Does my salary include super?

Generally, no. In Australia, salary figures are almost always quoted exclusive of superannuation. The super guarantee (currently 12% of ordinary time earnings) is an employer contribution paid on top of your salary. Always check your employment contract – if it says 'total package' or 'inclusive of super', then super is included in that figure. For minimum wage comparisons, use the salary before super.

How do I know if my salary meets the national minimum wage?

Convert your annual salary to an hourly rate by dividing by 52 weeks and then by 38 hours (the standard full-time week). For example, a $60,000 salary gives $30.38 per hour. Compare that to the national minimum wage of $26.44 per hour (from 1 July 2026). If your hourly rate is below $26.44, you may be underpaid – but first check if a modern award or enterprise agreement applies, as those can set higher minimums. Remember, super is extra.

What about casual loading and super?

Casual employees get a 25% loading on top of the minimum wage, so the casual national minimum is $33.05 per hour (from 1 July 2026). Super is still paid on top of that loading. If you are covered by an award, the casual loading may be different. Always use the gross pay (before tax) for comparisons, and add super separately.

Does Salary Include Super? How to Check Your Pay Against the Minimum Wage

The national minimum wage from 1 July 2026 is $26.44 per hour or $1,004.90 per week, before tax and before super.

Does Salary Include Super? A Practical Guide for Australian Workers

One of the most common questions we hear is does salary include super? The short answer is no – superannuation is an employer contribution on top of your salary, not part of it. But confusion persists, especially when job ads say "$70,000 package" or "salary plus super." This guide helps you separate the legal minimum from a survey average, an award rate, and a negotiated salary, so you can check whether your pay is fair.

The Legal Minimum: National Minimum Wage

The Fair Work Commission sets the national minimum wage each year. From 1 July 2026, the adult rate is $26.44 per hour or $1,004.90 per week for a 38‑hour week. This is the floor for employees not covered by a modern award or enterprise agreement. The Fair Work Ombudsman explains and enforces these rules.

Crucially, the national minimum wage is before tax and before super. Super is an extra 12% (the super guarantee) that your employer must pay into your super fund. So if you earn $26.44 an hour, your employer pays an additional $3.17 per hour into super.

Not every worker must receive $26.44 an hour. Junior employees (under 21), apprentices, trainees, employees with disability, and those on introductory award rates can be paid less. For example, a 17‑year‑old award‑free junior gets $15.29 per hour (57.8% of the adult rate). Always check your specific situation.

Award Rates and Enterprise Agreements

Most Australian workers are covered by a modern award. Awards set minimum pay rates for specific industries and occupations, and these rates are often higher than the national minimum. From the first full pay period on or after 1 July 2026, modern award minimum wages rose by 4.75%. The lowest ongoing classification in an award cannot fall below the national minimum of $26.44 per hour. Some awards have introductory rates (e.g., $25.74 per hour for the first six months) – those are allowed as long as they don't undercut the award's own rules.

Enterprise agreements can also set higher rates. If you are covered by an agreement, check that document for your minimum pay. In all cases, super is paid on top of the agreed salary or wage.

Survey Averages: What Others Earn

The Australian Bureau of Statistics (ABS) publishes average earnings. In May 2026, full‑time adult ordinary‑time earnings were $2,083.70 per week (about $54.83 per hour). The average for all employees (including part‑time and casual) was $1,579.20 per week. These are useful benchmarks, but they are not minimums – they include overtime, bonuses, and higher‑paid roles. Your salary may be below the average and still be perfectly legal.

Negotiated Salary: How to Compare

When you negotiate a salary, the figure is usually exclusive of super. To check if it meets the minimum, convert it to an hourly rate:

Annual salary ÷ 52 weeks ÷ 38 hours = hourly rate.
Compare that hourly rate to the relevant minimum (national minimum, award rate, or agreement rate).
Remember: super is on top. If your employer says "$70,000 inclusive of super," then the salary component is lower (about $62,500 before the 12% super). That could push your hourly rate below the minimum.

Practical Example

Let's say you are offered a full‑time job with a salary of $60,000 per year, plus super. Your hourly rate is $60,000 ÷ 52 ÷ 38 = $30.38. That is above the national minimum of $26.44, so it passes the legal floor. But if the award for your industry requires, say, $31.00 per hour, then $30.38 is too low – your employer must pay the award rate. Super is then added on top of that award rate.

Key Takeaways

Does salary include super? Usually no. Super is an employer contribution on top.
The national minimum wage is $26.44/h (adult) from 1 July 2026, before super.
Award and agreement rates can be higher – always check.
Juniors, apprentices, and trainees may be paid less.
Use the Which minimum wage applies tool to find your correct floor, and see Rate tables for award rates.

A Note on Casual Employees

Casual employees receive a 25% loading on the minimum wage. The casual national minimum is $33.05 per hour (from 1 July 2026). Super is still paid on top. If you are casual, your hourly rate (before super) should be at least that amount, unless your award specifies a different loading.

Final Word

Understanding whether your salary includes super is the first step to knowing if you are paid correctly. Always compare your gross salary (before tax and before super) to the applicable minimum. If you are unsure, consult the Fair Work Ombudsman's Pay and Conditions Tool or speak to your employer. This site provides orientation only – it is not a pay determination or legal advice.

For the published floors, see the rate tables and how the figures work.