Question 1

What is the difference between a sous chef and a head chef?

Accepted Answer

A sous chef is the second-in-command in a kitchen, working directly under the head chef. While the head chef has overall responsibility for kitchen operations, menu development and strategic decisions, the sous chef focuses on day-to-day operations, supervising line cooks, managing food prep and ensuring quality control. The sous chef typically steps in when the head chef is absent and may handle administrative tasks like ordering and staff scheduling.

Question 2

What award covers sous chefs in Australia?

Accepted Answer

Most sous chef positions are covered by the Restaurant Industry Award 2020 (MA000119). Under this award, qualified sous chefs are typically classified at higher levels (Level 4 or 5) based on their trade qualifications and supervisory responsibilities. Some venues may fall under the Hospitality Industry (General) Award depending on the business type.

Question 3

What classification level should I use for a sous chef?

Accepted Answer

Under the Restaurant Industry Award, sous chefs with trade qualifications (Certificate III or IV in Commercial Cookery) and supervisory duties are typically classified at Level 4 or Level 5. The specific level depends on their qualifications, experience and the scope of their supervisory responsibilities. See our Restaurant Award pay rates guide for current rates at each level.

Question 4

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

Accepted Answer

While not legally required, including indicative pay rates helps attract serious candidates and sets clear expectations. For sous chef positions, you can reference award rates or provide a salary range based on experience. Consider phrases like 'Competitive salary based on qualifications and experience' or '$60,000-$75,000 plus superannuation.' Check the current Restaurant Award rates for guidance.

Question 5

Is a trade qualification mandatory for sous chefs in Australia?

Accepted Answer

While not legally mandatory, a Certificate III or IV in Commercial Cookery (or equivalent) is highly preferred and often expected for sous chef positions. Having a trade qualification affects award classification and pay rates under the Restaurant Industry Award. Some employers may consider candidates with extensive practical experience in lieu of formal qualifications, but this is becoming less common in professional kitchens.

Question 6

What qualifications should I require vs prefer for a sous chef position?

Accepted Answer

For most sous chef roles, mandatory requirements should include: relevant trade qualification (Cert III/IV in Commercial Cookery), food safety supervisor certificate, several years of kitchen experience, and working rights in Australia. Preferred qualifications typically include: previous supervisory experience, specific cuisine expertise, first aid certification, and HACCP knowledge. Balance requirements to attract qualified candidates without being too restrictive.

Question 7

Do sous chefs need a food safety supervisor certificate?

Accepted Answer

Yes, in most states and territories, commercial kitchens must have at least one Food Safety Supervisor on duty during food preparation. Given their supervisory role, sous chefs are typically required to hold a Food Safety Supervisor certificate (not just a basic food handler certificate). This training covers HACCP principles, temperature control, contamination prevention and regulatory compliance.

Question 8

Can I hire a sous chef without supervisory experience?

Accepted Answer

While possible, it's not ideal. The sous chef role inherently involves supervising other kitchen staff, managing sections during service and making operational decisions. A chef de partie or senior line cook without supervisory experience may need mentoring and development to succeed in the role. Consider whether "senior chef" or "chef de partie" might be a more appropriate title if supervisory duties are limited.

Question 9

Should I hire a sous chef as permanent or casual?

Accepted Answer

Sous chef positions are almost always permanent (full-time or part-time) rather than casual. The role requires consistency, continuity and someone who can build relationships with suppliers, understand kitchen systems and develop the team. Permanent employment also reflects the seniority and responsibility of the position. See our guide on casual vs permanent employment trends.

Question 10

What penalty rates apply to sous chefs?

Accepted Answer

Under the Restaurant Industry Award, permanent full-time and part-time sous chefs receive penalty rates for: Saturdays (varies by employment type), Sundays (premium rates), public holidays (premium rates), and overtime. Salary arrangements above the high income threshold may exclude penalty rates. Use award interpretation software to calculate rates accurately based on employment type and classification.

Question 11

How many hours should a sous chef work per week?

Accepted Answer

Full-time sous chefs typically work 38 hours per week as per the award, though the demanding nature of kitchen operations often involves additional hours. Split shifts and variable start/finish times are common to cover prep and service periods. Clearly specify expected hours, shift patterns and overtime arrangements in the employment contract. Consider work-life balance when setting schedules to support retention.

Question 12

What should I include in a sous chef employment contract?

Accepted Answer

Key elements include: position title and classification level (Level 4/5), employment type (full-time/part-time), annual salary or hourly rate, applicable award, reporting structure, key responsibilities (including supervisory duties), work location, required qualifications, probation period, leave entitlements, and termination notice periods. Use our digital employment contracts to simplify this process.

Question 13

How should I roster a sous chef?

Accepted Answer

Sous chefs typically work a combination of prep shifts (starting early morning) and service shifts (extending into evening). Consider rostering them across different days to provide consistent kitchen leadership throughout the week. When the head chef has days off, the sous chef should be rostered. Use rostering software to plan coverage and support compliance with award requirements for breaks and maximum hours.

Question 14

How far in advance must I provide rosters to sous chefs?

Accepted Answer

Under the Restaurant Industry Award, rosters must be provided at least 7 days in advance for permanent employees. Changes within this period require employee agreement unless due to unforeseen circumstances. Given their supervisory role, involving the sous chef in roster planning can improve outcomes. Using rostering software helps support compliance and gives visibility of upcoming shifts.

Question 15

What breaks are sous chefs 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, typically taken between prep and service. Those working more than 10 hours get a second meal break. The reality of kitchen operations can make breaks challenging during busy periods, but compliance is essential. Use break planning tools to ensure proper scheduling.

Question 16

Can sous chefs work split shifts?

Accepted Answer

Yes, split shifts are common for sous chefs — arriving early for prep, having a break mid-afternoon, then returning for dinner service. Under the Restaurant Industry Award, split shifts can have breaks up to 3 hours, and the total spread of hours (start to finish including breaks) shouldn't exceed 12 hours. Additional allowances may apply. Clearly communicate split shift expectations during recruitment.

Sous chef job description