Compensation InsightHow Coles Pays
Career levels, Enterprise Agreement wages, penalty rates, equity incentive plan, divisional salary data, executive pay, and benefits across Supermarkets, Liquor, Distribution, and Corporate functions.
At a Glance
Career Level Hierarchy
Coles Group uses the Coles Retail Enterprise Agreement 2024 (6 levels) for store team members. Corporate/salaried roles use market-priced individual contracts. The internal banding system (C1–C8) is inferred from publicly available data — Coles does not publicly disclose its corporate grade structure.
Divisional Breakdown
Store Operations Hierarchy
Team Member (EA Level 1–6) → Department Manager → Duty Manager → Store Support Manager / Dry Goods Manager → Store Manager → Regional Manager (~10–15 stores) → Head of Store Operations (State) → State Operations Manager → COO. Salaried management roles (Duty Manager and above) sit above the EA classification structure on individual contracts.
Compensation by Level
Total compensation breakdown for Melbourne, Victoria. All values in AUD including 12% superannuation.
| Level | Title | Base (Range) | Variable % | Total Comp (Range) | Equity |
|---|---|---|---|---|---|
| C1 | Team Member (EA Level 1–2) 0–2 yrs | A$50K – A$55K | 0% | A$50K – A$55K | Share Plan eligible |
| C2 | Specialist / Trade (EA Level 3–5) 1–4 yrs | A$55K – A$68K | 0% | A$55K – A$68K | Share Plan eligible |
| C3 | Department Manager / Analyst 2–6 yrs | A$60K – A$110K | 5% | A$63K – A$116K | Share Plan |
| C4 | Store Manager / Manager 5–12 yrs | A$95K – A$167K | 12% | A$106K – A$187K | STI eligible |
| C5 | Regional Manager / Senior Manager 8–15 yrs | A$140K – A$250K | 20% | A$168K – A$300K | STI + EIP eligible |
| C6 | General Manager / Head of 12–20 yrs | A$200K – A$400K | 30% | A$260K – A$520K | EIP (Performance Rights) |
| C7 | Chief Officer / ELT 18–25 yrs | A$500K – A$1.2M | 50% | A$750K – A$1.8M | EIP (STI + LTI Performance Rights) |
| C8 | CEO & Managing Director 25+ yrs | A$2.0M – A$2.1M | 175% | A$5.4M – A$8.7M | EIP: STI 120% TFC + LTI 175% TFC |
Source: Glassdoor, PayScale, Levels.fyi, Coles Group Annual Report FY2025, Coles Retail EA 2024. Australian values include superannuation (12%).
Total Compensation Range by Level
C8 (CEO & Managing Director) excluded to avoid scale distortion.
Enterprise Agreement & Award Wages
The Coles Retail Enterprise Agreement 2024 covers ~100,000 store/warehouse team members nationally. It uses a 6-level classification system (Level 1–6) with nationally uniform rates. Commenced 7 October 2024, expires 3 May 2028. Negotiated by SDA and AWU. Annual increases tied to FWC Annual Wage Review (3.75% Jul 2024, 3.5% Jul 2025).
EA Classification & Hourly Rates (from Jul 2025)
| Level | Description | FT/PT Rate | Casual Rate | Annual (FT) |
|---|---|---|---|---|
| Level 1 | Introductory — trolley collection, basic shelf stacking | A$26.45/hr | A$33.06/hr | ~A$52K |
| Level 2 | Checkout operator, experienced store assistant | A$27.20/hr | A$34.00/hr | ~A$54K |
| Level 3 | Section responsibility, some supervision, trade-qualified | A$28.50/hr | A$35.63/hr | ~A$56K |
| Level 4 | Department Manager (≤2 reports), supervisor of up to 4 staff | A$29.60/hr | A$37.00/hr | ~A$58K |
| Level 5 | Senior tradesperson with supervisory duties | A$30.40/hr | A$38.00/hr | ~A$60K |
| Level 6 | Department Manager (5+ reports), Assistant Manager of store | A$31.50/hr | A$39.38/hr | ~A$62K |
Penalty Rate Structure (Coles Retail EA 2024)
| Period | Full-Time / Part-Time | Casual |
|---|---|---|
| Monday–Friday (ordinary) | 100% | 125% |
| Monday–Friday 6pm–11pm | 125% | 150% |
| Saturday | 125% | 150% |
| Sunday | 150% | 175% |
| Public Holiday | 225% | 250% |
| Overtime (first 3 hrs) | 150% | 150% |
| Overtime (after 3 hrs) | 200% | 200% |
Traditional Penalty Rates Retained
Unlike some competitors (e.g. Bunnings), the Coles Retail EA 2024 retains traditional percentage-based penalty rates for weekends and public holidays. Sunday work attracts 150% (FT/PT) or 175% (casual), and public holidays attract 225% (FT/PT) or 250% (casual). This was a key negotiating point for SDA and has been viewed favourably by workers who regularly work weekends.
EA vs General Retail Industry Award
Distribution Centre Enterprise Agreements
Coles operates separate DC-specific enterprise agreements negotiated with the UWU (United Workers Union). Key agreement: Coles Smeaton Grange (UWU) RDC Enterprise Agreement 2020. DC workers typically earn A$31–$37/hr (27% above national average), with warehouse-specific classification grades. New Witron automated DCs at Kemps Creek (NSW) and Redbank (QLD) are creating specialist roles working alongside automation.
Source: SDA, Fair Work Commission, Coles Retail Enterprise Agreement 2024, General Retail Industry Award 2020, UWU.
Salary by Division & Career Stream
Breakdown across Coles Group's key divisions. All figures in AUD. EA rates are nationally uniform; corporate roles are market-priced with location adjustments.
Coles Supermarkets
| Role | Average | Range | P90 |
|---|---|---|---|
| Team Member (FT Level 1) | A$52,270 | A$50K–A$55K | — |
| Team Member (Casual) | A$33.06/hr | A$31–A$39/hr | — |
| Deli / Bakery Specialist | A$56,320 | A$55K–A$60K | — |
| Department Manager | A$72,500 | A$60K–A$85K | A$85K |
| Duty Manager | A$68,000 | A$59K–A$92K | A$92K |
| Store Manager (Small) | A$90,000 | A$80K–A$100K | — |
| Store Manager (Large) | A$125,000 | A$110K–A$140K | A$140K |
| Area Manager | A$120,000 | A$85K–A$170K | — |
| Regional Manager | A$205,000 | A$98K–A$283K | — |
Coles Liquor
| Role | Average | Range | P90 |
|---|---|---|---|
| Sales Assistant (Liquorland) | A$27.50/hr | A$25–A$33/hr | — |
| Asst Manager (Liquorland) | A$65,150 | A$58K–A$72K | — |
| Store Manager (Liquorland) | A$73,000 | A$65K–A$82K | — |
| Store Manager (First Choice) | A$75,000 | A$68K–A$85K | — |
| Store Manager (Vintage Cellars) | A$78,000 | A$70K–A$90K | — |
Distribution & Supply Chain
| Role | Average | Range | P90 |
|---|---|---|---|
| Warehouse Worker / Picker | A$65,079 | A$60K–A$73K | A$73K |
| Forklift Operator | A$32/hr | A$32–A$37/hr | — |
| Night Shift DC Worker | A$75,000 | A$68K–A$82K | — |
| DC Manager | A$160,000 | A$140K–A$180K | — |
| Logistics Manager | A$164,000 | A$140K–A$190K | — |
Corporate / Technology (Melbourne HQ)
| Role | Average | Range | P90 |
|---|---|---|---|
| Graduate Analyst | A$72,000 | A$65K–A$78K | A$92K |
| Business Analyst | A$107,000 | A$90K–A$125K | — |
| Software Engineer | A$134,000 | A$108K–A$163K | A$163K |
| Senior Software Engineer | A$149,000 | A$130K–A$175K | A$175K |
| Data Scientist | A$130,000 | A$107K–A$175K | A$283K |
| Product Manager | A$160,000 | A$138K–A$176K | — |
| Engineering Manager | A$224,000 | A$180K–A$284K | A$284K |
| Head of Function | A$325,000 | A$250K–A$400K | — |
Source: Glassdoor (11,043 salaries), Indeed, PayScale, Levels.fyi, Comparably, Coles Annual Report FY2025. P90 = 90th percentile where available.
STI Outcomes & Variable Pay Structure
Coles uses a balanced scorecard approach for STI: financial (~40–50%), customer (~15–20%), team/safety (~15–20%), and strategic priorities (~15–20%). STI is split 50% cash / 50% deferred shares. LTI is 100% Performance Rights.
6-Year STI Outcome (% of Target)
Variable Pay % by Level
STI Scorecard Metrics
- EBIT targets by division
- Revenue growth and cost management
- Capital returns (ROIC)
- Customer satisfaction / NPS / market share
- Safety (LTIFR/TRIFR) and team engagement
- Strategic milestones (automation, digital, sustainability)
- Board discretion overlay
Equity & Variable Reward Plans
Coles' EIP is the umbrella plan for all executive equity. STI is split 50% cash / 50% deferred shares. LTI is 100% Performance Rights with a 3-year performance period. For all other employees, the Team Member Share Plan allows salary-sacrifice purchases.
Active Plans
STI Structure (50/50 Split)
LTI Performance Hurdles — FY24/25 (3-Year)
| Hurdle | Weighting | Threshold (50%) | Stretch (100%) |
|---|---|---|---|
| Relative TSR | 50% | 50th %ile of S&P/ASX 100 | 75th %ile = 100% vesting |
| Adjusted ROIC | 50% | Board-set targets (~22–24%) | Board-set stretch (~26–28%) |
FY26 LTI — Evolved to Three Hurdles
| Hurdle | Weighting | Threshold | Stretch |
|---|---|---|---|
| Relative TSR | ~33–40% | 50th %ile of comparator | 75th %ile = 100% |
| Adjusted ROIC | ~30% | ~26% | ~28% |
| Mgmt EPS ex Margin Income | ~30% | Board-set growth target | Board-set stretch |
Team Member Share Plan
- Pre-tax salary sacrifice to purchase Coles Group shares
- Administered through EquatePlus (Computershare)
- Tax-deferred treatment under ESS rules (up to A$1,000/year)
- Available to eligible permanent team members across all divisions
Key Dilution Metrics
- Shares on issue: ~1,336 million (stable since demerger)
- FY26 CEO LTI grant: 63,168 performance rights
- FY25 CEO LTI grant: 203,963 performance rights
- Annual dilution from equity grants: ~0.15–0.30%
- No formal on-market buyback program
ASX Director Dealings & Equity Transactions
Disclosed to ASX under Corporations Act. Includes EIP vesting, Share Plan allocations, NED share purchases, and Wesfarmers exit.
| Date | Person | Role | Type | Shares | Price (A$) | Value |
|---|---|---|---|---|---|---|
| Sep 2025 | Leah Weckert | CEO & MD | Vesting | 42,864 | A$21.58 | A$925K |
| Aug 2025 | Leah Weckert | CEO & MD | Vesting | 203,963 | Incentive | Equity plan |
| Dec 2024 | Leah Weckert | CEO & MD | Acquisition | 30,783 | A$18.40 | A$566K |
| Apr 2023 | Wesfarmers (Substantial Holder) | Former Parent | Disposal | 37,408,000 | A$18.40 | A$688.3M |
| Nov 2025 | Peter Allen | Chairman | Acquisition | 5,000 | A$22.80 | A$114K |
| Aug 2024 | EIP Plan | Performance Rights | Vesting | 680,774 | Incentive | Equity plan |
| 2024 | EIP Plan | Performance Rights | Disposal | 118,094 | Incentive | Equity plan |
Wesfarmers Exit — Complete Divestment (Apr 2023)
Wesfarmers retained 15% of Coles at the November 2018 demerger, gradually selling down from 15% → 10.1% → 4.9% → 2.8% → 0%. The final divestment in April 2023 saw Wesfarmers sell its remaining ~37.4M shares for approximately A$688M. There are currently no substantial shareholders with >5% filing obligations, though institutional investors (Vanguard, BlackRock, State Street) hold significant positions.
Source: ASX announcements, Appendix 3X/3Y filings, Coles Group Annual Report FY2025, TipRanks.
Executive Compensation — FY2024/25
| Year | TFC | Total | Note |
|---|---|---|---|
| FY2023 | A$1.4M | ~A$2.8M | Partial year (May–Jun 2023); transition from COO |
| FY2024 | A$2.0M | ~A$4.7M | First full year; revenue A$43.7B; statutory basis |
| FY2025 | A$2.0M | ~A$5.42M | Revenue A$44.4B; STI A$1.85M (92.5% of target) |
| FY2026 | A$2.07M | TBD | TFC increased 3.5%; LTI 175% of TFC = A$3.62M |
Former CEO — Steven Cain (2018–2023)
Steven Cain served as CEO from September 2018 (post-demerger) until his retirement in April 2023. Upon departure, 65,188 performance rights ceased due to lapse of conditional criteria. As a "good leaver", Cain's vested shares were retained and unvested LTI rights were pro-rated based on time served, subject to performance testing at the original vesting date. Cain's initial appointment salary in 2018 was ~A$2.5M TFC with STI at-target of 100% and LTI of 130% of TFC.
Senior Leadership Compensation
Coles uses the Equity Incentive Plan (EIP) for executive variable pay. STI (50% cash, 50% deferred shares) + LTI (Performance Rights). CEO STI at-target: 100% of TFC; CEO LTI: 175% of TFC.
Executive Leadership Team (mid-2025)
EIP — Equity Incentive Plan
- STI: 50% paid in cash + 50% deferred into Coles shares (1-year restriction)
- LTI: Performance Rights with 3-year cliff vesting
- LTI hurdles: Relative TSR (50%) + Adjusted ROIC (50%) — FY24/25
- FY26 LTI adds third hurdle: Management EPS ex Margin Income (~30%)
- CEO LTI opportunity: 175% of TFC (A$3.62M for FY26)
- Clawback/malus provisions apply; Board retains discretion
Benefits & Perks
Financial
Leave
Career & Development
- Graduate Program — 6 streams: Finance, Technology, Commercial, Supply Chain, P&C, Marketing
- Store Manager Accelerator Program (SMAP) — external recruitment to management pipeline
- Retail Leadership Program — fast-track from team member to management
- Coles Learning Hub — internal development and training platform
- mythanks Recognition — peer-to-peer recognition program with rewards
- Flexible Working — hybrid for corporate; flexible rostering for stores
- EAP — Employee Assistance Program for all team members and families
- Automated DC roles — specialist tech pathway in Witron-equipped facilities
Performance & Pay Progression
EA-covered employees receive guaranteed annual increases per FWC Annual Wage Review (3.5% Jul 2025). Corporate/salaried employees have performance-based reviews with 2–5% typical annual increments.
Store Operations Track
Corporate / Technology Track
Annual Increments
Glassdoor Ratings
Key Nuances & Insights
Coles was part of Wesfarmers for 11 years before its ASX listing in November 2018. The demerger forced Coles to build standalone corporate functions from scratch — finance, legal, technology, HR, and investor relations. Wesfarmers gradually sold down its 15% retained stake, completing its full exit in April 2023. Coles' compensation structures have evolved significantly since demerger, including establishing its own Equity Incentive Plan and negotiating a new EA.
A Federal Court ruling found that enterprise agreement clauses allowing 'set-off' of above-award payments against penalty rates were invalid. Both Coles and Woolworths face potential liabilities of A$780M+ each in back-pay claims. This has become a major issue for the SDA and RAFFWU, with ongoing audits of historical pay records. The outcome could reshape how EA set-off clauses are structured across Australian retail.
Coles' tech team rates compensation at just 2.5/5 on Glassdoor — 24.6% below the overall company average. Software engineers earn A$131K–$163K, which is competitive for Australian retail but well below pure tech companies (Atlassian, Canva) and Big 4 banks. The new CTO Mike Sackman (ex-UK retailers) may shift tech comp strategy. Coles restructured its tech team in 2021 to a product-centric model with domain leads.
Unlike Bunnings (Wesfarmers), which replaced traditional penalty rates with flat 'incentive rates', Coles Retail EA 2024 retains percentage-based penalty rates — 125% Saturday, 150% Sunday, 225% public holidays. This means a Sunday casual worker at Coles earns 175% base rate, while a Bunnings equivalent earns a flat incentive rate. The SDA has used this as a negotiating tool, though RAFFWU argues even Coles' rates fall below the General Retail Industry Award for Sunday work.
Coles' A$1B+ investment in Witron automated distribution centres (Kemps Creek, Redbank) is transforming the supply chain workforce. New specialist roles work alongside automation, but traditional picking/packing positions are being reduced. The UWU has raised concerns about job losses and the pace of automation. DC workers at automated facilities earn slightly higher rates than traditional warehouses, reflecting the technical skills required.
Coles announced in March 2025 that all Vintage Cellars stores will convert to Liquorland Cellars and all First Choice Liquor Market stores to Liquorland Warehouse by December 2025. This consolidation under a single brand simplifies operations but affects store managers at premium banners (Vintage Cellars managers earned ~A$78K vs Liquorland's ~A$73K). The liquor division previously operated under an older 'zombie' SDA agreement that RAFFWU criticised as leaving workers worse off.
flybuys is a 50/50 joint venture between Coles and Wesfarmers — a unique legacy of the demerger. It operates as a separate entity with its own staff, but the partnership creates governance complexities. Neither company consolidates flybuys employees in their headcount. The JV provides mutual benefits but means Coles' biggest competitor (Bunnings/Kmart customers) also generates flybuys data.