What is the pay rate for a medical receptionist?

I am often asked which is the correct pay rate or Award level for a medical receptionist in private practice in Australia.

In this article you will find out how to determine the correct rate for medical receptionists covered by the Health Professionals and Support Services Award.

Read this article What is the Award level for a Medical Receptionist for guidance on how to determine the correct award classification level.

What rate to pay your Medical Receptionist?

In determining what rate to pay, you should consider the legal requirements, the financial situation of the Practice and your employer brand.

Here are three pay options:

• Pay the minimum rate as per the relevant award classification and related entitlements; or
• All-inclusive rate
• “Above award” or market rate 

​Award rate

If you choose to pay your medical receptionist the rate specified in the award, you will pay the base rate as per their award classification level plus any additional award entitlements.

​In addition to her base rate, Genevieve may also be eligible for other entitlements such as:

• Allowances (e.g. uniform, laundry)
• Loadings (e.g casual, leave)
• Penalty rates (weekend work, shiftwork)
• Overtime (working in excess of ordinary hours or more than 10 hours in a shift)

Don’t forget that Genevieve will also be paid Superannuation on her ordinary time earnings.

​Example
Genevieve is a Medical Receptionist working in a general practice.

She is covered by the Health Professionals and Support Services Award 2020 and her role is classified as Support Services level 3.

Her base or minimum rate is $23.39 per hour (as at 16/08/2021).

​All-inclusive rate

Some employers would prefer to pay an all-inclusive rate or flat rate.

​An all-inclusive rate is a rate that is higher than the minimum award base rate and is sufficient to cover all eligible entitlements e.g. applicable loadings, overtime, penalty rates and allowances.

​In this situation, as an employer, you should ensure:

• There is a set-off clause in the employment contract or an Individual Flexibility Arrangement (IFA) that varies the relevant clauses in the award.
• You conduct regular reconciliations to ensure that the rate is actually sufficient to cover all award entitlements for the employee. Accurate records should be kept.
• You review the rate when there are increases or changes to the rates and entitlements in the award.

​Above Award or market rate

​Legislation dictates the minimum rates that employees are to be paid. For award covered employees, the rate is per the classification level and entitlements stipulated in the award.

There is nothing stopping an employer from paying an above award or market rate.

Paying above the minimum is a way to attract and retain staff, reward your high performing employees and be competitive in the employer market.

There are several ways to establish what the going market rate is, for example:

• Job boards (e.g. SEEK) provide information on their website on market pay rates
• Check out job ads of businesses similar to yours in nearby locations to see what they are offering
• There are free sites (e.g. Payscale) where you can find out pay information
• Consult your network
• When you advertise roles you’ll get a good indication from your applicants what they are expecting
• Ask your networks within your industry
• There are companies that provide salary information for a fee
  
  

Caution: Don’t set and forget. You may hire someone at an above award rate, but make sure you do regular reconciliations to ensure that the rate continues to cover the award minimum entitlements.
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At the time of writing this article, the average salary range for Medical Receptionists in Australia is from $23 - $35 per hour with the average rate at approximately $25.50ph

​Need help?

Talk to us if you need help with Award levels, pay rates or training on the Health Professionals and Support Services Award.

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