Nail technician job description

The standard qualification is a Certificate II in Nail Technology, a nationally recognised course covering manicures, pedicures, enhancements and hygiene. This qualification aligns with Level 2 under the Hair and Beauty Industry Award. Candidates also need working rights in Australia.

Mandatory requirements typically include a Certificate II in Nail Technology and working rights in Australia. Preferred qualifications include previous salon experience, additional infection-control training, first aid certification and specialist skills such as advanced nail art or SNS application. Avoid over-qualifying entry-level roles as it limits your candidate pool.

Some salons hire trainees or apprentices and support them to complete a Certificate II in Nail Technology on the job. Without the qualification, an employee is generally classified at a lower level under the award. Consider offering training or apprenticeship pathways to build skills while remaining compliant.

Infection control is not always a separate legal requirement, but strict hygiene and sterilisation practices are essential and often covered within nail technology training. Some states and local councils have skin-penetration or infection-control requirements. Having staff with dedicated infection-control training reduces risk and demonstrates due diligence.

This depends on your business needs. Casual nail technicians offer flexibility and suit variable demand, but attract a 25% casual loading. Permanent part-time staff provide consistency and may have higher retention. Many salons use a mix — permanent staff for core trade and casuals for peak periods.

Under MA000005, permanent staff receive 133% on Saturdays, 200% on Sundays and 250% on public holidays. Casual employees receive 158% on Saturdays and 225% on Sundays. Overtime is generally paid at 150% for the first overtime hours and 200% thereafter. Use award interpretation software to calculate rates accurately.

Casual nail technicians receive a 25% casual loading on top of the ordinary award rate, paid instead of leave entitlements such as annual and personal leave. For FY2026/27, ordinary rates under MA000005 range from around $27.81 (Level 1) to $32.00 (Level 6) before the casual loading is applied.

Key elements include: position title and classification level, employment type (casual/part-time/full-time), hourly rate or salary, applicable award, 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.

Providing rosters well in advance helps staff plan and reduces last-minute gaps. Check the notice and change requirements under the Hair and Beauty Industry Award for your business. Using rostering software helps ensure compliance and gives staff visibility of their upcoming shifts.

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

Weekend penalty rates under MA000005 (133% Saturday, 200% Sunday) can significantly affect margins. Estimate costs before you publish rosters using the overtime and penalty rate calculator and the shift cost calculator, then balance your mix of permanent and casual staff accordingly.

Yes. Even small salons benefit from rostering software to manage appointments, track hours with time and attendance and apply award rates automatically. It reduces admin, improves accuracy and helps you stay compliant with the Hair and Beauty Industry Award.