Wine Industry Award.

Wine Industry Award 2020 (MA000090) covers wine grape growing, wineries and distilleries, cellar door sales, wine bottling and packaging and related industries. Common roles include vineyard planting, pruning, picking and spraying, cellar and winemaking work, bottling and packaging lines, cellar door sales. The 125% Saturday and 200% Sunday rates reach far fewer people than they look like they do. A day worker's ordinary hours are Monday to Friday 6.00am to 6.00pm (clause 13.6(a)), so the only employees who can work weekend <strong>ordinary</strong> hours are cellar door staff (Saturday and Sunday 8.00am to 6.00pm) and vineyard staff during vintage (Monday to Saturday 5.00am to 6.00pm). For everyone else weekend work is overtime, not a penalty rate. Shiftworkers get 150% on a Saturday and clause 23.4(c)(ii) says that <em>replaces</em> the shift loading rather than stacking on it. Annual leave loading is a whichever-is-greater test for both day workers and shiftworkers: 17.5% or the penalties you would have earned during the leave, never both. Pieceworkers are the exception, at a flat 20% (clause 24.4(c)) calculated on the award minimum rather than on what they picked. Piecework here is agreement based, not job based, and clause 17.10 states plainly that there is no minimum earnings guarantee, which is the opposite of the Horticulture Award. Grade 1 in the first 6 months of employment is a below-NMW entry rate that ends at the 6 month mark.

Full-time and part-time employees are paid 125% of the base hourly rate (1.25x) for working on Saturday. Casuals receive 150% (the FT rate plus the 25% casual loading).

FT/PT employees are paid 200% of the base hourly rate (2.00x) for Sunday work. Casuals receive 225% (the FT rate plus the 25% casual loading). This is one of the higher Sunday rates in the modern-award system.

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.

Standard full-time employees get 4 weeks of paid annual leave per year under the NES. A 7 day shiftworker who is regularly rostered on Sundays and public holidays gets a 5th week of annual leave (clause 24.2). Their excessive accrual threshold is 10 weeks rather than 8 (clause 24.5(a)). The award does not define "continuous shiftworker" as an operational category. The 5-week entitlement comes from NES s.87(1)(b), which the Wine Industry Award classifies eligibility for. Calculate annual leave accrual →

Day workers get the greater of 17.5% or the weekend penalty rates they would have earned during the leave, not both. Shift workers get the greater of 17.5% or the weekend and shift penalties they would have earned. Leave loading calculator →

25% on top of the base hourly rate, in lieu of paid annual leave, paid personal leave and notice entitlements. Casual loading is added to the FT/PT rate when a casual works any of the penalty-rate hours above (Saturday, Sunday, public holiday, evening, night).

Yes. Clause 13.7 requires the method of working the 38 hour week to be agreed with the majority of employees: 19 days of 8 hours in each 4 week period with a fixed or rostered day off, or 9 days of 8 hours plus one 4 hour day each fortnight, or 4 days of 8 hours plus one 6 hour day each week, or any other agreed arrangement. Where a rostered day off falls on a public holiday, the employer chooses between 7.6 hours of pay, 7.6 hours of extra annual leave, or a substitute weekday off (clause 29.3). 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 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 130% of the base hourly rate (1.30x). For casuals, the 25% casual loading is added on top of these penalty rates.

Pay rates by classification under MA000090 change quarterly with Fair Work Commission Annual Wage Review decisions. The official source is the FWO Pay Calculator, which always reflects the current rates. Open the FWO Pay Calculator →