Westpac Pay Rates 2026: Branch, Call Centre & Banking Award Pay

Westpac Group employs around 35,000 people across its brands, including St.George, Bank of Melbourne and BankSA. Most non-executive staff — branch customer service, contact-centre operators, processing and back-office roles — sit under the Westpac Group Enterprise Agreement 2025, approved by the Fair Work Commission in November 2024 with a nominal expiry of 31 December 2027. The safety net underneath is the Banking, Finance and Insurance Award 2020 (MA000019).

The agreement sets pay bands above the award, and many Westpac roles are paid by individual contract above the agreement again — but neither a contract nor the agreement can price below the award for the hours actually worked. The award figures below are the floor every Westpac payslip has to clear.

For how the other majors structure this, see our Commonwealth Bank pay rates 2026 and NAB pay rates 2026 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). Westpac agreement and contract salaries sit above these — the check that matters is whether your salary still covers the award for the hours you actually work.

Westpac's contact centres and operations teams run well beyond branch hours, and the award prices that. Under the award, for full-time and part-time staff:

• 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%

The enterprise agreement has its own spans and loadings that must leave you better off overall than this floor. If you work evenings or weekends and your payslip shows base rate only, pull out the agreement's hours-of-work clauses and check — flat "all-hours" rates are a recurring source of finance-sector underpayment remediation.

The finance sector's underpayment record is mostly about time, not rates:

• Unpaid overtime — logging in before opening, balancing after close, staying on after the call queue clears. If it's expected, it's work time.
• Annualised salary reconciliation — salaried staff doing regular extra hours should see an annual true-up against what the award or agreement would have paid for those hours.
• Classification lag — acting in a higher-banded role (2IC, specialist lending) for sustained periods without the higher band's pay.
• Brand blind spots — St.George, Bank of Melbourne and BankSA staff are Westpac Group employees; the same agreement and the same award floor apply.

Gather six months of payslips and your actual working hours (system login records help), 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.