Live Performance Award: Pay Rates, Classifications, and Obligations

The Fair Work Commission (FWC) introduced updates to the Award in 2025, including changes to meal break provisions, and, from 1st July 2025, minimum award wages increased by 3.5%.

In this guide, we explain who the Live Performance Award applies to, how employees should be classified, and the key rules around pay, overtime, and breaks to ensure compliance and avoid underpayments.

The Live Performance Award: A Quick Summary for Busy Managers

The Live Performance Award [MA000081] sets out minimum rates and entitlements for employees in the live performance industry in Australia.

To ensure compliance, managers need to consider:

• Award coverage: Whether employees are actually covered by the Live Performance Award and not a similar award. For instance, attendants at an amusement park with live performances would come under the Amusement, Events and Recreation Award.
• Employee type: Whether employees are full-time, part-time, weekly, or casual.
• Employee classification: Which classification level (1–15) best fits the employee’s actual duties, not just their job title.
• Hours and timing of work: How ordinary hours vs. penalty rates or overtime hours affect pay for different employees.

Watch out for these:

• Minimum call times: If employers schedule short rehearsals or sound checks, etc., without paying the minimum call (e.g., 3 hours for performers/front-of-house and 4 hours for technical/production), they could end up underpaying staff.
• Musician call requirements: Employers who pay musicians per performance without accounting for rehearsals and minimum call requirements (typically 6, with each lasting 3 hours) can easily fall below Award minimums.

Coming up: Award dates and deadlines you need to know

Award Basics

The Live Performance Award is one of many Modern Awards created by the Fair Work Commission to ensure fair pay and conditions for employees in the live performance industry. It generally covers live performers such as actors, dancers, and singers, as well as stage managers, certain assistants and attendants, and technicians.

The Live Performance Award includes essential entitlements such as minimum hourly pay rates, overtime and penalty rates, break rules, allowances, and leave entitlements.

It works on top of the National Employment Standards (NES), which set out minimum working conditions (such as rest periods and leave rules) for all Australian workers. It’s important to note the Award doesn’t replace NES requirements.

Who’s covered under the Live Performance Award?

The Live Performance Award covers employers and employees involved in performing, venue operations, admin and support, and technical and production activities for musical, theatre, art, comedy, and multimedia performances. It also covers employees provided by labour-hire companies.

Examples of covered employees include: 

• Tour guides
• Marketing or publicity assistants
• Ticket sellers
• Vocalists
• Receptionists
• Prop and wig makers
• Dancers
• Singers
• Actors
• Stage managers
• Qualified or unqualified sound and lighting technicians
• Mail room attendants
• Conductors
• Program sellers
• Turnstile attendants
• Stage door attendants

For the complete list, refer to the Award.

Who isn’t covered under the Live Performance Award?

Other than employees whose primary duties better fit another award, like the Hospitality Award, the Award also doesn’t cover:

• Employees excluded from award coverage (under the Fair Work Act 2009), like high-income employees with guaranteed annual earnings.
• Those covered by an enterprise agreement (EA).
• Employees covered by certain state public sector awards (e.g., a state government employee covered by a state public sector award).

Coverage self-check: Does the Live Performance Award apply?

You can quickly determine if an employee is covered by the Live Performance Award with this checklist:

• My organisation operates in the live performance industry (theatre, live music, concerts, touring productions, festivals) and live performance is a primary purpose (not incidental, such as a live gig in a restaurant).
• The employee is directly involved in live performance (ranging from trainees, car park attendants, and program sellers to singers, dancers, lighting technicians, and higher).
• The employee isn’t covered by a more specific modern award that better matches their primary duties—e.g, the Hospitality Award (covering employees at venues hosting live performances) or the Miscellaneous Award (covering on-hire workers performing work incidental to live performance).
• The employee isn’t award-free (i.e., isn’t a senior manager). The Fair Work Commission sets a high-income threshold, which can make some high-level managers and leaders exempt from Modern Awards (as the minimum rate doesn’t apply).
• The employee isn’t covered by an enterprise agreement (EA). An EA is an agreement between a business and its employees that sets its own minimum entitlements—it often supersedes the Modern Award in question.

If these statements apply, the Live Performance Award is likely the best fit.

Determining Live Performance Award [MA000081] Requirements

Employees are categorised by employee type (the number of ordinary hours they work each week) and classification level (their level of experience and the amount of responsibility they have).

Employment types

Employees are grouped as follows:

• Full-time: Work 38 ordinary hours a week on a fixed-term or permanent contract.
• Part-time: Work fewer than 38 ordinary hours a week on a fixed-term or permanent contract.
• Weekly: Work is fixed-term or weekly, with ongoing employment of up to 38 hours a week. Weekly employees must be given a clear “terms of engagement” contract containing their classification and pay.
• Casual: These “as-needed” employees work irregular hours with no guarantee of ongoing employment. Casuals are also entitled to 25% casual loading to compensate for the lack of leave entitlement. Casuals must be given at least 3 hours of work per call/shift.

Note: Instead of shifts, work is usually arranged in “calls.” Each call (required attendance at work) attracts a minimum payment that must be paid even if the call ends up shorter. For many performer and front-of-house roles, employees must be paid for at least 3 hours. For most technical and production roles, it’s 4 hours.

Classification levels

The Live Performance Award groups employees into “levels” based on their role, duties, experience, and responsibilities, and “grades” as further classification descriptors. Under the Award, classification levels range from Level 1 (trainee) to Level 15 (lead musical director). Below, we’ll look at Levels 1–9.

For details of Levels 10–15, refer to the Award.

Live Performance Award Pay Rates and Entitlements Overview

The Live Performance Award sets the minimum pay covered employees receive, as well as overtime and penalty rates, breaks, allowance, and leave. Let’s look at them below.

Minimum base rates

The minimum rates for production, support staff, performers, and company dancers are as follows:

Note: Hourly rates apply only to the production and support staff classifications.

Musicians’ minimum rates are calculated differently from the classification levels above. They’re based on a 24-hour week and a 3-hour call rate as follows:

Penalty rates

Penalty rates are higher rates of pay applied to hours worked during inconvenient or unsociable times, such as early mornings, late nights, or Sundays. 

These rates are calculated as a percentage of the minimum rate and apply based on when the work is performed. Unlike overtime, which is triggered by working beyond ordinary hours, penalty rates relate specifically to the timing of the work.

Penalty rates apply as follows:

Overtime rates

Overtime is paid for hours worked beyond an employee’s ordinary or rostered call hours, regardless of the time, and is separate from penalty rates, which depend on when work is performed.

Here’s a rundown of the overtime rate structure for some roles:

Breaks 

Under the Live Performance Award 2020, breaks are structured as follows (for some roles):

For more information on breaks, refer to the Award.

Allowances

Allowances are extra payments on top of minimum rates to compensate employees for specific skills, responsibilities, or job-related expenses, like travel, meals, understudy, or touring requirements.

Examples of allowances under this Award include:

For more details on these allowances and others, it’s best to check the Award.

Leave entitlements

Leave in Australia is governed by the National Employment Standards (NES), not by a specific Modern Award. This means leave entitlements are more or less universal (with some exceptions). Let’s look at annual leave under this Award.

Annual leave

• Full-time and part-time employees: Get 4 weeks paid annual leave (pro rata for part-time).
• Casual employees: Receive 25% casual loading instead of accruing annual leave.
• Leave loading: Eligible employees receive 17.5% annual leave loading on top of their ordinary pay.
• Cashing out: Leave can be cashed out in writing (if the employee isn’t disadvantaged).
• Taking leave: Employers and employees must agree on timing, and employers must give reasonable notice.
• Excessive leave: Employers must manage excessive leave balances to avoid operational or financial issues.
• Advance leave: Annual leave can be taken in advance under certain circumstances.

For specifics, refer to the annual leave section of the Award.

Other leave covered by the NES includes:

How To Determine Live Performance Award Coverage

The best way to figure out the correct coverage is with an example.

Live Performance Award [MA000081]: A practical, real-world example

A production company is touring a live musical around Australia. They engage Alex as a casual to work on the tour. Alex:

• Attends rehearsals
• Assists the stage manager during performances
• Helps with props
• Works under the production team
• Is engaged for the duration of the tour

Alex’s actual duties classify him as “Production and Support Staff” Level 3. 

How the Award applies:

• Coverage: Alex is covered by the Live Performance Award 2020 as a casual employee in the Production and Support Staff stream, working on a live theatrical tour.
• Classification and base rate: Alex is classified as Production and Support Staff Level 3. The current Award minimum rate for that level is $27.58 per hour for ordinary hours. Because Alex is a casual, he must also be paid a 25% casual loading for each ordinary hour worked, giving an ordinary casual rate of $34.48 per hour.
• Ordinary hours: For casual production and support staff, ordinary hours may be worked Monday to Sunday between 7.00 am and 12 midnight, with a minimum engagement of 3 consecutive hours per day. Alex’s hours are paid at his casual ordinary hourly rate up to 8 hours per day and 38 hours per week.
• Overtime: Alex is entitled to overtime (175% of his base minimum for the first 2 hours worked, 225% thereafter) if he works more than 8 ordinary hours in a day or more than 38 hours in a week.
• Breaks: Because Alex is a casual worker, if he works more than 4 hours, he’s entitled to a minimum 30-minute unpaid meal break. All employees must also receive at least 12 hours’ rest between shifts, including while on tour.
• Allowances: Alex may also be entitled to additional Award payments depending on the circumstances, including a meal allowance or tool-related allowances where applicable.

Common scenarios and compliance tips

Let’s look at some common situations and the key checks to make:

1. Production hires a “coordinator” or “manager” who mainly works hands-on during shows

Key checks:

• Test whether the role is genuinely managerial or primarily a production/support role (i.e., do they have organisational/delegation duties?).
• Classify the employee based on duties actually performed, not job title.
• If award-covered, apply the correct classification level, minimum pay, and overtime provisions.
• Check extra pay requirements if the employee temporarily performs more senior responsibilities.

2. Performers or crew are paid a flat fee “per show” or “per week”

Key checks:

• Compare the flat fee against award minimum rates, including ordinary hours and penalty rates.
• Make sure things like rehearsals and sound checks are counted as working time.
• If using an enterprise agreement, conduct a Better Off Overall Test (BOOT).
• Always keep accurate time and call records to support compliance.

3. Touring production engages casual performers and technicians for short engagements

Key checks:

• Confirm the correct employment type (casual vs. full-time/part-time).
• Make sure casual loading is paid instead of leave entitlements.
• Check and apply minimum engagement periods for each call or performance.
• Apply touring-related provisions, including travel time, accommodation, meal allowances, and rest breaks.

Common employer mistakes to avoid

The Live Performance Award can be complex. Employers can make mistakes even when they don’t mean to, so watch out for these common errors:

• Misclassifying employees: Classifying an employee at the wrong level or pay rate (e.g., not distinguishing between a performer and a musician) can lead to serious back pay and penalties. Don’t forget: levels are determined by actual duties, not job titles.
• Failing to apply overtime rates: All employees, regardless of employment type or level, are entitled to overtime pay for hours worked beyond rostered hours. These range from 150% to 225% of the minimum base pay.
• Failing to follow call provisions: For many employees, there are minimum and maximum numbers of calls they can make/shifts they can give. For example, a weekly musician must be engaged for at least 6 calls per week, and each call must last 3 hours. Similarly, a part-time weekly musician must be engaged for 2 to 6 calls per week. 
• Failing to pay work-through break penalties: If employees have to work through their breaks, they’re entitled to extra pay. Ensure this is included when calculating wages.

Glossary

Allowance

An extra hourly or weekly payment for certain expenses incurred out of pocket.

Better off overall test (BOOT)

A requirement under the Fair Work Act that ensures an employee is no worse off under an enterprise agreement than they would be under the Award.

Calls

A scheduled period during which an employee is required to attend work (rehearsal, performance, or technical shift).

Ordinary hours

Hours worked within the rostered schedule (38 for full-time employees and up to 38 for part-time employees). Also includes scheduled hours for weekly and casual staff.

Penalty rates

Adjusted minimum rates to compensate for work performed at inconvenient times, such as early mornings, late nights, or Sundays.

Resources and Links

• Live Performance Award [MA000081]: The Fair Work Ombudsman’s summary of who is and isn’t covered by the Live Performance Award.
• Full Live Performance Award [MA000081]: The full online version of the Live Performance Award [MA000081], provided by the Fair Work Ombudsman.
• Live Performance Award variation (AM2021/8): A summary of the latest determinations (updates) to the Live Performance Award.
• Australia Employment Law Guide: Connecteam’s expert guide on Employment Law in Australia.
• Employer Guides & eBooks: Various resources that give Australian employers expert insights on employee management.

FAQs

Does the Award apply to short engagements or one-off shows?

Yes. The Live Performance Award covers all employees in the performing arts, regardless of engagement length. Even those working a single shift are still covered by it, and employers must comply.

Can someone be paid above Award and ignore the Award rules?

No. Paying above the minimum rate doesn’t remove the obligation to comply with overtime, penalty rates, allowances, breaks, and more. 

Can an employee move between classifications during a production?

Yes. Classifications frequently change. If an employee takes on new responsibilities or gains a qualification, they may move to a new level.

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.