Compensation InsightHow Woolworths Pays
Career levels, Enterprise Agreement wages, penalty rates, WooliesX technology salaries, executive pay, equity plans, and benefits.
At a Glance
Career Level Hierarchy
Woolworths Group has a two-track system: ~100,000 EA-covered store/warehouse workers with nationally uniform rates, and ~10,000 salaried corporate employees with market-based pay. WooliesX technology team is one of Australia's largest.
Senior Leadership (above G7)
Two-Track Workforce
Store/warehouse team members (G1–G2) are covered by the Woolworths Australian Food Group Agreement 2024 with guaranteed pay increases tied to the Fair Work Commission Annual Wage Review. Salaried employees (G3+) are on individual contracts with performance-based pay and STI/LTI eligibility.
Compensation by Level
Total compensation breakdown for Sydney, Australia. All values in AUD.
| Level | Title | Base (Range) | Variable % | Total Comp (Range) | Equity |
|---|---|---|---|---|---|
| G1 | Team Member / Graduate 0–2 yrs | A$52K – A$82K | 0% | A$52K – A$82K | Better Together (~A$750/yr) |
| G2 | Team Leader / Analyst 1–4 yrs | A$60K – A$103K | 0% | A$60K – A$103K | Better Together + SPP |
| G3 | Department Manager / Senior Analyst 3–7 yrs | A$80K – A$155K | 8% | A$86K – A$167K | SPP |
| G4 | Store Manager / Manager 5–10 yrs | A$110K – A$200K | 15% | A$127K – A$230K | SPP + Deferred STI |
| G5 | Area Manager / Senior Manager 8–14 yrs | A$170K – A$280K | 25% | A$213K – A$350K | Deferred STI + LTI eligible |
| G6 | Group Manager / Head of 12–18 yrs | A$240K – A$380K | 30% | A$312K – A$494K | Performance Rights + Deferred STI |
| G7 | Director / General Manager 15–22 yrs | A$350K – A$600K | 40% | A$490K – A$840K | Performance Rights + Deferred STI |
| G8 | Executive / C-Suite 20+ yrs | A$1.0M – A$2.6M | 100% | A$2.0M – A$9.0M | LTI Performance Rights (170% TFR) |
Source: Glassdoor, PayScale, Levels.fyi, Woolworths Annual Report FY2024, Woolworths EA 2024. Australian values include superannuation (11.5%).
Total Compensation Range by Level
Enterprise Agreement & Award Wages
The Woolworths Australian Food Group Agreement 2024 covers ~100,000 store/warehouse workers. It uses a 6-grade classification system with nationally uniform rates. EA commenced 21 Oct 2024, expires 17 Apr 2028.
EA Classification & Hourly Rates (from Jul 2024)
| Grade | Description | FT/PT Rate | Casual Rate | Annual (FT) |
|---|---|---|---|---|
| Grade 1 | Entry: cashier, shelf stacker, trolley collection | A$26.07/hr | A$32.59/hr | ~A$52K |
| Grade 2 | Experienced sales assistant, basic specialisation | A$26.75/hr | A$33.44/hr | ~A$53K |
| Grade 3 | Skilled shop assistant, specialist knowledge | A$27.25/hr | A$34.06/hr | ~A$54K |
| Grade 4 | Trade-qualified (lower tier) | A$28.00/hr | A$35.00/hr | ~A$55K |
| Grade 5 | Trade-qualified (higher), specialist roles | A$28.75/hr | A$35.94/hr | ~A$57K |
| Grade 6 | Duty Manager, dept supervisor (15+ staff) | A$29.31/hr | A$36.64/hr | ~A$58K |
Penalty Rate Structure
| Period | Full-Time / Part-Time | Casual |
|---|---|---|
| Monday–Friday (ordinary) | 100% | 125% |
| Saturday | 100% (NO penalty) | 125% |
| Sunday | 150% | 175% |
| Public Holiday | 225–250% | 250–275% |
| Evening (after 6pm) | Loading applies | + casual loading |
| Overtime (first 2–3 hrs) | 150% | 150% |
| Overtime (after 2–3 hrs) | 200% | 200% |
Saturday Penalty Rate Controversy
The EA trades away Saturday penalty rates for a marginally higher base rate above the General Retail Industry Award (GRIA). GRIA pays 125% on Saturdays; Woolworths EA pays 100%. This was challenged by RAFFWU (Retail and Fast Food Workers Union) but upheld by the Federal Court in August 2025.
EA vs General Retail Industry Award
Source: SDA, Fair Work Commission, RAFFWU, Woolworths Australian Food Group Agreement 2024.
Salary by Career Stream
Breakdown across Woolworths Group's key business areas. All figures in AUD unless noted. Store operations roles use EA/Award-based rates; corporate roles are market-priced.
Store Operations
| Role | Average | Range | P90 |
|---|---|---|---|
| Team Member (FT Grade 1) | A$52,000 | A$52K–A$58K | — |
| Team Member (Casual) | A$32.59/hr | A$33–A$37/hr | — |
| Team Leader | A$74,880 | A$56K–A$103K | A$103K |
| Department Manager | A$69,500 | A$65K–A$140K | A$196K |
| Assistant Store Manager | A$100,000 | A$80K–A$120K | — |
| Store Manager | A$104,000 | A$75K–A$135K | A$120K |
| Area Manager | A$150,000 | A$130K–A$180K+ | — |
| Group Manager | A$184,000 | A$110K–A$230K | — |
Technology (WooliesX)
| Role | Average | Range | P90 |
|---|---|---|---|
| Software Engineer | A$172,000 | A$138K–A$248K | A$248K |
| Full-Stack Engineer | A$180,000 | A$135K–A$330K | A$330K |
| Engineering Manager | A$297,000 | A$247K–A$346K | A$346K |
| Data Scientist | A$146,000 | A$100K–A$166K | A$166K |
| Product Manager | A$184,000 | A$137K–A$212K | A$212K |
| Product Design Manager | A$198,000 | A$183K–A$219K | — |
| Business Analyst | A$120,000 | A$100K–A$175K | A$175K |
| Program Manager | A$286,000 | A$242K–A$331K | A$331K |
Corporate / Support
| Role | Average | Range | P90 |
|---|---|---|---|
| Graduate Analyst | A$65,000 | A$60K–A$73K | — |
| Analyst | A$98,500 | A$70K–A$100K | — |
| Business Analyst (NSW) | A$115,000 | A$95K–A$140K | — |
| Manager | A$106,000 | A$90K–A$175K | — |
| Head of Function | A$208,000 | A$97K–A$319K | — |
| General Manager | A$315,000 | A$240K–A$1.0M | — |
Warehouse / Primary Connect
| Role | Average | Range | P90 |
|---|---|---|---|
| Warehouse Worker (FT) | A$29.45/hr | A$27–A$33/hr | — |
| Warehouse Supervisor | A$70,000 | A$60K–A$85K | — |
| Distribution Centre Manager | A$110,000 | A$90K–A$140K | — |
| Logistics Coordinator | A$65,000 | A$55K–A$80K | — |
New Zealand (Woolworths NZ)
| Role | Average | Range | P90 |
|---|---|---|---|
| Team Member (NZ) | NZ$25.85/hr | NZ$25.60–NZ$30/hr | — |
| Store Manager (NZ) | NZ$70,000 | NZ$60K–NZ$80K | — |
| Warehouse Worker (NZ) | NZ$26.00/hr | NZ$24–NZ$28/hr | — |
Source: Glassdoor (12,021 salaries), Levels.fyi, Indeed, PayScale, Woolworths EA 2024. P90 = 90th percentile where available.
STI Outcomes & Variable Pay Structure
Woolworths uses a balanced scorecard (60% financial, 40% non-financial) to determine STI pool. Safety metrics (TRIFR, fatality gateway) can reduce payouts. CEO STI: 100% of TFR at target, max 150%.
5-Year STI Outcome (% of Target)
Variable Pay % by Level
STI Scorecard Metrics
- Sales growth
- EBIT before significant items
- Group profit targets
- Customer satisfaction (Voice of Customer / NPS)
- Team safety (TRIFR, Severity Rate)
- Fatality gateway (reintroduced FY2024)
- Strategic priorities
Equity & Variable Reward Plans
Woolworths has one of Australia's largest employee share plans. Executive LTI uses Performance Rights with 3-year cliff vesting. STI is 50/50 cash and deferred equity for executives.
Active Plans
Executive STI Split (50/50)
LTI Performance Hurdles (3-Year)
| Hurdle | Weighting | Threshold (50%) | Stretch (100%) |
|---|---|---|---|
| Relative TSR | 40% | 50th %ile of ASX Top 30 (excl. mining) | 75th %ile = 100% |
| ROFE | 40% | Board-set targets | Board-set stretch targets |
| Reputation | 20% | Average of final year | Stretch targets |
Better Together Share Award
- Up to A$750 per eligible team member per year
- Pro-rated for part-time based on contracted hours
- Largest employee share plan in Australia and New Zealand
- Permanent FT/PT employed before 1 March of relevant year
- Excludes team members on MyIncentive/commission plans
Share Purchase Plan (SPP)
- Contribute A$500 or A$1,000/year from pre-tax salary
- Tax-effective salary sacrifice arrangement
- Permanent employees, Australian tax resident, 18+
- Administered by MUFG
- Dec 2024: 23,705 unquoted share rights issued under employee incentive scheme
ASX Director Dealings & Equity Transactions
Disclosed to ASX under Corporations Act. Executive share dealings include LTI vesting, Deferred STI vesting, and NED Equity Plan salary sacrifice.
| Date | Person | Role | Type | Shares | Price (A$) | Value |
|---|---|---|---|---|---|---|
| Dec 12, 2024 | Employee Incentive Scheme | Broad-based | Acquisition | 23,705 | Incentive | Equity plan |
| Oct 2024 | Amanda Bardwell | CEO & MD | Vesting | 12,738 | A$33.79 | A$430K |
| Sep 2024 | Amanda Bardwell | CEO & MD (new) | Acquisition | — | Incentive | Equity plan |
| FY2024 | Brad Banducci | CEO & MD (outgoing) | Disposal | — | Incentive | A$24.0M |
| Various 2024 | Scott Perkins | Non-Exec Chair | Acquisition | — | Incentive | Equity plan |
Brad Banducci — A$24M Exit Portfolio
Outgoing CEO Brad Banducci accumulated ~A$10.6M in vested shares and ~A$12M in unvested Performance Rights over his 8.5-year tenure. His total potential exit value was estimated at ~A$24M. In FY2020, Banducci voluntarily forfeited his A$2.6M STI bonus following the A$300M staff underpayment scandal.
Source: ASX announcements, Appendix 3X/3Y filings, Woolworths Annual Report FY2024.
Executive Compensation — FY2024/25
| Year | FR | Total | Note |
|---|---|---|---|
| FY2020 | A$2.6M | ~A$2.6M | Forfeited A$2.6M STI (underpayment scandal) |
| FY2021 | A$2.6M | ~A$6.5M | STI reinstated; partial LTI vesting |
| FY2022 | A$2.6M | ~A$7.2M | Strong retail performance |
| FY2023 | A$2.6M | ~A$7.8M | STI reduced 10pp (safety incidents) |
| FY2024 | A$2.6M | ~A$8.6M | Final year; ~A$24M accumulated |
Senior Leadership Compensation
Executive STI is 50% cash / 50% deferred into share rights for 2 years. LTI via Performance Rights with 3-year vesting (40% TSR + 40% ROFE + 20% Reputation hurdles). Safety metrics gate STI outcomes.
Executive Remuneration Framework
- STI: 50% cash, 50% deferred into share rights (2-year holding)
- LTI: Performance Rights, 3-year performance period, nil cost exercise
- LTI hurdles: 40% Relative TSR vs ASX Top 30 (excl. mining) + 40% ROFE + 20% Reputation
- Clawback/malus provisions apply to all unvested awards
- Shares purchased on-market at vesting (no new share dilution)
Benefits & Perks
Financial
Leave
Career & Development
- Graduate Program — 2-year rotational (Technology, Retail, Supply Chain, Business Leadership)
- Woolworths RTO — Certificate III to IV qualifications (nationally recognised)
- $50M investment in technology skills training for 60,000+ team members
- Sonder wellbeing app — 24/7 mental health, safety, financial wellbeing
- "I Am Here" — peer-to-peer mental health support program
- Mentorloop mentoring platform
- Flexible Working — 3 days in-office for corporate (from Oct 2025)
Performance & Pay Progression
EA-covered employees receive guaranteed annual increases tied to the Fair Work Annual Wage Review (3.75% in FY2024). 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
~100,000 store/warehouse workers on nationally uniform EA rates receive guaranteed annual increases tied to Fair Work Commission decisions. ~10,000 salaried corporate employees have market-based, performance-linked pay. This creates a stark divide in how compensation works across the company.
The Woolworths EA trades away Saturday penalty rates in exchange for a marginally higher base rate above the General Retail Industry Award. While the base rate is A$26.07/hr vs GRIA A$25.65/hr, GRIA pays 125% on Saturdays. RAFFWU challenged this but the Federal Court upheld it in August 2025.
Up to 30,000 salaried managers were underpaid using annualised salary 'set-off' clauses that failed to cover overtime and penalty rates per pay period. The Federal Court ruling (Sep 2025) could cost Woolworths up to A$750M pre-tax — one of Australia's largest underpayment liabilities.
Unlike most retailers, Woolworths ties executive STI directly to safety outcomes. The TRIFR (Total Recordable Injury Frequency Rate) and a fatality gateway were reintroduced in FY2024. When team member fatalities occurred in FY2023, the Board applied a 10-percentage-point reduction to the Group STI outcome.
The Better Together Share Award gives up to A$750/year in Woolworths shares to every eligible permanent team member. Combined with the salary sacrifice SPP (A$500–1,000/yr pre-tax), this is the broadest employee share participation in Australia and New Zealand.
WooliesX (Woolworths' digital arm) pays Software Engineers A$138K–A$248K (median A$172K), Engineering Managers A$247K–A$346K, and Program Managers A$242K–A$331K. These are competitive with Atlassian, Canva, and Big 4 banks. One of Australia's largest engineering teams.
Aldi reportedly pays ~A$28–30/hr for entry-level retail workers vs Woolworths' A$26.07/hr. Indeed data shows 825 more 'good pay' mentions for Aldi vs Woolworths. However, Woolworths differentiates with broader benefits (share plan, health insurance discount, parental leave super).
Woolworths' 'Framework' AI system monitored warehouse workers' speed against a 100% performance target, publicly posting scores and leading to discipline. The resulting 17-day strike by 1,500+ workers cost ~A$95M. The resolution ensures workers cannot be disciplined solely based on speed metrics.