Concrete Products Award.

Concrete Products Award 2020 (MA000056) covers concrete and cement products manufacturing, concrete pipes, blocks, pavers and slabs, concrete roof tiles, ridges and apexes, precast panels, terrazzo and reconstituted stone and related industries. Common roles include pipe, block, brick and tile machine operation, concrete mixing and central batching plant operation, moulding, rendering and finishing, steel stressing and reinforcement bending, cutting and fixing. Day workers and shiftworkers are paid differently on weekends and public holidays. A day worker's ordinary hours are Monday to Friday between 6.00am and 6.00pm (clause 13.2(a)), so their Saturday and Sunday work is overtime: 150% for the first 2 hours then 200% on a Saturday and 200% all day Sunday, with a 4 hour minimum (clauses 20.2 and 20.3). That is what the Saturday and Sunday rows of the penalty table on this page show. A day worker on a public holiday gets 250% (clause 27.3). A shiftworker gets 150% on a Saturday (clause 21.7) and 200% on a Sunday or a public holiday (clause 21.9), so a shiftworker is paid less than a day worker on a public holiday. Afternoon and night shifts are both 115%. A night shift worked by someone on night shift only, or for more than 4 consecutive weeks, or without rotating to give at least a third of working time off night shift, is 125%. A shift that does not continue for at least 5 successive afternoons or nights in a 5 day workshop (6 in a 6 day workshop), or for the ordinary hours of an alternative arrangement, is 150% for the first 2 hours then 200% (clause 21.6). Weekend, public holiday and overtime rates replace the shift loading rather than adding to it (clause 21.10). Every percentage is applied to the ordinary hourly rate, which includes the all-purpose industry allowance (clause 2): $29.34 a week in most of the industry, but $19.56 in a factory whose sole purpose is making tiles (clause 18.2(b)), and the award prints no rate table for tile factory employees. Casual penalties add the 25% loading (Schedule B.4), but casual overtime compounds it, so a casual day worker gets 187.5% then 250% on a Saturday and 250% on a Sunday (clause 20.2), while a casual shiftworker gets 175% on a Saturday and 225% on a Sunday (Schedule B.4.2). Casuals are paid for at least 4 hours on each day they are engaged (clause 11.3). Annual leave pay is what you would have earned for your ordinary hours plus the greater of a 17.5% loading or, for a shiftworker, the shift penalty (clause 22.3). Level 1 ($978.10 a week) is below the National Minimum Wage and cannot last more than 6 months (Schedule A.1.1). The award has no vehicle allowance and no junior or apprentice rates. A precast yard or batch plant at a construction site for civil construction work is covered by the Building & Construction Award instead (MA000020 clause 4.3(b)(v)).

For day workers, Saturday work under this award is paid as overtime, not as a penalty rate, at these rates (clauses 13.2(a), 20.2 and 20.3). Full-time and part-time employees are paid 150% of their base hourly rate for the first 2 hours worked on Saturday, then 200% for any hours after that. Casual employees receive 187.5% (this award applies the penalty to the CASUAL hourly rate, so the 25% loading compounds rather than adding), then 250% after 2 hours. Not every Saturday hour is paid at that rate: Shiftworkers, Saturday, 150% or 175% for a casual (clauses 21.7 and 21.10, Schedule B.4.2).

For day workers, Sunday work under this award is paid as overtime, not as a penalty rate, at these rates (clauses 13.2(a), 20.2 and 20.3). FT/PT employees are paid 200% of the base hourly rate (2.00x) for Sunday work. Casuals receive 250% (this award applies the penalty to the CASUAL hourly rate, so the 25% loading compounds rather than adding). Not every Sunday hour is paid at that rate: Shiftworkers, Sunday, 200% or 225% for a casual (clause 21.9, Schedule B.4.2).

FT/PT employees who work on a gazetted public holiday are paid 250% of the base hourly rate (2.50x). Casuals receive 275% (the FT rate plus the 25% casual loading). Employees who don't work the holiday receive their ordinary day's pay if it would otherwise have been a working day. Not every public holiday hour is paid at that rate: Shiftworkers, public holiday, 200% or 225% for a casual (clauses 21.9 and 27.2, Schedule B.4.2).

Standard full-time employees get 4 weeks of paid annual leave per year under the NES. A 7 day shiftworker who is regularly rostered to work on Sundays and public holidays gets a 5th week of annual leave under section 87(1)(b) of the Act (clause 22.2). Their excessive leave accrual threshold is 10 weeks instead of 8 (clause 22.7(a)). This is a different test from "continuous work" in clause 2, which sets shift hours and overtime rates. The 5-week entitlement comes from NES s.87(1)(b), which the Concrete Products Award classifies eligibility for. Calculate annual leave accrual →

Day workers are paid what they would have earned for their ordinary hours, AND a flat 17.5% loading on top. Shift workers are paid what they would have earned for their ordinary hours, AND the greater of 17.5% or their shift penalty on top. This award adds the pay and the loading rather than paying the greater of them. The 17.5% is calculated on your ordinary hourly rate, which already includes the all-purpose industry allowance, plus the leading hand and first aid allowances where they apply (clause 22.3(b)). Leave loading calculator →

25% on top of the base hourly rate, paid in place of entitlements a casual does not get, such as paid annual leave and paid personal/carer's leave. Casual loading is added to the FT/PT rate for public holidays, afternoon or evening shifts, night shifts and permanent night shifts. For Saturday and Sunday (overtime for day workers), the rate applies to the casual hourly rate, so the loading compounds.

Yes. One of the ways the 38 hour week can be worked, by agreement with the majority of affected employees, is a rostered day off in each 20 day work cycle with 8 hours on each of the other 19 days (clause 13.3(b)(iii)). The employer nominates the RDO and gives at least 7 days notice (clause 14.1(a) and (d)), can require up to 5 RDOs to be accrued, each to be taken within 12 months of its due date (clause 14.1(e) and (f)), and each 4 weeks of annual leave counts as accruing and taking an RDO (clause 14.1(h)). Working an RDO is paid 150% for the first 2 hours then 200% (clause 20.4). RDOs are paid days off, distinct from annual leave; they exist to balance ordinary hours over a fixed period. If you are paid out on termination, accrued RDO time is typically included.

Yes. Under this award, evening work on a shiftworker's shift finishing after 6.00pm and at or before midnight attracts 115% of the base hourly rate (1.15x); night-shift work attracts 115% of the base hourly rate (1.15x); permanent night shift attracts 125% of the base hourly rate (1.25x). For casuals, the 25% casual loading is added on top of these penalty rates.

The Fair Work Commission reviews award minimum rates each year in the Annual Wage Review. The rates on this page took effect from 1 July 2026. The official source is the FWO Pay Calculator, which always reflects the current rates. Open the FWO Pay Calculator →