Many game developers believe that there are no minimum legal wages or conditions which apply to them in Australia. This is not true.

Games are software. Anyone with sufficient skills and experience, who is employed as part of the design or creation of software in any capacity can be covered by the Professional Employees Award 2020. This includes game developers, and yes before you ask – artists and designers too!

Want more information on why we believe the Professional Employees Award applies to game development?
Click here to read our detailed guide.

In addition, all Australians are entitled to the protections of the National Employment Standards (NES).

This page will help you understand how both the Award and the NES apply to you as a game developer.

The wages and conditions on this page apply to anybody working in game development who is an employee (not a freelancer/independent contractor).

If you are an independent contractor, this data might be helpful when it comes to setting your rates. More information about contractor rates for game development can be found here.


Figures are current as of 1 July 2023. Figures may change on 1 July 2024.

Job DescriptionMinimum Annual Salary (full time)Minimum Hourly Wage (permanent)Minimum Hourly Wage (casual)
...with a 3 year qualification (or equivalent)$59,410$29.97$37.46
...with a 4 or 5-year qualification (or equivalent)$60,932$30.74$38.43
One year of experience$61,955$31.25$39.06
Two years of experience$64,535$32.56$40.70
Three years of experience$67,804$34.20$42.75
Four years of experience$70,088$35.36$44.20
Senior Role$76,597$41.21$48.30
Lead Role$86,390$43.58$54.48

Experience has value. Your wage should increase every year!

Do I have to receive these wages?

Yes, or better! If you are an employee (not a contractor) you cannot be paid less than this, even if you agreed to it.

Remember, these are minimum rates, not market rates. Your wages can (and should, hopefully!) be higher than these. These are the legal minimums, not the recommended or endorsed union rates.

If you have signed an employment agreement with wages lower than this, that agreement may be unlawful. Join us and request a contract review.

Do I need a university degree?

Not at all. The Award allows for different combinations of degrees, diplomas, certificates, and general industry experience.

If you have a TAFE diploma or other qualification, you may still be covered.

Game Workers Australia can assist you in working out the requirements, so join us today!


It’s worth thinking about more than just your salary when looking at your job. You are also entitled to:

  • Minimum superannuation of 11% (as of 1 July 2023 – this will increase in the future)
  • Minimum four weeks paid annual leave per year (paid at an additional 17.5% of your base rate)
  • Ten days paid personal leave (sick leave) per year
  • Ten days unpaid personal leave per year
  • Unpaid community service leave (on agreement with your employer)
  • Protection from unfair dismissal
  • Severance pay and redundancy pay
  • Twelve months of unpaid parental leave, once you have been working for your employer for a year

PRO TIP: Just like your wages, you and your employer can negotiate for better entitlements than these (for example, six weeks of annual leave) but these are the legal minimum.

Overtime & Crunch

If you work more than 38 hours in a week, you must be compensated for it. There is no such thing as “unlimited overtime without compensation” under Australian law.

Exactly how you are compensated is up to you and your employer to agree on, but you must be compensated.

Some ways that you could be compensated include:

  • Substantially increasing your annual salary to make up for any overtime rates you would otherwise have received. A good starting point would be approximately 10%.
  • Giving you a work vehicle, such as a car
  • Paying overtime rates (you and your employer should decide on a rate)
  • Paid time off in lieu (TOIL) equal to the amount of overtime worked

You have the right to refuse unsafe work!

You have the legal right to refuse overtime if it’s unsafe, unreasonable or excessive. You can not be fired for doing so.

This includes when you are required to care for family members who need you, or if it would be unsafe for you to continue to work due to illness or fatigue.


This is intended to be a short, readable summary. This means some details have been excluded for readability. If you would like more information, please contact us and we will be happy to help.

If you are in trouble at work, join us immediately.