You’ve started an apprenticeship, you’ve got a payslip in hand, and the number on it means absolutely nothing to you. Is it right? Low? Normal for a first year? Nobody sits you down and explains apprentice pay properly — you’re just supposed to know, or trust that whoever’s running payroll has got it sorted.
Here’s the thing: apprentice wages aren’t random, and they’re not made up by your boss. They come from a set formula written into Australia’s award system, and once you understand the formula, you can actually check your own numbers instead of just hoping.
This guide walks through how apprentice pay is structured — not by quoting dollar figures that’ll be out of date the moment rates change (which happens most years around 1 July), but by explaining the system so you know exactly where to plug in your own details and get a real answer.
The short version (TL;DR)
- Apprentice pay is set by modern awards — legal documents that set minimum pay and conditions for different industries — not by your employer’s personal judgement.
- Your rate is usually a percentage of the full “tradesperson” (qualified) rate for your trade, and that percentage goes up as you progress through your apprenticeship.
- Some awards move you up a pay level based on time served (e.g. after 12 months), others use competency-based progression (you move up once you’ve demonstrated certain skills), and some use a mix.
- School-based apprentices are usually paid differently again, often based on hours actually worked rather than a standard year-level rate.
- Dollar figures change most years on 1 July when the Fair Work Commission hands down the Annual Wage Review — so any number you read online could already be stale.
- The only way to get your exact, current, correct rate is the Fair Work Ombudsman’s P.A.C.T. (Pay and Conditions Tool) — free, official, and built for exactly this.
- Superannuation is paid on top of your wage, not out of it — it shouldn’t reduce your take-home pay.
It starts with your award, not your boss’s opinion
Almost every apprentice in Australia is covered by a modern award — a legally binding document setting minimum pay and conditions for a whole industry, from building and construction to hairdressing to automotive. Your employer doesn’t decide your pay from scratch; they’re setting it against whatever award (or sometimes enterprise agreement) applies to your work.
Different trades sit under different awards — a sparky might be covered by the Electrical, Electronic and Communications Contracting Award, while a chippie is more likely under the Building and Construction General On-site Award. Each has its own apprentice wage clause, and the structure varies between them, which is part of why there’s no single “apprentice wage” figure that applies to everyone.
The core idea: a percentage of the qualified rate
Most awards work like this: they set a full wage for a fully qualified tradesperson in that trade, then pay apprentices a percentage of that rate depending on how far through their apprenticeship they are. A first-year apprentice earns the smallest percentage; by the final year, that percentage is much closer to the full qualified rate. Once qualified, you move onto the full rate — or above it, depending on your employer and the market.
This step-up is deliberate — it reflects that you’re less productive and need more supervision early on, and more valuable as your skills build. Your pay should visibly increase at set points during your apprenticeship, not just stay flat for four years.
Because those percentages, and the qualified rate they’re calculated from, get updated periodically (commonly each 1 July), we’re deliberately not printing specific percentages or dollar figures here — anything we wrote today could be wrong within months. Use the tool below to pull your real numbers instead.
Time-based vs competency-based progression
There are two main ways awards move you up the pay scale:
- Time-based progression: you move to the next pay level after working a set amount of time — commonly 12-month blocks.
- Competency-based progression: you move up once you and your employer agree you’ve achieved a set portion of the skills or training competencies for your qualification, which can happen faster or slower than a strict yearly timeline.
Which method applies depends on your specific award and, sometimes, your state’s training arrangements. If unsure, ask your employer, your Registered Training Organisation (RTO), or an Apprentice Connect Australia provider — it shouldn’t be a mystery.
School-based apprentices are a different case
If you’re doing a school-based apprenticeship while still enrolled full-time at school, your pay is usually worked out differently to a full-time apprentice — often based on the actual hours you work and train, rather than a standard year-level rate, since your training and work hours are split around your school timetable. The detail varies by award, so again, this is one to check directly rather than assume.
Where to actually check your rate
The Fair Work Ombudsman runs a free tool called P.A.C.T. — the Pay and Conditions Tool — built to calculate correct minimum pay rates, including for apprentices, based on your award, trade, year/stage, age and state. It’s updated whenever rates change, which makes it far more reliable than a wage table on a random website (including this one).
To use it properly, you’ll want to know which award covers you, your year/stage of apprenticeship, whether you’re a junior or adult apprentice, and whether you’re full-time, part-time or school-based. Not sure which award applies? P.A.C.T. also has a “find my award” function.
Payslip rights and super on top
Whatever your correct rate turns out to be, you’re legally entitled to a payslip within one working day of each pay day, showing your gross and net pay, hours worked, any allowances or loadings, and your super contribution. Super is paid on top of your wage — not deducted from it. From 1 July 2026, new “payday super” rules mean employers generally have to pay your super at the same time as your wages, rather than just once a quarter.
If your payslip or your super contributions don’t line up with what P.A.C.T. tells you they should be, that’s worth raising — see our guide on payslips and getting paid right for what to do next.
Frequently asked questions
Why does my apprentice mate at another company get paid more than me for the same trade and year level?
This can happen for a few legitimate reasons — a different award or enterprise agreement applying, a different state, being an adult apprentice versus a junior apprentice, or simply an employer choosing to pay above the award minimum. The award sets a floor, not a ceiling, so above-award pay is allowed and common.
Does my pay automatically go up every year, or do I have to ask?
It depends on whether your award uses time-based or competency-based progression, and how your employer manages that internally. In principle it shouldn’t require you to fight for it — but it’s reasonable to check with your employer or payroll around your anniversary or after completing key competencies to confirm you’ve moved to the correct level.
Is my apprentice wage the same across every state?
Not necessarily. Some awards apply nationally, but state-based training arrangements, school-based apprenticeship rules, and some allowances can differ. P.A.C.T. accounts for your state when you enter your details, so use that rather than assuming national uniformity.
What if I think I’m being paid the wrong percentage for my year level?
Check your exact figures using P.A.C.T. first, then raise it with your employer — it may be a simple payroll error. If it’s not resolved, the Fair Work Ombudsman has free advice and complaint services, and your union (if you’re a member) can also help.
This guide is general information only — not legal advice. Pay rates and entitlements change (especially each 1 July) and depend on your award, agreement, age, year level and state. Always check the official Fair Work tools linked above or get proper advice before acting. Information correct as at July 2026.
Official sources: Fair Work Ombudsman — P.A.C.T. Pay and Conditions Tool, Fair Work Ombudsman — Apprentice and trainee pay rates, Fair Work Ombudsman — Apprentice entitlements, Fair Work Ombudsman — Tax and superannuation, Fair Work Ombudsman — Payday super: new rules starting 1 July 2026.