The minimum wage panel of Fair Work Australia ("FWA")
handed down its annual decision on minimum wages at 10:00 am this
FWA has made the following determinations:
to increase the national minimum wage by $17.10 per week. This
results in an increase from $15.51 per hour ($589.30 per week) to
$15.96 per hour ($606.40 per week); and
2.9% increases in hourly modern award minimum rates of pay
across the board.
The increases awarded will take effect from the first full pay
period on or after 1 July 2012.
By comparison, FWA increased minimum wages by $19.40 per week
this time last year.
The decision represents a compromise between the submissions put
by union and employer associations.
The ACCI requested an increase of not more than $9.40 per week
on an award-by-award basis and to the national minimum wage. It
also requested exemptions from an increase for particular industry
specific employers which are facing significant challenges. The AiG
requested an increase of $14 per week to both award minimum wages
and the national minimum wage. Its flat dollar proposal was
designed to provide a proportionately higher benefit to the low
paid, at a level it suggested would not pose undue risks to the
The ACTU had proposed a $26 per week increase to award rates up
to and including the C10 rate, as well to the national minimum
wage. It also sought a 3.8% increase in award rates above the C10
level. It submitted that the earnings of awardreliant workers had
fallen relative to the earnings of other workers, something its
proposed increases were designed to correct.
The content of this article is intended to provide a general
guide to the subject matter. Specialist advice should be sought
about your specific circumstances.
To print this article, all you need is to be registered on Mondaq.com.
Click to Login as an existing user or Register so you can print this article.
Long experience representing many of Australia's leading employers has taught us that in employment litigation the identity of an employee's representative is a major factor in how employee litigation runs.
Australian employees receive certain entitlements (such as annual leave and superannuation) where contractors do not.
Some comments from our readers… “The articles are extremely timely and highly applicable” “I often find critical information not available elsewhere” “As in-house counsel, Mondaq’s service is of great value”
Register for Access and our Free Biweekly Alert for
This service is completely free. Access 250,000 archived articles from 100+ countries and get a personalised email twice a week covering developments (and yes, our lawyers like to think you’ve read our Disclaimer).