Fair Work compliance notice
This guide provides general information about the Social, Community, Home Care and Disability Services Industry Award 2010 (MA000100) as at the date of publication. It is not legal, financial, or employment advice and should not be relied on as a substitute for advice specific to your organisation.
Award coverage, classification, pay rates, penalties, and allowances depend on the employer's principal business, the employee's role, and the work actually performed. Employers must confirm coverage and apply the correct Schedule, level, and pay point for each employee.
Wage rates, penalties, and allowances under modern awards may change due to Annual Wage Reviews, Equal Remuneration Orders, or other Fair Work Commission decisions. This guide references the SCHADS Award as consolidated up to 1 October 2025 (including the 1 July 2025 wage review and the 1 October 2025 home care aged care update). Employers must always verify current entitlements using the Fair Work pay guides, the consolidated Award text, or the Pay and Conditions Tool (PACT).
All classifications, wage examples, and compliance commentary in this guide are indicative only. Final outcomes must be determined by reference to the current Award, the Fair Work Act 2009, and the National Employment Standards.
What is the SCHADS Award?
The Social, Community, Home Care and Disability Services Industry Award 2010 (MA000100), commonly known as the SCHADS Award, is a modern award made by the Fair Work Commission. It sets minimum pay rates and employment conditions for disability services, community services, crisis accommodation, and home care employers in Australia, determining classification, wages, penalties, and allowances based on the type of service delivered and the work performed.
What this guide covers
This guide covers areas commonly missed in SCHADS compliance, including broken shifts, sleepovers, on-call allowances, minimum engagements, and Equal Remuneration Order (ERO) rates.
Quick summary for time-poor managers
The four compliance pillars that drive SCHADS underpayments
Most SCHADS underpayments trace back to one (or more) of these.
| Compliance pillar | What commonly goes wrong | Why it matters |
|---|---|---|
| Award coverage | Wrong award (e.g., Aged Care Award, Nurses Award, Health Professionals Award) | Entire pay framework can be wrong |
| Schedule + classification | Wrong Schedule (B vs E/F), wrong level/pay point, or missing ERO rates | Base rate errors compound fast |
| Employment type & minimum engagements | Missing part-time written agreements, wrong casual loading, minimum shift payments missed | "Hidden" underpayments in short shifts |
| When/How work is done | Weekend/PH rates, shift allowances, overtime triggers, broken shifts, sleepovers/on-call missed | Penalties/allowances can exceed base pay |
If you only skim one section, make it this: SCHADS is not one simple wage table. It's a "family" of streams/schedules with different classification structures and (for many roles) pay points. It also has special rules for broken shifts, sleepovers, and on-call, which are very common in disability and home care operations.
"Sanity check" minimum adult hourly rates (full-time equivalent, ordinary weekday hours)
Indicative only—verify classification + schedule.
- Home care (aged care) Level 2: $32.86/hr (from 1 Oct 2025)
- Home care (disability care) Level 2 Pay point 1: $27.55/hr
- Social & community services Level 2 Pay point 1 (ERO current rate): $34.58/hr
- Crisis accommodation Level 1 Pay point 1 (ERO current rate): $38.65/hr
Headline "big lever" penalties
- Saturday ordinary hours: 150%
- Sunday ordinary hours: 200%
- Public holiday: 250%
- Casual weekend (inclusive of casual loading): Saturday 175%, Sunday 225%
- Casual public holiday (inclusive): 275%
Award coverage
Award coverage must be confirmed
This content assumes that the SCHADS Award (MA000100) applies. Award coverage depends on the employer's principal business, the employee's role, and the work actually performed. Some roles that appear similar may instead be covered by other modern awards, enterprise agreements, or instruments. Award coverage should be confirmed using the Fair Work Pay and Conditions Tool (PACT) or professional advice before relying on this information.
Does the SCHADS Award apply? (quick self-check)
SCHADS covers employers throughout Australia in the:
- crisis assistance and supported housing sector
- social and community services sector
- home care sector
- family day care scheme sector
It also lists key exclusions
SCHADS does not cover employers/employees covered by (among others):
- Aged Care Award 2010
- Health Professionals and Support Services Award 2010
- Nurses Award 2010
Rule of thumb:
- Residential aged care facility staff → often Aged Care Award (not SCHADS)
- Home care services to older people → often SCHADS (home care sector)
- Registered/enrolled nurses and many clinical roles → often Nurses / Health Professionals awards
SCHADS can still apply to disability services delivered in a private residence or outreach setting—being "in a home" doesn't automatically mean the home care schedule is the right one.
Labour hire / on-hire note
SCHADS can apply to labour hire/on-hire employees when they're performing work in the covered industry sectors (subject to exclusions).
What is the SCHADS Award?
Think of MA000100 as the minimum "rulebook" you can't go below when it applies. It sets:
- minimum wages (by Schedule/classification/pay point)
- casual loading and minimum shift payments
- rostering structures (including broken shifts, sleepovers, on-call)
- penalty rates, overtime and shift loadings
- allowances (uniform/laundry, meal, vehicle, on-call, broken shift allowance, etc.)
Who it covers (and who it doesn't)
Classification depends on duties, not job title
All SCHADS Award classifications referenced are indicative only. Final classification must be determined by comparing the employee's actual duties, level of responsibility, qualifications, and experience against the relevant Schedule definitions and level descriptors in the Award. Job titles, funding models, or position descriptions alone do not determine classification.
| Scenario | Likely Award | Notes |
|---|---|---|
| Residential aged care facility staff | Aged Care Award | Not SCHADS |
| Home care services to aged persons | SCHADS (home care sector) | Schedules E–F |
| Registered/enrolled nurses | Nurses Award | Not SCHADS |
| Disability services in private residence | SCHADS | May be Schedule B or home care |
| Crisis accommodation workers | SCHADS | Schedule C |
| Family day care coordinators | SCHADS | Schedule D |
Common roles & likely classifications
Below are 10 common roles in disability, community and home care businesses, mapped to a most-likely SCHADS schedule/level shortlist. This is not a definitive classification. Final classification depends on actual duties and the relevant Schedule definitions in MA000100.
Likely stream: Home care sector (Schedule E/F wage tables) or Social & community services stream (Schedule B) if the role is primarily disability services work delivered under that stream.
Shortlist:
- Home care (disability care) Level 2–3 (common for core personal care/community access)
- Level 4 (higher complexity/lead responsibilities)
Top compliance risks:
- Wrong schedule (B vs home care) → wrong base rate structure
- Broken shifts (common in in-home routines) + broken shift allowance/span rules missed
- Minimum engagement errors for short visits (2-hour minimum often applies)
Likely stream: Usually Social & community services stream (Schedule B) with disability services work patterns (depends on provider + service model).
Shortlist:
- Schedule B Level 2–4 (support work → senior support/advanced duties)
Top compliance risks:
- Sleepovers (if used): allowance + "work during sleepover paid as overtime (min payment)" rules missed
- Shiftworker annual leave + leave loading misapplied (common in 24/7 rosters)
- Weekend/public holiday penalties misconfigured or stacked incorrectly
Tip: Standardised roster templates help maintain consistent 24/7 patterns across SIL houses.
Likely stream: Schedule B or home care (disability) depending on how your organisation is structured/contracted.
Shortlist:
- Level 2–3 (routine support/community participation)
- Level 4 (behavioural complexity, mentoring others, higher autonomy)
Top compliance risks:
- Minimum engagements + travel time handling (pay/records) not aligned to Award rules
- Casual weekend rates miscalculated (use Award percentages/inclusive approach; don't double-load)
Likely stream: Schedule B (disability services) or home care stream if leading a home care workforce.
Shortlist:
- Level 5–6 (team leader/supervisory responsibility; rostering/oversight)
Top compliance risks:
- Higher-duties not paid when acting up
- On-call expectations without paying on-call allowance / clear roster flag
- Overtime triggers on short-notice recalls and minimum recall payments mishandled
Likely stream: Social & community services stream (Schedule B).
Shortlist:
- Level 3–5 (case management, coordination, stakeholder management; complexity drives level)
Top compliance risks:
- ERO "current wage" rates not applied where they apply (big underpayment lever in social & community services)
- Classification drift (role grows into higher complexity without reclassification)
- After-hours contact treated informally (either on-call allowance or manage expectations consistent with Award provisions)
Likely stream: Schedule B.
Shortlist:
- Level 2–4 (structured intake → higher-risk/complex triage)
Top compliance risks:
- ERO rates missed where applicable
- Weekend/PH work done "as needed" without correct penalty settings
Likely stream: Schedule B (often higher complexity).
Shortlist:
- Level 4–6 (specialist practice, risk assessment, safety planning; sometimes program-level responsibility)
Top compliance risks:
- ERO rates missed/incorrect pay point progression
- Higher duties (court support, after-hours response) unpaid or treated as "reasonable additional hours" when it should be on-call/overtime
Likely stream: Crisis assistance & supported housing sector (Schedule C).
Shortlist:
- Crisis Level 1–3 (frontline)
- Crisis Level 4 (senior/practice lead)
Top compliance risks:
- ERO current wage rates not used (Schedule C has ERO tables too)
- Shift allowances / weekend penalties and public holiday rates misapplied in 24/7 operations
Likely stream: Often Schedule B (admin/operations in community/disability services) — but duties matter.
Shortlist:
- Level 2–4 (admin → complex coordination, stakeholder negotiation, autonomy)
Top compliance risks:
- Award coverage mistake (some orgs accidentally classify as clerical under another award). Confirm instrument.
- After-hours roster changes effectively create on-call arrangements—pay/record accordingly. Automated shift scheduling reduces the need for short-notice manual changes.
Likely stream: Can be SCHADS if the employer is in-scope and the employee fits a SCHADS classification; otherwise clerical awards may apply depending on business + role.
Shortlist:
- Level 1–3 (basic admin → experienced admin with broader responsibility)
Top compliance risks:
- Wrong award (common for admin-heavy roles) → pay and allowances framework wrong
- Minimum engagements for short shifts and casuals not met
Tip: For organisations with multiple locations, multi-site rostering helps maintain consistent compliance across all houses and offices.
Two quick "red flag" checks that catch most errors
1. Are you paying the correct table?
- Schedule B/C roles may require ERO current wages (not just "minimum weekly wage")
- Home care aged care has specific rates (and a 1 Oct 2025 update rule)
2. Do you roster/payout the "SCHADS specials" correctly?
- Broken shifts, sleepovers, on-call, minimum engagements, and weekend/PH penalties are where audits usually land
Why this matters: Most SCHADS underpayments occur after roles change but classifications are not reviewed. Changes in duties, client complexity, or service delivery models often require reclassification under a different schedule or level.
2025/26 pay rates overview
For the official rates, download the Pay Guide – SCHADS Award (MA000100) from Fair Work.
Correct schedule selection is essential
SCHADS contains multiple schedules and wage structures. Roles may fall under Schedule B (Social and Community Services), Schedule C (Crisis Assistance and Supported Housing), or the Home Care schedules, depending on how services are structured and delivered. Employers must determine the correct schedule before applying levels, pay points, or wage tables.
Indicative rates only – always verify current figures
Any wage rates, levels, or pay structures referenced are indicative only and may change due to Annual Wage Reviews, Equal Remuneration Orders, or other Fair Work Commission decisions. Employers must always check the current Fair Work pay guide, consolidated Award text, or PACT tool before paying employees.
The SCHADS pay structure in one sentence
You must identify the right Schedule (stream) first, then the correct level and pay point, then apply casual loading/penalties/allowances as required.
Key date you must not miss: 1 October 2025 (home care aged care)
The Award wage table for home care employees providing services to an aged person was varied effective 1 October 2025 (first full pay period on or after that date).
Social & community services employees (Schedule B)
ERO rates apply where specified
Some SCHADS classifications are subject to Equal Remuneration Order (ERO) current wage rates, which replace minimum wage tables. This content highlights where ERO rates commonly apply but does not determine eligibility. Employers must confirm whether ERO provisions apply to each role and use the correct wage table accordingly.
Equal Remuneration Order (ERO) rates: the "big trap"
The Award includes an ERO framework for applicable Schedule B and Schedule C classifications, and states that the current weekly and hourly wages in those tables form the employee's ordinary rate for all purposes. For more information, see the Fair Work page on Equal Remuneration Order (ERO) pay rates.
Adult minimum wages – Social & community services (SACS)
(Level 1 shown at Award minimum weekly; Levels 2–8 shown at ERO current rates.)
| Level (SACS) | Pay point | Current weekly | Current hourly |
|---|---|---|---|
| 1 | PP1 | $999.40 | $26.30 |
| 1 | PP2 | $1,031.60 | $27.15 |
| 1 | PP3 | $1,068.40 | $28.12 |
| 2 | PP1 | $1,314.13 | $34.58 |
| 2 | PP2 | $1,359.52 | $35.78 |
| 2 | PP3 | $1,399.25 | $36.82 |
| 2 | PP4 | $1,433.81 | $37.73 |
| 3 | PP1 | $1,454.55 | $38.28 |
| 3 | PP2 | $1,499.57 | $39.46 |
| 3 | PP3 | $1,543.37 | $40.62 |
| 3 | PP4 | $1,600.13 | $42.11 |
| 4 | PP1 | $1,694.22 | $44.58 |
| 4 | PP2 | $1,738.44 | $45.75 |
| 4 | PP3 | $1,783.19 | $46.93 |
| 4 | PP4 | $1,822.92 | $47.97 |
| 5 | PP1 | $1,938.14 | $51.00 |
| 5 | PP2 | $1,979.92 | $52.10 |
| 5 | PP3 | $2,025.96 | $53.31 |
| 6 | PP1 | $2,117.50 | $55.72 |
| 6 | PP2 | $2,164.26 | $56.95 |
| 6 | PP3 | $2,211.16 | $58.19 |
| 7 | PP1 | $2,290.18 | $60.27 |
| 7 | PP2 | $2,338.31 | $61.53 |
| 7 | PP3 | $2,385.88 | $62.79 |
| 8 | PP1 | $2,484.72 | $65.39 |
| 8 | PP2 | $2,533.59 | $66.67 |
| 8 | PP3 | $2,582.60 | $67.96 |
Rates sourced from the Award wage tables (including the ERO "current weekly/hourly wage" tables).
Crisis assistance & supported housing (Schedule C)
Adult minimum wages – Crisis accommodation (ERO current rates)
| Level (crisis) | Pay point | Current weekly | Current hourly |
|---|---|---|---|
| 1 | PP1 | $1,468.78 | $38.65 |
| 1 | PP2 | $1,511.12 | $39.77 |
| 1 | PP3 | $1,543.37 | $40.62 |
| 1 | PP4 | $1,575.13 | $41.45 |
| 2 | PP1 | $1,694.22 | $44.58 |
| 2 | PP2 | $1,738.44 | $45.75 |
| 2 | PP3 | $1,783.19 | $46.93 |
| 2 | PP4 | $1,822.92 | $47.97 |
| 3 | PP1 | $1,938.14 | $51.00 |
| 3 | PP2 | $1,979.92 | $52.10 |
| 3 | PP3 | $2,025.96 | $53.31 |
| 4 | PP1 | $2,117.50 | $55.72 |
| 4 | PP2 | $2,164.26 | $56.95 |
| 4 | PP3 | $2,211.16 | $58.19 |
These are the "current weekly/hourly wage" ERO rates in the Award.
Family day care scheme sector (Schedule D)
Adult minimum wages – Family day care employees
| Level (family day care) | Pay point | Minimum weekly | Indicative hourly (÷38) |
|---|---|---|---|
| 1 | PP1 | $1,000.60 | $26.33 |
| 1 | PP2 | $1,032.70 | $27.18 |
| 1 | PP3 | $1,070.20 | $28.16 |
| 1 | PP4 | $1,106.10 | $29.11 |
| 2 | PP1 | $1,137.60 | $29.94 |
| 2 | PP2 | $1,174.70 | $30.91 |
| 2 | PP3 | $1,211.90 | $31.89 |
| 2 | PP4 | $1,240.80 | $32.65 |
| 3 | PP1 | $1,272.30 | $33.48 |
| 3 | PP2 | $1,311.90 | $34.52 |
| 3 | PP3 | $1,352.30 | $35.59 |
| 3 | PP4 | $1,389.50 | $36.57 |
| 4 | PP1 | $1,429.70 | $37.62 |
| 4 | PP2 | $1,444.80 | $38.02 |
| 4 | PP3 | $1,478.60 | $38.91 |
| 4 | PP4 | $1,503.00 | $39.55 |
| 5 | PP1 | $1,610.60 | $42.38 |
| 5 | PP2 | $1,655.10 | $43.56 |
| 5 | PP3 | $1,700.10 | $44.74 |
| 5 | PP4 | $1,744.70 | $45.91 |
Source: Award clause 16 wage table.
Home care sector (Schedules E–F)
Home care employees — disability care
| Level (disability care) | Pay point | Minimum weekly | Indicative hourly (÷38) |
|---|---|---|---|
| 1 | PP1 | $989.80 | $26.05 |
| 2 | PP1 | $1,046.90 | $27.55 |
| 2 | PP2 | $1,054.00 | $27.74 |
| 3 | PP1 | $1,068.40 | $28.12 |
| 3 | PP2 | $1,101.40 | $28.98 |
| 4 | PP1 | $1,165.60 | $30.67 |
| 4 | PP2 | $1,188.90 | $31.29 |
| 5 | PP1 | $1,249.80 | $32.89 |
| 5 | PP2 | $1,299.10 | $34.19 |
Source: Award clause 17.1 wage table (home care—disability care).
Home care employees — aged care (updated 1 Oct 2025)
| Level (aged care) | Minimum weekly | Indicative hourly (÷38) |
|---|---|---|
| 1 | $1,182.80 | $31.13 |
| 2 | $1,248.50 | $32.86 |
| 3 | $1,314.30 | $34.59 |
| 4 | $1,366.80 | $35.97 |
| 5 | $1,419.40 | $37.35 |
| 6 | $1,472.00 | $38.74 |
Source: Award clause 17.2 wage table (home care—aged care), varied effective 1 Oct 2025.
Common mistake
Providers delivering both disability and home care services often apply the wrong SCHADS schedule without realising it. Using disability rates for aged care services is a common and costly compliance error.
Employment & rostering
Employment type affects pay outcomes
Pay outcomes under the SCHADS Award vary depending on whether an employee is full-time, part-time, or casual, and whether required written agreements are in place. This content does not assess individual employment contracts or agreement compliance. Using compliant rostering software can help employers manage these complexities more effectively.
Employment types (and the paperwork that drives payroll outcomes)
Part-time: written agreement is not optional
Before starting, part-time employees must have a written agreement setting out the regular pattern of work, including guaranteed hours and days/times. Variations must be agreed in writing.
Where additional hours are worked outside the agreed pattern without a valid written variation, those hours may attract overtime rates under the Award.
Why it matters: many SCHADS disputes are really "paperwork disputes" (roster says one thing, payroll is configured another way, and the Award requires written patterns/variations).
Casual: how the hourly rate is built
Casual hourly pay is calculated using 1/38 of the relevant weekly rate, with a 25% casual loading applied, unless the Award specifies an inclusive casual rate for particular penalties (such as weekends or public holidays), in which case the inclusive rate applies instead.
Minimum engagements (easy-to-miss underpayments)
For each shift or period of work in a broken shift, minimum payments apply:
| Employee type | Minimum payment |
|---|---|
| Social & community services employees (except when undertaking disability services work) | 3 hours |
| All other employees | 2 hours |
Practical tip: If you roster 1–2 hour "micro shifts" (common in outreach, transport, or client routines), you need controls to ensure the Award minimum payment is still met. Staff availability tracking helps prevent scheduling employees for shifts that breach minimum engagement rules.
Broken shifts (very common in disability + home care)
Rostering arrangements drive penalties and allowances
Penalty rates, allowances, and overtime obligations depend on how and when work is rostered and performed, including broken shifts, sleepovers, on-call arrangements, and minimum engagements. Examples referenced are simplified and may not apply to all scenarios.
Broken shift provisions apply to:
- social & community services employees when undertaking disability services work, and
- home care employees.
A broken shift is generally where:
- the arrangement is permitted under the Award and any required agreement conditions are met,
- there is one unpaid break (or two by agreement) between portions,
- the total span is capped—if the span exceeds 12 hours, double time applies beyond 12 hours,
- the broken shift allowances apply (see Allowances).
The broken shift allowance is only payable where all Award conditions for a broken shift are satisfied, including limits on unpaid breaks and total span.
High-risk area: If your roster pattern doesn't meet the Award definition/conditions, you may trigger overtime/penalties incorrectly—or miss allowances entirely. Software with compliance warnings during rostering can flag these issues before you finalise schedules.
Sleepovers
Sleepover and on-call rules are tightly defined
Sleepovers and on-call arrangements under the SCHADS Award are subject to strict conditions. Whether an arrangement qualifies as a sleepover or on-call duty depends on the Award definitions, facilities provided, and expectations placed on the employee. Employers should review the relevant Award clauses before implementing or paying these arrangements.
Sleepovers are tightly regulated. The Award defines a "sleepover" and requires (among other things):
- a specific sleepover period and conditions, and
- if an employee performs work during the sleepover, they are paid at the overtime rate with a minimum of one hour payment for the work performed.
On-call and "right to disconnect" (now a real operational issue)
Right to disconnect considerations
The SCHADS Award includes right to disconnect provisions. This content does not assess whether specific contact or availability expectations are reasonable or compliant. Employers should review their rostering, on-call, and communication practices in light of the current Award provisions.
SCHADS includes an on-call allowance (see Allowances).
An employee may be considered on-call based on the expectation to respond, even where no formal on-call roster exists.
This expectation may arise from phone calls, messaging apps, or other communication channels, even where the arrangement is informal.
The Award also includes a right to disconnect clause and states it applies from:
| Employer type | Effective date |
|---|---|
| Non-small business employers | 26 August 2024 |
| Small business employers | 26 August 2025 |
It further notes that the right to disconnect doesn't prevent an employer requiring monitoring/responding to contact outside hours where the employee is being paid the on-call allowance and the contact relates to the on-call.
Compliance tip: Treat on-call as a documented arrangement (roster flag + payroll allowance + expectations). Don't run "informal on-call" without paying the allowance. A mobile rostering app can help communicate roster changes and on-call assignments clearly to staff.
Penalties & overtime
Weekend ordinary hours
Where ordinary hours include weekend work:
| Day | Full-time/Part-time rate | Casual rate (incl. loading) |
|---|---|---|
| Saturday | 150% | 175% |
| Sunday | 200% | 225% |
These weekend rates are in substitution for (not cumulative with) shiftwork premiums. Daily and weekly roster views help managers see at a glance which shifts attract penalty rates.
Public holidays
An employee required to work on a public holiday is paid double time and a half (250%) for all time worked, and this is instead of other shift/weekend additional rates.
Casual public holiday: the Award provides an inclusive rate of 275% (inclusive of casual loading).
Shift allowances (weekday shiftwork)
| Shift type | Loading |
|---|---|
| Afternoon shift | +12.5% for the whole shift |
| Night shift | +15% for the whole shift |
Shift allowance eligibility depends on shift start and finish times as defined in the Award and may not apply to all employees or roster patterns.
Public holiday shift provisions are also set out (with a 150% loading for the public holiday portion, which aligns with 250% total).
Why this matters
SCHADS compliance issues are rarely caused by base rates alone. Underpayments more often arise from missed penalties, broken shifts, minimum engagements, or on-call allowances. Proper payroll integration ensures penalty rates flow correctly from rosters to pay runs.
Overtime (don't rely on memory—use the trigger + stream)
Full-time overtime rates (summary)
For work in addition to rostered ordinary hours:
| Employee type / Day | Rate |
|---|---|
| Disability services, home care and family day care scheme employees (Mon–Sat) | Time and a half for first 2 hours, then double time |
| Social & community services and crisis accommodation employees (Mon–Sat) | Time and a half for first 3 hours, then double time |
| Sunday (all employees) | Double time |
| Public holiday (all employees) | Double time and a half |
Overtime is not cumulative with shift premiums and weekend premiums.
Part-time + casual overtime triggers (high-risk)
Overtime generally applies (in summary) when:
| Trigger | Overtime applies |
|---|---|
| Hours exceed 38/week or 76/fortnight (for part-time: agreed ordinary hours without valid written variation) | Yes |
| Hours exceed 10/day | Yes |
| Day workers work outside span of hours | Time and a half first 2 hours, double thereafter; Sunday double; public holiday double and a half |
Recall to work overtime
Recall after leaving attracts a minimum 2 hours payment at the appropriate rate per recall.
Penalty substitution rules (no "stacking" mistakes)
| Scenario | What applies | What doesn't stack |
|---|---|---|
| FT/PT ordinary hours on Saturday/Sunday | 150% / 200% | Shift premiums |
| Overtime | OT rates | Shift premiums + weekend premiums |
| Public holiday work | 250% (casual 275% incl.) | Weekend/shift extras |
Allowances
Allowance amounts below are those stated in the Award as at the current consolidation. Always confirm the current allowance amounts using the SCHADS allowances sheet because some are tied to the standard rate and change when wage tables change.
Allowance eligibility and amounts depend on the specific Award clause conditions being met. Employers should refer to the current SCHADS allowances sheet to confirm applicability and amounts.
Common allowances (SCHADS "frequent flyers")
| Allowance | Amount (where stated in Award) | Notes |
|---|---|---|
| Uniform allowance | $1.23/shift or $6.24/week (lesser of) | If uniforms are required |
| Laundry allowance | $0.32/shift or $1.49/week (lesser of) | If special clothing required |
| Meal allowance (overtime/recall) | $16.62 per occasion (and per additional 4 hrs) | If meal not provided |
| Vehicle | $0.99 per km | Authorised use of own vehicle |
| On-call | Varies with standard rate – check current SCHADS allowances sheet | Only if "on call" arrangement exists |
| Broken shift allowance | $20.82 (1 break) / $27.56 (2 breaks) | If broken shift conditions met |
| First aid allowance | $20.46 per week | If appointed + holds qualification |
| Telephone allowance | reimbursement of install/rental (where required) | Typically linked to on-call needs |
| Board & lodging reduction | $31.35/week (+ $19.52 if 2+ meals/day) | Wage reduction only where applicable |
Allowance compliance tip: If you pay allowances, itemise them in payroll. Underpayment audits often find that allowances were either (a) not paid, or (b) paid but not provable.
Leave (Award + NES) – SCHADS specifics
Most leave entitlements come from the NES, but SCHADS adds important rules around annual leave.
Shiftworker definition (affects extra leave)
For NES annual leave purposes, a "shiftworker" includes an employee who:
- works more than 4 ordinary hours on 10 or more weekends during the year, or
- works at least eight 24-hour care shifts during the year,
and is entitled to an additional week of annual leave.
Annual leave loading
| Employee type | Annual leave loading |
|---|---|
| Non-shiftworkers | 17.5% |
| Shiftworkers | Higher of 17.5% or the weekend/shift penalties they would have received if not on leave |
Step-by-step compliance plan (SCHADS edition)
Use this as a quarterly internal audit checklist.
1. Confirm coverage (per entity, per worker)
- Check the sector and exclusions (Aged Care, Nurses, Health Professionals).
2. Pick the right Schedule
- Schedule B (social & community) vs Schedule C (crisis) vs Schedule D (family day care) vs home care schedules.
3. Classify correctly (level + pay point)
- Document the basis (duties, qualifications, experience) and keep it audit-ready.
4. Set base rates using the correct table
- Do not miss the ERO "current wage" tables for SACS/crisis roles.
- Do not miss the 1 Oct 2025 home care aged care update.
5. Lock down employment-type rules
- Part-time written agreements (guaranteed hours + written variations).
- Casual loading applied correctly.
6. Rostering rules that trigger money
- Minimum payments (2 or 3 hours).
- Broken shift definitions + broken shift allowance.
- Sleepovers (overtime for work performed).
- On-call allowance and expectations (plus right to disconnect interaction).
7. Penalties & overtime configured correctly (no stacking)
- Weekend rates, shift allowances, public holidays, overtime triggers.
8. Recordkeeping + spot checks
- Keep rosters, timesheets, on-call logs, broken shift agreements, and allowance evidence. Time and attendance tracking systems capture this data automatically.
- Quarterly spot check: weekends + PH + broken shifts + on-call. Use roster reporting for audits to generate compliance evidence quickly.
- Maintain written records supporting classification decisions, including duty statements, qualification evidence, and the date classifications were last reviewed (at least annually or when duties change).
Common mistakes under SCHADS (and how to avoid them)
Wrong Schedule (B vs home care schedules)
Disability providers are especially exposed here. SCHADS allows Schedule B to apply even in outreach/private residence contexts.
Missing ERO "current wage" rates
Paying only the "minimum weekly wage" instead of the ERO current wage for applicable SACS/crisis employees.
Missing 1 Oct 2025 home care aged care rates
Payroll not updated → immediate underpayment.
Minimum engagement breaches
2-hour/3-hour minimum payments not met for short shifts or broken shifts.
Broken shifts handled informally
Paying ordinary time only, but missing the broken shift allowance and/or exceeding the 12-hour span.
Stacking penalties that don't stack
Weekend rates substitute for shift premiums; public holiday payments are instead of other additional rates; overtime substitutes for premiums. Proper award interpretation for SCHADS in your payroll system prevents these costly stacking errors.
On-call expectations without on-call allowance
If staff are expected to monitor/respond outside hours, ensure arrangements align with on-call allowance rules and the Award's right to disconnect framework. Consider using managed shift swaps to handle last-minute changes without creating informal on-call situations.
Final takeaways
Enterprise agreements and IFAs not covered
This content does not take into account enterprise agreements, individual flexibility arrangements (IFAs), or other industrial instruments that may override or modify Award conditions. Where an enterprise agreement applies, the agreement terms must be followed (subject to the Better Off Overall Test).
Employer responsibility
Employers remain responsible for ensuring compliance with the Fair Work Act 2009, the National Employment Standards, and the current version of the SCHADS Award, regardless of any guidance, examples, or summaries provided here.
- Confirm coverage first: SCHADS covers specific sectors and excludes others (Aged Care Award, Nurses Award, Health Professionals Award).
- Get the Schedule right: SACS vs Crisis vs Family Day Care vs Home Care is the first "fork in the road."
- Don't miss ERO rates (SACS/Crisis): the Award treats the ERO "current" wages as the ordinary rate for all purposes.
- Don't miss the 1 Oct 2025 uplift for home care employees providing services to an aged person.
- Most underpayments live in the edges: minimum engagements, broken shifts, sleepovers, on-call, weekends, public holidays.
This content is provided for general guidance only and reflects the SCHADS Award as at the date of publication. Always check the current Award, Fair Work pay guides, or seek professional advice before making pay or classification decisions.
Regulatory compliance and record-keeping obligations
Fair Work Compliance Statement
Employers covered by the SCHADS Award must maintain accurate time and wage records for at least 7 years as required under the Fair Work Act record-keeping requirement. Records must include hours worked, leave taken, superannuation contributions, and all payments made. Pay slips must be issued within one working day of payment and must itemise base rates, loadings, allowances, and deductions. Failure to comply can result in penalties and may be used as evidence of underpayment in Fair Work proceedings.
For detailed requirements, refer to Fair Work's record-keeping and pay slip obligations and pay slip requirements guidance.