How to roster hospitality staff
A complete guide to rostering hospitality staff in Australia, including Hospitality Award compliance, split shift rules, penalty rates, and strategies for cafes, restaurants, and bars.
Written by
Georgia Morgan
General information only – not legal advice
This guide provides general information about rostering under the Hospitality Award. 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.
Hospitality penalty rates
Key penalty rates under the Hospitality Award for rostering calculations.
| Period | Full-time/Part-time | Casual | Notes |
|---|---|---|---|
| Monday-Friday (ordinary) | 100% | 125% | Base rate |
| Saturday | 125% | 150% | All hours |
| Sunday | 150% | 175% | All hours |
| Public Holiday | 225% | 250% | + day in lieu for FT |
| Late night (after 10pm Mon-Fri) | +10% | +10% | Loading on base |
| Late night (after midnight Sat) | +15% | +15% | Loading on base |
6 steps to hospitality staff rostering
Follow these steps to create compliant and effective hospitality rosters.
Map your service periods and peak times
Identify when you need staff based on your trading hours and customer flow.
Key considerations:
- Breakfast service: 6am-10am
- Lunch service: 11am-3pm
- Dinner service: 5pm-10pm
- Late night: After 10pm (attracts penalties)
Understand split shift rules
Know when split shifts can be used and the allowances that apply.
Key considerations:
- Maximum spread of hours: 12 hours
- Split shift allowance must be paid
- Each work period needs minimum engagement
- Document employee agreement for split shifts
Plan around break requirements
Ensure meal breaks and rest periods comply with the award.
Key considerations:
- Unpaid meal break: 30-60 min after 5 hours
- Paid rest break: 10 min per 4 hours worked
- Breaks can be staggered during service periods
- Document when breaks were taken for compliance
Apply penalty rates correctly
Calculate correct rates for evening, weekend, and public holiday work.
Key considerations:
- Saturday: 125% (full-time/part-time)
- Sunday: 150% (full-time/part-time)
- Public holidays: 225% + day in lieu option
- Late night (after 10pm): Additional 10%
Manage consecutive day limits
Ensure rosters comply with maximum consecutive days and recovery time.
Key considerations:
- Maximum 10 consecutive days without day off
- Maximum 20 days work in 4-week period
- 48-hour break after 3+ consecutive days of 10+ hours
- Maximum 8 days of 10+ hours in 4-week cycle
Build flexibility for variable demand
Create systems to handle fluctuating covers and seasonal changes.
Key considerations:
- Maintain a reliable casual pool
- Use availability management for shift offers
- Cross-train FOH and BOH where possible
- Plan for seasonal peaks (Christmas, Easter, events)
Streamline hospitality rostering
RosterElf helps hospitality businesses manage variable demand, casual staff, and award compliance. Built for Australian small businesses.
Common hospitality shift patterns
Typical shift structures for cafes, restaurants, and bars.
Morning/Breakfast
6:00am - 2:00pm
Suitable for: Full-time, part-time
Focus: Breakfast service, prep, early lunch
Mid/Lunch
10:00am - 6:00pm
Suitable for: Full-time, part-time
Focus: Lunch service, afternoon prep
Evening/Dinner
4:00pm - 12:00am
Suitable for: Full-time, part-time, casual
Focus: Dinner service, late trading
Split shift
10am-2pm + 5pm-10pm
Suitable for: Agreement required
Focus: Covers both lunch and dinner service
Weekend casual
Varies (min 3 hours)
Suitable for: Casual only
Focus: Peak period coverage
Hospitality rostering tips
Strategies for effective and compliant hospitality rostering.
Forecast from bookings
Use reservation data to predict staffing needs and avoid over/under rostering.
Build master rosters
Create template rosters for typical weeks that meet award requirements.
Stagger start times
Use varied start times to match staffing to customer flow throughout the day.
Track penalty costs
Monitor weekend and public holiday labour costs to inform pricing and scheduling.
Cross-train staff
Train FOH staff on multiple positions to increase flexibility.
Use shift swapping
Enable staff to swap shifts with manager approval to reduce callouts.
Common hospitality rostering mistakes
Avoid these costly errors in hospitality staff rostering.
Not paying split shift allowance
Consequence: Underpayment claim and potential wage theft prosecution
Solution: Always pay the split shift allowance when shifts are broken with unpaid gaps
Exceeding 12-hour spread for split shifts
Consequence: Time beyond 12 hours becomes overtime at double time
Solution: Track shift spread and ensure it stays within 12 hours total
Ignoring consecutive day limits
Consequence: Employee fatigue, safety risks, and award breach
Solution: Build roster templates that automatically respect the 10-day limit
Missing late night loadings
Consequence: Underpayment for evening and overnight workers
Solution: Apply 10% loading after 10pm weekdays, 15% after midnight Saturday
Insufficient break time during service
Consequence: Break compliance issues and fatigued staff
Solution: Stagger breaks to maintain service while ensuring everyone gets breaks
Frequently asked questions
- A split shift is when an employee's work day is divided into two or more separate periods with an unpaid break of more than one hour between them. For example, working 10am-2pm, then returning 5pm-10pm. The total span cannot exceed 12 hours, and a split shift allowance must be paid.
- The split shift allowance is an additional payment required when an employee works a split shift. The amount is specified in the Hospitality Award and compensates for the inconvenience of working across an extended span with a significant unpaid break. Check the current award rates.
- Any time worked beyond a 12-hour spread must be paid at overtime rates (double time). The 12-hour limit includes all working time and the unpaid break. If an employee starts at 10am, they cannot work past 10pm without overtime applying.
- Employees can decline to work split shifts unless it is a regular pattern of work agreed in writing for part-time employees, or the employee has agreed to work split shifts. For new rosters, proper consultation is required before implementing split shifts.
Regulatory sources
This guide is aligned with official Australian workplace regulations.
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