How can I check which award covers my job and the correct minimum pay rate?

Use the Fair Work Ombudsman's Pay and Conditions Tool. Enter your industry and role to find the applicable award and classification. The tool shows minimum rates including penalties and allowances.

Does the Seek salary checker show the legal minimum wage for my role?

No. The Seek salary checker shows median or average salaries advertised on Seek, which are typically market rates, not legal minimums. The legal minimum is set by your award or the National Minimum Wage if award-free.

What should I do if I think I'm being paid below the minimum wage?

First, confirm your correct award and classification using the Fair Work Ombudsman's tools. If you are being underpaid, you can contact the Fair Work Ombudsman for advice or make a complaint. You may also be entitled to back pay.

Seek salary checker vs the real pay floor: what you need to know

From 1 July 2026, the national minimum wage is $26.44 per hour or $1,004.90 per week, but most workers are covered by an award that may set a higher rate.

Seek salary checker: a useful tool, but not the legal floor

If you have ever browsed jobs on Seek, you have probably seen the Seek salary checker – a feature that estimates typical pay for a role based on advertised salaries. It is handy for gauging what employers are offering, but it is not a legal minimum. Many people confuse the two, assuming the figure from the salary checker is what they must be paid. In reality, Australia’s pay floors are set by the Fair Work Commission and enforced by the Fair Work Ombudsman. This article explains the difference and helps you work out which minimum applies to you.

The legal minimum: national minimum wage and awards

National Minimum Wage

The Fair Work Commission reviews the National Minimum Wage each year. From 1 July 2026, the rate is $26.44 per hour or $1,004.90 per week for a 38‑hour week. This applies to employees who are not covered by a modern award or enterprise agreement – known as award‑free employees. Casual employees receive a 25% loading, making the casual rate $33.05 per hour.

Modern awards

Most Australian employees are covered by a modern award. Awards set minimum pay rates, penalty rates, allowances, and conditions for specific industries or occupations. From the first full pay period on or after 1 July 2026, award minimum wages increase by 4.75%. However, the lowest ongoing classification in any award cannot fall below the national minimum wage ($26.44/h or $1,004.90/w). Introductory rates limited to the first six months of employment cannot fall below $25.74/h or $978.10/w.

Award rates are often higher than the national minimum. For example, a hospitality award may set a higher base rate for a chef than the national minimum. Always check your award using the Fair Work Ombudsman’s Pay and Conditions Tool.

Enterprise agreements

If your workplace has an enterprise agreement, that agreement sets the minimum pay and conditions. The base rate in the agreement cannot be less than the base rate in the relevant award. You can find enterprise agreements on the Fair Work Commission’s website.

Special categories: juniors, apprentices, and supported wages

The national minimum wage is not a flat $26.44 for everyone. Award‑free junior employees (under 21) are paid a percentage of the adult rate. For example, a 17‑year‑old receives 57.8% – $15.29 per hour, or $19.11 casual. Apprentices and trainees have their own rates under the Miscellaneous Award. Employees with a disability that affects productivity may receive a supported wage based on their assessed capacity. These are all legal minimums, not optional discounts.

Survey averages vs legal floors

The Seek salary checker draws on job advertisements to show a median or average salary for a role. The Australian Bureau of Statistics (ABS) also publishes average weekly earnings. In May 2026, full‑time adult ordinary‑time earnings averaged $2,083.70 per week – roughly double the national minimum. These figures reflect what the market pays, not what the law requires. A salary checker might show $80,000 for a marketing manager, but the award minimum for that role could be $55,000. The employer must pay at least the award rate, but they may choose to pay more to attract talent.

Superannuation is on top

All minimum wage figures discussed are before tax. Employers must also pay superannuation guarantee contributions on top of ordinary time earnings. From 1 July 2026, the super guarantee rate is 12%, and it must be paid on the same day as wages (payday super). So if you earn $26.44 per hour, your employer must also contribute $3.17 per hour into your super fund.

How to find your correct minimum

Check if you are award‑free – most private‑sector employees are covered by an award. Use the Fair Work Ombudsman’s Which minimum wage applies tool to start.
Find your award – the Ombudsman’s Pay and Conditions Tool will identify the correct award and classification.
Read the pay guide – each award has a downloadable pay guide with current rates.
Compare with your payslip – if your base rate is below the award rate, you may be underpaid.

For a full breakdown of rates by age and employment type, see our Rate tables.

Common mistakes

Assuming the Seek salary checker is the minimum – it is a market average, not a legal floor.
Thinking the national minimum applies to everyone – most workers are covered by an award that sets a higher rate.
Forgetting casual loading – casual employees get 25% on top of the base rate.
Ignoring super – the minimum wage is before super; super is an additional employer cost.

Final word

The Seek salary checker is a useful tool for understanding what employers are paying, but it does not replace the legal minimums set by the Fair Work Commission. Always verify your award or agreement rate using official sources. If you are paid less than the legal minimum, contact the Fair Work Ombudsman for advice.

For the published floors, see the rate tables and how the figures work.