Plumbing and Fire Sprinklers Award 2020: Key Provisions for Businesses
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Employing plumbers in Queensland involves navigating both federal workplace laws and state-based licensing requirements. While occupational licensing and safety obligations are regulated at a state level, minimum employment conditions are largely governed by federal modern awards, including the Plumbing and Fire Sprinklers Award 2020 (‘Award’).
Understanding the Award is crucial for businesses. Whether operating in residential maintenance, commercial construction or fire services, poorly managed award compliance can expose employers to underpayment claims, Fair Work Ombudsman audits and significant penalties.
This article outlines the key provisions of the Award at a high level. Please note for additional assistance and complex queries we would suggest calling the MPAQ advice line in the first instance.
What is the Plumbing and Fire Sprinklers Award 2020?
The Plumbing and Fire Sprinklers Award 2020 is a national modern award made under the Fair Work Act 2009.
The Award sets legally enforceable minimum standards for:
- Wages and penalties
- Ordinary hours and overtime
- Allowances
- Leave and public holidays
- Termination and redundancy
It operates alongside the National Employment Standards (NES), which apply to all national system employers.
Who Is Covered by the Award?
The Award applies to employers and employees engaged in:
- Plumbing services
- Mechanical services plumbing
- Fire sprinkler fitting and fire services
Common roles covered include:
- Licensed plumbers and gasfitters
- Fire technicians and sprinkler fitters
- Plumbers’ labourers and assistants
- Apprentice plumbers and gasfitters
- Irrigation installers and pipe fitters
The Award covers work including installation, maintenance, inspection and testing of plumbing and fire systems, whether in residential, commercial or industrial settings.
Where an employer could potentially fall under more than one award, employees must be covered by the award most appropriate to the work they are actually performing.
Types of employment recognised by the Award
Weekly hire (full-time) employees
Most plumbing employees fall into this category. Weekly hire employees:
- work an average of 38 hours per week
- are commonly rostered across a 20day, four week cycle
- accrue time towards rostered days off (RDOs) under standard industry rostering arrangements.
Daily hire employees
Although more common on construction sites, daily hire arrangements still appear in parts of plumbing sector.
Daily hire employees:
- can terminate employment with one day’s notice
- are subject to unique redundancy provisions under the Award that differ from standard NES redundancy rules.
Part-time employees
Part-time employees work fewer than 38 hours per week with reasonably predictable hours.
Casual employees
Casuals:
- receive a 25% casual loading
- must usually be paid for a minimum three-hour engagement per shift
- have rights to convert to permanent employment under Fair Work rules where eligibility criteria are met.
Classifications and wage rates
The Award contains detailed classification definitions that determine minimum pay rates. These classifications are based on:
- Skill level
- Qualifications and competencies
- Responsibility and experience
For employers, proper classification is particularly important when employing:
- Apprentices progressing through stages
- Tradespeople with additional competencies (e.g. backflow or fire systems)
- Employees performing a mix of plumbing and fire service work
Minimum rates of pay are adjusted annually by the Fair Work Commission and published in the Award’s wage schedules.
Ordinary hours of work
Under the Award:
- ordinary hours average 38 per week
- hours are worked over a four-week cycle
- the ordinary span of hours is generally 7:00 am to 6:00 pm, Monday to Friday
The Award allows for agreed variations to start and finish times, provided these arrangements are properly documented and comply with the Award requirements.
Employees are also entitled to:
- a minimum 30minute unpaid meal break
- a paid 10minute rest break each day
Overtime and penalty rates
Overtime is payable when employees work:
- outside ordinary hours
- in excess of the average 38 hours
- on weekends or public holidays
Overtime rates vary depending on:
- the type of employee (fulltime, casual, daily hire)
- the timing of the overtime worked
Plumbing businesses offering after hours emergency services need to pay close attention to these provisions, as overtime and callback costs can escalate quickly if not managed correctly.
Businesses can also compensate penalties and allowances with an overall salary, as long as the figures are always to the benefit of the employee and pass the better off overall test.
Allowances
The Plumbing and Fire Sprinklers Award contains numerous allowances, many of which apply to employees:
Common allowances include:
- Industry allowance (paid to virtually all employees)
- Plumbing trade allowance
- Registration allowance for licensed plumbers (especially relevant due to Queensland licensing obligations)
- Tool, meal, travel and leading hand allowances
Some allowances are all-purpose allowances, meaning they must be included when calculating overtime, leave, penalty rates and termination payments. Others apply only in specific circumstances.
Failure to apply allowances correctly is one of the most common causes of underpayment in the plumbing industry.
Termination and industry-specific redundancy
Termination of employment must comply with:
- Award notice periods, and
- NES minimum notice obligations
For some employees, the Award introduces an industry-specific redundancy scheme, which can require redundancy payments even where employment ends for reasons other than redundancy, including resignation.
We would suggest obtaining advice from the MPAQ advice line in these circumstances.
Additional important clauses to be aware of include:
Clause 19 - Payment of wages. Clause 19 specifies how often employees must be paid, what information must be included on payslips, and lawful methods of payment. Payroll errors, especially around allowances or overtime, often breach this clause even when base rates are correct.
Clause 6 - Flexible Working Arrangements may also be applicable to businesses. This clause interacts with section 65 of the Fair Work Act 2009 and allows eligible employees to formally request changes to working arrangements (such as start times or days worked). Employers must respond in writing within 21 days, stating whether the request is approved or refused on reasonable business grounds. Failure to respond correctly can expose businesses to disputes, even where the request is operationally impractical.
Clause 19 - Payment of wages. Clause 19 specifies how often employees must be paid, what information must be included on payslips, and lawful methods of payment. Payroll errors, especially around allowances or overtime, often breach this clause even when base rates are correct.
Clause 6 - Flexible Working Arrangements may also be applicable to businesses. This clause interacts with section 65 of the Fair Work Act 2009 and allows eligible employees to formally request changes to working arrangements (such as start times or days worked). Employers must respond in writing within 21 days, stating whether the request is approved or refused on reasonable business grounds. Failure to respond correctly can expose businesses to disputes, even where the request is operationally impractical.
Regularly reviewing Award updates, auditing payroll practices and seeking professional workplace relations advice can significantly reduce risk and provide greater confidence in managing plumbing staff. An understanding of these provisions can deeply assist a business in understanding their Employment Law requirements.
Any further questions in relation to Award standards should be directed to the MPAQ assistance line.
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