Architects Award

Coverage is the first discipline issue under this award. It is occupational and relatively narrow. Employers should therefore resist treating it as a default award for all design practice roles. The better approach is to identify the architectural work being done and then place the employee in the matching Schedule A level.

• Confirm that the employee is in the occupation of an architect or doing work normally performed by an architect.
• Use the Schedule A levels to decide the classification.
• If another award also touches the employer, clause 4.6 points to the classification most appropriate to the work and environment.

Classification and wage communication are active obligations here, not background assumptions. The award expects clarity about remuneration and, when asked, about the award classification being used. That is particularly important in professional environments where salaries above award minimums can hide a weak classification process.

• On engagement, tell the employee in writing their wage and any normal remuneration review practice where remuneration exceeds the award.
• On request, tell the employee which award classification the employer considers appropriate.
• Use the Schedule A definitions as the classification guide.

The ordinary hours framework is narrower than many professional workplaces assume. Late work, weekend work and site demands do not automatically become ordinary time just because the employee is salaried. Employers should check the spread of hours and overtime position before relying on custom or office culture.

• Ordinary hours cannot exceed 38 per week and are worked between 8.00 am and 6.00 pm Monday to Friday.
• The spread of ordinary hours can only be altered by agreement between the employer and the majority of employees in the establishment or section concerned.
• Time worked in excess of or outside ordinary hours attracts overtime treatment under clause 17.

Graduate progression is a specific compliance area in this award. The annual review process is meant to support progress toward registration and should produce written objectives and training steps. A practice that employs graduates but has no structured review process is missing a real award obligation, not just a good management practice.

• Graduates must have an annual review process to assist progress toward the mandatory experience for registration.
• Progress for the previous 12 months and objectives for the next 12 months should be reviewed and recorded in writing.
• Approved training required through that process must be paid by the employer.

Travel is an area where professional workplaces often under document what is happening. This award separates ordinary commuting from directed work travel, and it treats some excess travel time as working time. A practice should therefore review site visit and remote assignment arrangements before the cost dispute starts.

• If an employee must use a private vehicle for work purposes, the award requires kilometre based reimbursement.
• Where the employee is directed to work somewhere other than the usual place of employment, the award also addresses excess fares and excess travel time.
• Travel directions should be documented so payroll can identify what is normal commuting and what is work related travel.

The award is only one layer of the employment framework. Employers should keep the National Employment Standards and any enterprise coverage distinct from the award rules. That distinction matters for leave, for base entitlements and for the threshold question of whether the award still applies to the employee at all.

• The National Employment Standards and this award operate together as minimum conditions.
• Enterprise covered employees may be outside the award under clause 4.5.
• Annual leave is provided through the National Employment Standards, with annual leave loading dealt with in the award.

PR799359, PR799514

The current consolidated award incorporates these recent variation determinations. Use the consolidated wording when checking any affected clause, schedule, rate or allowance.

Affected: 13 - Minimum rates, 15 - Allowances, Schedule B - Summary of Hourly Rates of Pay, Schedule C - Summary of Monetary Allowances