- 1
Decide what the chair actually is
Full-time, rostered part-time, trial to permanent, short cover while someone's away, or a chair to rent. The first four are employment, with award pay, super and leave. Chair rental usually makes the barber a contractor, which changes who looks after tax, super and insurance.
- 2
Write an ad a barber can say yes to
Lead with the pay and how it's structured, then the pace of the shop, walk-ins or bookings, the skills you need and the hours. Barbers skip ads that hide the money. BarberRise flags any advertised rate that sits under the award floor.
- 3
Post where barbers are looking
Put the ad on a generic board and you know what comes back: a pile of applicants who have never held a pair of clippers. BarberRise is built only for barbers and barbershops, so the people who see your role are barbers, local or moving to your city.
- 4
Reply fast and run a fair trial
Good barbers don't sit on the market for long. Book a trial on the floor with real clients. Fair Work's guidance is that an unpaid trial only runs as long as it takes to show the skills needed, under direct supervision; anything past that is paid work.
- 5
Make an offer that meets the award
A qualified adult barber employed full time can't be paid less than $28.87 an hour under the Hair and Beauty Industry Award in 2026-27, before penalty rates. Commission deals still have to meet the award for the hours worked. Put the arrangement in writing.
Hiring from overseas
Barbers from the UK, Canada, New Zealand and across the Commonwealth come to Australia every year, and plenty of them want the chair lined up before they land. BarberRise shows you barbers moving to your city and when they arrive, so you can interview before they fly. If you want to sponsor someone, a registered migration agent can tell you what the visa asks of your shop.
More for shops
How to write an effective barber or hairdresser job ad in Australia
What an Australian barber or hairdresser job ad needs: a clear title, pay and award classification, duties, must-have skills, culture and a simple way to apply.
Barber Hiring Success Stories: What a Good Match Looks Like for Shops and Barbers
What does a good barber hire look like? Founder lessons, labelled scenarios and checklists for Australian shops and barbers, plus a place for your story.
Barbershop Employer Profiles and Workplace Photos: How to Show Barbers the Chair Before They Apply
Build a barbershop employer profile and workplace photos that show barbers the chair before they apply. Practical tips for Australian shop owners, free to post.
Benefits for Barbershops and Salons: How BarberRise Helps You Hire Without Agency Fees
Free to post, 0% commission, screened barbers and verified credentials. See the benefits for barbershops and salons hiring in Australia with BarberRise.
Frequently asked questions
- How much does it cost to hire a barber on BarberRise?
- Posting a role is free and no subscription is required. If a placement doesn't work out in the first eight weeks, we replace them free. Placement and plan pricing for shops is on the For Barbershops page.
- What should I pay a barber in Australia?
- At least the Hair and Beauty Industry Award: $28.87 an hour for a qualified adult on a full-time base in 2026-27, plus penalty rates and the casual loading where they apply. To fill a chair quickly, check what other shops in your city are advertising on the rates page.
- Can I run an unpaid trial shift?
- Fair Work's guidance is that an unpaid trial is only lawful for as long as it takes to show the skills the job needs, with the person under direct supervision. Anything longer, or real work on paying clients past that point, should be paid.
- How do I hire a barber from overseas?
- Sponsoring a worker means meeting the requirements of the visa they would come on, which a registered migration agent can explain for your shop. BarberRise shows you barbers moving to your city and when they land, so you can interview before they fly.
Post your chair where barbers look
Posting is free, with no subscription required.
