You’ve finished your apprenticeship. Ticket’s signed off, qualification’s real, and suddenly you’re not “the apprentice” anymore — you’re a tradesperson. It’s a genuinely big pay jump on paper, moving from a percentage of the qualified rate to the full rate itself. But it’s also the point where a lot of newly qualified tradies get a bit lost, because the rules that felt clear as an apprentice (there’s a set award percentage, you check it, that’s your number) get a lot murkier once you’re qualified.
That’s because once you’re qualified, the award rate becomes a floor, not necessarily the number you’ll actually be paid. Real-world pay for qualified tradespeople varies a lot — by site, by EBA coverage, by state, by how hot the local labour market is for your trade. This guide is about understanding that gap, what it costs to actually operate as a qualified tradesperson, and how to think about negotiating your first proper wage.
None of this tells you what you personally should ask for — that depends on your trade, your location and your situation. What it does is explain the moving parts so you’re not walking into that conversation blind.
The short version (TL;DR)
- Once qualified, your legal minimum is the full tradesperson/qualified rate under your award — check it via the Fair Work Ombudsman’s P.A.C.T. tool, same as you did as an apprentice.
- The award rate is a floor — actual market pay for qualified tradies is often well above it, and varies a lot by site, sector and location.
- Sites covered by an Enterprise Bargaining Agreement (EBA), especially larger commercial or industrial projects, often pay noticeably more than standard residential or small-business work — but with different conditions and expectations.
- Going qualified often comes with real new costs — licensing fees, insurance, tools, a work vehicle — worth budgeting for, not just banking the pay rise.
- Know your award floor before any pay conversation, and use market data (job ads, industry contacts, wage surveys) to understand what “good” actually looks like for your trade and area.
- Staying with your training employer versus moving on are both completely normal choices — neither is automatically the “smart” one.
- Some qualified tradies eventually move into contracting — that’s a bigger step with its own setup (ABN, insurance, tax), worth its own separate research before jumping in.
Your legal floor doesn’t disappear — it just changes
Just like when you were an apprentice, your award still sets a legal minimum once you’re qualified — now calculated as the full tradesperson rate for your classification, rather than a percentage of it. It’s worth actually checking this number through P.A.C.T. rather than assuming, because award classifications for qualified tradespeople can still vary depending on your specific role, any additional licences or specialisations, and the award that applies to your work. This is your floor — the legal minimum you cannot be paid below, whoever your employer is.
Award rate vs market rate: why the gap can be large
Here’s the part that trips people up: the award sets a minimum, but a lot of qualified tradespeople are paid well above it, and the gap between “award minimum” and “what tradies in my area are actually getting paid” can be substantial — varying by trade, state and local demand. A trade in high demand in a booming region might command well above award; a quieter local market might sit closer to it.
This is why it’s worth researching actual market pay — not just the legal minimum — before a pay conversation. Job ads, conversations with other qualified tradies, industry associations, and general salary data sources (like Seek’s salary information for trade roles) can all help you build a realistic picture of what “competitive” looks like locally, as distinct from what’s merely legal.
EBA sites vs residential and small business work
One of the bigger drivers of that pay gap is the type of work and site you’re on. Larger commercial, industrial or civil projects are often covered by an Enterprise Bargaining Agreement (EBA) — a negotiated agreement, usually involving a union, that can set pay and conditions above the base award, sometimes considerably. These sites can offer higher pay, but often come with different expectations too — different site rules, rosters, and day-to-day culture compared to residential or small-business work.
Neither path is objectively better — EBA sites often pay more but can mean less flexibility; smaller residential work can offer more autonomy or a closer relationship with an employer, sometimes for less pay. It’s a genuine trade-off worth thinking through based on what you actually want, not just the highest headline number.
The costs that come with going qualified
Before getting too excited about the pay jump, it’s worth budgeting for costs that newly qualified status can also bring: licensing or registration fees, potentially your own tools beyond what an employer previously provided, possibly a work vehicle, and in some trades, insurance considerations even as an employee. These vary hugely by trade — an electrician’s licensing costs look very different to a chef’s — so find out what applies specifically to your trade and state.
Negotiating your first qualified wage
A reasonable approach to a pay conversation, whether staying with your training employer or moving on, starts with knowing two numbers: the award floor for your classification (from P.A.C.T.), and a realistic market range for your trade and area (job ads, industry contacts, salary data). Knowing both means you’re negotiating from actual information, not guesswork.
It’s also worth thinking beyond the base rate — overtime arrangements, travel and tool allowances, vehicle provision, training support and job security can all be part of the overall package, not just the headline figure.
Staying vs moving on
Plenty of newly qualified tradies stay with the employer who trained them; plenty of others move on, straight away or after a year or two. Staying can mean continuity and a smoother path to a pay rise without the friction of a full job search. Moving can mean better pay, different work, or a fresh environment. Neither is inherently smarter — it depends on your employer, your trade, and what you’re after.
A quick word on contracting
Down the track, some qualified tradies move from being an employee to working as a contractor or subcontractor with their own ABN — potentially higher earning ceiling, but with real added complexity around tax, insurance, super (which you’d then be managing yourself), and business risk. That’s a genuinely separate decision with its own setup and considerations, worth its own dedicated research before jumping in — not something to back into casually.
Frequently asked questions
How do I find out my exact legal minimum now that I’m qualified?
Use the Fair Work Ombudsman’s P.A.C.T. tool, the same as you would have as an apprentice — select your correct award and classification as a qualified tradesperson to get your current legal minimum.
Is it worth chasing an EBA site straight after qualifying?
It can offer higher pay, but it’s a genuine trade-off against site culture, rostering and type of work, not an automatic upgrade. Worth researching what specific EBA sites in your trade and area actually involve before assuming it’s the better option.
Should I stay with the employer who trained me?
There’s no universally right answer — it depends on your relationship with that employer, whether the pay and conditions on offer are competitive, and what kind of work and progression you’re after. Both staying and moving on are completely normal, common choices.
What should I budget for once I’m qualified that I didn’t need to as an apprentice?
This varies by trade, but commonly includes licensing or registration fees, your own tools, possibly a vehicle, and sometimes insurance. Check what’s specifically required for your trade and state so you’re not caught out by costs on top of your new pay.
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 — Awards, Fair Work Ombudsman — Enterprise agreements, Seek — Salary and benefits data, ATO — Starting or registering a business (ABN basics).