Question 1

What is the difference between a respite care assistant and an aged care worker?

Accepted Answer

Respite care assistants specialize in providing temporary care relief for families and carers, with greater flexibility and adaptability to different care settings. Regular aged care workers typically provide ongoing care in residential settings. Both are covered by the Aged Care Award or SCHADS Award depending on the service type.

Question 2

What award covers respite care assistants in Australia?

Accepted Answer

Respite care assistants may be covered by the Aged Care Award 2010 (MA000018) if working in residential respite, or the SCHADS Award (MA000100) if working in community or in-home respite services. The applicable award depends on the service setting and employer type. Always verify which award applies to your specific service.

Question 3

What classification level should I use for a respite care assistant?

Accepted Answer

Under the Aged Care Award or SCHADS Award, respite care assistants are typically classified at Level 2 with Certificate III qualifications. Classification depends on duties and qualifications. See our Aged Care Award pay rates guide for current rates.

Question 4

Should I include pay rates in a respite care assistant job description?

Accepted Answer

While not legally required, including indicative pay rates helps attract suitable candidates and sets clear expectations. You can reference the applicable award rate or use phrases like 'Award rates plus penalties' or 'Competitive hourly rate based on qualifications.' Check the current award rates for guidance.

Question 5

What qualifications do respite care assistants need?

Accepted Answer

Most organisations require at least a Certificate III in Individual Support (Ageing, Home and Community or Disability). The specific stream depends on the client group served. Respite workers need versatility to work across different care environments and adapt to various client needs. Track qualifications using HR software.

Question 6

Do respite care assistants need any certificates?

Accepted Answer

Yes, respite care assistants typically need a valid First Aid certificate and CPR certification. A National Police Check is mandatory. NDIS Worker Screening Check may be required if providing respite for NDIS participants. A driver's licence is often essential for in-home respite services. Manual handling training is important.

Question 7

What experience should I look for in a respite care assistant?

Accepted Answer

For entry-level positions with Certificate III qualifications, relevant work placement experience in aged care or disability support is sufficient. For experienced roles, look for previous respite care experience, ability to work independently, flexibility to adapt to different care environments and strong communication skills with families.

Question 8

Can I hire respite care assistants as trainees?

Accepted Answer

Yes, many respite services successfully hire trainees who are enrolled in Certificate III in Individual Support. However, trainees require close supervision which can be challenging in respite settings. They must complete their qualification within the specified timeframe. More experienced staff are often preferred for respite roles.

Question 9

Should I hire casual or permanent respite care assistants?

Accepted Answer

Casual employment is very common for respite care due to the variable, on-demand nature of respite services. However, a core of permanent staff provides consistency and reliability. Many services use predominantly casual staff with some permanent workers for regular bookings. See our guide on casual vs permanent employment trends.

Question 10

What penalty rates apply to respite care assistants?

Accepted Answer

Under the applicable award (Aged Care or SCHADS), penalty rates apply for: Saturdays, Sundays, public holidays, evening shifts and overtime. Respite services often operate evenings and weekends to suit families, so understanding penalty rates is crucial. Casual employees receive a 25% loading instead of leave entitlements. Use award interpretation software to calculate rates accurately.

Question 11

What are the minimum shift lengths for respite care assistants?

Accepted Answer

Under most care awards, the minimum engagement for casual employees is typically 2 hours per shift. However, respite bookings often run for longer periods (4-8 hours) or overnight stays. This varies based on family needs and service models. Check the award for specific requirements.

Question 12

What should I include in a respite care assistant employment contract?

Accepted Answer

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 locations (may be multiple), shift patterns, travel requirements and allowances, overnight stay provisions if applicable, and flexibility expectations. Use our digital employment contracts to simplify this process.

Question 13

How far in advance must I provide rosters to respite care assistants?

Accepted Answer

Under care awards, rosters must be provided at least 7 days in advance where practicable. Respite services often have late bookings due to family emergencies, requiring flexible staffing. Using rostering software helps manage bookings and communicate shifts to available staff efficiently.

Question 14

Can I require respite care assistants to work evenings and weekends?

Accepted Answer

Yes, respite services often operate evenings and weekends when families need relief. These requirements should be clearly communicated in the job description and during recruitment. Under the award, employees are entitled to penalty rates for evening and weekend work. Be clear about availability expectations during hiring.

Question 15

What breaks are respite care assistants entitled to?

Accepted Answer

Under care awards, employees working more than 5 hours are entitled to an unpaid meal break. Paid rest breaks also apply based on shift length. For in-home respite, breaks may need to be taken in the client's home. Use break planning tools to support compliance.

Question 16

How do I manage last-minute respite bookings?

Accepted Answer

Maintain a pool of casual respite workers with varying availability. Use rostering software to quickly identify available staff for urgent bookings. Consider offering a small incentive for last-minute shifts. Build strong relationships with reliable casual staff who can respond quickly to emergency respite needs.

Respite care assistant job description