ANZ Pay Rates 2026: Branch, Contact Centre & Banking Award Pay

ANZ employs around 40,000 people worldwide, with its Australian retail and commercial banking workforce at the core. Australian non-executive staff are covered by the ANZ Enterprise Agreement 2023–2027 (Australia), approved by the Fair Work Commission in October 2023 with a nominal expiry of 30 September 2027. The safety net underneath is the Banking, Finance and Insurance Award 2020 (MA000019).

In practice, most ANZ pay is set by individual contract above both the agreement and the award — but the award remains the legal floor for the hours actually worked, and the agreement's conditions (spans, loadings, leave) still frame the deal for covered roles. The figures below are the minimum any ANZ arrangement must clear.

For the rest of the big four, see our Commonwealth Bank, Westpac and NAB pay-rate pages.

From 1 July 2026, the Banking, Finance and Insurance Award adult minimums are:

Source: Fair Work Commission modern awards pay database, rates operative from 1 July 2026 (annual figures are the FWC's own annualised equivalents). An ANZ salary above these numbers isn't automatically compliant — it has to cover what the award would have paid for your actual hours, including the loadings below.

Award rates for full-time and part-time staff working outside ordinary spans:

• Early morning shift: 112.5% of the base rate
• Afternoon shift: 120% (125% for permanent afternoon shift)
• Night shift: 125% (130% for permanent night shift)
• Overtime Monday to Saturday: 150% for the first three hours, 200% after
• Sunday overtime: 200% — public holiday: 250%

ANZ contact centres and operations hubs roster across these windows. The agreement's own loadings must leave you better off overall than this floor — if your evening and weekend hours show up at base rate only, that's the first thing to query.

The patterns worth checking on an ANZ payslip:

• Unpaid overtime — pre-shift system logins, end-of-day balancing, staying on the queue past rostered finish. Expected time is work time.
• Annualised salary true-up — a flat salary absorbing regular extra hours needs an annual reconciliation against the award or agreement for those hours.
• Classification lag — sustained acting in a higher band (specialist lending, team leadership) without the higher pay.
• Contract-only drift — pay set by contract still has to clear the award floor each year as it rises every 1 July; a salary that cleared it in 2024 may not clear it now.

Gather six months of payslips and your actual working hours, and price the gap with our back-pay calculator. Raise it in writing through your leader or HR; the FSU can act on agreement matters. Unresolved, it goes to the Fair Work Ombudsman on 13 13 94 — recovery reaches back six years.