Aged Care Award

MA000018 covers employers in the aged care industry throughout Australia that provide accommodation and care for aged persons - including nursing homes, hostels, retirement villages, independent living units, serviced apartments and garden settlements - and their employees in the listed classifications. If you run a residential aged care or supported living service, this is generally the relevant award. Confirm coverage against the award and the Fair Work Ombudsman, as some staff may fall under other instruments.

The award has two main employee streams. The General stream runs across Levels 1-7 and covers roles such as personal care, food services, cleaning, laundry, maintenance and administration, with higher rates for the most senior food services employees. The Direct Care stream runs from an introductory level through direct carer, qualified, senior, specialist and team leader. Classify each worker by the duties they actually perform, then read the current rate from the Fair Work Pay Calculator.

The Aged Care Employee - Direct Care stream is a separate classification structure for hands-on care staff, running from an introductory level through direct carer, qualified, senior, specialist and team leader. Each step has its own minimum rate, set higher than the equivalent general level. Make sure direct care workers are classified in this stream rather than the general stream, and confirm the current rate for each level from the Fair Work source.

Always take current rates from the Fair Work Pay Calculator or the MA000018 pay guide rather than memory or an old spreadsheet. Rates differ by stream (general or direct care), by level, and by employment type. They are reviewed annually and rise from the first full pay period on or after 1 July, so any figure has a use-by date. Valont keeps these rates current as part of award-compliant payroll for aged care providers.

Casual aged care employees are paid an hourly rate plus a casual loading, which is commonly 25% across modern awards, in place of the paid leave and other entitlements casuals do not receive. The award also provides a pathway from casual to permanent employment under the Fair Work Act. Treat 25% as a guide only and confirm the exact loading and conversion rules for this award from the Fair Work source before running pay.

A sleepover is where an employee sleeps in overnight to be on call for emergencies, generally for a span of not less than eight and not more than 10 hours. The award provides free board and lodging plus a set per-night sleepover allowance. If the employee is called on to work during the sleepover, that work is paid separately - at overtime rates for full-timers, or ordinary pay plus shift and weekend penalties for part-time and casual staff. Confirm the current allowance via Fair Work.

MA000018 includes a per-night sleepover allowance, all-purpose leading hand allowances that rise with the number of staff supervised, and uniform, laundry, overtime meal, nauseous work, tool (for cooks and chefs) and vehicle (per kilometre) allowances. It also provides reimbursements for special clothing, safety equipment and apprentice training costs. Because some are paid per shift, per night or per kilometre, they are easy to miss. Identify which apply to each role and confirm current amounts using the Fair Work Pay Calculator.

Aged care is a seven-day operation, so Saturday and Sunday work attracts weekend penalties on top of the ordinary rate. As a general guide, weekend penalties across awards commonly run around 25% on Saturday and 50% on Sunday, and they can combine with shift loadings for evening or overnight care. You must confirm what MA000018 actually provides for the relevant shift and employment type against the Fair Work source rather than assuming a figure.

Public holiday entitlements flow from the National Employment Standards and the award. As a guide, public holiday work across awards can attract penalties of up to 150%, but the award's own provisions determine what actually applies to a given shift and employment type. Always verify the public holiday rate, and any arrangements for staff who do not work the day, for this award using the Fair Work Pay Calculator before processing a pay run that includes a public holiday.

MA000018 pays shift loadings on top of the base rate for afternoon and night shifts, with the loading depending on the time the shift starts. These loadings apply in addition to any weekend or public holiday penalties, so an overnight weekend shift can combine several elements. Map each shift's start time and day, then confirm the current loading for that shift band from the Fair Work source rather than applying a single flat figure.

Overtime generally applies to hours worked beyond an employee's ordinary or rostered hours, with the award setting different overtime rates for the first hours and for hours after that, and separate rates on Saturdays and Sundays. There are also provisions for breaks between shifts and after sleepovers. Identify which hours count as overtime for each worker, and confirm the applicable overtime rate for this award via the Fair Work Pay Calculator.

Modern award minimum rates increase following the Fair Work Commission's Annual Wage Review and take effect from the first full pay period on or after 1 July. The 2026 review added 4.75% to modern award minimums. Apply increases from the correct pay period, not the calendar date, and pull the new figures for each classification and allowance from the Fair Work source so aged care pay stays compliant.

The risks with MA000018 sit in the detail: the right stream and level, sleepover allowances versus work performed during a sleepover, stacked shift and weekend penalties on a 24/7 roster, the full set of allowances, and rates refreshed every July. The safest approach is to anchor every figure to the Fair Work Pay Calculator and review pay each 1 July. Valont runs award-compliant payroll for aged care providers, mapping rosters to the correct classifications, allowances and penalties so figures stay current and accurate.

Registered and enrolled nurses are covered by the Nurses Award even when they work in aged care.

Home care and disability support delivered in the community sit under SCHADS.