Compensation InsightHow Wesfarmers Pays
Career levels, Bunnings Enterprise Agreement wages, penalty rates, KEEPP equity plan, divisional salary data, executive pay, and benefits across Bunnings, Kmart, Officeworks, and corporate functions.
At a Glance
Career Level Hierarchy
Wesfarmers operates a decentralised model where each division (Bunnings, Kmart, Officeworks, etc.) has its own leadership structure and Enterprise Agreement. Corporate/OneDigital functions use a unified banding system (W1–W8). EA-covered retail workers have nationally uniform rates.
Divisional Breakdown
Decentralised Conglomerate Model
Each Wesfarmers division operates with significant autonomy. Bunnings has its own EA (Bunnings Enterprise Agreement 2023), Kmart has a separate agreement, and Officeworks has its own. Corporate functions (including OneDigital technology team) use individual contracts with a unified banding system. This means compensation structures, variable pay, and benefits can differ materially between divisions even at the same career level.
Compensation by Level
Total compensation breakdown for Perth, Australia. All values in AUD.
| Level | Title | Base (Range) | Variable % | Total Comp (Range) | Equity |
|---|---|---|---|---|---|
| W1 | Team Member / Entry Retail 0–2 yrs | A$54K – A$63K | 0% | A$54K – A$63K | WESAP (~A$1K/yr) |
| W2 | Specialist / Supervisor 1–4 yrs | A$59K – A$80K | 0% | A$59K – A$80K | WESAP (~A$1K/yr) |
| W3 | Department Manager / Analyst 2–6 yrs | A$65K – A$130K | 5% | A$68K – A$137K | WESAP |
| W4 | Store Manager / Manager 5–12 yrs | A$100K – A$200K | 12% | A$112K – A$224K | WESAP + STI eligible |
| W5 | Area Manager / Senior Manager 8–15 yrs | A$150K – A$250K | 20% | A$180K – A$300K | WESAP + STI |
| W6 | General Manager / Head of 12–20 yrs | A$200K – A$350K | 25% | A$250K – A$438K | KEEPP eligible |
| W7 | Director / EGM 15–22 yrs | A$350K – A$600K | 35% | A$473K – A$810K | KEEPP (Deferred + Performance Shares) |
| W8 | Division MD / C-Suite / CEO 20+ yrs | A$2.0M – A$2.6M | 200% | A$6.0M – A$13.0M | KEEPP (200-300% FAR) |
Source: Glassdoor, PayScale, Levels.fyi, Wesfarmers Annual Report FY2025, Bunnings EA 2023. Australian values include superannuation (12%).
Total Compensation Range by Level
Enterprise Agreement & Award Wages
The Bunnings Enterprise Agreement 2023 covers ~53,000 store/warehouse team members nationally. It uses a 4-grade classification system (G1–G4) with nationally uniform rates. Kmart and Officeworks have separate EAs. Annual increases: 4.5% (Yr 1), 3% (Yr 2), 3% (Yr 3). FWC Annual Wage Review: 3.5% from Jul 2025.
Bunnings EA Classification & Hourly Rates (from Jul 2025)
| Grade | Description | FT/PT Rate | Casual Rate | Annual (FT) |
|---|---|---|---|---|
| G1 | Team Member — entry level, general retail duties | A$27.50/hr | A$33.69/hr | ~A$54K |
| G2 | Experienced Team Member — demonstrated competencies | A$28.50/hr | A$34.91/hr | ~A$56K |
| G3 | Specialist — product knowledge (paint, timber, garden) | A$30.20/hr | A$36.99/hr | ~A$60K |
| G4 | Supervisor / Team Leader — team leadership responsibilities | A$31.80/hr | A$38.96/hr | ~A$63K |
Penalty Rate Structure (Bunnings EA)
| Period | Full-Time / Part-Time | Casual |
|---|---|---|
| Monday–Friday (ordinary) | 100% | 122.5% (EA loading) |
| Saturday | Incentive rate | Incentive rate + casual loading |
| Sunday | Incentive rate | Incentive rate + casual loading |
| Public Holiday | 225% | 247.5% |
| Evening (after 6pm) | Incentive rate | + casual loading |
| Overtime (first 3 hrs) | 150% | 150% |
| Overtime (after 3 hrs) | 200% | 200% |
Bunnings EA — Incentive Rates Replace Penalty Rates
The Bunnings EA uses "incentive rates" for weekend and evening work rather than traditional penalty loadings. Saturday and Sunday shifts attract a flat incentive rate instead of the 125%/200% under the General Retail Industry Award. This structure was approved by the Fair Work Commission. Bunnings argues the higher base rate (A$27.50 vs GRIA A$25.65) offsets the lower weekend rates, though SDA and worker groups have criticised this trade-off.
EA vs General Retail Industry Award
Source: SDA, Fair Work Commission, Bunnings Enterprise Agreement 2023, General Retail Industry Award 2020.
Salary by Division & Career Stream
Breakdown across Wesfarmers' key divisions. All figures in AUD unless noted. Bunnings uses G1–G4 EA grades; Kmart/Officeworks have separate EAs; corporate roles are market-priced individual contracts.
Bunnings
| Role | Average | Range | P90 |
|---|---|---|---|
| Team Member (FT G1) | A$54,340 | A$54K–A$58K | — |
| Team Member (Casual) | A$33.69/hr | A$34–A$39/hr | — |
| Specialist (G3 — Paint/Timber) | A$59,700 | A$58K–A$65K | — |
| Supervisor / Team Leader (G4) | A$62,860 | A$60K–A$70K | — |
| Department Manager | A$75,000 | A$65K–A$95K | A$95K |
| Store Manager | A$112,000 | A$90K–A$140K | A$140K |
| Complex Manager (Large) | A$135,000 | A$115K–A$160K | — |
| Area Manager | A$165,000 | A$140K–A$200K+ | — |
Kmart Group
| Role | Average | Range | P90 |
|---|---|---|---|
| Team Member | A$26.50/hr | A$24–A$28/hr | — |
| Department Manager | A$60,000 | A$52K–A$72K | — |
| Store Manager | A$85,000 | A$65K–A$110K | A$110K |
| Area Manager | A$140,000 | A$120K–A$170K | — |
Officeworks
| Role | Average | Range | P90 |
|---|---|---|---|
| Team Member | A$27.10/hr | A$25–A$30/hr | — |
| Store Manager | A$90,000 | A$65K–A$120K | A$120K |
| Area Manager | A$145,000 | A$120K–A$175K | — |
Corporate / OneDigital Technology
| Role | Average | Range | P90 |
|---|---|---|---|
| Graduate Analyst | A$68,000 | A$62K–A$75K | — |
| Business Analyst | A$95,000 | A$80K–A$130K | A$130K |
| Software Engineer | A$120,000 | A$90K–A$165K | A$165K |
| Senior Software Engineer | A$155,000 | A$130K–A$200K | A$200K |
| Product Manager | A$140,000 | A$110K–A$180K | — |
| Engineering Manager | A$190,000 | A$160K–A$250K | A$250K |
| Head of Function | A$220,000 | A$180K–A$350K | — |
New Zealand (Bunnings NZ)
| Role | Average | Range | P90 |
|---|---|---|---|
| Bunnings Team Member (NZ) | NZ$25.50/hr | NZ$24–NZ$28/hr | — |
| Store Manager (NZ) | NZ$85,000 | NZ$70K–NZ$100K | — |
| Warehouse Worker (NZ) | NZ$26.00/hr | NZ$24–NZ$29/hr | — |
Source: Glassdoor, Indeed, PayScale, Bunnings EA 2023, Wesfarmers Annual Report FY2025. P90 = 90th percentile where available.
KEEPP Outcomes & Variable Pay Structure
Wesfarmers replaced separate STI/LTI with the combined KEEPP plan in 2020. Executive bonuses are 100% equity — no cash. Board uses a balanced scorecard including financial performance, safety (TRIFR), strategic priorities, and team engagement.
5-Year KEEPP Outcome (% of Target)
Variable Pay % by Level
KEEPP Scorecard Metrics
- Divisional EBIT / revenue targets
- Group NPAT and ROIC
- Capital management metrics
- Team safety (TRIFR — Total Recordable Injury Frequency Rate)
- Team engagement scores
- Strategic priorities (digital, sustainability, OneDigital)
- Board discretion overlay
Equity & Variable Reward Plans
Wesfarmers' KEEPP plan is unique among ASX-listed companies. It combines traditional STI and LTI into a single all-equity plan for executives. For all other employees, the WESAP provides up to A$1,000/year in tax-exempt Wesfarmers shares.
Active Plans
KEEPP Structure (50/50 Split)
KEEPP Performance Hurdles (3-Year)
| Hurdle | Weighting | Threshold (50%) | Stretch (100%) |
|---|---|---|---|
| Relative TSR | 50% | 50th %ile of ASX 50 (excl. mining) | 75th %ile = 100% |
| ROIC | 50% | Board-set ROIC targets | Board-set stretch targets |
WESAP — Employee Share Acquisition Plan
- Up to A$1,000 per year in tax-exempt Wesfarmers shares
- Available to all permanent employees across all divisions
- Shares held in trust for 3 years (tax-deferred)
- ~118,000 eligible employees — one of Australia's broadest share plans
- Nov 2024: 233,325 shares acquired under WESAP plan
Why KEEPP Is Unique
- No cash bonuses for any executive — all variable pay is equity
- Eliminates "short-termism" — even STI component is in shares
- CEO allocation: 200% of FAR at target, up to 300% max
- Board retains absolute discretion to adjust outcomes
- Introduced in 2020 as a uniquely Australian innovation
ASX Director Dealings & Equity Transactions
Disclosed to ASX under Corporations Act. Includes KEEPP vesting, WESAP allocations, NED share purchases, and executive disposals.
| Date | Person | Role | Type | Shares | Price (A$) | Value |
|---|---|---|---|---|---|---|
| May 17, 2024 | Rob Scott | MD & CEO | Disposal | 89,045 | A$68.40 | A$6.1M |
| Apr 11, 2023 | Rob Scott | MD & CEO | Disposal | 174,383 | A$51.80 | A$9.0M |
| Nov 15, 2024 | Employee Share Plan | Broad-based (WESAP) | Acquisition | 233,325 | Incentive | Equity plan |
| Aug 29, 2025 | Rob Scott | MD & CEO | Vesting | — | Incentive | Equity plan |
| Dec 10, 2025 | Bill English | Non-Exec Director | Acquisition | 27 | A$86.19 | A$2K |
| Aug 1, 2024 | Kate Munnings | Non-Exec Director (new) | Acquisition | — | Incentive | Equity plan |
Rob Scott — CEO Share Disposals
CEO Rob Scott disposed of A$9.03M worth of shares in April 2023 (174,383 shares at A$51.80) and A$6.09M in May 2024 (89,045 shares at A$68.40). These disposals represent the sale of vested KEEPP Performance Rights. Scott retains a significant shareholding in Wesfarmers valued at over A$15M. All transactions were pre-cleared by the Board and disclosed to ASX within the required timeframe.
Source: ASX announcements, Appendix 3X/3Y filings, Wesfarmers Annual Report FY2025.
Executive Compensation — FY2024/25
| Year | FAR | Total | Note |
|---|---|---|---|
| FY2021 | A$2.6M | ~A$5.2M | COVID recovery; KEEPP partially vested |
| FY2022 | A$2.6M | ~A$6.8M | Record Bunnings results; TSR +18% |
| FY2023 | A$2.6M | ~A$7.1M | Catch.com.au losses weighed on group |
| FY2024 | A$2.6M | ~A$7.34M | TSR +36.5%; sold A$6.1M in shares |
| FY2025 | A$2.6M | ~A$13M | NPAT +14.4%; realised pay inc. vesting |
Senior Leadership Compensation
Wesfarmers uses the KEEPP (Key Executive Equity Performance Plan) for all executive variable pay. Unlike most ASX companies, KEEPP combines STI and LTI into a single all-equity plan — no cash bonuses for executives. 50% Deferred Shares (1-year restriction) + 50% Performance Rights (3-year vesting).
KEEPP — Key Executive Equity Performance Plan
- No cash bonuses — all variable pay delivered in equity
- 50% Deferred Shares: 1-year restriction period after vesting
- 50% Performance Rights: 3-year performance period, cliff vesting
- Performance hurdles: Relative TSR (50%) + ROIC (50%) for CEO; division-specific for MDs
- CEO target: 200% of FAR (Fixed Annual Remuneration); maximum 300% of FAR
- Clawback/malus provisions apply; Board retains discretion to adjust outcomes
Benefits & Perks
Financial
Leave
Career & Development
- Graduate Program — rotational across corporate functions and divisions
- Bunnings Trade Skills — Certificate III/IV qualifications funded by employer
- OneDigital Technology Academy — internal tech upskilling program
- Leadership development programs at all management levels
- Mentoring programs across divisions
- Flexible Working — hybrid model for corporate (varies by division)
- EAP — Employee Assistance Program for all team members and families
Performance & Pay Progression
EA-covered employees receive guaranteed annual increases per their division's Enterprise Agreement (Bunnings: 4.5%, 3%, 3% over 3 years). Corporate/salaried employees have performance-based reviews with 2–5% typical annual increments.
Retail / Store Operations Track
Corporate / Technology Track
Annual Increments
Glassdoor Ratings
Key Nuances & Insights
Wesfarmers' KEEPP plan is unique among ASX-listed companies. All executive variable pay is delivered in equity — 50% Deferred Shares (1-year restriction) and 50% Performance Rights (3-year cliff vesting). This eliminates cash bonuses entirely and aligns executive interests with long-term shareholder value. CEO target is 200% of FAR, max 300%.
Each Wesfarmers division (Bunnings, Kmart, Officeworks, Health, WesCEF) has its own EA, pay scales, and management structure. A Bunnings team member earns A$27.50/hr while a Kmart team member earns ~A$26.50/hr for similar work. Store managers vary from A$65K (Kmart) to A$140K (Bunnings Complex Manager). This decentralisation is a feature, not a bug — each division competes for talent in its own market.
The Bunnings Enterprise Agreement 2023 replaces traditional weekend penalty rates with flat 'incentive rates'. While the base rate (A$27.50/hr) exceeds the General Retail Industry Award (A$25.65/hr), workers lose the 125% Saturday and 200% Sunday loadings. The SDA negotiated this structure; critics including RAFFWU argue it disadvantages weekend-heavy workers.
The Wesfarmers Employee Share Acquisition Plan gives up to A$1,000/year in tax-exempt shares to all ~118,000 permanent employees. Shares are held in trust for 3 years. This creates genuine ownership — a team member with 10 years of WESAP participation could hold A$15K–25K in Wesfarmers shares (with growth). Participation is automatic for eligible employees.
Rob Scott's realised pay of ~A$13M in FY2025 represents approximately 240x the median Bunnings team member salary of A$54K. On a statutory basis (~A$7.34M), the ratio is ~136:1. This is high for an Australian company but reflects the conglomerate's scale (A$45.7B revenue, 118K employees) and the all-equity nature of KEEPP.
The failed A$230M acquisition of Catch.com.au in 2019 and subsequent ~A$1.5B in cumulative losses directly reduced KEEPP outcomes in FY2023 (70% of target, the lowest in 5 years). Wesfarmers shut down Catch entirely in early 2025. Critics questioned whether the KEEPP structure adequately penalised the acquisition decision.
Wesfarmers' KEEPP scorecard includes TRIFR (Total Recordable Injury Frequency Rate) as a key non-financial metric. In FY2025, TRIFR improved to 9.5 (from 10.2), contributing to the 85% KEEPP outcome. The Board retains discretion to reduce outcomes for serious safety incidents regardless of financial performance.