What is an RDO?
Some workplaces offer their employees rostered days off, otherwise known as RDOs. In this article, we’ll explain how RDOs work. We’ll also cover common questions about RDOs, including how they work for part-time and casual workers and how public holidays affect them.
What does RDO stand for?
RDO stands for ‘rostered day off’. It is a scheduled day off that employees earn by working extra hours over their standard work hours. They are often accumulated through extended shifts or by working additional hours over a set period, such as a fortnight or a month.
How do RDOs work?
RDOs are part of flexible work arrangements that allow employees to take a day off in exchange for working additional hours over a certain period.
For example, if an employee works extra hours beyond the standard 38-hour workweek, they may earn an RDO to be taken at a later date. This system helps balance the workload and gives employees the opportunity to rest without reducing their overall pay. If an RDO falls on a public holiday, it is typically treated as a paid day off, and RDO accrual will not be affected.
For employers, RDOs can improve employee satisfaction and retention, as workers appreciate the flexibility and time off. In industries where shift-based work is common, RDOs provide a practical solution to maintain operational needs while offering employees more control over their schedules.
For employees, RDOs allow them to take a break without affecting their income, creating a healthier work-life balance. Ultimately, RDOs benefit both parties by fostering a more engaged workforce while ensuring consistent productivity.
How is an RDO calculated?
RDOs are typically calculated by factoring in the number of hours worked beyond the standard workweek. The most common calculation method is to track the additional hours an employee works, whether through overtime or extended shifts, and then convert those hours into a day off.
For example, if an employee works 8 hours a day for 5 days, totalling 40 hours, but only gets paid for 38 hours (7.6 hours per day), the extra 2 hours accumulate towards an RDO. When an RDO is taken, the employee is paid for 7.6 hours, which is the equivalent of a standard day of work. This ensures the employee receives 38 hours of pay each week, even while taking an RDO.
Variations in RDO calculations can depend on the role or industry, with some sectors offering more frequent opportunities for RDOs due to the nature of shift work. Ultimately, how RDOs are calculated relies on the specific terms outlined in a workplace agreement or industry award, ensuring both employers and employees benefit from flexible work schedules.
In some industries like healthcare, where employees often work long shifts or are required to complete extra hours, the calculation can be more complex, factoring in shift lengths or rotation schedules. Sometimes, the calculation may also account for specific workplace policies. For instance, a company might have a policy where employees need to work a set number of extra hours over a month before they’re entitled to an RDO.
Alternatively, workplaces with more flexible hours may allow employees to accrue RDOs based on their individual work patterns, like working extra hours one week and taking the RDO the following week.
Frequently Asked Questions
How often do you get an RDO?
The frequency of RDOs depends on the industry, workplace agreements, work schedules and individual roles. Some employees may have a structured RDO every fortnight or month, while others might accumulate them more flexibly based on extra hours worked.
For example, in roles with compressed work hours, employees might work a four-day week and get one RDO every month. The specifics are usually outlined in the employment contract, workplace agreement or enterprise agreement and should be understood by both parties when negotiating or accepting the role.
Am I entitled to an RDO if I work part-time?
Employees who work part-time may be entitled to an RDO, depending on their work schedule and workplace agreement. However, entitlement to an RDO may be based on the hours worked. For example, if a part-time employee works fewer hours than a full-time employee, they may earn RDOs at a lower rate.
Refer to your employment contract, award, workplace guidelines or enterprise agreement to determine your RDO entitlement. If there is any confusion about your RDO rights, it’s advisable to discuss the issue with your employer or seek advice from the Fair Work Ombudsman.
Do casual employees get an RDO?
Casual employees are generally not entitled to RDOs, as casual work is based on irregular hours and flexibility. Casual employees receive a higher hourly rate through casual loading because they don’t get the same benefits as full-time employees, such as annual leave and sick leave.
However, there may be exceptions, depending on the workplace agreement, award or enterprise agreement in place. Some industries or employers may offer casual employees access to RDOs if it’s stated in their contract, award or agreement. For example, casuals under the Building and Construction Award receive RDOs if they work with a roster system that includes RDOs.
It’s important for casual employees to review their employment contract to understand their rights and entitlements.
Are RDOs paid?
Yes, RDOs are usually paid days off. Employees receive the same pay they would have received for a regular workday.
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