Do Apprentices Get Superannuation? Yes — Here's Exactly How Much (2026)
Yes, apprentices get super at 12% of ordinary time earnings — from the first dollar, every pay. Learn when super starts, how much you should receive, how to check your employer is paying, and common mistakes employers make with apprentice super.
Yes — apprentices are entitled to 12% superannuation
Apprentices are entitled to superannuation at the same rate as every other employee in Australia. The Superannuation Guarantee (SG) rate for 2025-26 is 12% of ordinary time earnings (OTE). This applies from the very first dollar earned — there is no minimum earnings threshold. The $450/month threshold that previously excluded low-earning workers from SG was abolished on 1 July 2022, meaning all apprentices now receive super regardless of how much they earn. Whether you are a first-year apprentice earning $14 per hour or a fourth-year apprentice approaching the full tradesperson rate, your employer must contribute 12% of your ordinary time earnings into your nominated super fund. This obligation exists from your very first day of employment. For a first-year electrical apprentice earning approximately $14.43/hr working 38 hours per week, the weekly super contribution should be approximately $65.80 ($548.34 x 12%). Over a full year, that amounts to approximately $3,421 in super contributions. These early contributions are particularly valuable because they have decades to benefit from compound investment returns — a dollar of super contributed at age 17 could be worth $15 or more by retirement age.
When does super start for apprentices?
Superannuation starts from your first day of work as an apprentice. There is no waiting period, no minimum age requirement (for workers over 18, or under 18 working more than 30 hours per week), and no minimum earnings threshold. Your employer must begin making SG contributions from your first pay cycle. The employer has until the quarterly SG deadline to actually remit the contributions to your super fund. The quarterly deadlines are: July-September quarter due by 28 October; October-December quarter due by 28 January; January-March quarter due by 28 April; April-June quarter due by 28 July. This means there can be a delay of up to four months between when you earn the wages and when the super appears in your fund. Many employers pay super more frequently — monthly or even each pay cycle — but they are only legally required to meet the quarterly deadlines. If you are under 18 and working fewer than 30 hours per week, you are technically exempt from the SG. However, most apprentices work full-time (38 hours), so the under-18 exemption rarely applies. If you are a school-based apprentice working less than 30 hours per week and under 18, check with your employer whether they are paying super voluntarily.
Adult vs junior apprentice super
The SG rate of 12% applies equally to both adult apprentices (21 and over) and junior apprentices (under 21). The percentage does not change based on your age. However, because adult apprentices receive higher base pay rates, their dollar amount of super contributions is correspondingly higher. For example, a first-year adult apprentice earning the minimum $24.10/hr receives super of approximately $2.89/hr, while a first-year junior apprentice earning $14.43/hr receives super of approximately $1.73/hr. Over a full year of full-time work, the adult apprentice would receive approximately $4,783 in super compared to approximately $3,421 for the junior apprentice. Both are receiving the same 12% rate — the difference is entirely driven by the base pay differential. This is another reason why adult apprentice rates are set higher — the super contributions help adults who are starting their retirement savings later. If you transition from a junior to adult apprentice rate during your apprenticeship (by turning 21), your super contributions should increase proportionally with your new, higher base pay. Check that your employer adjusts both your pay rate and the corresponding super contribution when you reach the adult rate.
Employer obligations and SG deadlines
Employers are legally required to pay SG contributions for their apprentices into a complying super fund. The employer must offer the apprentice a choice of super fund — this is called stapling. If the apprentice has an existing super fund (a stapled fund), the employer should pay into that fund unless the apprentice nominates a different one. If the apprentice has no existing fund and does not nominate one, the employer must use a default fund that meets the performance requirements set by APRA. The employer must pay SG contributions at least quarterly by the deadlines outlined above. If an employer misses a quarterly deadline, they lose the tax deduction for the contribution and must instead pay the Superannuation Guarantee Charge (SGC) to the ATO. The SGC is calculated on total salary and wages (not just OTE), includes a 10% nominal interest component, and carries a $20 per employee per quarter administration fee. For employers with multiple apprentices, failing to pay super on time can become extremely costly. Employers must also provide their apprentices with a payslip each pay period that shows the amount of super contributed or the amount that is payable. This is a requirement under the Fair Work Regulations.
Common employer mistakes with apprentice super
Several common errors result in apprentices being underpaid super. The most widespread mistake is simply not paying super at all — some employers, particularly smaller operations, incorrectly believe apprentices are exempt from SG or forget to set up super payments for new apprentices. This is especially common with first-year apprentices who may be the employer's first hire. Another common mistake is not paying super on tool allowances that form part of ordinary time earnings. Under SG ruling SGR 2009/2, allowances that are paid as a condition of employment for ordinary hours of work (such as ongoing tool allowances) are generally OTE and attract SG. A one-off reimbursement for a specific tool purchase would not be OTE, but a regular weekly tool allowance likely is. Some employers incorrectly apply the old $450/month threshold, which was abolished in July 2022. Others fail to increase SG contributions when the apprentice's pay rate increases at each year of the apprenticeship or when they turn 21. Some employers pay super annually instead of quarterly, which breaches the SG deadlines and triggers the SGC. If you suspect any of these issues, check your super fund balance against your expected contributions using our Superannuation Calculator.
How to check your super is being paid correctly
There are several ways to verify your apprentice super contributions. The most direct method is to log in to your super fund's website or app and check your transaction history. Look for employer contributions appearing roughly quarterly (or more frequently if your employer pays monthly or per pay period). Compare the amounts against what you would expect based on your pay. For a quick check: multiply your gross ordinary time earnings for the period by 0.12 (12%). The result should approximately match the employer contribution. You can also check via your myGov account linked to the ATO. The ATO receives employer reporting data and can show you contributions across all your super funds. This is particularly useful if you are unsure which fund your employer is paying into, or if you have multiple super accounts from different jobs. On your payslip, your employer must show either the amount of super contributed or the amount of super that is accruing. If your payslip shows no super information, that is itself a compliance issue. If you discover your employer has not been paying super, report it to the ATO using their online unpaid super form. The ATO investigates these reports confidentially and has strong powers to compel payment including penalties and director liability.
What to do if your employer is not paying apprentice super
If you discover that your employer is not paying your superannuation, act promptly. First, raise the issue directly with your employer or payroll department. There may be a processing error, a delay in fund transfers, or an administrative oversight — particularly common with small businesses managing apprentice payroll for the first time. Put your enquiry in writing (email) so you have a record. If your employer acknowledges the issue and commits to paying, follow up to confirm the contributions appear in your fund within a reasonable timeframe. If your employer refuses to pay, claims apprentices do not get super, or does not respond, you should lodge an unpaid super report with the ATO. You can do this online at ato.gov.au or by calling the ATO on 13 10 20. The ATO treats unpaid super reports confidentially — your employer will not be told who reported them. The ATO can issue a Superannuation Guarantee Charge assessment requiring the employer to pay the outstanding super plus interest and penalties directly to the ATO, which then distributes it to your fund. There is no time limit on SG debt, but it is best to report early. You can also seek assistance from your union if you are a member, or contact the Fair Work Ombudsman if the super issue is part of a broader underpayment.
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General information and estimates only — not legal, financial, or tax advice. Always verify with the Fair Work Ombudsman (13 13 94) or a qualified professional.
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