Disclaimer — general information only:

The content below is not legal or financial advice. Requirements can vary between venues, states and individual circumstances. Always confirm details with Fair Work documents and seek qualified professional guidance before acting.

The Fair Work Commission’s annual wage review will lift Registered and Licensed Clubs Award rates again on 1 July 2025. Even a modest percentage rise can blow out weekly wage budgets if you’re not prepared. Use this six-point checklist to stay compliant and keep labour costs on track.


Six-Step Checklist



• Grab the new pay guide the moment it drops:
Fair Work usually releases updated tables in late June. Bookmark the pay-guides page and set a calendar alert so you can download the PDF on day one.

• Update base rates, penalty tables and loadings:
Replace 2024 values in your payroll system with the new figures. Junior, apprentice and trainee tiers have their own percentages — update each separately.



• Review allowances and split-shift penalties:
Meal, tool and uniform allowances often rise alongside wages, but not always. Cross-check Schedule B before publishing rosters.

• Re-forecast your wage-to-revenue ratio:
Run a wage-cost report for a typical winter week, then apply the new hourly rates. If the ratio creeps above your board’s threshold (many clubs aim for 32 – 35 %), trim low-yield shifts or trade overtime for part-time hours.

• Communicate changes to payroll and finance early:
Send the refreshed rate sheet to payroll and your external accountant so the first July pay run isn’t delayed. Flag any casual-loading tweaks — they’re easy to miss.

• Brief supervisors and team leaders:
Print a one-page summary of key full-time and casual rates. Post it in the managers’ office so supervisors approve timesheets with the correct figures top-of-mind.



Stay proactive, and July’s wage rise will feel like just another line item — never a compliance crisis.