Health Professionals & Support Services Award rates in Australia 2025/2026
A practical guide for Australian medical-practice & allied-health employers
Updated • 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.
Always verify current minimum rates using the consolidated Award text, the Fair Work pay guide, or the Pay and Conditions Tool (PACT).
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 (ppc 1 Jul 2025):
- Level 1: ~$24.83/hr (entry-level admin, cleaning)
- Level 2: ~$25.48/hr (receptionist, medical records clerk)
- Level 3: ~$26.44/hr (senior receptionist, ward clerk)
- Level 4–5: ~$27.68–$28.66/hr (team leader, practice manager – lower-level)
Health professional employees (ppc 1 Jul 2025):
- HP Level 1, PP1: ~$29.55/hr (graduate physio, new grad OT)
- HP Level 2, PP1: ~$34.52/hr (experienced clinician, first year at level)
- HP Level 3, PP1: ~$40.36/hr (senior clinician/team lead)
- HP Level 4, PP1: ~$45.72/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% (plus option to take substitute day or additional day off for FT/PT)
- 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 | $24.83 | $31.04 | Entry-level cleaner, kitchen hand |
| Level 2 | $25.48 | $31.85 | Receptionist, medical records clerk |
| Level 3 | $26.44 | $33.05 | Senior receptionist, dental assistant |
| Level 4 | $27.68 | $34.60 | Team leader, senior dental assistant |
| Level 5 | $28.66 | $35.83 | Practice manager (junior), senior admin |
| Level 6 | $30.03 | $37.54 | Practice manager, office coordinator |
| Level 7 | $31.49 | $39.36 | Senior practice manager |
| Level 8 | $32.79 | $40.99 | Operations manager |
| Level 9 | $33.24 | $41.55 | Senior operations manager |
Health professional employees
Health professionals have multiple pay points within each level, based on years of experience at that level.
Health professional Level 1
| Pay point | Minimum hourly | Casual hourly (25%) |
|---|---|---|
| PP1 (1st year) | $29.55 | $36.94 |
| PP2 (2nd year) | $30.64 | $38.30 |
| PP3 (3rd year) | $31.86 | $39.83 |
| PP4 (4th year) | $33.44 | $41.80 |
Health professional Level 2
| Pay point | Minimum hourly | Casual hourly (25%) |
|---|---|---|
| PP1 (1st year at level) | $34.52 | $43.15 |
| PP2 (2nd year) | $35.61 | $44.51 |
| PP3 (3rd year) | $36.78 | $45.98 |
| PP4 (4th year+) | $38.23 | $47.79 |
Health professional Level 3
| Pay point | Minimum hourly | Casual hourly (25%) |
|---|---|---|
| PP1 (1st year at level) | $40.36 | $50.45 |
| PP2 (2nd year) | $41.77 | $52.21 |
| PP3 (3rd year+) | $43.16 | $53.95 |
Health professional Level 4
| Pay point | Minimum hourly | Casual hourly (25%) |
|---|---|---|
| PP1 (1st year at level) | $45.72 | $57.15 |
| PP2 (2nd year) | $47.70 | $59.63 |
| PP3 (3rd year+) | $50.06 | $62.58 |
Pay point progression: Employees generally advance one pay point per year of service at the same level, unless otherwise agreed. Check the Award for specific progression rules and the employer's obligation to review classifications.
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.
Medical practices
6:00 am – 6:00 pm
Mon–Fri (general medical, GP clinics)
Dental practices
7:00 am – 9:00 pm
Mon–Fri (dental surgeries, orthodontics)
Pathology / radiology
6:00 am – 6:00 pm
Mon–Fri (pathology labs, imaging centres)
Community / allied health
6:00 am – 6:00 pm
Mon–Fri (physio, OT, speech pathology clinics)
Span of hours tip: The 15% span penalty applies to ordinary hours worked outside the relevant span on Monday–Friday. It's separate from (and doesn't replace) weekend or overtime penalties.
Rostering requirements
- Roster notice: At least 7 days' notice of roster (or roster changes), unless genuine emergency
- 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
| When | Full-time / part-time | Casual |
|---|---|---|
| Outside span (Mon–Fri) | 115% | 140% (115% + 25%) |
| Saturday | 150% | 175% (150% + 25%) |
| Sunday | 200% | 225% (200% + 25%) |
| Public holiday | 250% | 275% (250% + 25%) |
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% |
Stacking rule: Weekend/public holiday penalty rates and overtime rates don't "stack"—you pay whichever rate is higher, not both. But the span-of-hours loading (15%) is a separate consideration on weekdays.
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.
Sources for this guide
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 calculate.fairwork.gov.au.
- 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 (2.1, 2.2, 2.3, etc.) 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. Check the Award or Fair Work pay guide for the specific pay point structure for each classification level.