Hairdresser job description

A fully qualified hairdresser needs a Certificate III in Hairdressing, which is the nationally recognised qualification required for a Level 3 classification under MA000005. Candidates also need working rights in Australia. A Certificate IV in Hairdressing is advantageous for senior stylist or management roles.

Yes. Apprentices work toward their Certificate III in Hairdressing while employed and are paid at the apprentice rates set out in the Hair and Beauty Industry Award. Apprenticeships are a common way for salons to build their team and develop qualified stylists over time.

For a qualified hairdresser role, mandatory requirements should include a Certificate III in Hairdressing and working rights in Australia. Preferred qualifications typically include a Certificate IV, demonstrated colour and treatment experience, retail or sales experience and first aid certification. Match the requirements to the classification level you are hiring for.

There is no separate chemical licence for hairdressers, but training in the safe handling of dyes and treatments is covered within the Certificate III in Hairdressing. Salons must still follow work health and safety obligations, provide personal protective equipment such as gloves and maintain safety data sheets for the products they use.

This depends on your business needs. Casual hairdressers offer flexibility and suit variable demand, but come with a 25% casual loading — a Level 3 casual is paid $36.81 per hour under MA000005. Permanent part-time staff provide consistency and may have higher retention. Many salons use a mix of permanent staff for core shifts and casuals for peak periods.

Under the Hair and Beauty Industry Award, Saturday work is paid at 133% (158% for casuals), Sunday at 200% (225% for casuals) and public holidays at 250%. Overtime is paid at 150% for the first hours and 200% thereafter. Use award interpretation software to calculate these rates accurately.

Key elements include: position title and classification level, employment type (casual, part-time or full-time), hourly rate, the applicable award (MA000005), reporting structure, main duties, work location and required qualifications. For casuals, include the casual loading percentage. Use our digital employment contracts to simplify this process.

Because salons trade heavily on weekends, penalty rates significantly affect labour cost — Saturday is 133% and Sunday is 200% of the base rate under MA000005, and higher again for casuals. Model the true cost of each shift with the shift cost calculator and the overtime and penalty rate calculator before finalising your roster.

Match stylist availability to your busiest appointment times, balance qualified stylists with apprentices and keep an eye on weekend penalty costs. Our guide to rostering hairdressing staff walks through the process, and rostering software helps you build compliant rosters in minutes.

Providing rosters at least 7 days in advance is good practice and gives staff visibility of their upcoming shifts. Check the notice and change provisions in the Hair and Beauty Industry Award for your situation. Using rostering software helps you publish rosters early and manage changes.

Meal and rest break entitlements are set out in the Hair and Beauty Industry Award and generally depend on shift length, with an unpaid meal break for longer shifts. Confirm the specific provisions for your roster and use time and attendance tracking to ensure breaks are recorded and taken.

Collect availability preferences during onboarding and update them regularly. Use staff availability management to track when each stylist can work, then set clear policies about minimum availability and how to request changes. This simplifies roster creation and reduces last-minute gaps.