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INConcrete Products Award Pay Calculator
Work out what a week under the Concrete Products Award actually pays — the right classification level, shift and public holiday penalties, casual loading and super, calculated the way the award says.
How the Concrete Products Award is applied
- Minimum rates are set per classification level (clause 16.2) — the calculator uses the adult rates current from the first full pay period on or after 1 July 2026.
- Casuals get a 25% loading on the ordinary hourly rate, with a 4-hour minimum engagement per day.
- Overtime is calculated on the casual rate differently here: the 25% loading is added to the ordinary rate first, then the overtime multiplier applies — producing 187.5%/250% rather than the 175%/225% seen in most other awards. That’s the trap most payroll setups miss.
- Public holiday rates split by employment pattern: day workers get 250% for hours worked on the day, shiftworkers get 200% — check which applies before running the numbers.
- Weekend overtime carries a 4-hour minimum payment (clause 20.3) — call someone in for 2 hours and you still owe 4.
- Superannuation (12%) applies to ordinary-time earnings, including the all-purpose industry allowance and penalty rates — but not to overtime.
Who the award covers
- Fabrication or manufacture of cement or concrete products — panels, pipes, tubs, sinks, blocks, tiles, pavers, slabs and similar articles
- Preparing reinforcement steel or wire for use in making those products
- Factories whose sole purpose is tile manufacturing (a separate industry allowance applies)
- On-hire employees placed into concrete products manufacturing
- Group training employees engaged in the concrete products industry
Premixed concrete manufacturing and on-site building/civil construction work have their own awards — check the product (finished article vs. wet mix delivered to site) before you classify.
Which level is your team member?
The Concrete Products Award runs one five-level ladder for everyone outside tile manufacturing. Classify by the skill and discretion the work actually requires — induction and manual duties at Level 1, rising to the highest skill level in the industry at Level 5 — not by job title.
| Level | Per hour | Per week (38h) | Typical roles | The test |
|---|---|---|---|---|
| Level 1 | $25.74 | $978.10 | Inductee · General labourer · Cleaner | Undertaking the employer’s induction programme; routine manual duties, general labouring and cleaning under direct supervision. Capped at 6 months. |
| Level 2 | $26.44 | $1004.90 | Production hand with basic product knowledge | Completed induction and training; works above Level 1 under direct supervision, individually or in a team, with basic product knowledge and control procedures. |
| Level 3 | $27.08 | $1029.10 | Machine operator exercising discretion | Works above Level 2 with skills and knowledge to perform a range of tasks requiring some discretion and judgment. |
| Level 4 | $27.97 | $1062.90 | Senior production operator | Works above Level 3 with a higher degree of skill and knowledge. |
| Level 5 | $29.45 | $1119.10 | Lead operator · Highest-skilled production hand | Works above Level 4 at the highest skill level in the concrete products industry — the award’s top level. |
- Level 1 is capped at 6 months by definition — an employee still doing routine manual work past that point has effectively progressed and should be reassessed.
- The jump from Level 2 to Level 3 is about discretion and judgment: Level 2 works to instructions, Level 3 starts making calls within a range of tasks.
- Tile manufacturing is a distinct sub-stream with its own (lower) industry allowance — confirm whether the factory’s sole purpose is tile manufacture before you apply the allowance figure.
- The industry allowance is all-purpose and must be folded into the base rate before overtime or penalties are calculated — it isn’t a flat add-on.
Allowances that can apply on top
Base rates and penalties aren’t the whole pay picture. The Concrete Products Award adds allowances for particular duties and situations — being the designated first aid officer, working overtime without notice, using your own car. They’re small lines individually, but they’re legal entitlements and they add up. The common ones (1 July 2026 amounts):
The calculator below doesn’t include allowances — add the ones that apply to your team on top of the result. The full list lives in the award’s allowances clause.
Break entitlements under the Concrete Products Award
Breaks are part of the award too — and missed or worked-through breaks usually carry a penalty rate, so they belong in the roster, not just the tea room. Here’s what the Concrete Products Award requires:
From the award’s breaks clause (clause 15). Verify the current award text before relying on it.
Calculate a week under the Concrete Products Award
Enter the week as it’s actually rostered. Weekend, evening and public-holiday hours are paid at the award’s penalty rates; anything beyond 38 hours is priced as overtime; super is applied to ordinary-time earnings only.
Rates current as of 1 July 2026 (adult minimums, MA000056) — first full pay period on or after that date.
This week’s numbers
Nothing is stored or sent — the maths runs on this page.
Are these the exact legal rates?
The classification minimums are the adult rates from clause 16.2, current at 1 July 2026. Tile manufacturing uses the same level structure with a lower industry allowance. Treat this as a planning figure and confirm against the award or your payroll adviser before running payroll.
Why is the casual overtime rate an odd number like 187.5%?
Because this award calculates casual overtime differently to most: the 25% casual loading is added to the ordinary rate first, then the overtime multiplier (150% or 200%) is applied on top of that loaded rate — giving 187.5% and 250% rather than a flat 175%/225%. It’s easy to underpay casuals working overtime here if payroll uses the more common formula.
Do public holiday rates differ for shiftworkers?
Yes — day workers (non-shiftworkers) are paid 250% for hours worked on a public holiday, while shiftworkers are paid 200% under the shift penalty clause. Confirm the employment pattern before you rely on either figure.
Does super apply to the industry allowance?
Yes — it’s an all-purpose allowance, so it counts as ordinary-time earnings and the 12% super guarantee applies. Overtime remains excluded, exactly as the calculator applies it.
This is a general calculator, not legal advice. It applies the award’s published adult minimums to the hours you enter — it can’t see your enterprise agreement, allowances or individual arrangements, and junior, apprentice and shiftwork rates differ. Always confirm pay against the award, your agreement or your adviser. If you believe something here is materially wrong or out of date, please contact us — we’ll review it promptly.
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Tommy applies the right award rates to every shift as you roster — penalties, loading and super included. Start with your email and your numbers come along.
