Aged care worker job description

Most aged care facilities require at least a Certificate III in Individual Support (Ageing) or equivalent. This qualification covers essential skills in personal care, communication, dignity of risk and responding to emergencies. Some facilities will hire trainees who are enrolled in or commencing this qualification. Track qualifications using HR software.

Yes, aged care workers typically need a valid First Aid certificate and CPR certification. A National Police Check is mandatory, and some facilities require an NDIS Worker Screening Check. A Working with Children Check applies if supporting children with disability. Manual handling training is also essential, and medication administration training may be required for certain roles.

For entry-level positions with Certificate III qualifications, relevant work placement experience is sufficient. For experienced roles, look for previous aged care or health care experience, medication management skills, dementia care experience and proven ability to work with elderly clients with complex needs.

Yes, many aged care facilities successfully hire trainees who are enrolled in Certificate III in Individual Support. Trainees must be supervised and complete their qualification within the specified timeframe. This pathway helps address workforce shortages while providing quality training.

This depends on your facility’s occupancy and care needs. Permanent staff provide continuity of care for residents, while casuals offer flexibility for covering leave and fluctuating demands. Many facilities use a mix — permanent workers for core shifts and casuals for additional coverage. See our guide on casual vs permanent employment trends.

Under the Aged Care Award, penalty rates apply for: Saturdays, Sundays, public holidays, afternoon shifts, night shifts and overtime. Aged care operates 24/7, so understanding penalty rates is crucial for payroll accuracy. Casual employees receive a 25% loading instead of leave entitlements. Use award interpretation software to calculate rates accurately.

Under the Aged Care Award, the minimum engagement for casual employees is typically 2 hours per shift. Part-time employees also have minimum shift requirements. This ensures employees receive reasonable compensation for attending work. Check the award for specific requirements.

Key elements include: position title and classification level, employment type (casual/part-time/full-time), hourly rate or salary, applicable award, reporting structure, main duties, work location, shift patterns including weekends and sleepover shifts if applicable, uniform requirements and vaccination requirements. Use our digital employment contracts to simplify this process.

Under the Aged Care Award, rosters must be provided at least 7 days in advance. Changes within this period require employee agreement unless due to unforeseen circumstances. Using rostering software helps support compliance and gives staff visibility of their upcoming shifts, particularly important for 24/7 aged care operations.

Yes, but night shift requirements should be clearly communicated in the job description and during recruitment. Under the award, employees are entitled to penalty rates for overnight work. Many facilities rotate staff through night shifts or have dedicated night teams. Be clear about night shift expectations during hiring.

Under the Aged Care Award, employees working more than 5 hours are entitled to an unpaid meal break. Paid rest breaks also apply based on shift length. Breaks should be taken at appropriate intervals during the shift. Use rostering tools to support compliance while maintaining adequate care coverage.

Build adequate handover time into your rosters — typically 15-30 minutes overlap between shifts. This allows for proper handover of resident information, care updates and any incidents. Use rostering software to schedule overlapping shifts and ensure seamless care coverage 24/7.