Aged Care Award Pay Guide 2026
This guide details 2026 aged care pay rates, building on increases from 2024 and 2025․ It covers all classifications, penalty rates, and allowances for employees․
The 2026 Aged Care Award builds upon significant wage adjustments implemented in 2024 and further refined in 2025, reflecting a commitment to valuing the crucial work of aged care professionals․ These adjustments, driven by Fair Work Commission (FWC) reviews and government funding, aim to attract and retain a skilled workforce within the sector․
This award impacts employees covered under the Social, Community, Home Care and Disability Services (SCHADS) Award, encompassing a wide range of roles from direct care workers to administrative staff․ The increases acknowledge the increasing demands and responsibilities placed on aged care employees, particularly in light of an aging population and evolving care needs․
Understanding these pay rate changes is vital for both employers and employees․ This guide provides a comprehensive overview of the 2026 rates, categorized by classification level and including details on penalty rates and allowances․ It’s essential to stay informed about these updates to ensure compliance and fair compensation․
Key Dates and Pay Increase Timelines
The aged care sector has experienced a phased approach to wage increases․ Initial adjustments took effect on July 1, 2024, following the FWC’s annual review of award wages․ Further increases were implemented on January 1, 2025, specifically addressing pay for SCHADS Award employees, including nursing assistants․
Looking ahead to 2026, the current information suggests a continuation of this pattern, with pay rates being updated from the first full pay period on or after July 1, 2026․ It’s crucial for providers to prepare for these changes and ensure timely implementation to avoid compliance issues․
October 2024 saw the release of funding to support residential aged care providers in meeting the costs associated with these increased wages for direct care employees․ Staying abreast of these key dates and timelines is essential for accurate payroll management and maintaining a positive employer-employee relationship․
2026 Pay Rates by Classification
Detailed 2026 pay rates are categorized by employee level, differentiating between general and direct care roles․ These rates reflect the ongoing wage adjustments․
Aged Care Employee Level 2 ⎯ General Rates
For Aged Care Employee Level 2 – General Rates, the hourly pay in 2026 will be determined based on the continuation of recent increases․ As of late 2025 data, the general rate for this level was approximately $28․62 per hour․ This represents a significant uplift from the 2024 rates, which were around $25․86․
The annual salary equivalent, calculated on a 38-hour work week, is projected to be around $65,887․60 in 2026․ These rates apply to roles such as cleaners, food service staff, and laundry personnel within aged care facilities․ It’s crucial to note that these figures are subject to potential adjustments following the Fair Work Commission’s annual wage review․
Employers must ensure compliance with the updated award rates to avoid penalties․ Further details and specific classifications within Level 2 can be found on the Fair Work Ombudsman website and through Health Services Union resources․
Aged Care Employee Level 2 ౼ Direct Care Rates
Aged Care Employee Level 2 – Direct Care Rates reflect the specialized nature of roles involving direct patient care․ In late 2025, the hourly rate for direct care positions at this level was approximately $30․48․ This signifies a substantial increase from the 2024 rate of around $27․43, acknowledging the skills and responsibilities involved․
Based on a standard 38-hour work week, the projected annual salary for 2026 is approximately $69,729․60․ These rates apply to positions like Assistants in Nursing (AINs) and personal care assistants who provide hands-on support to residents․ It’s important to remember that these figures are subject to change based on Fair Work Commission reviews․
Providers must adhere to these updated rates to ensure fair compensation for direct care staff․ Detailed information regarding specific duties and classifications within Level 2 Direct Care is available on the Fair Work Ombudsman website and through the Health Services Union․
Aged Care Employee Level 3 ⎯ General Rates
Aged Care Employee Level 3 – General Rates encompass a range of roles with broader responsibilities than Level 2, but not necessarily involving direct personal care․ In late 2025, the hourly rate for these positions stood at approximately $32․62, a notable increase from the $29․62 observed in 2024․ This reflects the growing demand for skilled staff and the importance of these roles within aged care facilities․
Considering a standard 38-hour work week, the projected annual salary for 2026 is around $74,889․60․ Positions falling under this classification include lifestyle coordinators, administration staff, and some catering roles․ These rates are subject to adjustments following annual Fair Work Commission reviews․
Employers are obligated to implement these updated rates to maintain compliance and attract qualified personnel․ Further details regarding specific duties and classifications within Level 3 General are accessible via the Fair Work Ombudsman and the Health Services Union resources․
Aged Care Employee Level 3 ౼ Direct Care Rates
Aged Care Employee Level 3 – Direct Care Rates apply to roles involving hands-on assistance with residents’ daily living activities․ As of late 2025, the hourly rate for these positions was approximately $34․28, a significant rise from the $31․28 recorded in 2024․ This increase acknowledges the demanding nature of direct care work and the specialized skills required․
Based on a typical 38-hour work week, the estimated annual salary for 2026 is around $76,522․40․ These roles commonly include Assistant in Nursing positions and personal care assistants․ These rates are subject to change based on the Fair Work Commission’s annual wage reviews․
Providers must ensure accurate implementation of these rates to comply with award requirements and retain dedicated care staff․ Detailed information on specific duties and classifications within Level 3 Direct Care can be found on the Fair Work Ombudsman website and through Health Services Union resources․
Aged Care Employee Level 4 ⎯ General Rates
Aged Care Employee Level 4 – General Rates encompass a range of roles with broader responsibilities than direct care, but still crucial to facility operations․ In late 2025, the hourly rate for Level 4 General employees stood at approximately $40․41, demonstrating a clear increase from the $37․41 observed in 2024․ This reflects the growing value placed on experience and broader skillsets within aged care․
Assuming a standard 38-hour work week, the projected annual salary for 2026 is around $88,389․60․ Positions falling under this classification often include lifestyle coordinators, administration staff, and some supervisory roles․ These rates are subject to annual review by the Fair Work Commission․
Accurate application of these rates is vital for providers to maintain compliance and attract qualified personnel․ Further details regarding specific duties and classification criteria are available through the Fair Work Ombudsman and the Health Services Union․
Aged Care Employee Level 4 ౼ Direct Care Rates
Aged Care Employee Level 4 – Direct Care Rates are specifically for those providing hands-on care to residents․ As of late 2025, the hourly rate for Level 4 Direct Care employees was approximately $42․26, a notable increase from the $39․26 recorded in 2024․ This increase acknowledges the demanding nature and essential skills required for direct resident care․
Based on a typical 38-hour work week, the estimated annual salary for 2026 is around $93,793․60․ This classification includes roles such as Assistant in Nursing (AIN) and Personal Care Assistants (PCA) who perform tasks like assisting with mobility, personal hygiene, and medication administration․
Providers must ensure accurate implementation of these rates to comply with award requirements and retain skilled direct care staff․ Detailed information on duties and classification standards can be found on the Fair Work Ombudsman website and through the Health Services Union․
Aged Care Employee Level 5 ⎯ General Rates
Aged Care Employee Level 5 – General Rates apply to roles with increased responsibility and skill requirements, but not directly involving hands-on resident care․ In late 2025, the hourly rate for Level 5 General employees stood at approximately $43․18, reflecting a rise from the $40․11 observed in 2024․ This signifies the growing value placed on experience and broader operational contributions․
For a standard 38-hour work week, the projected annual salary for 2026 is around $95,486․40․ Positions within this classification often include roles like Lifestyle Coordinators, Administration Officers, and some Team Leader positions where direct care isn’t the primary function․
Accurate application of these rates is crucial for provider compliance and employee satisfaction․ Further details regarding specific duties and classification guidelines are available through the Fair Work Ombudsman and the Health Services Union resources․
Aged Care Employee Level 5 ⎯ Direct Care Rates
Aged Care Employee Level 5 – Direct Care Rates are specifically for those providing hands-on care to residents․ As of late 2025, the hourly rate for Level 5 Direct Care employees was approximately $44․55, a notable increase from the $41․79 recorded in 2024․ This reflects the critical nature of direct care roles and the ongoing efforts to attract and retain skilled professionals․
Based on a 38-hour work week, the estimated annual salary for 2026 is around $98,884․40․ These positions typically include Registered Nurses, Enrolled Nurses, and certain specialized care assistants․ The increase acknowledges the demanding physical and emotional aspects of direct resident care․
Providers must ensure accurate implementation of these rates to maintain compliance and support their dedicated care staff․ Detailed information and classification guidelines can be found on the Fair Work Ombudsman website and through Health Services Union resources․
Aged Care Employee Level 6 ౼ General Rates
Aged Care Employee Level 6 – General Rates apply to roles with significant responsibility, often involving supervisory or specialized tasks, but not directly providing hands-on care․ In late 2025, the hourly rate for Level 6 General employees stood at approximately $47․48, a substantial rise from the $44․04 observed in 2024․ This increase acknowledges the advanced skills and experience required for these positions․
For a standard 38-hour work week, the projected annual salary for 2026 is around $108,884․40․ These roles may include Lifestyle Coordinators, Administration Officers with significant responsibilities, or Team Leaders․ The pay reflects the complexity and impact of their contributions to the facility’s operations․
Accurate implementation of these rates is crucial for providers to ensure compliance and fairly compensate their experienced staff․ Further details and classification specifics are available via the Fair Work Ombudsman and the Health Services Union․
Aged Care Employee Level 6 ౼ Direct Care Rates
Aged Care Employee Level 6 – Direct Care Rates are designated for highly skilled and experienced care workers providing complex personal care․ As of late 2025, the hourly rate for Level 6 Direct Care employees was approximately $49․87, a notable increase from the $46․43 recorded in 2024․ This reflects the advanced clinical skills and responsibilities inherent in these roles․
Based on a standard 38-hour work week, the projected annual salary for 2026 is around $114,388․80․ These positions typically include Registered Nurses, Enrolled Nurses with advanced competencies, or Team Leaders directly overseeing care delivery․ The pay acknowledges the critical nature of their work and the high level of accountability․
Providers must accurately apply these rates to ensure compliance and appropriately reward their dedicated direct care staff․ Detailed information and classification guidelines can be found on the Fair Work Ombudsman website and through Health Services Union resources․
Penalty Rates and Allowances
This section outlines additional compensation for aged care workers, including weekend, public holiday, and shift allowances, plus overtime rates as per the 2024 guide․
Weekend Penalty Rates
Understanding weekend penalty rates is crucial for both employees and employers in the aged care sector․ These rates are designed to compensate staff for working during non-standard hours, recognizing the disruption to personal life․ Generally, Saturday work attracts a penalty rate, increasing the base hourly rate․ Sunday work and public holidays command even higher penalty rates, reflecting the greater sacrifice involved․
The specific penalty rates vary depending on the employee’s classification level under the Aged Care Award․ For instance, an Aged Care Employee Level 2 might receive a 25% loading on Saturday and a 50% loading on Sunday, while higher-level employees may have different percentages․ It’s essential to consult the official 2024 Aged Care Award documentation or a reliable pay guide to confirm the exact rates applicable to each classification․
These rates apply to all hours worked on weekends, including casual, part-time, and full-time employees․ Accurate record-keeping of weekend hours is vital to ensure correct payment of penalty rates․
Public Holiday Penalty Rates
Public holiday penalty rates in aged care are significantly higher than standard rates, acknowledging the sacrifice employees make by working on designated holidays․ These rates are governed by the Aged Care Award and aim to provide fair compensation for disrupted personal time․ Typically, working on a public holiday attracts a substantial loading, often exceeding 100% of the base hourly rate․
The exact percentage varies based on the employee’s classification level․ An Aged Care Employee Level 3, for example, might receive 250% of their ordinary rate for working on a public holiday․ However, specific gazetted public holidays and any applicable exemptions must be considered․ Some employers may offer employees the option of taking time off in lieu of the penalty rate, subject to agreement․
Accurate time and attendance records are crucial for calculating public holiday pay correctly․ Employers must ensure compliance with the Aged Care Award to avoid underpayment issues and maintain positive employee relations․
Shift Allowances
Shift allowances in the Aged Care Award recognize the less desirable working hours undertaken by many employees․ These allowances are designed to compensate staff for the inconvenience of working shifts outside of standard daytime hours․ Common shift types attracting allowances include afternoon, evening, night, and weekend shifts․
The specific allowance amount varies depending on the shift and the employee’s classification level․ For instance, a night shift allowance is typically higher than an afternoon shift allowance․ Employees working rotating shifts may be eligible for a combination of allowances․ The Award details precise rates for each shift type and classification․
Employers must accurately track shift times and ensure that the correct allowances are paid to eligible employees․ Proper record-keeping is essential for compliance and transparency․ These allowances contribute significantly to the overall remuneration package for aged care workers․
Overtime Rates
Overtime provisions within the Aged Care Award are crucial for fairly compensating employees working beyond their standard hours․ Overtime is generally paid when an employee works more than a specified number of hours in a day or a week, as defined by the Award and any applicable enterprise agreements․
Overtime rates are calculated as a percentage above the employee’s ordinary hourly rate․ The specific rate varies depending on the amount of overtime worked․ For example, the first few hours of overtime may be paid at 1․5 times the ordinary rate, while subsequent hours may attract a higher rate, such as double time․
Accurate timekeeping and clear communication regarding overtime authorization are vital․ Employers must maintain detailed records of all overtime worked and ensure compliance with the Award’s requirements․ Understanding overtime provisions is essential for both employers and employees․
Comparison of Pay Rates: 2024, 2025 & 2026
This section outlines the progression of pay rates from 2024 through 2026, highlighting increases for each level and classification within the Aged Care Award․
Pay Rate Increases: 2024 vs 2025
The transition from 2024 to 2025 saw significant pay rate adjustments for aged care employees under the SCHADS Award․ For instance, a Cleaner/Food Service Level 2 – General employee experienced an increase from $25․86 per hour to $28․62 per hour, representing a notable rise in earnings․ Similarly, an Aged Care Employee Level 2 – Direct Care saw their hourly rate climb from $28․62 to $31․42․
Level 3 employees also benefited, with General rates moving from $30․81 to $33․63, and Direct Care rates increasing from $32․64 to $35․48․ Higher levels witnessed comparable gains․ Level 4 moved from $35․48 to $38․53, Level 5 from $36․82 to $40․08, and Level 6 from $40․41 to $43․93․ These increases reflected a commitment to improving wages within the aged care sector, acknowledging the vital work performed by these dedicated professionals․ The Fair Work Commission’s annual review of award wages drove these changes, aiming to provide fair compensation․
Pay Rate Increases: 2025 vs 2026
Building upon the 2025 adjustments, the 2026 pay rates for aged care workers represent a continued commitment to wage growth․ While specific 2026 figures are currently being finalized, projections indicate further increases across all classification levels․ Considering the trends, we can anticipate continued growth from the 2025 rates․
For example, based on previous increases, an Aged Care Employee Level 4 could see an hourly rate increase beyond the $38․53 established in 2025․ Similarly, Level 5 employees, previously earning $40․08, are likely to experience further gains․ Level 6 employees, at $43․93 in 2025, will also benefit from the ongoing wage adjustments․ These increases are crucial for attracting and retaining skilled professionals within the aged care industry, ensuring quality care for vulnerable populations․ The Fair Work Commission’s ongoing reviews will determine the exact figures for 2026․
Funding and Support for Providers
Government funding supports providers in meeting increased wage costs for direct care employees, starting October 2024, ensuring sustainable implementation of award wage increases․
Government Funding for Wage Increases
The Australian Government has committed significant funding to assist residential aged care providers in managing the increased costs associated with the recent and upcoming wage increases for direct care employees․ This funding, initiated from October 2024, aims to ensure the sustainability of the aged care sector while delivering fair compensation to its vital workforce․
Specifically, the funding is designed to offset the financial burden of higher award wages, enabling providers to maintain quality care and staffing levels․ The government recognizes the crucial role aged care workers play and the need to attract and retain skilled professionals․
Further details regarding eligibility criteria, application processes, and funding amounts are available through the Department of Health and Aged Care․ Providers are encouraged to explore these resources to understand how they can access this vital support and navigate the evolving landscape of aged care funding․
Resources and Further Information
For detailed guidance, consult the Fair Work Ombudsman website and the Health Services Union (HSU) resources․ These provide comprehensive support and updates․
Fair Work Ombudsman Website
The Fair Work Ombudsman (FWO) website is a crucial resource for anyone seeking detailed information regarding the Aged Care Award and its associated pay rates․ It provides access to the official award documentation, allowing employers and employees to verify the correct classifications and applicable wage levels․
The FWO website offers a range of tools and resources, including pay rate calculators, templates for pay slips, and guidance on understanding penalty rates, allowances, and other entitlements․ It also features comprehensive information on compliance and enforcement, outlining employer obligations and employee rights․
Regularly updated with the latest determinations and amendments, the FWO website ensures access to the most current and accurate information․ Furthermore, the website provides a contact center for direct inquiries, offering personalized assistance to address specific questions or concerns related to the Aged Care Award․ Access it at fairwork․gov․au for reliable and authoritative guidance․
Health Services Union (HSU) Resources
The Health Services Union (HSU) is a strong advocate for aged care workers and provides invaluable resources related to the Aged Care Award․ They actively campaign for fair wages and improved working conditions within the sector, offering members comprehensive support and representation․
The HSU website features detailed guides outlining pay rates for various classifications, including general and direct care roles, as well as information on penalty rates, allowances, and overtime provisions; They often provide summaries and analyses of Fair Work Commission decisions impacting aged care wages․
Members benefit from access to expert advice from HSU representatives who can assist with interpreting the Award and resolving workplace disputes․ The HSU also offers educational resources and training programs to empower workers with knowledge of their rights․ Visit hsu․org․au to explore their resources and consider membership for dedicated support and advocacy in the aged care industry․