Quick Summary
Quick Summary
- The Health Professionals and Support Services Award 2020 (MA000027) sets minimum pay rates for private healthcare practices including allied health, dental, pathology and administration
- From 1 July 2026, all award rates increased by 4.75% following the Fair Work Commission Annual Wage Review — Support Services Level 1 starts at $26.97/hour
- Saturday and Sunday penalty rates are 150% for full-time and part-time (175% for casuals); public holidays are 250% (275% casual)
- A 15% shift loading applies to defined Monday–Friday shifts, and overtime is 150% for the first 2 hours then 200% after
- From 1 October 2026, health professional classifications are being restructured with staged minimum rate increases through to 2030
Healthcare employers covered by the Health Professionals and Support Services Award 2020 (MA000027) must apply new minimum pay rates from 1 July 2026. The Fair Work Commission’s 2026 Annual Wage Review increased all modern award wages by 4.75%, affecting every classification level under the award. Support Services Level 1 now starts at $26.97 per hour ($1,024.70 per week for 38 hours), with higher rates for each subsequent level.
The award covers private-sector health practices including allied health, dental clinics, pathology services and medical administration. From 1 October 2026, health professional classifications are being restructured with new minimum rates phasing in through to 2030, adding another layer of compliance complexity. Employers who fail to apply the correct rates risk underpayment claims with penalties up to $8.25 million for body corporates under section 327A of the Fair Work Act 2009.
MA000027 Pay Rates From 1 July 2026
The award splits into streams: support services, dental assistants, pathology collectors, and health professionals. Each stream has its own levels and pay points. The support services rates from 1 July 2026 are:
| Classification | Hourly Rate | Weekly Rate (38h) |
|---|---|---|
| Level 1 (support services) | $26.97 | $1,024.70 |
| Level 2 (support services) | $28.03 | $1,065.20 |
| Level 3 (support services) | $29.11 | $1,106.20 |
| Level 4 (support services) | $29.45 | $1,119.10 |
| Level 5 (support services) | $30.45 | $1,157.20 |
| Level 6 (support services) | $32.09 | $1,219.50 |
Health professional streams (physiotherapy, occupational therapy, psychology, speech pathology, podiatry, dietetics) have separate, higher classification structures. For a broader guide on wage increases across all awards, see our article on the 2026 modern award wage increase. For payroll compliance support, visit our payroll compliance for employers page.
Penalty Rates and Shift Loading
MA000027 sets the following penalty rates for work outside ordinary hours. Casual rates are all-inclusive of the 25% casual loading:
| When Worked | Full-Time / Part-Time | Casual (incl. loading) |
|---|---|---|
| Saturday | 150% | 175% |
| Sunday | 150% | 175% |
| Public Holiday | 250% | 275% |
A 15% shift loading applies to defined Monday–Friday shifts worked outside ordinary hours. Overtime is paid at 150% for the first 2 hours and 200% after that. Notably, Saturday and Sunday rates are equal under MA000027 — unlike some awards where Sunday attracts a higher penalty.
📅 October 2026 reclassification changes are coming
From 1 October 2026, health professional classifications under MA000027 move from pay points to AQF level and years of experience, with new minimum rates phasing in over five stages to 2030. Support services employees are NOT affected. Healthcare employers must review their health professional classifications before this date.
Key Takeaways
Key Takeaways for Employers
- ✓Support Services Level 1 minimum rate from 1 July 2026 is $26.97/hour ($1,024.70/week for 38 hours)
- ✓Casual loading is 25% with a 3-hour minimum engagement per shift — rostering casuals for less triggers underpayment
- ✓Weekend penalties apply equally on Saturday and Sunday under MA000027 — unlike some awards with higher Sunday rates
- ✓The 1 October 2026 reclassification affects health professionals only, not support services staff
- ✓Using the wrong stream or classification is the most common audit trigger for healthcare employers
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Casual Employment Under the Award
Casual employees receive a 25% loading on top of the base hourly rate. The minimum engagement is 3 hours per shift — a casual must be paid for at least 3 hours each time they attend work, even if sent home earlier. Rostering casuals for shorter shifts and paying only actual hours worked is one of the most common underpayment issues in healthcare practices.
For a comparison with another industry’s casual rules, see our hospitality award wage rates guide.
The October 2026 Reclassification
From 1 October 2026, health professional classifications under MA000027 are being restructured. The current pay point system is being replaced with a structure based on AQF qualification level and years of experience in the profession. New minimum rates will phase in over five stages through to 2030.
This reclassification affects health professionals only — physiotherapists, occupational therapists, exercise physiologists, psychologists, speech pathologists, podiatrists and dietitians. Support services employees (reception, administration, clerical, cleaning) are not affected and retain their current classification structure. Their rates continue to move only with the annual wage review each July.
Employers should review their health professional classifications before October 2026 and seek advice on how the new structure applies to each role. For industry-specific guidance, visit our healthcare industry employment law page.
Common Compliance Mistakes
Healthcare employers consistently make four errors under MA000027:
- Using the wrong stream — dental assistants, pathology collectors and health professionals sit in different streams with different rates. Classifying everyone as “support services” will underpay.
- Rostering casuals under 3 hours — the minimum engagement is 3 hours. Paying for actual time only is an underpayment.
- Assuming one award covers the whole practice — practice managers or bookkeepers may fall under the Clerks Award, not MA000027.
- Not updating rates from 1 July — the 4.75% increase applies from the first full pay period on or after 1 July 2026. Late application is an underpayment.
Access free employment documents including employment agreement templates to help manage your compliance obligations.
Frequently Asked Questions
From 1 July 2026, Support Services Level 1 earns $26.97/hour ($1,024.70/week), Level 2 earns $28.03/hour ($1,065.20/week), Level 3 earns $29.11/hour ($1,106.20/week), Level 4 earns $29.45/hour ($1,119.10/week), and Level 5 earns $30.45/hour ($1,157.20/week). Health professional streams have separate, higher classification structures. All rates reflect the 4.75% increase from the 2026 Annual Wage Review.
Under MA000027, Saturday work pays 150% of the minimum hourly rate for full-time and part-time employees, and 175% for casuals (which includes the 25% casual loading). Sunday work pays the same: 150% for full-time and part-time, 175% for casuals. Public holidays pay 250% for full-time and part-time, and 275% for casuals. Unlike some awards, Saturday and Sunday rates are equal under this award.
Casual employees under the Health Professionals Award receive a 25% casual loading on top of the base rate. The minimum engagement is 3 hours per shift — a casual must be paid for at least 3 hours each time they attend work, even if they work less. Rostering a casual for a shorter shift and paying only actual hours worked is a common underpayment that triggers Fair Work Ombudsman audits.
From 1 October 2026, health professional classifications under MA000027 are being restructured. The current pay point system is being replaced with classification based on AQF qualification level and years of experience in the profession. New minimum rates will phase in over five stages through to 2030. This affects health professionals such as physiotherapists, occupational therapists, psychologists, speech pathologists and podiatrists. Support services employees (reception, administration, clerical) are not affected and keep their current classification structure.
No. MA000027 covers employees in the classifications set out in the award’s Schedule A, and covers health professionals occupationally. Coverage attaches to those classifications rather than to every role an employer happens to engage. A practice manager or bookkeeper may be covered by the Clerks Private Sector Award instead. Employers must check each role against the correct award — assuming one award covers the entire practice is a common compliance error.
Overtime under MA000027 is paid at 150% of the minimum hourly rate for the first 2 hours and 200% after that. A 15% shift loading also applies to defined Monday–Friday shifts worked outside ordinary hours. Employers using annualised wage arrangements must ensure the annual salary covers all entitlements including penalties, overtime and shift loadings, and must conduct a mandatory reconciliation every 12 months.
Underpayment of award rates constitutes a breach of the Fair Work Act 2009. The Fair Work Ombudsman can issue compliance notices and pursue civil penalties. For body corporates, penalties can reach the greater of $8.25 million or three times the underpayment. For individuals, fines can reach $1.65 million or three times the underpayment. Serious and deliberate underpayments may constitute wage theft under section 327A, carrying criminal penalties including up to 10 years’ imprisonment.
The Fair Work Commission’s 2026 Annual Wage Review increased all modern award minimum wages by 4.75%, effective from the first full pay period on or after 1 July 2026. This means every classification level under MA000027 received a 4.75% increase. Employers must update their payroll systems to reflect the new rates from the first full pay period after 1 July 2026. Failing to apply the increase from the correct date is an underpayment, even if corrected later.
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