Question 1

What is the difference between a cook and a chef?

Accepted Answer

In Australia, a cook typically refers to someone who prepares food under supervision, while a chef has formal qualifications (usually Certificate III or IV in Commercial Cookery) and may have supervisory responsibilities. Under the Restaurant Industry Award, cooks are classified at different levels (Cook Level 1, 2, 3, 4) based on experience and qualifications. A chef is typically classified at a higher level.

Question 2

What award covers cooks in Australia?

Accepted Answer

Most cook positions are covered by the Restaurant Industry Award 2020 (MA000119). Some venues may fall under the Hospitality Industry (General) Award or Registered and Licensed Clubs Award depending on the business type. Always check which award applies to your specific venue.

Question 3

What classification level should I use for a cook?

Accepted Answer

Under the Restaurant Industry Award, cooks are typically classified as Cook Level 1 or 2. Level 1 is for cooks with some relevant experience who work under supervision. Level 2 is for more experienced cooks or those with trade qualifications. Higher levels (3 and 4) are for cooks with advanced skills or supervisory duties. See our Restaurant Award pay rates guide for current rates.

Question 4

Do I need to include pay rates in a job description?

Accepted Answer

It's not legally required, but including indicative pay rates can attract more applicants and set clear expectations. You can reference the applicable award rate or use phrases like 'Award rates plus penalties' or 'Competitive hourly rate based on experience'. Check the current Restaurant Award rates for guidance.

Question 5

Do cooks need formal qualifications in Australia?

Accepted Answer

Formal qualifications are not legally required for all cook positions, but many employers prefer or require Certificate III in Commercial Cookery or equivalent. For entry-level cook positions, relevant experience may be sufficient. However, formal qualifications typically lead to higher classification levels and pay rates under the award. Some specialized cooking roles may require specific certifications.

Question 6

Is a food handling certificate mandatory for cooks?

Accepted Answer

Yes, in most states and territories, anyone who handles food as part of their job should complete food safety training. Many councils and health departments require food handlers to have a food safety supervisor certificate or equivalent. This ensures cooks understand safe food handling practices, hygiene standards, and contamination prevention.

Question 7

What qualifications should I require vs prefer for a cook position?

Accepted Answer

For most cook roles, mandatory requirements should include: food handling certificate, working rights in Australia, and availability for required shifts. Preferred qualifications typically include: Certificate III in Commercial Cookery, previous commercial kitchen experience, specific cuisine experience (e.g., Asian, Italian), and knife skills certification.

Question 8

Can I hire cooks without formal qualifications?

Accepted Answer

Yes, many hospitality businesses hire cooks without formal qualifications, particularly for entry-level positions. Cook Level 1 under the Restaurant Industry Award is designed for employees with some relevant experience who work under supervision. Focus on practical cooking skills, attitude, and willingness to learn. Many successful cooks gain experience first and complete formal qualifications later.

Question 9

Should I hire casual or permanent cooks?

Accepted Answer

This depends on your business needs. Casual cooks offer flexibility for variable demand but come with a 25% casual loading. Permanent staff provide consistency, better skill retention, and may have higher job satisfaction. Many venues use a mix — permanent cooks for core shifts and casuals for peak periods. See our guide on casual vs permanent employment trends.

Question 10

What penalty rates apply to cooks?

Accepted Answer

Under the Restaurant Industry Award, penalty rates apply for: Saturdays (varies by employment type), Sundays (premium rates), public holidays (premium rates), and overnight work. Casual employees receive a 25% loading instead of leave entitlements. Use award interpretation software to calculate rates accurately.

Question 11

How many hours can a cook work?

Accepted Answer

The Restaurant Industry Award requires a minimum engagement of 3 hours per shift for cooks. Full-time cooks work an average of 38 hours per week. Part-time and casual cooks can work flexible hours based on business needs. Employers should be mindful of fatigue management, particularly in hot kitchen environments, and ensure staff have adequate breaks.

Question 12

What should I include in a cook employment contract?

Accepted Answer

Key elements include: position title and classification level (e.g., Cook Level 1 or 2), employment type (casual/part-time/full-time), hourly rate or salary, applicable award, reporting structure, main duties, work location, required qualifications, and shift patterns. For casuals, include the casual loading percentage. Use our digital employment contracts to simplify this process.

Question 13

How far in advance must I provide rosters to cooks?

Accepted Answer

Under the Restaurant Industry Award, rosters must be provided at least 7 days in advance. Changes within this period require employee agreement unless due to unforeseen circumstances. Using rostering software helps ensure compliance and gives staff visibility of their upcoming shifts.

Question 14

Can I require cooks to work split shifts?

Accepted Answer

Yes, but split shifts are subject to specific rules. Under the Restaurant Industry Award, a split shift can have a break of up to 3 hours. The spread of hours (from start to finish including breaks) shouldn't exceed 12 hours. Additional allowances may apply. Check your applicable award for specific requirements.

Question 15

What breaks are cooks entitled to?

Accepted Answer

Under the Restaurant Industry Award, employees working more than 5 hours are entitled to an unpaid meal break of 30-60 minutes. Those working more than 10 hours get a second meal break. Breaks should be taken within 5 hours of starting work. Use break planning tools to ensure compliance.

Question 16

How do I manage cook availability for rostering?

Accepted Answer

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

Cook job description