How to roster hairdressing staff
Create compliant rosters for hairdressing and beauty salon staff under the Hair and Beauty Industry Award 2020 (MA000005), including classifications, the ordinary-hours span, weekend penalties, and apprentices.
Written by
Steve Harris
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This guide provides general information about salon rostering under Australian awards. Some salons may be covered by an enterprise agreement with additional provisions. It does not constitute legal, HR, or professional advice and should not be relied on as a substitute for advice specific to your business, workforce, or circumstances.
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Key takeaways
- Most hairdressing and beauty salon staff are covered by the Hair and Beauty Industry Award 2020 (MA000005) — general retailing and entertainment are excluded
- Six classification levels: Level 1 salon assistant $27.81/hr, Level 3 qualified hairdresser/beautician (standard) $29.45/hr, Level 6 diploma therapist/salon manager $32.00/hr
- Weekend trade is where most cost sits: Saturday 133% (casual 158%), Sunday 200% (casual 225%), public holidays 250%
- Apply the 25% casual loading, honour the 3-hour minimum engagement, add the $55.96/week manager's allowance, and pay juniors 50% under 17 and 75% at 17
Salon staff rostering in Australia
Rostering hairdressing and beauty salon staff in Australia means balancing weekend trade, appointment demand, and strict award compliance under the Hair and Beauty Industry Award 2020. This guide builds on general roster types with salon-specific requirements. Because salon workforce management centres on Saturday and Sunday peaks, getting the classification, ordinary-hours span, and penalty rates right is what protects your margin. Start with clear hair and beauty job descriptions for each role and classification level.
Salon employers must manage stylists, colourists, beauty therapists, apprentices, juniors, and salon assistants across a long trading week. Each role sits at a specific classification level, and pay depends on getting that level, the day of the week, and any allowances right before you roster the team.
Industry reality: Salons trade hardest on weekends, when penalty rates are highest. Poor rostering leads to weekend overstaffing, underpayment claims from missed penalties or allowances, and disputes over apprentice and junior rates.
This guide provides a comprehensive approach to creating compliant salon rosters that meet award requirements, honour minimum engagements, and control weekend labour costs. Learn more about salon rostering software.
Base rates by classification 2026
The Hair and Beauty Industry Award 2020 (MA000005) sets classification-based pay for hairdressing and beauty salons. Casuals add 25%.
| Classification / item | Base hourly | Casual (+25%) |
|---|---|---|
| Level 1 salon assistant | $27.81 | $34.76 |
| Level 3 qualified hairdresser / beautician (standard) | $29.45 | $36.81 |
| Level 6 diploma therapist / salon manager | $32.00 | $40.00 |
| Manager's allowance | +$55.96/week | When placed in charge of a salon |
Critical: The Hair and Beauty Award excludes general retailing and the entertainment industry. Confirm coverage with our find-the-right-award guide before you roster.
6 steps to compliant salon rostering
Follow these steps to create compliant and effective salon rosters under the Hair and Beauty Award.
Confirm the award and coverage
Check that your salon employees are covered by the Hair and Beauty Industry Award 2020 (MA000005) before you build a roster.
Key points:
- MA000005 covers hairdressing, beauty therapy and salon support roles
- General retailing is excluded — that is covered by the General Retail Industry Award
- The entertainment industry is also excluded from the Hair and Beauty Award
- Confirm coverage with our find-the-right-award guide if a role is borderline
Classify staff by level (1 to 6)
Assign each team member the correct classification level so their base pay and penalties are right.
Key points:
- Level 1 salon assistant is $27.81/hr ($1,056.80/wk)
- Level 3 qualified hairdresser or beautician (Cert III) is the standard rate at $29.45/hr
- Level 6 diploma therapist or salon manager is $32.00/hr
- Casual employees receive a 25% casual loading on the base rate
Set the ordinary-hours span
Roster ordinary hours within the award span so you only pay penalties when they genuinely apply.
Key points:
- Ordinary hours run Mon–Fri 7am–9pm
- Saturday ordinary hours are 7am–6pm
- Sunday ordinary hours are 10am–5pm
- Casuals working before 7am or after 9pm on weekdays are paid 150% of base
Apply weekend and public-holiday penalties
Calculate the correct loadings for Saturday, Sunday, public holidays and overtime.
Key points:
- Saturday (7am–6pm): 133% (casual 158%)
- Sunday: 200% (casual 225%)
- Public holiday: 250%
- Overtime: 150% for the first 3 hours then 200% (casual 175% then 225%)
Manage apprentices, juniors and minimums
Roster apprentices and juniors on the right rate and honour the minimum engagement for casual and part-time staff.
Key points:
- Juniors are paid 50% of the adult rate under 17 and 75% at 17
- Apprentice rates depend on the year of the apprenticeship
- Casual and part-time staff have a 3-hour minimum engagement per shift
- Add the manager's allowance of $55.96/week when someone is placed in charge
Publish and sync to payroll
Share the roster and send approved hours to payroll with award interpretation applied.
Key points:
- Publish shifts to the mobile app so the salon team sees them instantly
- Export approved hours to Xero or MYOB without re-keying
- Apply automatic award interpretation to penalties and allowances
- Refresh classification rates each 1 July
Salon shift loadings 2026
Current penalty rates and shift loadings under the Hair and Beauty Award.
| Shift Type | Loading | Notes |
|---|---|---|
| Ordinary casual | +25% | Casual loading added to the base rate |
| Saturday (7am–6pm) | 133% (casual 158%) | Ordinary hours worked Saturday |
| Sunday | 200% (casual 225%) | All hours worked Sunday |
| Public holiday | 250% | Work performed on a public holiday |
| Overtime (first 3 hours) | 150% (casual 175%) | Beyond ordinary hours |
| Overtime (after 3 hours) | 200% (casual 225%) | Continued overtime |
| Early/late weekday (casual) | 150% | Casuals before 7am or after 9pm Mon–Fri |
Figures reflect the FY2026/27 Hair and Beauty Award. Casual rates are shown in brackets. Use our penalty rate calculator for accurate shift cost planning.
Weekend trade and where the cost sits
Salons trade hardest on Saturdays and Sundays — exactly when penalty rates are highest.
Saturday
133% of base (7am–6pm)
158% for casuals
Sunday
200% of base (10am–5pm ordinary)
225% for casuals
Public holiday
250% of base
All employees
Overtime
150% first 3 hours, then 200%
Casual 175% then 225%
Casual loading
+25% on the base rate
Applied before penalties
Weekend cost control
Because Saturday is 133% (casual 158%) and Sunday is 200% (casual 225%), weekend rosters drive most of your wage bill. Roster your most productive stylists to weekend peaks, keep ordinary hours inside the award span, and model each roster's cost with rostering software before you publish.
Apprentices, juniors and minimum engagements
Salons rely heavily on apprentices and juniors — getting their rates and minimum shifts right avoids costly errors.
Key rules for apprentices and juniors:
Common salon rostering mistakes
Avoid these costly errors that lead to compliance issues and underpayment claims.
Underpaying weekend penalties
Consequence: Underpayment claims and back-pay exposure on your busiest trading days
Solution: Apply Saturday at 133% (casual 158%) and Sunday at 200% (casual 225%), and automate it with award interpretation
Using the wrong classification level
Consequence: A qualified stylist paid as an assistant, or vice versa, leads to underpayment or inflated costs
Solution: Match each role to the Level 1–6 descriptors — a Cert III hairdresser is Level 3, the standard rate — and check the Hair and Beauty award rates
Missing the manager's allowance
Consequence: Underpayment when a team member is regularly placed in charge of the salon
Solution: Add the $55.96/week manager's allowance whenever an employee is put in charge of a salon
Junior and apprentice rate errors
Consequence: Over or underpaying trainees and juniors, and disputes when they progress
Solution: Pay juniors 50% under 17 and 75% at 17, apply the correct apprentice-year rate, and move apprentices to Level 3 on completion
Keeping long-term casuals on a fixed roster
Consequence: Casual conversion disputes and entitlement claims
Solution: Review regular casual arrangements and consider permanent conversion — see our casual conversion guide
Not updating rates each July
Consequence: Underpayment claims once the annual wage review takes effect
Solution: Refresh classification rates every 1 July and let rostering software apply the new figures
Advanced salon rostering strategies
Strategies for complex salon rostering scenarios and multi-service workforce optimization.
Peak-trade rostering
Salon demand concentrates around weekends and late-night trading. Roster to match appointment demand so you cover peaks without overstaffing quiet mid-week periods.
- Match demand: Build heavier weekend rosters around your busiest booking windows
- Weekend penalties: Weigh Saturday 133% and Sunday 200% costs against expected revenue per shift
- Minimum engagement: Avoid scheduling casual shifts shorter than the 3-hour minimum
Learn more: How to calculate overtime costs
Skills and service-based allocation
Match qualified team members to services based on skill and classification level. Different services need the right stylist, colourist, or therapist on every shift.
Example skill requirements by service:
- Cut & style: Qualified hairdressers (Level 3+)
- Colour & treatments: Experienced colourists and senior stylists
- Beauty & skin: Qualified beauty therapists
- Wash & front-of-house: Salon assistants and apprentices
Tip: Use rostering software with skills tagging so the right team member is assigned to each service and you avoid gaps in weekend coverage.
Casual and contingency planning
Last-minute absences and no-shows are common in salons. Build flexibility into rosters to cover gaps without pushing your team into unnecessary overtime.
- Casual pool: Maintain a pool of skilled casuals to cover peaks and unplanned absences
- Casual conversion: Review regular casuals for permanent conversion to reduce dispute risk
- Communication systems: Use instant notifications to fill open shifts and inform the team of changes quickly
Free salon rostering calculators
Essential calculators to help you manage salon staff costs, penalties, compliance, and weekend labour budgets.
Payroll cost calculator
FEATUREDCalculate total salon staff costs including super, weekend penalties, casual loading, and allowances for accurate budget planning.
Shift cost calculator
Estimate individual shift costs including weekend and public-holiday penalties for a stylist or beautician.
Labour cost percentage
Track labour costs as a percentage of salon revenue to protect your margins.
Penalty rate calculator
Calculate Saturday, Sunday, and public-holiday penalty costs for accurate salon payroll.
Break compliance checker
Ensure breaks and the 3-hour minimum engagement comply with the Hair and Beauty Award.
Roster cost forecast
Project labour costs for upcoming weeks and identify budget risks early.
View all 16 free rostering and payroll calculators including award misclassification, underpayment risk, and backpay exposure estimators.
Salon rostering software
How specialized rostering software simplifies salon workforce management, weekend planning, and award compliance.
Automatic award interpretation & compliance
Built-in Hair and Beauty Award interpretation applies Saturday, Sunday, and public-holiday penalties, the casual loading, the manager's allowance, and the correct overtime treatment.
Apprentice & qualification tracking
Track apprentice years, qualifications, and junior ages with reminders. Keep the right classification and rate on file so pay updates automatically as staff progress.
Weekend & appointment-led rostering
Plan weekend peaks from one platform, track hours by team member, and see which shifts are over or under staffed at a glance.
Accurate time capture & labour costing
Capture accurate clock-ins across shifts and see real-time wage costs including all weekend penalties, the casual loading, and allowances before you publish the roster.
Trusted by Australian salons
RosterElf helps hairdressing and beauty salons manage weekend-heavy rosters with support for Hair and Beauty Award compliance. Join 30,000+ Australian businesses rostering smarter.
Right to disconnect (New from August 2025)
From 26 August 2025, employees of small business employers have the right to disconnect - meaning they can refuse to monitor, read, or respond to contact from their employer outside of working hours unless the refusal is unreasonable. This applies to salon staff and should be considered when planning after-hours contact or roster changes.
Regulatory sources & compliance
This guide is aligned with official Australian workplace regulations for the hair and beauty industry.
Streamline salon rostering
RosterElf helps hairdressing and beauty salons manage weekend-heavy rosters, track apprentices and qualifications, and support your compliance efforts with the Hair and Beauty Award. Built for Australian businesses.
How RosterElf helps with salon rostering
Purpose-built tools to make salon rostering faster, easier, and compliant for Australian businesses.
Related guides & resources
Learn more about salon rostering and workforce compliance.
Hair & Beauty award rates guide
Current MA000005 pay rates, penalties, and allowances.
Calculate overtime costs
Work out overtime and penalty costs accurately.
Roster retail staff
Penalties, casuals, and peak-trade rostering for retail.
Roster hospitality staff
Weekend penalties, casual loading, and split shifts.
Common roles in hair salons
Download free job description templates for your hair salons team
Simplify your rostering today
Join thousands of Australian businesses using RosterElf to create compliant rosters, apply award interpretation, and manage weekend-heavy salon shifts. Built for Australian businesses.
Frequently asked questions
- Most hairdressing and beauty salon employees are covered by the Hair and Beauty Industry Award 2020 (MA000005). The award excludes general retailing (covered by the General Retail Industry Award) and the entertainment industry. Always confirm coverage before rostering — use our guide to finding the right award.
- The Hair and Beauty Award has six classification levels. A Level 1 salon assistant is $27.81/hr, a Level 3 qualified hairdresser or beautician holding a Certificate III is the standard rate at $29.45/hr, and a Level 6 diploma therapist or salon manager is $32.00/hr. Match each team member to the classification descriptors, not just their job title, and review the hair and beauty job descriptions when hiring.