Award health.

• Fixed 25 October 2026: King's Birthday wasn't being recognised as a public holiday, so a shift on it was paid as an ordinary Monday. It now gets the public holiday rate.
• From 25 October 2026: when a public holiday falls on a weekend and a weekday is declared in its place (Boxing Day 2026 is a Saturday, so Monday 28 December), a shift on that weekday shows as 'may apply' with the amount it would add. Before, it was paid as an ordinary day. Your payslip will show which day your employer counts.
• Corrected 23 October 2026: full-time and part-time weekend and public holiday hours were paid at the casual rates (150%, 175%, 250%), and casuals had their loading multiplied on top of those. Full-time and part-time now get 125% Saturday, 150% Sunday and 225% on a public holiday; casuals get 150%, 175% and 250%, which already include their loading.
• Weekday evening and early-morning extras ($2.95 an hour from 7pm to midnight, $4.42 from midnight to 7am, counted per hour or part of an hour) are calculated from 1 July 2026. Shifts before then don't include them; add them through Manage Allowances.
• Clause 15.1(b) lets an employer roster full-time staff on several different cycles. Shift It applies 38 hours a week, 76 a fortnight, or 152 over 4 weeks. If your workplace uses the 160-hours-per-4-weeks cycle with an accrued day off, Shift It will start overtime about 8 hours earlier than your award does.
• The award also caps rostered days at 20 in a 4-week period. Shift It does not yet check that.
• Clause 15.5(e) gives you a 10-hour break between shifts but does not say what you are owed if you do not get one. Shift It will warn you when it spots a short break, but it will not estimate any extra pay, because we could not find a clause setting an amount.

Checked 25 October 2026 (9 days ago). About this award

• Fixed 25 October 2026: King's Birthday wasn't being recognised as a public holiday, so a shift on it was paid as an ordinary Monday. It now gets the public holiday rate.
• From 25 October 2026: when a public holiday falls on a weekend and a weekday is declared in its place (Boxing Day 2026 is a Saturday, so Monday 28 December), a shift on that weekday shows as 'may apply' with the amount it would add. Before, it was paid as an ordinary day. Your payslip will show which day your employer counts.
• From 23 October 2026 afternoon and night shift loadings are calculated: 12.5% for a weekday shift finishing after 8pm and by midnight, 15% for one finishing after midnight or starting before 6am, on the whole shift. Weekend and public holiday rates replace them, as the award says.
• A shift that runs from a Friday into Saturday, or a Sunday into Monday, gets the loading on its weekday hours and the weekend rate on the rest. The award doesn't settle this case, so check it against your payslip.
• Corrected 23 October 2026: casual weekend, public holiday and overtime pay was too high. The award adds the 25% casual loading (Saturday 175%, Sunday 225%, public holiday 275%); the app had multiplied it in.
• Pay rates were rebuilt on 17 October 2026 from the Fair Work pay guides and checked against the award itself. Before that, most of the rates in the app did not match any published year. Social and community services Levels 2 to 8 now use the equal remuneration order rates, which are your ordinary rates under the award.
• If you chose Home Care "Level 3", or a "PP3" pay point at Level 2, 4 or 5, please choose again. Those options are not in the award, so the app now uses the nearest real pay point until you do.
• Home care in aged care (Schedule F), crisis accommodation and family day care are not supported.
• On-call amounts are the July 2026 figures for every date, so on-call before July 2026 shows slightly more than it paid then.
• Overtime: full-time staff are owed overtime for anything beyond their rostered hours, and part-time and casual staff for anything over 38 hours a week, 76 a fortnight or 10 hours in a shift. The calculator works from your pay cycle, so it can start overtime later than the award does — check long shifts and extra shifts against your payslip.
• Break between shifts: the award does provide 200% for a break under 10 hours, but only when that break follows overtime. Shift It cannot yet tell those apart, so it warns you about a short break and leaves the pay to you rather than estimate one you may not be owed.

Checked 25 October 2026 (9 days ago). About this award

• 25 October 2026: checked against real payslips from a Victorian health service. Base rates, call-back, unrostered overtime, weekend and night penalties, public holidays worked and meal allowances all matched.
• Fixed 25 October 2026: Easter Saturday wasn't being paid as a public holiday, because the app's list had Palm Sunday, which isn't one. It now gets the public holiday rate.
• When Christmas or Boxing Day falls on a weekend (Boxing Day 2026 is a Saturday), the weekday Victoria declares in its place shows as 'may apply' with the amount it would add. Under clause 63.3, doctors who work weekends, and casuals, get the holiday on the weekend day, or on the weekday if they didn't work ordinary hours on the weekend day; everyone else gets it on the weekday. If you're full-time and rostered off both days, the day's pay you're owed for it isn't added yet, so check that fortnight against your payslip.
• Fixed from that check: a public holiday that falls on your day off now pays one day's ordinary pay for full-time doctors, and the CME allowance no longer counts rostered overtime hours.
• Health services differ on how rostered overtime is counted (over the week, fortnight or month, and whether leave counts towards it), because the agreement doesn't say. Totals for fortnights with rostered overtime and leave may differ from your payslip.
• The agreement's rates have passed their nominal expiry and continue to apply legally until a successor is made. The app tags these rates with their year so you can see it.
• Late October 2026: a union vote endorsed an in-principle deal on a pay rise and new rostering and safety conditions. It is not yet a finalised, approved agreement, so the app still uses the 2022–2026 rates. If the new rise is backdated, shifts from that date will show less than you are eventually paid. We will add the new rates once the agreement is approved.
• Casual loading is applied additively with penalties, per clause 36.3 and its footnote.
• Clauses 33.4 (minimum engagement) and 39.3(c) (24 hours free of duty after a long recall) constrain rostering rather than payment, so they are not applied as payment floors.

Checked 25 October 2026 (9 days ago). About this award

• The 2026–2029 agreement was approved on 13 October 2026. Its pay rises are backdated to 12 March 2026, so shifts from that date now use the new rates, and the January 2027, 2028 and 2029 increases are already in. Registrars moved to a new salary scale: each Registrar year uses the step of the same number, with the transition increase included. Shifts before 12 March 2026 keep the 2025 rates.
• Clinical Advice by Telephone follows the agreement's schedule: $195 a night and $235 a day and night from 12 March 2026, then $200 / $241 from January 2027, $206 / $248 from January 2028 and $212 / $255 from January 2029.
• This award works overtime out over a four-week cycle, and you can now set your pay cycle to fortnightly and still have it calculated correctly. The app counts the hours from the earlier fortnight when deciding when overtime starts, so your first fortnight may show no overtime and the second may show it sooner than you expect. The total across the four weeks is what the agreement sets. If you have not told the app when your pay cycle starts, it works to the four-week total for each period rather than guessing where you are in the cycle — which can show overtime later than it should, so it is worth setting your pay start date.
• There are four on-call rosters in this agreement, and two of them are now priced straight from it: the Immediate Roster, where you stay on hospital grounds and are paid a percentage of your hourly rate for every hour, and Clinical Advice by Telephone, which pays a set amount per night or per day-and-night. Until now the app paid the same flat nightly figure for every kind of on-call, which was only ever right for one of them.
• First Roster on-call is not calculated. Its rate is not written into the agreement at all — it is set separately by the Commissioner and adjusted each year for Darwin inflation, and the app does not hold that figure.
• Second Roster on-call is not calculated either. It is paid as a yearly amount whether or not you work any shifts, so adding it to individual shifts would pay you twice. Handling yearly allowances is still to come.

Checked 23 October 2026 (11 days ago). About this award

• Rates follow the Public Health System Nurses' and Midwives' (State) Award 2025, backdated to 1 July 2025, checked against the award and NSW Health's May 2026 pay bulletin. Version 3.0.6 of the app still has the earlier interim figures, which were too low. Update to 3.1 when it reaches your store.
• From 25 October 2026: when a public holiday falls on a weekend and a weekday is declared in its place (Boxing Day 2026 is a Saturday, so Monday 28 December), a shift on that weekday shows as 'may apply' with the amount it would add. Before, it was paid as an ordinary day. Your payslip will show which day your employer counts.
• Corrected 23 October 2026: on-call and in-charge amounts now follow the 2025 award's allowance table — $4.76 an hour on call ($9.49 on a rostered day off) from 1 July 2025, rising each July to 2027 — checked against NSW Health's May 2026 bulletin. They were the older, lower figures before.
• Also corrected: an on-call shift with no type chosen was paid at the rostered-day-off rate, double the ordinary rate. It now uses the ordinary rate.
• The on-call minimum payment (8 hours' worth) is not applied to short on-call periods yet.

Checked 25 October 2026 (9 days ago). About this award

• Fixed 25 October 2026: Melbourne Cup Day, Easter Saturday and the Friday before the AFL Grand Final weren't being paid as public holidays. They are now. Melbourne Cup Day counts for workplaces in metropolitan Melbourne; for a regional workplace the app shows it as 'may apply' with the amount it would add, because some councils swap it for a local holiday.
• Fixed 25 October 2026: Labour Day and Easter Sunday were missing from the app's holiday list, so they were paid as ordinary days. They now get the public holiday rate.
• When Christmas or Boxing Day falls on a weekend (Boxing Day 2026 is a Saturday), the weekday Victoria declares in its place shows as 'may apply' with the amount it would add. Under clause 56.3, nurses and midwives who work weekends, and casuals, get the holiday on the weekend day, or on the weekday if they didn't work ordinary hours on the weekend day; everyone else gets it on the weekday.
• Re-checked 23 October 2026 against a copy of the agreement published by a Victorian health service and its August 2026 pay circular (the Fair Work Commission's copy could not be retrieved). Wage rates matched except RN Grade 4B from 29 November 2025, which was 10 cents a week low and is fixed. Transitional RN Grade 3 and 4 rates before 2026 are now included.
• Shift allowances now step on their own dates, including the 23 November 2026 increase. A night shift was also being paid the morning and afternoon allowances on top; it now gets the night allowance only, set by the day the shift starts. Casuals get the single casual night allowance.
• Public holidays on a Saturday or Sunday now pay 250% (312.5% for casuals) instead of the weekday 200%. Casual overtime was overpaid and is now 175% for the first two hours and 225% after.
• On-call is paid per 12 hours or part (it was per 24 hours), with Monday to Friday, Saturday and Sunday options at their own rates. If no day is picked, Monday to Friday is used — before, it was the Saturday rate. An on-call period spanning two days is paid at the day you pick, not automatically the higher.
• Allowance increases apply from the first full pay period on or after the dates in the agreement. The app uses the date itself, so an increase can appear up to two weeks before your payslip shows it.
• Clause 49.2 verified: work after a break shorter than 8 hours counts as overtime, paid at time-and-a-half for the first two hours then double time (double time all day Saturday and Sunday). Shift It warns you when it sees a short break but does not estimate the pay, because that tiered rate cannot be expressed the way the calculator currently handles it — estimating a flat double time would have overpaid the first two hours of a weekday.

Checked 25 October 2026 (9 days ago). About this award

• Fixed 25 October 2026: the early May, spring and August bank holiday Mondays weren't being recognised as public holidays, so shifts on them were treated as ordinary days. They now are.
• From 25 October 2026: when a bank holiday falls on a weekend and a weekday is declared in its place (Boxing Day 2026 is a Saturday, so Monday 28 December), a shift on that weekday shows as 'may apply' with the amount it would add. Before, it was paid as an ordinary day. Your payslip will show which day your employer counts.
• Basic pay was corrected on 17 October 2026. The 2025/26 figures in the app were the previous year's, about 6% too low. From 1 April 2026 pay follows the ten nodal points by stage of training.
• If you chose "Higher Training ST3–5" or "Senior Training ST6+", please choose your exact stage again. Each of those now covers two pay points, so the app uses the lower one until you do.
• Weekend allowance is not calculated, and on-call availability pay is an estimate per on-call period rather than the 8% annual allowance. London weighting is £2,162 for the London zone and £149 for the fringe — add it through Manage Allowances.
• This contract has no casual category, so Shift It only offers full-time and less-than-full-time. That is taken from a note already in our own award data rather than a fresh reading of the terms and conditions, and is due to be confirmed.
• The app is marked as a preview for this contract — the pay rules are modelled, but it has had less real-payslip checking than the Australian awards.

Checked 25 October 2026 (9 days ago). About this award

• The 2026 award, made in August 2026, raised pay by 2% from 1 July 2026. Shifts before then use the 2023 award's rates.
• From 25 October 2026: when a public holiday falls on a weekend and a weekday is declared in its place (Boxing Day 2026 is a Saturday, so Monday 28 December), a shift on that weekday shows as 'may apply' with the amount it would add. Before, it was paid as an ordinary day. Your payslip will show which day your employer counts.
• Allowances and on-call amounts are the July 2026 figures for every date, so earlier on-call shows about 2% more than it paid then.
• On-call pay was corrected on 29 July 2026. The app had been using the award's WEEKLY on-call rate for every single night, so a week of on-call showed about seven times what it should. It now uses the daily rate, and applies the weekly rate as a cap — so a full week of on-call shows the weekly figure, not seven daily ones. When that cap applies you will see it as its own line in the breakdown, with the numbers it was worked out from.

Checked 25 October 2026 (9 days ago). About this award

• Fixed 25 October 2026: King's Birthday wasn't being recognised as a public holiday, so a shift on it was paid as an ordinary Monday. It now gets the public holiday rate.
• From 25 October 2026: when a public holiday falls on a weekend and a weekday is declared in its place (Boxing Day 2026 is a Saturday, so Monday 28 December), a shift on that weekday shows as 'may apply' with the amount it would add. Before, it was paid as an ordinary day. Your payslip will show which day your employer counts.
• Overtime accrual verified against clauses 13.1 and 20.2: ordinary hours are an average of 38 per week over up to 4 weeks, which is what the calculator applies for weekly, fortnightly and 4-weekly pay cycles.
• Casual overtime is triggered by the roster cycle in this award. Shift It does not model a roster cycle separately from your pay cycle, so a casual on an unusual cycle should check that figure.
• Corrected 23 October 2026: casual weekend and public holiday pay was too high. The award adds the 25% casual loading to the penalty rate; the app had multiplied them, so a casual Sunday showed 187.5% instead of 175%.
• Also from 23 October 2026: Level 1 Sunday uses 125% (150% for casuals) instead of the Level 2 and 3 rate, and late-night weekday work is calculated — 110% from 10pm to midnight and 115% from midnight to 6am (135% and 140% for casuals).

Checked 25 October 2026 (9 days ago). About this award

• Fixed 25 October 2026: King's Birthday wasn't being recognised as a public holiday, so a shift on it was paid as an ordinary Monday. It now gets the public holiday rate.
• From 25 October 2026: when a public holiday falls on a weekend and a weekday is declared in its place (Boxing Day 2026 is a Saturday, so Monday 28 December), a shift on that weekday shows as 'may apply' with the amount it would add. Before, it was paid as an ordinary day. Your payslip will show which day your employer counts.
• Overtime accrual verified against clauses 13.2 and 19.1(a)(ii): ordinary hours must not exceed an average of 38 per week over 4 weeks.
• Clause 19.3 verified: if you are required back at work without a 10-hour break, the award provides 200% for all time worked until you get one. Shift It can estimate this, but only if you ask it to.
• Corrected 23 October 2026: casual Saturday, Sunday and public holiday hours were overpaid. The award pays casuals 130% on those days — the minimum rate plus a 30% loading — not the full-time weekend rate with a 25% loading on top.

Checked 25 October 2026 (9 days ago). About this award

• Easter Sunday has been a public holiday in South Australia since 2024, but the agreement's list of paid public holidays doesn't name it. The app follows the agreement's list, so an Easter Sunday shift is paid as an ordinary Sunday. If your payslip pays it as a public holiday, your employer reads the agreement more generously.
• Casual rates use the clause 8.3 benchmark base with the clause 8.2.2(a) loading of 25%, applied additively with penalties per clause 8.5.4.
• Part-time overtime starts at your contracted hours when the employer directs the extra work (clause 62.5), with clause 62.10's plain-time exception. You can declare which applied on each shift in the app's Shift Log.

Checked 28 July 2026 (98 days ago). About this award