Real Estate Industry Award
Covers real estate agency, business and hotel broking, strata and community title management, stock and station agency, buyers agency, and real estate valuation. 5 classifications (Level 1 Associate split into first/after 12 months, Level 2 Representative, Level 3 Supervisory, Level 4 In-Charge). Distinctive features: NO Saturday or Sunday penalty rates (ordinary hours can be worked any day); PH penalty 200% with 3-hour min (not 250%); overtime ONLY paid when working a rostered day off (hours over 38/week on a non-RDO day are paid at ordinary rate); commission-only employment is a strict pieceworker model with MITA eligibility test; detailed motor vehicle allowance table (18 rows across engine size + age + calculation method); mobile phone reimbursement at 50% of monthly plan capped at $100 plan; rostered time off 1.5 or 2 days/week; 8-week hours averaging.
Fully built. Rates, allowances, penalties and any required apprentice / junior rates are all wired to the rate resolver and have been verified against the consolidated award text and the latest pay guide.
What's built
- All 5 cl 14.1 classifications at corrected July 2025 figures (L1 Associate first 12 months $964.80 + after 12 months $1,015.70; L2 Representative $1,068.40; L3 Supervisory $1,175.20; L4 In-Charge $1,228.90). Prior seeder had ALL 4 wrong (looked like Hospitality rates).
- Junior rates (cl 14.4) - under-19 60%, 19=70%, 20=80%, 21+ adult - seeded as AwardRate dimensional rows for all classifications.
- Detailed motor vehicle allowance table (cl 17.2 - 18 rows): 6 vehicle categories (3 engine sizes × 2 age brackets) × 3 components (standing charge / per km / lump sum alternative). Plus cl 17.3 alternative simple $0.98/km cap 400km/wk; motorcycle $0.33/km cl 17.5.
- Mobile telephone allowance (cl 17.7) - 50% of monthly plan, max $100/month plan reimbursement. Uniforms (cl 17.8) and excess travelling (cl 17.11) seeded.
- Overtime structure ONLY pays OT on rostered day off / half day off (cl 19.1(a) - D4): RDO first 2 hrs 150%, after 200%. Non-RDO hours over 38/week = 100% (ord rate) for FT/PT, 125% for casual (loading applied).
- Commission-only employment (cl 16.7) seeded as separate Pieceworker pay condition with strict eligibility configs: L2+ classification, real estate licence/registration, 21+, 12mo prior experience in last 3 years, MITA test (125% of classification rate annualised), 31.5% min commission rate, annual review, exclusion from cl 10/11/14/16.1/17.2-17.8/17.11/19.1-19.2/20.6.
- Stand-by and call-out (cl 19.3) for property/strata management roles encoded as configuration; written agreement requirement flagged.
- Public holiday rate 200% with 3-hour minimum payment (cl 25.3) - distinctive vs typical 250%/4hr. Continuous shift before/after part-day PH counts toward minimum.
- Annual leave loading 17.5% with carve-outs (cl 20.6(b)) - NOT payable on leave taken in advance, NOT payable to commission-only employees.
- RDO entitlement 1.5 or 2 days/week (cl 13.3); 8-week hours averaging (cl 13.2); both encoded as configuration flags.
- All 2 default super funds per cl 18.4 (substituted by PR794795 ppc 23 Jan 2026): REI Super, CareSuper.
Known limitations
- Commission-only MITA test (125% of classification rate annualised in any 12-month period in prior 3 years per cl 16.7(d)) requires the engine to sum total remuneration including commission/bonus over rolling windows. Operational/HR validation at engagement and at annual review (cl 16.7(h)).
- Stand-by and call-out (cl 19.3) requires per-employee written agreements; schema can't natively express 'this employee has a stand-by agreement worth $X/week'. Operational/HR system must track agreements.
- Motor vehicle allowance - resolver must select the correct row from employee's vehicle metadata (engine cc + compliance plate date stamp + chosen calculation method). Operational data collection required.
- Mobile phone allowance - engine must compare against actual plan cost and pay the lesser of $50 or 50% of plan. Stored at the maximum.
- Excess travelling (cl 17.11) requires the engine to compute time spent in excess of normal commute. Operational data: employee normal commute time + actual travel time per occasion.
- RDO 1.5 vs 2 days/week (cl 13.3) is per-employee - operational/HR check; configuration captures the available options.
- RDO-only OT (cl 19.1(a) - D4) requires engine to determine whether the day worked is the employee's RDO before selecting OT vs ord rate. Schema can't natively express this; configuration flags + scoped penalty rows handle the split.
Setup & special instructions
- Real Estate Employee Level 1 (Associate) auto-progresses from $964.80/wk to $1,015.70/wk at 12 months service, with prior L1 service counted (cl 14.2 NOTE).
- There is NO Saturday or Sunday penalty rate (cl 13.1 - D2). Ord hours may be worked on any day. Don't apply weekend penalties - work on Sat/Sun is paid at ordinary rate (or PH rate if applicable).
- Public holiday rate is 200% (NOT 250%) with min 3-hour payment (cl 25.3 - D3). Don't over-pay using the standard 250% PH rate.
- Overtime is ONLY payable when the employee is working on a rostered day off / half day off (cl 19.1(a) - D4). Hours over 38/week on a non-RDO day are paid at ord rate (100%) for FT/PT, 125% for casual (loading applied). Don't apply OT rates to non-RDO hours.
- Commission-only employees (cl 16.7) are pieceworkers with strict eligibility - L2+ classification, licensed, 21+, 12mo prior experience, MITA test. Casuals, juniors, and L1 employees CANNOT be commission-only. Engine must bypass cl 14 minimum rates, cl 17.2-17.8 + 17.11 allowances, cl 19 OT, and cl 20.6 AL loading for these employees.
- AL loading 17.5% NOT payable on leave taken in advance (cl 20.6(b)(i)) and NOT payable to commission-only employees (cl 20.6(b)(ii)). Engine must check leave-in-advance flag + employee type before applying loading.
- Hours of work can be averaged over 8 weeks (cl 13.2 - D11) - distinctive vs typical 4-week averaging.
- • Real estate
- • Property management
- • Real estate sales
- • Strata management
- • Community title management
- • Business broking
- • Hotel broking
- • Stock and station agency
- • Buyers agency
- • Real estate valuation
The consolidated award text is the authoritative source. Always confirm specific obligations against the award itself - Mployr's implementation status reflects what we've seeded; it does not replace legal advice.
Want to see this award running on your data?
We can demo a pay run on the real estate award using sample employees in a sandbox tenant - including any of the special-instruction steps above so you can see exactly what your team's day-to-day looks like.
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