SCHADS Award Update – Disability Care Employees​

Upcoming Changes to SCHADS Award Classifications and Minimum Rates

The Fair Work Commission has continued to progress significant changes to the Social, Community, Home Care and Disability Services Industry Award 2010 (SCHADS Award) as part of its Gender-Based Undervaluation – Priority Awards Review.

These changes are particularly relevant to employers with employees currently classified under Schedule E – Home Care Employees – Disability Care.

At Explore Potential, we are continuing to monitor the Fair Work Commission’s implementation of these changes and what they will mean for our clients.

Who May Be Impacted?

The changes are particularly relevant to organisations employing disability care workers currently classified under Schedule E of the SCHADS Award.

They form part of broader changes being made to the SCHADS Award classification structure following the Fair Work Commission’s review of whether work in the care and community sector has historically been undervalued.

If you are unsure whether your employees are currently classified under Schedule E or another part of the SCHADS Award, please contact the Explore Potential team so we can review this with you.

What’s Changing?

The Fair Work Commission has determined significant changes to the SCHADS Award following its review of gender-based undervaluation, including changes affecting the classification framework and minimum rates applying to relevant employees.

The Commission’s decision includes changes affecting employees currently covered by Schedule E – Home Care Employees – Disability Care.

The implementation of these changes is significant because employers will need to ensure that employees are correctly classified and paid in accordance with the applicable minimum rates once the changes take effect.

Explore Potential is continuing to monitor the final implementation requirements, classifications and applicable rates before recommending changes to client payroll arrangements.

What Should You Do Now?

There is no need to make changes based on headline information alone.

Explore Potential recommends that employers first identify whether they currently employ workers classified under Schedule E and ensure their existing classification information is accurate.

We are monitoring the Fair Work Commission’s updates and will provide further advice as the implementation requirements and applicable rates are confirmed.

For affected Explore Potential clients, we can assist with:
  • identifying employees who may be impacted;
  • reviewing current SCHADS Award classifications;
  • assessing the implications of the new classification structure;
  • reviewing current rates of pay against the applicable minimum rates;
  • identifying potential payroll or employment contract changes;
  • preparing employee communications where required; and
  • supporting implementation within the required timeframe.
What Happens Next?

Explore Potential will continue monitoring Fair Work Commission developments and will provide further updates as additional implementation information becomes available.

Once the applicable requirements are confirmed, we recommend affected employers allow sufficient time to:

Identify impacted employees → Review classifications → Confirm applicable rates → Update payroll → Communicate with employees → Implement changes.

If Explore Potential manages your HR function, we will work with you to identify any required actions and support the implementation process.

If you are unsure whether these changes affect your organisation, please contact the Explore Potential team and we can review your current arrangements.
 
 
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