The Aged Care Award is mainly about getting coverage, classifications and roster structure right. The practical pressure points are part-time paperwork, the 28 day rostering model, ADO tracking, rest breaks and clear uniform and equipment arrangements.
This is an industry award for the aged care industry. It covers employers in that industry and employees in the clause 14 classifications, but the multiple-award test still matters if a specialist occupational award could be more appropriate.
The award contains classification levels that connect an employee's duties, skills and responsibility to a minimum rate. Common role descriptions include:
A familiar job title is only a starting point. Match the employee's real duties against the classification definitions and keep a written record of the level selected.
Coverage and classification have to be tested together under this award. The right answer depends on both the role and its work environment.
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.
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.
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.
This award expects employers to separate award obligations from NES rights and to deal with uniform and equipment issues in a clear, documented way.
Most practical failures under this award happen in routine operations, not in the wage table itself. Roster administration and clothing arrangements are common examples.
The safest way to check a current rate is to start with the employee's classification, employment type and working pattern, then use Fair Work's current pay guide or Pay and Conditions Tool. Rates can change after an Annual Wage Review or an award variation.
Yes, if the roster is designed properly. Clause 22.1 allows a 28 day cycle with 19 work days and the twentieth day as an accrued paid day off, and clause 22.5 requires ADOs to be taken within 12 months of the first full ADO accruing.
Not always. Clause 22.6 has a specific exception where the only change to a part-time roster is a mutually agreed addition of extra hours and the employee still keeps the required rostered days off for that week or fortnight. Anything beyond that should be checked against the normal roster change rule.
The award expects more than ad hoc practice. Clause 15.2 says the employer must supply uniforms and maintain them at no cost unless the parties agree to an allowance arrangement instead, and safety clothing or equipment must be reimbursed where required.
Clause 22.4 requires at least a 10 hour break between rostered work unless the parties mutually agree to reduce it to 8 hours. A tighter turnaround should not be assumed to be compliant.
PR799280, PR799299, PR799456
The current consolidated award incorporates these recent variation determinations. Use the consolidated wording when checking any affected clause, schedule, rate or allowance.
Affected: 14 - Minimum weekly wages, 15 - Allowances, 20 - National training wage, Schedule C - Supported Wage System
No. Clause 4.1 ties coverage to the aged care industry and the clause 14 classifications, and clause 4.7 says the employee is covered by the classification most appropriate to the work and the environment in which it is performed.
Clause 22.6 requires the roster to be displayed at least 2 weeks ahead and usually requires 7 days notice for a roster change. A roster can be altered at any time where another employee is absent because of illness or in an emergency.
Yes. Clause 22.5 allows a 28 day cycle with 19 work days and an accrued paid day off, and the ADO must be taken within 12 months of the first full ADO accruing.
Clause 15.2 says the employer must either supply uniforms and launder them or, by agreement, pay a uniform allowance and laundry allowance. Safety clothing and equipment required for the work must be reimbursed.
Clause 10.5 sends casual conversion to the NES pathway in sections 66A to 66MA of the Act. It is not a separate award discretion item.
This guide is general information, not legal advice. Modern award coverage and classification depend on the facts. Check the current official award and get advice for your business before relying on this page.
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