2nd Year Apprentice Wages in Australia

Apprenticeships are a gateway to a rewarding career, offering a mix of on-the-job training and formal education. For many Australians, understanding the financial aspects—especially wages—is crucial when committing to this pathway.

Did you know that 2nd-year apprentices in Australia can earn between $15 to $21 per hour, depending on their trade, age, and state? These figures increase with skills, responsibilities, and time spent in training. In this blog, we’ll dive deep into wage rates, influencing factors, and government resources to help you navigate your apprenticeship journey.

What Are the Wage Rates for 2nd-Year Apprentices?

Wage Rates Breakdown

Young trainees (under 21 years old):

  • Hourly Wage: Second-year junior trainees typically earn between $15.05 and $18.29 an hour. This range is influenced by factors such as industry, geographic location, and location. and specific employers

  • Age and experience effects: As trainees get older or more experienced, Wages can increase. For example, turning 18 or 19 can sometimes result in an increase in wages. This reflects increasing maturity and competence in the workplace. Australian Apprenticeships 

Adult trainees (21 years old)

  • Starting Wage: Adult trainees generally start at around $21.78 per hour. This higher starting salary reflects the expectation that mature trainees will have more life experience and may have more relevant skills.

  • Trade variance: Specific trades can have a significant impact on pay rates. For example, apprentices in fields such as electrical work or plumbing can start at higher rates. Due to the technical skills required and the demands of these businesses.

To learn more about different apprenticeship check these resources:

Overtime rates and fines

  • Higher overtime pay: Interns who work outside of regular hours may be entitled to overtime pay. This often means earning a higher rate for hours worked in a standard workweek. (generally more than 38 hours).

  • Weekend and Public Holiday Rates: Many awards state that work on weekends or public holidays is subject to a penalty. This can be significantly higher than the standard hourly rate, for example, weekend shifts can earn an intern 1.5 to 2 times the normal rate. Fair Work Ombudsman 

Training and development

  • Skill Acquisition: Employers sometimes invest in training programs that can lead to higher wages once trainees complete additional qualifications or certifications. This may include attending trade school or specialized training in your field.

  • Career Progression: As trainees progress through training. They may have the opportunity for a promotion or pay increase. This is especially true if they demonstrate strong performance and commitment to their career.

  • Personal Calculations: The Fair Work Wage Calculator is a useful tool for trainees to consider their specific rights based on their circumstances, including age, occupation, location and relevant arrangements. This can ensure that trainees are appropriately compensated and have a better understanding of their rights.

Apprentice and trainee pay rates - Fair Work Ombudsman 

Wages Across States and Industries

Wages Across States

State/Territory

Trade

2nd-Year Wage Range (per hour)

New South Wales (NSW)

Construction/Carpentry

$18.50 - $20.00

Victoria (VIC)

Electrical

$17.80 - $19.90

Queensland (QLD)

Plumbing

Up to $21.00

South Australia (SA)

Metal Fabrication

$18.00 - $20.50

Western Australia (WA)

Mining (Various Roles)

$24.00 - $30.00

Tasmania (TAS)

Automotive

$17.00 - $19.00

Northern Territory (NT)

Heavy Vehicle Mechanics

$20.00 - $22.00

Australian Capital Territory (ACT)

Civil Engineering

$19.00 - $21.00

Industry-Specific Examples

Industry

Average Wage Range (per hour)

Construction

$17.00 - $20.00

Electrical

$18.00 - $22.00

Hospitality

$16.00 - $18.00

Plumbing

$20.00 - $24.00

Metal Fabrication

$18.00 - $20.50

Automotive

$17.00 - $19.00

Hairdressing

$15.50 - $19.00

Joinery

$18.00 - $21.00

Fabrication

$18.50 - $21.50

Factors Influencing Apprentice Wages

1. Trainee vs. Adult Trainee

  • Pay Discrimination: In General Younger apprentices (under 21) are paid lower wages compared to mature apprentices (21+). This pay difference reflects not only the apprentice's age but also their age. only But it also reflects the perception that adult apprentices should have more life experience, maturity and financial responsibility...

  • Cost of living: Mature trainees often face higher living costs. who can prove that they received a higher salary Employers recognize that adult apprentices may need to support themselves and their families. It is therefore necessary to offer competitive wages.

2. Year 12 completed

  • Educational Impact: Completion of Year 12 may have a positive impact on a trainee's starting salary. Employers often view a high school diploma as an indicator of a candidate's commitment and ability to learn. This may lead to a higher starting salary.

  • Skill level: Year 12 graduates can also join the apprenticeship with good foundation skills. (literacy, numeracy, etc.) makes it more productive from the start.

3. Salary increase during internship

  • Structured Salary Increase: Salary increases generally increase each year as an apprentice completed their training. For example, a third-year apprentice will typically receive a 10%-20% increase in salary compared to a second-year apprentice. This reflects their increased skills and experience. Apprenticeship vs. Internship

  • Performance-based raises: Some employers may offer additional performance-based pay increases. Help interns excel and become more responsible.

4. Pay for training hours

  • Training Obligations: Employers are generally required to pay apprentices for time spent training or attending TAFE (Technical and Further Education). This is an important part of the National Apprenticeship Agreement. This ensures that trainees are compensated for their learning time.

  • Integration of learning and work: Paid training hours help combine theoretical knowledge with practical experience. This helps reinforce the value of the internship program.

5. Geographic location

  • Cost of Living: Salaries can vary greatly depending on the cost of living in different regions. Urban areas with a higher cost of living often offer higher wages to attract and retain interns.

  • Skills Demand: Regions with high demand for specific occupations may offer better salaries to attract apprentices. For example, apprentice wages are higher in areas where manufacturing or mining industries are booming.

6. Industry needs

  • Market conditions: Demand for skilled workers in certain industries can cause wages to rise. For example, trades such as plumbing and electrical work. They are often paid higher wages due to the continued demand for these services.

  • Economic factors: The broader economy can also affect salaries. In times of economic growth Employers may be willing to pay higher wages to acquire talent.

7. Employer agreements and awards f

  • Organizational agreements: Some employers may have an organization agreement that provides for pay in excess of the minimum standards set by the Fair Work Commission. These agreements can be negotiated between the employer and employee representatives.

  • Award Rates: Pay rates are usually governed by industry awards. which determines the minimum payment rates and conditions Understanding these awards can help trainees understand their rights and entitlements.

8. Experience and Skill Level

  • Previous Experience: Trainees with experience or skills related to their trade can negotiate a higher starting salary. For example, someone who has previously worked in a related field is more likely to start.

  • Certifications and Licenses: Additional certifications or licenses obtained during training may result in higher wages. This is because these certifications can improve trainees' employability and skills.

Trainee Pay vs. Apprentice Pay

1. Training intensity

  • Apprenticeships: Structured training programs targeting skilled occupations such as electrical, plumbing, carpentry, automotive, and apprenticeships, combining practical work experience with vocational education. It helps trainees gain practical skills and theoretical knowledge relevant to their specific business....

  • Training: On the contrary Training is more diverse. and often focus on non-business roles in areas such as hospitality, retail, business and management. Apprenticeships often involve a wide range of work skills. This may include customer service, sales, and business operations.

2. Wage difference

Income Comparison: In General Trainees earn less than non-trainees. This is because the scope of work and skill level required are different. For example:

  • Retail interns can earn between $14 and $18 per hour, reflecting the entry-level nature of the work and the relatively low skill requirements compared to skilled businesses.

  • On the contrary Second-year electrical apprentices can earn $21 (or more) per hour, indicating the specialized training and technical skills required in a skilled business…

  • Level of Skill and Responsibility: Wage discrepancies are primarily due to the level of skill and responsibility required relative to a normal apprentice role in a skilled trade. Trainees often manage more complex tasks and responsibilities more quickly as they progress in training.

3. Training requirements

  • Duration and Structure: Compared to Internships Internships are generally longer. These are (usually over several years) which can vary greatly in length. It depends on the industry and the specific course.

  • Certifications and Qualifications: Completing an apprenticeship will generally lead to nationally recognized qualifications such as Certificates III and IV, while an apprenticeship may not always lead to a formal qualification. Although they can provide valuable experience and skills.

4. Wage control

  • Fair Work Regulations: Apprentices and trainees are protected by the Fair Work system, which sets minimum pay rates and conditions. The Fair Work Ombudsman website provides detailed information on pay levels and entitlements. To ensure that apprentices and trainees are aware of their rights and what they can expect in terms of pay.


Understanding the Different Types of Traineeships

1. Diversity of industries

  • Scope: Internships cover a wide range of industries. In addition to administration, IT and sales, this includes:

  • Hospitality: Roles such as chef, waiter, or barista.

  • Retail: Customer service positions Inventory and sales management

  • Healthcare: Support roles such as nursing assistants or medical receptionists.

  • Community service: Work in social work, youth work, or disability support work.

  • Career Flexibility: This diversity allows trainees to explore a variety of career paths. and help employers find the candidates that best meet their specific needs.

2. Certification

  • Qualifications: Training programs generally provide a nationally recognized qualification. This may include:

  • Certificate II: Entry-level skills in basic job roles.

  • Certificate III: Advanced skills, often required for supervisory roles or specialized positions.

  • Certification IV: Skills in leadership, management or specialized technical roles. Helps increase career advancement

  • Recognition: Earning these certifications can improve employment and career prospects. It provides a foundation for further study or training.

3. Period:

  • Shorter programmes: Apprenticeships usually last between 1 and 2 years, providing a faster route to qualification and entry into the workforce. Compared to internship This usually takes several years to complete.

  • Flexibility in duration: Some internships offer flexible arrangements. This allows trainees to complete their qualifications at their own pace. Depends on the situation and determination.

4. Salary and Salary Structure

  • Income Range: As mentioned An intern's salary depends on factors such as industry and age. Younger apprentices can start at a lower pay level. This is compared to older interns who can be paid more due to their experience and maturity.

  • Incentives for Employers: Some government programs offer financial incentives to employers who hire interns. This may affect wages and employment opportunities.

5. Learning at work

  • Hands-on Training: Training combines classroom learning with real work experience. It allows trainees to apply theoretical knowledge in a real environment. This hands-on training is essential to developing relevant skills.

  • Mentorship Opportunities: Trainees often benefit from mentoring from experienced professionals. This can enhance the learning experience and provide valuable insights into the industry.

6. Career advancement

  • Pathway to further education: Graduation can open doors to further education, such as an associate or degree program. Especially in related fields

  • Transition to full-time work: Many apprentices find full-time employment with the employer where they received their training. This will ensure a smooth transition into their career.

Employer Advisory Service (EAS)

  • The Employer Advisory Service (EAS) helps employers and trainees understand their rights and responsibilities.

  • Services include advice on calculating salary. Dispute Resolution and training support

  • Employers can access resources to ensure fair treatment of trainees, such as industry agreements and standards.

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FAQ

  1. Will trainees receive a pension?

Answer: Yes, employers are required to pay trainees a pension as part of their employment conditions.

  1. Can I negotiate my intern's salary?

Answer: Trainee salaries are generally governed by awards and agreements. Therefore, there is little room for negotiation unless specified in the enterprise agreement.

  1. Are trainees entitled to paid leave?

Answer: Yes, interns are entitled to paid leave. Including annual leave, sick leave and public holidays. The same as general employees

  1. Can I receive government support as a trainee?

Answer: Yes, trainees can access financial support and educational assistance such as travel expenses through government programs.

  1. Are there penalties for employers who hire too few apprentices?

Answer: Yes, employers face significant penalties for underpaying interns. as specified by the Fair Work Commission

  1. Should apprentices pay for their training?

Answer: Employers are usually responsible for training fees. But this depends on the agreement. Some costs still apply to trainees.

  1. Can I work part-time as an intern?

Answer: Yes, part-time internships are an option. But wages are prorated based on hours worked.