The Fair Work Commission announces minimum wage increase from 1 July 2017

Minimum wages to increase by 3.3%

The Fair Work Commission’s panel for annual wage reviews released its Annual Wage Review 2016-2017 decision on 1 July 2017.

The decision provides that minimum award wages will increase across the board by 3.3% effective 1 July 2017.

This decision will result in the following increases to the Federal minimum wage rates:

  • Weekly minimum wage: from $672.70 to $694.90 (increase of $22.20),
  • Hourly minimum rate: from $17.70 to $18.29 (increase of 59 cents).

Otherwise, the percentage increase will apply to the minimum rates of pay contained in awards. Increases to minimum weekly wages will be rounded to the nearest 10 cents.

In fixing the increase at 3.3% (up on last years 2.4% increase), the Panel observed that the prevailing economic circumstances provide an opportunity to improve the relative living standards of the low paid and to enable them to better meet their needs.

Employers should now start to review their employees’ existing rates of pay to ensure compliance with minimum rates when the above changes commence on 1 July 2017.

Annual Wage Review 2016-17 [2017] FWCFB 3500

FWC Penalty Rates Decision: Rate reduction in the Retail, Hospitality and other sectors from 1 July 2017

A Full Bench of the Fair Work Commission has today announced that penalty rates for Sunday and public holiday work in certain modern awards will be reduced from 1 July 2017.

The awards impacted by the decision are the:

  • Fast Food Industry Award 2010 (Fast Food Award);
  • General Retail Industry Award 2010 (Retail Award);
  • Hospitality Industry (General) Award 2010 (Hospitality Award);
  • Pharmacy Industry Award 2010 (Pharmacy Award);
  • Registered and Licensed Clubs Award 2010 (Clubs Award); and
  • Restaurant Industry Award 2010 (Restaurant Award).

There are some unresolved matters yet to be reviewed. However, significant changes to Sunday and Public Holidays were decided as set out below.

Sunday Penalty Rates

The Full Bench decision will result in the following reductions to the payment of Sunday penalties under the Hospitality, Fast Food, Retail and Pharmacy Awards:

Award Title Sunday Penalty Rates
Hospitality Award,
Full Time and Part Time employees 175% ↓ 150%
No change for casuals
Fast Food Award (Level 1 employees only)
Full Time and Part Time employees 150% ↓ 125%
Casual employees 175% ↓ 150%
Retail Award
Full Time and Part Time employees 200% ↓ 150%
Casual employees 200% ↓ 175%
Pharmacy Award (7am – 9pm only)
Full Time and Part Time employees 200% ↓ 150%
Casual employees 200% ↓ 175%

The Full Bench did not propose to change the Sunday penalty rate for level 2 and 3 Fast Food Award employees, and nor was the Full Bench satisfied that any reduction to Sunday penalty rates in the Clubs Award or the Restaurant Award were necessary.

Public Holiday Penalty Rates

The Full Bench decided to reduce the public holiday penalty rates paid in all the awards reviewed except for the Clubs Award (which is subject to further submission).

The effect of the decision in respect of the public holiday penalty rates is set out below:

Award Title Public Holiday Penalty Rates %

Full Time and Part Time

Public Holiday Penalty Rates %

Casual

Hospitality Award 250% ↓ 225% 275% ↓ 250%
Restaurant Award 250% ↓ 225% 250%
Clubs Award 250% 250%
Retail Award 250% ↓ 225% 275-250% ↓ 150%
Fast Food Award 250% ↓ 225% 275% ↓ 250%
Pharmacy Award 250% ↓ 225% 275% ↓ 250%

Timing of changes

The Full Bench observed that the decision was likely to reduce the earnings of those employees who currently work on Sundays and would inevitably cause some hardship to those employees affected.

The Full Bench concluded that appropriate transitional arrangements were necessary to mitigate the hardship caused to employees who work on Sundays. Accordingly, the reductions in Sunday penalty rates will take place in a series of annual instalments commencing 1 July 2017 (with interested parties to make submissions to the Fair Work Commission regarding transitional arrangements). The Full Bench indicated that it will likely take at least two years to introduce the proposed changes to penalty rates on a Sunday.

The changes to public holiday penalty rates will take effect on 1 July 2017.

Take away for employers covered by these awards

Given the significant changes to the Sunday and Public Holiday penalty rate provisions in these modern awards, employers covered by these awards should now obtain updated copies of their awards and review varied provisions to ensure that their payroll systems are ready to cope with changes as of 1 July 2017. Employers should otherwise continue to review further updates on matters yet to be decided, including transitional arrangements for changes to Sunday penalty rates.

[2017] FWC FB 1001