How to Check Your OT Salary Against the National Minimum Wage

How to Check Your OT Salary Against the National Minimum Wage

When you see the term "ot salary" – often shorthand for overtime salary or your overall pay – the first step is to know which legal pay floor applies to you. In Australia, the Fair Work Commission sets the national minimum wage each year, and the Fair Work Ombudsman explains how it works. From 1 July 2026, the national minimum wage for an adult employee not covered by a modern award or enterprise agreement is $26.44 per hour or $1,004.90 per week (based on 38 ordinary hours). If you are a casual employee, you are entitled to a 25% loading, making the casual minimum $33.05 per hour.

Separate the legal minimum from other figures

Your actual minimum pay may be higher than the national minimum if you are covered by a modern award. Most industries and occupations have an award that sets minimum rates, penalty rates, and allowances. From the first full pay period on or after 1 July 2026, modern award minimum wages increased by 4.75%, but the lowest ongoing classification cannot sit under the national minimum. Some awards have an introductory rate for the first six months, which can be as low as $25.74 per hour or $978.10 per week.

If you are covered by an enterprise agreement, the base rate in that agreement cannot be less than the base rate in the relevant award. A negotiated salary – what you and your employer agree on – can be higher than the award or national minimum, but it cannot be lower.

For comparison, the Australian Bureau of Statistics (ABS) reported in May 2026 that full‑time adult ordinary‑time earnings averaged $2,083.70 per week, while all employees (including part‑time and casual) averaged $1,579.20 per week. These survey averages are not legal minimums; they show what many people actually earn.

How to check your own rate

Take your hourly rate (or weekly salary divided by 38) and compare it to the national minimum. If you are award‑free and agreement‑free, your rate must be at least $26.44 per hour. If you are covered by an award, check the classification in your award using the Which minimum wage applies page or download the relevant rate table from the Fair Work Ombudsman’s pay guides.

Remember that superannuation (12% of ordinary time earnings) is paid on top of your salary, not included in it. Your gross pay before tax must meet the minimum, and your employer must also contribute super separately.

Special rates for juniors, apprentices, and trainees

Not every worker must receive $26.44 per hour. Award‑free junior employees (under 21) have percentage‑based rates: for example, a 16‑year‑old gets 47.3% of the adult rate ($12.51 per hour) and a 20‑year‑old gets 97.7% ($25.84 per hour). Apprentices and trainees have their own rates set by the Miscellaneous Award. Employees with a disability that affects productivity may have a supported wage based on their assessed capacity.

If you are unsure which rate applies, use the [Guides](/guides](/guides) on this site or use the Fair Work Ombudsman’s Pay and Conditions Tool. The method page explains how the figures are calculated.

What if your rate is below the minimum

If your hourly rate is below the applicable minimum, your employer may be underpaying you. You can contact the Fair Work Ombudsman for help or speak to a union or a private employment lawyer.

Three common questions

What is the national minimum wage from 1 July 2026? The Fair Work Commission set the national minimum at $26.44 per hour or $1,004.90 per week. The Fair Work Ombudsman explains how to apply it.

Can my award pay less than the national minimum? No. The lowest ongoing classification in any modern award cannot be below $26.26 per hour or $1,004.90 per week. Introductory rates for the first six months can be as low as $25.90 per hour, but after that period the full rate applies.

Does super count towards the minimum wage? No. The super guarantee (currently 12% of ordinary time earnings) is an extra employer must pay on top of your ordinary time earnings. It does not reduce the minimum wage you must be paid in cash.