From 1 July 2026, the Fair Work Commission increased modern award wages by 4.75%, lifting the National Minimum Wage to $26.44 per hour or $1,004.90 per week. This change applies from the first full pay period on or after 1 July 2026. If you work in the stone industry, this article breaks down exactly what you should now be paid and how to check your entitlements.
This article is general information only. Stone industry pay can vary depending on the applicable award, enterprise agreement, employment type, classification, duties, location, allowances, and whether the role is workshop-based, site-based, construction-related, or manufacturing-related. Always confirm your rate using Fair Work’s Pay and Conditions Tool or the relevant current pay guide.
Key Takeaways
- The Fair Work Commission increased minimum modern award wages by 4.75% from the first full pay period on or after 1 July 2026.
- The National Minimum Wage is now $26.44 per hour or $1,004.90 per week.
- Stone workers should check the applicable award, enterprise agreement, classification, employment type, and allowances before confirming their correct rate.
- Under the Manufacturing Award, C12 is listed at $1,029.10 per week or $27.08 per hour, while introductory classifications may have separate rules.
- Entry-level or introductory rates may only apply for a limited period, depending on the award and the worker’s duties.
New Award Rates for Stone Workers From 1 July 2026
The modern award increase on 1 July 2026 directly affects stonemasons, fabricators, and stone installers across Australia. If your employment is covered by the Manufacturing and Associated Industries and Occupations Award or a related instrument, the 4.75% award wage rise applies to your base rate. That means every classification tier in your award has moved up by the same percentage.
For award-covered workers, the lowest ongoing award floor from 1 July 2026 is $1,004.90 per week or $26.44 per hour, but the exact rate depends on the applicable award and classification. Under the Manufacturing Award, C12 is listed at $1,029.10 per week or $27.08 per hour. New starters in their first six months may be paid at the entry-level rate of $978.10 per week, or $25.74 per hour.
You might be wondering whether your pay slip already reflects these changes. Check the date of your first full pay period after 1 July 2026. If that date has passed and your rate has not changed, your employer may owe you the difference.
How the 4.75% Increase Applies to Your Classification
Not every stone worker sits at the same classification level, and your pay rate depends on where you fall in the award structure. Minimum award wages increased by 4.75% from the first full pay period on or after 1 July 2026. The National Minimum Wage also moved to $26.44 per hour or $1,004.90 per week. Here is how the modern award increase on 1 July 2026 flows through common stone industry classifications.
1. C14 and C13 Classifications Are Being Phased Out
The Fair Work Commission decided to phase out C13 and C14 in three stages. C12 is now the lowest rate applicable to ongoing employment, replacing the previous floor.
2. Check Whether C12 or Another Classification Applies
Many stone fabrication roles may fall under the Manufacturing Award, but the correct award and classification depend on the employer, duties, work setting, and applicable agreement.
3. Entry-Level Rates Apply Only for the First Six Months
New workers can be paid the entry-level rate of $25.74 per hour for their first six months only. After that, the ongoing minimum of $26.44 per hour applies automatically.
4. Casual Loading Is Applied on Top of the Base Rate
Most casual workers under the Manufacturing Award receive a 25% casual loading on top of the base rate, but some award-specific exceptions can apply, so workers should check the pay guide for their classification. The 4.75% increase raises the base, which means the casual loading amount also increases proportionally.
5. Allowances and Penalty Rates Also Increase
Some allowances and penalty rates may change after the award update, especially where they are calculated from the minimum hourly rate. Other allowances are listed as fixed amounts, so workers should check the current pay guide rather than assuming every allowance rises by 4.75%. These will also increase following the stone workers pay rise in Australia.
6. Annualised Salary Arrangements Must Be Reviewed
If you are on an annualised salary, your employer must confirm that your total package still exceeds the new award minimum. A salary set before 1 July 2026 may now fall short of the updated rate.
Knowing your classification number is the starting point. If you are unsure, check your employment contract or ask your employer directly.
Award vs Enterprise Agreements: What Applies to Stone Workers
Stone workers covered by a modern award receive the updated rates automatically from the relevant pay period. Enterprise agreements work differently. If your workplace has a registered enterprise agreement, the base rates in that agreement do not automatically increase with the Fair Work Commission 2026 Annual Wage Review.
The key rule is that enterprise agreement rates must always remain above the applicable award rate. Enterprise agreement rates do not automatically rise in the same way award rates do, but the base pay rate in an agreement cannot be less than the base pay rate in the relevant award.
| Coverage Type | Does the 4.75% Rise Apply Automatically? | What to Check |
|---|---|---|
| Modern Award | Yes, from the first full pay period after 1 July 2026 | Pay slip rate vs updated award rate |
| Enterprise Agreement | Not automatically | Whether agreement rate still exceeds the new award floor |
| Individual Contract (above award) | No, but the award sets the minimum floor | Whether contracted rate still meets or beats the award |
If you are unsure which instrument covers your role, the Fair Work Ombudsman’s Pay and Conditions Tool at fairwork.gov.au can help you identify the right award.
Calculating Your New Hourly Rate After the Modern Award Increase on 1 July 2026
Working out your updated rate is straightforward once you know your pre-July base rate. If your hourly rate was exactly the pre-July award minimum, multiply it by 1.0475 to estimate the new award minimum. If you are paid above award, under an enterprise agreement, or on a salary, compare your pay against the updated Fair Work pay guide instead. For example, a stonemason on $28.00 per hour before 1 July 2026 should now be on $29.33 per hour.
Here is a simple step-by-step process to confirm your updated rate.
- Find your current award classification. Check your contract, pay slip, or ask your employer for your classification level under the relevant modern award.
- Locate the pre-July rate for that classification. The Fair Work Commission publishes pay guides for each modern award at fairwork.gov.au.
- Multiply by 1.0475. This gives you the new rate after the 4.75% award wage rise. Round to the nearest cent.
- Compare against your pay slip. Check your first pay slip dated after the first full pay period on or after 1 July 2026.
- Check allowances separately. Recalculate any percentage-based allowances using the new base rate.
- Confirm casual loading if applicable. Multiply the new base rate by 1.25 to get your updated casual rate.
This process takes less than ten minutes and gives you a clear picture of what you should be receiving. Keep a record of your calculation in case you need to raise a concern with your employer.
Claiming Underpayments or Backpay Entitlements for Stone Workers
If your pay has not been updated since 1 July 2026, you may be entitled to backpay. Under the Fair Work Act, award-covered employees can recover unpaid wages going back up to six years. The process starts with a direct conversation with your employer, but there are formal channels available if that does not resolve the issue.
Here are the steps to follow if you believe you have been underpaid following the national minimum wage 2026 Australia increase.
- Gather your pay slips. Collect at least the last two to three months of pay slips to identify the discrepancy clearly.
- Calculate the shortfall. Use the method above to work out the difference between what you were paid and what you should have received.
- Raise it with your employer in writing. Send an email or letter outlining the dates, the rate you received, and the rate you believe applies.
- Contact the Fair Work Ombudsman. If the employer does not respond or disputes the claim, lodge a request for assistance at fairwork.gov.au.
- Seek independent advice. A union, community legal centre, or employment lawyer can help if the matter escalates.
Underpayment claims are taken seriously by the Fair Work Ombudsman. Employers who fail to apply the correct rates after the modern award increase on 1 July 2026 can face significant penalties.
Stone Industry Jobs in Australia: Roles That Reflect the 2026 Award Wage Increase
With the stone workers pay rise in Australia now locked in, this is a good time to assess whether your current role is paying you correctly. Many employers in the stone industry are actively hiring, and the updated award rates apply to all new positions from day one.
Dayjob Recruitment connects skilled stone tradespeople with employers across New South Wales and Western Australia. The following roles should be checked against the applicable 2026 award or agreement rates before acceptance. Ask the employer to confirm the applicable award, classification, casual or permanent status, allowances, and first full pay period rate.
Stonemason Leading Hand – NSW
This role is suited to an experienced stonemason ready to step into a supervisory position on active sites across New South Wales. You will oversee a crew of stone workers while maintaining hands-on output, with pay aligned to the updated C-classification rates under the 2026 award wage increase.
Stonemason Installer – Smithfield, Sydney
Based in Smithfield in Sydney’s west, this installer position focuses on the precise fitting and finishing of stone surfaces for residential and commercial projects. The role offers consistent work with a reputable employer who applies the correct modern award rates from the first pay period.
Stonemason Fabricator – Newcastle
This fabricator role in Newcastle involves cutting, shaping, and finishing stone products to specification in a workshop environment. It is a strong opportunity for trade-qualified workers who want stable, full-time employment with pay reflecting the national minimum wage 2026 Australia update.
Stonemason Installer – Osborne Park, Perth
Located in Osborne Park, this Perth-based installer position is open to experienced stonemasons ready to work across high-quality residential builds in Western Australia. Before accepting the role, workers should confirm the applicable award or agreement, classification level, employment type, and updated 2026 minimum rate with the employer.
Browse all current trade jobs in Australia at dayjob.com.au/jobs, or if you are exploring visa pathways, visit our visa sponsorship page to understand your options.
Checklist: Confirming Your Rates Against the 2026 Award Wage Increase
Both workers and employers can use this checklist to verify that pay rates are correct after the Fair Work Commission 2026 Annual Wage Review. Run through each item against your most recent pay slip and the updated award pay guide.
For Workers
- Identify your award classification (C10, C11, C12, or above).
- Download the updated pay guide for your modern award from fairwork.gov.au.
- Confirm your first full pay period after 1 July 2026 and check the rate applied.
- Recalculate any allowances using the new base rate.
- If on a casual rate, confirm the 25% loading is applied to the new base.
- Check whether any C13, C14, or introductory classification is still appropriate under the current award rules, especially if the worker has completed the permitted introductory period.
- Document any discrepancy and raise it with your employer in writing.
For Employers
- Review all employee classifications against the updated award schedule.
- Apply the 4.75% increase from the first full pay period on or after 1 July 2026.
- Review C13, C14, and other introductory classifications in payroll systems to confirm they are still valid under the current award rules and the worker’s duties
- Review enterprise agreements to confirm rates still sit above the new award floor.
- Update annualised salary arrangements where the total package may now fall short.
- Communicate changes to workers before the first updated pay period.
- Keep records of the rate review process in case of a Fair Work audit.
If you are an employer looking to hire stone workers at the correct award rates, Dayjob Recruitment can help you fill roles quickly and compliantly. Submit a vacancy directly at dayjob.com.au/contact-us or learn more about how we work at dayjob.com.au/about-dayjob.
What the 2026 Award Wage Increase Means for Stone Workers Going Forward
The 4.75% award wage rise is the most significant adjustment stone workers have seen in several years, and it sets a new baseline for pay across the entire trade. Whether you are a fabricator in Newcastle, an installer in Perth, or a leading hand in Sydney, the updated rates apply to you from the relevant pay period. Checking your pay slip now is the most direct action you can take to protect what you are owed.
Dayjob Recruitment connects Australian stone workers with employers who meet current award wage compliance standards. Our industry-experienced recruiters ensure every placement reflects the latest 2026 pay rates. Contact us today — get started at +61 488 822 163.
FAQs
What Is the Award Wage Increase for 2026 in Australia?
The 2026 award wage increase is the Fair Work Commission’s annual adjustment to modern award minimum rates (including many stone, manufacturing, and construction roles). The exact percentage depends on the Annual Wage Review decision, and employers must apply the updated award rates from the operative date.
When Does the 2026 Award Wage Increase Take Effect?
For most modern awards, the increase takes effect from the first full pay period on or after 1 July 2026. Some awards may have different operative dates, so it’s important to check the specific award covering your role (we regularly do this for trades and site-based positions).
How Much Will the Minimum Wage Increase in 2026?
The minimum wage increase for 2026 is set by the Fair Work Commission as part of the Annual Wage Review. Until the decision is published, the exact dollar and percentage increase isn’t confirmed—once released, the new national minimum wage applies from the first full pay period on or after 1 July 2026.
Does the 2026 Award Wage Increase Apply to All Employees?
No. It applies to employees paid under modern award minimum rates and the national minimum wage. If you’re covered by an enterprise agreement, your pay changes depend on that agreement (though it must still meet or exceed award minimums). Over-award payments may absorb increases only if your total pay still stays above the new minimums.
How Do I Calculate the 2026 Award Wage Increase for My Pay Rate?
First, identify your correct modern award, classification level, and pay type (hourly/weekly, full-time/casual, apprentice/trainee). Then apply the Fair Work Commission’s 2026 increase to the relevant minimum rate and compare it to what you’re currently paid—if you’re below the new minimum, you’re owed the difference from the effective date (often the first full pay period on or after 1 July 2026). If you share your classification and current rate, we can help you sanity-check it against the updated award tables.
