What is casual loading in Australia?

Casual loading is an additional percentage (usually 25%) paid on top of the base hourly rate to compensate casual employees for not receiving paid leave entitlements such as annual leave, personal/carer's leave, and public holidays. The standard 25% casual loading is set by most Modern Awards under the Fair Work Act.

How do I calculate 25% casual loading?

To calculate 25% casual loading, multiply the base hourly rate by 1.25. For example, if the base rate is $25.00/hr, the casual loaded rate is $25.00 × 1.25 = $31.25/hr. This higher rate compensates for the lack of paid leave entitlements.

Is casual loading better than permanent entitlements?

It depends on how many weeks you work per year. If you work close to 52 weeks, the 25% loading usually outweighs the value of permanent entitlements. However, permanent employees receive 4 weeks annual leave, 10 days personal leave, 10 public holidays, notice periods, and redundancy pay — which can be worth more than the loading if you work fewer weeks.

Do casual employees get superannuation?

Yes. Since 1 July 2022, all casual employees are entitled to superannuation regardless of how much they earn. Previously, casuals had to earn at least $450 per month to qualify. The current Superannuation Guarantee rate is 12% (from 1 July 2025).

What entitlements do casual employees miss out on?

Casual employees do not receive paid annual leave, paid personal/carer's leave, paid public holidays (though they can refuse to work them), notice of termination, or redundancy pay. The casual loading is intended to compensate for these missing entitlements. However, casuals do receive superannuation, unpaid carer's leave, unpaid compassionate leave, and family & domestic violence leave.

Casual Loading Calculator

Calculate your casual loaded rate and compare total casual pay against permanent employment. See whether the 25% loading covers what you miss out on in paid leave.

Last verified: 21 May 2026

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Casual overtime — does the 1.5× apply to the base rate or the casual rate?

One of the most common payroll questions under Australian Modern Awards. The answer depends on how your award is drafted. There are three treatments in use across the awards we've researched:

Additive — the 25% casual loading is added to the penalty percentage. A 150% overtime rate becomes 175% of the ordinary (base) rate; 200% becomes 225%. Used by MA000020 (Building), MA000009 (Hospitality), MA000004 (Retail), MA000002 (Clerks), MA000003 (Fast Food).
Compounded — the award defines a “casual ordinary hourly rate” that is already 25% loaded, and the overtime multiplier is applied to that. Used by MA000010 (Manufacturing), MA000034 (Nurses), MA000018 (Aged Care, post-March 2021).
Separate — the 25% loading applies to ordinary hours only; overtime is on the base rate without the loading. Used by MA000100 (SCHADS).

Pick the award and classification below — the calculator shows all three methods side-by-side and highlights the one this award actually uses, with the clause reference.

Award*

Select the Modern Award that covers your work. If you're not sure, use the Award Finder tool.

Classification*

Base rate is set by the award; casual rate is base + 25%.

Scenario*

Pick the penalty scenario — overtime, weekend, or public holiday.

Hours worked under this scenario*

hrs

How many hours were worked under this penalty scenario.

Casual Loading 25%: What It Covers & Why Casuals Get No Paid Leave

Casual loading adds 25% to your base rate — that's $31.19/hr on minimum wage. Here's what you get, what you miss, and going permanent.

Casual vs Permanent: Which Actually Pays More? (2026 Comparison)

The definitive comparison of casual vs permanent employment in Australia. We do the maths at $30/hr — casual loading vs paid leave, super, redundancy, and even mortgage access. Find out which arrangement pays more in 2026.

"Casual" Workers Winning Permanent Entitlements: The Court Cases Changing Australian Law

Federal Court decisions have ruled that many so-called casual workers are actually permanent employees entitled to leave, redundancy, and back-entitlements. Learn about the landmark cases and your rights.

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FairWork Mate is an independent commercial service. We are not affiliated with, endorsed by, or associated with the Fair Work Ombudsman, the Fair Work Commission, or any Australian Government agency. Content is 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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