The Queensland Government has released a consultation paper on significant proposed reforms to the Environmental Protection Act 1994 and Water Act 2000 across key areas such as environmental authorities, progressive ...
From 1 July 2025, the national minimum wage will increase by 3.5% to $948.00 per week, or $24.95 per hour. The weekly rate is based on a 38-hour week for a full-time employee.
Additionally, minimum wage rates in all modern awards will also increase by 3.5%, effective from 1 July 2025. This will affect approximately 20.7% of the Australian workforce.
In deciding to increase the minimum wage, the Fair Work Commission primarily cited cost of living pressures caused by inflation and reductions in the real value of wages for employees reliant on the minimum wage.
This year’s increase is slightly lower than the 3.75% increase that occurred in 2024. In this regard, the Commission cited moderating factors including:
Employees will be entitled to the increased rate from their first full pay period on or after 1 July 2025.
The pay increase will apply to all employees on a minimum wage rate. This includes junior employees, employees performing work under a training arrangement and employees with a disability.
In light of the upcoming increase, employers must take steps to ensure that they are paying employees at the correct rates.
If employers do have employees on minimum wage rates, they will need to increase these rates by 3.5% from 1 July 2025.
Where annualised wage arrangements are being used, employers should be assessing whether these arrangements are still satisfying the minimum award requirements.
If employers have enterprise agreements that provide for wage increases in line with the annual wage review, these will also need to be increased.
From 1 July 2025, the minimum superannuation guarantee contribution rate will also increase to 12%. Employers should be implementing this increase as well.
For more information on the minimum wage increase, please visit: Annual Wage Review 2025.
If you have questions about the minimum wage increase or require specific legal advice, please contact a member of our workplace relations and safety team at [email protected].
This publication is for information only and is not legal advice. You should obtain advice that is specific to your circumstances and not rely on this publication as legal advice. If there are any issues you would like us to advise you on arising from this publication, please let us know.
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Cooper Grace Ward acknowledges and pays respect to the past, present and future Traditional Custodians and Elders of this nation and the continuation of cultural, spiritual and educational practices of Aboriginal and Torres Strait Islander peoples.
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