Aged Care Award

Coverage and classification have to be tested together under this award. The right answer depends on both the role and its work environment.

• Check both industry coverage and classification coverage before applying the award.
• Use the multiple-award rule where the employer has mixed workforces or specialist occupational roles.
• Do not treat the award as a blanket answer for every job in a care setting.

Employment status is a core control point under this award. Part-time paperwork and the separate casual rules should both be set up carefully at commencement.

• Part-time employees need a written regular pattern before they start, including hours, days and start and finish times.
• Any agreed variation to those hours must also be in writing.
• Casual employees receive the award casual loading for ordinary hours, and overtime for casuals is dealt with separately under clause 25.1(c).
• Casual conversion is handled through the NES, not by an informal payroll choice.

The award gives aged care employers roster flexibility, but only inside a structured hours system. ADOs, rest breaks and days off all need to be designed into the roster.

• Ordinary hours can be arranged over 76 hours per fortnight, 114 hours per 21 days or 152 hours per 4 week period.
• A 28 day cycle can be worked with 19 work days plus an accrued paid day off.
• Employees other than casuals must be free from duty for at least 2 full days each week, 4 full days each fortnight or 8 full days each 28 day cycle.
• A 10 hour break is required between rostered work unless it is mutually reduced to 8 hours.

Rosters are a formal compliance document under this award. The two week display rule and the seven day change rule should be managed separately and deliberately.

• The ordinary hours roster must be displayed where employees can access it.
• The roster must be displayed at least 2 weeks before the first working period in it.
• Roster changes usually require 7 days notice.
• There is a narrow exception for mutually agreed extra part-time hours where the employee still keeps the required rostered days off.

This award expects employers to separate award obligations from NES rights and to deal with uniform and equipment issues in a clear, documented way.

• Uniforms and laundering are the employer's responsibility unless the parties agree to an allowance arrangement instead.
• Where safety clothing or equipment is required, the employer must reimburse the employee for the cost.
• The NES and the award operate together as the minimum conditions of employment.
• Casual conversion is the clearest example of an NES right that needs to be managed alongside the award.

Most practical failures under this award happen in routine operations, not in the wage table itself. Roster administration and clothing arrangements are common examples.

• Short shift turnarounds should be checked before the roster is issued.
• Part-time extra hours should not be used to bypass the normal notice rule unless the clause 22.6 exception actually applies.
• Uniform and safety clothing decisions should be reflected in payroll records, not handled informally.

PR813673

PR813673 inserts a temporary vehicle allowance for required and authorised use of an employee's own motor vehicle in the course of their duties from 1 September 2026 to 28 February 2027. Check clause 15.7(aa) and the current official pay tools before processing mileage.

Affected: 15 - Allowances

PR799280, PR799299, PR799456

The 1 July 2026 consolidation incorporated the annual wage and allowance variations affecting minimum rates, allowances, the national training wage and the supported wage system.

Affected: 14 - Minimum weekly wages, 15 - Allowances, 20 - National training wage, Schedule C - Supported Wage System