Working on Sundays represents a significant social sacrifice, preventing employees from participating in family gatherings, weekend sports, and community life. To reflect this, the Australian workplace relations system mandates that employers pay a premium wage for Sunday shifts.
This guide focuses specifically on Sunday penalty rates, detailing how they are calculated, who is eligible, how they apply across different industries, and how they compare to Saturday and public holiday rates under the Fair Work Ombudsman’s guidelines.
What Are Sunday Penalty Rates?
Sunday penalty rates are higher pay rates that employees receive for working ordinary rostered hours on Sundays. In the Australian system, Sunday is treated as a premium weekend day, attracting higher compensation than Saturday work due to its historical and cultural significance as a day of rest.
Under the Fair Work Act 2009, these rates are legally binding minimums. They are outlined within the specific Modern Awards and Enterprise Agreements that govern each industry. Rather than a flat dollar-amount allowance, Sunday loading is paid as a percentage-based multiplier on top of the employee’s base rate of pay.
For example, if an employee has a base hourly rate of $28.00 and works on a Sunday under an award that mandates a 150% penalty rate, their wage for those hours increases to $42.00 per hour.
Who Receives Sunday Penalty Rates?
Your eligibility for Sunday penalties depends on your award and employment category:
- Full-Time Employees: Entitled to receive Sunday penalty rates for ordinary rostered hours worked on Sundays.
- Part-Time Employees: Eligible for Sunday penalty rates on the same basis as full-time workers, calculated on a pro-rata basis for hours worked.
- Casual Employees: Eligible for Sunday rates. Casuals receive a standard 25% casual loading to compensate for a lack of paid leave. On Sundays, awards usually specify a loaded rate (e.g., 175% in retail) that incorporates both their loading and the Sunday penalty.
- Shift Workers: Eligible for Sunday rates. Specific award clauses govern shifts that start on Saturday night and end on Sunday, or start on Sunday night and end on Monday, determining which hours qualify for the Sunday penalty.
How Sunday Penalty Rates Are Calculated
Sunday pay calculations are determined by multiplying the base hourly rate by the Sunday penalty multiplier set out in the award:
Total Sunday Pay = Base Hourly Rate × Sunday Multiplier × Hours WorkedThe calculation structure depends on the employment type and award:
- Permanent Employees: The multiplier is applied directly to the base rate. A 150% rate equals a 1.50 multiplier.
- Casual Employees: Awards specify whether Sunday loading stacks on top of casual loading. Under the Retail and Hospitality awards, the casual Sunday rate is a combined 175% rate (125% base + 25% casual loading + 25% Sunday penalty), which translates to a 1.75 multiplier.
Sunday Penalty Rates by Industry
Because Sunday rates are award-dependent, they vary significantly between sectors. Here is how Sunday pay works across key Australian industries:
Retail
Covered by the General Retail Industry Award. Permanent retail employees receive a Sunday penalty rate of 150% of their base rate. Casual retail workers receive 175% (which is inclusive of their 25% casual loading).
Hospitality
Under the Hospitality Industry (General) Award, permanent employees are paid 150% of their base rate for Sunday work. Casual employees receive 175% of their base hourly rate.
Fast Food
Under the Fast Food Industry Award, permanent employees are paid 150% of their base hourly rate on Sundays. Casual employees receive 175% (loaded rate).
Healthcare and Nurses
Covered by the Nurses Award 2020. Sunday ordinary hours are paid at 175% of the base hourly rate. Nurses working in public hospitals under state EBAs may receive different weekend rates or additional shift allowances.
Aged Care
Under the Aged Care Award, permanent employees receive 175% of their base hourly rate on Sundays. Casual aged care workers receive 200% (inclusive of casual loading).
Security
Under the Security Services Industry Award, permanent security guards are paid a premium of 200% (double time) of their base rate for Sunday work. Casual security guards receive 220%.
Cleaning
Under the Cleaning Services Award, permanent cleaners receive 200% (double time) of their base rate on Sundays. Casual cleaners receive 225%.
Construction
Under the Building and Construction General On-site Award, Sunday work is not considered ordinary hours. It is treated as overtime, attracting 200% (double time) for all hours worked on Sunday, with a minimum payment guarantee of 4 hours.
Sunday Pay Examples
Let’s review four scenarios illustrating how Sunday pay calculations apply in practice:
Scenario 1: Retail assistant (Casual)
Employee: Liam is a casual retail assistant covered by the General Retail Industry Award.
Base Rate: $26.44 per hour (the standard minimum wage from July 2026).
Shift: Sunday shift for 5 hours.
Penalty Rate: Under the Retail Award, casuals receive 175% on Sundays.
Calculation:Hourly Rate = $26.44 × 1.75 = $46.27 per hourTotal Shift Pay = $46.27 × 5 hours = $231.35
Scenario 2: Restaurant Waiter (Permanent)
Employee: Jessica is a permanent part-time waiter covered by the Hospitality Award.
Base Rate: $26.44 per hour.
Shift: Sunday shift for 6 hours.
Penalty Rate: Under the Hospitality Award, permanent staff receive 150% on Sundays.
Calculation:Hourly Rate = $26.44 × 1.50 = $39.66 per hourTotal Shift Pay = $39.66 × 6 hours = $237.96
Scenario 3: Registered Nurse (Permanent)
Employee: Sarah is a permanent Registered Nurse covered by the Nurses Award.
Base Rate: $38.00 per hour.
Shift: Sunday shift for 8 hours.
Penalty Rate: Under the Nurses Award, Sunday hours are paid at 175%.
Calculation:Hourly Rate = $38.00 × 1.75 = $66.50 per hourTotal Shift Pay = $66.50 × 8 hours = $532.00
Scenario 4: Warehouse Storeperson (Permanent)
Employee: Mark is a permanent storeperson covered by the Storage Services Award.
Base Rate: $28.00 per hour.
Shift: Sunday shift for 4 hours.
Penalty Rate: Under the Storage Services Award, Sunday work is paid at 200% (double time).
Calculation:Hourly Rate = $28.00 × 2.00 = $56.00 per hourTotal Shift Pay = $56.00 × 4 hours = $224.00
Sunday Penalty Rates vs. Saturday Penalty Rates
In the Australian award system, Sunday work is almost always paid at a higher rate than Saturday work, reflecting the higher social disruption of Sunday work:
| Industry / Award | Saturday Rate (Permanent) | Sunday Rate (Permanent) | Saturday Rate (Casual) | Sunday Rate (Casual) |
|---|---|---|---|---|
| Retail Award | 125% | 150% | 150% | 175% |
| Hospitality Award | 125% | 150% | 150% | 175% |
| Nurses Award | 150% | 175% | 175% | 200% |
| Cleaning Award | 150% | 200% | 175% | 225% |
Sunday Penalty Rates vs. Public Holiday Rates
Public holiday rates represent the highest penalty tier in the Fair Work system, compensating workers for sacrificing national days of significance:
| Industry / Award | Sunday Rate (Permanent) | Public Holiday Rate (Permanent) | Sunday Rate (Casual) | Public Holiday Rate (Casual) |
|---|---|---|---|---|
| Retail Award | 150% | 225% | 175% | 250% |
| Hospitality Award | 150% | 225% | 175% | 250% |
| Nurses Award | 175% | 250% | 200% | 250% |
| Cleaning Award | 200% | 250% | 225% | 275% |
Casual Employees Working Sundays
Casual employees are paid a 25% loading to cover the lack of paid leave benefits. When casuals work on Sundays, the award determines how this loading interacts with the Sunday penalty:
- Combined Multipliers: In hospitality, retail, and fast food awards, the casual Sunday rate is written as a flat, combined rate of 175% of the base hourly wage.
- No Compounding: You do not apply the 150% permanent Sunday rate and then add 25% casual loading on top of the calculated loaded rate (which would equal 187.5%) unless the award explicitly mandates compounding.
Employee Rights
Employees have clear rights regarding Sunday work under the National Employment Standards (NES):
- Reasonable Request: Employers can request that you work on Sundays, but the request must be reasonable. You have the right to refuse if you have reasonable personal, health, or family commitments.
- Roster Notice: Most awards require employers to give a minimum of 7 to 14 days’ notice before changing your roster, including scheduling you for a Sunday shift.
- Enterprise Agreements: EAs can change weekend pay structures but must pass the Fair Work Commission’s Better Off Overall Test (BOOT), ensuring you are not worse off overall.
Common Mistakes
Payroll errors are common when calculating weekend rates. Typical employer mistakes include:
- Underpaying Casuals: Failing to apply the correct loaded Sunday rate (e.g., paying casuals the permanent 150% rate without their loading).
- Wrong Award Application: Applying the wrong award classification or industry award, resulting in incorrect Sunday multipliers.
- Missing Overtime: Failing to pay Sunday overtime rates (typically 200%) when an employee works beyond their ordinary weekly hours on a Sunday.
- Unpaid Roster Penalties: Failing to pay roster penalties when Sunday shifts are changed without the required notice.
Frequently Asked Questions
Do I get paid extra on Sundays?
Yes. Under most Modern Awards and Enterprise Agreements, employees are legally entitled to receive higher hourly rates, known as Sunday penalty rates, for work performed on Sundays.
Do casual workers receive Sunday penalties?
Yes. Casual employees receive Sunday penalty rates, which are usually set at a combined rate of 175% of their base hourly wage, incorporating both their 25% casual loading and the Sunday premium.
How is Sunday pay calculated?
Sunday pay is calculated by multiplying your base hourly rate by the Sunday penalty multiplier (e.g., 1.50 for 150% or 1.75 for 175%) and then by the hours worked.
Does every award include Sunday rates?
No. While awards for retail, hospitality, services, trades, and healthcare include Sunday penalty rates, some professional or administrative awards assume weekend work is compensated through a higher annual salary.
What happens if I work overtime on Sunday?
If you work overtime on a Sunday (hours exceeding your ordinary weekly or daily limit), you are paid at overtime rates—typically 200% (double time) of your base rate, rather than the ordinary Sunday shift rate.
Is Sunday pay higher than Saturday pay?
Yes. In almost all Modern Awards, Sunday penalty rates are higher than Saturday rates. For example, retail and hospitality workers receive 150% on Sundays compared to 125% on Saturdays.
What is the Sunday penalty rate in Retail?
Under the General Retail Industry Award, permanent employees receive 150% of their base rate on Sundays, while casual retail employees receive 175% of their base rate.
What is the Sunday penalty rate in Hospitality?
Under the Hospitality Industry (General) Award, permanent employees are paid 150% of their base rate on Sundays, and casual hospitality employees receive 175% of their base rate.
What is the Sunday rate for nurses?
Under the Nurses Award 2020, Registered Nurses and Enrolled Nurses receive 175% of their base hourly rate for ordinary hours worked on Sundays.
Do salaried workers get paid extra on Sundays?
Salaried employees generally do not receive separate Sunday pay if their annual salary package is high enough to cover all weekend hours worked and satisfies award requirements under the BOOT.
What is the minimum wage starting tomorrow?
Lifting on 1 July 2026, the National Minimum Wage is $26.44 per hour, representing a 4.75% increase from the previous rate of $24.10 per hour.
Can an employer pay a flat rate on Sundays?
Yes, but only if the flat rate is high enough to cover what the employee would have earned with award penalties calculated separately. This is checked via the Better Off Overall Test (BOOT).
Do cleaning staff get Sunday penalty rates?
Yes. Under the Cleaning Services Award, permanent cleaning staff receive 200% (double time) of their base rate for Sunday work, and casual cleaners receive 225%.
Do security guards get Sunday penalty rates?
Yes. Under the Security Services Industry Award, permanent security guards receive 200% (double time) of their base rate for Sunday work, while casuals receive 220%.
Do apprentices receive Sunday penalty rates?
Yes. Registered apprentices and trainees receive Sunday penalty rates calculated as a percentage of their specific apprentice base wage.
Is super paid on Sunday penalty rates?
Yes. If Sunday shifts are part of your ordinary hours of work, they count as Ordinary Time Earnings (OTE) and require employers to pay the standard superannuation guarantee (11.5% in 2026).
Can I choose to take time off instead of Sunday pay?
Generally, ordinary Sunday shift loading is paid out in wages. While some awards allow Time Off In Lieu (TOIL) for overtime worked on Sundays, ordinary shift penalties cannot usually be accumulated as leave.
What happens if a public holiday is on a Sunday?
When a public holiday falls on a Sunday, state substitute rules apply. Depending on your award, public holiday rates (typically 225% or 250%) will apply to the Sunday shift, the substitute Monday shift, or both.
Can I refuse to work on Sundays?
Yes. You have the right to refuse to work on Sundays if your refusal is reasonable based on personal commitments, health concerns, or family responsibilities.
How much notice must employers give for Sunday shifts?
Most awards require employers to provide a minimum of 7 to 14 days’ notice before changing rosters, including scheduling you for a Sunday shift.
Are Sunday rates paid on allowances?
No, Sunday multipliers apply to the base hourly wage rate. Allowances are paid at their normal flat rates, unless specified otherwise by the award.
Do contractors receive Sunday penalty rates?
No. Independent contractors manage their own businesses and negotiate flat rates. They do not have award entitlements. However, sham contracting (misclassifying employees as contractors) is illegal.
What is the Sunday rate for warehouse employees?
Under the Storage Services Award, permanent employees are paid 200% (double time) of their base rate for Sunday work, and casual employees receive 225%.
What should I do if my employer isn’t paying Sunday penalties?
You should first verify your award rate on your contract or payslips. Raise the issue with your employer, and if unresolved, contact the Fair Work Ombudsman.
Can an Enterprise Agreement cancel Sunday rates?
No. Agreements cannot leave employees worse off than the Modern Award minimums. They must satisfy the Better Off Overall Test (BOOT) verified by the Fair Work Commission.
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Written by AussieSalary Experts
Editorial Team
Compiled by industry experts with the best knowledge in Australian taxation, superannuation, and public sector compensation.
Read our Editorial Policy →✓ Fact-Checked & Verified
This guide is verified directly against primary Australian legislative sources, including the Australian Taxation Office (ATO) rates, Fair Work Ombudsman awards, and federal agency EAs.
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