Minimum Wage Australia 2026

Last updated July 2026
Reviewed by the Australian Unions policy team, July 2026

The 2026 National Minimum Wage

From 1 July 2026, the National Minimum Wage is $1,004.90 per week for a full-time employee working 38 ordinary hours per week ($26.44 per hour). 

Every year unions campaign and make submissions to the Fair Work Commission to win an increase to the minimum wage, which is why Australia continues to have one of the highest minimum wages world-wide. 

How does the minimum wage increase?

Pay rises don’t just happen. They’re won. Union members are the biggest reason why the minimum wage goes up – and why we have one of the highest minimum wages in the world. 

In Australia, the Fair Work Commission (FWC), an independent government body, sets the minimum wage annually. Every year, the FWC reviews the minimum wage – and the minimum rates of pay in awards – and decides how much they should increase. This is called the Annual Wage Review, and the process takes place from March to June. To help make the decision, the FWC considers submissions from interested parties on how much the increase should be and why. 

Every year, the union movement submits a claim on behalf of nearly three million workers for a fair and decent increase. Employers put forward arguments that are not grounded in reality often arguing wage rises are ‘unaffordable’ and will put pressure on inflation. With all the information, the FWC makes a decision on what the increase will be, and the new rates come into effect from 1 July each year. 

Who the national minimum wage applies to 

The National Minimum Wage applies to employees in the national worklpace relations system who are not covered by an award or an enterprise agreement. It serves as a baseline for the very small number of workers who fall outside these industrial instruments. 

Different minimum pay rates, known as special national minimum wages, apply to some award / agreement free employees based on their circumstances, including: 

• apprentices and trainees 

• employees under 21 years of age (junior employees) 

• employees with a disability, depending on their work capacity 

Most employees in Australia are covered by a modern award or an enterprise agreement, which typically set pay rates higher than the National Minimum Wage.

Minimum wage rates by worker category (2026) 

Here’s a breakdown of minimum wage rates for different worker categories, based on the National Minimum Wage for 2026: 

Worker Category	2026 Minimum Rate	Notes
Adult Full-time and Part-time	$26.44 per hour	For a 38-hour week, this is $1,004.90. This applies to employees not covered by an award or agreement.
Casuals	$33.05 per hour	Casual workers must receive a casual loading of at least 25% on top of the base hourly rate. For the National Minimum Wage, this is $26.44 + (26.44 * 0.25) = $33.05.
Juniors (under 21)	Varies by age	Junior wages are calculated as a percentage of the adult minimum wage, increasing with age.
Apprentices and Trainees	Varies by year	Different minimum wages apply to workers under a registered training agreement. These pay rates step up by year of apprenticeship/traineeship, typically as a percentage of the trade rate.
Supported Wage System	Varies	Applies to workers with a disability that reduces their capacity to work. Pay rates are assessed on an individual basis, proportionate to their productivity.
Piece-rate workers	At least $26.44/hr	If paid by piece rates, your earnings must average out to at least the National Minimum Wage of $26.44 per hour for all hours worked.

Adult full-time and part-time 

For adult employees not covered by a modern award or enterprise agreement, the minimum hourly rate is $26.44 or $1,004.90 for a standard 38-hour work week. Part-time employees receive this rate proportionate to the hours they work. 

Casuals 

Casual workers on the National Minimum Wage receive a casual loading of at least 25%. This means their minimum hourly rate is $33.05 ($26.44 + 25%). This loading compensates casuals for not receiving paid leave entitlements or job security. 

Juniors (under 21) 

Junior employees have minimum pay rates calculated as a percentage of the adult minimum wage.  

If you are under 21 and not covered by an award or a registered agreement, you are entitled to a percentage of the national minimum wage based on your age.

Age	Percentage of National Minimum Wage	Hourly Rate
Under 16	36.8%	$9.73 an hour
Aged 16	47.3%	$12.51 an hour
Aged 17	57.8%	$15.28 an hour
Aged 18	68.3%	$18.06 an hour
Aged 19	82.5%	$21.81 an hour
Aged 20	97.7%	$25.83 an hour
Aged 21 and over	100%	$26.44 an hour

(Last updated August 2026)

This scale only applies if you are not covered by an award or a registered agreement. Most young workers are covered, and most awards pay more than this. You should check your specific award or contact your union  for precise junior rates.

When a modern award covers your employment, it sets out the specific junior rates that apply to your industry. These award rates are typically higher than the percentages listed above and can vary significantly. For instance, a 16-year-old working under a retail or hospitality award might be entitled to around half the adult rate for their classification level, while a 17-year-old could receive closer to three-quarters. Some awards even mandate the full adult rate from a younger age than 21, ensuring better pay for young workers. 

For casual junior employees, the casual loading is added on top of their applicable junior rate. This means a casual junior worker will receive their age-based percentage of the minimum wage (or higher award rate) plus the casual loading (usually at least 25%). This compensates them for not receiving entitlements like paid annual leave or sick leave. Always check your payslip to ensure your casual loading is correctly applied to your junior rate. 

Apprentices and trainees 

Workers undertaking a registered apprenticeship or traineeship have specific minimum wages that apply to them. These rates often increase each year of the apprenticeship/traineeship and are typically a percentage of the qualified trade rate. Details are usually found in the relevant award or enterprise agreement. 

Supported wage system 

The Supported Wage System allows employees with a disability to be paid a pro-rata wage based on their assessed productivity. This system is designed to ensure that people with disabilities have access to employment while receiving an income relative to their working capacity. 

Piece-rate workers 

For jobs where pay is based on the amount of work done (piece rates) rather than hours, the employer must ensure that the total earnings for a pay period are at least equivalent to what the employee would have earned if paid the National Minimum Wage ($26.44 per hour) for all hours worked. 

Award minimum wages vs national minimum 

Most workers in Australia are covered by a modern award which sets their minimum pay rates and conditions.  Awards are tailored to specific industries or occupations and often include higher base rates, as well as penalty rates and allowances that further increase earnings for working at inconvenient times or under specific conditions. It is your employer’s responsibility to ensure you are paid correctly under your applicable award. 

What to do if you are paid below the minimum 

If you suspect you are being paid less than your legal entitlements, follow these steps to address the issue: 

Step 1: Confirm your correct rate 

First, identify which industrial instrument applies to your employment – this could be a modern award, an enterprise agreement, or the National Minimum Wage. Check your job classification and the corresponding minimum rate of pay for that classification. You can usually find this information on the Fair Work  Commission website or by contacting your union. 

Step 2: Calculate the gap 

Once you know your correct minimum rate, compare it to what you have actually been paid. Calculate the difference over a specific period (e.g., a week or a fortnight). Remember to include any missed casual loading, penalty rates and allowances you might be entitled to. For example, if you’re a casual on the National Minimum Wage and were paid $25/hour instead of $33.05/hour, your shortfall is $8.05 per hour. 

Step 3: Document everything 

Gather all relevant documents as evidence. This includes your payslips, employment contract, any relevant award or agreement, timesheets, bank statements, and any written communication with your employer about your pay or hours. Keep a detailed record of dates, times, and specific amounts of underpayment. 

Step 4: Raise it with your employer in writing 

Politely and formally raise the issue with your employer in writing. A simple email can be effective: 

Step 5: Get your union involved 

If you are unable to resolve the issue directly with your employer, or if you need assistance at any step, contact your union immediately. Unions routinely recover underpayments and dispute incorrect pay calculations for members, often resolving complex cases free of charge. Your union can provide expert advice, represent you in discussions with your employer, and help ensure you receive all your entitlements. 

Step 6: Lodge a claim with the Fair Work Ombudsman or Commission 

 For underpayment claims under the Fair Work Act 2009, employees can bring proceedings in the Federal Court or Federal Circuit and Family Court. For claims of $100,000 or less, there is a simplified small claims procedure that is intended to be quicker, cheaper and more informal than ordinary litigation. The court can order payment of unpaid wages and other employment entitlements 

 Deliberate wage theft is now a criminal offence at the Commonwealth level, with serious penalties for employers.

Make sure you are paid right: join your union 

The minimum wage and the annual increases to it are fundamental union victories that benefit all workers. Union members consistently earn more and have better conditions because they stand together. If you’re concerned about your pay, joining your union is the most effective way to ensure you’re paid correctly and to win even better rates. Many workers have recovered significant underpayments with union support.

By joining your union: union members earn $250 more per week than non-members!

Being a union member leads to higher pay, no matter how you’re employed or how young you are.

Frequently Asked Questions

Go deeper

• Underpayment and wage theft
• Penalty Rates and Allowances
• Superannuation
• Payday Super 2026
• Leave Loading
• Modern Awards
• Types of Employment: Know Your Rights
• Why join your union?

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