When on call, you are typically entitled to an on-call allowance (usually a flat daily or weekly amount set by your award) plus call-back pay at overtime rates with minimum engagement (usually 3–4 hours) if actually called in to work.
Last verified: 21 May 2026When on call, you are typically entitled to an on-call allowance (usually a flat daily or weekly amount set by your award) plus call-back pay at overtime rates with minimum engagement (usually 3–4 hours) if actually called in to work.
Being 'on call' means you must be available to return to work if needed but are not actively working. A 'call-back' is when you are actually required to attend work. The distinction matters for pay: on-call time attracts an allowance, while a call-back attracts overtime rates with minimum engagement provisions.
Most awards provide a daily or weekly on-call allowance. The Health Professionals Award pays an on-call allowance for each 24-hour period (weekday and weekend rates differ). The Nurses Award pays an on-call allowance plus a recall allowance if called in. The Building and Construction Award provides a daily on-call allowance. Exact amounts are set by your award and updated annually.
When called back to work, most awards require payment for a minimum number of hours regardless of how long the actual work takes. This is typically 3–4 hours at overtime rates (usually double time). If you are called back multiple times, each call-back attracts a separate minimum engagement in most awards.
On-call time generally does not count as work time if you are free to use the time as you wish (at home, able to sleep). However, if you are required to remain at the workplace or within a very short response time that significantly restricts your freedom, it may be classified as work time and must be paid at ordinary or overtime rates.
If on-call is not part of your employment contract or award, you can generally refuse. If it is part of your role, you can still refuse unreasonable on-call requirements. Factors include frequency, impact on personal life, and the on-call allowance paid. You may request a flexible working arrangement under s65 if on-call duties affect caring responsibilities.
Most awards provide an on-call allowance — a flat daily or weekly amount. If you are actually called back to work, you receive overtime rates with minimum engagement (usually 3–4 hours).
Generally no, if you are free to use the time as you wish. However, if you must remain at the workplace or within a very short response time, it may be classified as work time.
Most awards require a minimum payment of 3–4 hours at overtime rates for each call-back, regardless of actual time worked.
If on-call is not in your contract or award, you can generally refuse. Even if it is required, unreasonable frequency or conditions can be challenged.
Some awards include travel time as part of the call-back minimum engagement. Others provide a separate travel allowance. Check your specific award.
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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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