of the relevant superannuation fund, an employee

may, in writing, authorise their employer to pay on behalf of the employee a
specified amount from the post-taxation wages of the employee into the same
superannuation fund as the employer makes the superannuation contributions
provided for in clause 17.2.

**(b)** An employee may adjust the amount the employee has authorised their employer

to pay from the wages of the employee from the first of the month following the
giving of three months’ written notice to their employer.

**(c)** The employer must pay the amount authorised under clauses 17.3(a) or (b) no

later than 28 days after the end of the month in which the deduction authorised
under clauses 17.3(a) or (b) was made.

**17.4** **Superannuation fund**


-----


[[17.4 varied by PR771323 ppc 09Apr24]](https://www.fwc.gov.au/documents/awardsandorders/pdf/pr771323.pdf)

Unless, to comply with superannuation legislation, the employer is required to make
the superannuation contributions provided for in clause 17.2 to another superannuation
fund, the employer must make the superannuation contributions provided for in clause
17.2 and pay any amount authorised under clauses 17.3(a) or 17.3(b) to one of the
following superannuation funds or its successor, provided that, in respect of new
employees, the fund is able to accept new beneficiaries:

**(a)** any superannuation fund to which the employer was making superannuation
contributions for the benefit of its employees before 12 September 2008,
provided the superannuation fund is an eligible choice fund and is a fund that
offers a MySuper product or is an exempt public sector superannuation scheme;
or

**(b)** a superannuation fund or scheme which the employee is a defined benefit
member of.

## Part 5—Overtime

Superannuation

Wages and Allowances

**Overtime entitlements:**

* Domestic cabin crew member overtime entitlements are contained in Schedule A—Domestic Flying (18.1).
* Regional cabin crew member overtime entitlements are contained in Schedule B—Regional Flying (18.2).
* International cabin crew member overtime entitlements are contained in Schedule C—International Flying (18.3).

**Time off instead of payment for overtime:**

* An employee and employer can agree in writing for the employee to take time off instead of being paid for overtime worked (18.4(a)).
* Each instance of overtime to be taken as time off must be documented in a separate agreement (18.4(b)).
* The agreement must include details such as the number of overtime hours, when they were worked, and confirmation that the employee may take time off instead of payment (18.4(c)).
* If the employee requests, the employer must pay the employee for any untaken overtime at the applicable overtime rate, to be made in the next pay period following the request (18.4(c)(iii), 18.4(c)(iv)).
* The time off must be equal to the number of overtime hours worked (18.4(d)).
* Time off should be taken within 6 months of working the overtime, at a mutually agreed time (18.4(e)).
* If the time off is not taken within 6 months, the employee must be paid for the overtime in the next pay period following the 6 months, at the applicable overtime rate (18.4(g)).
* The employer must keep a copy of the agreement as an employee record (18.4(h)).
* Employers must not exert undue influence or pressure on employees regarding the decision to take time off instead of payment (18.4(i)).
* Employees may request to take time off instead of payment under section 65 of the Act. Such requests, if agreed by the employer, are subject to the requirements of clause 18.4 (18.4(j)).
* On termination of employment, any untaken time off for overtime must be paid at the applicable overtime rate (18.4(k)).
* False or misleading representations about workplace rights regarding this clause are prohibited under section 345(1) of the Act.

[[Varied by PR763244]](https://www.fwc.gov.au/documents/awardsandorders/pdf/pr763244.pdf)

**18.1** Domestic cabin crew member overtime entitlements are contained in Schedule A—
Domestic Flying.

**18.2** Regional cabin crew member overtime entitlements are contained in Schedule B—
Regional Flying.

**18.3** International cabin crew member overtime entitlements are contained in Schedule C—
International Flying.

**18.4** **Time off instead of payment for overtime**

**(a)** An employee and employer may agree in writing to the employee taking time
off instead of being paid for a particular amount of overtime that has been
worked by the employee.

**(b)** Any amount of overtime that has been worked by an employee in a particular
pay period and that is to be taken as time off instead of the employee being paid
for it must be the subject of a separate agreement under clause 18.4.

**(c)** An agreement must state each of the following:

**(i)** the number of overtime hours to which it applies and when those hours
were worked;

**(ii)** that the employer and employee agree that the employee may take time off
instead of being paid for the overtime;


-----


**(iii)** that, if the employee requests at any time, the employer must pay the

employee, for overtime covered by the agreement but not taken as time
off, at the overtime rate applicable to the overtime when worked;

**(iv)** that any payment mentioned in clause 18.4(c)(iii) must be made in the next

pay period following the request.

NOTE: An example of the type of agreement required by clause 18.4 is set out
at Schedule F—Agreement for Time Off Instead of Payment for Overtime. There
is no requirement to use the form of agreement set out at Schedule F—
Agreement for Time Off Instead of Payment for Overtime. An agreement under
clause 18.4 can also be made by an exchange of emails between the employee
and employer, or by other electronic means.

**(d)** The period of time off that an employee is entitled to take is the same as the
number of overtime hours worked.

EXAMPLE: By making an agreement under clause 18.4 an employee who
worked 2 overtime hours is entitled to 2 hours’ time off.

**(e)** Time off must be taken:

**(i)** within the period of 6 months after the overtime is worked; and

**(ii)** at a time or times within that period of 6 months agreed by the employee
and employer.

**(f)** If the employee requests at any time, to be paid for overtime covered by an
agreement under clause 18.4 but not taken as time off, the employer must pay
the employee for the overtime, in the next pay period following the request, at
the overtime rate applicable to the overtime when worked.

**(g)** If time off for overtime that has been worked is not taken within the period of 6
months mentioned in clause 18.4(e), the employer must pay the employee for
the overtime, in the next pay period following those 6 months, at the overtime
rate applicable to the overtime when worked.

**(h)** The employer must keep a copy of any agreement under clause 18.4 as an
employee record.

**(i)** An employer must not exert undue influence or undue pressure on an employee
in relation to a decision by the employee to make, or not make, an agreement to
take time off instead of payment for overtime.

**(j)** [An employee may, under section 65 of the Act, request to take time off, at a time](http://www.legislation.gov.au/Series/C2009A00028)
or times specified in the request or to be subsequently agreed by the employer
and the employee, instead of being paid for overtime worked by the employee.
If the employer agrees to the request then clause 18.4 will apply, including the
requirement for separate written agreements under clause 18.4(b) for overtime
that has been worked.


-----


[[Note varied by PR763244 ppc 01Aug23]](https://www.fwc.gov.au/documents/awardsandorders/pdf/pr763244.pdf)

[NOTE: If an employee makes a request under section 65 of the Act for a change](http://www.legislation.gov.au/Series/C2009A00028)
in working arrangements, the employer may only refuse that request on
[reasonable business grounds (see section 65A(3) of the Act).](http://www.legislation.gov.au/Series/C2009A00028)

**(k)** If, on the termination of the employee’s employment, time off for overtime
worked by the employee to which clause 18.4 applies has not been taken, the
employer must pay the employee for the overtime at the overtime rate applicable
to the overtime when worked.

NOTE: Under section 345(1) of the [Act, a person must not knowingly or](http://www.legislation.gov.au/Series/C2009A00028)
recklessly make a false or misleading representation about the workplace rights
of another person under clause 18.4.

## Part 6—Leave and Public Holidays

Overtime

**Annual leave entitlements:**

* Annual leave is provided under the NES. Entitled employees receiving over-award payments are to be paid at the higher rate while on paid annual leave (19.1).

* Employees are entitled to 42 days of annual leave per year, inclusive of Saturdays, Sundays, and public holidays, with full salary for each completed year of service (19.2).

**Annual leave loading:**

* In addition to payment under clause 19.2, employees proceeding on annual leave are to be paid an annual leave loading equivalent to 17.5% of the minimum hourly rate for the first 28 of 42 days (19.3).

**Direction to take annual leave during shutdown:**

* Employers intending to shut down operations temporarily must give 28 days' written notice or a shorter period as mutually agreed (19.4(b)).
* Written notice must be given to any newly hired employees affected by the shutdown as soon as reasonably practicable (19.4(c)).
* Employers may direct employees to take accrued annual leave during the shutdown, which must be in writing and reasonable (19.4(d), (e)).
* If an employee does not have enough accrued annual leave, the employer and employee can agree for the employee to take leave without pay or annual leave in advance (19.4(g), (h)).
* Any annual leave taken in advance during the temporary shutdown period will be deducted from the employee's accrued leave (19.4(i)).
* Clause 20 does not apply to annual leave taken during a temporary shutdown (19.4(j)).

**When annual leave can be taken:**

* Leave will commence on a Monday unless mutually agreed otherwise (19.5(a)).
* Annual leave should be granted and taken within 12 months from the date it falls due, or 15 months from the commencement of the preceding period (19.5(b)).
* Leave will not be allocated in more than 2 periods unless mutually agreed (19.5(c)).
* Annual leave must be taken at a time mutually agreed between employee and employer, subject to clause 20 (19.5(d)).

**Proportionate annual leave on termination:**

* On termination, employees will be paid for all untaken annual leave entitlements, including leave loading (19.6(a)).
* For incomplete years of service, payment will be made at the rate of 1/365th of the entitlement for each completed day of employment (19.6(b)).

**When payment will be made for annual leave:**

* Employees will be paid in full prior to commencing leave unless mutually agreed otherwise (19.7).

**Electronic funds transfer (EFT) payment:**

* Employees paid by EFT may continue to be paid as per their usual pay cycle while on annual leave (19.8).

**Recall of employee from annual leave:**

* An employer cannot recall an employee from annual leave except by mutual agreement. If recalled, employees will be granted 2 days’ leave in place of each day recalled (19.9).

**Illness during annual leave:**

* If an employee is unfit for work due to personal illness or injury, they can take that period against personal/carer's leave credits, with annual leave credits adjusted accordingly (19.10). Documentation must be submitted within 15 days of return (19.10(c)).

**Annual leave in advance:**

* Employers and employees can agree in writing for the employee to take annual leave in advance of accrual (19.11(a)).
* The agreement must specify the amount of leave, the commencement date, and be signed by both parties (19.11(b)). Employers must retain a copy as an employee record. If an employee leaves before accruing the leave taken in advance, the employer may deduct the amount from final payments due (19.11(c), (d)).

**Cashing out of annual leave:**

* Annual leave can only be cashed out by a written agreement (19.12(a)-(c)). The agreement must state the amount of leave, the payment for it, and the payment date (19.12(d)). Employers must retain a copy as an employee record (19.12(i)). The payment must not be less than if the leave had been taken (19.12(f)). An employee must retain at least 4 weeks of accrued leave after cashing out, and can cash out a maximum of 2 weeks within a 12-month period (19.12(g), (h)).

Notes under 19.12 specify compliance with sections 344 and 345 of the Act and provide an example agreement form in Schedule H.

[[Varied by PR751065]](https://www.fwc.gov.au/documents/awardsandorders/pdf/pr751065.pdf)

**19.1** [Annual leave is provided for in the NES.](https://www.fwc.gov.au/documents/awards/resources/nes.pdf)

NOTE: Where an employee is receiving over-award payments such that the
employee’s base rate of pay is higher than the rate specified under this award, the
employee is entitled to receive the higher rate while on a period of paid annual leave
[(see sections 16 and 90 of the Act).](http://www.legislation.gov.au/Series/C2009A00028)

**19.2** **Entitlement to annual leave**

An employee is entitled to annual leave such that the employee’s total entitlement to
[annual leave pursuant to the NES and this award for each year of employment is a total](https://www.fwc.gov.au/documents/awards/resources/nes.pdf)
of 42 days’ annual leave, inclusive of Saturdays, Sundays and public holidays on full
salary for each completed year of service.

**19.3** **Annual leave loading**

In addition to the entitlement to payment under clause 19.2, an employee when
proceeding on annual leave will be paid in respect of the first 28 of 42 days’ annual
leave falling due each year (inclusive of Saturdays, Sundays and public holidays) an
annual leave loading equivalent to 17.5% of the minimum hourly rate.

**19.4** **Direction to take annual leave during shutdown**

[[19.4 renamed and substituted by PR751065 ppc 01May23]](https://www.fwc.gov.au/documents/awardsandorders/pdf/pr751065.pdf)

**(a)** Clause 19.4applies if an employer:

**(i)** intends to shut down all or part of its operation for a particular period
(temporary shutdown period); and

**(ii)** wishes to require affected employees to take paid annual leave during that
period.


-----


**(b)** The employer must give the affected employees 28 days’ written notice of a
temporary shutdown period, or any shorter period agreed between the employer
and the majority of relevant employees.

**(c)** The employer must give written notice of a temporary shutdown period to any
employee who is engaged after the notice is given under clause 19.4(b) and who
will be affected by that period, as soon as reasonably practicable after the
employee is engaged.

**(d)** The employer may direct the employee to take a period of paid annual leave to
which the employee has accrued an entitlement during a temporary shutdown
period.

**(e)** A direction by the employer under clause 19.4(d):

**(i)** must be in writing; and

**(ii)** must be reasonable.

**(f)** The employee must take paid annual leave in accordance with a direction under
clause 19.4(d).

**(g)** In respect of any part of a temporary shutdown period which is not the subject
of a direction under clause 19.4(d), an employer and an employee may agree, in
writing, for the employee to take leave without pay during that part of the
temporary shutdown period

**(h)** An employee may take annual leave in advance during a temporary shutdown
period in accordance with an agreement under clause 19.11.

**(i)** In determining the amount of paid annual leave to which an employee has
accrued an entitlement, any period of paid annual leave taken in advance by the
employee, in accordance with an agreement under clause 19.11, to which an
entitlement has not been accrued, is to be taken into account.

**(j)** Clause 20 does not apply to a period of annual leave that an employee is required
to take during a temporary shutdown period in accordance with clause 19.4.

**19.5** **When annual leave can be taken**

**(a)** A period of leave will commence on a Monday unless otherwise mutually
agreed.

**(b)** Normally, annual leave will be granted and will be taken within 12 months from
the date on which it falls due or alternatively 15 months from the date of
commencement of the preceding period of leave.

**(c)** Annual leave will be allocated in no more than 2 periods unless otherwise
mutually agreed between the employee and the employer.

**(d)** Subject to clause 20—Excessive Annual Leave, annual leave must be taken at a
time mutually agreed between the employee and employer.


-----


**19.6** **Proportionate annual leave on termination of employment**

On termination of employment an employee will be paid fully instead of annual leave:

**(a)** for all untaken annual leave entitlements that have fallen due in relation to any
completed years of service, in accordance with clause 19.2, and the loading
specified in clause 19.3 for each completed year of service; and

**(b)** for the balance of the employment period, or for the whole period where it has
been less than one completed year, at the rate of 1/365th of the entitlement in
clause 19.3 for each completed day of employment in respect of which annual
leave has not been granted; and

**(c)** the annual leave loading, as specified in clause 19.3, will be paid in the case of
redundancy.

**19.7** **When payment will be made for annual leave**

An employee will be paid in full for the period of leave to be taken prior to
commencing such leave unless mutually agreed between the employee and the
employer.

**19.8** **Electronic funds transfer (EFT) payment of annual leave**

Despite anything else in clause 19, an employee paid by electronic funds transfer
(EFT) may be paid in accordance with their usual pay cycle while on paid annual leave.

**19.9** **Recall of employee from annual leave**

An employer will not be entitled to recall an employee from annual leave except by
mutual agreement between the employer and the employee. Where an employee is so
recalled the employee will be granted 2 days’ annual leave in place of each such day
and the employee may elect to add such additional entitlements to the balance of this
interrupted annual leave period.

**19.10** **Illness during annual leave**

An employee who:

**(a)** would not be fit for work during annual leave because of a personal illness, or
personal injury, affecting the employee;

**(b)** advises the employer as soon as practicable of such illness or injury; and

**(c)** produces medical evidence of the illness or injury;

will be allowed to take that period against personal/carer’s leave credits and have the
annual leave credit adjusted accordingly. The personal/carer’s leave documentation
must be submitted within 15 days of return to duty.

**19.11** **Annual leave in advance**

**(a)** An employer and employee may agree in writing to the employee taking a period
of paid annual leave before the employee has accrued an entitlement to the leave.


-----


**(b)** An agreement must:

**(i)** state the amount of leave to be taken in advance and the date on which
leave is to commence; and

**(ii)** be signed by the employer and employee and, if the employee is under 18
years of age, by the employee’s parent or guardian.

NOTE: An example of the type of agreement required by clause 19.11 is set out
at Schedule G—Agreement to Take Annual Leave in Advance. There is no
requirement to use the form of agreement set out at Schedule G—Agreement to
Take Annual Leave in Advance.

**(c)** The employer must keep a copy of any agreement under clause 19.11 as an
employee record.

**(d)** If, on the termination of the employee’s employment, the employee has not
accrued an entitlement to all of a period of paid annual leave already taken in
accordance with an agreement under clause 19.11, the employer may deduct
from any money due to the employee on termination an amount equal to the
amount that was paid to the employee in respect of any part of the period of
annual leave taken in advance to which an entitlement has not been accrued.

**19.12** **Cashing out of annual leave**

**(a)** Paid annual leave must not be cashed out except in accordance with an
agreement under clause 19.12.

**(b)** Each cashing out of a particular amount of paid annual leave must be the subject
of a separate agreement under clause 19.12.

**(c)** An employer and an employee may agree in writing to the cashing out of a
particular amount of accrued paid annual leave by the employee.

**(d)** An agreement under clause 19.12 must state:

**(i)** the amount of leave to be cashed out and the payment to be made to the
employee for it; and

**(ii)** the date on which the payment is to be made.

**(e)** An agreement under clause 19.12 must be signed by the employer and employee
and, if the employee is under 18 years of age, by the employee’s parent or
guardian.

**(f)** The payment must not be less than the amount that would have been payable had
the employee taken the leave at the time the payment is made.

**(g)** An agreement must not result in the employee’s remaining accrued entitlement
to paid annual leave being less than 4 weeks.

**(h)** The maximum amount of accrued paid annual leave that may be cashed out in
any period of 12 months is 2 weeks.


-----


**(i)** The employer must keep a copy of any agreement under clause 19.12 as an
employee record.

[NOTE 1: Under section 344 of the Act, an employer must not exert undue influence](http://www.legislation.gov.au/Series/C2009A00028)
or undue pressure on an employee to make, or not make, an agreement under clause
19.12.

[NOTE 2: Under section 345(1) of the Act, a person must not knowingly or recklessly](http://www.legislation.gov.au/Series/C2009A00028)
make a false or misleading representation about the workplace rights of another person
under clause 19.12.

NOTE 3: An example of the type of agreement required by clause 19.12 is set out at
Schedule H—Agreement to Cash Out Annual Leave. There is no requirement to use
the form of agreement set out at Schedule H—Agreement to Cash Out Annual Leave.

Annual leave

**Excessive Annual Leave Accruals**

Clause 20 deals with provisions specific to managing excessive paid annual leave accruals.

**Definitions:**

An employee is considered to have an excessive leave accrual if they have accrued more than 84 days of annual leave, including Saturdays, Sundays, and public holidays (20.2).

**Eliminating excessive leave accruals:**

**Dealing with excessive leave accruals by agreement:**

Before an employer can direct leave to be taken under clause 20.3(b), or an employee can give notice of leave under clause 20.3(c), both parties must confer and genuinely try to agree on steps to reduce or eliminate the excessive leave accrual (20.3(a)).

**Employer may direct that leave be taken:**

*This applies if an employee has an excessive leave accrual (20.3(b)(i)).
* If no agreement is reached per clause 20.3(a), the employer can direct the employee in writing to take paid annual leave. This direction must not (20.3(b)(ii)):
    * Result in the remaining accrued entitlement dropping below 63 days, inclusive of weekends and public holidays and considering all other agreed or directed leaves (20.3(b)(ii)(A));
    * Require the employee to take any period of leave less than one week (20.3(b)(ii)(B));
    * Direct leave to commence less than 8 weeks after the direction is given (20.3(b)(ii)(C));
    * Direct leave to commence more than 12 months after the direction is given (20.3(b)(ii)(D));
    * Be inconsistent with any pre-agreed leave arrangement between the employer and employee (20.3(b)(ii)(E)).
* An employee given a direction under clause 20.3(b) can still request leave as if the direction had not been given. Employers must not unreasonably refuse to agree to such a request ([Note referencing NES](https://www.fwc.gov.au/documents/awards/resources/nes.pdf)) (20.3(b)(iii)).
* If, after a direction is given, agreed leave results in accrued leave dropping below 63 days, the direction is considered withdrawn (20.3(b)(iv)).
* Employees must take paid annual leave as directed per compliant clauses (20.3(b)(v)).

**Employee may require that leave be granted:**

* This applies if an employee has had an excessive leave accrual for more than 6 months and the employer has not issued a direction under clause 20.3(b) that will eliminate the excessive leave accrual (20.3(c)(i)).
* If no agreement is reached per clause 20.3(a), the employee can give written notice to the employer to take a period of paid annual leave, provided that the notice does not (20.3(c)(ii)):
    * Result in remaining accrued entitlement dropping below 63 days, inclusive of weekends and public holidays and considering all other agreed leaves (20.3(c)(ii)(A));
    * Specify leave of less than one week (20.3(c)(ii)(B));
    * Specify leave commencement less than 8 weeks after the notice is given (20.3(c)(ii)(C));
    * Specify leave commencement more than 12 months after the notice is given (20.3(c)(ii)(D));
    * Be inconsistent with any pre-agreed leave arrangement (20.3(c)(ii)(E)).
* The maximum amount of leave an employee can request in a 12-month period is 42 days (20.3(c)(iii)).
* The employer must grant paid annual leave in accordance with a compliant notice (20.3(c)(iv)).

**20.1** **Excessive Annual Leave Accruals**

[Clause 20 contains provisions additional to the NES about taking paid annual leave, to](https://www.fwc.gov.au/documents/awards/resources/nes.pdf)
deal with excessive paid annual leave accruals.

**20.2** **Definitions**

An employee has an excessive leave accrual if the employee has accrued more than 84
days of annual leave (including Saturdays, Sundays and public holidays).

**20.3** **Eliminating excessive leave accruals**

**(a)** **Dealing with excessive leave accruals by agreement**

Before an employer can direct that leave be taken under clause 20.3(b) or an
employee can give notice of leave to be granted under clause 20.3(c), the
employer or employee must seek to confer and must genuinely try to agree upon
steps that will be taken to reduce or eliminate the employee’s excessive leave
accrual.

**(b)** **Employer may direct that leave be taken**

**(i)** Clause 20.3(b) applies if an employee has an excessive leave accrual.

**(ii)** If agreement is not reached under clause 20.3(a), the employer may give a
written direction to the employee to take a period or periods of paid annual
leave. Such a direction must not:

**(A) result in the employee’s remaining accrued entitlement to paid**

annual leave at any time being less than 63 days (inclusive of
Saturdays, Sundays and public holidays and also taking into account
all other paid annual leave that has been agreed, that the employee
has been directed to take or that the employee has given notice of
under clause 20.3(c);


-----


**(B) require the employee to take any period of leave of less than one**

week;

**(C) require the employee to take any period of leave commencing less**

than 8 weeks after the day the direction is given to the employee;

**(D) require the employee to take any period of leave commencing more**

than 12 months after the day the direction is given to the employee;
or

**(E) be inconsistent with any leave arrangement agreed between the**

employer and employee.

**(iii)** An employee to whom a direction has been given under clause 20.3(b)

may make a request to take paid annual leave as if the direction had not
been given.

[NOTE: The NES state that the employer must not unreasonably refuse to](https://www.fwc.gov.au/documents/awards/resources/nes.pdf)
agree to a request by the employee to take paid annual leave.


**(iv)** If leave is agreed after a direction is issued and the direction would then

result in the employee’s remaining accrued entitlement to paid annual
leave at any time being less than 63 days inclusive of Saturdays, Sundays
and public holidays, the direction will be deemed to have been withdrawn.

**(v)** The employee must take paid annual leave in accordance with a direction
complying with clause 20.3(b).

**(c)** **Employee may require that leave be granted**

**(i)** Clause 20.3(c) applies if an employee has had an excessive leave accrual
for more than 6 months and the employer has not given a direction under
clause 20.3(b) that will eliminate the employee’s excessive leave accrual.

**(ii)** If agreement is not reached under clause 20.3(a), the employee may give a
written notice to the employer that the employee wishes to take a period
or periods of paid annual leave. Such a notice must not:

**(A) result in the employee’s remaining accrued entitlement to paid**

annual leave at any time being less than 63 days (inclusive of
Saturdays, Sundays and public holidays and also taking into account
all other paid annual leave that has been agreed, that the employee
has been directed to take or that the employee has given notice of
under clause 20.3(c);

**(B) provide for the employee to take any period of leave of less than one**

week;

**(C) provide for the employee to take any period of leave commencing**

less than 8 weeks after the day the notice is given to the employer;

**(D) provide for the employee to take any period of leave commencing**

more than 12 months after the day the notice is given to the
employer; or


-----


**(E) be inconsistent with any leave arrangement agreed between the**

employer and employee.


**(iii)** The maximum amount of leave that an employee can give notice of under

clause 20.3(c) is 42 days' leave in any 12 month period.

**(iv)** The employer must grant the employee paid annual leave in accordance

with a notice complying with clause 20.3(c).

Excessive Annual Leave

**Personal/carer's leave and compassionate leave:**

* Personal/carer's leave and compassionate leave entitlements are provided for in the NES (21.1).

**Coverage:**

* Clause 21 applies to full-time and part-time employees (21.2).

**Effect of workers compensation:**

* There is no entitlement to paid leave of absence for any period during which the employee is receiving workers compensation payments (21.3).

**Return from personal leave:**

* An employee on paid personal leave for an injury or illness will remain on such leave until they are deemed medically fit to resume flying per the relevant Civil Aviation Orders (CAOs) and/or Civil Aviation Regulations (CARs) (21.4).

**URTI leave:**

* Cabin crew members are entitled to up to 6 working days' leave per annum, non-cumulative, for sickness associated with upper respiratory tract infection (URTI). A medical certificate must be produced if required by the employer (21.5).

**21.1** [Personal/carer’s leave and compassionate leave are provided for in the NES.](https://www.fwc.gov.au/documents/awards/resources/nes.pdf)

**21.2** Clause 21 applies to full-time and part-time employees.

**21.3** **Effect of workers compensation**

There is no entitlement to paid leave of absence for any period the employee is
receiving workers compensation payments.

**21.4** **Return from personal leave**

An employee who has been granted paid personal leave for an injury or illness in
respect of which they have consulted a medical practitioner will remain on such leave
subject to their entitlements from time to time, until such time as they are deemed to
be medically fit in accordance with the relevant Civil Aviation Orders (CAOs) and/or
Civil Aviation Regulations (CARs) to resume flying.

**21.5** **URTI leave**

A cabin crew member will be granted up to 6 working days’ leave per annum, not
cumulative, for sickness associated with upper respiratory tract infection (URTI). If
required by the employer a medical certificate must be produced.

Personal/carer’s leave and compassionate leave

Parental leave and related entitlements are provided for in the NES (22).

**Dispute resolution:**

* Disputes regarding requests for extensions to unpaid parental leave can be addressed under clause 28—Dispute resolution and/or under section 76B of the Act.

[[22 varied by PR763244 ppc 01Aug23]](https://www.fwc.gov.au/documents/awardsandorders/pdf/pr763244.pdf)

[Parental leave and related entitlements are provided for in the NES.](https://www.fwc.gov.au/documents/awards/resources/nes.pdf)

NOTE: Disputes about requests for extensions to unpaid parental leave may be dealt with under
[clause 28—Dispute resolution and/or under section 76B of the Act.](http://www.legislation.gov.au/Series/C2009A00028)

Parental leave and related entitlements

Community service leave is provided for in the NES.

[Community service leave is provided for in the NES.](https://www.fwc.gov.au/documents/awards/resources/nes.pdf)


-----

Community service leave

**Unpaid family and domestic violence leave:**

* Family and domestic violence leave is provided for in the NES.

* Employers are subject to confidentiality requirements regarding an employee’s experience of family and domestic violence under section 106C of the Act. Regulations 3.47 and 3.48 of the Fair Work Regulations 2009 govern what can be reported on payslips.

* Evidence to support the need for family and domestic violence leave could include a document issued by the police service, a court, a family violence support service, or a statutory declaration. (24)

[[24—Unpaid family and domestic violence leave renamed and substituted by PR750413 ppc 15Mar23]](https://www.fwc.gov.au/documents/awardsandorders/pdf/pr750413.pdf)

[Family and domestic violence leave is provided for in the NES.](https://www.fwc.gov.au/documents/awards/resources/nes.pdf)

NOTE 1: Information provided to employers concerning an employee’s experience of family
and domestic violence is sensitive and if mishandled can have adverse consequences for the
employee. Employers are subject to confidentiality requirements regarding the handling of this
information under section 106C of the [Act and requirements as to what can be reported on](https://www.legislation.gov.au/Series/C2009A00028)
payslips pursuant to regulations 3.47 and 3.48 of the Fair Work Regulations 2009.

NOTE 2: Depending upon the circumstances, evidence that would satisfy a reasonable person
of the employee’s need to take family and domestic violence leave may include a document
issued by the police service, a court or family violence support service, or a statutory
declaration.

Family and domestic violence leave

**Minimum wage and public holidays:**

* The minimum wage provided for in this award and the entitlement to annual leave in Clause 19 take into account an employee’s entitlement to public holidays in the NES and include compensation for all public holidays provided for in the NES (25.1).

**Part 7—Workplace Delegates, Consultation and Dispute Resolution**

[[Varied by PR747360]](https://www.fwc.gov.au/documents/awardsandorders/html/PR747360.htm)

**25.1** For the avoidance of doubt:

**(a)** the minimum wage provided for in this award; and

**(b)** the entitlement to annual leave in clause 19—Annual leave,

[take into account an employee’s entitlement to public holidays in the NES and include](https://www.fwc.gov.au/documents/awards/resources/nes.pdf)
[compensation for all public holidays provided for in the NES.](https://www.fwc.gov.au/documents/awards/resources/nes.pdf)

[[25.2 deleted by PR747360 ppc 14Nov22]](https://www.fwc.gov.au/documents/awardsandorders/html/PR747360.htm)

## Part 7—Workplace Delegates, Consultation and Dispute Resolution

[[Part 7—Consultation and Dispute Resolution renamed by PR774759 from 01Jul24]](https://www.fwc.gov.au/documents/awardsandorders/pdf/pr774759.pdf)

Public holidays

Leave and Public Holidays

**Workplace delegates—rights and responsibilities:**

**Definitions:**

* Employer: The employer of the workplace delegate (25A.2(a)).
* Delegate’s organisation: The employee organisation in accordance with the rules of which the workplace delegate was appointed or elected (25A.2(b)).
* Eligible employees: Members and eligible members of the delegate’s organisation employed by the employer in the enterprise (25A.2(c)).

**Notice of appointment or election:**

* Workplace delegates must give written notice of their appointment or election to the employer and provide evidence if requested (25A.3).
* Employees who cease to be a workplace delegate must give written notice to the employer within 14 days (25A.4).

**Right of representation:**

Workplace delegates may represent eligible employees in matters such as:

* Consultation about major workplace change (25A.5(a)).
* Consultation about changes to rosters or hours of work (25A.5(b)).
* Resolution of disputes (25A.5(c)).
* Disciplinary processes (25A.5(d)).
* Enterprise bargaining where the delegate is an appointed bargaining representative or assisting the delegate’s organisation (25A.5(e)).
* Any process or procedure within an award, enterprise agreement, or company policy concerning industrial interests (25A.5(f)).

**Entitlement to reasonable communication:**

* Delegates may communicate with eligible employees during working hours or breaks, or before/after work to represent their industrial interests (25A.6).

**Entitlement to reasonable access to workplace and facilities:**

Employers must provide workplace delegates access to facilities such as:

* A private room or area for discussions (25A.7(a)(i)).
* A physical or electronic noticeboard (25A.7(a)(ii)).
* Electronic communication means like Wi-Fi (25A.7(a)(iii)).
* A lockable filing cabinet or secure storage (25A.7(a)(iv)).
* Office facilities including printers and photocopiers (25A.7(a)(v)).

**Exceptions:**

Employers are not required to provide facilities if:

* The workplace lacks the facility (25A.7(b)(i)).
* Operational requirements make it impractical (25A.7(b)(ii)).
* The employer lacks and cannot reasonably obtain access to the facility (25A.7(b)(iii)).

**Entitlement to reasonable access to training:**

Employers (excluding small business employers) must provide up to 5 days of paid training time within normal working hours for initial training and at least one day each subsequent year, subject to conditions (25A.8):

* One delegate per 50 eligible employees annually, commencing 1 July (25A.8(a)).
* Number of eligible employees determined on the day of the training request (25A.8(b)).
* Payment for the training day as if the delegate had worked that day (25A.8(c)).
* Delegate must give 5 weeks’ notice of training details unless a shorter notice is agreed (25A.8(d)).
* If requested, the delegate must provide the employer with an outline of the training content (25A.8(e)).
* Employer must confirm approval of training at least 2 weeks before training begins (25A.8(f)).
* Delegate must provide evidence of attendance within 7 days after training ends (25A.8(g)).

**Exercise of entitlements under clause 25A:**

Delegates must:

* Comply with their duties and employer’s reasonable policies (25A.9(a)(i)-(ii)).
* Not hinder work performance or the exercise of employees’ rights to freedom of association (25A.9(a)(iii)-(iv)).

Exceptions:

* Employers are not required to provide individual contact details to delegates (25A.9(b)).
* Employees must agree to be represented by a delegate (25A.9(c)).

**Employer obligations towards workplace delegates:**

Under section 350A of the Act, employers must not:

* Unreasonably fail or refuse to deal with a workplace delegate.
* Knowingly or recklessly make false or misleading representations to a workplace delegate.
* Unreasonably hinder, obstruct, or prevent the exercise of a workplace delegate’s rights (note to 25A.9).


[[25A inserted by PR774759 from 01Jul24]](https://www.fwc.gov.au/documents/awardsandorders/pdf/pr774759.pdf)

**25A.1** Clause 25A provides for the exercise of the rights of workplace delegates set out in
[section 350C of the Act.](http://www.legislation.gov.au/Series/C2009A00028)

[NOTE: Under section 350C(4) of the Act, the employer is taken to have afforded a](http://www.legislation.gov.au/Series/C2009A00028)
workplace delegate the rights mentioned in section 350C(3) if the employer has
complied with clause 25A.

**25A.2** In clause 25A:

**(a)** **employer means the employer of the workplace delegate;**


-----


**(b)** **delegate’s organisation means the employee organisation in accordance with**
the rules of which the workplace delegate was appointed or elected; and

**(c)** **eligible employees means members and persons eligible to be members of the**
delegate’s organisation who are employed by the employer in the enterprise.

**25A.3** Before exercising entitlements under clause 25A, a workplace delegate must give the
employer written notice of their appointment or election as a workplace delegate. If
requested, the workplace delegate must provide the employer with evidence that would
satisfy a reasonable person of their appointment or election.

**25A.4** An employee who ceases to be a workplace delegate must give written notice to the
employer within 14 days.

**25A.5** **Right of representation**

A workplace delegate may represent the industrial interests of eligible employees who
wish to be represented by the workplace delegate in matters including:

**(a)** consultation about major workplace change;

**(b)** consultation about changes to rosters or hours of work;

**(c)** resolution of disputes;

**(d)** disciplinary processes;

**(e)** enterprise bargaining where the workplace delegate has been appointed as a
bargaining representative under section 176 of the [Act or is assisting the](http://www.legislation.gov.au/Series/C2009A00028)
delegate’s organisation with enterprise bargaining; and

**(f)** any process or procedure within an award, enterprise agreement or policy of the
employer under which eligible employees are entitled to be represented and
which concerns their industrial interests.

**25A.6** **Entitlement to reasonable communication**

**(a)** A workplace delegate may communicate with eligible employees for the purpose
of representing their industrial interests under clause 25A.5. This includes
discussing membership of the delegate’s organisation and representation with
eligible employees.

**(b)** A workplace delegate may communicate with eligible employees during
working hours or work breaks, or before or after work.

**25A.7** **Entitlement to reasonable access to the workplace and workplace facilities**

**(a)** The employer must provide a workplace delegate with access to or use of the
following workplace facilities:

**(i)** a room or area to hold discussions that is fit for purpose, private and
accessible by the workplace delegate and eligible employees;

**(ii)** a physical or electronic noticeboard;


-----


**(iii)** electronic means of communication ordinarily used in the workplace by

the employer to communicate with eligible employees and by eligible
employees to communicate with each other, including access to Wi-Fi;

**(iv)** a lockable filing cabinet or other secure document storage area; and

**(v)** office facilities and equipment including printers, scanners and
photocopiers.

**(b)** The employer is not required to provide access to or use of a workplace facility
under clause 25A.7(a) if:

**(i)** the workplace does not have the facility;

**(ii)** due to operational requirements, it is impractical to provide access to or
use of the facility at the time or in the manner it is sought; or

**(iii)** the employer does not have access to the facility at the enterprise and is

unable to obtain access after taking reasonable steps.

**25A.8** **Entitlement to reasonable access to training**

Unless the employer is a small business employer, the employer must provide a
workplace delegate with access to up to 5 days of paid time during normal working
hours for initial training and at least one day each subsequent year, to attend training
related to representation of the industrial interests of eligible employees, subject to the
following conditions:

**(a)** In each year commencing 1 July, the employer is not required to provide access
to paid time for training to more than one workplace delegate per 50 eligible
employees.

**(b)** The number of eligible employees will be determined on the day a delegate
requests paid time to attend training, as the number of eligible employees who
are:

**(i)** full-time or part-time employees; or

**(ii)** regular casual employees.

**(c)** Payment for a day of paid time during normal working hours is payment of the
amount the workplace delegate would have been paid for the hours the
workplace delegate would have been rostered or required to work on that day if
the delegate had not been absent from work to attend the training.

**(d)** The workplace delegate must give the employer not less than 5 weeks’ notice
(unless the employer and delegate agree to a shorter period of notice) of the
dates, subject matter, the daily start and finish times of the training, and the name
of the training provider.

**(e)** If requested by the employer, the workplace delegate must provide the employer
with an outline of the training content.

**(f)** The employer must advise the workplace delegate not less than 2 weeks from
the day on which the training is scheduled to commence, whether the workplace


-----


delegate’s access to paid time during normal working hours to attend the training
has been approved. Such approval must not be unreasonably withheld.

**(g)** The workplace delegate must, within 7 days after the day on which the training
ends, provide the employer with evidence that would satisfy a reasonable person
of their attendance at the training.

**25A.9** **Exercise of entitlements under clause 25A**

**(a)** A workplace delegate’s entitlements under clause 25A are subject to the
conditions that the workplace delegate must, when exercising those entitlements:

**(i)** comply with their duties and obligations as an employee;

**(ii)** comply with the reasonable policies and procedures of the employer,
including reasonable codes of conduct and requirements in relation to
occupational health and safety and acceptable use of ICT resources;

**(iii)** not hinder, obstruct or prevent the normal performance of work; and

**(iv)** not hinder, obstruct or prevent eligible employees exercising their rights

to freedom of association.

**(b)** Clause 25A does not require the employer to provide a workplace delegate with
access to electronic means of communication in a way that provides individual
contact details for eligible employees.

**(c)** Clause 25A does not require an eligible employee to be represented by a
workplace delegate without the employee’s agreement.

[NOTE: Under section 350A of the Act, the employer must not:](http://www.legislation.gov.au/Series/C2009A00028)

(a) unreasonably fail or refuse to deal with a workplace delegate; or

(b) knowingly or recklessly make a false or misleading representation to a
workplace delegate; or

(c) unreasonably hinder, obstruct or prevent the exercise of the rights of a
[workplace delegate under the Act or clause 25A.](http://www.legislation.gov.au/Series/C2009A00028)

Workplace delegates’ rights

**Major Changes in Production, Program, Organisation, Structure or Technology:**

* If an employer decides to make major changes likely to significantly affect employees, they must:
  - Give notice of the changes to all affected employees and their representatives, if any (26.1(a)).
  - Discuss with the affected employees and their representatives about the introduction of the changes, their likely effects, and measures to avoid or reduce adverse effects on employees (26.1(b)).
* Discussions must commence as soon as practicable after the decision is made (26.1(c)).
* Employers must provide all relevant information in writing to the affected employees and their representatives, including the nature of the changes, their expected effects, and any other matters likely to affect employees (26.2).
* Employers are not required to disclose confidential information if it is against their interests (26.3).
* Employers must consider any matters raised by employees or their representatives about the changes (26.4).
* Significant effects on employees include termination of employment, major changes in the workforce composition, operation or size, loss or reduction of job opportunities, alteration of hours, need for retraining or transfer, and job restructuring (26.5). However, alterations provided for within the award are not considered as having significant effect (26.6).

**26.1** If an employer makes a definite decision to make major changes in production,
program, organisation, structure or technology that are likely to have significant effects
on employees, the employer must:

**(a)** give notice of the changes to all employees who may be affected by them and
their representatives (if any); and

**(b)** discuss with affected employees and their representatives (if any):

**(i)** the introduction of the changes; and

**(ii)** their likely effect on employees; and


-----


**(iii)** measures to avoid or reduce the adverse effects of the changes on

employees; and

**(c)** commence discussions as soon as practicable after a definite decision has been
made.

**26.2** For the purposes of the discussion under clause 26.1(b), the employer must give in
writing to the affected employees and their representatives (if any) all relevant
information about the changes including:

**(a)** their nature; and

**(b)** their expected effect on employees; and

**(c)** any other matters likely to affect employees.

**26.3** Clause 26.2 does not require an employer to disclose any confidential information if
its disclosure would be contrary to the employer’s interests.

**26.4** The employer must promptly consider any matters raised by the employees or their
representatives about the changes in the course of the discussion under clause 26.1(b).

**26.5** In clause 26 significant effects, on employees, includes any of the following:

**(a)** termination of employment; or

**(b)** major changes in the composition, operation or size of the employer’s workforce
or in the skills required; or

**(c)** loss of, or reduction in, job or promotion opportunities; or

**(d)** loss of, or reduction in, job tenure; or

**(e)** alteration of hours of work; or

**(f)** the need for employees to be retrained or transferred to other work or locations;
or

**(g)** job restructuring.

**26.6** Where this award makes provision for alteration of any of the matters defined at clause
26.5, such alteration is taken not to have significant effect.

Consultation about major workplace change

**Consultation Regarding Change of Regular Roster or Ordinary Hours of Work:**

* Applies when an employer proposes to change the regular roster or ordinary hours of work of an employee, excluding those with irregular, sporadic, or unpredictable hours (27.1).
* The employer must consult with affected employees and their representatives (if any) about the proposed change (27.2).
* For the purpose of consultation, the employer must (27.3):
  * Provide affected employees and their representatives with information about the proposed change, such as its nature and when it is to commence (27.3(a)).
  * Invite the employees and their representatives (if any) to give their views on the impact of the proposed change, including any impact on family or caring responsibilities (27.3(b)).
* The employer must consider any views provided by the employees or their representatives (27.4).
* Clause 27 should be read in conjunction with any other provisions of the award concerning the scheduling of work or the giving of notice (27.5).

**27.1** Clause 27 applies if an employer proposes to change the regular roster or ordinary
hours of work of an employee, other than an employee whose working hours are
irregular, sporadic or unpredictable.

**27.2** The employer must consult with any employees affected by the proposed change and
their representatives (if any).

**27.3** For the purpose of the consultation, the employer must:


-----


**(a)** provide to the employees and representatives mentioned in clause 27.2
information about the proposed change (for example, information about the
nature of the change and when it is to begin); and

**(b)** invite the employees to give their views about the impact of the proposed change
on them (including any impact on their family or caring responsibilities) and also
invite their representative (if any) to give their views about that impact.

**27.4** The employer must consider any views given under clause 27.3(b).

**27.5** Clause 27 is to be read in conjunction with any other provisions of this award
concerning the scheduling of work or the giving of notice.

Consultation about changes to rosters or hours of work

**Dispute Resolution Procedure:**

* Sets out the procedures to follow if a dispute arises about a matter under the award or in relation to the NES (28.1).
* Disputes must first be attempted to be resolved at the workplace through discussion between the employee(s) concerned and the relevant supervisor (28.2).
* If unresolved, the dispute should then be escalated for timely resolution through discussion between the employee(s) and more senior levels of management (28.3).
* If the dispute remains unresolved at the workplace after following these steps, it may be referred to the Fair Work Commission (28.4).
* The parties can agree on the process to be followed by the Fair Work Commission, including mediation, conciliation, and consent arbitration (28.5).
* If still unresolved, the Fair Work Commission may use any method of dispute resolution permitted by the Act and deemed appropriate for resolving the issue (28.6).
* Parties involved in the dispute may appoint a person, organisation, or association to support or represent them in any discussion or process under this clause (28.7).
* During the dispute resolution procedures, (28.8):
  * Work must continue in accordance with this award and the Act (28.8(a)).
  * Employees must not unreasonably fail to comply with any safe and appropriate work directions given by the employer (28.8(b)).
* Clause 28.8 is subject to any applicable work health and safety legislation (28.9).

**Notes:**

* Additional dispute resolution procedures for disputes regarding NES entitlements to request flexible working arrangements and extensions to unpaid parental leave are contained in sections 65B and 76B of the Act, respectively.

[[Varied by PR763244]](https://www.fwc.gov.au/documents/awardsandorders/pdf/pr763244.pdf)

**28.1** Clause 28 sets out the procedures to be followed if a dispute arises about a matter under
[this award or in relation to the NES.](https://www.fwc.gov.au/documents/awards/resources/nes.pdf)

**28.2** The parties to the dispute must first try to resolve the dispute at the workplace through
discussion between the employee or employees concerned and the relevant supervisor.

**28.3** If the dispute is not resolved through discussion as mentioned in clause 28.2, the parties
to the dispute must then try to resolve it in a timely manner at the workplace through
discussion between the employee or employees concerned and more senior levels of
management, as appropriate.

**28.4** If the dispute is unable to be resolved at the workplace and all appropriate steps have
been taken under clauses 28.2 and 28.3, a party to the dispute may refer it to the Fair
Work Commission.

**28.5** The parties may agree on the process to be followed by the Fair Work Commission in
dealing with the dispute, including mediation, conciliation and consent arbitration.

**28.6** If the dispute remains unresolved, the Fair Work Commission may use any method of
[dispute resolution that it is permitted by the Act to use and that it considers appropriate](http://www.legislation.gov.au/Series/C2009A00028)
for resolving the dispute.

**28.7** A party to the dispute may appoint a person, organisation or association to support
and/or represent them in any discussion or process under clause 28.

**28.8** While procedures are being followed under clause 28 in relation to a dispute:

**(a)** [work must continue in accordance with this award and the Act; and](http://www.legislation.gov.au/Series/C2009A00028)

**(b)** an employee must not unreasonably fail to comply with any direction given by
the employer about performing work, whether at the same or another workplace,
that is safe and appropriate for the employee to perform.

**28.9** Clause 28.8 is subject to any applicable work health and safety legislation.


-----


[[Note 1 inserted by PR763244 ppc 01Aug23]](https://www.fwc.gov.au/documents/awardsandorders/pdf/pr763244.pdf)

NOTE 1: In addition to clause 28, a dispute resolution procedure for disputes regarding the
[NES entitlement to request flexible working arrangements is contained in section 65B of the](https://www.fwc.gov.au/documents/awards/resources/nes.pdf)
[Act.](http://www.legislation.gov.au/Series/C2009A00028)

[[Note 2 inserted by PR763244 ppc 01Aug23]](https://www.fwc.gov.au/documents/awardsandorders/pdf/pr763244.pdf)

NOTE 2: In addition to clause 28, a dispute resolution procedure for disputes regarding the
[NES entitlement to request an extension to unpaid parental leave is contained in section 76B of](https://www.fwc.gov.au/documents/awards/resources/nes.pdf)
[the Act.](http://www.legislation.gov.au/Series/C2009A00028)

## Part 8—Termination of Employment and Redundancy

Dispute resolution

Workplace Delegates, Consultation and Dispute Resolution

**Notice of termination by an employee:**

* Employees must give notice of termination based on their period of continuous service with the employer, following Table 1 (29.1(b)):

  | Employee’s period of continuous service | Period of notice |
  | --------------------------------------- | -----------------|
  | Not more than 1 year                    | 1 week           |
  | More than 1 year but not more than 3 years | 2 weeks       |
  | More than 3 years but not more than 5 years | 3 weeks     |
  | More than 5 years                      | 4 weeks          |

* Continuous service has the same meaning as in section 117 of the Act (29.1(c)).
* If an employee aged 18 or over does not give the required notice, the employer may deduct up to one week’s wages from the employee’s final pay (29.1(d)).
* No deduction is allowed if the employer agrees to a shorter notice period (29.1(e)).
* Any deduction must not be unreasonable (29.1(f)).

**Job search entitlement:**

* Employees must be allowed up to one day's paid time off to seek other employment when given notice of termination (29.2(a)).
* The time off should be taken at times convenient to the employee, after consultation with the employer (29.2(b)).

**Termination away from home base:**

* If a cabin crew member’s employment is terminated while they are away from base, the notice period will commence on their return to home base or place of recruitment, where this is mutually agreed (29.3(a)).
* The cabin crew member must be reimbursed for the cost of transport back to home base, including transport for their spouse or de facto partner, dependent children under 21, and their possessions (29.3(b)).
* If terminated within 12 months of transferring to a new home base at the employer’s direction, the cabin crew member must be reimbursed for the cost of transport back to the previous home base for themselves, their spouse or de facto partner, dependent children under 21, and their possessions (29.3(c)).
* Clauses 29.3(b) and 29.3(c) do not apply if the employer provides equivalent transport (29.3(d)).

NOTE: The [NES sets out requirements for notice of termination by an employer. See](https://www.fwc.gov.au/documents/awards/resources/nes.pdf)
[sections 117 and 123 of the Act.](http://www.legislation.gov.au/Series/C2009A00028)

**29.1** **Notice of termination by an employee**

**(a)** Clause 29.1 applies to all employees except those identified in sections 123(1)
[and 123(3) of the Act.](http://www.legislation.gov.au/Series/C2009A00028)

**(b)** An employee must give the employer notice of termination in accordance with
**Table 1—Period of notice of at least the period specified in column 2 according**
to the period of continuous service of the employee specified in column 1.

|Table 1—Period of notice|Col2|
|---|---|
|Column 1 Employee’s period of continuous service with the employer at the end of the day the notice is given|Column 2 Period of notice|
|Not more than 1 year|1 week|
|More than 1 year but not more than 3 years|2 weeks|
|More than 3 years but not more than 5 years|3 weeks|
|More than 5 years|4 weeks|



NOTE: The notice of termination required to be given by an employee is the
same as that required of an employer except that the employee does not have to
give additional notice based on the age of the employee.

**(c)** In clause 29.1(b) continuous service has the same meaning as in section 117 of
[the Act.](http://www.legislation.gov.au/Series/C2009A00028)

**(d)** If an employee who is at least 18 years old does not give the period of notice
required under clause 29.1(b), then the employer may deduct from wages due to
the employee under this award an amount that is no more than one week’s wages
for the employee.


-----


**(e)** If the employer has agreed to a shorter period of notice than that required under
clause 29.1(b), then no deduction can be made under clause 29.1(d).

**(f)** Any deduction made under clause 29.1(d) must not be unreasonable in the
circumstances.

**29.2** **Job search entitlement**

**(a)** Where an employer has given notice of termination to an employee, the
employee must be allowed time off without loss of pay of up to one day for the
purpose of seeking other employment.

**(b)** The time off under clause 29.2(a) is to be taken at times that are convenient to

the employee after consultation with the employer.

**29.3** **Termination away from home base**

**(a)** Where the employment of a cabin crew member is terminated by either the cabin
crew member or the employer while the cabin crew member is away from base
on a layover or temporary transfer, the notice period in either clause 29.1 or the
[NES will commence on the cabin crew member’s return to home base or the](https://www.fwc.gov.au/documents/awards/resources/nes.pdf)
place of recruitment where this is mutually agreed.

**(b)** Where the employment of a cabin crew member is terminated by either the cabin
crew member or the employer while the cabin crew member is away from base
on a layover or temporary transfer, the cabin crew member must be reimbursed
for the cost of transport back to home base for the cabin crew member, their
spouse or de facto partner, dependent children under 21 years of age and their
possessions.

**(c)** Where the cabin crew member has transferred to a new home base at the
employer’s direction and is subsequently terminated by the employer within 12
months, the cabin crew member must be reimbursed for the cost of transport to
the previous home base for the cabin crew member, their spouse or de facto
partner, dependent children under 21 years of age, and their possessions.

**(d)** Clauses 29.3(b) and 29.3(c) do not apply when an employer elects to provide
equivalent transport.

Termination of employment

**Transfer to lower paid duties on redundancy:**

* Applies if an employee is transferred to duties with a lower ordinary rate of pay due to redundancy (30.1(a)).
* The employer may either give the employee notice of the transfer for at least the same length as required under section 117 of the Act (30.1(b)(i)) or transfer the employee without notice or before the notice period expires, provided that the employee is paid as set out in 30.1(c) (30.1(b)(ii)).
* If transferred without full notice, the employee is entitled to a payment equal to the difference between the ordinary rates of pay for the hours they would have worked in the first role and the second role for the period not covered by the notice (30.1(c)).

**Employee leaving during redundancy notice period:**

* An employee given notice of termination in redundancy circumstances may terminate their employment during the notice period under section 117(3) of the Act (30.2(a)).
* The employee is entitled to the benefits and payments they would have received if they had remained employed until the expiry of the notice (30.2(b)).
* The employee is not entitled to be paid for any part of the notice period remaining after their employment ceases (30.2(c)).

**Job search entitlement:**

* Employees given notice of termination due to redundancy must be allowed time off without loss of pay, up to one day each week of the notice period for job search (30.3(a)).
* If more than one day off is allowed, the employee must produce proof of attendance at an interview upon employer’s request (30.3(b)).
* A statutory declaration is sufficient proof (30.3(c)).
* Employees who fail to produce proof when required are not entitled to be paid for the time off (30.3(d)).
* This entitlement replaces clause 29.2 (30.3(e)).

**Terminated away from home base:**

* If a cabin crew member’s termination date for redundancy occurs while they are away from home base, clause 29.3 will apply. Additionally, the notice period will commence from the time the crew member returns to home base (30.4).

[NOTE: Redundancy pay is provided for in the NES. See sections 119 to 123 of the Act.](https://www.fwc.gov.au/documents/awards/resources/nes.pdf)

**30.1** **Transfer to lower paid duties on redundancy**

**(a)** Clause 30.1 applies if, because of redundancy, an employee is transferred to new
duties to which a lower ordinary rate of pay applies.

**(b)** The employer may:

**(i)** give the employee notice of the transfer of at least the same length as the
[employee would be entitled to under section 117 of the Act as if it were a](http://www.legislation.gov.au/Series/C2009A00028)
notice of termination given by the employer; or


-----


**(ii)** transfer the employee to the new duties without giving notice of transfer
or before the expiry of a notice of transfer, provided that the employer pays
the employee as set out in clause 30.1(c).

**(c)** If the employer acts as mentioned in clause 30.1(b)(ii), the employee is entitled
to a payment of an amount equal to the difference between the ordinary rate of
pay of the employee (inclusive of all-purpose allowances and penalty rates
applicable to ordinary hours) for the hours of work the employee would have
worked in the first role, and the ordinary rate of pay (also inclusive of all-purpose
allowances and penalty rates applicable to ordinary hours) of the employee in
the second role for the period for which notice was not given.

**30.2** **Employee leaving during redundancy notice period**

**(a)** An employee given notice of termination in circumstances of redundancy may
terminate their employment during the minimum period of notice prescribed by
[section 117(3) of the Act.](http://www.legislation.gov.au/Series/C2009A00028)

**(b)** The employee is entitled to receive the benefits and payments they would have
received under clause 30 or under sections 119 to 123 of the [Act had they](http://www.legislation.gov.au/Series/C2009A00028)
remained in employment until the expiry of the notice.

**(c)** However, the employee is not entitled to be paid for any part of the period of
notice remaining after the employee ceased to be employed.

**30.3** **Job search entitlement**

**(a)** Where an employer has given notice of termination to an employee in
circumstances of redundancy, the employee must be allowed time off without
loss of pay of up to one day each week of the minimum period of notice
prescribed by section 117(3) of the [Act for the purpose of seeking other](http://www.legislation.gov.au/Series/C2009A00028)
employment.

**(b)** If an employee is allowed time off without loss of pay of more than one day
under clause 30.3(a), the employee must, at the request of the employer, produce
proof of attendance at an interview.

**(c)** A statutory declaration is sufficient for the purpose of clause 30.3(b).

**(d)** An employee who fails to produce proof when required under clause 30.3(b) is
not entitled to be paid for the time off.

**(e)** This entitlement applies instead of clause 29.2.

**30.4** **Terminated away from home base**

If a cabin crew member’s termination date for redundancy occurs while away from
home base, the provisions of clause 29.3 will apply. In addition, the period of notice
will be amended to commence from the time the cabin crew member is returned to
home base.


-----

Redundancy

Termination of Employment and Redundancy

**Relocation expenses:**

* Employees required to relocate for more than 6 months are entitled to payment for reasonable removal expenses (A.1.1(a)).
* Applies for both permanent and temporary transfers exceeding 6 months (A.1.1(b)).
* Does not apply if employee requests the transfer (A.1.1(c)).

**Uniforms:**

* Employers must provide and replace uniforms if required to be worn by employees (A.1.2(a)).
* Employees must wear and maintain uniforms on duty (A.1.2(b)).
* Employees must replace uniforms at their own cost except for fair wear and tear (A.1.2(c)).
* Uniforms remain property of the employer and must be returned upon termination (A.1.2(d)).
* Employees receive 30 minutes duty credits for uniform fitting, counting for pay purposes only (A.1.2(e)).

**Accommodation:**

* Appropriate accommodation and transport must be provided for employees on duty away from home base (A.1.3).

**Higher duties:**

* Payment at the higher classification rate for temporary higher classification work (A.1.4).

**Passports and visas:**

* Employers bear all costs for passports and visas if required by the employer (A.1.5).

**Ground transport allowance:**

* Transport must be provided between the airport and city office if sign-on is between 2000 and 0730 for employees without a registered car (A.1.6(a)).
* Transport must be provided for overnight accommodations for employees away from home base, arranged within 15 minutes of aircraft's estimated arrival (A.1.6(b)).
* Transport to and from the airport at the employer’s expense for reserve cabin crew must be available upon request if required to sign on within 90 minutes of call out (A.1.6(c)).

**Flying allowance:**

* Employees receive $17.00 per hour flying allowance for scheduled block hours only, not for flights where they haven't operated as cabin crew (A.1.7(a)).
* Applies if rostered flying in a period is predominantly domestic (A.1.7(b)).
* Example given: For 90 block hours in a period, the additional pay would be $1530.00 ($17.00 x 90 block hours) (A.1.7(b)).
* The flying allowance replaces several other allowances including daily travelling, uniform and grooming, hose, shoe, and miscellaneous expense reimbursement (A.1.7(c)).
* A part of the flying allowance is for meals and incidentals, calculated using ATO rates. As of June 2024, the rate is $6.36 per hour (A.1.7(d)).

**Training allowance:**

* In-flight or ground school trainers are paid an allowance of 9.5% of their minimum weekly rate (A.1.8(a)).
* Excludes cabin manager’s minimum weekly rates (A.1.8(b)).

**Meal allowance:**

* Employers must provide meals and/or refreshments during flights (A.1.9(a)).
* On tours of duty of 5 or more hours without a meal sector, meals and/or refreshments will be provided if no access to other catering facilities exists (A.1.9(b)).

**Ordinary hours of work:**

* Ordinary hours of work are 1872 hours annually, including delays and roster changes (A.2.1).
* Planned hours will be rostered over 13 periods of 28 days up to 144 duty hours or 12 periods of a calendar month up to 156 duty hours or a 14-day period up to 72 hours, with reasonable additional hours (A.2.1).
* Ordinary hours include weekends and public holidays, and employees may be required to work these days (A.2.2).

**Rostering:**

* Employers must prepare and provide rosters showing duty details at least 7 days before the period begins (A.3.1, A.3.2).
* Employers may reassign duties for operational reasons (A.3.3).
* Employees can exchange duties with employer consent (A.3.4).
* Employees won't be rostered beyond 6 sectors per duty period or more than 6 consecutive days (A.3.5).
* Employers will aim to provide a 20-minute paid meal break at least 5 hours after sign-on (A.3.6).

**Rostered days off:**

* Employees are entitled to 8 days off at home base in each 28-day period or 9 days per calendar month (A.4.1, A.4.2).
* Employer may request employees to work on a rostered day off, but employees can refuse if unreasonable considering health, safety, and personal circumstances (A.4.3).
* Employers can call employees for duty as required (A.4.4).
* If duty infringes a rostered day off, a substitute day off will be agreed upon or assigned in the next period (A.4.5).

**Duty limitations and rest periods:**

* Maximum domestic duty hours are outlined in a table (A.5.1).
* Minimum planned rest periods after duty are also outlined in a table (A.5.2).

**Overtime:**

* Overtime is paid for time exceeding 1872 hours annually at 100% additional to the minimum hourly rate (A.6.1(a)).
* Overtime exceeding roster cycle maximums is paid at 100% additional to the minimum hourly rate (A.6.1(b)).
* Agreement for further extensions and appropriate payments for unplanned extensions beyond daily limits (A.6.1(c)).

**Call in and work on days off:**

* Employees may choose to work up to 3 days off within a 28-day period with the employer's consent. These hours will count towards the roster period total (A.7.1).
* Employees may reduce their days off if they wish to resume their next rostered duties (A.7.2).
* Rest periods and days off may overlap (A.7.3).

**Deadhead:**

* Deadhead sectors can occur at any time during a duty period (A.8.1).
* Employees must deadhead in uniform or have it on board, as they may be directed to operate (A.8.2).

**Reserve:**

* Any period not assigned as duty, rest, or a day off may be reserve duty (A.9.1).
* Reserve duty can be at an airport, home, or other locations (A.9.2).
* Employees on reserve duty must be contactable and ready to perform duties within 90 minutes of contact, with possible extensions (A.9.3).
* Employees can be released from reserve duties anytime (A.9.4).
* If called in during stand-by and assigned a duty, the elapsed time before sign-on must be credited on a 1:4 basis towards the roster period hourly total (A.9.5).
* Reserve duty at an airport counts towards the roster period hourly total but not duty period limitations unless predominantly domestic flying (A.9.6, A.9.7).

[Varied by [PR718865,](https://www.fwc.gov.au/documents/awardsandorders/html/pr718865.htm) [PR719018,](https://www.fwc.gov.au/documents/awardsandorders/html/pr719018.htm) [PR729305,](https://www.fwc.gov.au/documents/awardsandorders/html/pr729305.htm) [PR729490,](https://www.fwc.gov.au/documents/awardsandorders/html/pr729490.htm) [PR740727,](https://www.fwc.gov.au/documents/awardsandorders/html/PR740727.htm) [PR740895,](https://www.fwc.gov.au/documents/awardsandorders/html/PR740895.htm) [PR762156,](https://www.fwc.gov.au/documents/awardsandorders/pdf/pr762156.pdf) [PR773931,](https://www.fwc.gov.au/documents/awardsandorders/pdf/pr773931.pdf)
[PR774102]](https://www.fwc.gov.au/documents/awardsandorders/pdf/pr774102.pdf)

### A.1 Allowances

**A.1.1** **Relocation expenses**

**(a)** An employee is entitled to receive payment from their employer of all reasonable
expenses incurred by them for the removal of their furniture and personal effects
if required to relocate from one base to another base for a period in excess of 6
months at the direction of the employer.

**(b)** Clause A.1.1 applies whether the transfer is permanent or temporary, so long as
the actual period of transfer exceeds 6 months (whether known at the time of
initial transfer or not).

**(c)** Clauses A.1.1(a) and A.1.1(b) do not apply when an employee requests to
transfer to another base on a permanent or temporary basis.

**A.1.2** **Uniforms**

**(a)** If an employer requires employees to wear uniforms, the employer must provide
an adequate number of uniforms and replace them from time to time as may be
required as a result of fair wear and tear on duty.

**(b)** The employee must wear the uniform at all times whilst on duty and must keep
the uniform in good order and condition.

**(c)** The employee must replace the uniform at their own cost if replacement becomes
necessary, except as a result of fair wear and tear.

**(d)** Uniforms remain the property of the employer at all times, and must be returned
by the employee on termination of their employment.

**(e)** Employees who are required to attend a fitting for an employer supplied uniform
will receive duty credits of 30 minutes, provided that this period will count for
pay purposes only and not otherwise for duty hour calculations or limitations.

**A.1.3** **Accommodation**

Employees on duty away from home base will be provided with appropriate
accommodation and transport between the airport and hotel.

**A.1.4** **Higher duties**

Where an employee is required to work in a higher classification for a temporary
period, the employee will be entitled to payment at the rate of the higher classification
for that period.

**A.1.5** **Passports and visas**

If an employer specifically requires an employee to obtain a passport and visa(s), the
employer must bear all costs associated with the issue of the passport and visa(s).


-----


**A.1.6** **Ground transport allowance**

**(a)** A cabin crew member who does not have a car registered with the employer must
be provided with transport between the airport and the city office if sign-on
occurs between the hours of 2000 and 0730.

**(b)** A cabin crew member who overnights away from home base must be provided
transport from airport to overnight accommodation. The employer will arrange
such transport to coincide within 15 minutes of the estimated time of arrival of
the aircraft.

**(c)** A reserve cabin crew member called out for duty must be prepared to sign on at
the airport as early as possible but not later than 90 minutes after receiving the
duty call out. Transport to and from the airport at the employer’s expense will
be made available to the cabin crew member on request if required to sign on
within 90 minutes of call out.

**A.1.7** **Flying allowance**

[[A.1.7(a) varied by PR718865, PR729305, PR740727, PR762156, PR773931 ppc 01Jul24]](https://www.fwc.gov.au/documents/awardsandorders/html/pr718865.htm)

**(a)** In addition to the minimum weekly rate, employees will be paid a flying
allowance of $17.00 per hour. The flying allowance will be paid for scheduled
block hours only and will not be paid for any flight where employees have not
operated as a cabin crew member.

[[A.1.7(b) varied by PR718865, PR729305, PR740727, PR762156, PR773931 ppc 01Jul24]](https://www.fwc.gov.au/documents/awardsandorders/html/pr718865.htm)

**(b)** The flying allowance applies to cabin crew members if their rostered flying in a
roster period is predominantly domestic flying.

**_Example of how the flying allowance works_**

If a cabin crew member’s average scheduled hours in a roster period are
approximately 120 hours, of these 120 hours on average about 90 hours would
be block hours, that is, the time that the employee is actually operating as a cabin
crew member on a flight. Thus in the roster period, in addition to the employee’s
minimum rate of pay, the employee would earn an additional $1530.00 pay per
month ($17.00 x 90 block hours).

NOTE: This is an example only. Scheduled hours and block hours will vary from
roster period to roster period.

**(c)** The flying allowance in clause A.1.7 is instead of:

**(i)** daily travelling allowance (DTA);

**(ii)** uniform and grooming allowance;

**(iii)** hose allowance;

**(iv)** shoe allowance; and

**(v)** miscellaneous expense reimbursement (MER) allowance.


-----


[[A.1.7(d) varied by PR719018, PR729490, PR740895, PR774102 ppc 01Jul24]](https://www.fwc.gov.au/documents/awardsandorders/html/pr719018.htm)

**(d)** A component of the flying allowance is paid as reimbursement for meals and
incidentals (daily travelling allowance). The DTA component is calculated using
the Australian Taxation Office travel allowance Table 1 rate for meals and
incidentals: divided by 24. The resultant amount is paid for every block hour of
duty. At June 2024, the component is $152.70 = $6.36 per hour.

**A.1.8** **Training allowance**

**(a)** A cabin crew member appointed as either an in-flight trainer or a ground school
trainer must be paid a training allowance of 9.5% of the cabin crew member’s
minimum weekly rate, where:

**(i)** **in flight trainer means a cabin crew member appointed for periods of time**
by the employer for the purpose of in-flight training of trainee cabin crew
members; and

**(ii)** **ground school trainer** means a cabin crew member appointed by the
employer to conduct on ground training as required.

**(b)** For the purpose of clause A.1.8(a), the term cabin crew member’s minimum
weekly rate refers only to a cabin crew member’s minimum weekly rate and
excludes a cabin manager’s minimum weekly rate.

**A.1.9** **Meal allowance**

**(a)** The employer must provide meals and/or refreshments on or around the times
the meal/refreshments are served during the flight the cabin crew member is
working.

**(b)** On tours of duty of 5 or more hours which do not include at least one meal sector,
a meal and/or refreshments will be provided where possible in those cases where
the cabin crew member does not have access to other catering facilities.

### A.2 Ordinary hours of work

**A.2.1** Ordinary hours of work for employees are 1872 hours each year, including attendance
caused by flight delays and roster changes. Planned duty hours will be rostered:

**(a)** over 13 roster periods of 28 days of up to 144 duty hours plus reasonable
additional hours;

**(b)** over 12 roster periods of a calendar month of up to 156 duty hours plus
reasonable additional hours; or

**(c)** over a 14 day roster period up to 72 hours plus reasonable additional hours.

**A.2.2** Ordinary hours of work for employees include weekends and public holidays. If
required by the employer, employees may be required to perform work in any pattern
of hours, including work on weekends and public holidays.


-----


### A.3 Rostering

**A.3.1** The employer must prepare a roster for the roster period for full-time and part-time
employees showing sign-on and sign-off times, stand-by, duties, rostered days off,
flight details, dates and ports of overnight stays.

**A.3.2** The roster must be provided to employees at least 7 days before the commencement
of the roster period.

**A.3.3** The employer may reassign employees an alternative duty for an operational reason at
any time during the roster period.

**A.3.4** With the consent of the employer, employees may exchange duties, stand-by or
rostered days off.

**A.3.5** An employee will not be rostered beyond a maximum of 6 sectors in any duty period
and will not be rostered to work on more than 6 consecutive days.

**A.3.6** **Meal breaks**

The employer will make every endeavour to ensure that a cabin crew member has a 20
minute paid meal break at least 5 hours after sign-on. A cabin crew member’s meal
break will be assigned on the day taking account of operational needs. Meal breaks
can be taken in flight or at turn around but will not affect operations or service delivery.

### A.4 Rostered days off

**A.4.1** Employees will be entitled to 8 calendar days off at home base in each completed 28
day period.

**A.4.2** Where an employee works on a calendar month roster, the employee’s days off will
be a minimum of 9 days off in every month.

**A.4.3** The employer may contact employees on a rostered day off and request employees to
work. The employee may refuse to work if to do so would be unreasonable having
regard to:

**(a)** any risk to employee health and safety; or

**(b)** the employee’s personal circumstances including any genuine family or carer’s
responsibilities.

**A.4.4** The employer may call employees in to undertake duty as required.

**A.4.5** Where a duty inadvertently infringes a rostered day off, an employee will be entitled
to a substitute day off which will be assigned on a day agreed with the employee. If
agreement on a substitute day off cannot be reached the substitute day off will be
assigned in the next roster period.


-----


### A.5 Duty limitations and rest periods

**A.5.1** For all domestic flying the following duty hour limitations will apply. Duty time is
calculated from the sign-on time for that duty. The maximum duty time will be:

|Duty type|Planned hours|Unplanned hours|
|---|---|---|
|Deadhead|12|15|
|Operate|12|15|
|Deadhead to operate|12|15|
|Operate to deadhead|12|15|
|Operate to deadhead to home base|13|16|
|Non-airport reserve (stand-by credits do not count towards duty limitations)|12|N/A|
|Airport reserve (stand-by credits do not count towards duty limitations)|8|N/A|
|Other non-flying duty|12|N/A|
|Combination non-flying duty and operate or deadhead|14|16|



**A.5.2** **Rest periods**

**(a)** A rest period is calculated from the sign-off time of any duty.

**(b)** The minimum planned rest period after a duty will be:

|Duty|Planned rest hours|Unplanned hours|
|---|---|---|
|0 to 14 hours|12|10|
|14 hours 1 min to 15 hours|equal to duty hours|12|



### A.6 Overtime

**A.6.1** Overtime for domestic flying will be paid as follows:

**(a)** For all time worked in excess of 1872 hours in a year, the cabin crew member
will be paid a penalty of 100% additional to the employee’s minimum hourly
rate, pro rated for time less than a complete hour.

**(b)** For all time worked in excess of the cabin crew member’s roster cycle maximum
as specified in clauses A.2.1(a), A.2.1(b) or A.2.1(c) as applicable, the cabin
crew member will be paid a penalty of **100% additional to the employee’s**
minimum hourly rate, pro rated for time less than a complete hour.

**(c)** Where unplanned extensions exceed the daily limit, the affected cabin crew
member may agree to a further extension. Agreement will also include
agreement on an appropriate payment. Such agreement will be made in
accordance with clause 7—Facilitative provisions of the award.


-----


### A.7 Call in and work on days off

**A.7.1** Employees may elect to work on up to 3 of their days off within a 28 day period with
the consent of the employer. The hours worked will count towards the roster period
hourly total.

**A.7.2** Subject to clause A.7.1 employees may elect to reduce their day off period if the
employee wishes to resume their next rostered duties.

**A.7.3** Rest periods and days off may overlap.

### A.8 Deadhead

**A.8.1** Deadhead sector(s) may occur at any stage during a duty period.

**A.8.2** Employees must deadhead in uniform or carry on board their uniform on every
occasion in case employees are required to operate. Employees may be directed to
operate on deadhead duty.

### A.9 Reserve

**A.9.1** Any period in a roster that is not assigned as a duty period, rest period, or rostered day
off may be assigned as a reserve duty either at roster build or during the roster period.

**A.9.2** A reserve duty may be at an airport, home or other location.

**A.9.3** If employees are on reserve duty (other than an airport stand-by) employees must be
contactable and ready to perform duties within 90 minutes of contact. This time limit
may be extended in particular circumstances and employees will be advised of any
such extensions.

**A.9.4** Employees may be released from reserve duties at any time.

**A.9.5** If an employee commences a planned stand-by period without having been assigned a
duty and is subsequently called in, the hours elapsed between the commencement of
the stand-by period and the sign-on for the duty must be credited on a 1:4 basis. Such
credited hours will count towards the roster period hourly total, but will not be included
in any duty period limitation for the purposes of clause A.5.1.

**_Example of how the reserve period ratio in clause A.9.5 works:_**

If an employee is rostered to commence reserve duty at home at 0900 hours, and they
are called in to work to sign-on at 1100 hours, in respect to the 2 hours elapsed on
stand-by the employee will be credited with 30 minutes towards the roster period
hourly total (and zero minutes for the purposes of duty period limitation calculations).

**A.9.6** Where reserve duty occurs at an airport, all elapsed hours spent on reserve before the
allocation of a flying duty will be credited towards the roster period hourly total but
not to duty period limitations.

**A.9.7** Notwithstanding clause A.9.6, where reserve duty occurs at an airport and the
employee is rostered to perform predominantly domestic flying, all elapsed hours spent
on standby before the allocation of a flying duty will be credited towards the roster


-----


period hourly total and towards duty period limitations for a call out for domestic
flying.


-----

Domestic Flying

**Allowances:**

**Uniform and grooming allowances:**

* Employers must reimburse regional cabin crew members for purchasing required uniforms and replacing items due to fair wear and tear (B.1.1(a)).
* If employers provide uniforms and replacements free of charge, reimbursement does not apply (B.1.1(b)).
* Regional cabin crew members must bear the cost of replacing uniforms except due to fair wear and tear (B.1.1(c)).
* Full-time or part-time regional cabin crew members must be paid a uniform and grooming allowance of $152.13 per month (B.1.1(d)).
* Casual regional cabin crew members must be paid a uniform and grooming allowance of $7.00 per day worked (B.1.1(e)).

**Travel at employer’s direction:**

* When a regional cabin crew member’s family travels at the employer’s direction, the employer will reimburse air travel costs for the member, their spouse or de facto partner, and dependants under 21 years of age, along with transport, accommodation, and meals if off-loaded overnight (B.1.2(a)).
* If employers provide equivalent transport and accommodation free of charge, reimbursements do not apply (B.1.2(b)).
* Employers must reimburse expenses for travel by taxi or public transport when directed (B.1.2(c)).
* Reimbursements do not apply if equivalent transport is provided free of charge (B.1.2(d)).

**Uniform fittings in another base:**

* Employers must reimburse costs for air travel and transport for uniform fittings at another base (B.1.3(a)).
* Reimbursements do not apply if equivalent transport is provided (B.1.3(b)).
* Uniform fittings should take place on a day free of rostered duty excluding designated days off (B.1.3(c)).

**Transport for member away from home base more than 48 hours:**

* Employers must provide suitable transport or reimburse costs between home and base airport if requested, or pay allowance of $0.99 per kilometre up to 30 km each way (B.1.4(a)).
* Reimbursements do not apply if suitable transport is provided free of charge (B.1.4(b)).

**Transport provided on a layover:**

* Employers must reimburse reasonable transport costs between the airport and accommodation for layovers (B.1.5(a)).
* Reimbursements do not apply if transport is provided free of charge (B.1.5(b)).

**Accommodation and meals on a layover:**

* Employers must reimburse costs for appropriate accommodation and meals during layovers (B.1.6(a)(i)).
* Reimbursements do not apply if accommodation and meals are provided free of charge (B.1.6(a)(ii)).
* If appropriate accommodation was not available, a disability allowance of $109.31 per night is payable (B.1.6(a)(iii)).
* Employers may provide accommodation and pay allowances of $157.90 for meals if agreed with the crew member (B.1.6(a)(iv)).

**Layover allowance:**

* Regional cabin crew members on layover must be paid an allowance of $25.90 per layover (B.1.7).

**Stopover of four hours or more:**

* Employers must reimburse costs for obtaining adequate rest facilities when there is a break of 4 hours or more between flights (B.1.8(a)).
* Reimbursements do not apply if rest facilities are provided free of charge (B.1.8(b)).

**Meal periods and allowances:**

* Regional cabin crew members on duty exceeding 30 minutes in specified meal periods must be provided with a meal or paid the appropriate meal allowance (B.1.9).
* Allowances are: Breakfast – $26.78; Lunch – $30.88; Dinner – $69.72.

**Telephone allowance:**

* Employers must reimburse the cost of installation or transfer and 50% of the rental charge for one telephone or pager (B.1.10).

**Loss or damage to personal effects allowance:**

* Crew members may claim up to $2874 for loss or destruction of personal baggage during duty tours, which will be adjusted by the employer’s Condition of Carriage (B.1.11(a)).
* Permanent loss is deemed after 40 days if baggage is not recovered (B.1.11(b)).
* This does not apply if compensation is payable under the airline’s passenger liability provisions (B.1.11(c)).
* Employers must provide insurance valued at $2541 for members travelling overseas (B.1.11(d)).
* Crew members must be reimbursed for reasonable expenses incurred for loss of personal baggage during duty (B.1.11(e)).
* Employers are entitled to reimbursement if baggage is recovered after payment (B.1.11(f)).

**Reimbursement for legal claims allowances:**

* Crew members must be reimbursed for successful legal claims made against them while performing duty, excluding cases of knowingly unlawful or contrary performance (B.1.12).

**Death benefits allowances:**

* Employers must provide accident insurance with a death benefit of at least $203,383, additional to workers compensation (B.1.13(a)).
* Death benefits under employer-provided superannuation schemes that meet this amount satisfy the requirement (B.1.13(b)).
* Employers must reimburse up to $508.08 per annum if insurers reject cover and crew members obtain insurance themselves (B.1.13(c)).

**Hours of work:**

**Monthly hours:**

* Regional cabin crew members must not fly more than 100 hours in a 30-day period (B.2.1(a)).
* Duty periods must comply with flight time limitations and rest periods applicable to pilots (B.2.1(b)).

**Weekly hours:**

* Regional cabin crew members must not fly more than 30 hours in a 7-day period (B.2.2).

**Fortnightly hours:**

* Employers must not roster crew members to exceed 90 hours of duty within a fortnight (B.2.3(a)).
* The starting day of the fortnightly periods must be designated by the operator (B.2.3(b)).
* Duties include reserve time, tours of duty, deadhead transportation, administrative duties, and all forms of ground training (B.2.3(c)).

**Daily duty hours:**

* Crew members must not be rostered for a tour of duty exceeding 11 hours and it may be extended to 12 hours once commenced (B.2.4(a)-(b)).
* Flight time must not exceed 8 hours, extendable to 9 hours once commenced (B.2.4(c)-(d)).

**Maximum number of consecutive working days:**

* Crew members must not work more than 6 consecutive days (B.2.5).

**Maximum number of sectors:**

* Crew members must not operate more than 9 sectors in any tour of duty (B.2.6(a)).
* Crew members must not operate more than 6 sectors if the rest period before the tour of duty is less than 11 hours (B.2.6(b)).
* Deadhead travel counts as sectors flown (B.2.6(c)).

**Meal breaks:**

* Crew members must not be on duty for more than 5 hours without a 30-minute meal break (B.2.7(a)).
* The break must have a turnaround time of at least 50 minutes (B.2.7(b)).
* Meal breaks must be scheduled at ports with adequate eating facilities (B.2.7(c)).
* Crew members must be paid an allowance of $11.51 per missed break (B.2.7(d)).

**Days off:**

* Days off may only be altered by mutual agreement (B.2.8(a)).
* Crew members on temporary assignment away from home may defer designated days off and must receive them upon return (B.2.8(b)).
* Crew members must not be rostered to terminate duty after 2200 hours on the day before a designated day off or begin duty before 0600 hours on the day after (B.2.8(c)).
* If delays cause a tour of duty to end after 2200 hours on the day before a designated day off, the crew member is considered to have worked on a designated day off and the provisions of clause B.2.9 apply (B.2.8(d)).

**Working on a designated day off:****Duties associated with employment:**

* Duties associated with a regional cabin crew member’s employment include reserve time at the airport, tour of duty, deadhead transportation, administrative duties, and all forms of ground training (B.2.3(c)).

**Daily duty hours:**

* Regional cabin crew members must not be rostered for a tour of duty exceeding 11 hours (B.2.4(a)).
* Tours of duty already commenced can be extended to 12 hours (B.2.4(b)).
* Flight time in any one tour of duty must not exceed 8 hours, extendable to 9 hours once commenced (B.2.4(c)-(d)).

**Maximum number of consecutive working days:**

* Regional cabin crew members must not be required to work more than 6 consecutive days (B.2.5).

**Maximum number of sectors:**

* Regional cabin crew members must not operate more than 9 sectors in any tour of duty (B.2.6(a)).
* If the rest period prior to a tour of duty is less than 11 hours (excluding home base), members must not operate more than 6 sectors (B.2.6(b)).
* All deadhead travel counts as sectors flown (B.2.6(c)).

**Meal breaks:**

* Crew members must not be on duty for more than 5 hours without a 30-minute meal break (B.2.7(a)).
* The turnaround time for this break must be at least 50 minutes (B.2.7(b)).
* Meal breaks must be scheduled at ports with adequate eating facilities (B.2.7(c)).
* If a meal break cannot be taken, crew members must be paid an allowance of $11.51 per missed break (B.2.7(d)).

**Days off:**

* Days off can only be altered by mutual agreement (B.2.8(a)).
* Crew members on temporary assignment away from home may defer designated days off and must receive them upon return (B.2.8(b)).
* Crew members must not be rostered to terminate duty after 2200 hours on the day before a designated day off or begin duty before 0600 hours on the day after (B.2.8(c)).
* If delays cause a tour of duty to end after 2200 hours on the day before a designated day off, the crew member is considered to have worked on a designated day off and the provisions of clause B.2.9 apply (B.2.8(d)).

**Working on a designated day off:**

* Crew members will not be required to work on a designated day off, but may agree to work in unforeseen circumstances. They are entitled to a substitute designated day off within the current or next roster period and an allowance of $141.20 per day worked (B.2.9(a)).
* Substitute days off will not accumulate beyond the next roster period (B.2.9(b)).

**Rest periods:**

* Tours of duty or reserve time at home must be preceded by at least 9 consecutive hours of rest including 2200-0600 local time, or 10 consecutive hours (B.3.1).
* If an aircraft is delayed, the 9-hour rest period may start up to 2300, provided the next tour of duty does not exceed 6 hours (B.3.2).
* Crew members rostered to fly 8 hours or less, extended up to 9 hours, must receive a rest period of 9 consecutive hours plus one additional hour for each 15 minutes or part thereof by which the tour of duty exceeds 11 hours, or 10 consecutive hours plus the additional time (B.3.3).
* If a tour of duty of 11 hours or less is extended up to 12 hours, crew members must receive a rest period of 9 consecutive hours plus one additional hour for each 15 minutes or part thereof by which the flight time exceeds 8 hours, or 10 consecutive hours plus the additional time (B.3.4).
* Tours of duty or flight times exceeding 12 hours or 9 hours respectively require a rest period of at least 24 consecutive hours (B.3.5).
* Two consecutive tours of duty with an aggregate exceeding 8 hours of flight time or 11 hours of duty time, with less than 12 consecutive hours including 2200-0600 local time or 24 consecutive hours of rest, require a subsequent rest period of at least 12 consecutive hours including 2200-0600 local time or 24 consecutive hours (B.3.6).
* If an aircraft is delayed, the 12-hour rest period may start up to 2300, provided the next tour of duty does not exceed 6 hours (B.3.7).
* Crew members must have at least one continuous rest period within a 7-day period, including 2200-0600 for two consecutive nights (B.3.8).

**Rosters:**

* Rosters covering 14 or 28-day periods must be provided in writing at least 7 days before the roster period starts (B.4.1).
* A copy of the complete roster must be displayed on the crew member notice board before the roster period starts (B.4.2).
* Rosters must specify designated days off, duty days, tours of duty, flight details, leave periods, and any other applicable duties (B.4.3).
* A rostered tour of duty must not be preceded or followed by reserve duty within the same calendar day (B.4.4).

**Changes to duties:**

* Alterations to rostered duty within 48 hours of the roster provision must be notified as soon as possible and confirmed in writing (B.4.5(a)).
* Crew members will only be displaced from rostered duty for disruptions to service, flight cancellations, checking or training, or operation of any part of the award (B.4.5(b)).

**Exchange of rostered duty:**

* Exchanges of duty between crew members will be granted by the employer upon request, provided that future flying capability is not affected (B.4.6).

Regional Flying

**Scope:**

The provisions in Schedule C—International Flying are applicable only when cabin crew members are rostered predominantly for international flying.

**Relocation expenses:**

* Employees are entitled to payment for reasonable removal expenses if required to relocate for over 6 months, whether permanent or temporary transfer (C.1.1(a)).
* This clause does not apply if the employee requests the transfer (C.1.1(b)).

**Uniforms:**

* Employers must provide and replace uniforms as necessary due to fair wear and tear (C.1.2(a)).
* Employees must wear and maintain the uniform in good condition while on duty (C.1.2(b–c)).
* Uniforms remain the employer's property and must be returned upon termination (C.1.2(d)).
* Employees get 30 minutes duty credits for uniform fittings, which count for pay purposes only (C.1.2(e)).

**Accommodation:**

Employees on duty away from home base must be provided with appropriate accommodation and transport between the airport and hotel (C.1.3).

**Higher duties:**

Employees temporarily working at a higher classification are entitled to the higher classification pay rate (C.1.4).

**Passports and visas:**

Employers must bear the costs for passports and visas if required for employment (C.1.5).

**Ground transport allowance:**

* Transport must be provided between the airport and city office if sign-on occurs between 2000 and 0730 hours for employees without registered cars (C.1.6(a)).
* Employees staying overnight away from home base must be provided transport to overnight accommodation, arranged within 15 minutes of the aircraft's estimated arrival (C.1.6(b)).
* Reserve cabin crew must be ready to sign on at the airport within 90 minutes of a call out, with transport provided upon request (C.1.6(c)).

**International incidentals allowance:**

When on international duty, employees will be paid an incidentals allowance of $2.24 per block hour (C.1.7).

**International meal allowance:**

Employees on international duty must be provided with all meals, or a meal allowance reflecting adequate standards and community norms (C.1.8).

**Ordinary hours of work:**

* Annual ordinary hours are 1872, rostered over:
  * 13 periods of 28 days up to 144 duty hours plus reasonable additional hours (C.2.1(a)).
  * 12 calendar month periods up to 156 duty hours plus reasonable additional hours (C.2.1(b)).
  * 14-day periods up to 72 hours per fortnight plus reasonable additional hours (C.2.1(c)).
* Ordinary hours may include weekends and public holidays (C.2.2).

**Rostering:**

* Employers must prepare and provide rosters at least 7 days before commencement, detailing sign-on/off times, duties, and other relevant information (C.3.1–C.3.2).
* Employers can reassign duties for valid operational reasons (C.3.3).
* Employees may exchange duties with employer consent (C.3.4).
* International flying crew are entitled to a 20-minute paid meal break within 6 hours of sign-on, and further breaks every additional 4 hours (C.3.5).

**Rostered days off:**

* Employees are entitled to:
  * 8 days off at home base in each 28-day period (C.4.1).
  * 9 days off in every calendar month (C.4.2).
* Employers may request work on rostered days off, but employees can refuse based on safety, personal circumstances, and family responsibilities (C.4.3).
* Employers can call employees in for duty as required (C.4.4).
* Substitute days off will be provided if duty is assigned on a rostered day off (C.4.5).

**Duty limitations and rest periods:**

**Duty limitations**

* The following maximum duty times apply:
  * Non-flying duty - Planned: 10 hours.
  * Stand-by (credits not counted): Planned: 12 hours.
  * Operating (more than one sector) – Planned: 14 hours, Unplanned: 20 hours.
  * Operating (one sector) - Planned: 18 hours, Unplanned: 20 hours.
  * Operating followed by deadhead: Planned: 18 hours, Unplanned: 20 hours.
  * Deadhead followed by operating: Planned: 14 hours, Unplanned: 20 hours.
  * Deadhead only: Planned: 24 hours, Unplanned: 26 hours.

**Rest periods**

* Minimum planned rest periods after duty:
  * Duty 0 to 14 hours: Planned: 12 hours, Unplanned: 10 hours.
  * Duty 14 hours 1min to 17 hours: Equal to duty hours, Unplanned: 12 hours.
  * Duty 17 hours 1min to 24 hours: Planned: 20 hours, Unplanned: 17 hours (C.5.2).

**Overtime:**

* Overtime is paid at 100% additional to the minimum hourly rate for all work exceeding 1872 hours annually (C.6.1(a)).
* Overtime exceeding roster cycle maximums is also paid at 100% additional to the minimum hourly rate (C.6.1(b)).
* Employees can agree to further extensions with corresponding additional payments (C.6.1(c)).

**Reserve:**

* Unassigned periods during the roster can be designated as reserve duty (C.7.1).
* Reserve can be at the airport, home, or other locations, with employees ready to perform duties within 90 minutes of contact (C.7.2–C.7.3).
* Employees may be released from reserve duties at any time (C.7.4).
* Time credited for stand-by periods will count towards the total roster period but not towards duty period limitations (C.7.5–C.7.6).

[[Varied by PR719018, PR729490, PR740895, PR762320, PR774102]](https://www.fwc.gov.au/documents/awardsandorders/html/pr719018.htm)

The provisions in Schedule C—International Flying apply only to cabin crew members when
they are rostered to predominantly undertake international flying.

### C.1 Allowances

**C.1.1** **Relocation expenses**

**(a)** An employee is entitled to receive payment from their employer of all reasonable
expenses incurred by them for the removal of their furniture and personal effects
if required to relocate from one base to another base for a period in excess of 6
months at the direction of the employer. Clause C.1.1 applies whether the
transfer is permanent or temporary, so long as the actual period of transfer
exceeds 6 months (whether known at the time of initial transfer or not).

**(b)** Clause C.1.1 does not apply when an employee requests to transfer to another
base on a permanent or temporary basis.

**C.1.2** **Uniforms**

**(a)** If an employer requires employers to wear uniforms, the employer must provide
an adequate number of uniforms and replace them from time to time as may be
required as a result of fair wear and tear on duty.

**(b)** The employee must wear the uniform at all times whilst on duty and must keep
the uniform in good order and condition.

**(c)** The employee must replace the uniform at their own cost if replacement becomes
necessary, except as a result of fair wear and tear.

**(d)** Uniforms remain the property of the employer at all times, and must be returned
by the employee on termination of their employment.

**(e)** Employees who are required to attend a fitting for an employer supplied uniform
will receive duty credits of 30 minutes, provided that this period will count for
pay purposes only and not otherwise for duty hour calculations or limitations.

**C.1.3** **Accommodation**

Employees away from home base on duty will be provided with appropriate
accommodation and transport between the airport and hotel.

**C.1.4** **Higher duties**

Where an employee is required to work in a higher classification for a temporary
period, the employee will be entitled payment at the rate of the higher classification
for that period.

**C.1.5** **Passports and visas**

If an employer specifically requires an employee to obtain a passport and visa(s), the
employer must bear all costs associated with the issue of the passport and visa(s).


-----


**C.1.6** **Ground transport allowance**

**(a)** A cabin crew member who does not have a car registered with the employer must
be provided with transport between the airport and the city office if sign-on
occurs between the hours of 2000 hours and 0730 hours.

**(b)** A cabin crew member who overnights away from home base must be provided
transport from airport to overnight accommodation. The employer will arrange
such transport to coincide within 15 minutes of the estimated time of arrival of
the aircraft.

**(c)** A reserve cabin crew member called out for duty must be prepared to sign on at
the airport as early as possible but not later than 90 minutes after receiving the
duty call out. Transport to and from the airport at the employer’s expense will
be made available to the cabin crew members on request if required to sign on
within 90 minutes of call out.

**C.1.7** **International incidentals allowance**

[[C.1.7 varied by PR719018, PR729490, PR740895, PR762320, PR774102 ppc 01Jul24]](https://www.fwc.gov.au/documents/awardsandorders/html/pr719018.htm)

When on duty on international flying, employees will be paid an incidentals allowance
of $2.24 per block hour or part thereof.

**C.1.8** **International meal allowance**

When on international flying duty, employees must be provided with all meals. Meals
must be of an appropriate standard. The employer may pay an allowance instead of
arranging the provision of meals. Such allowance must be of an adequate standard and
reflect community norms in the expected quality and adequacy of the meals intended
to be covered by the allowance.

### C.2 Ordinary hours of work

**C.2.1** Ordinary hours of work for employees are 1872 hours each year. Planned duty hours
will be rostered:

**(a)** over 13 roster periods of 28 days of up to 144 duty hours plus reasonable
additional hours;

**(b)** over 12 roster periods of a calendar month of up to 156 duty hours plus
reasonable additional hours; or

**(c)** over a 14 day roster period up to 72 hours per fortnight plus reasonable additional
hours.

**C.2.2** Ordinary hours of work for employees include weekends and public holidays. If
required by the employer, employees may be required to perform work in any pattern
of hours, including work on weekends and public holidays.


-----


### C.3 Rostering

**C.3.1** The employer must prepare a roster for the roster period for full-time and part-time
employees showing sign-on and sign-off times, stand-by, duties, rostered days off,
flight details, dates and ports of overnight stays.

**C.3.2** The roster must be provided to employees at least 7 days before the commencement
of the roster period.

**C.3.3** The employer may reassign employees an alternative duty during the roster period for
valid operational reasons only.

**C.3.4** With the consent of the employer, employees may exchange duties, stand-by or
rostered days off.

**C.3.5** **Meal breaks**

A cabin crew member undertaking international flying is entitled to a 20 minute paid
break which will be given within 6 hours after sign on except in exceptional
circumstances. For every additional 4 hours of operating flight duty following the first
6 hours, the employee will be entitled to a further 20 minute paid meal break, the
timing of which will take into account operational needs. Meal breaks can be taken in
flight or at turn around but will not affect operations or service delivery.

### C.4 Rostered days off

**C.4.1** Employees will be entitled to 8 calendar days off at home base in each completed 28
day period.

**C.4.2** Where an employee works on a calendar month roster the employee’s days off will be
a minimum of 9 days off in every month.

**C.4.3** The employer may contact employees on a rostered day off and request employees to
work. The employee may refuse to work if to do so would be unreasonable having
regard to:

**(a)** any risk to employee health and safety; or

**(b)** the employee’s personal circumstances including any genuine family or carer’s
responsibilities.

**C.4.4** The employer may call employees in to undertake duty as required.

**C.4.5** Where an employee is assigned to a duty that commences on a rostered day off in
accordance with clause C.4.3, a substitute day off will be assigned on an agreed day
with the employee. If agreement on a substitute day cannot be reached the substitute
day will be assigned in the next roster period.

### C.5 Duty limitations and rest periods

**C.5.1** For all international flying the following duty period limitations will apply:

**(a)** Duty time is calculated from the sign-on time for that duty.


-----


**(b)** The maximum duty time will be:

|Duty type|Planned duty hours|Unplanned duty hours|
|---|---|---|
|Non-flying duty|10|N/A|
|Stand-by (stand-by credits do not count towards duty limitations)|12|N/A|
|Only operating—more than one sector|14|20|
|Only operating—one sector|18|20|
|Operating (must not exceed 14 hours) followed by deadhead|18|20|
|Deadhead followed by operating|14|20|
|Deadhead followed by non-flying duty followed by deadhead|14|20|
|Only deadhead|24|26|



**C.5.2** **Rest periods**

**(a)** A rest period is calculated from the sign-off time of any duty.

**(b)** The minimum planned rest period after a duty will be:

|Duty|Planned rest hours|Unplanned hours|
|---|---|---|
|0 to 14 hours|12|10|
|14 hours 1 min to 17 hours|equal to duty hours|12|
|17 hours 1 min to 24 hours|20|17|



### C.6 Overtime

**C.6.1** Overtime for international flying will be paid as follows:

**(a)** For all time worked in excess of 1872 hours in a year, the cabin crew member
will be paid a penalty of 100% additional to the employee’s minimum hourly
rate, pro rated for time less than a complete hour.

**(b)** For all time worked in excess of the cabin crew member’s roster cycle maximum
as specified in clauses C.2.1(a), C.2.1(b) or C.2.1(c) as applicable, the cabin crew
member will paid a penalty of **100% additional to the employee’s minimum**
hourly rate, pro rated for time less than a complete hour.

**(c)** Where unplanned extensions exceed the daily limit, the affected cabin crew
member may agree to a further extension. Agreement will also include
agreement on an appropriate payment. Such agreement will be made in
accordance with clause 7—Facilitative provisions of the award.


-----


### C.7 Reserve

**C.7.1** Any period in a roster that is not assigned as a duty period, rest period, or rostered day
off may be assigned as a reserve duty either at roster build or during the roster period.

**C.7.2** A reserve duty may be at an airport, home or other location.

**C.7.3** If employees are on reserve duty (other than an airport stand-by) employees must be
contactable and ready to perform duties within 90 minutes of contact. This time limit
may be extended in particular circumstances and employees will be advised of any
such extensions.

**C.7.4** Employees may be released from reserve duties at any time.

**C.7.5** If an employee commences a planned stand-by period without having been assigned a
duty and is subsequently called in, the hours elapsed between the commencement of
the stand-by period and the sign-on for the duty must be credited on a 1:4 basis. Such
credited hours will count towards the roster period hourly total, but will not be included
in any duty period limitation for the purposes of clause C.5.1.

**_Example of how the reserve period ratio in clause C.7.5 works:_**

If an employee is rostered to commence reserve duty at home at 0900 hours, and they
are called in to work to sign-on at 1100 hours, with respect to the 2 hours elapsed on
stand-by the employee will be credited with 30 minutes towards the roster period
hourly total (and zero minutes for the purposes of duty period limitation calculations).

**C.7.6** Where reserve duty occurs at an airport, all elapsed hours spent on reserve before the
allocation of a flying duty will be credited towards the roster period hourly total but
not to duty period limitations.


-----

International Flying

**Full-time and part-time employees—ordinary and overtime rates:**

* Full-time and part-time employees are subject to ordinary hours and overtime rates.
* Overtime for domestic and international flying is calculated for all time worked in excess of 1872 hours annually or beyond the employee's roster cycle maximum.
* Overtime is paid at 200% of the minimum hourly rate.
* Ordinary and overtime rates for classifications:
  * Cabin crew member: $26.64 (ordinary) | $53.28 (overtime)
  * Cabin crew supervisor (narrow-bodied aircraft, 4 or more crew): $31.08 (ordinary) | $62.16 (overtime)
  * Cabin crew manager (wide-bodied aircraft): $36.30 (ordinary) | $72.60 (overtime) (D.1.1).

**Casual employees—ordinary rates:**

* Casual employees are paid ordinary rates based on the minimum hourly rate plus 25% casual loading.
* Ordinary rates for classifications:
  * Cabin crew member: $33.30
  * Cabin crew supervisor (narrow-bodied aircraft, 4 or more crew): $38.85
  * Cabin crew manager (wide-bodied aircraft): $45.38 (D.2.1).

[[Varied by PR718865, PR729305, PR740727, PR762156, PR773931]](https://www.fwc.gov.au/documents/awardsandorders/html/pr718865.htm)

### D.1 Full-time and part-time employees

**D.1.1** **Full-time and part-time employees—ordinary and overtime rates**

[[D.1.1 varied by PR718865, PR729305, PR740727, PR762156, PR773931 ppc 01Jul24]](https://www.fwc.gov.au/documents/awardsandorders/html/pr718865.htm)

|Employee classification|Ordinary hours|Overtime—domestic flying and international flying employees|
|---|---|---|
|||For all time worked in excess of 1872 hours in a year or in excess of the employee’s roster cycle maximum|
||% of minimum hourly rate||
||100%|200%|
||$|$|
|Cabin crew member|26.64|53.28|
|Cabin crew supervisor (narrow- bodied aircraft, 4 or more crew)|31.08|62.16|
|Cabin crew manager (wide-bodied aircraft)|36.30|72.60|



### D.2 Casual employees

**D.2.1** **Casual employees—ordinary rates**

[[D.2.1 varied by PR718865, PR729305, PR740727, PR762156, PR773931 ppc 01Jul24]](https://www.fwc.gov.au/documents/awardsandorders/html/pr718865.htm)

|Employee classification|Ordinary hours|
|---|---|
||% of minimum hourly rate|
||125%|
||$|
|Cabin crew member|33.30|
|Cabin crew supervisor (narrow-bodied aircraft, 4 or more crew)|38.85|
|Cabin crew manager (wide-bodied aircraft)|45.38|


-----

Summary of Hourly Rates of Pay

The allowances under the Aircraft Cabin Crew Award 2020 are detailed as follows:

**Wage-related allowances:**

* Wage-related allowances are based on the standard rate, defined in clause 2, as the minimum weekly rate for a cabin crew member in clause 14.2 which is $1012.20 (E.1.1).
* Specific allowances for domestic and regional flying are:
  * Flying allowance: 1.68% of the standard rate, $17.00 per hour (A.1.7(a))
  * Working on a designated day off: 13.95% of the standard rate, $141.20 per day (B.2.9(a)(ii))
* These allowances automatically adjust to reflect the percentage of the standard rate when it is varied (E.1.2).

**Expense-related allowances:**

* The following expense-related allowances will be payable as per Schedules A, B, and C (E.2.1):
  * Regional Flying:
    * Uniform and grooming allowance for regional cabin crew: $152.13 per month (B.1.1(d))
    * Uniform and grooming allowance for casual regional cabin crew: $7.00 per day (B.1.1(e))
    * Transport allowance for regional cabin crew away from home base for more than 48 hours: $0.99 per km (B.1.4(a)(ii))
    * Accommodation and meals on layover—disability allowance: $109.31 per night (B.1.6(a)(iii))
    * Accommodation and meals on layover—arrangement and payment of own expenses by employee: $157.90 per night (B.1.6(a)(iv))
    * Layover allowance: $25.90 per layover (B.1.7)
    * Meal periods and allowances when on duty from layover port during meal period:
      * Breakfast (0630 to 0800 hours): $26.78 per occasion (B.1.9)
      * Lunch (1200 to 1330 hours): $30.88 per occasion (B.1.9)
      * Dinner (1800 to 2000 hours): $69.72 per occasion (B.1.9)
    * Loss or destruction of personal baggage while on tour of duty—up to $2874 per claim (B.1.11(a))
    * Standard traveller’s baggage and personal effects insurance—provided by employer up to $2541 (B.1.11(d))
    * Death benefits—policy amount—no less than $203,383 (B.1.13(a))
    * Death benefits insurance—reimbursement—up to $508.08 per annum (B.1.13(c))
    * Missed meal break allowance: $11.51 per missed break (B.2.7(d))
  * International Flying:
    * International incidentals allowance: $2.24 per block hour (C.1.7)
* These expense-related allowances will be adjusted according to the percentage movement in the specified Consumer Price Index (E.2.2(a)).
* Relevant applicable index figures for the adjustment of these allowances include categories such as All groups, Insurance sub-group, Take away and fast foods sub-group, Clothing and footwear group, and Private motoring sub-group (E.2.2(b)).

**Other allowances for domestic and regional flying:**

* Domestic Flying:
  * Training allowance: 9.5% of cabin crew member’s minimum weekly rate (A.1.8(a))
* Regional Flying:
  * Telephone allowance—reimbursement: 50% of the rental charge of telephone or pager (B.1.10)

[Varied by [PR718865,](https://www.fwc.gov.au/documents/awardsandorders/html/pr718865.htm) [PR719018,](https://www.fwc.gov.au/documents/awardsandorders/html/pr719018.htm) [PR729305,](https://www.fwc.gov.au/documents/awardsandorders/html/pr729305.htm) [PR729490,](https://www.fwc.gov.au/documents/awardsandorders/html/pr729490.htm) [PR740727,](https://www.fwc.gov.au/documents/awardsandorders/html/PR740727.htm) [PR740895,](https://www.fwc.gov.au/documents/awardsandorders/html/PR740895.htm) [PR750801,](https://www.fwc.gov.au/documents/awardsandorders/pdf/pr750801.pdf) [PR762156,](https://www.fwc.gov.au/documents/awardsandorders/pdf/pr762156.pdf)
[PR762320, PR773931, PR774102]](https://www.fwc.gov.au/documents/awardsandorders/pdf/pr762320.pdf)

See clause 16—Allowances for full details of allowances payable under this award.

### E.1 Wage-related allowances:

[[E.1.1 varied by PR718865, PR729305, PR740727, PR762156, PR773931 ppc 01Jul24]](https://www.fwc.gov.au/documents/awardsandorders/html/pr718865.htm)

**E.1.1** The wage-related allowances in this award are based on the standard rate as defined in
clause 2—Definitions as the minimum weekly rate for a cabin crew member in

|lause 14.2 = $1012.20.|.|Col3|Col4|Col5|
|---|---|---|---|---|
|[Allowance|Clause|% of standard rate|$|Payable|
|Domestic Flying|||||
|Flying allowance|A.1.7(a)|1.68|17.00|per hour|
|Regional Flying|||||
|Working on a designated day off|B.2.9(a)(ii)|13.95|141.20|per day|



**E.1.2** **Automatic adjustment of wage-related allowances**

[[E.1.2 renamed and substituted by PR750801 ppc 15Mar23]](https://www.fwc.gov.au/documents/awardsandorders/pdf/pr750801.pdf)

The amount of each wage-related allowance is the percentage of the standard rate
specified for the allowance and will automatically adjust to reflect the specified
percentage when the standard rate is varied.

### E.2 Expense-related allowances:

[[E.2.1 varied by PR719018, PR729490, PR740895, PR762320, PR774102 ppc 01Jul24]](https://www.fwc.gov.au/documents/awardsandorders/html/pr719018.htm)

**E.2.1** The following expense-related allowances will be payable to employees in accordance
with Schedule A—Domestic Flying, Schedule B—Regional Flying, and Schedule C—
International Flying:

|Allowance|Clause|$|Payable|
|---|---|---|---|
|Regional Flying||||
|Uniform and grooming allowance—regional cabin crew|B.1.1(d)|152.13|per month|
|Uniform and grooming allowance—casual regional cabin crew|B.1.1(e)|7.00|per day|
|Transport allowance—regional cabin crew away from home base for more than 48 hours|B.1.4(a)(ii)|0.99|per km|


-----


|Allowance|Clause|$|Payable|
|---|---|---|---|
|Accommodation and meals on layover—disability allowance|B.1.6(a)(iii)|109.31|per night|
|Accommodation and meals on layover—arrangement and payment of own expenses by employee|B.1.6(a)(iv)|157.90|per night|
|Layover allowance|B.1.7|25.90|per layover|
|Meal periods and allowances— duty from layover port during meal period:|B.1.9|||
|Breakfast—0630 to 0800 hours||26.78|per occasion|
|Lunch—1200 to 1330 hours||30.88|per occasion|
|Dinner—1800 to 2000 hours||69.72|per occasion|
|Loss or destruction of personal baggage while on tour of duty— an amount of up to|B.1.11(a)|2874|per claim|
|Standard traveller’s baggage and personal effects insurance— provided by employer—an amount to the value of|B.1.11(d)|2541||
|Death benefits—policy amount— an amount not less than|B.1.13(a)|203,383||
|Death benefits insurance— reimbursement—an amount of up to|B.1.13(c)|508.08|per annum|
|Missed meal break allowance|B.2.7(d)|11.51|per missed break|
|International Flying||||
|International incidentals allowance|C.1.7|2.24|per block hour|



**E.2.2** **Adjustment of expense-related allowances**

**(a)** At the time of any adjustment to the standard rate, each expense-related
allowance will be increased by the relevant adjustment factor. The relevant
adjustment factor for this purpose is the percentage movement in the applicable
index figure most recently published by the Australian Bureau of Statistics since
the allowance was last adjusted.

**(b)** The applicable index figure is the index figure published by the Australian
Bureau of Statistics for the Eight Capitals Consumer Price Index (Cat No.
6401.0), as follows:


-----


|Allowance|Applicable Consumer Price Index figure|
|---|---|
|Accommodation, incidentals and layover allowance|All groups|
|Loss or damage to personal effects and death benefits allowance|Insurance sub-group|
|Meal allowance|Take away and fast foods sub-group|
|Uniform and grooming allowance|Clothing and footwear group|
|Vehicle/travel allowance|Private motoring sub-group|



|Other allowances:|Col2|Col3|Col4|
|---|---|---|---|
|Allowance|Clause|%|Payment detail|
|Domestic Flying||||
|Training allowance|A.1.8(a)|9.5|% of cabin crew member’s minimum weekly rate|
|Regional Flying||||
|Telephone allowance— reimbursement|B.1.10|50|% of rental charge of telephone or pager|


-----

Summary of Monetary Allowances

The following is an Agreement for Time Off Instead of Payment for Overtime under the Aircraft Cabin Crew Award 2020.

**Party Information:**

* Name of employee: _____________________________________________
* Name of employer: _____________________________________________

**Details of Overtime Worked:**

* Date and time overtime started: ___/___/20___ ____ am/pm
* Date and time overtime ended: ___/___/20___ ____ am/pm
* Amount of overtime worked: _______ hours and ______ minutes

**Agreement Terms:**

* The employer and employee agree that the employee may take time off instead of being paid for the specified amount of overtime worked.
* If requested by the employee at any time, the employer must pay the employee for the overtime covered by this agreement but not taken as time off.
* Payment must be made at the overtime rate applying to the overtime when worked and must be made in the next pay period following the request.

**Signatures:**

* Signature of employee: ________________________________________
  * Date signed: ___/___/20___
* Name of employer representative: ________________________________________
* Signature of employer representative: ________________________________________
  * Date signed: ___/___/20___

[Link to PDF copy of Agreement for Time Off Instead of Payment for Overtime.](https://www.fwc.gov.au/documents/awards/resources/toil-agreement.pdf)

[Link to PDF copy of Agreement for Time Off Instead of Payment for Overtime.](https://www.fwc.gov.au/documents/awards/resources/toil-agreement.pdf)

Name of employee: _____________________________________________

Name of employer: _____________________________________________

**The employer and employee agree that the employee may take time off instead of being**
**paid for the following amount of overtime that has been worked by the employee:**

Date and time overtime started: ___/___/20___ ____ am/pm

Date and time overtime ended: ___/___/20___ ____ am/pm

Amount of overtime worked: _______ hours and ______ minutes

**The employer and employee further agree that, if requested by the employee at any**
**time, the employer must pay the employee for overtime covered by this agreement but**
**not taken as time off. Payment must be made at the overtime rate applying to the**
**overtime when worked and must be made in the next pay period following the request.**

Signature of employee: ________________________________________

Date signed: ___/___/20___

Name of employer representative: ________________________________________

Signature of employer representative: ________________________________________

Date signed: ___/___/20___


-----

Agreement for Time Off Instead of Payment for Overtime

The following is an Agreement to Take Annual Leave in Advance under the Aircraft Cabin Crew Award 2020.

**Party Information:**

* Name of employee: _____________________________________________
* Name of employer: _____________________________________________

**Details of Leave in Advance:**

* The amount of leave to be taken in advance is: ____ hours/days
* The leave in advance will commence on: ___/___/20___

**Agreement Terms:**

* The employer and employee agree that the employee will take a period of paid annual leave before the employee has accrued an entitlement to the leave.

**Signatures:**

* Signature of employee: ________________________________________
  * Date signed: ___/___/20___
* Name of employer representative: ________________________________________
* Signature of employer representative: ________________________________________
  * Date signed: ___/___/20___

**For Employees Under 18 Years of Age:**

* If the employment is terminated before the employee accrues entitlement for all the annual leave taken in advance, the employer may deduct an amount equal to the leave taken in advance from any money due to the employee upon termination.
* Name of parent/guardian: ________________________________________
* Signature of parent/guardian: ________________________________________
  * Date signed: ___/___/20___

[Link to PDF copy of Agreement to Take Annual Leave in Advance.](https://www.fwc.gov.au/documents/awards/resources/leave-in-advance-agreement.pdf)

[Link to PDF copy of Agreement to Take Annual Leave in Advance.](https://www.fwc.gov.au/documents/awards/resources/leave-in-advance-agreement.pdf)

Name of employee: _____________________________________________

Name of employer: _____________________________________________

**The employer and employee agree that the employee will take a period of paid annual**
**leave before the employee has accrued an entitlement to the leave:**

The amount of leave to be taken in advance is: ____ hours/days

The leave in advance will commence on: ___/___/20___

Signature of employee: ________________________________________

Date signed: ___/___/20___

Name of employer representative: ________________________________________

Signature of employer representative: ________________________________________

Date signed: ___/___/20___

_[If the employee is under 18 years of age - include:]_

**I agree that:**

**if, on termination of the employee’s employment, the employee has not accrued an**
**entitlement to all of a period of paid annual leave already taken under this**
**agreement, then the employer may deduct from any money due to the employee on**
**termination an amount equal to the amount that was paid to the employee in respect**
**of any part of the period of annual leave taken in advance to which an entitlement**
**has not been accrued.**

Name of parent/guardian: ________________________________________

Signature of parent/guardian: ________________________________________

Date signed: ___/___/20___


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Agreement to Take Annual Leave in Advance

[Link to PDF copy of Agreement to Cash Out Annual Leave.](https://www.fwc.gov.au/documents/awards/resources/cash-out-agreement.pdf)

**Party Information:**

* Name of employee: _____________________________________________
* Name of employer: _____________________________________________

**Details of Leave to be Cashed Out:**

* The amount of leave to be cashed out is: ____ hours/days
* The payment to be made to the employee for the leave is: $_______ subject to deduction of income tax/after deduction of income tax (strike out where not applicable)
* The payment will be made to the employee on: ___/___/20___

**Agreement Terms:**

* The employer and employee agree to the employee cashing out a particular amount of the employee’s accrued paid annual leave.

**Signatures:**

* Signature of employee: ________________________________________
  * Date signed: ___/___/20___
* Name of employer representative: ________________________________________
* Signature of employer representative: ________________________________________
  * Date signed: ___/___/20___

**For Employees Under 18 Years of Age:**

* Name of parent/guardian: ________________________________________
* Signature of parent/guardian: ________________________________________
  * Date signed: ___/___/20___

[[Schedule I—Part-day Public Holidays deleted by PR747360 ppc 14Nov22]](https://www.fwc.gov.au/documents/awardsandorders/html/PR747360.htm)

[[Schedule X—Additional Measures During the COVID-19 Pandemic deleted by PR746868 ppc 17Oct22]](https://www.fwc.gov.au/documents/awardsandorders/html/pr746868.htm)

[Link to PDF copy of Agreement to Cash Out Annual Leave.](https://www.fwc.gov.au/documents/awards/resources/cash-out-agreement.pdf)

Name of employee: _____________________________________________

Name of employer: _____________________________________________

**The employer and employee agree to the employee cashing out a particular amount of**
**the employee’s accrued paid annual leave:**

The amount of leave to be cashed out is: ____ hours/days

The payment to be made to the employee for the leave is: $_______ subject to deduction of
income tax/after deduction of income tax (strike out where not applicable)

The payment will be made to the employee on: ___/___/20___

Signature of employee: ________________________________________

Date signed: ___/___/20___

Name of employer representative: ________________________________________

Signature of employer representative: ________________________________________

Date signed: ___/___/20___

_Include if the employee is under 18 years of age:_

Name of parent/guardian: ________________________________________

Signature of parent/guardian: ________________________________________

Date signed: ___/___/20___

[[Schedule I—Part-day Public Holidays deleted by PR747360 ppc 14Nov22]](https://www.fwc.gov.au/documents/awardsandorders/html/PR747360.htm)


-----


[[Schedule X—Additional Measures During the COVID-19 Pandemic deleted by PR746868 ppc 17Oct22]](https://www.fwc.gov.au/documents/awardsandorders/html/pr746868.htm)


-----

Agreement to Cash Out Annual Leave

Schedule

The Aircraft Cabin Crew Award 2020 covers employers of aircraft cabin crew across Australia and their employees in the classifications listed in clause 14—Minimum rates. 

However, this award does not cover employees covered by a modern enterprise award, an enterprise instrument, or a State reference public sector modern award.

Aircraft Cabin Crew Award 2020

PART 1

Application and Operation of this Award

PART 2

Types of Employment

PART 3

Hours of Work

PART 4

Wages and Allowances

PART 5

Overtime

PART 6

Leave and Public Holidays

PART 7

Workplace Delegates, Consultation and Dispute Resolution

PART 8

Termination of Employment and Redundancy

Schedule