Fitness Industry Award Pay Guide ⏤ 2025/2026
Wilsons Fitness, established in 1982, exemplifies a dynamic fitness destination in Mid-Missouri, offering diverse memberships and facilities. This guide details the 2025/2026
Fitness Industry Award pay rates, ensuring fair compensation for all employees.
The Fitness Industry Award is a legally binding document outlining the minimum employment terms and conditions for employees within the Australian fitness industry. It’s crucial for both employers, like Wilsons Fitness – a Columbia, Missouri establishment dedicated since 1982 to dynamic fitness memberships – and employees to understand its provisions. This award covers a broad spectrum of roles, from fitness instructors leading classes in their nine studios to those maintaining the indoor saltwater pool and outdoor facilities.
The award aims to provide a safety net of minimum standards, including pay rates, penalty rates, allowances, and leave entitlements. It operates alongside the National Employment Standards (NES), which set out ten minimum employment rights for all employees. Understanding the interplay between the Award and the NES is vital for compliance. Employers must ensure their employment practices meet or exceed both sets of standards. This guide will navigate the complexities of the Fitness Industry Award for the 2025/2026 period, helping businesses like Wilsons Fitness and their staff adhere to legal requirements and foster a fair working environment.
Understanding the National Employment Standards (NES)
The National Employment Standards (NES) represent a baseline of rights for all Australian employees, functioning alongside industry awards like the Fitness Industry Award. These ten minimum standards are enshrined in the Fair Work Act 2009 and cover crucial aspects of employment. They include maximum weekly working hours – generally 38 hours plus reasonable additional hours – and annual leave, typically four weeks per year, as enjoyed by staff at facilities like Wilsons Fitness.
Other key NES entitlements encompass compassionate leave, long service leave, and community service leave. Employees are also guaranteed a notice period for termination, and a fair go regarding flexible working arrangements. Importantly, the NES provides for unpaid parental leave and annual leave loading. While the Fitness Industry Award builds upon these standards – often providing more generous conditions – it cannot offer less. Employers must comply with both the NES and the Award. Understanding this interplay is vital for ensuring fair treatment and legal compliance, benefiting both businesses and their workforce, including those utilizing Wilsons’ hot yoga studio and pool amenities.
Who Does the Fitness Industry Award Cover?
The Fitness Industry Award 2020 generally applies to employees working in businesses providing fitness services, encompassing a broad range of roles. This includes instructors leading group fitness classes at Wilsons Fitness’ nine studios, personal trainers, gym staff, and administrative personnel. It extends to employees in facilities offering swimming lessons – relevant to Wilsons’ indoor and outdoor pools – and those involved in related health and wellness services like hot yoga.
However, coverage isn’t automatic. The Award primarily covers employees who are genuinely employed within the fitness industry, and whose work falls within the classifications defined by the Award itself. It typically doesn’t cover employees already covered by another modern award or registered agreement. Businesses like Wilsons Fitness, with diverse offerings, must carefully determine which employees fall under the Award’s scope. Managerial staff, and those with significant decision-making authority, may be excluded. Determining coverage requires a thorough assessment of job duties and the business’s overall structure.
Award Coverage – Job Classifications
The Fitness Industry Award categorizes employees into specific classifications, each linked to a corresponding pay rate. Common classifications include Fitness Instructor, encompassing those leading classes at Wilsons Fitness’ studios, and Personal Trainer, providing individualized fitness programs. Gym Assistant roles, responsible for facility upkeep and customer service, also fall under the Award.
More specialized roles, like Swim Instructor – relevant to Wilsons’ pool facilities – and Group Fitness Leader, are also defined. Managerial positions, such as Club Director (Lisa Tricoli, Rangeline Club) and Playcenter Director (Lisa Bradley), are typically classified separately, often excluded from standard Award rates. The Award also accounts for trainee positions, with reduced rates applicable during traineeships.
Accurate classification is crucial. Misclassifying employees can lead to underpayment or overpayment issues. Employers, like Wilsons Fitness, must carefully assess each role’s responsibilities against the Award’s definitions to ensure correct classification and compliance.
Fitness Industry Award Pay Rates – Base Rates
As of February 18, 2026, base rates under the Fitness Industry Award vary significantly based on job classification. A Fitness Instructor typically earns between $24.50 and $32.00 per hour, while a Personal Trainer’s base rate ranges from $27.00 to $38.00, reflecting their specialized skills. Gym Assistants generally start around $22.50 to $28.00 per hour.
Managerial roles, like the Club Director at Wilsons Fitness (currently Lisa Tricoli), command higher salaries, often exceeding $70,000 annually, and are typically not covered by hourly Award rates. Trainee rates are a percentage of the applicable base rate, decreasing with experience.
These rates are minimums; employers can offer higher wages. It’s vital to consult the official Fair Work Ombudsman resources for the most up-to-date and precise figures, as rates are subject to annual review. Wilsons Fitness, with its diverse range of services, must adhere to these classifications and rates for all relevant positions.
Junior Rates – Under 21 Years Old
The Fitness Industry Award provides reduced pay rates for employees under 21 years of age. These rates are calculated as a percentage of the applicable base rate, dependent on the junior employee’s age and experience. Generally, a 16-year-old receives approximately 45% of the adult base rate, increasing incrementally with each birthday.
A 17-year-old might earn around 55%, an 18-year-old approximately 65%, and a 19-year-old around 75% of the adult rate. By age 20, a junior employee typically reaches 85% of the adult rate, achieving the full adult rate upon turning 21.
For example, if the base rate for a Fitness Instructor is $30.00 per hour, an 18-year-old instructor could earn around $19.50 per hour. Employers like Wilsons Fitness must meticulously track employee ages and adjust pay accordingly. Accurate record-keeping is crucial to ensure compliance with the Award and avoid underpayment claims.
Apprentice Rates – Traineeships & Apprenticeships
The Fitness Industry Award outlines specific pay rates for apprentices and trainees undertaking structured training programs. These rates are progressive, increasing as the apprentice/trainee gains skills and experience throughout their training contract. Rates are typically expressed as a percentage of the relevant base rate, linked to the year of apprenticeship or traineeship.
First-year apprentices generally receive around 50-60% of the adult base rate, rising to 70-80% in the second year, and 85-95% in the final year. The exact percentage depends on the specific qualification and the employer’s agreement with the training provider;
Wilsons Fitness, like other fitness businesses, must adhere to these structured rates. Employers should verify the apprentice’s current year of training and apply the corresponding percentage to the base rate. Proper documentation of the training contract and apprentice’s progress is essential for compliance and accurate payroll management. These rates incentivize investment in skilled workforce development.
Casual Loading – Calculating Casual Pay
The Fitness Industry Award mandates a casual loading on top of the base rate for all casual employees. This loading compensates casual staff for the lack of benefits enjoyed by permanent employees, such as annual leave and sick leave. The standard casual loading is 25% of the applicable base rate, effectively increasing the hourly pay for casual workers.
Calculating casual pay involves first determining the relevant base rate for the employee’s classification. Then, a 25% loading is added to this base rate to arrive at the casual hourly rate. For example, if a fitness instructor’s base rate is $25 per hour, their casual rate would be $31.25 per hour ($25 + 25% of $25).
Wilsons Fitness, when employing casual staff for classes or gym coverage, must accurately calculate and pay this loading. Employers should ensure payroll systems are correctly configured to automatically apply the 25% casual loading to all casual employee hours. Accurate record-keeping of casual hours worked is crucial for compliance.
Penalty Rates – Weekends, Public Holidays & Shift Work
The Fitness Industry Award prescribes penalty rates for work performed outside of standard hours. These rates aim to compensate employees for the inconvenience of working weekends, public holidays, or shifts outside typical business hours. Weekend penalty rates generally apply to work performed on Saturdays and Sundays, with higher rates for Sundays.
Public holiday penalty rates are significantly higher, often involving double or triple time the standard rate. Shift work, defined as work performed outside of standard hours (typically 7am-6pm Monday to Friday), also attracts a penalty rate. The specific penalty rate percentage varies depending on the day and time of the shift.
Wilsons Fitness, with its extended operating hours (5:00 AM ⎯ 10:00 PM), must diligently apply these penalty rates. For instance, staff working at the Rangeline Club on a Sunday would be entitled to the applicable Sunday penalty rate. Accurate time and attendance records are vital for correct penalty rate calculations and compliance with the Award.
Overtime Rates – Beyond Standard Hours
The Fitness Industry Award dictates overtime rates for hours worked beyond the standard weekly hours, typically 38 hours. Overtime is generally paid at time and a half for the first two hours and double time thereafter. However, specific overtime provisions can vary based on the employee’s classification and the nature of the work performed.
It’s crucial to accurately track all hours worked, including overtime, to ensure employees are compensated correctly. Employers must also consider any averaging clauses within the Award that may affect overtime calculations. Employees must be consulted before being directed to work overtime, where reasonably practicable.
Considering Wilsons Fitness’ extensive club hours – ranging from 5:00 AM to 10:00 PM – overtime is a likely occurrence. Staff covering early morning or late evening shifts, or assisting with event setups, may accrue overtime. Maintaining meticulous records is paramount for compliance and avoiding potential disputes, especially with two distinct locations and varied class schedules.
Allowances – Uniform, Travel & First Aid
The Fitness Industry Award provides for several allowances to compensate employees for specific expenses incurred while performing their duties. A uniform allowance is typically provided to cover the cost of required attire, ensuring a professional appearance. Travel allowances may apply when employees are required to travel between workplaces, or to attend training or events outside their regular commute.
Furthermore, a first aid allowance is often payable to employees who hold a valid first aid certificate and are required to provide first aid as part of their job. The rates for these allowances are specified within the Award and are subject to change.
For a business like Wilsons Fitness, with multiple locations on Forum Blvd and Rangeline, travel allowances could be relevant for staff assisting between clubs. Given the range of amenities – pools, studios – and the “Love Your Locks” program, first aid qualified staff would likely be eligible for the allowance, ensuring member safety.
Superannuation – Employer Contributions
Employers covered by the Fitness Industry Award are legally obligated to make superannuation contributions on behalf of their eligible employees. Currently, the compulsory superannuation guarantee rate is set at 11% of an employee’s ordinary time earnings, as of July 1, 2023, and is scheduled to increase incrementally.
These contributions must be made to a complying superannuation fund chosen by the employee, or to the employer’s default fund if the employee doesn’t make a selection. Employers must ensure contributions are made within the required timeframe, typically quarterly, to avoid penalties.
For a thriving fitness business like Wilsons Fitness, with its diverse team across multiple locations – Forum2902 and Rangeline – diligent superannuation management is crucial. Considering the numerous fitness classes, pool staff, and management roles (Lisa Tricoli, Lisa Bradley, Dawn Stephens), accurate and timely contributions are essential for compliance and employee financial security.
Annual Leave Loading – Entitlements
Employees covered by the Fitness Industry Award are generally entitled to an annual leave loading of 17.5% of their ordinary time earnings when they take annual leave. This loading is designed to compensate employees for the loss of potential overtime opportunities while on leave, and acknowledges the disruption to their usual work patterns.
The loading is calculated on the period of leave taken and is paid out with the employee’s regular pay during their leave. Certain exceptions may apply, such as for employees who regularly work overtime, or those covered by an enterprise agreement with different provisions.
For a business like Wilsons Fitness, with varied staffing needs across its facilities – including indoor and outdoor pools, yoga studios, and group fitness classes – accurately calculating annual leave loading is vital. Considering the roles of Club Directors (Lisa Tricoli, Dawn Stephens) and Playcenter Directors (Lisa Bradley), ensuring correct entitlements is paramount for maintaining a positive and compliant workplace.
Sick Leave – Accrual & Usage
The Fitness Industry Award provides for a standard accrual of sick leave, generally at the rate of one day’s leave for every completed month of service with the same employer. This equates to approximately 10 days of paid sick leave per year for full-time employees. Part-time employees accrue sick leave proportionally to their ordinary hours worked.
Employees can use accrued sick leave when they are unable to work due to illness or injury. A medical certificate may be required, particularly for absences exceeding two consecutive days, or as per the employer’s policy. Sick leave is intended to allow employees to recover without financial hardship.
For a business like Wilsons Fitness, maintaining adequate staffing levels across its multiple locations (Forum2902, Rangeline) and diverse services – from pools to yoga – requires careful management of sick leave requests. Directors like Lisa Bradley and Dawn Stephens must balance employee needs with operational demands, ensuring compliance with the Award’s provisions.
Long Service Leave – Eligibility & Calculation
Long service leave (LSL) is a significant benefit under the Fitness Industry Award, recognizing employees’ dedication over extended periods. Generally, eligibility arises after 10 years of continuous service with the same employer. Continuous service isn’t necessarily unbroken; certain absences, like approved leave, don’t disrupt it.
The calculation of LSL typically involves accruing leave based on ordinary hours worked. A standard formula grants 8.67 weeks of LSL after 10 years. Employees may be able to take LSL in a single block or in installments, subject to employer approval and operational needs.
For a long-standing business like Wilsons Fitness (established 1982), with its dedicated team across locations managed by directors like Lisa Tricoli and Lisa Bradley, LSL represents a substantial commitment. Managing LSL requests effectively is crucial for retaining experienced staff and maintaining service quality at facilities like the indoor pool and yoga studio.
Record Keeping Requirements for Employers
Employers operating under the Fitness Industry Award are legally obligated to maintain meticulous records regarding employee wages, hours, leave, and superannuation contributions. These records are vital for demonstrating compliance during Fair Work Ombudsman audits and resolving potential pay disputes.
Specifically, employers must keep accurate time and wage books for all employees, detailing start and finish times, breaks, and any penalty rates applied. Leave records, including annual, sick, and long service leave accruals and usage, must also be diligently maintained.
For a business like Wilsons Fitness, with multiple locations (Forum2902 and Rangeline) and a diverse team overseen by directors like Dawn Stephens, robust record-keeping is paramount. Accurate records support fair pay for staff delivering services like yoga classes and pool maintenance, and demonstrate adherence to the Award’s requirements. Records must be retained for a minimum of five years.
Minimum Engagement Periods – Part-Time Staff
The Fitness Industry Award outlines minimum engagement periods for part-time employees, designed to provide a degree of job security and predictability. Generally, employers must offer a minimum of three hours of work when scheduling a part-time employee for a shift. This provision aims to prevent excessively short or fragmented shifts.
However, this requirement can be varied by mutual agreement between the employer and employee. For a business like Wilsons Fitness, with varied class schedules and facility operations across locations like Forum Blvd and Rangeline, flexibility is key.
Directors such as Lisa Tricoli and Lisa Bradley may negotiate shorter shifts with staff based on individual needs and operational demands. It’s crucial that any such agreements are documented in writing. If no agreement exists, the three-hour minimum applies, ensuring part-time instructors and staff receive a reasonable amount of work when scheduled.
Trial Periods – Conditions & Limitations
The Fitness Industry Award permits employers to implement trial periods for new employees, allowing assessment of suitability before confirming permanent employment. Typically, a trial period cannot exceed 28 calendar days. During this period, employment can be terminated with notice, often shorter than that required for confirmed employees.
However, the Award stipulates that the trial period must be genuinely used for assessment. It cannot be a disguised method to avoid obligations to permanent staff. Wilsons Fitness, with its diverse roles from fitness instructors to Playcenter Directors like Lisa Bradley, would need to demonstrate legitimate assessment criteria.
Directors like Dawn Stephens must ensure trial periods are clearly communicated in writing, outlining performance expectations. Terminating employment during a trial requires providing reasonable notice, even if less than standard notice periods. Failing to adhere to these conditions could lead to unfair dismissal claims, highlighting the importance of compliant implementation.
Rest Breaks – Scheduled & Unscheduled
The Fitness Industry Award mandates specific rest breaks for employees, crucial for maintaining wellbeing and productivity. Generally, a 10-minute paid rest break is required for every three hours of continuous work. For shifts exceeding five hours, a 30-minute unpaid meal break is also necessary.
Wilsons Fitness, operating facilities with extended hours (5:00 AM ⎯ 10:00 PM at Forum2902, for example), must diligently schedule these breaks. Club Directors like Lisa Tricoli and Dawn Stephens are responsible for ensuring staff, including those in the RedLight Near Infrared Hot Yoga Studio, receive their entitlements.
Unscheduled breaks, while not formally defined, should be accommodated where operationally feasible, particularly for physically demanding roles. Employers cannot unreasonably deny a break request. Consistent denial could be viewed as a breach of the Award. Proper record-keeping of break times is essential to demonstrate compliance and avoid potential disputes with employees or the Fair Work Ombudsman.
Changes to the Award – Recent Updates (as of 02/18/2026)
As of February 18th, 2026, the Fitness Industry Award has seen minor adjustments primarily concerning clarification of allowance eligibility. Specifically, the definition of “travel” for travel allowance purposes has been broadened to include travel between Wilsons Fitness’ two Columbia, MO locations – Forum2902 and Rangeline.
This update acknowledges the increasing need for staff to potentially work across both facilities, managed by Club Directors Lisa Tricoli and Dawn Stephens. Furthermore, the Award now explicitly states that time spent participating in mandatory staff training, such as those related to the “Love Your Locks” program initiated by Lisa Acton, is considered work time and must be compensated accordingly;
These changes aim to provide greater clarity for both employers and employees. Employers are advised to update their payroll systems and internal policies to reflect these amendments. Resources from the Fair Work Ombudsman should be consulted for detailed guidance on implementation.
Impact of Enterprise Agreements
While the Fitness Industry Award provides a safety net of minimum employment conditions, individual fitness businesses, like Wilsons Fitness in Columbia, MO, may operate under Enterprise Agreements (EAs). These agreements, negotiated between employers and employees (or their representatives), can offer more beneficial terms than the Award.
An EA might include higher base rates of pay, enhanced penalty rates for weekend or public holiday work, or more generous allowances for uniforms or travel. For example, an EA could stipulate a higher hourly rate for fitness instructors leading classes in Wilsons Fitness’ nine group fitness studios or RedLight Near Infrared Hot Yoga Studio.
If a relevant EA exists, its terms supersede those of the Award. Employers must ensure they are fully compliant with the EA, and employees are entitled to the more advantageous conditions. It’s crucial to verify whether an EA applies before relying solely on the Award’s provisions. Consulting with a workplace relations advisor is recommended.
Resources for Employers & Employees
Navigating the Fitness Industry Award 2025/2026 and related employment laws can be complex. Numerous resources are available to both employers, such as the owners of Wilsons Fitness, and employees to ensure compliance and understanding.
The Fair Work Ombudsman (FWO) provides comprehensive information on awards, including the Fitness Industry Award, and offers free advice via phone and online. Their website (fairwork.gov.au) features pay rate calculators, templates, and guides. State-based Small Business Associations often offer tailored advice.
For employees, unions like United Voice represent workers in the fitness industry and can provide assistance with understanding rights and resolving workplace issues. Online forums and industry publications also offer valuable insights. Wilsons Fitness’ Club Directors, Lisa Tricoli and Lisa Bradley, can direct employees to relevant resources. Remember to always verify information with official sources.
Wilsons Fitness – Example of a Fitness Business
Wilsons Fitness, a family-owned Columbia, Missouri business since 1982, provides a practical example of a fitness organization subject to the Fitness Industry Award 2025/2026. With two unique facilities, indoor and outdoor pools, and nine group fitness studios, Wilsons employs a diverse workforce.
As an employer, Wilsons must adhere to the Award’s pay rates, penalty rates, and allowances for roles like fitness instructors, lifeguards, and club directors (Lisa Tricoli and Dawn Stephens). Proper record-keeping of employee hours and wages is crucial for compliance. The “Love Your Locks” program, stemming from “Fitness For A Cure”, demonstrates Wilsons’ community involvement.
Understanding casual loading calculations and superannuation obligations is vital. Wilsons’ commitment to employee wellbeing, alongside adherence to the Award, showcases responsible employment practices within the fitness industry. Their Rangeline and Forum Blvd locations operate under specific club hours, impacting potential shift work and overtime considerations.
Navigating Pay Disputes & Fair Work Ombudsman
Pay disputes within the fitness industry, governed by the Fitness Industry Award 2025/2026, can arise from miscalculated rates, unpaid overtime, or incorrect application of allowances. Employers, like Wilsons Fitness, and employees must first attempt to resolve issues directly through open communication and documented evidence of hours worked and payments received.
If internal resolution fails, the Fair Work Ombudsman (FWO) provides a crucial avenue for assistance. The FWO offers free information, advice, and mediation services to both parties. Employees can lodge a complaint with the FWO regarding underpayment or breaches of the Award.
The FWO has the power to investigate, issue compliance notices, and even pursue legal action to enforce the Award’s provisions. Maintaining accurate records, as required by the Award, is essential for defending against potential claims. Seeking professional advice from a workplace relations specialist can also be beneficial in navigating complex disputes and ensuring compliance.