Break periods, also referred to as rest breaks or meal breaks, are designated times during a work shift when employees can rest, eat, or take personal time away from work duties. In Australia, break entitlements are governed by the National Employment Standards (NES), modern awards, enterprise agreements, and employment contracts.
Break periods are a legal requirement to ensure employee health, safety, and wellbeing, especially in roles involving long hours or physical labour.
Australia typically recognises two main types of breaks:
Break entitlements vary depending on the relevant modern award or enterprise agreement. However, some general standards include:
Regular breaks reduce fatigue, improve concentration, and lower the risk of workplace accidents.
Failing to provide mandated breaks may result in breaches of workplace laws and penalties.
Studies show that short, regular breaks increase focus and reduce burnout, especially in physically or mentally demanding roles.
Allowing adequate time to rest fosters a sense of care and respect within teams.
Employers should:
Breaks should be recorded (especially meal breaks) for accurate payroll and rostering.
Learn More: Rostering Software with Break Management
Microkeeper’s rostering and timesheet software allows employers to:
This simplifies compliance, avoids manual errors, and ensures a better employee experience.
Yes, under most awards and agreements. The duration and frequency depend on the shift length and applicable industrial instrument.
Rest breaks are usually paid; meal breaks are typically unpaid unless otherwise stated.
Employers are still obligated to provide breaks. Consistently skipping breaks can lead to fatigue risks and potential legal issues.
Only if the award or agreement allows it. Otherwise, break timing must follow set entitlements.
Break periods are more than just downtime, they’re a legal right and a key component of safe, healthy, and productive workplaces. By automating break management with tools like Microkeeper, businesses can ensure compliance while supporting their team’s wellbeing.
Disclaimer: This content is for informational purposes only and does not constitute legal advice. For specific guidance, refer to Fair Work Australia or your HR/legal advisor.