National Minimum Wage from 1 July 2026
$26.44 per hour or $1004.90 per week. It applies to employees not covered by an award or registered agreement.
Source: Fair Work Ombudsman: Minimum wages (retrieved 6 October 2026)
Employer guide
Minimum wage in Australia: rates from 1 July 2026
From 1 July 2026 the National Minimum Wage is $26.44 per hour or $1004.90 per week, before tax. It applies to employees who are not covered by an award or registered agreement. Most employees are covered by an award, and award rates can be higher, so find the award before you set pay.
By CrossNation Editorial Team. Sources checked 6 October 2026.
Official data
Key facts from official sources
Who sets the minimum for most employees
For most employees the minimum wage is set by the award that covers their industry or occupation, and the figure is gross pay before tax.
Source: Fair Work Ombudsman: Minimum wages (retrieved 6 October 2026)
Award wages below the National Minimum Wage
The minimum award wages in some awards may be less than the National Minimum Wage, for example where an award has introductory pay rates for new employees.
Source: Fair Work Ombudsman: Minimum wages (retrieved 6 October 2026)
Timing of changes
Each year the Fair Work Commission reviews the National Minimum Wage and award rates, and most changes begin on the first full pay period on or after 1 July.
Source: Fair Work Ombudsman: Minimum wages (retrieved 6 October 2026)
What you need to know
Who does the National Minimum Wage cover?
The Fair Work Ombudsman says the National Minimum Wage applies to employees not covered by an award or registered agreement. It is the minimum pay rate provided by the Fair Work Act 2009 and it is reviewed each year. The figure is gross pay, meaning before tax is taken out. Because most employees are covered by an award or an enterprise agreement, the National Minimum Wage is often a floor that never applies in practice. It still matters, because it is the number people quote and the number a job ad cannot go below when no award applies.
What is the difference between the minimum wage and an award rate?
For most employees the minimum wage is set by the award that covers their industry or occupation. Awards set minimum pay rates and also penalty rates and allowances, so the award minimum for a night or weekend shift can be well above the headline figure. If an enterprise agreement covers the employee, the agreement sets the minimum pay rates. Use the Fair Work Pay and Conditions Tool or the downloadable pay guides to see the exact rate for each classification. Do not use the National Minimum Wage as a shortcut for a role an award covers.
Why can an award rate be lower than the National Minimum Wage?
The Fair Work Ombudsman notes that the minimum award wages in some awards may be less than the National Minimum Wage, because some awards contain introductory pay rates for new employees in their industry. These rates usually apply only for a short time. Read the award text before you rely on an introductory rate, and check the official page for the latest position, since both the National Minimum Wage and award rates change at each annual review.
When do new rates start?
Each year the Fair Work Commission reviews the National Minimum Wage and the minimum pay rates under awards. The Fair Work Ombudsman says most changes begin on the first full pay period on or after 1 July. If your payroll runs fortnightly or monthly, the change can therefore reach pay slips a little after 1 July. Record the date you applied the new rates so you can show that the right rate was used for every pay period.
What does this mean for a job ad or an offer?
A job ad cannot include a pay rate that breaches the Fair Work Act or a fair work instrument such as an award or enterprise agreement. The employer must ensure the rate for the role is at least the rate in the applicable award, the applicable enterprise agreement, or the National Minimum Wage order if neither applies. Check pay before the ad is posted, and check it again if the role changes from casual to permanent, because the employment type can change the applicable rate.
Where to find the right minimum rate
| Situation | Where the minimum comes from |
|---|---|
| An award covers the role | The award: minimum rates, penalty rates and allowances, found with Find my award and the Pay and Conditions Tool |
| An enterprise agreement covers the employee | The agreement, which must be registered and can be found through the Fair Work Commission |
| No award or agreement covers the employee | The National Minimum Wage: $26.44 per hour or $1004.90 per week from 1 July 2026 |
| Apprentices, trainees, juniors or employees with disability | The Fair Work Ombudsman pages on apprentice and trainee, junior and disability pay rates |
Tell us the role, location and start date
The fee is 12% of the candidate's annual salary, charged only when a placement succeeds.
FAQ
Frequently asked questions
What is the minimum wage in Australia from 1 July 2026?
The National Minimum Wage is $26.44 per hour or $1004.90 per week, before tax. Check the Fair Work Ombudsman's minimum wages page for the latest figure.
Is the minimum wage the same for casual employees?
Casual employees are paid under the award or agreement that covers them, which usually includes a casual loading. Use the Pay and Conditions Tool to get the rate for a specific award and classification.
Can I pay less than the minimum wage for a trial or probation?
No. Employees on probation are still entitled to the correct minimum wage and their National Employment Standards entitlements. An unpaid trial is lawful only in narrow cases, and any time beyond what is needed must be paid.
Where do I find my award?
Use the Fair Work Ombudsman's Find my award tool and the list of awards. If an enterprise agreement applies, check the agreement for the minimum pay rates.
Do I have to pay super on top of the minimum wage?
Yes, for eligible employees. The super guarantee is paid on top of wages, at 12% of qualifying earnings. Our superannuation guarantee basics page explains the rules.
How do I know which rate applies to one of my employees?
Work out the employment type, find the award or agreement, then use the Pay and Conditions Tool for the classification, penalties and allowances. Keep a record of the result.