Paying Groomers: Commission, Hourly or a Mix?

How you pay your groomers affects almost everything in the salon: how fast they work, how carefully they groom, how well they work as a team and how long they stay. There's no single right answer, but understanding the trade-offs helps you choose a model that suits your business and keeps good groomers happy.

Hourly pay

With hourly pay, groomers earn the same for every hour worked, regardless of how many dogs they groom. It's simple, predictable and easy to budget. It also encourages teamwork, because helping a colleague doesn't cost anyone money. The downside for the salon is that wages are a fixed cost, even in quiet weeks, and there's less built-in reward for productivity.

Commission

With commission, groomers earn a percentage of the services they perform. Busy groomers can earn well, and the salon's wage costs rise and fall with takings. But commission can encourage rushing, competing for the best dogs and avoiding difficult ones. Groomers' income also drops in quiet periods, which can be stressful.

Base plus commission

Many salons choose a mix: a base hourly rate plus a commission or bonus once a target is reached. Groomers get security, the salon rewards productivity, and quality doesn't suffer as much because nobody's entire income depends on speed. This model is popular because it balances everyone's interests.

Australian rules come first

In Australia, employees must be paid at least the minimum set by the relevant award or agreement, including penalty rates, overtime and leave entitlements. Commission arrangements must still meet those minimums. Rules for contractors are different again, and calling someone a contractor doesn't make them one. Check the Fair Work Ombudsman's information or speak to an adviser before setting up any pay model.

Make it fair

Whatever model you choose, fairness matters. A few principles help:

• Write it down. Everyone should know exactly how their pay is calculated.
• Count all the work. Bathing, prep, cleaning and admin are real work; make sure they're recognised.
• Share hard jobs. If commission applies, spread difficult and time-consuming dogs fairly.
• Use accurate data. Pay based on guesses causes arguments. Reports should show services per groomer clearly.

Accurate reports are essential

Any pay model that rewards productivity needs reliable data. Your software should show which groomer performed each service, the value of those services and the hours worked. In PetConnect, bookings are linked to staff members, so reports by groomer are ready when you need them.

Think about quality, not just quantity

If you reward speed, also reward quality. Some salons include rebooking rates, client feedback or reviews that mention a groomer in their bonus calculations. That way, the groomer who does beautiful work and keeps clients coming back is rewarded, not just the fastest.

Tips

Decide how tips are handled and write it down. Some salons let groomers keep tips given directly to them; others pool tips across the team, including bathers and front desk. Whatever you choose, be transparent and consistent.

Talk to your team

Changing pay models is sensitive. Explain why you're considering a change, show examples with real numbers, and listen to concerns. Groomers who understand the model and feel it's fair are far more likely to stay.

Review it every year

As the business changes, the right pay model may change too. Review it annually, alongside your prices. A model that worked with two groomers may not suit a team of eight.

Pay is only part of it

Good groomers stay for more than money. Fair rosters, good equipment, training, respect and a manageable workload all matter. A salon that treats groomers well, and pays them fairly, has a real advantage in a market where skilled groomers are in demand.

An example to make it real

Imagine two groomers. One works steadily, grooms six dogs a day and has clients who rebook every time. The other rushes through eight dogs but has more complaints and fewer rebookings. Under pure commission, the second groomer earns more. Under hourly pay, they earn the same. Under a base plus a bonus that counts rebooking and feedback, the first groomer is rewarded for the value they really bring. Running examples like this with your own numbers shows which model encourages the behaviour you want.

Bathers and juniors

Bathers and junior groomers make the whole salon more productive, but they rarely "own" services. Hourly pay usually suits them best, sometimes with a team bonus when the salon hits its targets. Recognising their contribution keeps the whole team pulling in the same direction.

Put it in the employment agreement

Whatever you decide, include the pay arrangement in each groomer's written agreement: the base rate, how commission or bonuses are calculated, when they're paid and how tips are handled. Clear paperwork prevents misunderstandings and protects both of you.

See how staff, rosters and reports work in PetConnect on our staff management and business dashboard pages.