Health Professionals & Support Services Award rates in Australia 2025/2026
A practical guide for Australian medical-practice & allied-health employers
• Rates effective from the first full pay period on or after 1 July 2025 From 1 July 2025
Written by
Steve Harris
This guide provides general information about the Health Professionals and Support Services Award 2020 (MA000027) as at the date of publication. It is not legal, financial, or employment advice and should not be relied on as a substitute for advice specific to your organisation.
Award coverage, classification, pay rates, penalties, and allowances depend on the employer's business, the employee's role, and the work actually performed. Employers must confirm coverage and apply the correct classification for each employee.
This guide has been reviewed and corrected against the Fair Work Ombudsman pay guides, the Fair Work Commission, the Federal Register of Legislation, and the ATO. Current as at 26 March 2026.
Always verify current minimum rates using the consolidated Award text, the Fair Work pay guide, or the Pay and Conditions Tool (PACT).
Looking for MA000027?
MA000027 is the award code for the Health Professionals and Support Services Award 2020. You'll see this code on pay slips, in payroll software, and in Fair Work correspondence. It's used to identify this award in the Fair Work Commission's online tools and the Federal Register of Legislation.
- FWO Award summary — MA000027 — coverage, key provisions at a glance
- HPSS Award clauses online — MA000027 — full award text, searchable by clause
Award rate calculator
Use this estimator to see how penalty rates work for support services and health professional employees under MA000027. Select a stream, employment type, and classification level to see the base rate and applicable penalties.
See how RosterElf interprets the HPSS Award
This is an educational example showing how penalty rates work under the Health Professionals & Support Services Award (MA000027). It demonstrates how RosterElf automatically calculates correct pay rates based on stream, classification level, employment type, and shift times.
HPSS Award penalty rates
Example weekly cost (38 hours)
Example only — not for payroll use
This is a demonstration of how RosterElf calculates award-compliant rates.
The actual cost for your employees will depend on:
- Their specific stream, classification level, and employment type
- Actual hours worked, shift times, and practice type (which affects the span of hours)
- Any allowances, overtime, annualised salary arrangements, or enterprise agreement provisions
- Current award rates (rates change from the first full pay period on or after 1 July each year)
- Special rules for dental assistants and pathology collectors from 1 April 2026
Calculator limitation
This calculator shows simplified penalty scenarios. The HPSS Award has additional complexity including overtime rules (150%/200% permanent; 187.5%/250% casual), on-call allowances, and different spans of hours depending on practice type. Always verify with the official Fair Work pay guide.
For accurate payroll calculations, always:
- Verify current rates with the official Fair Work pay guide
- Confirm your employees' correct stream and classification level
- Use award interpretation software or consult a payroll professional
- Review any applicable enterprise agreement
Do not rely on this example for actual wage payments.
Stop calculating penalty rates manually
Let RosterElf handle HPSS Award compliance automatically
With two streams, multiple pay points, different spans of hours by practice type, and ongoing award changes, the HPSS Award is complex to manage manually. RosterElf's award interpretation engine applies the correct rate to every shift automatically.
How RosterElf automates award calculations
Create pay templates
Set up pay templates for each HPSS classification level and stream. RosterElf automatically applies the correct base rate and penalty multipliers based on the employee's level and shift timing.
Award interpretation →Define rate rules
Configure shiftwork, weekend, and public holiday penalty rules once. The system detects which rate applies based on shift times, day, and employment type — no manual calculations needed.
HPSS Award guide →Auto-apply to shifts
Every rostered shift automatically gets the correct pay rate. Whether it's an allied health professional on a Sunday or a support services casual on a weekday evening, the right rate is applied instantly.
Payroll integration →Learn more:
Health Professionals & Support Services Award 2025/26 — at a glance
The Health Professionals and Support Services Award 2020 (MA000027) covers many admin, reception, and allied health roles in medical practices. To support your compliance efforts, employers must confirm award coverage, apply the correct stream (support services vs. health professional), set the right classification level, and calculate penalties and allowances based on when work is performed.
Most common payroll errors: wrong award applied, incorrect classification level, span-of-hours penalties missed, and public-holiday/overtime stacking mistakes.
Quick summary for time-poor managers
The four compliance pillars that drive HPSS award underpayments
Most underpayments trace back to one (or more) of these:
Award coverage
What goes wrong: Wrong award applied (many practices should use this Award, but some roles may fall under Clerks, Nurses, or another industry award).
Why it matters: Entire pay framework may be incorrect.
Classification
What goes wrong: Support services employee vs. health professional stream confusion; level/pay point applied incorrectly.
Why it matters: Base rates can differ significantly.
Employment type
What goes wrong: Part-time hours not properly agreed in writing; casual loading stacking miscalculated.
Why it matters: Hidden underpayments and rostering disputes.
When & how work is done
What goes wrong: Span-of-hours penalties missed; overtime, weekend, and public holiday rules misapplied.
Why it matters: Penalties can quickly exceed base pay.
The "hidden lever" in this Award is span-of-hours penalties. Ordinary hours outside the default span (e.g., 6 am – 6 pm for day workers, with practice-type variations) attract a 15% loading—even on weekdays.
If you only skim one section, make it this one:
The Health Professionals & Support Services Award covers most non-nursing staff in medical practices, dental surgeries, allied health clinics, pathology labs, and similar settings—including receptionists, practice managers, dental assistants, medical imaging technicians, and allied health professionals.
Two big gotchas: (1) Practice managers at senior levels may be award-free if they're truly managerial; and (2) the Award's span-of-hours penalties vary by practice type (medical vs. dental vs. pathology, etc.).
"Sanity check" adult minimum hourly rates (ordinary weekday hours within span)
Indicative only — verify in the current pay guide / Award.
Support services employees (from 1 Jul 2025):
- Level 1: $25.74/hr (entry-level cleaner, kitchen hand)
- Level 2: $26.76/hr (receptionist, medical records clerk)
- Level 3: $27.79/hr (senior receptionist, dental assistant)
- Level 4–5: $28.12–$29.07/hr (team leader, practice manager – junior)
Health professional employees (from 1 Jul 2025):
- HP Level 1, PP1: $29.49/hr (UG2 qualification entry)
- HP Level 1, PP2–PP3: $30.64–$31.99/hr (3- or 4-year degree entry)
- HP Level 2, PP1: $37.53/hr (experienced clinician, first year at Level 2)
- HP Level 3, PP1: $43.81/hr (senior clinician/team lead)
- HP Level 4, PP1: $53.05/hr (principal clinician/manager)
Headline penalties (the "big levers")
- Outside span (weekday): 115% (15% loading)
- Saturday ordinary hours: 150%
- Sunday ordinary hours: 200%
- Public holiday ordinary shift: 250% for all time worked. Substitution of another day requires agreement — there is no general automatic extra-day-off entitlement in the award wording
- Overtime: 150% first 2 hours, 200% thereafter (Mon–Sat); 200% all Sunday OT
Award coverage
Does the HPSS award apply? – quick self-check (rule of thumb)
Tick the statements that best fit your situation:
Tick boxes above to see a result.
Note: This is general information, not legal advice. If unsure, confirm using the Fair Work "Find my award" tool.
Common coverage mistake: Clerks Award confusion
Some practices mistakenly apply the Clerks Award to receptionists or admin staff. If the employer's main business is providing health services, the HPSS Award generally applies—not the Clerks Award.
What is the award?
Think of the Health Professionals & Support Services Award as the minimum "rulebook" you can't go below when it applies. You can read the current consolidated Award (PDF) or view the HPSS Award clauses online. It sets:
- Minimum wages (classification levels, pay points, streams)
- Ordinary hours, span-of-hours rules, rostering constraints
- Penalty rates (outside span, weekends, public holidays)
- Overtime and on-call rules
- Allowances (uniform, travel, meals, etc.)
- Leave entitlements (annual leave loading, personal/carer's leave, compassionate leave)
Employers this Award commonly covers:
- Private medical practices / GP clinics
- Dental surgeries and orthodontic practices
- Physiotherapy, chiropractic, and allied health clinics
- Pathology collection centres and labs
- Radiology / medical imaging centres
- Community health services (non-government)
Classifications
The Award has two main streams: support services employees (admin, reception, cleaning, etc.) and health professional employees (allied health clinicians). Each stream has multiple levels, and each level may have pay points based on experience.
Common roles – which stream and level?
Click a role to see the likely classification. Always confirm against the Award's classification descriptors.
Classification tip: Always compare the employee's actual duties, qualifications, and responsibilities against the Award's classification descriptors (Schedule B for support services, Schedule C for health professionals). Job titles alone don't determine classification.
2025/26 pay rates
Rates below are effective from the first full pay period on or after 1 July 2025. Always verify against the Pay and Conditions Tool (PACT).
Indicative only — verify in the current pay guide / Award.
Support services employees
| Level | Minimum hourly rate | Casual hourly rate (25%) | Typical roles |
|---|---|---|---|
| Level 1 | $25.74 | $32.18 | Entry-level cleaner, kitchen hand |
| Level 2 | $26.76 | $33.45 | Receptionist, medical records clerk |
| Level 3 | $27.79 | $34.74 | Senior receptionist, dental assistant |
| Level 4 | $28.12 | $35.15 | Team leader, senior dental assistant |
| Level 5 | $29.07 | $36.34 | Practice manager (junior), senior admin |
| Level 6 | $30.64 | $38.30 | Practice manager, office coordinator |
| Level 7 | $31.19 | $38.99 | Senior practice manager |
| Level 8 PP1 | $32.24 | $40.30 | Operations manager |
| Level 8 PP2 | $33.09 | $41.36 | |
| Level 8 PP3 | $35.42 | $44.28 | |
| Level 9 PP1 | $36.05 | $45.06 | Senior operations manager |
| Level 9 PP2 | $37.33 | $46.66 | |
| Level 9 PP3 | $37.63 | $47.04 |
Health professional employees
Health professionals have multiple pay points within each level, based on years of experience at that level.
Health professional Level 1
Level 1 entry pay points are determined by qualifications at commencement, not solely by years of service.
| Pay point | Entry basis | Minimum hourly | Casual hourly (25%) |
|---|---|---|---|
| PP1 | UG2 qualification | $29.49 | $36.86 |
| PP2 | 3-year degree entry | $30.64 | $38.30 |
| PP3 | 4-year degree entry | $31.99 | $39.99 |
| PP4 | Masters degree entry | $33.09 | $41.36 |
| PP5 | PhD entry | $36.05 | $45.06 |
| PP6 | Experience progression | $37.33 | $46.66 |
Health professional Level 2
| Pay point | Minimum hourly | Casual hourly (25%) |
|---|---|---|
| PP1 (1st year at level) | $37.53 | $46.91 |
| PP2 (2nd year) | $38.90 | $48.63 |
| PP3 (3rd year) | $40.38 | $50.48 |
| PP4 (4th year+) | $41.99 | $52.49 |
Health professional Level 3
| Pay point | Minimum hourly | Casual hourly (25%) |
|---|---|---|
| PP1 (1st year at level) | $43.81 | $54.76 |
| PP2 (2nd year) | $45.04 | $56.30 |
| PP3 (3rd year) | $46.01 | $57.51 |
| PP4 (4th year) | $48.05 | $60.06 |
| PP5 (5th year+) | $49.82 | $62.28 |
Health professional Level 4
| Pay point | Minimum hourly | Casual hourly (25%) |
|---|---|---|
| PP1 (1st year at level) | $53.05 | $66.31 |
| PP2 (2nd year) | $56.61 | $70.76 |
| PP3 (3rd year) | $61.56 | $76.95 |
| PP4 (4th year+) | $67.96 | $84.95 |
Pay point progression: Full-time employees generally advance one pay point per year of service at the same level. Part-time and casual employees progress after 1,824 hours of similar experience. Check the Award for specific progression rules.
Special changes from 1 April 2026: dental assistants and pathology collectors
From the first full pay period on or after 1 April 2026, the award introduces new classification structures and minimum rates for dental assistants and pathology collectors. Do not rely on pre-April 2026 role examples—use the current Fair Work pay guide for these roles.
Some employees in these groups will receive a further rate increase from 1 January 2027. Verify against the current pay guide.
Dental assistants (from 1 April 2026)
| Classification | Description | Ordinary hourly rate |
|---|---|---|
| Level 3 | Unqualified, less than 12 months' experience | $27.79 |
| Level 5 | Unqualified, 12 months to under 4 years' experience | $27.83 |
| Level 6 | Certificate III / equivalent / 4+ years' experience | $29.24 |
| Level 7 | Certificate IV / equivalent experience | $30.23 |
Pathology collectors (from 1 April 2026)
| Classification | Description | Ordinary hourly rate |
|---|---|---|
| Level 5 | Entry-level unqualified, less than 12 months | $29.07 |
| Level 6 | Cert III with under 12 months, or unqualified with 12 months to under 2 years | $29.24 |
| Level 7 | Unqualified, not previously Level 6 | $30.23 |
| Level 7 | Qualified (Cert III+) or previously Level 6 | $31.19 |
What changed 2025/26?
Several award changes and legislative changes have taken effect or are coming that affect employers covered by MA000027. Use this as a compliance checklist for recent changes.
3.5% wage increase — from 1 July 2025
All minimum award wages under MA000027 increased by 3.5% from the first full pay period on or after 1 July 2025 (Annual Wage Review 2024–25). Rates in this guide reflect the post-increase figures.
Super guarantee — 12% from 1 July 2025
The superannuation guarantee rate increased to 12% from 1 July 2025. Employers must pay super at 12% of ordinary time earnings for eligible employees.
Right to disconnect — clause 13A
The award now contains a right-to-disconnect clause. It applies from 26 August 2024 for non-small-business employers and from 26 August 2025 for small-business employers. Employees may refuse contact outside working hours unless the refusal is unreasonable. On-call arrangements and emergency roster changes are preserved.
Casual employment — new rules from 26 August 2024
The Fair Work Act now uses a new casual employment definition. The employee-choice pathway (replacing old casual-conversion model) allows eligible regular casuals to request conversion to permanent employment: from 26 February 2025 for non-small businesses, and from 26 August 2025 for small businesses, for casuals employed before 26 August 2024.
Criminal wage underpayment — from 1 January 2025
Intentional underpayment of wages or entitlements can now be a criminal offence. Honest mistakes are not criminalised, but underpayments must still be remedied promptly. Employers should maintain accurate records and conduct regular pay audits.
Baby Priya's law — from 7 November 2025
Employer-funded paid parental leave is now protected from being refused or cancelled because a child is stillborn or dies, subject to limited exceptions.
Dental assistant and pathology collector changes — from 1 April 2026
New classification structures and rates apply to dental assistants and pathology collectors from 1 April 2026. See the special changes section above. Some employees receive a further increase from 1 January 2027. The Fair Work Commission is also still considering further changes for some other health professional classifications.
Payday super — from 1 July 2026
From 1 July 2026, employers must pay superannuation at the same time as wages. The contribution must reach the employee's super fund within 7 business days of each pay day, subject to specific exceptions. This is a significant operational change for payroll teams — start reviewing systems now.
Employment & rostering
Employment types
- Full-time: 38 ordinary hours per week (or average over a cycle up to 4 weeks)
- Part-time: Less than 38 hours per week, with agreed regular pattern of hours in writing
- Casual: Engaged and paid by the hour, 25% loading in lieu of leave entitlements
Part-time trap: The employer and part-time employee must agree in writing on a regular pattern of hours, including starting/finishing times and days of the week. Failure to do this can lead to disputes and underpayment claims.
Ordinary hours
For day workers, ordinary hours are generally up to 10 hours per day and 38 hours per week (or average over cycle). Hours worked outside the span attract a 15% loading.
Span of hours by practice type
The default span of ordinary hours differs by practice type. Work outside these hours (on weekdays) attracts a 15% loading.
Default day workers
6:00 am – 6:00 pm
Mon–Fri
Private medical, dental, pathology, physio, chiro & osteo
7:30 am – 9:00 pm Mon–Fri
and 8:00 am – 4:30 pm Saturday
Private medical imaging (5.5-day)
7:00 am – 9:00 pm Mon–Fri
and 8:00 am – 1:00 pm Saturday
Private medical imaging (7-day)
7:00 am – 9:00 pm
Mon–Sun
Shiftwork penalty tip: The 15% shiftwork penalty applies where ordinary rostered hours finish between 6:00 pm and 8:00 am or commence between 6:00 pm and 6:00 am—it is not a generic outside-span loading. It is separate from weekend or overtime penalties.
Rostering requirements
- Roster posting: The fortnightly roster must be posted at least 2 weeks before the roster period starts. At least 7 days' notice is required for roster changes, subject to award exceptions
- Minimum engagement: 3 hours per shift for casuals (some exceptions apply)
- Breaks: Unpaid meal break of 30–60 minutes after 5 hours' work; paid rest breaks as per Award
- Consecutive days: Generally no more than 6 consecutive days without a day off
Penalties & overtime
Penalty rates for ordinary hours
The casual rate for Saturday, Sunday, and public holidays is stated in the award as a single loaded rate — do not add a further 25% casual loading on top of these rates.
| When | Full-time / part-time | Casual |
|---|---|---|
| Shiftwork (Mon–Fri, finishing 6pm–8am or starting 6pm–6am) | 115% | 140% |
| Saturday | 150% | 175% |
| Sunday | 200% | 200% |
| Public holiday | 250% | 250% |
Overtime rates
| When | Rate |
|---|---|
| Mon–Sat: first 2 hours | 150% |
| Mon–Sat: after 2 hours | 200% |
| Sunday (all overtime) | 200% |
| Public holiday (all overtime) | 250% |
Overtime rates for casual employees
| When | Casual rate |
|---|---|
| Mon–Sat: first 2 hours overtime | 187.5% |
| Mon–Sat: after 2 hours overtime | 250% |
| Sunday (all overtime) | 250% |
| Public holiday (all overtime) | 312.5% |
Stacking rule: Weekend/public holiday penalty rates and overtime rates don't "stack"—pay whichever rate is higher, not both. The shiftwork penalty (15%) is a separate consideration on weekdays and does not apply on top of overtime.
Allowances
The Award provides for various allowances. Common ones include:
- Uniform allowance: If required to wear a uniform and launder it, an allowance is payable
- Meal allowance: Payable when overtime extends beyond certain hours without prior notice
- Travel/transport allowance: For work-related travel using own vehicle (cents per km)
- On-call allowance: If required to be available to return to work
- Higher duties allowance: When temporarily performing higher-level duties
Allowance tip: Allowance amounts are updated periodically. Always check the current Pay and Conditions Tool for up-to-date figures.
Leave
Leave entitlements (full-time / part-time)
- Annual leave: 4 weeks per year (pro-rata for part-time), plus 17.5% annual leave loading
- Personal/carer's leave: 10 days per year (pro-rata for part-time)
- Compassionate leave: 2 days per occasion
- Parental leave: As per National Employment Standards (NES)
- Long service leave: As per state/territory legislation
Casual leave: Casuals don't accrue paid annual or personal leave (compensated by the 25% loading). However, casuals are entitled to unpaid carer's leave and compassionate leave under the NES.
Compliance checklist
Use this checklist to audit your HPSS Award compliance. Tick each item as you verify it.
Common mistakes
Avoid these frequent HPSS Award compliance errors:
1. Applying the wrong award
Using the Clerks Award for receptionists when the employer's main business is health services. If you operate a medical practice, dental surgery, or allied health clinic, the HPSS Award generally applies to admin staff—not the Clerks Award.
2. Ignoring span-of-hours penalties
Failing to pay the 15% loading for ordinary hours worked outside the practice's span (e.g., before 6 am or after 6 pm for medical practices). This is a common underpayment risk.
3. Misclassifying support services vs. health professionals
Putting a degree-qualified allied health clinician in the support services stream, or vice versa. The streams have different pay scales and classification criteria.
4. No written part-time agreement
Part-time employees without a written agreement specifying their regular hours, days, and start/finish times. This can lead to disputes about overtime and additional hours.
5. Wrong pay point for experience
Not advancing health professionals through pay points based on years of experience at their level. Employees generally progress one pay point per year.
6. Stacking penalties incorrectly
Paying both weekend penalties and overtime rates on top of each other. The rule is: pay the higher rate, not both stacked together. Similarly, don't add a further 25% casual loading on top of the award's stated weekend or public holiday casual rates.
7. Using wrong span of hours for the practice type
Applying the default 6am–6pm span to private dental, physio, or medical practices, which have a wider span of 7:30am–9pm Mon–Fri and 8am–4:30pm Saturday. Using the wrong span causes misidentification of when the shiftwork penalty applies.
8. Leaving dental assistants and pathology collectors on pre-April 2026 classifications
From 1 April 2026, dental assistants and pathology collectors move to new classification structures. Using old Level 3–4 assumptions for these roles after April 2026 will result in incorrect pay.
Sources for this guide
This guide was reviewed against the following authoritative sources as at 26 March 2026.
- Health Professionals and Support Services Award 2020 (MA000027) – consolidated text (PDF)
- Fair Work Ombudsman – HPSS Award summary (MA000027)
- Fair Work Ombudsman – Pay guides (current rates)
- Fair Work Pay and Conditions Tool (PACT)
- Fair Work Ombudsman – Annual Wage Review 2024–25 (3.5% increase)
- Fair Work Ombudsman – Casual employment changes (26 August 2024)
- Fair Work Ombudsman – Right to disconnect
- Fair Work Ombudsman – Criminalising wage underpayments (from 1 January 2025)
- ATO – Payday super (from 1 July 2026)
Industries using this award
Explore rostering solutions for businesses covered by the Health Professionals Award
Frequently asked questions
- The Health Professionals and Support Services Award 2020 (MA000027) covers employees in healthcare settings providing professional health services and support roles. This includes allied health professionals (physiotherapists, occupational therapists, speech pathologists, dietitians, podiatrists), medical scientists, radiographers, pharmacy assistants, health administration staff, and support workers in hospitals, clinics, medical centres, and related health services. The Award sets minimum pay rates, penalty rates, allowances, and employment conditions for the health services industry.
- This Award covers allied health professionals, health support workers, and administrative staff employed in health services. It does not cover registered nurses, enrolled nurses, or medical practitioners (who have separate awards or arrangements). It also generally does not cover employees in aged care facilities (Aged Care Award) or disability support workers (SCHADS Award). If you're unsure whether your employees are covered, use Fair Work's PACT tool at www.fairwork.gov.au/pay-and-wages/pay-calculator.
- The 2025/26 rates took effect from the first full pay period on or after 1 July 2025, following the Annual Wage Review. All employers must apply the updated rates from this date. If employees started before 1 July 2025, review their pay rates and ensure increases are applied correctly and backdated if necessary. Always check the Fair Work pay guide for the latest rates.
- The Award uses a structured classification system based on qualifications, experience, and responsibilities. Health professionals are typically classified from Level 1 to Level 4+ depending on qualifications and years of post-qualification experience. For example, a new graduate physiotherapist starts at Level 1, progressing with experience. Support and administrative staff have separate classification levels based on duties and skills. Correct classification is critical—misclassifying employees by even one level can result in significant underpayment.
- Within each classification level, there are pay points based on years of experience in that role. For example, a Level 2 health professional might progress through several pay points as they gain experience. Employers must track each employee's experience and progress them through pay points annually. Failing to apply pay point progression is a common underpayment issue. For full-time employees, progression is annual; for part-time and casual employees, it is after 1,824 hours of similar experience. Check the Award or Fair Work pay guide for the specific pay point structure for each classification level.
- Level 3 in the support services stream covers employees who perform a range of tasks requiring applied knowledge and skills, typically with some experience—for example, experienced medical receptionists, senior ward clerks, and (from 1 July 2025) employees whose duties align with the Level 3 descriptor. The minimum rate from 1 July 2025 is $27.79/hr. From 1 April 2026, Level 3 also becomes the classification for unqualified dental assistants with less than 12 months' experience. Level 3 is not used in the health professional stream, which has its own separate Level 1–4 structure.
- The Health Professionals and Support Services Award 2020 (MA000027) covers employers in the health industry—businesses involved in delivering health care, medical services, and dental services—and their employees in the award classifications. This includes medical and dental practice admin staff, dental assistants, dental technicians, laboratory assistants, pathology collectors, and allied health professionals such as physiotherapists, occupational therapists, speech pathologists, dietitians, radiographers, sonographers, radiation therapists, pharmacists, and podiatrists. It does not cover nurses (Nurses Award), paramedics (Ambulance Award), or medical professionals such as doctors and GPs.