What hours do real estate employees work?

Start with the award

The Real Estate Industry Award provides for 38 ordinary hours a week, subject to its averaging provisions, and those hours may fall on any day. It also addresses rostered time off, breaks and other conditions. That is more useful than a made-up industry average. Fair Work Ombudsman/Fair Work Commission, Real Estate Industry Award 2020, MA000106

Example: a vacancy says “some Saturdays”. Ask whether that means a regular shift, a rotation or occasional cover. Ask which other time is rostered off and how extra directed work is recorded. The advertisement alone cannot settle those details.

Make your needs visible

You may have study, family, transport or other commitments. Write down the times you can reliably work before the interview. You do not need to apologise for needing a clear schedule.

The employer also needs to explain its service needs. Open homes, booked appointments and urgent property matters may shape a roster. The useful conversation is about how work is covered, not whether a committed employee would always answer the phone.

Ask about contact outside work

Fair Work explains the employee right to refuse to monitor, read or respond to work contact outside working hours unless refusal is unreasonable. The circumstances matter, including the reason for contact and any compensation for availability. It is not a blanket ban on an employer sending a message. Fair Work Ombudsman, Right to disconnect

Ask who handles urgent calls, how on-call duties are assigned and what ordinary messages can wait. A written process helps both the worker and the client know what to expect.

Check the whole arrangement

Do not assume Saturday automatically brings the same penalty rate as a different industry. Do not assume a salary removes every entitlement either. Award coverage, classification, hours and the actual terms need checking together.

Agency size, travel distances and staffing affect how a schedule feels in practice. A roster may look manageable until unpaid travel expectations or repeated late changes become visible. Ask specific questions early and keep your own accurate work records.

Your next step

Request a sample roster and a written explanation of weekend work, extra hours and after-hours contact. If the pay arrangement is unclear, use Fair Work’s guidance before making a decision. A clear agreement is a stronger foundation than hoping the hours will settle down.