The Social, Community, Home Care and Disability Services Industry Award (SCHADS Award, MA000100) covers most workers in disability, home care and community services. Minimum rates change when the Fair Work Commission makes its annual decision, so this guide does not print a rate table that would be out of date within months. It shows how a rate is worked out, where the current figures are published, and the mistakes that cause underpayment.
How is a SCHADS hourly rate worked out?
The Award sets minimum weekly wages by stream, level and pay point. Clause 13.1 says "The definitions for the classification levels in clauses 15 to 17 are contained in Schedule B to Schedule F." Clause 15 covers social and community services employees, clause 16 family day care employees and clause 17 home care employees.
For ordinary hours the Award works on a 38-hour week. Clause 25.1(a) says:
"The ordinary hours of work will be 38 hours per week or an average of 38 hours per week"
So the ordinary hourly rate for a permanent employee is their weekly rate divided by 38. For casuals, clause 10.4 says:
"A casual employee will be paid per hour calculated at the rate of 1/38th of the weekly rate appropriate to the employee's classification. In addition, a loading of 25% of that rate will be paid."
Illustration only, not an Award rate: if a weekly rate were $1,140, the ordinary hourly rate would be $1,140 / 38 = $30.00, and a casual would be paid that plus 25%, which is $37.50. Substitute the real weekly rate for the employee's level and pay point.
Are there Award changes beyond the annual increase?
Yes. Apart from the yearly minimum wage decision, the Fair Work Commission has made separate changes to this Award as part of its gender-based undervaluation priority awards review. They include a new classification structure, new rules for progression between pay points and changes to minimum pay rates, and some of them are staged, with different start dates for different groups of employees, including home care employees providing disability care. Check both the rates in force today and any staged changes already announced. The Fair Work Ombudsman keeps a page for this: changes to the Social, Community, Home Care and Disability Services Award.
Which level and pay point applies?
The rate depends on the employee's classification. Clause 13.2 says:
"Employers must advise their employees in writing of their classification upon commencement and of any subsequent changes to their classification."
Classification follows the duties actually performed against the Schedule definitions, not the job title or the qualification alone. Clause 13.3 also provides for progression between pay points within a level, so check pay points at least once a year. See our classification levels guide.
What else changes the amount paid for a shift?
The base rate is only the starting point. Depending on when and how the work is done, the Award adds penalty rates, overtime, allowances and minimum engagement rules. Each has its own guide, quoted from the Award:
- Penalty rates: evenings, nights, weekends and public holidays
- Overtime
- Broken shifts
- Sleepovers
- Allowances
- Casual loading
- Annual leave loading
What are the most common pay-rate mistakes?
- Using last year's rates. Rates change after the annual decision. Update every employee's rate when the new tables take effect and keep a record of the date you did it.
- Wrong stream. Social and community services and home care employees are on different tables in clauses 15 and 17. Check which applies to the work performed.
- Not advising classification in writing. Clause 13.2 requires it at commencement and on any change.
- Missing pay point progression. Eligible employees move up under clause 13.3 and the new rate must apply from the right date.
- Treating a casual loading as a substitute for other entitlements. The 25% is a loading on the hourly rate; penalties and overtime are separate.
- Relying on a software default. Whatever system you use, check its rate tables against the Award after every annual change.
How do you stay compliant when rates change?
- Subscribe to Fair Work Commission and Fair Work Ombudsman updates for MA000100, including the staged changes above.
- When new tables are published, compare every level and pay point you use against clauses 15 to 17.
- Update your payroll rates and spot-check a sample of pay results against the Award.
- Keep written classification advice and pay point reviews on each employee file.
CareIQ helps prepare timesheets from the shifts your staff work using the rates you set up. You check the results against the Award before paying and remain responsible for pay accuracy.
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Start Your Free TrialFrequently Asked Questions
Where do I find the current SCHADS minimum rates?
In clauses 15 to 17 of the Award MA000100 on the Fair Work Commission site, and in the Fair Work Ombudsman pay guide. Both are updated when rates change.
How is the hourly rate calculated from the weekly rate?
Ordinary hours are 38 per week under clause 25.1(a), so the ordinary hourly rate is the weekly rate for the employee's classification divided by 38. Casuals are paid 1/38th of the weekly rate plus a 25% loading under clause 10.4.
Do I have to tell employees their SCHADS level?
Yes. Clause 13.2 requires employers to advise employees in writing of their classification on commencement and of any later change.
Does the casual loading replace penalty rates?
No. The 25% casual loading is paid on the hourly rate under clause 10.4. Penalty rates, overtime and allowances are separate entitlements; see the linked guides for each.
How often should I review rates and pay points?
After every annual decision on minimum wages, whenever a staged Award change starts, and at least once a year for pay point progression under clause 13.3. Keep a record of each review.