Nursery Award: Pay Rates, Classifications, and Obligations

From the first full pay period on or after 1 July 2025, minimum rates under the Nursery Award increased by 3.5%. Overlooking the award’s requirements and changes can lead to underpayment risks, Fair Work penalties, and expensive legal battles.  

This guide explains who’s covered, how classifications work, and what pay rates and entitlements apply so you can stay compliant in your obligations as an employer. 

The Nursery Award: A Quick Summary for Busy Managers

Short on time? This section covers the essentials.

The Nursery Award 2020 [MA000033] sets minimum pay rates and employment conditions for employers in the nursery industry and employees who fit within the Nursery Award’s classifications. 

To stay compliant, employers need to focus on a few critical areas:

• Award coverage: Check that the employee is covered by the Nursery Award rather than another award, such as the Horticulture Award, Gardening and Landscaping Services Award, or another modern award.
• Employee type: Determine whether the employee is full-time, part-time, or casual, because this affects leave entitlements, minimum engagements, overtime, and casual loading.
• Employee classification: Match the employee to the right grade, from Grade 1A through to Grade 6, based on their duties, skills, qualifications, and responsibilities rather than their job title.
• Hours and timing of work: Apply the right rates when employees work Saturdays, Sundays, public holidays, or overtime, and make sure ordinary hours stay within the award’s permitted span. 

One easy-to-miss quirk: Under this award, Saturday ordinary hours are paid at 125%, not 150%, which can trip up employers who assume nursery work follows the same weekend rules as other awards. 

Common compliance issues include misclassifying growers or admin staff, missing the 3-hour minimum engagement for casual employees, and assuming higher salaries absorb penalties and overtime. 

Coming up: Award dates and deadlines you need to know

Award Basics

The Nursery Award 2020 [MA000033] is the main modern award for employers in the nursery industry. It covers businesses that grow, propagate, maintain, sell, and distribute plants and nursery products, including plant nurseries, flower farms, turf farms, and tree farms. 

The award sets the minimum standards employers must meet. That includes minimum base rates by classification, junior rates, apprentice rates, casual loading, overtime, Saturday/Sunday/public holiday rates, meal and rest breaks, allowances, and rules around rostering and minimum engagements. It also sets out classification definitions ranging from entry-level nursery labouring through to certified tradespeople, senior growers, propagators, and nursery managers.

Like all modern awards, the Nursery Award works alongside the National Employment Standards (NES). The NES provides minimum entitlements like maximum weekly hours, annual leave, personal/carer’s leave, parental leave, notice of termination, and redundancy pay. The award can add industry-specific rules on top of the NES, but it can’t undercut them. 

Who is covered under the Nursery Award?

The Nursery Award covers employers in the nursery industry and employees in the classifications listed in Schedule A. In practice, that includes a wide mix of operational, sales, production, and admin roles where they are part of the nursery business.

Businesses commonly covered

The Nursery covers any business involved in propagating, growing, cultivating, maintaining, selling, or distributing plant material and associated nursery products, such as:

• Plant nurseries
• Flower farms
• Turf farms
• Tree farms

The award also covers businesses involved in related nursery work, such as preparing land, making or modifying growing media, and processing, grading, packing, or storing plant material, if that work forms part of the nursery operation. And, it includes labour hire businesses and their employees when they are placed in nursery businesses.

Employees commonly covered

• Qualified and unqualified gardeners
• Labourers
• Sales assistants
• Forklift operators
• Drivers
• Nursery managers
• Senior growers or head growers
• Propagators
• Administrative employees within nursery operations

Who isn’t covered under the Nursery Award?

The Nursery Award doesn’t include employers and employees in: 

• General retail (General Retail Industry Award)
• Silviculture and afforestation (Silviculture Award)
• Wine industry (Wine Award)
• Sugar or sugar cane farming activities (Sugar Award)
• Landscaping and gardening businesses (Gardening and Landscaping Services Award)
• Fruit and vegetable growing businesses (Horticulture Award)
• Sowing, raising, or harvesting broadacre field crops (Pastoral Award)

The key test is the employer’s primary industry and the employee’s actual duties. Job titles alone are not enough. 

The award also doesn’t apply to employees covered by a registered enterprise agreement.

Coverage self-check: Does the Nursery Award apply?

Consider whether the following statements apply to your business and the role you’re reviewing:

• I operate a nursery business, tree farm, flower farm, turf farm, or similar business involved in propagating, planting, growing, cultivating, maintaining, selling, distributing, or treating plant material and associated nursery products.
• The employee performs nursery-related duties, such as propagation, plant care, potting, grading, packing, dispatch, driving, sales support, administration, production planning, or grower work.
• The employee fits within one of the Nursery Award’s classifications, from Grade 1A through Grade 6.
• The employee is not clearly covered by a more specific award, such as the Horticulture Award, Gardening and Landscaping Services Award, or another industry award.
• There is no enterprise agreement covering the employee. 

If those statements apply, the employee is likely covered by the Nursery Award. 

Determining the Nursery Award [MA000033] Requirements

Under the Nursery Award, employee pay rates and entitlements depend on both their employment type and their classification level. 

Employment types

The award uses 3 main employment types: full-time, part-time, and casual, based on how employees work their ordinary hours and their agreed work arrangements. For the Nursery Award, the ordinary span of hours allows you to roster employees between 6.00 am and 6.00 pm on any 5 out of 7 days, with the option to extend the span to 9.00 pm on any one weekday only (Mon–Fri). 

Let’s look at the main employment types. 

• Full-time: A full-time employee works an average of 38 ordinary hours per week and must be given a written statement setting out their classification, pay, and terms of engagement.
• Part-time: A part-time employee works less than 38 ordinary hours a week and receives pay and conditions on a pro rata basis. At the start of employment, the employer and employee must agree in writing on a regular pattern of work, including their ordinary hours, days of work, and start and finish times. Part-time employees must be rostered for a minimum of 3 consecutive hours on any shift.
• Casual: Casual employees work on an ad-hoc basis with no ongoing regular pattern of work. They get a 25% casual loading instead of the leave entitlements that permanent employees receive. Casuals are also entitled to a minimum payment of 3 hours each time they are required to attend work.

Nursery businesses often rely on seasonal labour for planting and dispatch periods. The award’s minimum engagement rules, penalty rates, and classification requirements still apply to those workers.

Streams, classifications, levels, and grades

Every employee, regardless of their job title or employment type, is placed in a classification based on their daily duties, skills, and level of responsibility, not just their job title. The Nursery Award uses a Grade 1A–Grade 6 classification structure. 

For the full list of classification levels and definitions, check Schedule A of the award.

Nursery Award Pay Rates and Entitlements Overview

Here is an overview of the current pay rates and entitlements under the Nursery Award.

Minimum base rates

From the first full pay period on or after 1 July 2025, the minimum adult hourly rates are:

Casuals are paid the same minimum hourly rate as permanent employees, plus a 25% casual loading. 

When employees perform mixed duties, employers should classify them based on the principal functions of their employment. If someone performs higher-rated duties for more than 2 hours in a day, the higher minimum rate applies for that day or shift. If they perform higher duties for 2 hours or less, the higher rate applies for the actual time worked at that level.

Note that different Nursery Award 2020 pay rates apply for juniors and apprentices. 

Penalty rates

Penalty rates apply when employees work ordinary hours on weekends or public holidays. Apply these penalties to employees’ ordinary hourly rates. 

• Saturday: 125%
• Sunday: 200%
• Public holiday: 250%

For casuals, the Nursery Award Pay Guide 2020 shows the following final rates, which include the 25% loading. Apply these penalty percentages to base rates. 

• Saturday: 150%
• Sunday: 225%
• Public holiday: 275%

Public holidays also have an additional rule: employees required to work must be paid for at least 4 hours. 

Overtime rules and rates

Overtime applies when an employee works beyond their ordinary hours or outside the award’s agreed span of hours.

For the Nursery Award, the overtime rates are:

• Monday to Saturday, first 3 hours: 150% for full-time/part-time, 175% for casuals
• Monday to Saturday, after 3 hours: 200% for full-time/part-time, 225% for casuals
• Sunday overtime: 200% for full-time/part-time, 225% for casuals

There is also a call-back rule: When an employee is called back for overtime after leaving their workplace, they’re entitled to at least 3 hours’ pay at the overtime rate. 

The award also allows for time off instead of overtime pay if agreed between the employee and the employer. 

Breaks and allowances

Employees must receive:

• An unpaid meal break of 30 minutes to 1 hour, taken no later than 5 hours after starting their ordinary hours
• A paid rest break of at least 10 minutes each day

If an employee is required to work during a meal break, that work must be paid at 200% until the employee is released for a meal break of at least 30 minutes.

The award also provides allowances, including:

• First aid allowance: An employee trained to provide first aid and who is the current holder of appropriate first aid qualifications, for instance, a certificate from the St John Ambulance, must be paid a weekly allowance of $17.77 if appointed by their employer to perform first aid duty.
• Meal allowance: An employee will be provided with a suitable meal or be paid $17.19 per meal when required to work overtime in excess of 2 hours and without prior notice.
• Tool and equipment allowance: An employee required to supply their own tools and equipment must be reimbursed.
• Travelling allowance: When employees are required to travel for work, their travel time might count as time worked and paid for. They should also be reimbursed for any accommodation costs for overnight trips. 

For more details, read the award’s summary of monetary allowances. 

Leave entitlements

Leave entitlements under the award work alongside the NES, which sets these minimum leave requirements for most employees in Australia: 

• Annual leave: 4 weeks for full-time employees and pro-rata for part-time employees, plus 17.5% leave loading
• Parental leave: 12 months of unpaid leave for all employment types, provided that the employee has had at least 12 months of continuous service (or 12 months of ongoing work for casuals).
• Paid sick/carer’s leave: 10 days per year, only for full-time employees and pro-rata for part-time employees. Casuals get 2 days of unpaid leave per occasion. 
• Paid compassionate and bereavement leave: 2 days of paid compassionate leave for full- and part-time employees each time they meet the qualifying criteria. For casuals, this is unpaid.
• Paid family and domestic violence leave: 10 days of paid leave each year for full-time, part-time and casual employees.

Let’s look at a few other rules for annual leave under the Nursery Award:

• An employer may agree with an employee to change their annual leave entitlement to an hourly entitlement – for example, 152 hours for a full-time employee who is entitled to 4 weeks’ annual leave.
• Employees paid by Electronic Funds Transfer (EFT) may continue to be paid through their normal pay cycle while on leave.
• Employees and employers can agree in writing for the employee to take annual leave in advance (i.e. before they have accrued the leave).

💡 Pro Tip:

The Fair Work Ombudsman’s Leave Calculator is a quick way to sense-check leave amounts.

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Seasonal closures and shutdowns

The Nursery Award has specific rules for temporary shutdowns and seasonal periods. If an employer shuts down all or part of the business temporarily, or can’t operate due to legislated trading restrictions or seasonal requirements, they can direct affected employees to take annual leave during that period. 

In most cases, the employer must give at least 28 days’ written notice, and any direction must be in writing and reasonable. If an employee doesn’t have enough accrued leave to cover the full period, the employer and employee can agree to leave without pay or for annual leave to be taken in advance. 

How to Determine Nursery Award Coverage

Determining whether the Nursery Award applies is not just a matter of looking at a job title. Here’s a practical example of what to consider. 

Nursery Award [MA000033]: A practical, real-world example

A wholesale plant nursery employs Liam, a 23-year-old nursery hand. There’s no enterprise agreement in place, so entitlements are based on the NES and the Nursery Award.

• Liam works part-time, 24 hours per week, across 3 days: Monday, Wednesday, and Saturday. 
• He has been with the business for 8 months and works under general supervision.

His duties include:

• Potting plants and organising stock layout across growing areas
• Picking and assembling customer orders for dispatch
• Operating a small towing vehicle to move stock and materials around the nursery
• General nursery maintenance and labouring tasks

How the award applies:

• Coverage: Liam is covered by the Nursery Award because he works in a wholesale plant nursery performing nursery-hand duties and is not covered by an enterprise agreement.
• Classification and base rate: Under the Nursery Award classifications, Liam is most likely classified as a Grade 2 employee. He is entitled to at least the minimum hourly rate for that classification.
• Penalty rates: Liam’s Saturday hours will attract a 125% penalty rate under the award.
• Overtime: If Liam is required to work beyond his agreed part-time hours or outside the span of ordinary hours, he’ll be entitled to overtime rates.
• Breaks and allowances: Liam cannot be required to work more than 5 hours without being given a 30-minute break. He should also be reimbursed for any applicable allowances under the award, for instance, if he’s designated to perform first aid duties.

Common scenarios and compliance tips

Here are some common situations that nursery businesses could encounter, with quick checks to ensure compliance.   

1. Nursery hires an employee who mainly performs customer service, but also gets involved in payroll and invoice processing.  

Key checks

• Check whether the role is award-covered or covered by an enterprise agreement.
• If award-covered, classify the employee based on the duties actually performed. For instance, customer service work typically aligns with Grade 3.
• If the employee performs higher-level duties like invoice processing and payroll for more than 2 hours a day, they may need to be paid at the higher rate for that day.
• If these higher-level responsibilities are regular and form a meaningful part of the role, a higher classification (e.g., Grade 4) may be more appropriate overall, rather than just occasional higher-duties payments.

2. Wholesale nursery employs a mix of casual labourers and part-time admin staff on the same roster

Key checks

• Confirm the correct employment type for each employee.
• Ensure casual loading is paid instead of leave entitlements.
• Apply the part-time 3-hour minimum shift and the casual 3-hour minimum engagement.
• Check whether Saturday, Sunday, public holiday, or overtime rates apply differently for each employee.

3. Nursery pays a flat salary to a nursery manager or head grower

Key checks

• Confirm whether the employee is still covered by the award. Senior titles (e.g., “manager” or “head grower”) do not automatically make a role award-free.
• If award-covered, classify the role correctly. Grade 6 may apply for nursery managers, propagators, and senior/head growers with significant responsibility and autonomy.
• The Nursery Award does not include a formal annualised wage provision. This means a flat salary must still cover all applicable award entitlements as they arise, including penalty rates, overtime, allowances, and leave loading.
• Review it regularly to make sure the employee remains better off overall.

Common employer mistakes to avoid

Even well-intentioned employers can get tripped up. Common mistakes include:

• Leaving new starters on Grade 1A for too long: Grade 1A is intended for new or inexperienced employees only. Leaving someone at this level beyond 3 months can lead to underpayment.
• Classifying employees by title instead of by duties: Titles like “team leader” or “nursery hand” don’t determine classification. Employers must assess the skills, responsibilities, and level of supervision involved in the role.
• Forgetting minimum engagement requirements: The award requires a minimum 3-hour engagement for part-time and casual employees, and a minimum 4-hour payment for any work performed on a public holiday, even if the employee works fewer hours.

Glossary

Ordinary hours

The hours worked within the award’s normal span before overtime applies. 

Casual loading

The extra 25% paid to casual employees instead of paid leave and certain other permanent employee entitlements.

Minimum engagement

The minimum amount of work an employee must be paid for when rostered or required to attend. Under this award, casuals and part-timers generally have a 3-hour minimum.

Higher duties

Refers to tasks that are typically associated with a higher classification. 

Annual leave loading

An extra 17.5% paid during annual leave under this award to compensate for lost overtime opportunities.

Resources and Links

For further reading and official resources, see:

• Nursery Award 2020[MA000033]: The official Award text, including pay rates, overtime rules, penalties, and classification structure.Nursery Award summary: Fair Work’s plain-English coverage guide.
• Pay Guide — Nursery Award [MA000033] (PDF download): The current Nursery Award Pay Guide 2020 from Fair Work.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.
• Annual Leave in Advance Agreement: A template for agreeing to annual leave in advance.
• 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 Nursery Award?

The Nursery Award 2020 [MA000033] is the modern award that sets minimum pay and conditions for employers in the nursery industry and employees who fit within its classification structure.

How much do nursery workers get paid in Australia? 

Depending on the classification under the Nursery Award and the NES minimum rates, nursery workers earn between $24.28 per hour for Grade 1A to $33.82 per hour for Grade 6, before applying overtime, penalties and allowances.

What award do nannies come under?

In Australia, nannies are typically covered by the Miscellaneous Award [MA000104] or the Children’s Services Award, not the Nursery Award [MA000033].

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.