15. Minimum rates

[Varied by PR720159, PR718892, PR729333, PR740758, PR762183, PR767896, PR773961, PR786612, PR799354]

[15.1 varied by PR718892, PR729333, PR740758, PR762183, PR773961, PR786612, PR799354 ppc 01Jul26]

15.1 An employer must pay adult employees the following minimum rates for ordinary hours worked by the employee:

Employee classification | Minimum weekly rate (full-time employee) | Minimum hourly rate

| $ | $

Level 1 | 997.40 | 26.25

Level 2 | 1024.10 | 26.95

Level 3 | 1037.70 | 27.31

Level 4 | 1051.20 | 27.66

Level 5 | 1064.30 | 28.01

Level 6 | 1091.70 | 28.73

NOTE: See Schedule B—Summary of Hourly Rates of Pay for a summary of hourly rates of pay including overtime and penalty rates.

15.2 For the purposes of clause 15.1, any entitlement to a minimum rate expressed to be by the week means any entitlement which an employee would receive for performing 38 hours of work.

15.3 The following employees are not entitled to the minimum rates set out in the table in clause 15.1:

(a) a trainee:

[15.3(a)(i) varied by PR720159 ppc 18Jun20]

(i) Schedule E to the Miscellaneous Award 2020 sets out minimum wage rates and conditions for employees undertaking traineeships.

[15.3(a)(ii) varied by PR720159 ppc 18Jun20, PR718892, PR729333, PR740758, PR762183, PR773961, PR786612, PR799354 ppc 01Jul26]

(ii) This award incorporates the terms of Schedule E to the Miscellaneous Award 2020 as at 1 July 2026. Provided that any reference to “this award” in Schedule E to the Miscellaneous Award 2020 is to be read as referring to the Poultry Processing Award 2020 and not the Miscellaneous Award 2020; and

(b) an unapprenticed junior (see clause 15.4); and

(c) an employee receiving a supported wage (see Schedule D—Supported Wage System).

15.4 Unapprenticed junior minimum rates

[15.4 varied by PR767896 ppc 31Dec23]

Junior employees will be entitled to the percentage of the applicable adult weekly rate for their classification as follows:

Age | %

Under 17 years of age | 70

17 years of age | 80

18 years of age and over | 100

15.5 Higher duties

(a) An employee required by the employer to perform the duties of a position carrying a higher minimum rate than the employee’s ordinary classification for more than 4 hours during one day, must be paid the higher minimum rate for that day.

(b) An employee required by the employer to perform the duties of a position carrying a higher minimum rate than the employee’s ordinary classification for 4 hours or less during one day, must be paid the higher rate for the actual time worked at that higher level.

Schedule A—Classification Definitions

For the purposes of this award, the classification definitions are as follows:

A.1.1 Process Employee Level 1

(a) Points of entry

New employee.

(b) Skills/duties

(i) Undertakes structured induction training.

(ii) Works under direct supervision, either individually or in a team environment.

(iii) Undertakes training in quality systems.

(iv) Exercises minimal discretion.

(v) Undertakes training for any task.

(c) Promotional criteria

An employee remains at this level for the first 3 months or until they are capable of effectively performing the tasks required so as to enable them to progress to a higher level as a position becomes available.

A.1.2 Process Employee Level 2

(a) Points of entry

(i) Previously a Process Employee Level 1; or

(ii) Proven and demonstrated skills at this level.

(b) Skills/duties

(i) Responsible for the quality of their work within this level.

(ii) Undertakes duties in a safe and responsible manner.

(iii) Exercises minimal judgment.

(c) Indicative tasks

(i) Loading and unloading the crate washer for finished product.

(ii) Locating and removing any residual feathers from carcasses on the line.

(iii) Rehanging poultry post-primary grading and/or including wet re-hanging or hanging on to automatic cut up, or operator scales, carton strapping, including minor adjustment and tape installation.

(iv) Maintaining plant hygiene, including laundering protective clothing in the factory environs.

(v) Placing a pad on a tray, a plastic liner in a crate, or forming cartons manually or semi-automatically.

(vi) Loading trays into an automatic wrapping machine and/or the hand application of stick-on labels on tray packs or bags.

(vii) Moving product between work areas as directed/and or distributing ice throughout the plant where required.

(viii) Receiving incoming goods and/or packaged products from the plant and/or sorting and stacking products inside a freezer or chiller room, and retrieving this product for despatch.

(ix) Operating material handling equipment which may require a licence, conveyer or shrink wrap machine.

(d) Promotional criteria

An employee remains at this level until they have developed the skills to allow the employee to effectively perform the tasks required and are assessed to be competent to perform effectively at a higher level so as to enable them to progress as a position becomes available.

A.1.3 Process Employee Level 3

(a) Points of entry

(i) Previously a Process Employee Level 2 or lower; or

(ii) Proven and demonstrated skills at this level.

(b) Skills/duties

(i) Responsible for the quality of their own work within this level.

(ii) Will be required to have a working knowledge of quality systems.

(iii) Works in a team environment.

(c) Indicative tasks

(i) Employees engaged in the product areas from where the kill and eviscerating lines meet to the point of entry into the first washer and/or chiller, including re-hanging, vent opening, eviscerating, harvesting, pre‑pack presenter and evisceration checker.

(ii) Placing a whole bird and/or pieces into a plastic bag and/or clipping and/or placing the bagged or bulk bird into a carton or crate to quality standards.

(iii) Placing a bird and/or pieces into a plastic bag and/or clipping the bag on an automatic or semi-automatic machine.

(iv) Sorting and selecting pieces of boneless product to achieve random/set weights on valumatic trays and presenting the product to quality specifications which includes no blemishes, no retention of viscera and no protrusions or overlap, and to a standard specification layout.

(v) All duties relating to a nine piece cut up machine in order to consistently achieve quality standards.

(vi) General work associated with the preparation, packing and storage of uncooked and cooked processed poultry products using steam and/or other means of heating.

(vii) All mincing, filling, de-bone machine operation, flavour injector operation and mixer operation.

(d) Promotional criteria

An employee remains at this level until they have developed the skills to allow the employee to effectively perform the tasks required and are assessed to be competent to perform effectively at a higher level so as to enable them to progress as a position becomes available.

A.1.4 Process Employee Level 4

(a) Points of entry

(i) Previously a Process Employee Level 3 or lower; or

(ii) Proven and demonstrated skills at this level.

(b) Skills/duties

(i) Responsible for the quality of their own work within this level.

(ii) Will be required to have a working knowledge of quality systems.

(iii) Works in a team environment.

(c) Indicative tasks

(i) Operating a weight labelling machine which automatically places a price‑weight label, entering product and/or price coding and positioning labels to set quality standards.

(ii) Manually recording the type and weight of finished product from the packing floor to storage.

(iii) Unloading crates on to a dock, hanging live birds and/or catching escaped birds, assisting in the back up killing and restacking live bird crates.

(iv) Ensuring the accurate recording of product leaving the chiller or freezer ready for loading into a truck for despatch.

(v) Adult employees, driving a semi-trailer of any capacity within plant environs, loading and unloading the vehicle, monitoring livestock cooling devices and completing records as required.

(vi) Rendering or digestion operators.

(d) Promotional criteria

An employee remains at this level until they have developed the skills to allow the employee to effectively perform the tasks required and are assessed to be competent to perform effectively at a higher level so as to enable them to progress as a position becomes available.

A.1.5 Process Employee Level 5

(a) Points of entry

(i) Previously a Process Employee Level 4 or lower; or

(ii) Proven and demonstrated skills (including as appropriate, Industry Certification) at this level.

(b) Skills/duties

(i) Responsible for the quality of their own work within this level.

(ii) Will be required to have a working knowledge of quality systems.

(iii) Works in a team environment.

(c) Indicative tasks

(i) De-boning poultry manually, on a semi-automatic machine or an on-line boning operation, to specified standards.

(ii) Measuring and recording the physical properties of the whole bird or portions to established standards of measurement. This may include temperature, flock assessment, scalding characteristics, evisceration performance, water pick up where appropriate, bacteria control measures and preparation for laboratory staff and inspection services.

(iii) Skilled use of a hand operated rotary saw to cut the whole bird and/or pieces to set standards.

(iv) Primary grading of whole birds immediately after exiting the water and/or air chiller to predetermined quality specifications, sorting and selecting to meet those standards and placing the birds on shackles for distribution within the packing plant.

(v) Primary operation and care of all appropriate materials handling equipment under licence.

(d) Promotional criteria

An employee remains at this level until they have developed the skills to allow the employee to effectively perform the tasks required and are assessed to be competent to perform effectively at a higher level so as to enable them to progress as a position becomes available.

A.1.6 Process Employee Level 6

(a) Points of entry

(i) Previously a Process Employee Level 5 or lower; or

(ii) Proven and demonstrated skills at this level.

(b) Skills/duties

(i) Capable of performing the duties of a Process Employee Levels 1 to 5.

(ii) Completed an accredited ‘Train the Trainer’ course.

(c) Indicative tasks

(i) All the duties of a Process Employee Levels 1 to 5.

(ii) Training of other process employees as directed.

Schedule B—Summary of Hourly Rates of Pay

[Varied by PR718892, PR729333, PR740758, PR762183, PR773961, PR786612, PR799354]

B.1 Ordinary hourly rate

B.1.1 Ordinary hourly rate is the minimum hourly rate of pay for an employee plus any allowance payable for all purposes to which the employee is entitled. Where an allowance is payable for all purposes in accordance with clause 17.2(b) this forms part of the employee’s ordinary hourly rate and must be added to the ordinary hourly rate prior to calculating penalties and overtime.

B.1.2 The rates in the tables below are based on the minimum hourly rates in accordance with 15.1. Consistent with clause B.1.1, all-purpose allowances need to be added to the rates in the table where they are applicable.

B.2 Full-time and part-time employees

B.2.1 Full-time and part-time employees other than shiftworkers—ordinary and penalty rates

[B.2.1 varied by PR718892, PR729333, PR740758, PR762183, PR773961, PR786612, PR799354 ppc 01Jul26]

| Ordinary hours | Saturday1 | Sunday1 | Public holiday

| % of ordinary hourly rate2

| 100% | 150% | 175% | 250%

| $ | $ | $ | $

Level 1 | 26.25 | 39.38 | 45.94 | 65.63

Level 2 | 26.95 | 40.43 | 47.16 | 67.38

Level 3 | 27.31 | 40.97 | 47.79 | 68.28

Level 4 | 27.66 | 41.49 | 48.41 | 69.15

Level 5 | 28.01 | 42.02 | 49.02 | 70.03

Level 6 | 28.73 | 43.10 | 50.28 | 71.83

1 Ordinary hours may be worked on Saturday and Sunday, by agreement, in accordance with clause 13.2.

2 Rates in table are calculated based on the minimum hourly rate, see clauses B.1.1 and B.1.2.

B.2.2 Full-time and part-time employees other than shiftworkers—overtime rates

[B.2.2 varied by PR718892, PR729333, PR740758, PR762183, PR773961, PR786612, PR799354 ppc 01Jul26]

| Monday to Saturday | Sunday | Public holiday

| First 3 hours | After 3 hours

| % of ordinary hourly rate1

| 150% | 200% | 200% | 250%

| $ | $ | $ | $

Level 1 | 39.38 | 52.50 | 52.50 | 65.63

Level 2 | 40.43 | 53.90 | 53.90 | 67.38

Level 3 | 40.97 | 54.62 | 54.62 | 68.28

Level 4 | 41.49 | 55.32 | 55.32 | 69.15

Level 5 | 42.02 | 56.02 | 56.02 | 70.03

Level 6 | 43.10 | 57.46 | 57.46 | 71.83

1 Rates in table are calculated based on the minimum hourly rate, see clauses B.1.1 and B.1.2.

B.2.3 Shiftworkers—ordinary and penalty rates

[B.2.3 varied by PR718892, PR729333, PR740758, PR762183, PR773961, PR786612, PR799354 ppc 01Jul26]

| Early morning | Afternoon & night | Permanent night | Saturday | Sunday | Public holiday

| % of ordinary hourly rate1

| 110% | 115% | 125% | 150% | 175% | 250%

| $ | $ | $ | $ | $ | $

Level 1 | 28.88 | 30.19 | 32.81 | 39.38 | 45.94 | 65.63

Level 2 | 29.65 | 30.99 | 33.69 | 40.43 | 47.16 | 67.38

Level 3 | 30.04 | 31.41 | 34.14 | 40.97 | 47.79 | 68.28

Level 4 | 30.43 | 31.81 | 34.58 | 41.49 | 48.41 | 69.15

Level 5 | 30.81 | 32.21 | 35.01 | 42.02 | 49.02 | 70.03

Level 6 | 31.60 | 33.04 | 35.91 | 43.10 | 50.28 | 71.83

1 Rates in table are calculated based on the minimum hourly rate, see clauses B.1.1 and B.1.2.

B.2.4 Shiftworkers—overtime rates

[B.2.4 varied by PR718892, PR729333, PR740758, PR762183, PR773961, PR786612, PR799354 ppc 01Jul26]

| Monday to Saturday | Sunday | Public holiday

| First 3 hours | After 3 hours

| % of ordinary hourly rate1

| 150% | 200% | 200% | 250%

| $ | $ | $ | $

Level 1 | 39.38 | 52.50 | 52.50 | 65.63

Level 2 | 40.43 | 53.90 | 53.90 | 67.38

Level 3 | 40.97 | 54.62 | 54.62 | 68.28

Level 4 | 41.49 | 55.32 | 55.32 | 69.15

Level 5 | 42.02 | 56.02 | 56.02 | 70.03

Level 6 | 43.10 | 57.46 | 57.46 | 71.83

1 Rates in table are calculated based on the minimum hourly rate, see clauses B.1.1 and B.1.2.

B.3 Casual employees

B.3.1 Casual employees—ordinary and penalty rates

[B.3.1 varied by PR718892, PR729333, PR740758, PR762183, PR773961, PR786612, PR799354 ppc 01Jul26]

| Monday - Friday | Saturday | Sunday | Public holiday

| % of ordinary hourly rate1

| 125% | 150% | 175% | 250%

| $ | $ | $ | $

Level 1 | 32.81 | 39.38 | 45.94 | 65.63

Level 2 | 33.69 | 40.43 | 47.16 | 67.38

Level 3 | 34.14 | 40.97 | 47.79 | 68.28

Level 4 | 34.58 | 41.49 | 48.41 | 69.15

Level 5 | 35.01 | 42.02 | 49.02 | 70.03

Level 6 | 35.91 | 43.10 | 50.28 | 71.83

1 Rates in table are calculated based on the minimum hourly rate, see clauses B.1.1 and B.1.2.

B.3.2 Casual shiftworkers—ordinary and penalty rates

[B.3.2 varied by PR718892, PR729333, PR740758, PR762183, PR773961, PR786612, PR799354 ppc 01Jul26]

| Early morning | Afternoon & night | Permanent night | Saturday | Sunday | Public holiday

| % of ordinary hourly rate1

| 135% | 140% | 150% | 150% | 175% | 250%

| $ | $ | $ | $ | $ | $

Level 1 | 35.44 | 36.75 | 39.38 | 39.38 | 45.94 | 65.63

Level 2 | 36.38 | 37.73 | 40.43 | 40.43 | 47.16 | 67.38

Level 3 | 36.87 | 38.23 | 40.97 | 40.97 | 47.79 | 68.28

Level 4 | 37.34 | 38.72 | 41.49 | 41.49 | 48.41 | 69.15

Level 5 | 37.81 | 39.21 | 42.02 | 42.02 | 49.02 | 70.03

Level 6 | 38.79 | 40.22 | 43.10 | 43.10 | 50.28 | 71.83

1 Rates in table are calculated based on the minimum hourly rate, see clauses B.1.1 and B.1.2.

Schedule D—Supported Wage System

[Varied by PR719661, PR729672, PR742256, PR762969, PR774051, PR786538, PR799280]

D.1 This schedule defines the conditions which will apply to employees who because of the effects of a disability are eligible for a supported wage under the terms of this award.

D.2 In this schedule:

approved assessor means a person accredited by the management unit established by the Commonwealth under the supported wage system to perform assessments of an individual’s productive capacity within the supported wage system.

assessment instrument means the tool provided for under the supported wage system that records the assessment of the productive capacity of the person to be employed under the supported wage system.

disability support pension means the Commonwealth pension scheme to provide income security for persons with a disability as provided under the Social Security Act 1991 (Cth), as amended from time to time, or any successor to that scheme.

relevant minimum wage means the minimum wage prescribed in this award for the class of work for which an employee is engaged.

supported wage system (SWS) means the Commonwealth Government system to promote employment for people who cannot work at full award wages because of a disability, as documented in the Supported Wage System Handbook. The Handbook is available from the following website: www.jobaccess.gov.au.

SWS wage assessment agreement means the document in the form required by the Department of Social Services that records the employee’s productive capacity and agreed wage rate.

D.3 Eligibility criteria

D.3.1 Employees covered by this schedule will be those who are unable to perform the range of duties to the competence level required within the class of work for which the employee is engaged under this award, because of the effects of a disability on their productive capacity and who meet the impairment criteria for receipt of a disability support pension.

D.3.2 This schedule does not apply to any existing employee who has a claim against the employer which is subject to the provisions of workers compensation legislation or any provision of this award relating to the rehabilitation of employees who are injured in the course of their employment.

D.4 Supported wage rates

D.4.1 Employees to whom this schedule applies will be paid the applicable percentage of the relevant minimum wage according to the following schedule:

Assessed capacity (clause D.5) % | Relevant minimum wage %

10 | 10

20 | 20

30 | 30

40 | 40

50 | 50

60 | 60

70 | 70

80 | 80

90 | 90

[D.4.2 varied by PR719661, PR729672, PR742256, PR762969, PR774051, PR786538, PR799280 ppc 01Jul26]

D.4.2 Provided that the minimum amount payable must be not less than $113 per week.

D.4.3 Where an employee’s assessed capacity is 10%, they must receive a high degree of assistance and support.

D.5 Assessment of capacity

D.5.1 For the purpose of establishing the percentage of the relevant minimum wage, the productive capacity of the employee will be assessed in accordance with the SWS by an approved assessor, having consulted the employer and employee and, if the employee so desires, a union which the employee is eligible to join.

D.5.2 All assessments made under this schedule must be documented in an SWS wage assessment agreement, and retained by the employer as a time and wages record in accordance with the Act.

D.6 Lodgement of SWS wage assessment agreement

D.6.1 All SWS wage assessment agreements under the conditions of this schedule, including the appropriate percentage of the relevant minimum wage to be paid to the employee, must be lodged by the employer with the Fair Work Commission.

D.6.2 All SWS wage assessment agreements must be agreed and signed by the employee and employer parties to the assessment. Where a union which has an interest in the award is not a party to the assessment, the assessment will be referred by the Fair Work Commission to the union by certified mail and the agreement will take effect unless an objection is notified to the Fair Work Commission within 10 working days.

D.7 Review of assessment

The assessment of the applicable percentage should be subject to annual or more frequent review on the basis of a reasonable request for such a review. The process of review must be in accordance with the procedures for assessing capacity under the SWS.

D.8 Other terms and conditions of employment

Where an assessment has been made, the applicable percentage will apply to the relevant minimum wage only. Employees covered by the provisions of this schedule will be entitled to the same terms and conditions of employment as other workers covered by this award on a pro rata basis.

D.9 Workplace adjustment

An employer wishing to employ a person under the provisions of this schedule must take reasonable steps to make changes in the workplace to enhance the employee’s capacity to do the job. Changes may involve re-design of job duties, working time arrangements and work organisation in consultation with other workers in the area.

D.10 Trial period

D.10.1 In order for an adequate assessment of the employee’s capacity to be made, an employer may employ a person under the provisions of this schedule for a trial period not exceeding 12 weeks, except that in some cases additional work adjustment time (not exceeding 4 weeks) may be needed.

D.10.2 During that trial period the assessment of capacity will be undertaken and the percentage of the relevant minimum wage for a continuing employment relationship will be determined.

[D.10.3 varied by PR719661, PR729672, PR742256, PR762969, PR774051, PR786538, PR799280 ppc 01Jul26]

D.10.3 The minimum amount payable to the employee during the trial period must be no less than $113 per week.

D.10.4 Work trials should include induction or training as appropriate to the job being trialled.

D.10.5 Where the employer and employee wish to establish a continuing employment relationship following the completion of the trial period, a further contract of employment will be entered into based on the outcome of assessment under clause D.5.