Trainee Wages in Australia: National Training Wage Rates 2026
Trainee wages are set by the National Training Wage Schedule in the Miscellaneous Award 2020. Learn the 3 wage levels, full-time and school-based trainee rates, how education level affects pay, and the difference between trainees and apprentices.
What is the National Training Wage?
The National Training Wage (NTW) is the minimum pay rate for employees undertaking a traineeship in Australia. It is set out in Schedule E of the Miscellaneous Award 2020, which applies to trainees who are not covered by a trainee pay rate in another modern award. The NTW exists to provide a safety net wage for people combining work and structured training leading to a nationally recognised qualification, typically a Certificate II, Certificate III, or Certificate IV under the Australian Qualifications Framework (AQF). Unlike standard minimum wage rates, the NTW is structured around the trainee's highest completed level of education or training and the AQF level of the traineeship they are undertaking. The NTW rates are reviewed annually by the Fair Work Commission as part of the Annual Wage Review and are adjusted in line with changes to the national minimum wage. The NTW applies to both full-time and part-time trainees, with part-time trainees paid on a pro-rata basis for their ordinary hours. School-based trainees have their own separate pay scale. An employer must have a registered training contract in place for the NTW to apply — simply calling an employee a 'trainee' does not entitle the employer to pay below standard minimum rates.
The 3 wage levels based on highest education
The National Training Wage Schedule divides trainees into three wage levels based on the trainee's highest completed educational qualification at the time they commence the traineeship. Wage Level A applies to trainees whose highest completed qualification is a Year 12 certificate, or a Certificate II or higher under the AQF. These trainees receive the highest NTW rates because their prior education suggests greater foundational capability. Wage Level B applies to trainees whose highest completed qualification is a Year 11 certificate. These trainees receive a mid-range rate that falls between Level A and Level C. Wage Level C applies to trainees who have completed Year 10 or below. These trainees receive the lowest NTW rates, though the rates are still above the absolute minimum and include annual increases throughout the traineeship. Within each wage level, the rates increase based on the AQF level of the traineeship being undertaken. A Certificate III traineeship pays more than a Certificate II traineeship at the same wage level, reflecting the higher skill requirements. This structure creates a matrix of rates where both your prior education and current training level determine your minimum pay. The rates are published each year following the Annual Wage Review decision.
Full-time and school-based trainee rates
Full-time trainee rates under the NTW are set as weekly rates for a 38-hour week. For the 2025-26 period, full-time weekly rates range from approximately $388 to $737 per week depending on the wage level and year of the traineeship. A Wage Level A trainee in a Certificate III traineeship might receive approximately $560-$600 per week in their first year, increasing annually. These rates translate to hourly rates between approximately $10.20 and $19.40 per hour — significantly below the adult national minimum wage of $24.10/hr, which reflects the combined work-and-training nature of the role. School-based trainees — students who undertake a traineeship while completing their secondary education — have a separate and lower pay scale. School-based trainees are typically paid for fewer hours (often 10-15 hours per week) at reduced hourly rates that reflect their part-time status and the fact that they are still in full-time education. The school-based trainee rates for 2025-26 are approximately $10.00-$13.50 per hour depending on the year of schooling and AQF level. School-based trainees must still receive superannuation at the standard 12% SG rate, paid leave for any ordinary hours, and workplace health and safety protections.
Trainees vs apprentices — the key differences
Trainees and apprentices are both employees who combine work with structured training, but there are important distinctions. Apprenticeships are typically for skilled trades (electrician, plumber, carpenter, chef) and involve three to four years of training leading to a trade qualification, usually a Certificate III. Traineeships are generally shorter (one to two years), cover a broader range of occupations (business administration, retail, hospitality, community services), and lead to qualifications at Certificate II, III, or IV level. Pay rate structures differ significantly. Apprentice rates are set by the specific trade award and usually progress based on year of apprenticeship. Trainee rates fall under either the specific award covering the occupation (if it includes trainee provisions) or the National Training Wage Schedule in the Miscellaneous Award. Apprenticeships generally have higher completion requirements and more on-the-job training hours. Both trainees and apprentices must have a registered training contract with the relevant state or territory training authority. Both are entitled to all standard employee entitlements including superannuation, paid leave, and workplace protections. An employer cannot unilaterally decide to classify an employee as a trainee — there must be a genuine traineeship arrangement registered with the state or territory authority and an RTO delivering the training component.
Employer obligations for training
Employers who engage trainees under the National Training Wage have specific obligations beyond simply paying the NTW rate. The employer must ensure the trainee is enrolled with a Registered Training Organisation (RTO) and that structured training is being delivered as part of the traineeship. The training must lead to a nationally recognised qualification under the AQF. Employers must provide the trainee with time to attend off-the-job training (such as TAFE classes) during ordinary working hours, and this time must be paid at the trainee's normal rate. The exact amount of off-the-job training varies by traineeship but is typically one day per week or in block release periods. On-the-job training must be supervised and aligned with the training plan agreed with the RTO. The employer must also maintain records of training delivered and competencies achieved. If an employer fails to provide genuine training or uses the traineeship arrangement simply to pay below-minimum-wage rates, this constitutes a sham traineeship and the employee may be entitled to back pay at the full award rate. State and territory training authorities audit traineeships and can cancel training contracts where obligations are not being met. Employers who cancel a traineeship must still pay the former trainee at the appropriate award rate for ongoing employment.
How trainee wages interact with junior rates
When a trainee is under 21 years of age, there can be an interaction between trainee wage rates and junior pay rates. The general principle is that a trainee under the NTW is paid the applicable trainee rate for their wage level and traineeship year, regardless of their age. The NTW rates already factor in the training component and are not further reduced by junior percentages. However, if a trainee is covered by a modern award other than the Miscellaneous Award, and that award has both trainee provisions and junior rates, the specific terms of that award determine which rate applies. In most cases, the trainee rate in the award will apply rather than the standard junior rate, because the trainee classification is more specific. For school-based trainees, the school-based trainee rates in the NTW apply, which are already set at lower levels reflecting the part-time, in-school nature of the arrangement. It is important to note that trainees are still entitled to the 25% casual loading if engaged on a casual basis, and penalty rates for weekend and public holiday work apply as they would for any other employee. Use our Minimum Wage Checker to compare trainee rates with standard junior and adult rates for your situation.
How to check if your trainee wages are correct
Verifying your trainee pay requires identifying which instrument sets your rate. Start by checking whether you have a registered training contract — this should have been signed by you, your employer, and the state or territory training authority. The training contract will specify the qualification you are working toward and may reference the applicable award or the NTW. If your occupation is covered by a specific modern award with trainee provisions (such as the General Retail Industry Award for retail trainees), that award's trainee rates apply. If no other award covers your traineeship, the National Training Wage Schedule in the Miscellaneous Award 2020 applies. Once you have identified the correct instrument, determine your wage level (A, B, or C based on your prior education) and the AQF level of your traineeship. Cross-reference this with the current rates published on the Fair Work Ombudsman website. Compare the minimum rate with your actual payslip. If you are being underpaid, or if your employer is paying you trainee rates without a genuine registered traineeship arrangement in place, contact the Fair Work Ombudsman on 13 13 94. Claims for underpayment can go back six years and may include interest, superannuation shortfalls, and other entitlements.
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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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