Does my base salary include super?

No. Under the Fair Work Act, the base rate of pay excludes incentive payments, loadings, allowances, overtime, penalty rates, and any other separately identifiable amounts. Superannuation is a separate employer contribution, not part of the base salary. The national minimum wage of $26.44 per hour is before super; employers must add 12% super guarantee on top.

What is the difference between award rates and the national minimum wage?

Award rates are minimum pay rates set for specific industries or occupations. They often include penalty rates, allowances, and higher base rates than the national minimum wage. The national minimum wage ($26.44/h from 1 July 2026) applies only to employees not covered by an award or registered agreement. If an award applies, the award rate is the legal minimum – and it may be higher than the national minimum.

Are junior rates lower than the national minimum?

Yes. For award-free employees, junior rates are a percentage of the adult national minimum wage. For example, a 16‑year‑old receives $12.51 per hour (47.3% of $26.44). These rates are legal provided the employee is not covered by an award that specifies a different junior rate. Apprentices and trainees have separate pay structures.

Does Base Salary Include Super? Award Coverage vs Award-Free Rates in Australia

The national minimum wage of $26.44 per hour (from 1 July 2026) does not include superannuation; employers must pay 12% super on top.

Does base salary include super? The short answer

If you are asking does base salary include super, the answer is no – at least under Australian workplace law. The base rate of pay, as defined by the Fair Work Act, is the amount payable for ordinary hours of work before adding superannuation, bonuses, loadings, allowances, overtime, or penalty rates. Superannuation is an employer contribution on top of your base salary, currently set at 12% of ordinary time earnings.

This distinction matters when comparing job offers, award rates, or the national minimum wage. A salary quoted as $60,000 per year typically means $60,000 plus super, unless stated otherwise. Always check the contract or award to confirm whether the figure is inclusive or exclusive of super.

Award coverage vs award-free rates

Which pay floor applies to you?

Australia has a multi‑tiered wage system. The first step is to determine whether you are covered by a modern award or an enterprise agreement. Most employees in the private sector are covered by an award that sets minimum pay rates, including penalty rates and allowances. If an award applies, that award’s rate is your legal minimum – and it will almost always be higher than the national minimum wage.

If you are award‑free – for example, a retail worker in a state that has not referred its powers, or a manager earning above the high‑income threshold – the national minimum wage becomes your floor. As of 1 July 2026, the national minimum is $26.44 per hour or $1,004.90 per week. This rate is reviewed annually by the Fair Work Commission.

Award‑free juniors, apprentices, trainees, and employees with disability may receive lower legal rates below $26.44 – see our rate tables for the full breakdown.

Base salary and super: always separate

Whether you are award‑covered or award‑free, the base salary does not include super. The Fair Work Ombudsman explains that the super guarantee is an employer obligation paid on top of ordinary time earnings. For a full‑time employee on the national minimum, the employer must also contribute 12% super (about $3.17 per hour) into a nominated fund. This is not part of your take‑home pay.

Some enterprise agreements or individual contracts may quote a “total remuneration package” that includes super. But the legal minimum wage itself is always stated before super. If you see a figure like $26.44, that is the base rate – super is extra.

How the national minimum compares with average earnings

While the legal floor is $26.44 per hour, the Australian Bureau of Statistics (ABS) reports that in May 2026, full‑time adult ordinary‑time earnings averaged $2,083.70 per week. That is about $54.83 per hour for a 38‑hour week – more than double the minimum. The average total earnings for all employees (including part‑time and casual) was $1,579.20 per week.

These averages include penalty rates, overtime, and bonuses, and they reflect the broad labour market. The legal minimum is a safety net, not a typical wage.

What about award rates that are lower than the national minimum?

A few awards contain introductory rates for new employees – for example, the first six months in a hospitality role. These rates can be below the national minimum, but only temporarily. From 1 July 2026, the lowest introductory rate cannot fall under $25.74 per hour or $978.10 per week. After the introductory period, the employee must move to a classification that pays at least $26.44 per hour.

If you are award‑free, you cannot be paid less than the national minimum (except for juniors, apprentices, etc.).

Practical tips for readers

Always ask: “Is this salary inclusive or exclusive of super?”
Check your award or agreement – use the Fair Work Pay and Conditions Tool (external) to find your exact rate.
Remember that super is paid on top of your base salary, not deducted from it.
If you are award‑free and under 21, your minimum is a percentage of the adult rate – see our guides for the table.

How the figures work

The national minimum wage is set by the Fair Work Commission each year. The Fair Work Ombudsman provides guidance and enforcement. The figures on this site are sourced from public announcements and legislation. For the most current rates, always refer to the official sources.

FAQs

We have answered the three most common questions above. For more, visit our topics page.

This article is for general information only. It does not constitute legal or tax advice. For your specific situation, consult a qualified professional.