If your business operates in warehousing, storage services, cold storage, or wholesale, and employs people in roles that match the Award’s classifications, it’s likely covered by the Storage Services and Wholesale Award 2020 [MA000084].
Modern award minimum wages (including the Storage Services and Wholesale Award) increased by 3.5% from the first full pay period starting on or after 1 July 2025, so it’s worth rechecking classifications, allowances, and any overtime, weekend, and public holiday rates used in payroll.
This guide explains who the Award covers, how to match a role to the right storeworker grade or wholesale employee level, and the key pay and hours rules to apply so employees are paid correctly and underpayments are less likely.
Storage and Wholesale Award: A Quick Summary for Busy Managers
Short on time? This section covers the essentials.
The Storage Services and Wholesale Award [MA000084] sets minimum employment standards and pay rates for many workers in warehousing, storage services, cold storage, and wholesale operations.
To stay compliant, managers must consider:
- Award coverage: Whether the employee is covered by this Award (rather than, for example, the Road Transport and Distribution Award or the Manufacturing Award, which can overlap depending on the main duties).
- Employee type: Whether the employee is full-time, part-time, or casual.
- Employee classification: Whether the employee fits a Storeworker grade (Grades 1–4) or Wholesale employee level (Levels 1–4), based on what the role entails day to day.
- Hours and timing of work: Whether work happens on Saturdays, Sundays, public holidays, or as overtime, because higher rates can apply.
One easy “gotcha” is that Grade 1 and Level 1 have pay steps that increase after 3 months and again after 12 months, provided the employee remains in that classification.
Most compliance issues stem from incorrect classifications, insufficient minimum engagement, and miscalculation of weekend and public holiday rates for casuals.
Coming up: Award dates and deadlines you need to know
| Date | What’s happening? |
|---|---|
| March to June 2026 | The Fair Work Commission runs its Annual Wage Review, which can change modern award minimum rates (including MA000084 rates). |
| 1 July 2026 | If award rates increase, the new minimum rates generally apply from the first full pay period that starts early July. |
| From 1 July 2026 | Super contributions generally need to reach the employee’s fund within 7 business days of each payday (with some exceptions, like new starters). |
Award Basics
The Storage Services and Wholesale Award 2020 sets the minimum pay rates and key working conditions for many employees working in Australia’s storage services and wholesale industry. It typically covers roles in warehousing and storage, as well as wholesale establishments, involving receiving, storing, packing, dispatching, and delivering goods.
The Award helps ensure staff are paid fairly and receive the correct core entitlements. That includes minimum base rates, penalty rates (including weekends and public holidays), shift penalties, overtime, and allowances, as set out in the Award.
The Award operates alongside the National Employment Standards (NES) (the minimum standards that apply to most Australian employees). Under the Award, the NES and the Award together contain the minimum conditions of employment for covered employees.
Did You Know?
The Fair Work Commission is an independent tribunal that creates and changes (varies) modern awards under Australia’s workplace relations system. The Fair Work Ombudsman provides practical tools and pay guides that help you check minimum pay rates and common entitlements under an award in a more user-friendly way.
Who’s covered under the Storage Services and Wholesale Award?
You’re generally covered by the Award if your business operates in the storage services and wholesale industry, and your employees fit within the Award’s classifications.
Businesses covered
Employers involved in work such as:
- Receiving, handling, storing, freezing, or refrigerating goods
- Bottling or packing goods
- Preparing goods for sale
- Sorting, loading, dispatching, or delivering goods
- Selling goods by wholesale (business-to-business)
This also includes work that is connected to, incidental to, or ancillary to these activities.
Employees covered
You’re commonly covered if you do storage or wholesale work. Roles include:
- Storeworkers and warehouse employees
- Steel distributing employees
- Forklift operators and ride-on equipment operators
- Wholesale employees
This Award can also apply to labour hire businesses and their employees when they’re placed with a business in this industry.
Who isn’t covered under the Storage Services and Wholesale Award?
The Award doesn’t apply if the employer and employee are covered by:
- The Road Transport and Distribution Award 2020.
- Another modern award with classifications that cover the storage services and wholesale work being performed (e.g., the Manufacturing and Associated Industries and Occupations Award 2020).
Where a business is covered by more than one award, the employee is covered by the most appropriate award classification for their work and work environment.
Coverage self-check: Does the Storage and Wholesale Award apply?
Consider whether the following statements apply to your business and the role you’re checking:
- I operate a business in the storage and wholesale industries, including warehousing and storage, receiving and dispatch, packing, cold storage, and wholesale sales (including work that is part of or supports these activities).
- The employee performs work covered by this Award’s classifications (e.g., a store worker or warehouse employee, steel distribution worker, wholesale employee, forklift operator, or ride-on equipment operator).
- The employee is not clearly covered by a different modern award that better matches their main duties (e.g., the Clerks Award, if those classifications are the better fit).
- There’s no enterprise agreement or enterprise award covering the employee (if there is, it usually sets pay and conditions, subject to its interaction with awards and the NES).
If these statements apply, the employee is likely covered by the Storage Services and Wholesale Award.
Still unsure? Check the coverage section in the Award.
Pro Tip
You can use the Fair Work Award Finder to confirm coverage based on your business type and the actual duties your employees perform.
Determining Storage Services and Wholesale Award [MA000084] Requirements
Under the Storage and Wholesale Award, employees are usually grouped in 2 main ways:
- By employment type (full-time, part-time, or casual), which affects things like rostering and minimum engagement.
- By classification. This is based on what the employee does day-to-day, as well as the skills, training, and responsibilities the role requires. The Award uses 2 main classification groups:
- Storeworker grades (Grades 1–4).
- Wholesale employee levels (Levels 1–4).
Employees are then matched to the most appropriate grade/level based on their duties and work environment.
Employment types
The Award uses 3 main employment types: full-time, part-time, and casual.
Full-time
A full-time employee works an average of 38 ordinary hours per week, averaged over a maximum of 4 weeks. Ordinary hours can be rostered over 4 or 5 days, in shifts of up to 8 hours per day (excluding meal breaks), and up to 10 hours per day by agreement.
For day workers, ordinary hours are usually 7.00 am to 5.30 pm, Monday to Friday (by agreement, the spread may be up to 1 hour earlier or later, and ordinary days may include Saturday and/or Sunday).
Full-time workers are ongoing staff and generally receive the standard entitlements applicable to permanent employees (such as paid annual leave).
Part-time
A part-time employee works less than 38 ordinary hours per week, has reasonably predictable hours, and receives pay and conditions based on the hours they work compared with a full-time employee doing the same kind of work.
They must be engaged for at least 3 consecutive hours per shift.
Casual
Casual employees are paid an hourly rate plus a 25% casual loading for ordinary hours worked. Each time a casual employee starts work, they must be paid for at least 4 hours, even if they work less.
Storage Services and Wholesale Award classifications
Below are some examples of the grades and levels under this award:
Storeworker grades
| Grades | Typical duties |
|---|---|
| Grade 1 | Entry-level warehouse work under routine supervision: store and pack goods, basic paperwork, basic computer use, stock checks, housekeeping, and use of non-licensed materials handling equipment. |
| Grade 2 | More skilled storeworker: follows procedures, coordinates teamwork with limited supervision, licensed operation of materials handling equipment, basic tool and equipment tasks, and higher-level computer work. |
For the full list of Grades (1–4) and role specifics, such as for steel distribution employees, refer to the Award for more details.
Wholesale employee levels
| Levels | Typical duties |
|---|---|
| Level 1 | General wholesale duties such as receiving and preparing goods, packing and pricing, shelf filling, sales, taking and recording payments, dispatch and deliveries, loss prevention, customer help, minor repairs and returns work, plus incidental cleaning. |
| Level 2 | Higher-skill work than Level 1. Common examples include forklift operators and ride-on equipment operators. |
For details of Levels 3 and 4, and for the full list of classifications, refer to Schedule A in the Award.
Storage Services and Wholesale Award Pay Guide and Entitlements Overview
Under the Storage Services Award, pay rates and conditions set the minimum you must pay, plus the main rules for ordinary hours, overtime, weekend and public holiday penalties, shift penalties, allowances, and leave.
Minimum base rates
Below are some examples of minimum pay rates (adult full-time and part-time) and their corresponding Grades and Levels from the pay guide:
Storeworkers
| Grades | Minimum weekly rate (full-time) | Minimum hourly rate (full-time and part-time) |
|---|---|---|
| Grade 1 (on commencement) | $982.40 | $25.85 |
| Grade 1 (after 3 months) | $994.40 | $26.17 |
| Grade 1 (after 12 months) | $1,005.70 | $26.47 |
| Grade 2 | $1,014.60 | $26.70 |
| Grade 3 | $1,043.50 | $27.46 |
| *The information is based on the Fair Work Pay Guide (which was updated 22 July 2025). | ||
Wholesale employees
| Levels | Minimum weekly rate (full-time) | Minimum hourly rate (full-time and part-time) |
|---|---|---|
| Level 1 (on commencement) | $982.40 | $25.85 |
| Level 1 (after 3 months) | $994.40 | $26.17 |
| Level 1 (after 12 months) | $1,005.70 | $26.47 |
| Level 2 | $1,014.60 | $26.70 |
| Level 3 | $1,043.50 | $27.46 |
| *The information is based on the Fair Work Pay Guide (which was updated 22 July 2025). | ||
If an employee is a Grade 1 storeworker or Level 1 wholesale employee, their minimum rate increases after 3 months and again after 12 months (as long as they’re still classified as Grade 1 or Level 1).
To put the minimum base rate into practice, let’s take a Wholesale employee (Level 2).
If they worked full-time, they’d earn the current minimum weekly rate of $1,014.60. If they worked 20 hours per week part-time, you’d pay them $26.70 per hour, totaling $534 per week (20 × $26.70).
If they were engaged as a casual employee, they’d earn the same base rate of $26.70 per hour plus a 25% casual loading ($6.68 per hour), bringing their casual rate to $33.38 per hour. So over 20 hours, they’d earn $667.60 per week (20 × $33.38).
For the full list of grades, levels, and other rates, refer to the Storage Services and Wholesale Award Pay Guide. And find the latest pay rates using the Fair Work Ombudsman’s Pay and Conditions Tool (PACT) or the Fair Work Commission’s Modern Awards Pay Database.
Penalty rates
Penalty rates are higher pay rates that apply when an employee works on certain days (like weekends or public holidays).
| When worked | % of ordinary hourly rate (full-time and part-time) | % of ordinary hourly rate (casual incl. 25% loading) |
|---|---|---|
| Saturday | 150% | 175% |
| Sunday | 200% | 225% |
| Public holiday | 250% | 275% |
Let’s say a Storeworker Grade 1 is paid $25.85 per ordinary hour.
- If they work ordinary hours on Saturday, they’re paid 150%, so it’s $38.78/hour.
- If they work on Sunday, they’re paid 200%, so it’s $51.70/hour.
For casuals, you don’t add the 25% loading on top of weekend penalties. You just pay the casual weekend rate, because those rates already include the loading.
For shift penalties (early morning, afternoon, and night shift rates), refer to the Award.
Overtime rules and rates
Overtime is paid when an employee works outside the Award’s ordinary hours. For part-time employees, overtime starts when they work more than the hours agreed in writing.
| When overtime is worked | (% of minimum hourly rate) | Casual incl. 25% loading(% of minimum hourly rate) |
|---|---|---|
| Monday to Saturday (first 2 hours) | 150% | 175% |
| Monday to Saturday (after 2 hours) | 200% | 225% |
Note: For all employees, overtime worked on a Sunday is paid at double time (200%). If the Sunday hours are overtime, you pay 200% overtime (not the Sunday penalty for ordinary hours).
Quick extra rules for payroll
- Overtime is calculated on a day-by-day basis (i.e., “each day’s work will stand alone”).
- The Award also defines the time periods used for overtime calculations: a “day” runs from the employee’s normal start time to their normal start time the next day, “Saturday” runs from midnight Friday to midnight Saturday, and “Sunday” runs from midnight Saturday to midnight Sunday.
Say someone’s normal start time is 7:00 am:
- Their “day” runs from 7:00 am to 7:00 am the next day. So if they work past midnight, those hours are still counted as part of the same “day” for overtime purposes.
- If a shift runs from 11:00 pm Friday to 3:00 am Saturday, the hours after midnight fall into Saturday (because Saturday starts at midnight).
Now let’s understand how the overtime rates work.
Let’s say a Storeworker Grade 2 earns $26.70 per ordinary hour. If they work 2 hours of overtime on a weekday, you pay 150% of the rate, which is $40.05/hour ($26.70 × 1.5). After the first 2 overtime hours on that day, any further overtime (Monday to Saturday) is paid at 200%, which is $53.40/hour ($26.70 × 2).
For casuals, overtime is paid at the casual overtime rate (which already includes the 25% casual loading), so you don’t add the loading again on top.
For more overtime rules (including the break after overtime and taking time off instead of overtime pay), it’s worth checking the Award directly.
Breaks and allowances
Breaks
The Wholesale Storage Award sets out 2 break types: a meal break (to prevent employees from working too long without a meal) and paid rest breaks (short breaks during the shift).
| Break type | When it applies | What is the rule | Paid or unpaid |
|---|---|---|---|
| Meal break | If an employee is working more than 5 hours | 30-60 minutes. If it’s taken immediately before or during overtime, it can’t be longer than 1 hour. | Unpaid |
| Rest break | Morning and afternoon | 10 minutes. It counts as time worked. It can’t be within 1 hour of starting or finishing work, or within 1 hour of either side of the meal break. | Paid |
Allowances
Under MA000084, allowances fall into 2 types: wage-related allowances (extra pay for certain responsibilities or working conditions) and expense-related allowances (reimbursements for certain work-related costs).
Below are a few examples of both:
| Allowance | When it applies | Amount |
|---|---|---|
| First aid allowance | The employee is first-aid qualified and has been asked to act as the first-aid attendant. | $16.11 per week |
| Cold temperatures | Employee is required to work in a cold room or freezer (rate depends on the temperature). | $1.07–$2.15 per hour |
| Meal allowance | Employee is required to work overtime more than 1 hour after their usual finish time and can’t reasonably return home for a meal. | $21.44 |
| Damaged personal effects | Dentures or prescription glasses are damaged at work (not due to the employee’s negligence). | Up to $1167 per set |
For the complete list of allowances, it’s best to check the Award.
Leave entitlements
Most leave comes from the NES, which applies no matter which award an employee is under. The Storage Services and Wholesale Award then adds extra rules (mainly around annual leave payments and how annual leave can be managed).
Annual leave
Let’s look at the key information for annual leave:
- Who gets annual leave: Full-time employees get 4 weeks paid annual leave each year. Part-time employees get the same entitlement based on hours worked. Casual employees don’t get paid annual leave (they’re paid casual loading instead).
- Annual leave loading: On top of annual leave pay, the employer must pay the greater of:
- 17.5% loading, or what the employee would have earned in weekend penalty rates if they weren’t on leave.
- Paid on the usual pay cycle: If an employee is normally paid by Electronic Funds Transfer (EFT), they can be paid as usual while on annual leave.
- Annual leave in advance: Annual leave may be taken early with a written agreement specifying the amount of leave and the start date.
- Cashing out annual leave: Only by written agreement, and the employee must keep at least 4 weeks accrued. A maximum of 2 weeks can be cashed out in a 12-month period.
- Excessive leave accruals: The Award has extra rules for managing large annual leave balances. For non-shift workers, “excessive” means more than 8 weeks of accrued paid annual leave.
For full details, refer to the Award (including shutdowns and any shiftworker-specific rules).
Other NES leave
The Award points back to the NES for other common leave entitlements, including:
- Personal or carer’s leave and compassionate leave.
- Parental leave and related entitlements.
- Community service leave.
- Family and domestic violence leave.
How To Determine Storage and Wholesale Award Coverage
Getting coverage right matters because it tells you which minimum pay rates and conditions you legally must follow, and helps you avoid underpaying staff and incurring back pay later.
Storage and Wholesale Award [MA000084]: A practical, real-world example
To see how the rules stack up in real life, here’s a simple warehouse scenario:
A 22-year-old full-time warehouse employee:
- Does receiving, picking, packing, and dispatching.
- Operates a forklift as part of the job.
- Works Saturday 8:00 am to 4:00 pm, then stays back 2 extra hours (to 6:00 pm).
How the Award applies:
- Coverage: Covered under the Storage Services and Wholesale Award (because the business is doing warehouse and storage work).
- Classification and base rate: Forklift duties align with Storeworker Grade 2, with a minimum rate of $26.70 per hour.
- Saturday rate: Ordinary time worked on Saturday is paid at 150%.
- Overtime: The extra 2 hours are overtime, paid at 150% for the first 2 hours.
- Meal allowance: Because the employee works more than 1 hour after their usual finish time, a $21.44 meal allowance may apply (unless the employee can reasonably return home for a meal).
Pay summary:
| Hour type | Calculation | Total |
| 8 Saturday hours | 8 × ($26.70 × 1.5) | $320.40 |
| 2 overtime hours | 2 × ($26.70 × 1.5) | $80.10 |
| Meal allowance | Flat amount | $21.44 |
| Total | $421.94 |
Common scenarios and compliance tips
1. Warehouse hires a “storeworker” who regularly drives a forklift
Key checks:
- Coverage under the Storage Services and Wholesale Award likely applies if the business provides warehousing, storage, dispatch, or wholesale services.
- Classify based on actual duties (e.g., forklift and licensed materials handling usually point to Storeworker Grade 2, not Grade 1).
- Pay the correct minimum rate for each grade and level.
- If the employee works weekends, apply the correct weekend penalty rates.
2. Business runs weekend dispatch with a mix of casuals and part-timers
Key checks:
- Confirm the correct employment type.
- Ensure casuals receive casual loading during ordinary weekday hours and apply the correct casual weekend and public holiday rates.
- Check minimum engagement rules.
- If part-time employees work above their agreed hours, overtime applies.
3. Business runs a cold room or freezer area and rotates staff through it
Key checks:
- Confirm whether the employee is actually required to work in cold temperatures and record when it happens.
- Apply the appropriate cold-temperature allowance rate based on the room’s temperature.
- Apply the usual base rate and any weekend or overtime rules separately if they’re triggered, then add the cold allowance on top.
Common employer mistakes to avoid
Even well-intentioned businesses can make errors. The most frequent include:
- Misclassifying employees (e.g., paying a forklift driver at Storeworker Grade 1 instead of Grade 2).
- Forgetting the Grade 1 and Level 1 step-ups after 3 months and 12 months (where the employee is still at that grade or level).
- Paying casual weekend and public holiday shifts as “base rate + 25% loading + penalties” instead of using the all-in casual weekend and public holiday rates in the pay guide.
- Missing the allowances and not keeping accurate records.
Resources and Links
For further reading and official resources, visit:
- Storage Services and Wholesale Award 2020 [MA000084]: The official Award text.
- 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 Cash-Out Agreement: A ready-to-use agreement template.
- Annual Leave in Advance Agreement: A template for agreeing to annual leave in advance.
The Storage Services and Wholesale Award 2020 sets minimum pay and conditions for many warehouse, storage, and wholesale jobs in Australia (including storeworkers and wholesale employees).
It depends on the award and classification. Under MA000084, a Storeworker Grade 1 minimum is $25.85 per hour on commencement, and a Storeworker Grade 2 minimum is $26.70 per hour.
In this award, the cold temperatures allowance is $1.07, $1.61, or $2.15 per hour (depending on how cold it is). It’s paid on top of the base rate when cold-work conditions apply.
Workers in warehousing, cold storage, distribution centers, and wholesale operations are covered.
Ordinary hours are usually 38 per week, with additional pay for overtime, night shifts, and weekends.
Yes, casual employees are covered and receive a loading of 25% on top of their base hourly rate.
Yes, allowances include cold work, forklift operation, first aid, and meal allowances.
The minimum wage varies by classification level, but entry-level roles typically start from AUD $23–$25 per hour.
Employees are entitled to unpaid meal breaks and paid rest breaks based on hours worked.
Yes, it applies to all eligible employees across Australia under the national industrial relations system.
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.