Children's Services Award Rates 2025/2026 (MA000120)

Quick summary — Children's Services Award 2025/26

The Children's Services Award 2010 (MA000120) sets minimum pay rates and employment conditions for early childhood education and care employees. From the first full pay period on or after 1 July 2025, Award wages increased, and from 1 December 2025 eligible services must pay at least 15% above Award under the Worker Retention Payment scheme.

Most searched Children's Services Award rates (quick answer)

Rates shown are minimum Award rates only and do not include allowances, overtime, penalties, or higher duties.

What changed in the Children's Services Award in 2025/26?

In 2025/26, the Children's Services Award was affected by two key changes: an Annual Wage Review increase from 1 July 2025, and a further 15% above-Award wage requirement from 1 December 2025 for eligible services receiving the Worker Retention Payment.

Award wage increases from 1 July 2025

Base Award wages increased following the Annual Wage Review. New rates apply from the first full pay period on or after 1 July 2025.

Worker Retention Payment (WRP) — 15% above Award from 1 December 2025

The Worker Retention Payment does not amend the Children's Services Award. It is a separate, grant-funded wage initiative that requires participating services to pay above-Award wages where eligibility and funding conditions are met. From 1 December 2025, eligible early childhood services that participate in the Worker Retention Payment scheme are required, as a condition of funding, to pay at least 15% above the applicable Award rate, subject to eligibility, grant conditions, and compliance requirements. The payment was phased as:

• 10% from December 2024
• A further 5% from December 2025 (total 15%)

Eligibility, fee-cap, and pass-through rules apply. Check the Worker Retention Payment (WRP) — overview (Department of Education) for your service's obligations. The WRP is a grant-funded program — see ECEC Worker Retention Payment grant program (business.gov.au) for eligibility details.

For additional context, see Early childhood education and care — Worker Retention Payment (Fair Work Ombudsman).

What to expect in 2026 (Fair Work Commission pathway)

In December 2025, sector bodies reported that the Fair Work Commission has set a pathway to further changes commencing in 2026, including wage increases and classification structure changes. If you're setting budgets or multi-year wage models, treat 2026 as a change year.

Children's Services Award coverage — does MA000120 apply?

The Children's Services Award may apply to certain early childhood education and care employers and employees, depending on the nature of the service, the employee's role, and whether another industrial instrument applies. This guide assumes, for explanatory purposes only, that the Children's Services Award 2010 (MA000120) applies. Employers must independently confirm Award coverage before relying on any summary in this guide.

What is the Children's Services Award 2010 (MA000120)?

The Children's Services Award 2010 (MA000120) is a modern award setting minimum wages and employment conditions for many roles in early childhood services. It includes rules on hours of work, part-time arrangements, casual employment, overtime, and shiftwork.

Who the Children's Services Award covers

The Award contains classifications for:

• Support workers
• Children's services employees (multiple levels, including Diploma/room leader-type structures)
• Directors (higher level classifications)

Who is NOT covered by the Children's Services Award

Not all early childhood employees are covered by the Children's Services Award. Some employees may be covered by a different modern award (such as the Educational Services (Teachers) Award), an enterprise agreement, or another industrial instrument. Where another lawful instrument applies, Award rates and conditions may not be payable.

Common "different instrument" scenarios include:

• Employees covered by an enterprise agreement
• Roles covered by a different award (e.g., some teachers may be under the Educational Services (Teachers) Award)
• Local government or other sector-specific arrangements

For more information on Award coverage, see the Children's Services Award coverage summary (Fair Work Ombudsman).

Not all workers in early learning or care-adjacent services are covered by the Children's Services Award. Depending on the role, employer, and funding model, employees may instead be covered by a different modern award. For related coverage guides, see: SCHADS Award pay rates, Nurses Award pay rates, or Aged Care Award pay rates.

How to classify employees under the Children's Services Award

Getting classification right is one of the most important compliance steps. Incorrect classification leads to incorrect pay rates across all hours worked.

How classification works under MA000120

Employers must make a reasonable classification decision based on the Award definitions and the work actually performed. Only the Fair Work Commission or a court can make a binding determination of classification. Classification depends on the employee's actual duties, responsibility level, qualifications, and (where relevant) time in the industry/pay point progression — not job title. Tools for tracking educator qualifications can help ensure classification records remain accurate.

Support Worker classifications

Support workers are classified separately and have their own pay rates. They typically perform support duties rather than direct educational programming.

Children's Services Employee levels (Levels 1–5)

Children's Services Employee classifications span Levels 1–5, with pay points within each level. Level 3 typically includes Diploma-qualified educators. Level 4 and 5 include coordinators and assistant directors.

Director classifications (Level 6)

Director classifications are at Level 6, with multiple pay points. Directors are responsible for the overall operation and management of the service.

Why job titles don't determine classification

A "Room Leader" title doesn't automatically mean Level 4. Classification must be based on actual duties, qualifications, and responsibilities per the Award definitions.

Qualification-based vs responsibility-based levels

Some levels are primarily qualification-based (e.g., Diploma requirement for Level 3.4+), while others depend more on responsibility scope (e.g., Director accountability for service operations).

Similar classification risks arise in other care and support sector awards, where duties and qualifications — not job titles — determine minimum pay rates. See also: classification rules under the SCHADS Award and classification structures in the Aged Care Award.

Children's Services Award pay rates 2025/26 (MA000120)

Children's Services Award pay rates set the minimum hourly wages for early childhood employees based on classification level and experience. These base rates apply from 1 July 2025 and form the reference point for calculating higher minimums under the Worker Retention Payment scheme. Always verify current rates using the Pay Guide — Children's Services Award (MA000120) (Fair Work Ombudsman).

Adult pay rates — full-time & part-time (MA000120)

Base Award rates are the minimum hourly wages payable for ordinary hours worked under MA000120, before casual loadings, overtime, shiftwork loadings, or Worker Retention Payment increases are applied.

Rates shown are minimum Award rates only and do not include allowances, overtime, penalties, or higher duties.

Adult pay rates — casual (includes 25% loading)

Casual employees receive a 25% loading on top of the base Award rate. The table below shows the combined hourly rate.

Rates shown are minimum Award rates only and do not include allowances, overtime, penalties, or higher duties.

Junior pay rates — full-time & part-time

Junior percentages apply only to Children's Services Employee Level 1 and Level 2. Junior employees at Levels 3–5 must be paid the appropriate adult rate. Junior percentages are calculated from the corresponding Level 2 rate (see clause 14.3).

Junior percentages apply only up to 18 years of age. Employees aged 19 and over must be paid the applicable adult rate.

Rates shown are minimum Award rates only and do not include allowances, overtime, penalties, or higher duties.

Pay rate progression and increments

Within each level, there are multiple pay points. Employees may progress based on time in the industry or other criteria specified in the Award.

Worker Retention Payment minimum rates (15% above Award)

From 1 December 2025, eligible services must pay at least 15% above Award. The Department of Education publishes tables showing Award rates, the 15% minimum, and the required additional amount — see WRP minimum rates (incl. 15% above Award) — Department of Education.

Example — Diploma educator hourly rate (Level 3.4)

• Award base: $31.66/hr
• WRP minimum (15% above): $36.41/hr

Award base rate vs WRP minimum explained

The WRP minimum is calculated as Award base + 15%. If you already pay above Award, you may already meet WRP requirements — but verify against the published minimum rates. Use the Pay and Conditions Tool (PACT) — calculate minimum pay/penalties to check individual employee entitlements.

Casual rates under the Children's Services Award

Casual employees under the Children's Services Award receive a 25% casual loading and must be paid for a minimum of two hours per engagement, with higher rates applying when overtime is triggered.

Casual loading (25%) explained

Casuals receive a 25% casual loading on each ordinary hour worked. This loading compensates for the lack of paid leave entitlements.

Minimum engagement — 2 hour rule

Casual employees must be paid for a minimum of 2 hours per engagement. Even if a casual works only 1 hour, they must be paid for 2 hours. Note: If an employee works on a Saturday, Sunday or public holiday, a minimum payment of four hours' pay applies.

Casual overtime rates

Casual loading does not apply on top of overtime rates — the percentages above are standalone rates.

Casual conversion under the Children's Services Award (updated 2024–2025)

Under the NES "employee choice pathway", eligible casuals can give written notice to change to full-time or part-time employment if they have been employed for at least 6 months (12 months for small business employers) and believe they no longer meet the casual employee definition, subject to the Fair Work Act rules and transitional arrangements. Employers must provide information about conversion rights. This change affects rostering and workforce planning for services with long-term casual employees.

Any request for conversion must be assessed in accordance with the Fair Work Act 2009 and the Children's Services Award, including the Award's definition of casual employment and applicable response requirements.

Casual engagement and conversion rules also feature prominently in other modern awards with large casual workforces. See also: casual employment rules in the Hospitality Award and casual conversion provisions in the Fast Food Award.

Ordinary hours and rostering rules — Children's Services Award

Ordinary hours are generally worked Monday to Friday between 6:00am and 6:30pm, subject to the specific rostering, agreement, and operational arrangements permitted by the Award. Hours worked outside this span, or in excess of daily limits, may trigger overtime or shiftwork provisions.

Ordinary hours span (6:00am–6:30pm, Monday–Friday)

For non-shiftwork operations, ordinary hours are generally worked Monday–Friday, between 6:00am and 6:30pm. Using award-aware rostering software can help ensure shifts align with Award requirements.

Maximum daily hours and broken shifts

• Usually up to 8 hours/day (agreement can allow up to 10 hours/day)
• Broken shifts: spread can be no greater than 12 hours/day
• Part-time employees must be rostered for a minimum of two consecutive hours on any shift

Part-time additional hours (common compliance risk)

Part-time employees can work extra hours up to 8 in a day at ordinary time only if the extra time is during ordinary hours of operation. Maintaining digital employment contracts with clear part-time agreement details helps ensure accurate entitlement tracking.

When overtime is triggered for part-time employees

Overtime applies when part-time employees work beyond 8 hours in a day or outside the ordinary hours span. This is a common compliance risk area.

Overtime rates under the Children's Services Award

Hours worked outside ordinary hours may attract overtime, depending on the employee's classification, employment type, agreed working arrangements, and the circumstances in which the hours are worked. Higher penalty rates are payable depending on timing and employment type.

When overtime applies (full-time & part-time)

Overtime is payable for hours worked:

• For full-time employees: hours worked outside ordinary hours may attract overtime under clause 23.1, while Saturday, Sunday, and public holiday work attracts the applicable weekend or public holiday rates under clause 23.5
• In excess of 8 hours/day (or 10 by agreement)
• In excess of 38 hours/week (or averaged equivalent)

Overtime rates — weekday, weekend & public holiday

Casual overtime rates

Casuals receive 175% for the first 2 hours of overtime, then 225% thereafter.

Overtime vs ordinary hours — common mistakes

A common mistake is treating all "after-hours" work as penalty rates when it should be overtime. This Award operates primarily on ordinary hours span + overtime, not time-band penalties like some retail/hospitality awards. Automated award interpretation tools can help reduce errors by applying correct rates automatically.

Shiftwork provisions in the Children's Services Award

Shiftwork provisions and loadings apply only where employees are engaged as shiftworkers in accordance with the Award's definition and shiftwork arrangements.

Who is a shiftworker under MA000120?

Shiftworkers are employees specifically engaged to work shifts outside the ordinary hours span. Not all employees who occasionally work outside 6:00am–6:30pm are shiftworkers. Shiftwork provisions do not apply unless the employee is formally engaged as a shiftworker under the Award.

Shiftwork loadings explained

Shiftwork loadings apply based on shift definitions (early morning, afternoon, night shifts) with percentage loadings as specified in the Award.

Saturday and Sunday shiftwork rules

Saturday ordinary hours for shiftworkers are paid at time and a half, with specific overtime handling. Sunday shiftwork has separate provisions.

Break entitlements under the Children's Services Award

Break rules are a frequent audit focus. Ensure your rostering complies with meal and rest break requirements.

Meal breaks

Employees cannot work more than 5 hours without an unpaid meal break (30–60 minutes). There is a limited option to forego the meal break for shifts not exceeding 6 hours.

Paid rest breaks

Paid rest breaks depend on shift length. For example, a 10-minute paid rest break applies for shifts of 4+ hours.

Minimum break between shifts

Employees are entitled to a minimum 10-hour break between work periods. This can be reduced to 8 hours by agreement.

Allowances under the Children's Services Award

Allowances vary by circumstance and are updated periodically. Check the official pay guide for current amounts.

All-purpose allowances

Some allowances are "all-purpose" and must be included in calculations for overtime, leave loading, and other entitlements.

Expense-based allowances

Expense-based allowances reimburse employees for work-related costs and are generally not included in overtime calculations.

How allowances affect overtime calculations

All-purpose allowances must be included in the base rate for overtime calculations. Ensure your payroll system handles this correctly.

Penalty and allowance structures vary significantly between awards and must always be applied by reference to the correct instrument. See also: penalty rate structures in the Restaurant Award and allowances and penalties under the General Retail Award.

Leave entitlements — Children's Services Award & NES

Most leave entitlements sit in the National Employment Standards (NES), with Award-specific interaction rules.

Annual leave and loading

Annual leave is provided under the NES. The Award may include provisions for annual leave loading. Check how ordinary hours patterns affect leave payments.

Personal/carer's leave

Personal/carer's leave entitlements are set by the NES (10 days per year for full-time employees).

Long service leave (state-based interaction)

Long service leave is governed by state/territory legislation, not the Award. Requirements vary by location.

Children's Services Award compliance checklist (2025/26)

Use this checklist as a quarterly internal audit tool to verify Award compliance. Businesses operating across multiple industries often need to manage different award rules simultaneously — see also Pharmacy Award pay rates for multi-sector compliance examples.

Common Children's Services Award mistakes (and how to avoid them)

Most underpayments in early childhood services arise from misclassification, misunderstanding ordinary hours, or failing to apply Worker Retention Payment minimums correctly. These errors are avoidable with proper Award interpretation and payroll controls.

Enterprise agreements and other industrial instruments

This guide covers the Children's Services Award 2010 (MA000120). However, an enterprise agreement or other instrument may apply instead.

Key takeaways for early learning employers

• Confirm the Children's Services Award 2010 (MA000120) applies to your service
• Classify employees by Award definitions — not job titles
• Apply 1 July 2025 Award rates from the first full pay period
• If WRP-eligible, pay at least 15% above Award from 1 December 2025
• Configure ordinary hours span (6:00am–6:30pm Mon–Fri) correctly
• Apply overtime rates (not penalty rates) for work outside ordinary hours
• Casual loading is 25%; minimum engagement is 2 hours (4 hours on Sat/Sun/public holiday)
• Keep accurate time and wage records for 7 years

Final note and sources of authority

Nothing in this guide limits or alters an employer's legal obligations. Only the Fair Work Commission or a court can make a binding determination of Award coverage or employee classification.