If your business has employees that work in the fields of amusement, events, or recreation, then you likely need to comply with the Amusement, Events, and Recreation Award [MA000080].
In addition to yearly minimum wage rate increases, the Fair Work Commission is currently reviewing the Award’s classification structures so they can better reflect the role of arts and culture workers.
Failure to keep up with updates like this can result in hefty back-payments for employers, but this guide will help. We’ll cover everything you need to know about the Award, including a full Amusement, Events, and Recreation Award pay guide and details on everything from allowances to leave entitlements.
The Amusement Award: A Quick Summary for Busy Managers
Here’s a brief rundown of the key takeaways:
- The Amusement Award [MA000080] is a set of rules about minimum employee entitlements for those working in the amusement, events, and recreation industries in Australia. Employee entitlements include minimum wage rates, annual leave, breaks, and more.
- Employers must consider:
- Award coverage: Which employees are covered by the Amusement, Events, and Recreation Award and not another similar Award (like the Live Performance Award or the Hospitality Industry General Award).
- Employee type: Whether employees are full-time, part-time, or casual.
- Employee classification: Which of the 11 employee classifications (from ‘introductory’ to ‘Grade 10’) the employee falls into.
- Hours and timing of work: The different rates for different hours, including ‘ordinary hours’ (contracted hours) and overtime or public holiday work, for instance.
- Employers often mix up the Amusement Award [MA000080] with other similar Awards. For example, a live musician who works at an amusement park might actually be covered by the Live Performance Award.
- Misclassification is one of the biggest problems to look out for. The most important thing to remember is that classification level is based on actual duties, not the employee’s job title. If a worker begins supervising some lower-level workers, for instance, they should receive wages in line with that classification level, even though they have not been formally promoted.
Award Basics
The Amusement, Events, and Recreation Award clearly outlines minimum wage rates and entitlements for specific employees within those industries. That usually includes people who work in theme parks and leisure facilities—but not all of them.
This Award covers a lot of ground. The main sections include the Amusement, Events, and Recreation Award pay rates and overtime penalties. However, the Award also covers allowances, as well as entitlements for breaks and leave.
Did You Know?
The Modern Awards work together with the National Employment Standards (NES). The NES outlines universal rules for all employees in Australia. The Amusement Award does not replace these entitlements, but adds to them.
Who is covered under the Amusement Award?
‘Amusement, events, and recreation’ includes a huge number of industries and businesses spanning recreation facilities, theme parks, museums, cultural centres, arcades, zoos, golf clubs, go-kart racing venues, and more. This means the Award covers many different employees that work at these types of businesses, including but not limited to:
- Tour guides
- Attendants (for rides, animals, car parks, and more)
- Ushers
- Technical employees
- Food service employees
- Customer service employees
- Ticket sellers
- Security officers
- Cleaners
This list isn’t comprehensive. For more information, read the full coverage section on the Fair Work Commission website.
Also, some employees listed above aren’t always covered by this Award. For example, cleaners who work for a cleaning agency and temporarily perform work in a theme park may not be covered.
Who isn’t covered under the Amusement Award?
Some people who work in these industries might not be covered by the Amusement Award. For example, contractors performing technical or trade-specific work at a workplace such as a zoo might actually be covered by a more specific Award, such as one of the following:
- Joinery Award
- Electrical Award
- Building and Construction Award
- Fitness Award
This list isn’t comprehensive. Employers should use the Fair Work Ombudsman’s ‘Find My Award’ tool to make sure they’re using the right Award.
Coverage self-check: Does the Amusement Award apply?
Trying to figure out if the Amusement Award applies? This checklist may help.
- I operate a business or organisation in the amusement, events, exhibitions, or recreation sector (e.g., a theme park, museum, attraction, or recreation facility).
- The main purpose of my business is to provide amusement or entertainment.
- The employee in question performs operational duties directly connected with amusement, events, or recreational activities (see full list of coverage on the Fair Work website).
- The employee isn’t working primarily as a performer or artist, or in the food and beverage services as a waiter or chef.
- The employee isn’t better covered by a more specific Modern Award, such as the Live Performance Award, the Hospitality Industry Award, the Sporting Organisations Award, or the Fitness Industry Award.
- There’s no enterprise agreement, or specific agreement between an employer and their employees about wage rates and entitlements, that covers the worker. If there is, it generally sets pay and conditions that are subject to a better off overall test (also known as a BOOT).
Pro Tip
Use better off overall tests (BOOTs) to determine whether employees will make more overall with an enterprise agreement or the Amusement, Events, and Recreation Award.
Did you answer ‘yes’ to every point? If so, then the Amusement Award likely applies to this employee.
Coming up: Award dates and deadlines you need to know
| Date | Update |
|---|---|
| March to July 2026 | The Fair Work Commission will conduct its annual wage review. Any pay rate increases will likely take place on 1 July 2026. |
Determining Amusement, Events, and Recreation Award [MA000080] Requirements
Once you’ve determined that the Amusement, Events, and Recreation Award applies, the next step is to classify employees. The 11 classification levels in the Award outline employees’ skills and responsibilities and the relevant minimum wage rates for each.
This can seem like a complex process. However, if you go through it methodically, it doesn’t need to be. Classification brackets are basically broken down in two ways: employment type and levels.
Employment types
There are 3 types of employees in the Amusement Award 2020:
- Full-time employees: Workers who are contracted to work an average of 38 hours per week.
- Part-time employees: Those who work less than 38 hours per week but who have the same rights and entitlements as full-time employees, albeit on a pro-rata basis. Pro-rata here means that part-time employees earn the same rate per-hour as their full-time counterparts, but less overall due to their reduced hours.
- Casual employees: Those who work less than 38 hours per week but who have no guarantee of ongoing work (unlike a part-time employee). Casuals are ‘as and when’ employees: they’re given shifts ‘as and when needed’ by the employer. They’re still entitled to Award coverage, although details of their entitlements might vary.
Classifications, levels, and grades
Every employee, regardless of their employment type (full-time, part-time, or casual), must be put into one of 11 Award levels. These levels reflect an employee’s actual on-the-ground duties, as well as their experience and skill. It’s important to remember that levels aren’t determined by job title, but by responsibilities.
Here’s a quick overview of the Amusement, Events, and Recreation Award classification levels:
| Level | Responsibilities or Typical Role |
|---|---|
| Introductory level employee | A trainee in the process of undergoing 3 months of training |
| Grade 1 | Likely still training, but undertaking work under direct supervision |
| Grade 2 | Works independently, but has routine supervision |
| Grade 3 | Supervisors and operators who perform a greater variety of tasks and can assist in training |
| Grade 4 | Usually holds a trade qualification and performs work under limited supervision |
| Grade 5 | Grade 4, but also required to supervise other staff |
| Grade 6 | More senior level, such as Head technician or Museum technician |
| Grade 7 | Is sufficiently skilled to work without supervision at a high level |
| Grade 8 | Advanced engineers or technical employees who work on a complex level |
| Grade 9 | High-level responsibilities including, for example, implementing major turf projects or managing health and safety procedures |
| Grade 10 | Usually reserved for comprehensive managerial roles, such Golf Professionals who manage most aspects of running a golf shop |
Amusement, Events, and Recreation Award Pay Rates and Entitlements Overview
Employers need to be familiar with all minimum entitlements under the Amusement, Events, and Recreation Award 2020. That includes minimum rates, penalty rates, allowances, break rules, and leave rules.
The following rates and entitlements are the minimum requirements. Employers can pay their employees more. They may also not apply if an enterprise agreement is in place.
This Might Interest You
An enterprise agreement is a formal consensus between a business and its employees on minimum rates and entitlements. The conditions of the enterprise agreement override the applicable Modern Award.
Minimum base rates
Here are the current minimum pay rates for ordinary hours worked by adults in each classification level:
| Classification level | Minimum hourly rate |
|---|---|
| Introductory level employee | $24.28 |
| Grade 1 | $24.95 |
| Grade 2 | $25.85 |
| Grade 3 | $26.70 |
| Grade 4 | $28.12 |
| Grade 5 | $29.00 |
| Grade 6 | $29.88 |
| Grade 7 | $30.68 |
| Grade 8 | $32.23 |
| Grade 9 | $35.70 |
| Grade 10 | $37.96 |
For junior employees, the rates are based on percentages of adult rates, depending on age:
| Age | Percentage of adult rate |
|---|---|
| Under 17 | 55% |
| 17 | 65% |
| 18 | 75% |
| 19 | 85% |
Apprentice rates are a little more complex. The rules are different for apprentices who started before 1 January 2014 and those who started on or after 1 January 2014. Both are given a percentage of the Grade 4 rate.
For apprentices who started before 2014:
| Year | Percentage of Grade 4 rate |
|---|---|
| 1 | 47.5% |
| 2 | 60% |
| 3 | 75% |
| 4 | 95% |
For apprentices who started in 2014 or thereafter, there is also a difference in rate if they finished Year 12 or not:
| Year | Percentage of Grade 4 rate | |
|---|---|---|
| Didn’t complete Year 12 | Completed Year 12 | |
| 1 | 50% | 55% |
| 2 | 60% | 65% |
| 3 | 75% | 75% |
| 4 | 95% | 95% |
Overtime rules and rates
In the Amusement Award [MA000080], overtime is defined as any hours worked over rostered hours (or over 10 hours per day for casuals). ‘Rostered hours’ refers to hours set out in a work schedule ahead of time, usually meaning 38 hours for full-time employees and up to 38 hours for part-time employees and casuals.
However, there are different penalty rates for different types of overtime:
| Type of overtime | Penalty rate for all employees |
|---|---|
| Standard overtime hours | 150% of hourly rate for the first 3 hours, 200% thereafter |
| Sundays (including ordinary hours) | 150% of hourly rate |
| Public holidays | 250% of hourly rate |
Due to their unusual work patterns, overtime rules are a little different for exhibition employees:
| Type of overtime | Rate for full- and part-time exhibition employees | Rate for casual exhibition employees |
|---|---|---|
| Over 12 hours per shift or over 56 hours per week | 200% | N/A |
| Over 72 hours within 2 weeks | 150% for first 24 hours, 200% thereafter | N/A |
| Over 12 hours per shift | N/A | 200% |
Breaks and allowances
Break rules also depend on the type of employee and the type of break. This table breaks the main points down in simple terms:
| Type of break | Full and part-time employees | Casual employees |
|---|---|---|
| Meal break of 30-60 mins | Unpaid | N/A |
| Meal break where employee remains on call | Ordinary hourly rate | N/A |
| Rest break of 20 mins | N/A | Paid |
| Meal break of 30-90 mins for exhibition employees | Unpaid | Unpaid |
Almost every Modern Award also outlines specific allowances employers must pay to employees. These are extra payments to compensate for things such as work expenses or harsh conditions.
Here are some examples of allowances outlined in the Amusement Award. Check ‘18. Allowances’ in the full Modern Award document for the full list.
| Type of allowance | Allowance amount |
|---|---|
| Allowance for employees in charge of large golf links, bowling greens, or tennis courts | $56.95 per week |
| First aid allowance (for holding a first aid qualification and being appointed to use it) | $0.56 per hour |
| Meal allowance for those working more than 2 hours of overtime after their ordinary hours | $14.62 |
| Tool allowance | $15.83 a week for tradespersons, $30.88 a week for carpenters |
| Uniform allowance | Up to $6.62 per week |
Leave entitlements
Various types of leave are universal employee entitlements in Australia. This is why leave is actually governed by the National Employment Standards (NES) and not the specific Modern Award.
With that in mind, leave entitlements in the Amusement, Events, and Recreation Award are as follows:
| Leave Type | Key Points |
|---|---|
| Annual Leave |
|
| Personal/Carer’s Leave |
|
| Compassionate Leave |
|
| Parental Leave |
|
| Community Service Leave |
|
| Family and Domestic Violence Leave |
|
| Public Holidays |
|
How to Determine Amusement, Event, and Recreation Award Coverage
Combining Award coverage with individual employee classifications to figure out accurate entitlements and pay rates for an employee can take time. We’ve gathered some common scenarios that employers face in the amusement, events, and recreation industries to create real-world examples you can use to speed up the process.
Amusement Award [MA000080]: A Practical, Real-World Example
Let’s explore an example of how an employer might use the Amusement Award pay guide to determine an individual employee’s entitlements:
A non-profit operates a public museum and exhibition space in Melbourne. They’re employing Lisa, 23, as a Visitor Services Officer on a casual basis.
Firstly, the organisation has to determine coverage. As the museum is an exhibition/attraction and not primarily a hospitality venue or live performance venue, we know the Amusement Award likely applies.
Lisa’s duties will include:
- Ticketing
- Greeting
- Monitoring galleries
- Assisting with events
She doesn’t have any formal qualifications and will assist with visitor services under routine supervision. The organisation should classify Lisa as a Grade 2 employee.
This means Lisa is entitled to:
- $32.31 for ordinary hours worked (the Grade 2 rate of $25.85 plus the 25% loading rate for casual workers).
- 150%–250% penalty rates depending on the type of overtime.
- Various allowances based on work—the uniform allowance, for instance.
Common Scenarios and Compliance Tips
Here are four common challenges Amusement Award employers may face, plus tips on how to address them and stay compliant:
Event hires a “team leader” for front-of-house operations
Key checks:
- Check whether the role is genuinely managerial (delegating and organising) or just operational in nature (only performing front-of-house tasks).
- Classify the employee based on their duties, not their job title.
- Only apply the higher classification (which includes supervising others) if the leadership duties are a regular part of the role.
- Make sure to apply correct penalty rates if the employee is covered by the Award.
Museum uses casual staff across exhibitions and events
Key checks:
- Make sure the Amusement Award applies and not a similar one, like the Hospitality Industry Award.
- Apply the casual loading rate to ordinary hours (but not overtime hours).
- Check minimum engagement periods (the minimum amount of hours an employee must be offered per shift) for casual shifts.
- Always apply correct penalty rates for various types of overtime.
Festival contractor pays flat hourly rates for long event days
Key checks:
- Confirm the flat rate meets or exceeds award minimums for all hours worked.
- Find out if the rate includes all necessary overtime penalties.
- Make sure meal breaks and rest breaks are provided (or compensated for).
- Conduct regular reconciliation checks to avoid underpayment.
Did You Know?
‘Reconciliation checks’ involve comparing internal financial records with payslips to make sure everything adds up correctly.
Attraction employs staff who also serve food and beverages
Key checks:
- Assess whether the employee’s hospitality duties are their primary duties or simply incidental. For instance, a park assistant might be asked to temporarily stand in as a waiter. In this case, their hospitality work would be incidental—not their main role.
- Apply the Amusement Award only if food service is not the employee’s dominant work function.
- Reassess coverage if the role shifts to mainly food and beverage work.
- Always make sure penalties and allowances align with the correct Award, especially after a role changes in nature.
Common Employer Mistakes to Avoid
Following the Amusement, Events, and Recreation Award isn’t always straightforward. Employers should take every care to stay compliant; still, some easy mistakes might get overlooked. Here are the main ones to watch out for:
- Assuming the Amusement Award applies just because it’s an ‘event’: Not all event work falls under the Amusement Award. Many employees will actually be covered by other Awards, like the Live Performance Award or even the Miscellaneous Award. Always check their primary duties and apply the award that fits the best.
- Getting casual employment wrong: Casual work is very common in these industries, but employers need to get coverage right. Ordinary hours are very similar to part-time employees, for example, but casual entitlements are different (for example, casuals are entitled to a 25% loading rate per hour).
- Paying flat rates without proper reconciliation: Flat hourly rates often fail to take things like overtime and allowances into account, both of which have to be paid as a part of regular paychecks. Always verify flat rates against all applicable award conditions and perform ‘better off overall’ checks.
- Overlooking when workers perform higher duties: It’s common to ask more experienced staff to act as supervisors, especially during busy periods. However, higher duties often mean higher minimum rates. Take the time to identify exactly when these higher duties are performed and apply the correct rate.
Glossary
Here’s a handy breakdown of some of the more common, yet perhaps unfamiliar, terms you might see in the Amusement Award [MA000080]:
Casual loading
An extra payment on top of the ordinary hourly rate for casual employees to make up for fewer leave entitlements and less job security.
Enterprise agreement
A business-specific agreement made between an employer and employees on things like minimum rates and entitlements that often supersedes the Modern Award.
Higher duties
When an employee is asked to perform work that’s beyond their usual pay grade. For example, when an experienced ticketer is asked to temporarily supervise less experienced staff.
Ordinary hours
An employee’s contracted average hours per week. This is usually 38 hours for full-time employees and less than 38 hours for part-time employees.
Better off overall test (BOOT)
A simple test employers use to find out if their employees would make more money overall with a business-specific enterprise agreement or the Amusement, Events, and Recreation Award.
Resources and Links
Find out more about employer obligations under the Amusement, Events, and Recreation Award 2020 with these resources:
- Amusement Award [MA000080]: The Fair Work Ombudsman’s brief summary of who is covered and who isn’t covered by this Award.
- Downloadable Amusement, Events, and Recreation Award Pay Guide: A pay guide for this Award in PDF form from the Fair Work Ombudsman.
- Amusement, Events, and Recreation Award 2020: The official Amusement, Events, and Recreation Award 2020 in full.
- Arts Sector – Amusement, Events, and Recreation Award 2020 (AM2024/37): Official updates regarding the Fair Work Commission’s review of how the Award may apply to arts workers.
FAQs
What does award salary mean in Australia?
The Australian Fair Work Commission is in charge of setting minimum employee entitlements, including minimum wages and salaries, across Australian industries. These are called ‘Modern Awards’. Awards are industry-specific documents that base an employee’s wages on their work duties. Award salaries are salaries that are based on these rules, as opposed to salaries that are determined by an enterprise agreement, for example.
Are waitresses covered by the Amusement Award?
Sometimes, but not usually. Most waitresses (and waitstaff) will be covered by the Restaurant Industry Award [MA000119] or the Hospitality Industry (General) Award [MA000009]. However, some waitstaff who work in an amusement business could be covered if waiting tables is not their primary duty.
What businesses use the Amusement Award in Australia?
The Amusement, Events, and Recreation Award covers many different businesses, including theme parks, recreational facilities, some golf venues, museums, zoos, cultural centres, and more.
Disclaimer
The information provided here is a summary only and does not constitute legal advice. While we have made every effort to ensure the information provided is up to date and reliable, we cannot guarantee its completeness, accuracy, or applicability to your specific situation. Laws change frequently, and outcomes may vary depending on your business circumstances. We recommend consulting a qualified employment lawyer before making decisions related to workforce management. Please note that we cannot be held liable for any actions taken or not taken based on the information presented on this website.