Pharmacist job description

A pharmacist must hold an approved Bachelor or Master of Pharmacy degree, complete a supervised intern year and pass the registration exams, and hold current general registration with the Pharmacy Board of Australia via AHPRA. Additional accreditation (such as immunisation training) is required to deliver specific clinical services like vaccinations.

Yes. Every practising pharmacist must hold current general registration with the Pharmacy Board of Australia through AHPRA. Verify a candidate’s registration before they start and track the renewal date. Use HR software to store registration details and receive expiry reminders so no one is rostered with a lapsed registration.

Mandatory requirements are an approved pharmacy degree, current AHPRA registration and working rights in Australia. Preferred qualifications include immunisation accreditation, first aid and CPR, and previous community pharmacy experience. New graduates can be excellent hires, so avoid over-specifying experience unless the role genuinely requires it.

Yes. Many pharmacies hire pharmacists straight after they complete their intern year and gain general registration. Focus on registration status, communication skills and clinical judgement, and provide structured induction. Pair a new pharmacist with an experienced colleague for the first weeks where possible.

This depends on your workload. Casual pharmacists offer flexibility for peak trading and leave cover but attract a 25% casual loading under the Pharmacy Award. Permanent part-time or full-time pharmacists provide continuity of care and stronger retention. Many pharmacies use a mix — permanent pharmacists for core hours and casuals for weekends and relief.

Under the Pharmacy Award (MA000012), for full-time and part-time staff: evening (Mon–Fri 7pm–9pm) and Saturday (8am–6pm) are paid at 125%, Sunday (7am–9pm) at 150% and public holidays at 225% of the ordinary rate. Casual rates are higher again because the loading is added to the penalty. Overtime is generally 150% for the first three hours then 200%. Use award interpretation software to calculate rates accurately.

The Pharmacy Award sets penalties by time of day as well as day of week, with narrower morning and late-evening bands attracting higher rates. Because a pharmacist’s shift may span several bands, manual calculation is error-prone. Recording exact start and finish times with time and attendance and applying award interpretation keeps pay accurate.

Key elements include: position title and classification level, employment type, hourly rate, applicable award, AHPRA registration requirement, reporting structure, main duties and any clinical-service accreditations. For casuals, include the 25% casual loading. Use our digital employment contracts to simplify this process.

Every hour the dispensary is open needs a registered pharmacist on site. Build reusable roster templates for weekday, weekend and public-holiday trading, and use rostering software to flag any gap in pharmacist coverage before the roster is published. This avoids the compliance risk of trading without a pharmacist.

Award and agreement rules vary, so confirm the notice period that applies to your business. As a general practice, providing rosters at least 7 days in advance gives pharmacists visibility of their shifts. Using rostering software helps ensure compliance and reduces last-minute changes.

Use HR software to store each pharmacist’s AHPRA registration and renewal date and receive expiry reminders. Linking this to your rostering means you can avoid scheduling a pharmacist whose registration has lapsed, protecting both patients and your compliance.

Break entitlements are set by the applicable award or agreement and generally include a meal break for longer shifts. Because a sole pharmacist may need cover to take a break, plan overlap or relief into the roster. Use time and attendance tools to record breaks accurately and support compliance.