MA000017Fully builtFair Work syncedEffective 1 July 2025

Textile, Clothing, Footwear and Associated Industries Award

Covers six industry sub-categories - textile, clothing, bag making, button making, footwear, and allied manufacturing/fabricating. Twenty-seven classifications across five separate sub-streams (General Skill Levels 1-5+Trainee, Wool & Basil employees, Storeworkers, Warehouse employees, and specialist Forklift / High Rise Stacker / Pedestrian Forklift roles), with General Skill Level 4 as the standard rate. Built around a 26-week accident-pay top-up to workers compensation, a Payment-by-Results (piecework) system unique to textile manufacturing, flat-dollar shift loadings for textile-industry shiftworkers ($29.47 / $58.94 per shift), 7-day continuous shiftwork with majority-of-shift weekend rules, and outwork compliance provisions where state legislation is NOT displaced.

Fully built. Rates, allowances, penalties and any required apprentice / junior rates are all wired to the rate resolver and have been verified against the consolidated award text and the latest pay guide.

Official Fair Work rates. This award’s minimum pay rates are synced directly from the Fair Work Commission’s Modern Awards Pay Database and updated automatically when the Commission changes them - including the annual wage review - so payroll always uses the current legal minimums without a manual update.

What's built

All 27 classifications across five sub-streams: General (Trainee, SL1-SL5), Wool & Basil (General Hand, Operator G3-G1, Senior Operator G2-G1), Storeworker (G1 commencement / 3 months / 12 months + G2-G4), Warehouse (matched to Storeworker minus $6 / week), and Other (Forklift, High Rise Stacker at SL3 + 2.41% standard, Pedestrian Forklift at SL3 - 0.97% standard).
Apprentice rate matrix - pre-2014 (50 / 65 / 75 / 85% of Skill Level 4) and post-2014 (Year-12 split - 50-55 / 65 / 75 / 85%). Adult apprentice pre-2014 (82 / 87 / 92 / 100%) and post-2014 (greater of three options per cl. 19.8(c)).
Junior rates per cl. 19.6 - under-17 / 17 / 18 / 19 / 20 at 55 / 65 / 75 / 80 / 90% of General Skill Level 2 (DISTINCTIVE base - most awards % adult rate per classification). Total rate rounded to nearest 5 cents per cl. 19.6(b).
Thirty-three allowances spanning four clauses - cl. 22 general (first aid 2-tier, leading hand 3-tier, meal-OT, plus reimbursement-only hospital / uniform / tool / protective clothing / protective gloves), cl. 23 clothing industry (head of table 2-tier, dining room and rest room disability), cl. 24 textile industry (instructor and cards both all-purpose, plus blending, change-of-shift, dust, soda ash, unwashed rags, willey hands, wool waste / rags, flax scutcher, dye house with kiers / vaporloc add-on, shoddy-shaking, size-troughs), cl. 25 felt and wadding (wet / steamy, mask / goggles), and cl. 21.9 PBR trainer 3-tier ($9.62 / $8.55 / $7.59 weeks 1 / 2 / 3+).
Two-column overtime model - FT/PT 150% first 3 hours / 200% after; casual 175% / 225% (inclusive of 25% loading per cl. 28.4 NOTE).
Saturday tier 150% first 3 hours / 200% after, Sunday all hours 200%, public holiday all hours 250%.
General shiftwork - afternoon / night 115%, permanent night 130%. Plus textile-industry FLAT DOLLAR shift loadings of $29.47 / $58.94 per shift for afternoon-night and permanent-night respectively (cl. 30.3).
Seven-day continuous shiftwork (cl. 31) - Saturday 150% / Sunday 200% / public holiday 200% on a majority-of-shift basis. Excludes the cl. 29.3 general shift loading per cl. 31.4(d). Overtime for these workers is flat 200% (cl. 28.6). Twelve-hour shift option (cl. 31.6) by majority agreement, with Mon-Fri = first 10 hours ord + 2 hours at 200%.
Accident pay (cl. 26) - 26 weeks workers compensation top-up. Multiple absences from same injury are cumulative. Continues post-termination unless misconduct. Casual basis = 12-month average ordinary hours. Excluded during AL / LSL / public holiday.
Payment-by-Results (piecework) framework (cl. 21) - 2280-minutes-per-week base, each day stands alone, 20% above-award target for average-capacity employees. PBR overtime at 150% / 200% first / after 2 hours.
Annual leave loading 17.5%; shiftworkers receive greater of 17.5% OR shift loading (NOT both, cl. 32.1(b)). Shutdown requires 3 MONTHS notice (DISTINCTIVE - most awards 28 days). Cash-out max 2 weeks / year, min 4 weeks remaining. Excessive 8 / 10 weeks (FT / shiftworker).
Wages must be paid weekly NOT LATER THAN THURSDAY (cl. 20.1). Cash or EFT permitted. Casual paid at end of each day default; weekly by agreement.

Known limitations

The previous seeder used the wrong classification template (C-stream from Manufacturing Award MA000010 - does not exist in MA000017). Existing employees mapped to C-stream codes (C7-C14) need re-classification to TCF codes before payroll runs correctly. Closest informal mappings: C14 → GEN_TRAINEE; C13 / C12 → GEN_SL1 / SL2; C11 / C10 → GEN_SL3 / SL4; C9-C7 → GEN_SL5.
Textile-industry flat-dollar shift loadings ($29.47 / $58.94 per shift) cannot be cleanly represented as multiplier-based penalties; the resolver must consume the configuration keys `shift_textile_*_per_shift_dollar` and apply by sector at runtime.
Seven-day continuous shiftwork majority-of-shift rule (cl. 31.4) requires the resolver to determine which day the major portion of a rostered shift falls on. Schema does not natively model this.
Wool scouring pits cleaning (cl. 24.2(o)) is a 200% percentage premium per hour, not a flat dollar amount. The placeholder allowance row carries amount = 0 and the resolver must compute it per-classification at runtime.
Adult apprentice post-2014 rate (cl. 19.8(c)) is the GREATER of three candidate options. The resolver must compute all three and pick the maximum.
Payment-by-Results earnings calculation (bonus minutes × minute pay rate) is encoded as configuration + advanced rule but not natively modelled in the schema. Payroll runtime needs PBR calculation hooks.
Outwork (Schedule F) is referenced as configuration only - full Schedule F seeding (rates, conditions, principal entity obligations) is out of scope for this audit and would need a separate seeder method.
Annual leave shutdown requires 3 MONTHS notice (cl. 32.6(b)) - UI must enforce this longer-than-typical notice period.

Setup & special instructions

Standard rate for the award is General Skill Level 4 ($1,068.40 / week) per cl. 2 - used for apprentice percentages and percentage-based allowances (PBR trainer, wool scouring pits).
Junior rate base classification is General Skill Level 2 (NOT each employee's own classification) - 55 / 65 / 75 / 80 / 90% of SL2 for under-17 / 17 / 18 / 19 / 20. Total rate rounded to nearest 5 cents.
Casual employees may only be engaged in relieving work or work of irregular / intermittent nature (cl. 11.1) - restricted scope. Minimum 3 hours per engagement; cannot be required to attend more than once on any one day.
Casual employees are paid at the end of each day by default; weekly payment by agreement (cl. 11.6). Casual termination = 1 hour notice OR 1 hour wages forfeit (cl. 11.11).
Wages must be paid weekly not later than Thursday (cl. 20.1). Termination wages within 7 days (cl. 20.3).
Higher duties: 2-hour threshold (cl. 19.9) - ≥2 hours at higher rate = whole day at higher rate; <2 hours = actual time only.
Annual leave shutdown requires 3 months written notice (cl. 32.6(b)) - three times longer than the typical 28-day rule.
Annual leave loading for shiftworkers: greater of 17.5% OR shift loading, NOT both (cl. 32.1(b)).
Outwork (Schedule F) - IFAs cannot affect Schedule F provisions (cl. 5.4). State legislation governing outwork is NOT displaced by the award.
Textile shiftworkers receive flat-dollar shift loadings ($29.47 afternoon-night / $58.94 permanent night per shift) - distinct from the general percentage loadings (115% / 130%) that apply to non-textile shiftworkers.
Sunday-night week-start: a textile employee beginning the week's work on Sunday night is paid 200% for all Sunday work (cl. 30.3(e)) - UNLESS majority agreement permits ordinary rates instead.

Industries

• Textile
• Clothing manufacturing
• Footwear
• Bag making
• Button making
• Hosiery
• Knitting mills
• Dyeing and finishing
• Outwork
• Allied textile manufacturing

Read the consolidated award

MA000017 on Fair Work Library

The consolidated award text is the authoritative source. Always confirm specific obligations against the award itself - Mployr's implementation status reflects what we've seeded; it does not replace legal advice.

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Textile, Clothing, Footwear and Associated Industries Award

What's built

All 27 classifications across five sub-streams: General (Trainee, SL1-SL5), Wool & Basil (General Hand, Operator G3-G1, Senior Operator G2-G1), Storeworker (G1 commencement / 3 months / 12 months + G2-G4), Warehouse (matched to Storeworker minus $6 / week), and Other (Forklift, High Rise Stacker at SL3 + 2.41% standard, Pedestrian Forklift at SL3 - 0.97% standard).
Apprentice rate matrix - pre-2014 (50 / 65 / 75 / 85% of Skill Level 4) and post-2014 (Year-12 split - 50-55 / 65 / 75 / 85%). Adult apprentice pre-2014 (82 / 87 / 92 / 100%) and post-2014 (greater of three options per cl. 19.8(c)).
Junior rates per cl. 19.6 - under-17 / 17 / 18 / 19 / 20 at 55 / 65 / 75 / 80 / 90% of General Skill Level 2 (DISTINCTIVE base - most awards % adult rate per classification). Total rate rounded to nearest 5 cents per cl. 19.6(b).
Thirty-three allowances spanning four clauses - cl. 22 general (first aid 2-tier, leading hand 3-tier, meal-OT, plus reimbursement-only hospital / uniform / tool / protective clothing / protective gloves), cl. 23 clothing industry (head of table 2-tier, dining room and rest room disability), cl. 24 textile industry (instructor and cards both all-purpose, plus blending, change-of-shift, dust, soda ash, unwashed rags, willey hands, wool waste / rags, flax scutcher, dye house with kiers / vaporloc add-on, shoddy-shaking, size-troughs), cl. 25 felt and wadding (wet / steamy, mask / goggles), and cl. 21.9 PBR trainer 3-tier ($9.62 / $8.55 / $7.59 weeks 1 / 2 / 3+).
Two-column overtime model - FT/PT 150% first 3 hours / 200% after; casual 175% / 225% (inclusive of 25% loading per cl. 28.4 NOTE).
Saturday tier 150% first 3 hours / 200% after, Sunday all hours 200%, public holiday all hours 250%.
General shiftwork - afternoon / night 115%, permanent night 130%. Plus textile-industry FLAT DOLLAR shift loadings of $29.47 / $58.94 per shift for afternoon-night and permanent-night respectively (cl. 30.3).
Seven-day continuous shiftwork (cl. 31) - Saturday 150% / Sunday 200% / public holiday 200% on a majority-of-shift basis. Excludes the cl. 29.3 general shift loading per cl. 31.4(d). Overtime for these workers is flat 200% (cl. 28.6). Twelve-hour shift option (cl. 31.6) by majority agreement, with Mon-Fri = first 10 hours ord + 2 hours at 200%.
Accident pay (cl. 26) - 26 weeks workers compensation top-up. Multiple absences from same injury are cumulative. Continues post-termination unless misconduct. Casual basis = 12-month average ordinary hours. Excluded during AL / LSL / public holiday.
Payment-by-Results (piecework) framework (cl. 21) - 2280-minutes-per-week base, each day stands alone, 20% above-award target for average-capacity employees. PBR overtime at 150% / 200% first / after 2 hours.
Annual leave loading 17.5%; shiftworkers receive greater of 17.5% OR shift loading (NOT both, cl. 32.1(b)). Shutdown requires 3 MONTHS notice (DISTINCTIVE - most awards 28 days). Cash-out max 2 weeks / year, min 4 weeks remaining. Excessive 8 / 10 weeks (FT / shiftworker).
Wages must be paid weekly NOT LATER THAN THURSDAY (cl. 20.1). Cash or EFT permitted. Casual paid at end of each day default; weekly by agreement.

Known limitations

The previous seeder used the wrong classification template (C-stream from Manufacturing Award MA000010 - does not exist in MA000017). Existing employees mapped to C-stream codes (C7-C14) need re-classification to TCF codes before payroll runs correctly. Closest informal mappings: C14 → GEN_TRAINEE; C13 / C12 → GEN_SL1 / SL2; C11 / C10 → GEN_SL3 / SL4; C9-C7 → GEN_SL5.
Textile-industry flat-dollar shift loadings ($29.47 / $58.94 per shift) cannot be cleanly represented as multiplier-based penalties; the resolver must consume the configuration keys `shift_textile_*_per_shift_dollar` and apply by sector at runtime.
Seven-day continuous shiftwork majority-of-shift rule (cl. 31.4) requires the resolver to determine which day the major portion of a rostered shift falls on. Schema does not natively model this.
Wool scouring pits cleaning (cl. 24.2(o)) is a 200% percentage premium per hour, not a flat dollar amount. The placeholder allowance row carries amount = 0 and the resolver must compute it per-classification at runtime.
Adult apprentice post-2014 rate (cl. 19.8(c)) is the GREATER of three candidate options. The resolver must compute all three and pick the maximum.
Payment-by-Results earnings calculation (bonus minutes × minute pay rate) is encoded as configuration + advanced rule but not natively modelled in the schema. Payroll runtime needs PBR calculation hooks.
Outwork (Schedule F) is referenced as configuration only - full Schedule F seeding (rates, conditions, principal entity obligations) is out of scope for this audit and would need a separate seeder method.
Annual leave shutdown requires 3 MONTHS notice (cl. 32.6(b)) - UI must enforce this longer-than-typical notice period.

Setup & special instructions

Standard rate for the award is General Skill Level 4 ($1,068.40 / week) per cl. 2 - used for apprentice percentages and percentage-based allowances (PBR trainer, wool scouring pits).
Junior rate base classification is General Skill Level 2 (NOT each employee's own classification) - 55 / 65 / 75 / 80 / 90% of SL2 for under-17 / 17 / 18 / 19 / 20. Total rate rounded to nearest 5 cents.
Casual employees may only be engaged in relieving work or work of irregular / intermittent nature (cl. 11.1) - restricted scope. Minimum 3 hours per engagement; cannot be required to attend more than once on any one day.
Casual employees are paid at the end of each day by default; weekly payment by agreement (cl. 11.6). Casual termination = 1 hour notice OR 1 hour wages forfeit (cl. 11.11).
Wages must be paid weekly not later than Thursday (cl. 20.1). Termination wages within 7 days (cl. 20.3).
Higher duties: 2-hour threshold (cl. 19.9) - ≥2 hours at higher rate = whole day at higher rate; <2 hours = actual time only.
Annual leave shutdown requires 3 months written notice (cl. 32.6(b)) - three times longer than the typical 28-day rule.
Annual leave loading for shiftworkers: greater of 17.5% OR shift loading, NOT both (cl. 32.1(b)).
Outwork (Schedule F) - IFAs cannot affect Schedule F provisions (cl. 5.4). State legislation governing outwork is NOT displaced by the award.
Textile shiftworkers receive flat-dollar shift loadings ($29.47 afternoon-night / $58.94 permanent night per shift) - distinct from the general percentage loadings (115% / 130%) that apply to non-textile shiftworkers.
Sunday-night week-start: a textile employee beginning the week's work on Sunday night is paid 200% for all Sunday work (cl. 30.3(e)) - UNLESS majority agreement permits ordinary rates instead.