Performers' Collective Agreement
Latest update: March 2026
LPA is pleased to confirm that a new Performers’ Collective Agreement 2024-2026 (PCA 2024-2026) has been finalised and is now in effect.
What does this mean for LPA Members?
LPA Members should now:
- use the PCA 2024-2026 when engaging new performers; and
- apply the terms of the PCA 2024-2026 to performers already engaged on PCA contracts.
There is no change for performers who are engaged under the Live Performance Award 2020.
What are the key changes?
LPA and MEAA reached agreement on many issues including a full plain English redraft. This means the structure and look of the PCA has changed as well as the wording of many clauses.
The following resources can assist Members to understand the changes in the PCA 2024-2026:
- PCA table of agreement contains a summary of the changes agreed for the PCA 2024-2026.
- PCA 2024-2026 quick reference clause comparison to the PCA 2017 sets out a comparison of the clauses of the new PCA and the old PCA.
In the coming weeks LPA will run sessions about the new PCA for LPA Members.
Quick Links
Wages, Awards & Conditions
The awards that apply to the live performance industry, the exhibition industry and the cinema industry are:
- The Live Performance Award 2010
- The Amusement, Events and Recreation Award 2010
- The Broadcasting Recorded Entertainment and Cinemas Award 2010
- The Clerks-Private Sector Award 2010
Employment Contracts
We have developed a selection of contract templates covering full time and casual employment for performers, crew and musicians for you to use as a starting point in creating your own contracts.
Employment Policies
We have created a range of workplace policies covering topics such as child safety, workplace bullying and annual leave.
Work Health & Safety
Under work health and safety legislation, your responsibility as an employer is to:
- maintain a safe workplace
- maintain current workers’ compensation insurance
- protect yourself and your workers from financial hardship in the event of a workplace injury
To assist you with this, our comprehensive suite of work health and safety guides for the entertainment and event industries give you an overview of the best practice and regulatory requirements.
We encourage all Members and non-members to use these guidelines to ensure a consistent approach to work health and safety in the industry.
Click below for a complete list of work health and safety resources.
Mental Health
As part of our commitment to promoting the physical and mental wellbeing of people working in our industry, we support a number of initiatives that promote mentally healthy workplaces, including:
Arts Centre Melbourne’s ‘Arts Wellbeing Collective’
The Arts Wellbeing Collective is a program that supports mental health for workers in the arts sector. We were a major sponsor of the pilot program. www.artswellbeingcollective.com.au/
Australian Alliance for Wellness in Entertainment
The purpose of the Australian Alliance for Wellness in Entertainment is to develop and action a Prevention First Framework for Mental Health in the Australian Entertainment Industry. We are a committee member.
https://www.entertainmentassist.org.au/
Heads Up Campaign
The Heads Up Campaign is a national awareness campaign led by Beyond Blue and the Mentally Healthy Workplace Alliance. https://www.headsup.org.au/
Mentally Healthy Workplace Alliance
The Mentally Healthy Workplace Alliance brings together business, unions, the mental health sector and regulators to promote mentally healthy workplaces. We are a member.
https://www.headsup.org.au/general/about-us/mentally-healthy-workplace-alliance
Support Act’s 24/7 Wellbeing Helpline
Support Act is an Australian charity that assists artists and music workers who are facing hardship due to illness, injury or some other crisis that impacts on their ability to work in music. https://supportact.org.au/wellbeinghelpline/
Click below for more information on these initiatives.
Safe and Respectful Workplaces
All employees have the right not to be bullied, harassed, sexually harassed or discriminated against in the workplace. Workplaces should be non-threatening, respectful, safe, and free from all forms of harassment.
Our Prevention of Workplace Discrimination, Sexual Harassment, Harassment and Bullying Code of Practice is mandatory for all Members.
The code is organised in two parts:
- PART A – A guide for employers, including an overview of the relevant legislative framework and obligations, as well as best practice guidance on steps you can take to effectively prevent and respond to discrimination, harassment, sexual harassment and bullying in the workplace.
- PART B – Templates and resources to assist you in developing new policies and procedures.
Click below for links to the Code, templates and FAQs.
Employment Fact sheets
We have created a range of workplace fact sheets covering topics such as superannuation, annual leave, public holidays, unpaid work and volunteers, redundancy and workers compensation.