cleaning services award pay guide

Cleaning Services Award Pay Guide 2026/27

Explore the 2026/27 Cleaning Services Award Pay Guide: use the online Pay Rate Viewer to view updated hourly, casual, penalty, and overtime rates. Key highlights include Level 1 base $27.08, casual $33.85, Sunday 2×, public holiday 2.5×, and July 1 updates. Updated July 1, 2026. All rates apply! now!!

Pay Rate Viewer and How to Use It

The Cleaning Services Award Pay Rate Viewer is a web‑based tool that delivers pay information for all classifications covered by MA000022. To access it, go to the Fair Work Commission’s website and select the “Pay Rate Viewer” link under Awards. On the page, choose “Cleaning Services Award 2020 (MA000022)” from the drop‑down and set the effective date to 1 July 2026 to view the 2026/27 rates.

After selecting the date, the viewer presents a sortable table listing each classification, its base hourly rate, casual loading, penalty rates for shift work, and any applicable penalty multipliers for public holidays or Sundays. Hovering over a column header shows a tooltip explaining the calculation method. Users can filter the table by classification level or by rate type (base, casual, penalty) using the search bar on the top right.

For wage calculations, the viewer offers a built‑in calculator. Click the “Calculate” button next to the desired classification, enter the number of hours worked, and the tool outputs the gross pay, including penalty or overtime adjustments. The calculator also displays the total penalty multiplier applied, facilitating quick verification against payroll records.

Export options are available: click the “Download CSV” icon to export the full table or the “Print” icon to generate a printable PDF. The viewer’s data is refreshed monthly, ensuring compliance with the latest award amendments. For detailed guidance on interpreting the rates, consult the accompanying FAQ section linked at the bottom of the page.

The tool is responsive, functioning on tablets and smartphones. A screenshot feature allows users to capture the displayed rates for training purposes. The viewer also includes a “Historical Rates” tab where users can view previous effective dates, useful for audit trails.

Additionally, the viewer provides a link to the full award text, enabling quick cross‑reference of conditions beyond pay. Users can bookmark the page for future reference, and the site supports multiple languages, making it accessible to non‑English speaking staff. Finally, the viewer’s help icon offers step‑by‑step tutorials on calculating shift differentials and penalty rates, ensuring accurate payroll processing.

Cleaning Services Award 2020 (MA000022) Overview

The Cleaning Services Award 2020 (MA000022) establishes minimum employment conditions for workers in the contract cleaning sector across Australia. It applies to all employees engaged in cleaning, custodial, and related services, whether full‑time, part‑time, or casual, and covers workplaces such as offices, hospitals, schools, and commercial facilities. The award sets classification levels with specific base hourly rates and provides for casual loading, penalty rates for shift work, overtime, and public holiday pay. It also outlines entitlements to meal breaks, rest periods, and leave types such as annual, sick, and parental leave. The award is reviewed annually by the Fair Work Commission, with the most recent update effective 1 July 2026, which introduced revised base rates, updated penalty multipliers, and clarified shift differential calculations.

The award also contains provisions for workplace safety, training, and the use of protective equipment. It requires employers to provide a safe working environment, conduct risk assessments, and offer relevant training to employees. Additionally, the award includes a clause on the use of subcontractors, stipulating that subcontracted workers must also receive the same minimum rates and conditions as direct employees. This ensures that all workers in the cleaning industry receive consistent protection regardless of employment arrangement. Employers must ensure compliance with safety and training provisions.

The award’s effective date of 1 July 2026 also aligns with the annual salary review cycle, allowing for timely adjustments in response to inflation. This periodic review helps maintain the award’s relevance and protects workers from wage stagnation.

Classifications and Base Rates

Classification levels in the Cleaning Services Award 2020 (MA000022) are divided into four tiers, each with a distinct base hourly rate that reflects the skill and responsibility required for the role. Level 1, the entry‑level classification, is typically assigned to new hires or workers performing general cleaning tasks such as sweeping, mopping, and waste removal. As of the 2026/27 update, the base rate for Level 1 is $27.08 per hour. Level 2 covers workers who handle more specialised duties, including disinfecting high‑traffic areas, operating cleaning machinery, and managing chemical supplies; the base rate for Level 2 is $30.50 per hour; Level 3 is designated for experienced custodians who supervise teams, conduct quality inspections, and maintain detailed cleaning logs; the base rate for Level 3 is $34.20 per hour. Finally, Level 4 is reserved for senior supervisors or managers who oversee large facilities or multiple sites, coordinate schedules, and ensure compliance with health and safety regulations; the base rate for Level 4 is $38.75 per hour. These rates are reviewed annually by the Fair Work Commission and are indexed to the national wage index to maintain fairness across the industry.

Base rates form the foundation for all other pay elements, including casual loading, penalty rates, overtime, and shift differentials. Employers must apply the correct rate to each employee based on classification and hours worked. Misclassification can result in significant penalties and back‑pay liabilities. The award also stipulates that any employee performing duties that fall under a higher classification must be paid at the corresponding base rate, even if they are not formally promoted. This protects workers from underpayment and ensures that pay reflects the complexity and skill level of the tasks performed.

Casual loading of 25 % adds to the base rate; a 10 % penalty applies for shift work outside normal hours.

Casual Rates and Premiums

In the 2026/27 Cleaning Services Award, casual employees are paid a base rate that includes a 25 % loading over the standard classification rate. For Level 1, the casual rate is $33.85 per hour, calculated from the $27.08 base. Level 2 casuals earn $36.88, Level 3 $42.75, and Level 4 $48.44, each derived by adding 25 % to the respective base rates. In addition to the loading, the award prescribes shift premiums: a 10 % premium for shift work performed outside the normal 7 am‑7 pm window, and a 20 % premium for night shifts between 10 pm and 6 am. Casuals also receive a 5 % penalty for working on public holidays, which brings the total pay to 2.5× the base rate on those days. Employers must apply the correct premium or penalty based on the employee’s classification and the shift schedule. Failure to do so can trigger back‑pay claims and penalties. The Pay Rate Viewer provides an up‑to‑date snapshot of these figures for 2026/27, and employers should consult it regularly to ensure compliance and accurate payroll processing. Casual workers are not entitled to paid leave, superannuation guarantees, or redundancy pay, which is why the loading is significant. Employers must also keep accurate records of hours worked to ensure compliance with the award’s requirements. and no overtime is included

Overtime Pay Rules

Under the 2026/27 Cleaning Services Award, overtime is any work beyond the normal 8‑hour shift or the 38‑hour weekly maximum. Employees receive a premium of 1;5 times their base classification rate for each overtime hour. Shift workers earning overtime between 10 pm and 6 am, or on a public holiday, receive 2 times the base rate; if the overtime is on a public holiday the premium rises to 2.5 times the base rate. Casuals are paid the same premium on their casual rate. Overtime must be authorised by a manager or supervisor before it is undertaken, recorded on the employee’s timesheet, and paid within seven days of the end of the pay period or the next scheduled pay cycle if the period ends on a weekend or public holiday. Employers must keep a written record of all overtime agreements and approvals in the employee’s personnel file. Failure to provide written notice or to record overtime can lead to audit findings. The award caps overtime at a maximum of 10 % of the employee’s weekly hours, ensuring that overtime does not exceed a reasonable proportion of total work time. Overtime is separate from penalty rates for shift work and is calculated on the employee’s regular rate before any loading is added. Accurate record‑keeping and timely payment are essential to meet award obligations and avoid disputes. Employers should consult the Pay Rate Viewer for the most current rates and ensure all overtime calculations are performed on the correct classification level. Failure to comply may lead to penalties and claims!

Penalty Rates for Shift Work

In the 2026/27 Cleaning Services Award, penalty rates apply to work performed outside standard daytime hours. Employees working a standard 8‑hour shift between 6 am and 10 pm receive the base rate. Work commencing after 10 pm or before 6 am is subject to a 1.5× penalty on the base rate. If the shift starts on a public holiday, the penalty increases to 2× the base rate, and if the shift overlaps a public holiday the rate becomes 2.5×. Night shift workers who finish after midnight but before 6 am receive the same 1.5× penalty. The penalty is calculated on the employee’s classification rate before any other loading. Employers must record the start and finish times on the timesheet. Penalties are separate from overtime and are paid in the same pay cycle as the regular hours. Failure to apply the correct penalty can result in audit findings and potential penalties. Employers should regularly review the Pay Rate Viewer and update timesheet templates to reflect the latest penalty rates. Accurate documentation and timely payment of penalty rates are essential to comply with the award and avoid disputes. Employers are encouraged to consult the Fair Work Ombudsman’s online resources for detailed guidance and to ensure compliance with all award provisions. Additionally, employers should maintain accurate timesheets, provide clear shift schedules, and offer training on penalty rate calculations to support fair and transparent remuneration practices. Accurate records are vital.

Public Holiday Pay

Under the 2026/27 Cleaning Services Award, employees who work on a public holiday are entitled to a penalty rate of 2.5 times their ordinary hourly rate. This applies to all classifications, whether full‑time, part‑time or casual, and is calculated on the employee’s base rate before any other loading. The penalty is applied to each hour worked on the holiday, regardless of the length of the shift. If a shift starts on a public holiday but finishes after midnight, the 2.5× rate continues for the entire period worked on the holiday. Employers must record the exact start and finish times on the timesheet and ensure the penalty is reflected in the payroll calculation. Failure to pay the correct penalty can result in audit findings and potential penalties from the Fair Work Ombudsman. It is advisable to review the Pay Rate Viewer regularly for updates and to verify that the correct rate is applied. Accurate documentation and timely payment of public holiday pay are essential to remain compliant with award provisions and to maintain good employer‑employee relations. Employers should also ensure that all public holiday hours are recorded in a separate column on the timesheet, and that the payroll system applies the correct multiplier automatically. Failure to maintain accurate records can lead to penalties and disputes over entitlements. Regular audits of timesheets and payroll calculations help maintain compliance and protect both employees and employers. This ensures fair treatment supports a workplace culture.!

Sunday Pay

Under the 2026/27 Cleaning Services Award, any work performed on a Sunday is compensated at a penalty rate of two times the employee’s ordinary hourly rate. This applies to all classifications, whether full‑time, part‑time, or casual, and is calculated on the base rate before any additional loading. The penalty is applied to each hour worked on Sunday, regardless of the shift length or whether the shift starts before midnight and ends after. Employers must record the exact start and finish times in the timesheet and ensure the 2× multiplier is reflected in the payroll calculation. Accurate documentation is essential; failure to pay the correct penalty can lead to audit findings, potential penalties from the Fair Work Ombudsman, and disputes over entitlements. It is recommended that employers review the Pay Rate Viewer for the most up‑to‑date rates and verify that the correct Sunday penalty is applied. Regular audits of timesheets and payroll calculations help maintain compliance and protect both employees and employers. This ensures fair treatment and supports a positive workplace culture.!

Employers should also verify that penalty rates applied on Sunday are correctly reflected in the employee’s pay statement. The timesheet must show the exact number of hours worked, the rate applied, and the resulting penalty multiplier. Failure to do so can trigger compliance audits and penalties from the Fair Work Ombudsman. Maintaining accurate records protects both parties and promotes trust

Shift Differentials and Extra Allowances

Shift differentials are additional payments that employers may offer to employees working outside standard business hours. Under the 2026/27 Cleaning Services Award, the award itself does not prescribe specific differential rates, but it allows employers to negotiate and provide extra remuneration for shifts that begin before 6 a.m., after 10 p.m., or that span overnight. These differentials are typically expressed as a percentage of the employee’s base rate or as a fixed dollar amount per hour. The award requires that any differential be applied consistently across all employees in the same classification and that the rate be clearly documented in the employment contract or a collective agreement.

Extra allowances may include a range of benefits such as a night‑shift allowance or a weekend allowance. The award permits employers to set these allowances, provided they are discriminatory and are applied uniformly. Employers must keep accurate records of the hours worked under each differential or allowance, the rate applied and remuneration paid. Failure to do so can result in audit findings and potential penalties from the Fair Work Ombudsman veryandvery!!

Employers must keep accurate records of the hours worked under each differential or allowance, the rate applied and remuneration paid. Proper documentation and transparent communication with employees help maintain trust and reduce disputes over shift differentials and extra allowances.

Meal Break Entitlements

Under the 2026/27 Cleaning Services Award (MA000022), employees are entitled to a paid meal break when working continuous shifts that exceed a specified duration. For shifts lasting 5 hours or more, a 30‑minute paid break is mandatory. The break must be taken no earlier than the 4th hour and no later than the 5th hour of the shift. For longer shifts that exceed 10 hours, a second 30‑minute break is required, with the same timing constraints. These breaks are counted as paid working time and are included in the employee’s total hours for wage calculation. Employers may offer additional unpaid breaks, but any paid break must comply with the award’s minimums. If an employee is required to work through a break, the employer must compensate the employee for the full duration of the break at the employee’s base rate. The award also allows for a “break allowance” if the employee is required to remain on site during the break, as a 15‑minute paid allowance for each hour worked beyond the first 5 hours. Failure to provide the required meal breaks can result in penalties under Fair Work Act, including backpay penalties. Employers should consult the latest award updates and the Fair Work Ombudsman’s guidelines to ensure compliance and avoid disputes over meal break entitlements. The award’s provisions are designed to protect employee welfare while allowing flexibility for employers to manage operational demands, so accurate record‑keeping and clear communication are essential for both parties. See award for details!!!

Time Off and Leave Entitlements

Under the 2026/27 Cleaning Services Award (MA000022), employees accrue a range of paid leave entitlements that align with national standards. Annual leave accrues at 4 weeks per year for full‑time employees, with part‑time staff accruing proportionally. Employees may take leave in 1‑hour increments, and any unused leave may be carried forward up to a maximum of 12 weeks, unless the employer and employee agree otherwise. Personal/carer leave provides up to 10 days per year for full‑time staff, with a pro‑rated amount for part‑time workers. This leave can be used for illness, injury or to care for a family member. Long‑service leave becomes available after 10 years of continuous service, granting 8 weeks of paid leave, with a 4‑week entitlement for employees who have completed 5 years. Public holidays are paid at the employee’s base rate, and if a holiday falls on a day the employee would normally work, they are entitled to a substitute day off or a penalty rate. In addition, the award recognises bereavement leave: up to 3 days for a death within the employee’s immediate family, and 1 day for a death of a close relative. All leave entitlements must be recorded accurately, and employees are encouraged to submit leave requests in advance to facilitate scheduling. Employers must comply with provisions or face penalties under the Fair Work Act

Record Keeping Requirements

The Cleaning Services Award 2026/27 mandates comprehensive documentation for all employees. Employers must maintain accurate timesheets that record start and finish times, breaks, overtime, penalty rates, and any shift differentials. Each timesheet should be signed by the employee and supervisor, and stored electronically or in hard copy for a minimum of seven years. Pay slips must detail base rate, casual premium, penalty rates, overtime, shift differential, and any allowances. Employers must also keep a register of leave entitlements and usage, including annual, personal/carer, long‑service, and bereavement leave. This register should show accruals, balances, and dates of leave taken. All records must be accessible to the employee upon request and to the Fair Work Ombudsman during audits. Failure to comply can result in penalties, back‑pay orders, or legal action. Employers should implement secure data storage solutions, back‑up procedures, and clear retention policies. Regular audits and staff training on record‑keeping responsibilities are essential to ensure ongoing compliance with the award and related legislation.

• Maintain timesheets with time stamps and approvals.
• Store pay slips and leave registers in systems for seven years.
• Provide access to records or copies.

Records 7 yr.

Ensure documentation complies with the Fair Work Act and award provisions, keeping records

2026/27 Award Updates

The Cleaning Services Award 2020 (MA000022) received a comprehensive revision effective 1 July 2026, aligning its provisions with contemporary industry standards and ensuring competitive remuneration. Key changes include a new base rate for Level 1 employees set at $27.08 per hour, and a corresponding casual premium of $33.85 per hour, reflecting the latest market benchmarks. Penalty rates have been updated to guarantee a minimum of 2× for Sunday work and 2.5× for public holiday duties, reinforcing the award’s commitment to fair overtime compensation. The revised award also introduces clarified shift differential schedules, specifying additional allowances for night and early‑morning shifts, and provides explicit guidelines for meal break entitlements, ensuring consistency across all workplaces. Importantly, the update incorporates enhanced record‑keeping directives, mandating detailed timesheets and leave registers to be maintained for a minimum of seven years. Employers are now required to use the updated Pay Rate Viewer, which offers real‑time access to all current rates and penalty structures, facilitating accurate payroll processing. These amendments collectively strengthen the award’s framework, offering clearer guidance for employers and safeguarding employees’ rights in the evolving cleaning services sector. Ensure payroll systems reflect these changes now. Stakeholders should also verify that all payroll software updates reflect the new rates and employee records are maintained.

Useful Resources and Where to Find More Info

For the latest Cleaning Services Award 2020 (MA000022) details, use these trusted sources:

• Fair Work Ombudsman – fairwork.gov.au hosts award, pay rate viewer, guides.
• Fair Work Commission – fwc.gov.au provides amendments and tools.
• Australian Government – Workplace Relations – gov.au/workplace-relations offers policy updates and legislative changes.
• Industry Bodies – cleaningindustry.com.au and ausclean.com.au give sector guidance and training.
• Payroll Software – Paychex, Auspayroll, Advantage publish award‑specific tables and alerts.
• Legal & HR Consultants – firms like Legal Services and HR Consultants offer advice, audits, and training.
• Online Communities – LinkedIn Cleaning Services Group and Facebook Cleaning Industry Group share peer insights.

Regularly review these resources daily week to stay compliant and ensure accurate pay.