If your organisation provides veterinary care or animal welfare services and you employ veterinary nurses, veterinary surgeons (associates), animal attendants, and other staff members to provide those services, you’re likely covered by the Animal Care and Veterinary Services Award 2020 [MA000118].
From 1 July 2025, minimum pay rates under the Animal Care and Veterinary Services Award increased by 3.5% following the Fair Work Commission’s annual wage review.
Veterinary clinics and animal welfare organisations must stay up to date with these changes, and review classifications, overtime, penalty rates, and other entitlements to remain compliant.
This guide explains who the Animal Care and Veterinary Services Award covers, how to classify roles correctly, and what pay rates, allowances, and key conditions apply so you can get it right.
The Animal Care and Veterinary Services Award: A Quick Summary for Busy Managers
Short on time? This section covers the essentials.
The Animal Care and Veterinary Services Award [MA000118] sets the minimum pay rates and working conditions for employees in veterinary clinics, animal shelters, and other animal care organisations across Australia.
To stay compliant, employers need to focus on:
- Award coverage: Confirm the employee is correctly covered by the Animal Care and Veterinary Services Award and not another award, such as the Social, Community, Home Care and Disability Services (SCHADS) Award, which may apply if activities extend beyond animal welfare. Alternatively, check if an employee is award-free (as is sometimes the case for senior veterinary surgeons).
- Employee type: Check whether the employee is full-time, part-time, or casual, as this affects minimum rates, leave entitlements, and casual loading.
- Employee classification: Match the employee to the correct classification level based on their duties, qualifications, skills, and responsibilities, not just their job title. Classifications range from entry-level industry inspectors through to qualified veterinary surgeons.
- Hours and timing of work: Apply the correct overtime and penalty rates to employees’ work on weekends, public holidays, and after-hours shifts.
One easy-to-miss quirk: Veterinary surgeons (referred to as “associates” in the award) are covered under the Animal Care and Veterinary Services Award 2020, but often have separate rules from other employees.
Common compliance issues include misclassifying experienced veterinary nurses, assuming a salary above the minimum rate covers all Award entitlements, and incorrectly applying weekend penalties in clinics that operate 7 days a week.
Coming up: Award dates and deadlines you need to know
| Date | What’s happening? |
|---|---|
| March to June 2026 | The Fair Work Commission (FWC) conducts its annual review of the National Minimum Wage and all modern award minimum rates, including the Animal Care and Veterinary Services Award 2020 pay rates. |
| Early June 2026 | The FWC typically announces its decision on the percentage increase that will apply for the new financial year. |
| 1 July 2026 | Any new or increased minimum pay rates take effect from the first full pay period starting on or after 1 July 2026. |
Award Basics
The Animal Care and Veterinary Services Award 2020 [MA000118] sets minimum pay rates and employment conditions for employees in the veterinary surgery and animal care industries, including community-based animal welfare charities established to prevent animal cruelty.
The Award establishes minimum hourly rates, penalty rates, overtime, allowances, breaks, and rostering requirements. It operates alongside the National Employment Standards (NES), which set minimum entitlements such as annual leave, maximum weekly hours, and notice of termination. Employers must comply with both and apply whichever entitlement is more beneficial to the employee.
Who is covered under the Animal Care and Veterinary Services Award?
You’re generally covered if your business operates in:
- The veterinary surgery industry (private veterinary practices and hospitals)
- The animal care industry, including community-based charities established to prevent animal cruelty
Employees commonly covered include:
- Veterinary nurses
- Animal attendants
- Veterinary support staff
- Receptionists in veterinary practices
- Animal care inspectors in community charities
- Some practice managers, depending on their duties and level of authority.
Where the award applies to them, veterinary surgeons are classified as “associates”.
Who isn’t covered under the Animal Care and Veterinary Services Award?
Some roles are not covered, even if they work alongside animal care or veterinary staff. These employees may fall under a different modern award, an enterprise agreement, or be award-free.
The Award generally doesn’t apply to:
- Businesses solely offering private boarding kennels, pet minding, or dog grooming services
- Racing stables (covered by the Horse and Greyhound Training Award)
- Agricultural enterprises (covered by the Pastoral Award)
- Recreation venues such as zoos (covered by the Amusement, Events, and Recreation Award)
- Council operated pounds or animal services (typically covered by the Local Government Industry Award)
Qualified veterinarians may also be award-free if they work under an individual employment contract, an enterprise agreement, or in a senior professional or managerial role that sits outside the award’s coverage.
Coverage self-check: Does the Animal Care and Veterinary Services Award apply?
Consider the following statements to check if your business and the role you’re reviewing fall under the Animal Care and Veterinary Services Award.
- I operate in the veterinary surgery or animal care industry (for example, as a veterinary clinic or hospital, community-based charity, animal shelter, or welfare organisation).
- The employee performs animal care-related duties, such as handling, monitoring, and caring for animals; supporting veterinary treatment and clinical procedures; and providing animal welfare services.
- The employee’s day-to-day role fits within a classification under this award—for instance, as a veterinary nurse or technician, animal attendant, inspector, receptionist within an animal care or veterinary setting, or a veterinary surgeon classified as an associate.
- The employee isn’t award-free (for example, certain senior managers or veterinary surgeons) or better covered by a different modern award.
- There is no enterprise agreement covering the employee.
If most of these statements apply, the employee is likely covered by the Animal Care and Veterinary Services Award.
If you’re still unsure, check the award’s coverage or seek professional advice.
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Fair Work’s Award Finder can help employers check which award is most likely to apply based on the business type and the employee’s main duties.
Determining Animal Care and Veterinary Services Award [MA000118] requirements
To apply the Animal Care and Veterinary Services Award [MA000118] correctly, look at the employment type and the classifications and levels that best align with their day-to-day duties.
Employment types
The Animal Care and Veterinary Services Award 2020 uses 3 main employment types:
Full-time employees
A full-time employee works an average of 38 ordinary hours per week.
Ordinary hours are typically worked within the award’s “span of hours,” which is 6:00 am to 9:00 pm Monday–Sunday for day workers.
Full-time employees are ongoing staff and receive standard entitlements under the award and the NES.
Part-time employees
A part-time employee works fewer than 38 ordinary hours per week. The employer and employee must agree in writing to the employee’s regular pattern of work.
Part-time employees receive the same entitlements as full-time employees on a pro-rata basis.
Casual employees
A casual employee is engaged on an as-needed basis and is paid an hourly rate that includes a 25% casual loading, rather than paid leave entitlements.
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Learn more about the different employment types in our detailed Australian employment law guide.
Streams, classifications, levels, and grades
The Award groups jobs into 3 classification streams. Each stream contains multiple levels that describe increasing responsibility, skills, and duties.
Animal care industry inspectors
| Level | Typical responsibilities and tasks |
|---|---|
| Inspector Level 1 | Entry-level inspector roles working under supervision of an Inspector Level 2. Duties may include assisting with inspections, collecting information, and handling animals during investigations. |
| Inspector Level 2 | Experienced inspectors who can conduct investigations with less supervision. Tasks may include responding to complaints, carrying out inspections, preparing reports, and exercising powers under relevant animal welfare legislation. |
| Inspector Level 3 | Senior inspectors perform work with considerable independence. Duties may include supervising inspectors, coordinating team activities, and managing enforcement activities. |
Support roles, including receptionists, animal attendants, practice managers, and veterinary nurses
| Level | Typical responsibilities and tasks |
|---|---|
| Introductory level | New employees with less than 3 months of experience, undertaking basic and routine tasks and learning workplace procedures under supervision. |
| Level 1 | Employees performing routine animal care, reception, or support duties under veterinary supervision. |
| Level 2 | Employees performing a broader range of duties under supervision. Work may include following health and safety protocols, assisting with animal care, and conducting basic clerical duties with reduced supervision. |
| Level 3 | Employees who perform more advanced duties with limited supervision. Tasks may include patient monitoring duties, basic first aid, and more advanced administrative or risk control support. |
| Level 4 | Senior employees with AQF 4-level competencies or equivalent qualifications or experience. Duties can include overseeing clinic admissions, preparing and supporting surgical procedures, providing grief support, and more. |
| Level 5 (Practice Manager) | Highly experienced employees with overall responsibilities for the day-to-day running of the practice. These employees may receive broad guidance or direction, but are held accountable for their own work. |
Veterinary surgeons (associates)
| Level | Typical responsibilities and tasks |
|---|---|
| Level 1A | Newly qualified veterinary surgeons working under supervision while gaining practical experience. |
| Level 1B | Veterinary surgeons with additional experience performing professional duties with less supervision and increasing clinical responsibility. |
| Level 2 | Experienced veterinary surgeons working independently in diagnosis, treatment and client care, but with some guidance on unusual cases or procedures. |
| Level 3 | Senior veterinary surgeons with significant professional experience working on more difficult assignments. |
| Level 4 | Highly experienced veterinarians with substantial responsibility, which may include leading departments, managing clinical teams, or overseeing specialised veterinary services. |
For the full classification definitions and detailed duties, refer to Schedule A of the Animal Care and Veterinary Services Award 2020.
Pro Tip
When roles involve mixed duties, such as a receptionist who also assists with animal handling or a senior nurse who performs both clinical and administrative tasks, make sure to assess the employee’s primary duties to determine the correct classification. For clarity, check the specific classification definitions in the award.
Animal Care and Veterinary Services Award pay guide and entitlements overview
Let’s look at the minimum pay rates and employment standards for employees covered under the Animal Care and Veterinary Services Award 2020 pay guide.
Minimum base rates
Under the Animal Care and Veterinary Services Award 2020 [MA000118], the minimum base rate is the lowest rate an employer must pay an employee for their ordinary hours of work.
The rate depends on the employee’s classification level and employment type (full-time, part-time, or casual).
- Full-time employees are paid the minimum weekly rate for a 38-hour week.
- Part-time employees are paid the minimum hourly rate for the hours they work.
- Casual employees receive the same hourly rate as permanent employees, plus a 25% casual loading.
- Junior employees are paid a percentage of the appropriate wage rate. Learn more here.
Below is a summary of the current minimum base rates for adult employees under the award.
Animal care industry inspectors
| Classification | Minimum annual salary (full-time) | Minimum hourly rate (full-time & part-time) |
|---|---|---|
| Inspector Level 1 | $64,517 | $32.65 |
| Inspector Level 2 | $68,067 | $34.45 |
| Inspector Level 3 | $73,539 | $37.22 |
Support roles, including receptionists, animal attendants, practice managers, and veterinary nurses
| Classification | Minimum weekly rate (full-time) | Minimum hourly rate (full-time and part-time) |
|---|---|---|
| Introductory level | $922.70 | $24.28 |
| Level 1 | $948.00 | $24.95 |
| Level 2 | $1,024.40 | $26.96 |
| Level 3 | $1,068.40 | $28.12 |
| Level 4 | $1,165.70 | $30.68 |
| Level 5 (Practice manager) | $1,224.90 | $32.23 |
Veterinary surgeons (associates)
Veterinary surgeons classified as associates have minimum annual salary levels under the award.
| Classification | Minimum annual salary (full-time) | Minimum hourly rate (full-time and part-time) |
|---|---|---|
| Level 1A | $64,517 | $32.65 |
| Level 1B | $68,067 | $34.45 |
| Level 2 | $73,539 | $37.22 |
| Level 3 | $80,790 | $40.89 |
| Level 4 | $91,258 | $46.18 |
Overtime rules and rates
Overtime applies when employees work beyond their ordinary (or agreed) hours.
Overtime rates for employees other than veterinary surgeons or associates
| When overtime is worked | % of minimum hourly rate (full-time and part-time) | % of minimum hourly rate incl. 25% casual loading |
|---|---|---|
| Monday to Saturday (first 3 hours) | 150% | 175% |
| Monday to Saturday (after 3 hours) | 200% | 225% |
| Sunday | 200% | 225% |
Sunday overtime has a minimum payment of three hours (even if the employee works fewer hours).
Overtime for associates
Overtime for veterinary surgeons (associates) works differently under the award. Instead of separate overtime rates, hours worked beyond 38 per week (excluding on-call time) must be compensated at the ordinary hourly rate, through annual salary allowances, or with agreed time off in lieu on an hour-for-hour basis.
Did You Know?
You can avoid unnecessary overtime costs through a written “make-up time” agreement. This means an employee can take time off during their rostered hours and make up those hours later within the award’s “ordinary hours span.” Read more about the agreement here.
Penalty rates
Under the Animal Care and Veterinary Services Award 2020, penalty rates apply when employees work public holidays or weekends. If employees work weekends or public holidays even under ordinary hours, the penalty rates below apply.
For employees other than veterinary surgeons or associates
| When worked | % of ordinary hourly rate (full-time and part-time) | % of ordinary hourly rate incl. 25% casual loading |
|---|---|---|
| Saturday (first 3 hours after 1:00 pm) | 150% | 175% |
| Saturday (after the first 3 hours) | 200% | 225% |
| Sunday | 200% | 225% |
| Public holiday | 250% | 275% |
Public holidays have an extra rule: employees required to work must be paid for a minimum of 4 hours.
Penalty rates for associates
Associates usually do not receive weekend penalty rates. Instead, they are compensated for hours above 38 per week at their ordinary rate (or with time off in lieu on an hour-for-hour basis, if agreed). An annual allowance may be agreed, provided it does not leave the associate worse off over a calendar year.
For public holidays, associates should be paid 200% of the minimum hourly rate. There are also special provisions for associates who normally work weekends.
Shiftwork penalty rates
Under the Animal Care and Veterinary Services Award 2020, different penalty rates apply to employees engaged as shiftworkers, and rates vary by stream. Always check specific rates in the award when employing shiftworkers.
Breaks and allowances
Employees under the Animal Care and Veterinary Services Award 2020 are entitled to the following breaks and allowances.
Meal breaks
Employees covered by this award must receive a 30-minute meal break after completing 4 hours of work and before starting the fifth hour. This break is unpaid and doesn’t count as time worked.
In emergency situations, for example, when immediate animal care is required, the timing of the meal break may vary by agreement with the employee.
Paid rest breaks
Employees other than associates are entitled to a 10-minute rest break after 4 hours of work. If an employee works 7.6 hours per day, they are entitled to two 10-minute paid rest breaks.
For veterinary surgeons (associates), break arrangements are typically managed through agreed working hours and clinic rosters rather than the standard meal and rest break rules that apply to other classifications.
Allowances
In addition to minimum pay rates, the Animal Care and Veterinary Services Award provides a number of allowances that apply when employees perform certain tasks or incur costs as part of their work.
Below is a summary of the most common allowances under the award.
Allowances for employees other than associates
| Allowance | When it applies | Amount |
|---|---|---|
| Broken shift allowance | When an employee is required to carry out their ordinary hours of duty across more than one shift. Paid only once per 24-hour period. | $17.09 per shift |
| First aid allowance | When an employee holds recognised first aid qualifications and is appointed by the employer to perform first aid duties. | $20.94 per week |
| On-call allowance (Mon–Fri) | When an employee is rostered to be on-call between ordinary shifts from Monday to Friday. | $22.12 per 24-hour period (or part thereof) |
| On-call allowance (Saturday) | When an employee is rostered to be on-call on a Saturday. | $33.23 per 24-hour period |
| On-call allowance (Sunday / public holiday / rostered day off) | When an employee is rostered to be on-call on a Sunday, public holiday, or a day they are not rostered to work. | $38.68 per 24-hour period |
| Meal allowance | When an employee works overtime for more than 1.5 hours and the employer hasn’t provided a meal. Doesn’t apply if the employee was notified the previous day that they would be required to work overtime. | $14.99 for the first meal $12.88 for subsequent meals after every 4 hours of overtime worked |
Employees, including associates, may also receive reimbursement for other reasonable work-related expenses, such as travel, clothing and laundry, or equipment required to perform their duties.
Allowances for veterinary surgeons (associates)
Veterinary surgeons classified as associates have a smaller number of specific allowances under the award.
| Allowance | When it applies | Amount |
|---|---|---|
| On-call duty allowance | When an associate is required to be on-call outside their ordinary rostered hours. A new period of on-call duty begins every 24 hours if continuous on-call duty is required. | Minimum $54.06 per on-call period |
| Active on-call duty | When an associate performs active work while on call. | Paid at no less than the associate’s ordinary hourly rate for the time worked |
| Alternative on-call arrangements | By agreement, on-call compensation may be provided through time off in lieu or an annual allowance equivalent to what would otherwise be payable. | Must not be less than the minimum entitlement under the award |
Any agreements about on-call compensation arrangements must be recorded in writing and kept with the employer’s time and wage records.
Leave entitlements
Leave entitlements under the award work alongside the NES, which sets the minimum leave requirements for most employees in Australia.
Let’s look at the key rules for annual leave under this Award:
Paid annual leave
- Full-time employees are entitled to 4 weeks of paid annual leave for each year of service.
- Part-time employees get the same leave allowances on a pro-rata basis based on their ordinary hours.
- Casual employees don’t receive paid annual leave. Instead, they are compensated through the 25% casual loading.
Annual leave loading
When an employee takes annual leave, they must be paid the greater of:
- 17.5% annual leave loading, or
- Weekend and shift penalties they would have earned had they worked their ordinary hours instead of taking leave.
Annual leave in advance
Annual leave may be taken before it accrues if the employer and the employee agree in writing. If employment ends before the leave has accrued, the employer may deduct the amount from final pay (if permitted under the written agreement).
Cashing out annual leave
Annual leave can be cashed out if:
- There is a written agreement between the employer and the employee
- The employee retains at least 4 weeks of accrued leave after cashing out
- No more than 2 weeks is cashed out in a 12-month period
Excessive leave accruals
The Award includes extra rules for managing large leave balances. For non-shift workers, “excessive” annual leave typically means more than 8 weeks of accrued leave.
For full details, including rules around excessive leave and other specific arrangements, refer to the award.
How to Determine Animal Care and Veterinary Services Award Coverage
Determining whether the Animal Care and Veterinary Services Award 2020 applies isn’t just about looking at a job title. What matters is the employer’s main business activity and the employee’s actual duties.
Animal Care and Veterinary Services Award [MA000118]: A Practical, Real-World Example
A veterinary clinic employs a 30-year-old veterinary nurse who:
- Is employed part-time
- Works Saturdays from 8:00 am – 4:00 pm
- Holds a Certificate IV in Veterinary Nursing
- Nurses hospitalised animals, communicates with owners, and provides grief support
- Occasionally stays back an extra hour to assist with emergency surgery
- Doesn’t supervise other staff
According to the award, this employee will be:
- Covered under the Animal Care and Veterinary Services Award 2020
- Classified as a Level 4 veterinary nurse based on their duties and AQF Level 4 qualification
- Entitled to Saturday penalty rates since they work their ordinary hours on a Saturday
- Owed overtime if they work beyond their agreed ordinary hours to assist with emergency surgery
- Entitled to minimum meal and rest breaks if they work their full shift
Common Scenarios and Compliance Tips
Here are some common situations that veterinary clinics or animal welfare organisations could encounter, with quick checks to ensure compliance.
1. Veterinary clinic hires a “senior veterinary nurse” who supervises junior staff and assists in surgery
Key checks
- Coverage under the Animal Care and Veterinary Services Award likely applies since the role involves veterinary nursing duties for a veterinary practice.
- Test whether the role is properly classified based on qualifications, skill level, and supervisory duties, rather than just a “senior” job title.
- Apply weekend and holiday penalty rates when the employee works ordinary hours on these days and apply overtime rules if the nurse works outside of their ordinary hours.
2. Animal welfare charity employs staff on a need-to basis for weekend and holiday peaks
Key checks
- Confirm the correct employment type (casual, part-time, or full-time) for each employee.
- Ensure the 25% casual loading is applied to employees’ base rates, and that overtime and penalty rates are calculated using the casual loaded rates.
- Apply Saturday, Sunday, and public holiday penalty rates correctly.
- Check minimum engagement requirements (usually a minimum of 3 hours payment per engagement) for casual employees.
- Look out for overtime triggers for extended shifts
3. Veterinary clinic pays a flat salary to a veterinary surgeon working 42 hours per week
Key checks
- Confirm whether the veterinary surgeon is covered by the award or is genuinely award-free (for example, due to high income or a managerial role).
- If award-covered, ensure the associate working more than 38 hours per week is compensated at the ordinary hourly rate, an annualised allowance, or through time off in lieu, if agreed.
- Ensure any annual allowance used to compensate for additional hours doesn’t leave the associate worse off over the year.
- Record any additional-hours agreements or allowance arrangements in writing.
Common Employer Mistakes to Avoid
Even well-intentioned animal care and veterinary businesses can make mistakes. The most common include:
- Misclassifying employees, e.g., paying an experienced veterinary nurse at an entry-level classification despite higher qualifications and supervisory duties.
- Overlooking weekend and public holiday penalties, particularly in clinics and animal welfare facilities that operate 7 days a week.
- Incorrectly calculating casual pay, such as adding a 25% loading on top of weekend penalties instead of using the all-inclusive casual penalty rates.
- Not checking overtime triggers, especially when part-time employees work beyond their agreed hours or when shifts run longer due to emergencies.
- Not compensating veterinary surgeons correctly for hours worked beyond 38 per week or failing to record additional-hours agreements in writing.
- Ignoring minimum breaks requirements, especially after long shifts or emergency call-outs.
Glossary
Ordinary hours
The standard hours an employee is rostered to work at their base rate and within the award’s span of hours before overtime applies.
Casual loading
An additional percentage (usually 25%) paid to casual employees instead of paid leave entitlements, such as annual or personal leave.
Associate
A veterinary surgeon employed on a full-time, part-time, or casual basis to perform veterinary duties, ranging from supervised graduates (Level 1A/1B) to experienced practitioners.
Penalty rates
Higher pay rates which apply when employees work weekends, public holidays, or certain after-hours shifts.
Minimum engagement period
The minimum number of hours a casual employee must be paid for each shift, even if they work fewer hours.
Resources and Links
For further reading and official resources, visit:
Animal Care and Veterinary Services Award 2020[MA000118]: The official Award text, including pay rates, overtime rules, penalties, and classification structure.
Fair Work Ombudsman Pay Guide – Animal Care and Veterinary Services Award: Up-to-date minimum pay rates and penalty rates.
Fair Work Information Statement (FWIS): A summary of employee rights and employer responsibilities under the NES.
Fair Work Record-Keeping Requirements: Guidance on pay slips, pay records, and what employers need to keep.
Time Off Instead of Overtime Agreement Template: A template for documenting agreed time off instead of overtime payments (where permitted under the award).
FAQs
What is the highest-paying job in animal care?
Under the Animal Care and Veterinary Services Award 2020, the highest-paid roles are typically senior veterinary surgeons (associates) at Level 4, who have the greatest clinical responsibility and experience within a veterinary practice.
What is a Level 4 vet nurse?
Under the Animal Care and Veterinary Services Award 2020, a Level 4 veterinary nurse is an experienced employee who performs advanced veterinary nursing duties, such as overseeing nursing procedures and supporting surgical and diagnostic work, and may supervise other staff or coordinate clinical operations within a veterinary practice.
How much do you get paid for animal care?
Under the Animal Care and Veterinary Services Award, minimum hourly rates vary by employee classifications. For example, a Level 1 support role (including receptionists, animal attendants, practice managers, and veterinary nurses) has a minimum base rate of $24.28/hour, while a Level 5 senior or specialised support role has a minimum base rate of $32.23/hour.
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.