Workplace Relations

20 April 2026

Across Australia, Anzac Day is a public holiday. All states and territories recognise Saturday 25th April as the Anzac Day public holiday, however some states and territories get an additional public holiday on Monday 27th April.

For Northern Territory, Queensland, South Australia, Tasmania and Victoria, the Anzac Day public holiday is Saturday 25th April only.

For Australian Capital Territory, New South Wales and Western Australia, the Anzac Day public holidays are:

• Saturday 25th April: Anzac Day
• Monday 27th April: Additional public holiday for Anzac Day.

There are some Anzac Day trading restrictions in New South Wales, Victoria, Tasmania, Queensland, South Australia, and Western Australia. However, pharmacies are exempt and can operate outside of these trading restrictions. There are no Anzac Day trading restrictions in the Australian Capital Territory and the Northern Territory.

Under the National Employment Standards (NES), an employee who usually works on day that falls on a public holiday must be asked if they are willing to work on the public holiday (if the pharmacy is to open on the day). If you want employees to work, then you must specifically ask them to do so, even if the public holiday falls on their usual working day. The request to work and each employee’s reply must be “in writing”, which includes paper, email, text and any electronic format that can be printed; and you must keep a record of that agreement. An employee who usually works on the day a public holiday occurs is entitled to refuse the request by the employer to work if the refusal is reasonable.

In the ordinary course of business, rosters allocating what times/days part-time employees work their agreed number of hours can be changed with 7 days’ - or in an emergency 48 hours’ - written notice to the employee, but you cannot change the number of hours worked without mutual agreement. Nor can a change be made to avoid an award entitlement, such as removing an employee from the roster on the public holiday to avoid having to pay the penalty rate. And, as a general rule, changes to the roster of part time employees may not be made from pay period to pay period.

If an employee does not work, they are paid their base rate of pay for their ordinary hours of work on the day. Employees who work on the day must be paid at the public holiday penalty rate, which is 225% (250% for casuals) of the base rate under the Pharmacy Industry Award 2020 (PIA). Annualised salary employees who work are entitled to the equivalent time-off (or other arrangements in accordance with their agreement).

If you open the pharmacy for reduced hours on the public holiday and an employee who usually works that day works the reduced hours, then they must be paid the public holiday rate for the hours actually worked, and their ordinary base pay for the usual rostered hours that are not worked on the public holiday.

Under the PIA (Clause 28.3), an employer and an employee can agree to substitute another day for the public holiday if they wish. In such a case, the employee works, is paid the usual salary, and gets a day off in lieu at a later time.

Please note: different arrangements and penalty loadings apply for pharmacy employees in the WA state industrial relations system, pharmacies should contact the WA Branch or visit the State specific information here.

Members are also encouraged to update their Public Holiday Trading Hours via myGuild.

If you have any questions or need advice or assistance, please contact the Guild’s Workplace Relations advisors to discuss your situation.

13 April 2026

On 31 March 2026 the Fair Work Commission of Australia (FWC) handed down its much-anticipated Decision in the Junior Wage Rates Application (AM2024/24) made by the Shop, Distributive and Allied Employees Association (SDA). The Application covered three Modern Awards, including the Pharmacy Industry Award 2020 (PIA) and sought to abolish the junior rates payable to employees aged 18 - 20, and to increase the percentage of the adult rate paid those employees aged under 18.

The Guild filed written submissions, witness statements and attended hearings in October and November of 2025 to deliver oral submissions and cross examine the SDA witnesses.

In the Decision handed down on 31 March, the Full Bench partially accepted the SDA’s Application. The Bench decided that junior rates under the Pharmacy Industry Award 2020 will be retained at their current relativities to the adult rate for pharmacy assistants under 18. For those pharmacy assistants aged 18 – 20, junior rates will be phased out, subject to an exception for employees with 6 months’ or less experience with their employer.

For example, if a student worked for their local pharmacy as a junior PA1 while at high school, but after finishing school and turning 18, took a job as a PA1 in a different pharmacy, then that pharmacy will only have to pay that employee 70% of the PA1 adult rate for their first 6 months of employment (the current junior rate for their age), after which they must be paid the PA1 adult rate. However, if after a year at the pharmacy, and having turned 19, another community pharmacy offered them a PA2 and they accepted that offer, that employer only needs to pay them 80% of the PA2 adult rate for the first 6 months of their employment.

A comparison of the current and new rates (once the phase-in is completed) is set out below.

The structure of the exemption applying to employees aged 18 - 20 with 6 months or less experience with their employer, and the rate payable to them is set out in the table below. In effect, for the period of the exemption the current junior rates are retained.

The FWC holds a provisional view to phase-in this change in 5% increments with increases at a 6-monthly interval over a period of 4 years commencing in December of 2026. The FWC is inviting submissions by the parties on the proposed phase-in schedule. Representatives from the Guild will engage in this process of behalf of members. Once a final decision on the phase-in schedule has been reached, the Guild will provide further information to support members through the transition period.

If you have any questions or need advice or assistance, please contact the Guild’s Workplace Relations advisors to discuss your situation.

Please note: different arrangements may apply for pharmacy employees in the WA state industrial relations system, pharmacies should contact the WA Branch or visit the State specific information here.

30 March 2026

Across Australia, Good Friday, Easter Saturday, Easter Sunday, and Easter Monday are public holidays (except for Easter Saturday and Easter Sunday in Tasmania, and Easter Saturday in Western Australia). Under the National Employment Standards (NES), an employee who usually works on a public holiday must be asked if they are willing to work on the public holiday (if the pharmacy is to open on the day).  If you want employees to work, then you must specifically ask them to do so, even if the public holiday falls on their usual working day.  The request to work and each employee’s reply must be “in writing”, which includes paper, email, text and any electronic format that can be printed; and you must keep a record of that agreement.  An employee who usually works on the day a public holiday occurs is entitled to refuse the request by the employer to work if the refusal is reasonable.

In the ordinary course of business, rosters allocating what times/days part-time employees work their agreed number of hours can be changed with 7 days’ - or in an emergency 48 hours’ - written notice to the employee, but you cannot change the number of hours worked without mutual agreement.  Nor can a change be made to avoid an award entitlement, such as removing an employee from the roster on the public holiday to avoid having to pay the penalty rate.

If an employee does not work, they are paid their base rate of pay for their ordinary hours of work on the day. Employees who work on a public holiday must be paid at the public holiday penalty rate, which is 225% (250% for casuals) of the base rate under the Pharmacy Industry Award 2020 (PIA).  Current minimum Award rates are available on the Guild website here. Annualised salary employees who work are entitled to the equivalent time-off (or other arrangements in accordance with their agreement).

If you open the pharmacy for reduced hours on the public holiday and an employee who usually works that day works the reduced hours, then they must be paid the public holiday rate for the hours actually worked, and their ordinary base pay for the usual rostered hours that are not worked on the public holiday.

Under the PIA (Clause 28.3), an employer and an employee can agree to substitute another day for the public holiday if they wish.  In such a case, the employee works, is paid the usual salary, and gets a day off in lieu at a later time.

Please note: different arrangements and penalty loadings apply for pharmacy employees in the WA state industrial relations system, pharmacies should contact the WA Branch or visit the State specific information here.

Members are also encouraged to update their Public Holiday Trading Hours via myGuild.

If you have any questions or need advice or assistance, please contact the Guild’s Workplace Relations advisors to discuss your situation.

23 March 2026

From 1 July 2026, the way employers pay their superannuation obligations for their employees will change. The quarterly payment method will change to a requirement that employees’ super guarantee payments must be made on their payday, at the same time as their salary and wages. Super contributions must be received in each employee’s fund no later than 7 business days after each payday.

The super amount of each employee must now be calculated as 12% of qualifying earnings (QE), which include the following:

• Ordinary time earnings (OTE) There are no changes to what payments are considered OTE under Payday Super.
• All commissions paid to an employee.
• Salary sacrifice amounts that would qualify as qualifying earnings had they not been sacrificed to superannuation.
• Earnings paid to workers who fall under the expanded definition of employee, including payments to independent contractors paid mainly for their labour.

Members should note that the last dot point above makes clear that locums who are paid directly, even those with an ABN who provide an invoice, must also have the super guarantee amount paid to their super fund, not to them directly. Locums engaged through a labor hire company are not included, as the labor hire company is their employer for this purpose.

Employers must report both qualifying earnings and super liability for each employee to the ATO via Single Touch Payroll, either through their payroll provider or directly.

Unfortunately, the Small Business Superannuation Clearing House will cease operations on 30 June 2026. SuperStream provides an alternative, see the ATO advice. Each employee’s super fund and individual identification will need to be known and recorded. Super funds will be required to allocate contributions to the individual’s account or to return the contribution (if an error has been made in identifying an employee’s fund).

Further information is available on the Small Business Peak website and on the ATO website.

If you have any questions or need advice or assistance, please contact the Guild’s Workplace Relations advisors to discuss your situation.

21 Aug 2023

Simon Fletcher is a true guru when it comes to managing underperformance in teams and, in this episode, will focus on just one tool of many - the Situational Leadership Model.

Simon has a ton of experience in leadership and knows the ins and outs of teamwork and motivation.

Level up your leadership skills as Simon shares practical strategies to tackle underperformance head-on and empower your pharmacy for success.

10 Jul 2023

Every pharmacist knows the importance of excellent patient care in pharmacy and the vital role pharmacists play in ensuring patient safety. However, something that is just as important is prioritising the well-being and professional growth of your pharmacy staff.

Joining us in this episode is Lucinda Marks, managing partner at Capital Chemist Calwell and one of the finalists for the Guild Pharmacy of the Year Award in 2023. When it comes to staff, Lucinda and her co-partners know that actions speak louder than words.

Capital Chemist Calwell has implemented various measures to enhance the work-life of their employees, including unlimited annual leave, work-from-home trials, and regular one-on-one meetings.

If you ever have the opportunity to visit Capital Chemist Calwell, you will see firsthand what a difference it makes to have empowered and happy staff.

By investing in the well-being and growth of their employees, they have created a workplace where everyone can thrive – patients and staff alike.

12 Jun 2023

When it comes to people management, there might be nothing worse than turning a blind eye and hoping the problem will ‘just go away.’

Our guest today, James Judge, provides practical tools, advice and solutions to address the more ‘curly’ challenges that can arise with staff, in the workplace.

James is an experienced people manager, and director of a consultancy aimed at helping businesses and organisations build stronger teams. He’s very well placed to share some of the tools from his toolkit, to help you, listeners, gain a little more confidence when it comes to doing just that.

In today’s episode, we look at some of the most common workplace issues, emerging trends and most importantly, how to nip the most common workplace issues in the bud, so you can keep yourself – and your staff – in the best shape possible for your business to thrive.

06 Feb 2023

This episode is an important one for anyone undergoing a significant life change or managing those who are. Whether it’s yourself, your colleagues, or your employees, this episode will provide valuable information to help you navigate the change, and all that comes with it.

Vanessa Miles, a psychologist and senior consultant at Transitioning Well, and Georgie Chapman, employment lawyer and partner at HR Legal, join us to venture into the frameworks and requirements that need to be in place to support employees during one of life’s major transitions, parenthood, as well as what you can do to make sure you and your employees are prepared.

Transitioning Well is a national team of psychologists working with Australian companies to help employees manage the messy intersections between life and work. Transitioning Well supports those experiencing any kind of significant life change, however that might look.