[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"$fvXzmGdl3xEf9pKiwsbdmhRjT6AAp8f8Qlgn0zlDX64Y":3,"region-locale-en-AU":94,"$fh1FnW3K3v_o7vdCJOAKOA0S3ngr7ZuN8vaxOC0zSbUk":1132,"footer-cities-au":1182,"$fh_ohjdZXG0qQp7OdE-SmbvFCNOdAGgtLM4QH0NJbczA":1183,"$fJgNHoy9Ivu8l6Y6rc-9pYPKW63DdiVdLxj6jgxc4nco":2565,"ccn-toolset-meta":2651},{"tools_slug":4,"consumer_tools_slug":5,"tools":6},"tools-calculators","practical-tools-for-individuals",[7,16,22,28,35,40,46,51,56,62,67,72,78,83,89],{"slug":8,"local_slug":8,"title":9,"description":10,"view_count":11,"audience":12,"category":13,"source":14,"hero_image":15,"hero_image_alt":9},"cba-au-social-community-home-care-disability-services-award-2010","SCHADS Award — free pay calculator 2026 | Expert Zoom","Calculate your community services pay, redundancy, leave and super under the SCHADS Award 2010. 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Updated for 2025-26 Australian rates — free, no signup.",12,"https:\u002F\u002Fpub-bdebbd2dad294475a2da0eb657815b6b.r2.dev\u002Ftools\u002Fcba-au-road-transport-distribution-award-2020-904df7a0a7.webp",{"slug":29,"local_slug":29,"title":30,"description":31,"view_count":32,"audience":12,"category":13,"source":14,"hero_image":33,"hero_image_alt":34},"cba-au-hair-beauty-industry-award-2010","Hair and Beauty Industry Award — free pay & rights calculator 2026 | Expert Zoom","Calculate your pay, redundancy, annual leave and superannuation under the Hair and Beauty Industry Award 2010 (MA000005). Updated for 2025-26 Australian rates.",11,"https:\u002F\u002Fpub-bdebbd2dad294475a2da0eb657815b6b.r2.dev\u002Ftools\u002Fcba-au-hair-beauty-industry-award-2010-baa9ec62c8-1780065756.webp","",{"slug":36,"local_slug":36,"title":37,"description":38,"view_count":32,"audience":12,"category":13,"source":14,"hero_image":39,"hero_image_alt":37},"cba-au-hospitality-industry-general-award-2020","Hospitality Industry General Award 2020 — free pay & rights calculator 2026 | Expert Zoom","Calculate your hospitality pay, redundancy, annual leave and superannuation under the Hospitality Industry (General) Award 2020. 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All 5 classification levels, penalty rates, and state-based long service leave.",10,"https:\u002F\u002Fpub-bdebbd2dad294475a2da0eb657815b6b.r2.dev\u002Ftools\u002Fcba-au-security-services-industry-award-2020-aca734bc87.webp",{"slug":47,"local_slug":47,"title":48,"description":49,"view_count":44,"audience":12,"category":13,"source":14,"hero_image":50,"hero_image_alt":48},"cba-au-nurses-award-2020","Nurses Award 2020 — free pay & entitlements calculator 2026 | Expert Zoom","Calculate your nursing pay, redundancy, annual leave, superannuation and long service leave under the Nurses Award 2020 (MA000034). 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Updated for 2025-26 Australian rates — free, no signup.","https:\u002F\u002Fpub-bdebbd2dad294475a2da0eb657815b6b.r2.dev\u002Ftools\u002Fcba-au-building-construction-general-on-site-award-2020-e1f05beb26.webp",{"slug":68,"local_slug":68,"title":69,"description":70,"view_count":60,"audience":12,"category":13,"source":14,"hero_image":71,"hero_image_alt":69},"cba-au-fast-food-industry-award-2020","Fast Food Industry Award 2020 — free pay & rights calculator 2026 | Expert Zoom","Calculate your pay, redundancy, annual leave and superannuation under the Fast Food Industry Award 2020 (MA000003). 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Connect your calendar to receive personalised advice and anticipate your next steps.","questions in progress","Ask my first question","A preview will be available shortly.","question in progress","Ask your first question to an expert and get a personalised answer.",{"next":735,"showing":736,"previous":737},"Next","Showing {current} of {total} questions","Previous","Your Alerts","{count} in total","You can only ask 2 free questions.","🔎 A preview of their answer will be available soon.\nYou can then choose to continue the exchange and get a complete and detailed answer.","Your Guides","Question Closed: Unlock the Answer","Question Paid","question","View My Guide","⏳ Estimated time before preview publication: a few minutes.\n🔐 Your information is treated confidentially.","{name} is currently reviewing your question","questions","View All Alerts","Your Questions","Articles for You","Ask a new question","Postcode not recognised","Question Closed","Read Full Answer","and access unlimited questions in all categories","💡 You will also have the option to clarify certain elements or add a document to refine the answer if necessary.","Consult the Response","Profile Strength",[762,766,770,774,778,782,786,790,794,798],{"categoryName":763,"questionText":764,"landingSeoUrl":765},"Health","I've got this persistent cough that's been hanging around for weeks, Doc. 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When should I be really worried and take them to the emergency room?","pediatricians","You can then choose to continue the exchange and get a complete and detailed answer.","is answering it accurately and carefully.","Loading questions...","Popular Questions","Response Available","Could not close the question. Please try again.","Connect your calendar to receive proactive alerts","Continue the discussion and access unlimited questions","We monitor your Google calendar and alert you before it becomes urgent.","Your question is in good hands.","To be completed on the full guide","Your location could not be updated. Please check the postcode.","is answering it","Could not process your question. Please try again.","Estimated time before preview publication: a few minutes.","Question closed successfully.","Your information is treated confidentially.","You will also have the option to clarify certain elements or add a document to refine the answer if necessary.","Receive personalised follow-up on your guides","Ask a new question, follow your guides, and synchronise your Google and Outlook calendars",{"empty":823,"title":824,"types":825,"loading":114,"markAllRead":834},"No notifications","Notifications",{"status":826,"question_paid":830,"question_reply":831,"matched_article":832,"matched_articles":833},{"closed":827,"answered":828,"partially-answered":829},"Question closed","Your answer is ready","Partial answer available","Payment confirmed","New reply to your question","{count} new article for you","{count} new articles for you","Mark All as Read",{"empty":836,"title":738,"paused":837,"emptyHint":838,"reactivate":839,"categoryFallback":840},"No alerts at this time.","Alerts Paused","Connect your calendar and submit a question to receive personalised suggestions.","Reactivate","Category",{"error":216,"title":842,"minChars":843,"seoTitle":842,"emailSent":844,"minDigits":845,"emailLabel":470,"backToLogin":846,"description":847,"submitButton":848,"updateButton":849,"seoDescription":850,"updatingButton":551,"passwordUpdated":851,"emailPlaceholder":852,"errorDescription":853,"newPasswordLabel":854,"newPasswordTitle":855,"passwordMismatch":856,"submitButtonLoading":551,"confirmPasswordLabel":857,"emailSentDescription":555,"resetErrorDescription":858,"newPasswordPlaceholder":859,"confirmPasswordPlaceholder":860,"passwordUpdatedDescription":861},"Reset Your Password","Password must be at least 8 characters","Email Sent","Password must contain at least 2 digits","Back to Login","Enter your email address","Send Link","Update Password","Enter your new password","Password Updated","your email","Could not send the reset email. Please try again.","New Password","Enter Your New Password","Passwords do not match","Confirm Password","Could not reset your password. Please try again.","Your password","Confirm your password","Your password has been reset successfully.",{"tabs":863,"error":868,"facts":869,"title":884,"billing":885,"profile":895,"readOnly":902,"questions":903,"notifications":909},{"facts":864,"billing":865,"profile":866,"questions":867,"notifications":824},"Extracted Facts","Billing","Profile","Questions","Unable to load client 360 view.",{"type":870,"dueAt":871,"empty":872,"source":873,"status":874,"dismiss":875,"overdue":876,"passive":877,"subject":878,"upcoming":879,"alertable":880,"confidence":881,"dismissTitle":882,"dismissCancel":432,"dismissWarning":883},"Type","Due Date","No extracted facts","Source","Status","Dismiss","Overdue","Passive","Subject","Upcoming","Alertable","Confidence","Dismiss this fact?","This fact will no longer be injected into the assistant's responses or used for alerts. 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The expert will respond within minutes, typically in under 10 minutes.","Receive a clear, actionable response tailored to your situation, allowing you to proceed with confidence.","Getting answers to your questions has never been easier",{"title":930,"askQuestion":724},"Meet our Experts",{"retry":932,"terms":933,"title":934,"errors":935,"company":938,"loading":114,"getAnswer":939,"acceptTerms":940,"getUnlimited":452,"securePayment":941},"Retry","Terms and Conditions","Secure Payment of $3.00",{"title":216,"genericError":427,"paymentError":936,"initializationError":937},"An error occurred during payment","Error initialising payment","expert-zoom","Get Answer","I accept the","Secure Payment of {amount}",{"delete":943,"deleteError":944,"deleteCancel":432,"deleteConfirm":943,"deleteDialogTitle":945,"deleteDialogDescription":946},"Delete","The deletion of the guide failed. Please try again.","Delete this guide?","The saved information for this category will be deleted, and the guide will disappear from your profile. 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The expert in {city} was able to reassure me and guide me exactly to what I needed.",{"title":719,"subtitle":974,"subtitleExpert":975,"titleWithExpert":976},"Submit your question, and we will find the right expert for you!","Submit your question, and the response will be provided to you.","New Question for {name}",{"to":978,"seconds":979,"responseTo":980,"expertReading":981,"estimatedResponseTime":982,"expertSentPartialResponse":983},"to","seconds","Response to","{firstName} {lastName} is reading your question","Estimated response time: between 5 and 10 minutes","{expertName} has sent a partial response to",{"back":549,"title":550,"sending":551,"sendLink":848,"description":985,"notifications":986},"A reset link will be sent to your email address",{"error":216,"emailSent":844,"emailError":987,"loginRequired":988,"emailSentDescription":555},"Could not send reset email. 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Whether you are a disability support worker assisting NDIS participants in their homes, a community welfare case manager, a crisis shelter coordinator, or a family day care scheme employee, this award sets the legal minimum pay rates, penalty rates, leave entitlements, and conditions of employment that apply to you. Introduced as a modern award by the Fair Work Commission (FWC) under the Fair Work Act 2009, the SCHADS Award has been significantly strengthened over recent years, most notably through the Equal Remuneration Order (ERO) and the Aged Care Work Value Case, both of which have delivered substantial wage increases to historically underpaid feminised workforces.\n\n## What Is the SCHADS Award and Who Does It Cover?\n\n\u003Cdiv data-tool=\"cba-au-social-community-home-care-disability-services-award-2010\">\u003C\u002Fdiv>\n\nThe Social, Community, Home Care and Disability Services Industry Award 2010 (instrument code MA000100) applies to employers and employees in the social and community services industry across Australia. The award is structured into five separate employee streams, each with its own pay schedule:\n\n- **Schedule B — Social and Community Services (SACS):** Community welfare workers, intake officers, case managers, outreach workers, child protection support workers, disability support workers in non-home-care settings, Indigenous community workers, youth workers, and similar roles.\n- **Schedule C — Crisis Accommodation and Supported Housing:** Workers in crisis shelters, refuges, transitional housing, and supported accommodation services.\n- **Schedule D — Family Day Care Coordination:** Employees working in family day care coordination schemes.\n- **Schedule E — Home Care – Disability Services:** Workers providing in-home support to NDIS participants under disability funding streams.\n- **Schedule F — Home Care – Aged Care:** Workers providing in-home aged care services under Commonwealth aged care programs (Commonwealth Home Support Programme, Home Care Packages).\n\nWorkers covered by the SCHADS Award are employed across government, not-for-profit, and private organisations. Registered nurses and enrolled nurses are covered by the Nurses Award 2020, and residential aged care workers fall under the Aged Care Award 2010 rather than the SCHADS Award. Health professionals such as physiotherapists and occupational therapists have their own award (Health Professionals and Support Services Award 2020).\n\n## Pay Structure and Classification Levels\n\nThe SCHADS Award uses a multi-level classification structure tied to qualifications, experience, and job complexity. Each stream has its own pay schedule. Employees in the SACS (Schedule B) and Crisis Accommodation (Schedule C) streams benefit from the Equal Remuneration Order, meaning their published rates already incorporate ERO uplifts designed to address historic gender-based undervaluation of community services work.\n\n### SACS Employees (Schedule B) — Effective 1 July 2025\n\n| Level | Pay Point | Hourly Rate (AUD) | Weekly Rate (AUD) |\n|-------|-----------|-------------------|-------------------|\n| Level 1 | 1st year | AUD $28.24 | AUD $1,073.30 |\n| Level 1 | 2nd year | AUD $29.61 | AUD $1,125.30 |\n| Level 2 | 1st year | AUD $29.94 | AUD $1,137.60 |\n| Level 2 | 2nd year | AUD $30.98 | AUD $1,177.40 |\n| Level 3 | 1st year | AUD $32.07 | AUD $1,218.70 |\n| Level 3 | 3rd year | AUD $34.26 | AUD $1,301.90 |\n| Level 4 | 1st year | AUD $35.50 | AUD $1,349.00 |\n| Level 4 | 3rd year | AUD $38.45 | AUD $1,461.20 |\n| Level 5 | 1st year | AUD $40.64 | AUD $1,544.40 |\n| Level 6 | 1st year | AUD $47.44 | AUD $1,802.70 |\n| Level 7 | 1st year | AUD $55.23 | AUD $2,098.70 |\n| Level 8 | 1st year | AUD $63.68 | AUD $2,419.70 |\n\n### Home Care – Disability Services (Schedule E) — Effective 1 July 2025\n\n| Level | Pay Point | Hourly Rate (AUD) | Weekly Rate (AUD) |\n|-------|-----------|-------------------|-------------------|\n| Level 1 | 1st year | AUD $26.51 | AUD $1,007.50 |\n| Level 2 | 1st year | AUD $27.98 | AUD $1,063.40 |\n| Level 3 | 1st year | AUD $29.46 | AUD $1,119.40 |\n| Level 4 | 1st year | AUD $30.63 | AUD $1,164.00 |\n| Level 5 | 1st year | AUD $31.81 | AUD $1,208.60 |\n\n### Home Care – Aged Care (Schedule F) — Effective 1 October 2025\n\nFollowing the Aged Care Work Value Case decision, Schedule F home care workers received a separate additional increase from 1 October 2025:\n\n| Level | Pay Point | Hourly Rate (AUD) | Weekly Rate (AUD) |\n|-------|-----------|-------------------|-------------------|\n| Level 1 | 1st year | AUD $31.13 | AUD $1,182.94 |\n| Level 2 | 1st year | AUD $32.86 | AUD $1,248.68 |\n| Level 3 | 1st year | AUD $34.59 | AUD $1,314.42 |\n| Level 4 | 1st year | AUD $35.97 | AUD $1,366.86 |\n| Level 5 | 1st year | AUD $37.35 | AUD $1,419.30 |\n\nEmployees advance to the next pay point after 12 months of service demonstrating satisfactory performance and required competency. Use the Pay Calculator tab above to estimate your take-home pay at your current classification level.\n\n## Penalty Rates and Overtime\n\nThe SCHADS Award prescribes specific penalty rates for work outside ordinary Monday-to-Friday daytime hours. Weekend penalty rates are particularly significant given that home care and disability support work frequently occurs on weekends and public holidays.\n\n### Penalty Rates (% of ordinary rate)\n\n| Time and Day | Full-time \u002F Part-time | Casual |\n|---|---|---|\n| Ordinary hours (Mon–Fri) | 100% | 125% |\n| Saturday | 150% | 175% |\n| Sunday | 200% | 225% |\n| Public holiday | 250% | 275% |\n| Afternoon shift (finishing after 8 pm, at\u002Fbefore midnight) | +12.5% | — |\n| Night shift (finishing after midnight \u002F starting before 6 am) | +15% | — |\n\nShift allowances and weekend penalty rates do not stack — only the higher rate applies.\n\n### Overtime\n\n- **SACS and Crisis Accommodation (Schedules B and C):** 150% for the first 3 overtime hours, then 200%.\n- **Home Care, Disability, and Family Day Care (Schedules D, E, F):** 150% for the first 2 overtime hours, then 200%.\n- **All streams on Sundays:** 200% for all overtime hours.\n\n### Casual Loading\n\nThe casual loading under the SCHADS Award is **25%** of the ordinary hourly rate, added to all hours worked. This compensates casual employees for the lack of paid leave, notice entitlements, and other permanent employment benefits (Fair Work Act 2009 s.67B).\n\n### Sleepover Allowance\n\nA distinctive feature of this award is the sleepover allowance: workers required to sleep over at a client's residence or care facility during an 8-hour overnight period receive **4.9% of their standard weekly rate per sleepover** (rather than full overtime pay for those hours). If called upon to perform active duties during a sleepover, overtime rates apply with a minimum payment of 1 hour per disturbance.\n\n## Annual Leave\n\nUnder the SCHADS Award, full-time employees are entitled to **4 weeks (20 days) of paid annual leave per year**, consistent with the NES minimum under the Fair Work Act 2009 s.87. This accrues progressively throughout the year.\n\n**Annual leave loading:** Most SCHADS employees are entitled to a leave loading of **17.5% of their ordinary rate** while on annual leave. Shiftworkers receive whichever is higher — the 17.5% loading or the penalty rates they would have received if they had worked those shifts.\n\nCasual employees are not entitled to paid annual leave; the 25% casual loading compensates for this. Part-time employees accrue annual leave on a pro-rata basis proportional to their contracted hours.\n\n## Notice Periods\n\nThe SCHADS Award reflects the NES notice periods prescribed by Fair Work Act 2009 s.117. The notice period for termination of employment is determined by the employee's length of continuous service:\n\n| Years of Continuous Service | Minimum Notice |\n|-----------------------------|----------------|\n| Less than 1 year | 1 week |\n| 1 to 3 years | 2 weeks |\n| 3 to 5 years | 3 weeks |\n| 5 years or more | 4 weeks |\n| Over 45 with 2+ years of service | +1 additional week |\n\nPayment in lieu of notice is permitted. The same scale applies to both employee resignation and employer-initiated termination. Employers who fail to provide the required notice must pay out the equivalent amount at the employee's ordinary rate.\n\n## Redundancy Pay\n\nWhere a role is genuinely redundant, SCHADS Award employees are entitled to redundancy pay under the NES (Fair Work Act 2009 Sch 4, s.119). The genuine redundancy scale is:\n\n| Years of Continuous Service | Weeks of Pay |\n|-----------------------------|--------------|\n| 1 year | 4 weeks |\n| 2 years | 6 weeks |\n| 3 years | 7 weeks |\n| 4 years | 8 weeks |\n| 5 years | 10 weeks |\n| 6 years | 11 weeks |\n| 7 years | 13 weeks |\n| 8 years | 14 weeks |\n| 9 years | 16 weeks |\n| 10 years or more | 12 weeks (statutory cap) |\n\n**Small business exemption:** Employers with fewer than 15 employees are exempt from NES redundancy pay obligations (Fair Work Act 2009 s.123). Community and disability sector workers employed by small providers should check whether this exemption applies to their situation.\n\nRedundancy pay above the tax-free threshold is treated as an eligible termination payment (ETP) for tax purposes. The tax-free component is calculated as AUD $12,524 plus AUD $6,264 per completed year of service (2025-26 limits).\n\n## Superannuation\n\nThe SCHADS Award does not contain sector-specific superannuation provisions beyond what is required by law. Employers must contribute at the current Superannuation Guarantee (SG) rate under the Superannuation Guarantee (Administration) Act 1992:\n\n- **12.0% of ordinary time earnings** from 1 July 2025 onwards\n\nThe employer contribution is paid in addition to (not deducted from) the employee's wages. HESTA (the Health Employees Superannuation Trust Australia) is widely used in the community services and aged care sector and offers insurance options tailored to this workforce, but employees may choose any complying superannuation fund (Fair Work Act 2009 s.149A — Choice of Fund). Government sector SCHADS workers may be enrolled in a state defined benefit scheme with different contribution rules.\n\nThe annual concessional contributions cap (including employer SG and salary-sacrifice) is AUD $30,000 for the 2025-26 year.\n\n## Important Allowances\n\nIn addition to base pay and penalty rates, the SCHADS Award provides for a range of sector-specific allowances (from 1 July 2025):\n\n| Allowance | Amount | Trigger |\n|-----------|--------|---------|\n| Broken shift (1 break) | AUD $20.82\u002Fshift | Home care and SACS disability work; max 12-hour span |\n| Broken shift (2 breaks) | AUD $27.56\u002Fshift | Written agreement required |\n| First aid certificate | AUD $17.75\u002Fweek (FT) | Hold current first aid certificate and required to perform first aid |\n| On-call (Mon–Fri) | AUD $24.80\u002F24-hour period | Employee must be contactable and available to return to work |\n| On-call (weekend\u002Fpublic holiday) | AUD $49.63\u002F24-hour period | Same conditions, weekend\u002Fpublic holiday |\n| Vehicle\u002Ftravel | AUD $0.99\u002Fkm | Use of personal vehicle for work purposes |\n| Uniform | AUD $1.27\u002Fshift or AUD $6.35\u002Fweek | Employer-required uniform |\n| Laundry | AUD $0.38\u002Fshift or AUD $1.92\u002Fweek | Employer-required laundering |\n| Meal allowance (overtime) | AUD $18.35 (first occasion); AUD $16.20 each additional 4 hours | Overtime extends 1+ hour beyond ordinary hours and no meal provided |\n| Heat\u002Fcold disability | AUD $0.67\u002Fhour | Work in temperatures above 46°C or below 0°C |\n| Remote area | AUD $30.88\u002Fweek | Designated remote work locations |\n\n## State and Territory Variations\n\nThe SCHADS Award is a federal modern award, meaning pay rates and conditions are uniform across all Australian states and territories. However, certain entitlements are governed by state and territory legislation and therefore differ by jurisdiction:\n\n**Long service leave:** The qualifying period and entitlement differ significantly across states. Workers in Victoria qualify after 7 years of continuous service (6.067 weeks), while workers in most other states must complete 10 years before accessing long service leave. South Australia and the Northern Territory provide 13 weeks of leave at the 10-year mark, compared to approximately 8.7 weeks in NSW, QLD, WA, and Tasmania. Use the Long Service Leave tab in the calculator above to estimate your entitlement based on your state.\n\n**Public holidays:** Federal public holidays — New Year's Day, Australia Day, Good Friday, Easter Saturday, Easter Monday, ANZAC Day, King's Birthday, Christmas Day, and Boxing Day — apply nationwide. Each state and territory adds its own public holidays: Melbourne Cup Day (VIC), EKKA Exhibition Day (QLD), Adelaide Cup Day (SA), Foundation Day\u002FWestern Australia Day (WA), Eight Hours Day (TAS), Family and Community Day\u002FReconciliation Day (ACT). Workers rostered on state-specific public holidays are entitled to the 250% SCHADS Award public holiday rate.\n\n**Workers compensation:** Workers compensation schemes are state-based. Different premium structures, weekly payment rates, and rehabilitation requirements apply depending on whether you are employed in NSW (icare), VIC (WorkSafe), QLD (WorkCover QLD), SA (ReturnToWorkSA), WA (WorkCover WA), TAS (WorkSafe Tasmania), ACT (WorkSafe ACT), or NT (NT WorkSafe).\n\n## Your Rights at Work\n\nSCHADS Award employees have access to the full suite of Fair Work Act 2009 protections:\n\n**Unfair dismissal:** Most SCHADS employees can make an unfair dismissal application to the Fair Work Commission after completing the minimum employment period — 6 months for employers with 15 or more employees, or 12 months for small business employers (Fair Work Act 2009 s.382). Claims must be lodged within 21 days of the dismissal taking effect.\n\n**General protections:** The general protections provisions (Fair Work Act 2009 Part 3-1) prohibit adverse action (including dismissal, demotion, or reduction in conditions) against an employee for exercising a workplace right — such as making a complaint, taking personal leave, or participating in industrial action.\n\n**Right of entry:** Unions that are party to the SCHADS Award — the Australian Services Union (ASU), Health Services Union (HSU), and United Workers' Union (UWU) — have right-of-entry entitlements under Fair Work Act 2009 Part 3-4. Union officials may enter your workplace to investigate suspected Award breaches with 24 hours' notice, or without notice in specific circumstances.\n\n**Right to disconnect:** From 26 August 2024, employees of non-small-business employers covered by the SCHADS Award have the right to refuse contact outside of working hours unless the refusal is unreasonable. Small business employers must comply from 26 August 2025 (SCHADS Award cl.25A).\n\n**Minimum engagement:** Full-time and part-time SCHADS employees must be paid a minimum of 2 hours per shift (3 hours for SACS non-disability roles), even if fewer hours are worked. Casual employees have the same minimum per-engagement guarantee.\n\n---\n\n*This article is for general information purposes only and does not constitute legal advice. For questions about your specific employment situation, contact your union (ASU, HSU, or UWU), the Fair Work Ombudsman (1300 724 690), or a qualified employment lawyer. Pay rates and allowances in this article are based on the SCHADS Award as of 2025-26 and are subject to Annual Wage Review increases by the Fair Work Commission.*\n","https:\u002F\u002Fpub-bdebbd2dad294475a2da0eb657815b6b.r2.dev\u002Fhero\u002F26a43596e718-1891ba.webp","Australian disability support worker reviews SCHADS Award entitlements 2026",null,false,"PUBLISHED","en-AU","au","en","cmkzhdox400036svtxf9pwxzh","SCHADS Award Pay Rates 2026 | Expert Zoom","Check your SCHADS Award pay rates, penalty rates, redundancy and leave entitlements. Updated for 2025-26 Australian rates — free, no signup required.","SCHADS Award pay rates entitlements 2026 Australia","26a43596e718","9cc87197-5408-43dc-9de5-d740868a64f4",2535,[],{"excerpt":34,"featured":1141,"metaTitle":1147,"countryCode":1144,"categorySlug":13,"languageCode":1145,"relatedTools":1155,"readingTimeMin":26,"metaDescription":1148},[8],720,0,"7933719d-dc2b-4b0c-bc06-c45cc2a8aad0","NEUTRAL","Crawled - currently not indexed","2026-06-26T06:57:00.000Z","2026-06-28T11:41:30.378Z",5.94,"poor",3.49,0.015,"good","2026-07-24T13:49:36.415Z","2026-05-28T19:00:01.248Z","2026-05-28T19:00:01.249Z","2026-07-24T17:38:23.294Z",{"id":1146,"name":767,"slug":769,"parentId":1140},{"id":1158,"first_name":1174,"name":1175,"slug":1176,"specialty":1177,"picture":1178},"Isabelle","Torres","isabelle-torres","Legal Advisor","lawyers\u002F78eb22acd1b8e810e107cb0451d648f982",[],[8],"\u003Cp>The Social, Community, Home Care and Disability Services Industry Award 2010 — commonly known as the SCHADS Award — is one of Australia's most significant modern awards, covering more than 250,000 workers across the disability support, home care, community services, and crisis accommodation sectors. Whether you are a disability support worker assisting NDIS participants in their homes, a community welfare case manager, a crisis shelter coordinator, or a family day care scheme employee, this award sets the legal minimum pay rates, penalty rates, leave entitlements, and conditions of employment that apply to you. Introduced as a modern award by the Fair Work Commission (FWC) under the Fair Work Act 2009, the SCHADS Award has been significantly strengthened over recent years, most notably through the Equal Remuneration Order (ERO) and the Aged Care Work Value Case, both of which have delivered substantial wage increases to historically underpaid feminised workforces.\u003C\u002Fp>\n\u003Ch2 id=\"what-is-the-schads-award-and-who-does-it-cover\">What Is the SCHADS Award and Who Does It Cover?\u003C\u002Fh2>\n\u003Cdiv data-tool=\"cba-au-social-community-home-care-disability-services-award-2010\">\u003C\u002Fdiv>\n\n\u003Cp>The Social, Community, Home Care and Disability Services Industry Award 2010 (instrument code MA000100) applies to employers and employees in the social and community services industry across Australia. The award is structured into five separate employee streams, each with its own pay schedule:\u003C\u002Fp>\n\u003Cul>\n\u003Cli>\u003Cstrong>Schedule B — Social and Community Services (SACS):\u003C\u002Fstrong> Community welfare workers, intake officers, case managers, outreach workers, child protection support workers, disability support workers in non-home-care settings, Indigenous community workers, youth workers, and similar roles.\u003C\u002Fli>\n\u003Cli>\u003Cstrong>Schedule C — Crisis Accommodation and Supported Housing:\u003C\u002Fstrong> Workers in crisis shelters, refuges, transitional housing, and supported accommodation services.\u003C\u002Fli>\n\u003Cli>\u003Cstrong>Schedule D — Family Day Care Coordination:\u003C\u002Fstrong> Employees working in family day care coordination schemes.\u003C\u002Fli>\n\u003Cli>\u003Cstrong>Schedule E — Home Care – Disability Services:\u003C\u002Fstrong> Workers providing in-home support to NDIS participants under disability funding streams.\u003C\u002Fli>\n\u003Cli>\u003Cstrong>Schedule F — Home Care – Aged Care:\u003C\u002Fstrong> Workers providing in-home aged care services under Commonwealth aged care programs (Commonwealth Home Support Programme, Home Care Packages).\u003C\u002Fli>\n\u003C\u002Ful>\n\u003Cp>Workers covered by the SCHADS Award are employed across government, not-for-profit, and private organisations. Registered nurses and enrolled nurses are covered by the Nurses Award 2020, and residential aged care workers fall under the Aged Care Award 2010 rather than the SCHADS Award. Health professionals such as physiotherapists and occupational therapists have their own award (Health Professionals and Support Services Award 2020).\u003C\u002Fp>\n\u003Ch2 id=\"pay-structure-and-classification-levels\">Pay Structure and Classification Levels\u003C\u002Fh2>\n\u003Cp>The SCHADS Award uses a multi-level classification structure tied to qualifications, experience, and job complexity. Each stream has its own pay schedule. Employees in the SACS (Schedule B) and Crisis Accommodation (Schedule C) streams benefit from the Equal Remuneration Order, meaning their published rates already incorporate ERO uplifts designed to address historic gender-based undervaluation of community services work.\u003C\u002Fp>\n\u003Ch3 id=\"sacs-employees-schedule-b-effective-1-july-2025\">SACS Employees (Schedule B) — Effective 1 July 2025\u003C\u002Fh3>\n\u003Ctable>\n\u003Cthead>\n\u003Ctr>\n\u003Cth>Level\u003C\u002Fth>\n\u003Cth>Pay Point\u003C\u002Fth>\n\u003Cth>Hourly Rate (AUD)\u003C\u002Fth>\n\u003Cth>Weekly Rate (AUD)\u003C\u002Fth>\n\u003C\u002Ftr>\n\u003C\u002Fthead>\n\u003Ctbody>\u003Ctr>\n\u003Ctd>Level 1\u003C\u002Ftd>\n\u003Ctd>1st year\u003C\u002Ftd>\n\u003Ctd>AUD $28.24\u003C\u002Ftd>\n\u003Ctd>AUD $1,073.30\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003Ctr>\n\u003Ctd>Level 1\u003C\u002Ftd>\n\u003Ctd>2nd year\u003C\u002Ftd>\n\u003Ctd>AUD $29.61\u003C\u002Ftd>\n\u003Ctd>AUD $1,125.30\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003Ctr>\n\u003Ctd>Level 2\u003C\u002Ftd>\n\u003Ctd>1st year\u003C\u002Ftd>\n\u003Ctd>AUD $29.94\u003C\u002Ftd>\n\u003Ctd>AUD $1,137.60\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003Ctr>\n\u003Ctd>Level 2\u003C\u002Ftd>\n\u003Ctd>2nd year\u003C\u002Ftd>\n\u003Ctd>AUD $30.98\u003C\u002Ftd>\n\u003Ctd>AUD $1,177.40\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003Ctr>\n\u003Ctd>Level 3\u003C\u002Ftd>\n\u003Ctd>1st year\u003C\u002Ftd>\n\u003Ctd>AUD $32.07\u003C\u002Ftd>\n\u003Ctd>AUD $1,218.70\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003Ctr>\n\u003Ctd>Level 3\u003C\u002Ftd>\n\u003Ctd>3rd year\u003C\u002Ftd>\n\u003Ctd>AUD $34.26\u003C\u002Ftd>\n\u003Ctd>AUD $1,301.90\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003Ctr>\n\u003Ctd>Level 4\u003C\u002Ftd>\n\u003Ctd>1st year\u003C\u002Ftd>\n\u003Ctd>AUD $35.50\u003C\u002Ftd>\n\u003Ctd>AUD $1,349.00\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003Ctr>\n\u003Ctd>Level 4\u003C\u002Ftd>\n\u003Ctd>3rd year\u003C\u002Ftd>\n\u003Ctd>AUD $38.45\u003C\u002Ftd>\n\u003Ctd>AUD $1,461.20\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003Ctr>\n\u003Ctd>Level 5\u003C\u002Ftd>\n\u003Ctd>1st year\u003C\u002Ftd>\n\u003Ctd>AUD $40.64\u003C\u002Ftd>\n\u003Ctd>AUD $1,544.40\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003Ctr>\n\u003Ctd>Level 6\u003C\u002Ftd>\n\u003Ctd>1st year\u003C\u002Ftd>\n\u003Ctd>AUD $47.44\u003C\u002Ftd>\n\u003Ctd>AUD $1,802.70\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003Ctr>\n\u003Ctd>Level 7\u003C\u002Ftd>\n\u003Ctd>1st year\u003C\u002Ftd>\n\u003Ctd>AUD $55.23\u003C\u002Ftd>\n\u003Ctd>AUD $2,098.70\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003Ctr>\n\u003Ctd>Level 8\u003C\u002Ftd>\n\u003Ctd>1st year\u003C\u002Ftd>\n\u003Ctd>AUD $63.68\u003C\u002Ftd>\n\u003Ctd>AUD $2,419.70\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003C\u002Ftbody>\u003C\u002Ftable>\n\u003Ch3 id=\"home-care-disability-services-schedule-e-effective-1-july-2025\">Home Care – Disability Services (Schedule E) — Effective 1 July 2025\u003C\u002Fh3>\n\u003Ctable>\n\u003Cthead>\n\u003Ctr>\n\u003Cth>Level\u003C\u002Fth>\n\u003Cth>Pay Point\u003C\u002Fth>\n\u003Cth>Hourly Rate (AUD)\u003C\u002Fth>\n\u003Cth>Weekly Rate (AUD)\u003C\u002Fth>\n\u003C\u002Ftr>\n\u003C\u002Fthead>\n\u003Ctbody>\u003Ctr>\n\u003Ctd>Level 1\u003C\u002Ftd>\n\u003Ctd>1st year\u003C\u002Ftd>\n\u003Ctd>AUD $26.51\u003C\u002Ftd>\n\u003Ctd>AUD $1,007.50\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003Ctr>\n\u003Ctd>Level 2\u003C\u002Ftd>\n\u003Ctd>1st year\u003C\u002Ftd>\n\u003Ctd>AUD $27.98\u003C\u002Ftd>\n\u003Ctd>AUD $1,063.40\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003Ctr>\n\u003Ctd>Level 3\u003C\u002Ftd>\n\u003Ctd>1st year\u003C\u002Ftd>\n\u003Ctd>AUD $29.46\u003C\u002Ftd>\n\u003Ctd>AUD $1,119.40\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003Ctr>\n\u003Ctd>Level 4\u003C\u002Ftd>\n\u003Ctd>1st year\u003C\u002Ftd>\n\u003Ctd>AUD $30.63\u003C\u002Ftd>\n\u003Ctd>AUD $1,164.00\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003Ctr>\n\u003Ctd>Level 5\u003C\u002Ftd>\n\u003Ctd>1st year\u003C\u002Ftd>\n\u003Ctd>AUD $31.81\u003C\u002Ftd>\n\u003Ctd>AUD $1,208.60\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003C\u002Ftbody>\u003C\u002Ftable>\n\u003Ch3 id=\"home-care-aged-care-schedule-f-effective-1-october-2025\">Home Care – Aged Care (Schedule F) — Effective 1 October 2025\u003C\u002Fh3>\n\u003Cp>Following the Aged Care Work Value Case decision, Schedule F home care workers received a separate additional increase from 1 October 2025:\u003C\u002Fp>\n\u003Ctable>\n\u003Cthead>\n\u003Ctr>\n\u003Cth>Level\u003C\u002Fth>\n\u003Cth>Pay Point\u003C\u002Fth>\n\u003Cth>Hourly Rate (AUD)\u003C\u002Fth>\n\u003Cth>Weekly Rate (AUD)\u003C\u002Fth>\n\u003C\u002Ftr>\n\u003C\u002Fthead>\n\u003Ctbody>\u003Ctr>\n\u003Ctd>Level 1\u003C\u002Ftd>\n\u003Ctd>1st year\u003C\u002Ftd>\n\u003Ctd>AUD $31.13\u003C\u002Ftd>\n\u003Ctd>AUD $1,182.94\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003Ctr>\n\u003Ctd>Level 2\u003C\u002Ftd>\n\u003Ctd>1st year\u003C\u002Ftd>\n\u003Ctd>AUD $32.86\u003C\u002Ftd>\n\u003Ctd>AUD $1,248.68\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003Ctr>\n\u003Ctd>Level 3\u003C\u002Ftd>\n\u003Ctd>1st year\u003C\u002Ftd>\n\u003Ctd>AUD $34.59\u003C\u002Ftd>\n\u003Ctd>AUD $1,314.42\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003Ctr>\n\u003Ctd>Level 4\u003C\u002Ftd>\n\u003Ctd>1st year\u003C\u002Ftd>\n\u003Ctd>AUD $35.97\u003C\u002Ftd>\n\u003Ctd>AUD $1,366.86\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003Ctr>\n\u003Ctd>Level 5\u003C\u002Ftd>\n\u003Ctd>1st year\u003C\u002Ftd>\n\u003Ctd>AUD $37.35\u003C\u002Ftd>\n\u003Ctd>AUD $1,419.30\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003C\u002Ftbody>\u003C\u002Ftable>\n\u003Cp>Employees advance to the next pay point after 12 months of service demonstrating satisfactory performance and required competency. Use the Pay Calculator tab above to estimate your take-home pay at your current classification level.\u003C\u002Fp>\n\u003Ch2 id=\"penalty-rates-and-overtime\">Penalty Rates and Overtime\u003C\u002Fh2>\n\u003Cp>The SCHADS Award prescribes specific penalty rates for work outside ordinary Monday-to-Friday daytime hours. Weekend penalty rates are particularly significant given that home care and disability support work frequently occurs on weekends and public holidays.\u003C\u002Fp>\n\u003Ch3 id=\"penalty-rates-of-ordinary-rate\">Penalty Rates (% of ordinary rate)\u003C\u002Fh3>\n\u003Ctable>\n\u003Cthead>\n\u003Ctr>\n\u003Cth>Time and Day\u003C\u002Fth>\n\u003Cth>Full-time \u002F Part-time\u003C\u002Fth>\n\u003Cth>Casual\u003C\u002Fth>\n\u003C\u002Ftr>\n\u003C\u002Fthead>\n\u003Ctbody>\u003Ctr>\n\u003Ctd>Ordinary hours (Mon–Fri)\u003C\u002Ftd>\n\u003Ctd>100%\u003C\u002Ftd>\n\u003Ctd>125%\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003Ctr>\n\u003Ctd>Saturday\u003C\u002Ftd>\n\u003Ctd>150%\u003C\u002Ftd>\n\u003Ctd>175%\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003Ctr>\n\u003Ctd>Sunday\u003C\u002Ftd>\n\u003Ctd>200%\u003C\u002Ftd>\n\u003Ctd>225%\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003Ctr>\n\u003Ctd>Public holiday\u003C\u002Ftd>\n\u003Ctd>250%\u003C\u002Ftd>\n\u003Ctd>275%\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003Ctr>\n\u003Ctd>Afternoon shift (finishing after 8 pm, at\u002Fbefore midnight)\u003C\u002Ftd>\n\u003Ctd>+12.5%\u003C\u002Ftd>\n\u003Ctd>—\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003Ctr>\n\u003Ctd>Night shift (finishing after midnight \u002F starting before 6 am)\u003C\u002Ftd>\n\u003Ctd>+15%\u003C\u002Ftd>\n\u003Ctd>—\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003C\u002Ftbody>\u003C\u002Ftable>\n\u003Cp>Shift allowances and weekend penalty rates do not stack — only the higher rate applies.\u003C\u002Fp>\n\u003Ch3 id=\"overtime\">Overtime\u003C\u002Fh3>\n\u003Cul>\n\u003Cli>\u003Cstrong>SACS and Crisis Accommodation (Schedules B and C):\u003C\u002Fstrong> 150% for the first 3 overtime hours, then 200%.\u003C\u002Fli>\n\u003Cli>\u003Cstrong>Home Care, Disability, and Family Day Care (Schedules D, E, F):\u003C\u002Fstrong> 150% for the first 2 overtime hours, then 200%.\u003C\u002Fli>\n\u003Cli>\u003Cstrong>All streams on Sundays:\u003C\u002Fstrong> 200% for all overtime hours.\u003C\u002Fli>\n\u003C\u002Ful>\n\u003Ch3 id=\"casual-loading\">Casual Loading\u003C\u002Fh3>\n\u003Cp>The casual loading under the SCHADS Award is \u003Cstrong>25%\u003C\u002Fstrong> of the ordinary hourly rate, added to all hours worked. This compensates casual employees for the lack of paid leave, notice entitlements, and other permanent employment benefits (Fair Work Act 2009 s.67B).\u003C\u002Fp>\n\u003Ch3 id=\"sleepover-allowance\">Sleepover Allowance\u003C\u002Fh3>\n\u003Cp>A distinctive feature of this award is the sleepover allowance: workers required to sleep over at a client's residence or care facility during an 8-hour overnight period receive \u003Cstrong>4.9% of their standard weekly rate per sleepover\u003C\u002Fstrong> (rather than full overtime pay for those hours). If called upon to perform active duties during a sleepover, overtime rates apply with a minimum payment of 1 hour per disturbance.\u003C\u002Fp>\n\u003Ch2 id=\"annual-leave\">Annual Leave\u003C\u002Fh2>\n\u003Cp>Under the SCHADS Award, full-time employees are entitled to \u003Cstrong>4 weeks (20 days) of paid annual leave per year\u003C\u002Fstrong>, consistent with the NES minimum under the Fair Work Act 2009 s.87. This accrues progressively throughout the year.\u003C\u002Fp>\n\u003Cp>\u003Cstrong>Annual leave loading:\u003C\u002Fstrong> Most SCHADS employees are entitled to a leave loading of \u003Cstrong>17.5% of their ordinary rate\u003C\u002Fstrong> while on annual leave. Shiftworkers receive whichever is higher — the 17.5% loading or the penalty rates they would have received if they had worked those shifts.\u003C\u002Fp>\n\u003Cp>Casual employees are not entitled to paid annual leave; the 25% casual loading compensates for this. Part-time employees accrue annual leave on a pro-rata basis proportional to their contracted hours.\u003C\u002Fp>\n\u003Ch2 id=\"notice-periods\">Notice Periods\u003C\u002Fh2>\n\u003Cp>The SCHADS Award reflects the NES notice periods prescribed by Fair Work Act 2009 s.117. The notice period for termination of employment is determined by the employee's length of continuous service:\u003C\u002Fp>\n\u003Ctable>\n\u003Cthead>\n\u003Ctr>\n\u003Cth>Years of Continuous Service\u003C\u002Fth>\n\u003Cth>Minimum Notice\u003C\u002Fth>\n\u003C\u002Ftr>\n\u003C\u002Fthead>\n\u003Ctbody>\u003Ctr>\n\u003Ctd>Less than 1 year\u003C\u002Ftd>\n\u003Ctd>1 week\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003Ctr>\n\u003Ctd>1 to 3 years\u003C\u002Ftd>\n\u003Ctd>2 weeks\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003Ctr>\n\u003Ctd>3 to 5 years\u003C\u002Ftd>\n\u003Ctd>3 weeks\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003Ctr>\n\u003Ctd>5 years or more\u003C\u002Ftd>\n\u003Ctd>4 weeks\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003Ctr>\n\u003Ctd>Over 45 with 2+ years of service\u003C\u002Ftd>\n\u003Ctd>+1 additional week\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003C\u002Ftbody>\u003C\u002Ftable>\n\u003Cp>Payment in lieu of notice is permitted. The same scale applies to both employee resignation and employer-initiated termination. Employers who fail to provide the required notice must pay out the equivalent amount at the employee's ordinary rate.\u003C\u002Fp>\n\u003Ch2 id=\"redundancy-pay\">Redundancy Pay\u003C\u002Fh2>\n\u003Cp>Where a role is genuinely redundant, SCHADS Award employees are entitled to redundancy pay under the NES (Fair Work Act 2009 Sch 4, s.119). The genuine redundancy scale is:\u003C\u002Fp>\n\u003Ctable>\n\u003Cthead>\n\u003Ctr>\n\u003Cth>Years of Continuous Service\u003C\u002Fth>\n\u003Cth>Weeks of Pay\u003C\u002Fth>\n\u003C\u002Ftr>\n\u003C\u002Fthead>\n\u003Ctbody>\u003Ctr>\n\u003Ctd>1 year\u003C\u002Ftd>\n\u003Ctd>4 weeks\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003Ctr>\n\u003Ctd>2 years\u003C\u002Ftd>\n\u003Ctd>6 weeks\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003Ctr>\n\u003Ctd>3 years\u003C\u002Ftd>\n\u003Ctd>7 weeks\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003Ctr>\n\u003Ctd>4 years\u003C\u002Ftd>\n\u003Ctd>8 weeks\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003Ctr>\n\u003Ctd>5 years\u003C\u002Ftd>\n\u003Ctd>10 weeks\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003Ctr>\n\u003Ctd>6 years\u003C\u002Ftd>\n\u003Ctd>11 weeks\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003Ctr>\n\u003Ctd>7 years\u003C\u002Ftd>\n\u003Ctd>13 weeks\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003Ctr>\n\u003Ctd>8 years\u003C\u002Ftd>\n\u003Ctd>14 weeks\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003Ctr>\n\u003Ctd>9 years\u003C\u002Ftd>\n\u003Ctd>16 weeks\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003Ctr>\n\u003Ctd>10 years or more\u003C\u002Ftd>\n\u003Ctd>12 weeks (statutory cap)\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003C\u002Ftbody>\u003C\u002Ftable>\n\u003Cp>\u003Cstrong>Small business exemption:\u003C\u002Fstrong> Employers with fewer than 15 employees are exempt from NES redundancy pay obligations (Fair Work Act 2009 s.123). Community and disability sector workers employed by small providers should check whether this exemption applies to their situation.\u003C\u002Fp>\n\u003Cp>Redundancy pay above the tax-free threshold is treated as an eligible termination payment (ETP) for tax purposes. The tax-free component is calculated as AUD $12,524 plus AUD $6,264 per completed year of service (2025-26 limits).\u003C\u002Fp>\n\u003Ch2 id=\"superannuation\">Superannuation\u003C\u002Fh2>\n\u003Cp>The SCHADS Award does not contain sector-specific superannuation provisions beyond what is required by law. Employers must contribute at the current Superannuation Guarantee (SG) rate under the Superannuation Guarantee (Administration) Act 1992:\u003C\u002Fp>\n\u003Cul>\n\u003Cli>\u003Cstrong>12.0% of ordinary time earnings\u003C\u002Fstrong> from 1 July 2025 onwards\u003C\u002Fli>\n\u003C\u002Ful>\n\u003Cp>The employer contribution is paid in addition to (not deducted from) the employee's wages. HESTA (the Health Employees Superannuation Trust Australia) is widely used in the community services and aged care sector and offers insurance options tailored to this workforce, but employees may choose any complying superannuation fund (Fair Work Act 2009 s.149A — Choice of Fund). Government sector SCHADS workers may be enrolled in a state defined benefit scheme with different contribution rules.\u003C\u002Fp>\n\u003Cp>The annual concessional contributions cap (including employer SG and salary-sacrifice) is AUD $30,000 for the 2025-26 year.\u003C\u002Fp>\n\u003Ch2 id=\"important-allowances\">Important Allowances\u003C\u002Fh2>\n\u003Cp>In addition to base pay and penalty rates, the SCHADS Award provides for a range of sector-specific allowances (from 1 July 2025):\u003C\u002Fp>\n\u003Ctable>\n\u003Cthead>\n\u003Ctr>\n\u003Cth>Allowance\u003C\u002Fth>\n\u003Cth>Amount\u003C\u002Fth>\n\u003Cth>Trigger\u003C\u002Fth>\n\u003C\u002Ftr>\n\u003C\u002Fthead>\n\u003Ctbody>\u003Ctr>\n\u003Ctd>Broken shift (1 break)\u003C\u002Ftd>\n\u003Ctd>AUD $20.82\u002Fshift\u003C\u002Ftd>\n\u003Ctd>Home care and SACS disability work; max 12-hour span\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003Ctr>\n\u003Ctd>Broken shift (2 breaks)\u003C\u002Ftd>\n\u003Ctd>AUD $27.56\u002Fshift\u003C\u002Ftd>\n\u003Ctd>Written agreement required\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003Ctr>\n\u003Ctd>First aid certificate\u003C\u002Ftd>\n\u003Ctd>AUD $17.75\u002Fweek (FT)\u003C\u002Ftd>\n\u003Ctd>Hold current first aid certificate and required to perform first aid\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003Ctr>\n\u003Ctd>On-call (Mon–Fri)\u003C\u002Ftd>\n\u003Ctd>AUD $24.80\u002F24-hour period\u003C\u002Ftd>\n\u003Ctd>Employee must be contactable and available to return to work\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003Ctr>\n\u003Ctd>On-call (weekend\u002Fpublic holiday)\u003C\u002Ftd>\n\u003Ctd>AUD $49.63\u002F24-hour period\u003C\u002Ftd>\n\u003Ctd>Same conditions, weekend\u002Fpublic holiday\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003Ctr>\n\u003Ctd>Vehicle\u002Ftravel\u003C\u002Ftd>\n\u003Ctd>AUD $0.99\u002Fkm\u003C\u002Ftd>\n\u003Ctd>Use of personal vehicle for work purposes\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003Ctr>\n\u003Ctd>Uniform\u003C\u002Ftd>\n\u003Ctd>AUD $1.27\u002Fshift or AUD $6.35\u002Fweek\u003C\u002Ftd>\n\u003Ctd>Employer-required uniform\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003Ctr>\n\u003Ctd>Laundry\u003C\u002Ftd>\n\u003Ctd>AUD $0.38\u002Fshift or AUD $1.92\u002Fweek\u003C\u002Ftd>\n\u003Ctd>Employer-required laundering\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003Ctr>\n\u003Ctd>Meal allowance (overtime)\u003C\u002Ftd>\n\u003Ctd>AUD $18.35 (first occasion); AUD $16.20 each additional 4 hours\u003C\u002Ftd>\n\u003Ctd>Overtime extends 1+ hour beyond ordinary hours and no meal provided\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003Ctr>\n\u003Ctd>Heat\u002Fcold disability\u003C\u002Ftd>\n\u003Ctd>AUD $0.67\u002Fhour\u003C\u002Ftd>\n\u003Ctd>Work in temperatures above 46°C or below 0°C\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003Ctr>\n\u003Ctd>Remote area\u003C\u002Ftd>\n\u003Ctd>AUD $30.88\u002Fweek\u003C\u002Ftd>\n\u003Ctd>Designated remote work locations\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003C\u002Ftbody>\u003C\u002Ftable>\n\u003Ch2 id=\"state-and-territory-variations\">State and Territory Variations\u003C\u002Fh2>\n\u003Cp>The SCHADS Award is a federal modern award, meaning pay rates and conditions are uniform across all Australian states and territories. However, certain entitlements are governed by state and territory legislation and therefore differ by jurisdiction:\u003C\u002Fp>\n\u003Cp>\u003Cstrong>Long service leave:\u003C\u002Fstrong> The qualifying period and entitlement differ significantly across states. Workers in Victoria qualify after 7 years of continuous service (6.067 weeks), while workers in most other states must complete 10 years before accessing long service leave. South Australia and the Northern Territory provide 13 weeks of leave at the 10-year mark, compared to approximately 8.7 weeks in NSW, QLD, WA, and Tasmania. Use the Long Service Leave tab in the calculator above to estimate your entitlement based on your state.\u003C\u002Fp>\n\u003Cp>\u003Cstrong>Public holidays:\u003C\u002Fstrong> Federal public holidays — New Year's Day, Australia Day, Good Friday, Easter Saturday, Easter Monday, ANZAC Day, King's Birthday, Christmas Day, and Boxing Day — apply nationwide. Each state and territory adds its own public holidays: Melbourne Cup Day (VIC), EKKA Exhibition Day (QLD), Adelaide Cup Day (SA), Foundation Day\u002FWestern Australia Day (WA), Eight Hours Day (TAS), Family and Community Day\u002FReconciliation Day (ACT). Workers rostered on state-specific public holidays are entitled to the 250% SCHADS Award public holiday rate.\u003C\u002Fp>\n\u003Cp>\u003Cstrong>Workers compensation:\u003C\u002Fstrong> Workers compensation schemes are state-based. Different premium structures, weekly payment rates, and rehabilitation requirements apply depending on whether you are employed in NSW (icare), VIC (WorkSafe), QLD (WorkCover QLD), SA (ReturnToWorkSA), WA (WorkCover WA), TAS (WorkSafe Tasmania), ACT (WorkSafe ACT), or NT (NT WorkSafe).\u003C\u002Fp>\n\u003Ch2 id=\"your-rights-at-work\">Your Rights at Work\u003C\u002Fh2>\n\u003Cp>SCHADS Award employees have access to the full suite of Fair Work Act 2009 protections:\u003C\u002Fp>\n\u003Cp>\u003Cstrong>Unfair dismissal:\u003C\u002Fstrong> Most SCHADS employees can make an unfair dismissal application to the Fair Work Commission after completing the minimum employment period — 6 months for employers with 15 or more employees, or 12 months for small business employers (Fair Work Act 2009 s.382). Claims must be lodged within 21 days of the dismissal taking effect.\u003C\u002Fp>\n\u003Cp>\u003Cstrong>General protections:\u003C\u002Fstrong> The general protections provisions (Fair Work Act 2009 Part 3-1) prohibit adverse action (including dismissal, demotion, or reduction in conditions) against an employee for exercising a workplace right — such as making a complaint, taking personal leave, or participating in industrial action.\u003C\u002Fp>\n\u003Cp>\u003Cstrong>Right of entry:\u003C\u002Fstrong> Unions that are party to the SCHADS Award — the Australian Services Union (ASU), Health Services Union (HSU), and United Workers' Union (UWU) — have right-of-entry entitlements under Fair Work Act 2009 Part 3-4. Union officials may enter your workplace to investigate suspected Award breaches with 24 hours' notice, or without notice in specific circumstances.\u003C\u002Fp>\n\u003Cp>\u003Cstrong>Right to disconnect:\u003C\u002Fstrong> From 26 August 2024, employees of non-small-business employers covered by the SCHADS Award have the right to refuse contact outside of working hours unless the refusal is unreasonable. Small business employers must comply from 26 August 2025 (SCHADS Award cl.25A).\u003C\u002Fp>\n\u003Cp>\u003Cstrong>Minimum engagement:\u003C\u002Fstrong> Full-time and part-time SCHADS employees must be paid a minimum of 2 hours per shift (3 hours for SACS non-disability roles), even if fewer hours are worked. Casual employees have the same minimum per-engagement guarantee.\u003C\u002Fp>\n\u003Chr>\n\u003Cp>\u003Cem>This article is for general information purposes only and does not constitute legal advice. For questions about your specific employment situation, contact your union (ASU, HSU, or UWU), the Fair Work Ombudsman (1300 724 690), or a qualified employment lawyer. Pay rates and allowances in this article are based on the SCHADS Award as of 2025-26 and are subject to Annual Wage Review increases by the Fair Work Commission.\u003C\u002Fem>\u003C\u002Fp>\n",[],[1184,1192,1199,1206,1213,1220,1227,1234,1241,1248,1255,1262,1269,1276,1283,1290,1297,1304,1311,1318,1325,1332,1339,1346,1353,1358,1365,1372,1379,1386,1391,1396,1401,1406,1411,1418,1425,1432,1439,1446,1453,1460,1467,1474,1479,1486,1493,1500,1507,1514,1521,1528,1535,1542,1549,1556,1563,1570,1577,1584,1591,1598,1605,1612,1619,1626,1633,1640,1647,1654,1661,1668,1676,1683,1690,1697,1704,1711,1718,1723,1730,1737,1744,1751,1758,1765,1772,1779,1786,1793,1800,1807,1814,1821,1828,1835,1842,1849,1856,1863,1870,1877,1884,1891,1898,1905,1912,1919,1926,1933,1940,1947,1954,1961,1968,1975,1982,1989,1996,2004,2011,2018,2025,2032,2039,2046,2053,2060,2067,2073,2080,2087,2094,2101,2108,2114,2121,2128,2135,2142,2149,2156,2163,2170,2177,2184,2191,2199,2206,2213,2220,2227,2235,2242,2249,2256,2263,2270,2277,2284,2291,2299,2306,2313,2320,2327,2334,2341,2349,2356,2363,2370,2376,2383,2390,2398,2405,2412,2419,2426,2433,2440,2447,2455,2462,2469,2476,2483,2490,2497,2504,2511,2516,2520,2527,2534,2540,2546,2552,2558],{"seo_content":1185,"id":1187,"name":1188,"slug":1189,"parentId":1190,"lang":1143,"_count":1191},[1186],{"page_slug":1140},"cmkzhjdpl00bfwf4fcjy5ywib","Orthopedic Surgery","orthopedic-surgeons","cmkzhdoul00016svtecvkfivq",{"experts":1157},{"seo_content":1193,"id":1195,"name":1196,"slug":1197,"parentId":1190,"lang":1143,"_count":1198},[1194],{"page_slug":1140},"cmkzhjdsx00bnwf4fd9dbykbj","Addiction Medicine","addiction-specialists",{"experts":1157},{"seo_content":1200,"id":1202,"name":1203,"slug":1204,"parentId":1190,"lang":1143,"_count":1205},[1201],{"page_slug":1140},"cmkzhjec300cxwf4f48z4earu","Yoga for Athletes","yoga-teachers-athletes",{"experts":1157},{"seo_content":1207,"id":1209,"name":1210,"slug":1211,"parentId":1190,"lang":1143,"_count":1212},[1208],{"page_slug":1140},"cmkzhjeba00cvwf4ffois8mle","Corporate Yoga","corporate-yoga-teachers",{"experts":1157},{"seo_content":1214,"id":1216,"name":1217,"slug":1218,"parentId":1190,"lang":1143,"_count":1219},[1215],{"page_slug":1140},"cmkzhjeag00ctwf4fez2mhad8","Bikram Yoga","bikram-yoga-teachers",{"experts":1157},{"seo_content":1221,"id":1223,"name":1224,"slug":1225,"parentId":1190,"lang":1143,"_count":1226},[1222],{"page_slug":1140},"cmkzhje7y00cnwf4fn592w21g","Yoga Workshops","yoga-workshop-teachers",{"experts":1157},{"seo_content":1228,"id":1230,"name":1231,"slug":1232,"parentId":1190,"lang":1143,"_count":1233},[1229],{"page_slug":1140},"cmkzhje6b00cjwf4ffv15v1lf","Cardiology","cardiologists",{"experts":1157},{"seo_content":1235,"id":1237,"name":1238,"slug":1239,"parentId":1190,"lang":1143,"_count":1240},[1236],{"page_slug":1140},"cmkzhje5h00chwf4fv41gqxuf","Neurology","neurologists",{"experts":1157},{"seo_content":1242,"id":1244,"name":1245,"slug":1246,"parentId":1190,"lang":1143,"_count":1247},[1243],{"page_slug":1140},"cmkzhje3t00cdwf4fg8aijccm","Sports Medicine","sports-medicine",{"experts":1157},{"seo_content":1249,"id":1251,"name":1252,"slug":1253,"parentId":1190,"lang":1143,"_count":1254},[1250],{"page_slug":1140},"cmkzhje4n00cfwf4fhqimlkx7","Dermatology","dermatologists",{"experts":1157},{"seo_content":1256,"id":1258,"name":1259,"slug":1260,"parentId":1190,"lang":1143,"_count":1261},[1257],{"page_slug":1140},"cmkzhje3000cbwf4fk5v7pq15","Emergency Medicine","emergency-medicine",{"experts":1157},{"seo_content":1263,"id":1265,"name":1266,"slug":1267,"parentId":1190,"lang":1143,"_count":1268},[1264],{"page_slug":1140},"cmkzhjdzm00c3wf4fxx8ypdci","Hematology","hematologists",{"experts":1157},{"seo_content":1270,"id":1272,"name":1273,"slug":1274,"parentId":1190,"lang":1143,"_count":1275},[1271],{"page_slug":1140},"cmkzhjds300blwf4f58xvfvxg","Tropical Medicine","tropical-medicine",{"experts":1157},{"seo_content":1277,"id":1279,"name":1280,"slug":1281,"parentId":1190,"lang":1143,"_count":1282},[1278],{"page_slug":1140},"cmkzhjdw900bvwf4ftopt7oe7","Rheumatology","rheumatologists",{"experts":1157},{"seo_content":1284,"id":1286,"name":1287,"slug":1288,"parentId":1190,"lang":1143,"_count":1289},[1285],{"page_slug":1140},"cmkzhje1c00c7wf4fnwh4vh9w","Pulmonology","pulmonologists",{"experts":1157},{"seo_content":1291,"id":1293,"name":1294,"slug":1295,"parentId":1190,"lang":1143,"_count":1296},[1292],{"page_slug":1140},"cmkzhje2600c9wf4f1h7cc2do","Ophthalmology","ophthalmologists",{"experts":1157},{"seo_content":1298,"id":1300,"name":1301,"slug":1302,"parentId":1190,"lang":1143,"_count":1303},[1299],{"page_slug":1140},"cmkzhjdys00c1wf4f4gpxdy5z","Gynecology","gynecologists",{"experts":1157},{"seo_content":1305,"id":1307,"name":1308,"slug":1309,"parentId":1190,"lang":1143,"_count":1310},[1306],{"page_slug":1140},"cmkzhjdxx00bzwf4f1xr6clxa","Nephrology","nephrologists",{"experts":1157},{"seo_content":1312,"id":1314,"name":1315,"slug":1316,"parentId":1190,"lang":1143,"_count":1317},[1313],{"page_slug":1140},"cmkzhjdr900bjwf4fy8gnppth","ENT","ent-specialists",{"experts":1157},{"seo_content":1319,"id":1321,"name":1322,"slug":1323,"parentId":1190,"lang":1143,"_count":1324},[1320],{"page_slug":1140},"cmkzhjdx300bxwf4fxbjutejs","General Medicine","general-practitioners",{"experts":1157},{"seo_content":1326,"id":1328,"name":1329,"slug":1330,"parentId":1190,"lang":1143,"_count":1331},[1327],{"page_slug":1140},"cmkzhje7500clwf4fzb09du2d","Prenatal Yoga","prenatal-yoga-teachers",{"experts":1157},{"seo_content":1333,"id":1335,"name":1336,"slug":1337,"parentId":1190,"lang":1143,"_count":1338},[1334],{"page_slug":1140},"cmkzhjedr00d1wf4fyq37qmth","Yoga for Beginners","yoga-teachers-beginners",{"experts":1157},{"seo_content":1340,"id":1342,"name":1343,"slug":1344,"parentId":1190,"lang":1143,"_count":1345},[1341],{"page_slug":1140},"cmkzhje8s00cpwf4frae5c2iw","Yoga and Meditation","yoga-meditation-teachers",{"experts":1157},{"seo_content":1347,"id":1349,"name":1350,"slug":1351,"parentId":1190,"lang":1143,"_count":1352},[1348],{"page_slug":1140},"cmkzhjeg900d7wf4flpu9rdwa","Yoga for Seniors","yoga-teachers-seniors",{"experts":1157},{"seo_content":1354,"id":1356,"name":795,"slug":797,"parentId":1190,"lang":1143,"_count":1357},[1355],{"page_slug":1140},"cmkzhjdn200b9wf4fcogqsbky",{"experts":1157},{"seo_content":1359,"id":1361,"name":1362,"slug":1363,"parentId":1190,"lang":1143,"_count":1364},[1360],{"page_slug":1140},"cmkzhjeff00d5wf4fdihweysd","Kundalini Yoga","kundalini-yoga-teachers",{"experts":1157},{"seo_content":1366,"id":1368,"name":1369,"slug":1370,"parentId":1190,"lang":1143,"_count":1371},[1367],{"page_slug":1140},"cmkzhjdvf00btwf4fsc4x2o9a","Geriatrics","geriatricians",{"experts":1157},{"seo_content":1373,"id":1375,"name":1376,"slug":1377,"parentId":1190,"lang":1143,"_count":1378},[1374],{"page_slug":1140},"cmkzhjdul00brwf4fzsfddlp3","Endocrinology","endocrinologists",{"experts":1157},{"seo_content":1380,"id":1382,"name":1383,"slug":1384,"parentId":1190,"lang":1143,"_count":1385},[1381],{"page_slug":1140},"cmkzhjdtr00bpwf4fzwur4lqi","Oncology","oncologists",{"experts":1157},{"seo_content":1387,"id":1389,"name":791,"slug":793,"parentId":1190,"lang":1143,"_count":1390},[1388],{"page_slug":1140},"cmkzhjdm800b7wf4fchql3lzg",{"experts":1157},{"seo_content":1392,"id":1394,"name":779,"slug":781,"parentId":1190,"lang":1143,"_count":1395},[1393],{"page_slug":1140},"cmkzhjdjq00b1wf4fscao2ewj",{"experts":1157},{"seo_content":1397,"id":1399,"name":787,"slug":789,"parentId":1190,"lang":1143,"_count":1400},[1398],{"page_slug":1140},"cmkzhjdle00b5wf4fw1le58im",{"experts":1157},{"seo_content":1402,"id":1404,"name":775,"slug":777,"parentId":1190,"lang":1143,"_count":1405},[1403],{"page_slug":1140},"cmkzhjdiw00azwf4fsltj8rpi",{"experts":1157},{"seo_content":1407,"id":1409,"name":799,"slug":801,"parentId":1190,"lang":1143,"_count":1410},[1408],{"page_slug":1140},"cmkzhjdnx00bbwf4fxw039hpc",{"experts":1157},{"seo_content":1412,"id":1414,"name":1415,"slug":1416,"parentId":1190,"lang":1143,"_count":1417},[1413],{"page_slug":1140},"cmkzhjdor00bdwf4fqin84ifw","Alternative Medicine","alternative-medicine",{"experts":1157},{"seo_content":1419,"id":1421,"name":1422,"slug":1423,"parentId":1190,"lang":1143,"_count":1424},[1420],{"page_slug":1140},"cmkzhje0i00c5wf4f0zetulz5","Gastroenterology","gastroenterologists",{"experts":1157},{"seo_content":1426,"id":1428,"name":1429,"slug":1430,"parentId":1190,"lang":1143,"_count":1431},[1427],{"page_slug":1140},"cmkzhje9m00crwf4ftuulnxrp","Therapeutic Yoga","therapeutic-yoga-teachers",{"experts":1157},{"seo_content":1433,"id":1435,"name":1436,"slug":1437,"parentId":1190,"lang":1143,"_count":1438},[1434],{"page_slug":1140},"cmkzhjdqf00bhwf4fk1ma9nkv","Clinical Psychology","clinical-psychology",{"experts":1157},{"seo_content":1440,"id":1442,"name":1443,"slug":1444,"parentId":1190,"lang":1143,"_count":1445},[1441],{"page_slug":1140},"cmkzhjecx00czwf4fbld8gvdo","Vinyasa Yoga","vinyasa-yoga-teachers",{"experts":1157},{"seo_content":1447,"id":1449,"name":1450,"slug":1451,"parentId":1190,"lang":1143,"_count":1452},[1448],{"page_slug":1140},"cmkzhjeir00ddwf4f9qers353","Online Yoga","online-yoga-teachers",{"experts":1157},{"seo_content":1454,"id":1456,"name":1457,"slug":1458,"parentId":1190,"lang":1143,"_count":1459},[1455],{"page_slug":1140},"cmkzhjehx00dbwf4fw4fom9rs","Hatha Yoga","hatha-yoga-teachers",{"experts":1157},{"seo_content":1461,"id":1463,"name":1464,"slug":1465,"parentId":1190,"lang":1143,"_count":1466},[1462],{"page_slug":1140},"cmkzhjeh300d9wf4ful47sgne","Restorative Yoga","restorative-yoga-teachers",{"experts":1157},{"seo_content":1468,"id":1470,"name":1471,"slug":1472,"parentId":1190,"lang":1143,"_count":1473},[1469],{"page_slug":1140},"cmkzhjeel00d3wf4fuvt36zj2","Yoga for 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Together, they r","Three changes to the Fair Work Act — the right to disconnect, a new casual conversion pathway, and limits on fixed-term contracts — are now fully operational across Australia in 2026. Together, they represent the most significant rewrite of Australian workplace law since the Fair Work Act 2009 was first enacted. Whether you are a worker navigating an \"always-on\" workplace or an employer updating employment contracts, these provisions carry real legal weight. Civil penalties for breaches can reach $82,500 per contravention for corporations, and the Fair Work Commission (FWC) has already begun receiving hundreds of disputes under the new framework.\n\n\u003Cdiv class=\"stat-grid\">\n  \u003Cdiv class=\"stat-card\">\n    \u003Cdiv class=\"stat-value\">$82,500\u003C\u002Fdiv>\n    \u003Cdiv class=\"stat-label\">Max penalty per breach (corporations)\u003C\u002Fdiv>\n    \u003Cdiv class=\"stat-source\">Fair Work Act 2009, civil penalty provisions\u003C\u002Fdiv>\n  \u003C\u002Fdiv>\n  \u003Cdiv class=\"stat-card\">\n    \u003Cdiv class=\"stat-value\">2 years\u003C\u002Fdiv>\n    \u003Cdiv class=\"stat-label\">Fixed-term contract cap (maximum duration)\u003C\u002Fdiv>\n    \u003Cdiv class=\"stat-source\">Fair Work Act, s.333E, in force Dec 2023\u003C\u002Fdiv>\n  \u003C\u002Fdiv>\n  \u003Cdiv class=\"stat-card\">\n    \u003Cdiv class=\"stat-value\">12 months\u003C\u002Fdiv>\n    \u003Cdiv class=\"stat-label\">Qualifying period for casual conversion request\u003C\u002Fdiv>\n    \u003Cdiv class=\"stat-source\">Fair Work Act, s.66A, in force Aug 2024\u003C\u002Fdiv>\n  \u003C\u002Fdiv>\n\u003C\u002Fdiv>\n\n\n## The Right to Disconnect: What Changed on 26 August 2025\n\nThe right to disconnect came into force for large employers (those with 15 or more employees) on 26 August 2024. Small businesses gained the same obligation on 26 August 2025. Under sections 333M to 333Q of the Fair Work Act 2009, employees now have a protected right to refuse monitoring, reading, or responding to employer contact outside their ordinary working hours — provided that refusal is not unreasonable in the circumstances.\n\nThe law does not prohibit employers from making contact. It prohibits adverse action against an employee who refuses to engage with that contact. Adverse action includes dismissal, demotion, reducing hours, and any form of retaliation. An employee who is disciplined for ignoring a 10 pm email can bring a general protections claim before the FWC under the existing adverse action framework, now bolstered by the specific right to disconnect protections.\n\n**What counts as \"unreasonable refusal\" is context-dependent.** The FWC assesses each situation by weighing the reason for the contact, whether the employee is compensated for being available outside hours, the disruption to the employee's personal circumstances, and the nature of the role. A doctor on-call under a formal arrangement stands in a different position to an office worker who receives occasional after-hours emails from their manager.\n\n> \"The right to disconnect is not a blanket prohibition on out-of-hours contact — it is a protection against the expectation of an immediate response. Employers who rely on informal 'always-on' cultures now face real legal exposure if they take action against employees who exercise this right.\"\n> — Employment law perspective, consistent with Fair Work Commission guidance\n\n\n## Casual Conversion in 2026: A Worker-Initiated Right\n\n![Two professionals across a meeting table in a Melbourne law office, one signing a casual employment conversion letter, the other reviewing the employer agreement, natural daylight, decisive professional moment](https:\u002F\u002Fpub-bdebbd2dad294475a2da0eb657815b6b.r2.dev\u002Fhero\u002Fe6dc15e66fc1-inline-1-2d9523.webp)\n\nThe casual conversion framework underwent a fundamental shift with the Fair Work Legislation Amendment (Closing Loopholes) Act 2023. Under the pre-2024 regime, conversion was employer-driven: after 12 months, employers were obligated to offer conversion to eligible casuals. The new model, operational since 27 August 2024, places that power with the employee.\n\nAn employee who has worked as a casual for 12 months or more and whose employment pattern suggests a \"regular and systematic\" arrangement can now make a written conversion request directly to their employer under section 66A of the Fair Work Act. The employer must respond in writing within 21 days, either accepting or refusing on specified grounds.\n\nThe Fair Work Act recognises only narrow grounds for refusal:\n\n- The employee does not meet the definition of a \"regular casual employee\" (their pattern of work is genuinely irregular or ad hoc)\n- Accepting the request would result in a significant adjustment to the employer's operations\n- The position will cease to exist within 12 months\n- Hours and days would significantly reduce within 12 months\n- There are no comparable permanent positions available\n\nAn employer cannot simply refuse because they prefer the workforce flexibility that casual arrangements provide. Unjustified refusals expose employers to FWC proceedings and potential penalties. The [Fair Work Commission's approach to junior rates in 2026](https:\u002F\u002Fexpert-zoom.com\u002Fau\u002Fnews\u002Ffair-work-commission-junior-rates-2026-australia-young-workers) illustrates how the Commission continues to prioritise worker protections across employment classifications.\n\n**À retenir:** A casual employee with 12 months of regular rostered shifts has an enforceable right to request conversion. \"Regular and systematic\" does not require identical hours each week — a consistent pattern of shifts, even if varying in length, typically qualifies.\n\n\n## Fixed-Term Contract Limits: The Two-Year Cap and Its Exceptions\n\n![An Anglo-Australian man in business casual attire reviewing a fixed-term contract on a laptop at a modern Brisbane open-plan office, midday light, thoughtful expression](https:\u002F\u002Fpub-bdebbd2dad294475a2da0eb657815b6b.r2.dev\u002Fhero\u002Fe6dc15e66fc1-inline-2-2d9523.webp)\n\nFrom 6 December 2023, the Fair Work Act introduced hard limits on fixed-term contracts under sections 333E to 333J. The core rule is straightforward: a fixed-term contract cannot cover a period of more than two years in total, including any extensions or renewals. Employers also cannot engage the same employee on two or more consecutive fixed-term contracts for the same or substantially similar role if doing so would result in a total engagement exceeding two years.\n\nAnti-avoidance provisions close the obvious loopholes. An employer cannot structure an arrangement through a third-party labour hire company to circumvent the caps, nor can they use a short break between contracts to \"reset the clock\" if the intent is to keep the employee in an indefinite fixed-term engagement.\n\nThe following table summarises what is and is not permitted:\n\n| Scenario | Permitted? |\n|---|---|\n| Single fixed-term contract, 18 months | Yes |\n| Two consecutive contracts, 1 year each, same role | No (total exceeds 2 years) |\n| Fixed-term contract + extension totalling 2.5 years | No |\n| Fixed-term contract, then conversion to permanent | Yes |\n| Renewed contract after genuine restructure of role | Assessed case by case |\n| Contract for specific task with no fixed end date | Not a fixed-term contract; caps do not apply |\n\n**Key exemptions** apply for high-income earners above the annual earnings threshold (currently $175,000 for 2025–26), specialist roles governed by specific government programs, training arrangements, and certain seasonal positions. Employers relying on exemptions should document the basis carefully, as the burden of proof rests with the employer in any FWC proceedings.\n\n\n## How the Fair Work Commission Handles Disputes Under the New Framework\n\nThe Fair Work Commission (FWC) is the primary dispute resolution body for all three areas. Its general powers allow it to issue orders, impose civil penalties, and award compensation. The process is designed to be accessible without legal representation, though legal advisers become valuable once the dispute reaches formal hearing stage.\n\nFor right to disconnect disputes, an employee who believes they have been subjected to adverse action must file an application within 21 calendar days of the alleged adverse action. The FWC first attempts conciliation; if that fails, the matter proceeds to arbitration. The Commission can order reinstatement, compensation, or a declaration that the employer contravened the Act.\n\nFor casual conversion disputes, an employer's failure to respond within 21 days to a conversion request, or an unreasonable refusal, can be referred to the FWC for conciliation and, if necessary, determination. For fixed-term contract breaches, penalties can be sought by either the FWC or the employee, and affected employees may also claim the benefit of a permanent contract if a fixed-term arrangement is found to contravene the caps.\n\nUnderstanding your [rights on public holidays and penalty rates](https:\u002F\u002Fexpert-zoom.com\u002Fau\u002Fnews\u002Fanzac-day-2026-public-holiday-saturday-penalty-rates-entitlements-workers-employers) alongside these protections gives employees a fuller picture of the Fair Work Act's protections in practice.\n\n\n## Practical Compliance Steps for Employers\n\nCompliance with the Fair Work Act's 2026 obligations is not a one-time box-ticking exercise. Each of the three areas requires specific operational changes.\n\n**For the right to disconnect:**\n\n1. Audit current communication expectations. If your internal culture assumes responses to messages sent after hours, that expectation is now legally problematic.\n2. Update employment contracts and workplace policies to acknowledge the right to disconnect and specify the narrow circumstances (genuine emergencies, on-call arrangements with compensation) where out-of-hours response is expected.\n3. Train managers. The most common breach scenario is a manager penalising an employee informally — through exclusion, workload adjustments, or negative performance assessments — rather than formal disciplinary action.\n4. Document any legitimate on-call arrangements, including the additional compensation paid for availability.\n\n**For casual conversion:**\n\n1. Identify all casual employees with 12 or more months of service who work a regular or systematic pattern.\n2. Assess whether their engagement pattern would qualify them to make a conversion request.\n3. Develop a written response process for conversion requests, including the template for refusal on permissible grounds.\n4. If refusing, ensure the grounds are genuine and documented — a refusal based on operational preference alone does not withstand FWC scrutiny.\n\n**For fixed-term contracts:**\n\n1. Audit all current fixed-term arrangements. Any contract entered into or renewed from 6 December 2023 must comply with the two-year cap.\n2. For roles genuinely suited to project-based or temporary arrangements, document the specific task the contract relates to.\n3. Do not roll over contracts for the same role without converting to permanent employment or terminating, unless an exemption clearly applies.\n\n\n## When to Seek Legal Advice on Your Fair Work Act Rights\n\nMany Fair Work Act matters can be resolved through the FWC's free conciliation service without lawyers involved. However, certain situations call for early legal advice: when an employer disputes the facts, when penalties are at stake, when the matter involves senior employees with complex contracts, or when the dispute overlaps with general protections claims that might carry higher compensation.\n\nFor employees, a workplace lawyer can assess whether a refusal of a casual conversion request was genuinely on permissible grounds, advise on the strength of a right to disconnect adverse action claim, and help calculate the likely compensation range. For employers, early legal advice on fixed-term contract structuring is far less expensive than FWC proceedings.\n\nThe Fair Work Ombudsman's website ([fairwork.gov.au](https:\u002F\u002Fwww.fairwork.gov.au)) provides free guidance, template letters, and compliance checklists for both employers and employees. It is the authoritative first resource for understanding the practical operation of all three provisions.\n\n---\n\n## Frequently Asked Questions\n\n### Can an employer contact an employee after hours for emergencies?\n\nYes. The right to disconnect protects employees from unreasonable out-of-hours contact, not all contact. The FWC considers the nature and urgency of the contact when assessing whether a refusal was reasonable. A genuine operational emergency — a safety incident, a system failure requiring immediate action — is unlikely to be found unreasonable contact. The question is whether the employer then takes adverse action against an employee who still chose not to respond.\n\n### Does the fixed-term contract cap apply to existing contracts signed before December 2023?\n\nThe two-year cap applies to fixed-term contracts entered into on or after 6 December 2023. Contracts signed before that date are not caught by the cap, but any renewal or extension executed on or after 6 December 2023 is assessed under the new rules. An employer renewing a 2022 fixed-term contract in 2024 must ensure the total engagement (including the original contract) does not exceed two years.\n\n### What if a casual employee does not want to convert to permanent employment?\n\nCasual conversion is a right, not an obligation. An employee who prefers to remain casual can simply not make a request. If the employer believes the employee may qualify for conversion, the employer has no obligation under the new scheme to proactively offer conversion (unlike the pre-2024 employer-driven model). The initiative rests entirely with the employee.\n\n### How quickly must an employer respond to a right to disconnect dispute raised by an employee?\n\nAn employer against whom a right to disconnect dispute is filed in the FWC must respond within the timeframes set by the Commission's procedural rules. In practice, the FWC schedules conciliation within one to three weeks of application. Employers are strongly advised to engage with the process rather than ignore it, as non-participation does not stop the Commission from proceeding and can result in adverse costs orders.\n\n---\n\n> **Legal disclaimer:** The information in this article is general in nature and does not constitute legal advice. Fair Work Act entitlements depend on individual circumstances, applicable Modern Awards, and enterprise agreements. Consult a registered Australian workplace lawyer or the Fair Work Ombudsman for advice specific to your situation.\n\n","https:\u002F\u002Fpub-bdebbd2dad294475a2da0eb657815b6b.r2.dev\u002Fhero\u002Fe6dc15e66fc1-2d954c.webp","Anglo-Australian woman in a navy blazer reviews employment contracts at a Melbourne CBD law office at dusk, city skyline visible through floor-to-ceiling windows","Fair Work Act 2026: Key Changes for Workers | Expert Zoom","Australia's Fair Work Act now protects your right to disconnect, enables casual conversion, and caps fixed-term contracts at two years. Know your rights.","Fair Work Act Changes 2026 Australia : Right to Disconnect","e6dc15e66fc1",2071,[2581,2582],"https:\u002F\u002Fpub-bdebbd2dad294475a2da0eb657815b6b.r2.dev\u002Fhero\u002Fe6dc15e66fc1-inline-1-2d9523.webp","https:\u002F\u002Fpub-bdebbd2dad294475a2da0eb657815b6b.r2.dev\u002Fhero\u002Fe6dc15e66fc1-inline-2-2d9523.webp",{"excerpt":34,"featured":1141,"metaTitle":2575,"countryCode":1144,"categorySlug":769,"languageCode":1145,"readingTimeMin":44,"metaDescription":2576},388,"d6648162-0b8f-4b2c-a713-f4a624122d4d","PASS","Submitted and indexed","2026-06-18T20:46:19.000Z","2026-07-13T18:00:32.426Z",5.8,3.5,"2026-07-18T19:26:26.086Z","2026-06-13T17:40:00.446Z","2026-06-13T17:40:00.448Z","2026-07-24T08:47:47.974Z",{"id":1146,"name":767,"slug":769,"parentId":1140},{"id":2598,"slug":2599,"title":2600,"excerpt":2601,"contentMd":2602,"heroImage":2603,"heroImageAlt":2604,"heroImageCredit":1140,"audioUrl":1140,"audioGeneratedAt":1140,"readingTimeMin":60,"featured":1141,"status":1142,"lang":1143,"countryCode":1144,"languageCode":1145,"categoryId":1146,"metaTitle":2605,"metaDescription":2606,"keyword":2607,"seoApiPageId":2608,"seoApiTenantId":1151,"contentType":1140,"wordCount":2609,"internalImages":2610,"frontmatter":2611,"viewCount":2614,"internalLinksCount":1157,"expertId":2615,"folderId":1140,"folderPosition":1140,"gscVerdict":2586,"gscCoverage":2587,"gscLastCrawl":2616,"gscCheckedAt":2617,"gscIndexingState":1140,"gscRobotsTxtState":1140,"gscPageFetchState":1140,"gscGoogleCanonical":1140,"gscCrawledAs":1140,"cwvLcp":2618,"cwvLcpRating":1164,"cwvFcp":1165,"cwvFcpRating":1164,"cwvCls":1157,"cwvClsRating":1167,"cwvAuditedAt":2619,"publishedAt":2620,"createdAt":2621,"updatedAt":2622,"category":2623},"cmpr0x4xr00p970zjd4ehqg0j","local-government-industry-award-2020-pay-rates-entitlements-australia","Local Government Industry Award 2020 — Rights, Pay and Entitlements Explained (2026)","The Local Government Industry Award 2020 (MA000112) sets the minimum pay rates, working conditions, and entitlements for employees across Australia's local government sector. Whether you work in commu","The Local Government Industry Award 2020 (MA000112) sets the minimum pay rates, working conditions, and entitlements for employees across Australia's local government sector. Whether you work in community services, waste management, parks and recreation, local law enforcement, or council administration, this award directly shapes your take-home pay, leave rights, redundancy entitlements, and superannuation. Understanding what you are owed — and how to calculate it — is the foundation of informed employment.\n\n\u003Cdiv data-tool=\"cba-au-local-government-industry-award-2020\">\u003C\u002Fdiv>\n\n## What the Local Government Industry Award 2020 Covers\n\nThe award covers employees engaged in **all activities undertaken by local government entities** operating within the national Fair Work system. This includes:\n\n- **Community services** — family support, welfare, employment assistance, housing, aged care, youth services, arts and events\n- **Waste and environmental services** — garbage collection, recycling, street sweeping, sanitary services\n- **Local law enforcement** — by-law officers, rangers, parking inspectors, community safety officers\n- **Recreation and leisure** — leisure centres, swimming pools, sports centres, libraries\n- **Tourism and heritage** — visitor information centres, guided tours, heritage sites\n- **Labour-on-hire** employers and group training organisations placing workers in local government roles\n\nThe award is a **federal instrument** under the national Fair Work system. It applies to most local government workers in Victoria, Tasmania, the ACT, and the Northern Territory. However, local government employees in **New South Wales, Queensland, and South Australia** fall under their respective state industrial systems and are not covered by this federal award — they have separate state instruments.\n\n**Exclusions from coverage include:** chief executive officers, nurses (covered by the Nurses Award 2020), medical practitioners, university-qualified early childhood teachers, and employees covered by an enterprise agreement.\n\n## Pay Structure and Classification Levels (2025-26)\n\nThe award uses an 11-level classification structure. Employees must be informed in writing of their classification level on commencement and whenever their classification changes. The following rates apply from **1 July 2025** following the 2024-25 Annual Wage Review:\n\n| Level | Weekly Rate (AUD) | Hourly Rate (AUD) |\n|-------|-------------------|-------------------|\n| Level 1 | $983.40 | $25.88 |\n| Level 2 | $1,014.70 | $26.70 |\n| Level 3 | $1,053.00 | $27.71 |\n| Level 4 | $1,068.40 | $28.12 |\n| Level 5 | $1,135.50 | $29.88 |\n| Level 6 | $1,228.80 | $32.34 |\n| Level 7 | $1,250.10 | $32.90 |\n| Level 8 | $1,350.80 | $35.55 |\n| Level 9 | $1,445.10 | $38.03 |\n| Level 10 | $1,579.40 | $41.56 |\n| Level 11 | $1,781.00 | $46.87 |\n\nAll rates are based on a standard **38-hour ordinary working week**. Part-time employees receive the same hourly rate on a pro-rata basis. Junior employees and apprentices are paid at percentages of the applicable adult rate — refer to the Fair Work Ombudsman's pay guide for the full junior and apprentice rate tables.\n\n## Working Hours, Overtime, and Penalty Rates\n\nStandard ordinary hours are **38 per week**, typically spanning **6:00 am to 6:00 pm Monday to Friday**. Extended spans apply for waste services and community services roles (5:00 am to 10:00 pm).\n\n**Overtime rates:**\n- First two hours of overtime: 150% of the ordinary hourly rate\n- Thereafter: 200%\n- Overtime on Saturday from noon onwards and all Sunday overtime: 200%\n\n**Penalty rates for work outside the standard span:**\n- Weekday work outside 6:00 am–6:00 pm: 120%\n- Saturday: 150%\n- Sunday: 175%\n- Public holidays: 250%\n\n*Exception for recreation centres and community services:* Employees at leisure facilities may work Saturday and Sunday between 5:00 am and 10:00 pm at ordinary rates with no penalty loading — instead, they may receive a rostered day off (RDO) arrangement.\n\n**Casual loading:** Casual employees are paid a **25% loading** on top of their base hourly rate in lieu of leave and other permanent-employee entitlements. Overtime and penalty rates for casual employees are calculated on the base rate before applying the casual loading.\n\n**Minimum engagement for casuals:** 2 consecutive hours per engagement.\n\n**Call-back minimum:** Employees called back to work after leaving the premises are entitled to a minimum of 3 hours at overtime rates.\n\n**Leading hand allowances (from 1 July 2025):**\n- Supervising 1–5 employees: AUD $30.93\u002Fweek\n- Supervising 6–15 employees: AUD $42.18\u002Fweek\n- Supervising 15+ employees: AUD $53.43\u002Fweek\n\n**On-call allowances:** AUD $28.12\u002Fday (Monday–Friday), AUD $42.18\u002Fday (Saturday), AUD $56.24\u002Fday (Sunday or public holiday). When called back, the 3-hour minimum overtime guarantee applies.\n\n## Annual Leave\n\nUnder the National Employment Standards (NES) and the award, full-time employees are entitled to **4 weeks (20 days) of paid annual leave per year** (Fair Work Act 2009, s.87).\n\n**Shiftworkers** who are rostered to work on Sundays and public holidays are entitled to **5 weeks of paid annual leave** per year under the NES.\n\n**Annual leave loading:** The award (clause 23.4) provides an **annual leave loading of 17.5%** of the employee's minimum weekly rate of pay for their classification. This loading is paid in addition to regular pay when annual leave is taken.\n\n**Accrual:** Annual leave accrues progressively during the year and accumulates if not taken. Part-time employees accrue leave on a pro-rata basis reflecting their contracted hours.\n\n**Cashing out:** Annual leave may be cashed out by written agreement, provided the employee retains at least 4 weeks of accrued leave after the cashing out, and is paid at the full amount that would have been payable had the leave been taken.\n\n## Notice Period\n\nNotice requirements under this award are based on the **NES minimum (Fair Work Act 2009, s.117)** — the award does not provide a longer notice period above the statutory scale.\n\n**NES notice scale (employer dismissing an employee):**\n\n| Years of continuous service | Minimum notice |\n|-----------------------------|----------------|\n| Less than 1 year | 1 week |\n| 1 year up to 3 years | 2 weeks |\n| 3 years up to 5 years | 3 weeks |\n| 5 years or more | 4 weeks |\n| Over 45 years of age with 2+ years service | Add 1 extra week |\n\n**Employee resignation:** The same NES scale applies (minimum 1 week after 1 year of service). Failure to give notice may allow the employer to deduct from any final payments up to the value of the notice not given.\n\n**Payment in lieu of notice** is permissible — the employer may pay out the notice period rather than require the employee to work it.\n\n## Redundancy Pay\n\nThe award (clause 33) incorporates the **NES genuine redundancy scale (Fair Work Act 2009, Schedule 4, s.119)**. There is no award-specific enhancement above the NES minimum.\n\n**NES redundancy pay table:**\n\n| Years of continuous service | Weeks of pay |\n|-----------------------------|--------------|\n| 1 year | 4 weeks |\n| 2 years | 6 weeks |\n| 3 years | 7 weeks |\n| 4 years | 8 weeks |\n| 5 years | 10 weeks |\n| 6 years | 11 weeks |\n| 7 years | 13 weeks |\n| 8 years | 14 weeks |\n| 9 years | 16 weeks |\n| 10 years or more | 12 weeks (capped) |\n\nThe 10-year cap reflects that long-service leave entitlements are expected to offset additional redundancy obligations.\n\n**Small business exemption:** Employers with fewer than 15 employees are exempt from paying NES redundancy pay under s.123 of the Fair Work Act 2009.\n\n**Job search entitlement:** An employee notified of redundancy is entitled to up to **one paid day per week** during the notice period to seek alternative employment.\n\n**Tax treatment of redundancy pay:** Genuine redundancy payments receive concessional tax treatment — a tax-free component applies up to the statutory formula (base amount $12,524 plus $6,264 per completed year of service for 2025-26), with the excess taxed as an Eligible Termination Payment (ETP).\n\n## Superannuation\n\nThe award (clause 20.2) requires employers to contribute at a level sufficient to avoid the Superannuation Guarantee Charge. The current **Superannuation Guarantee (SG) rate is 12.0%** of ordinary time earnings, effective from **1 July 2025** (Superannuation Guarantee (Administration) Act 1992).\n\n**Choice of fund:** Employees have the right to choose their own superannuation fund under the Fair Work Act 2009, s.149A. If an employee does not nominate a fund, the employer must contribute to the default fund specified in the award (eligible funds include Vision Super, Aware Super, and AustralianSuper, among others).\n\n**Important note for state-based local government:** Some local government workers may be in state-defined benefit super schemes (such as those operated in Victoria or other jurisdictions). These schemes follow different contribution and benefit rules — contact your employer or superannuation fund for details.\n\n## State and Territory Variations\n\nWhile the Local Government Industry Award 2020 is a federal instrument (the same pay rates and conditions apply wherever it operates), several important entitlements vary by state and territory:\n\n**Long service leave** is governed by state and territory law, not the Fair Work Act. Qualifying periods and entitlements differ:\n\n| State\u002FTerritory | Qualifying period | Entitlement | Legislation |\n|-----------------|-------------------|-------------|-------------|\n| NSW | 10 years | 8.667 weeks | Long Service Leave Act 1955 (NSW) |\n| VIC | 7 years | 6.067 weeks | Long Service Leave Act 2018 (VIC) |\n| QLD | 10 years | 8.667 weeks | Industrial Relations Act 2016 (QLD) |\n| SA | 10 years | 13 weeks | Long Service Leave Act 1987 (SA) |\n| WA | 10 years | 8.667 weeks | Long Service Leave Act 1958 (WA) |\n| TAS | 10 years | 8.667 weeks | Long Service Leave Act 1976 (TAS) |\n| ACT | 7 years | 6.067 weeks | Long Service Leave Act 1976 (ACT) |\n| NT | 10 years | 13 weeks | Long Service Leave Act 1981 (NT) |\n\nUse the Long Service Leave tab in the calculator above to check your entitlement by state.\n\n**Public holidays:** Federal public holidays (New Year's Day, Australia Day, Good Friday, Easter Saturday, Easter Monday, ANZAC Day, King's Birthday, Christmas Day, Boxing Day) apply nationally. Additional state-specific public holidays include Melbourne Cup Day (VIC), EKKA Show Day (QLD), Adelaide Cup (SA), Foundation Day (WA), and Eight Hours Day (TAS).\n\n**Workers compensation** is administered by state and territory schemes (icare in NSW, WorkSafe in VIC, WorkCover in QLD). Premiums, entitlements, and dispute processes differ by jurisdiction.\n\n**Jurisdictional coverage reminder:** If you work in local government in NSW, QLD, or SA, you are most likely covered by your state's industrial system, not this federal award. Contact your union or the relevant state industrial relations authority to confirm your applicable instrument.\n\n## Your Rights at Work\n\n**Unfair dismissal:** Employees covered by the award who have completed the minimum employment period (6 months for regular employers; 12 months for small businesses) can apply to the Fair Work Commission for an unfair dismissal remedy under Fair Work Act 2009, s.382.\n\n**General protections:** The Fair Work Act 2009 (Part 3-1) prohibits adverse action against an employee for exercising a workplace right — including taking leave, raising a complaint, or participating in union activities.\n\n**Right of entry:** Union officials (ASU, AWU, and other registered unions) have rights to enter workplaces to hold discussions with members and inspect records, in accordance with Fair Work Act 2009, Part 3-4.\n\n**Workplace health and safety:** The Work Health and Safety Act 2011 (Cth) and corresponding state WHS laws apply to local government workplaces. Councils have a duty of care to provide a safe working environment.\n\n**Disputes:** Disputes about the award can be raised with the Fair Work Commission or the Fair Work Ombudsman. Employees can also contact their union for assistance.\n\n---\n\n*This article is for general information purposes only and does not constitute legal advice. Pay rates are indicative based on the Local Government Industry Award 2020 (MA000112) as in force in 2025-26. For questions about your specific employment situation, contact your union, the Fair Work Ombudsman (1300 724 690) or a qualified employment lawyer.*\n","https:\u002F\u002Fpub-bdebbd2dad294475a2da0eb657815b6b.r2.dev\u002Fhero\u002Fd883ba9fd2ba-19a913.webp","Australian local government council worker checks award entitlements and pay rates 2026","Local Government Industry Award 2020 | Expert Zoom","Pay rates, redundancy, annual leave and superannuation under the Local Government Industry Award 2020 (MA000112). Updated for 2025-26 Australian rates.","local government industry award 2020 pay rates entitlements Australia","d883ba9fd2ba",1972,[],{"draft":2612,"excerpt":34,"featured":1141,"metaTitle":2605,"countryCode":1144,"categorySlug":13,"languageCode":1145,"relatedTools":2613,"readingTimeMin":60,"metaDescription":2606},true,[79],272,"5270ade3-25dc-40a9-9234-077c07f74988","2026-06-07T11:30:58.000Z","2026-06-28T15:11:29.969Z",6.23,"2026-07-17T17:29:49.860Z","2026-05-29T14:35:01.310Z","2026-05-29T14:35:01.311Z","2026-07-24T17:29:08.445Z",{"id":1146,"name":767,"slug":769,"parentId":1140},{"id":2625,"slug":2626,"title":2627,"excerpt":2628,"contentMd":2629,"heroImage":2630,"heroImageAlt":2631,"heroImageCredit":1140,"audioUrl":1140,"audioGeneratedAt":1140,"readingTimeMin":44,"featured":1141,"status":1142,"lang":1143,"countryCode":1144,"languageCode":1145,"categoryId":1146,"metaTitle":2632,"metaDescription":2633,"keyword":2634,"seoApiPageId":2635,"seoApiTenantId":1151,"contentType":1140,"wordCount":2636,"internalImages":2637,"frontmatter":2638,"viewCount":2640,"internalLinksCount":1157,"expertId":2641,"folderId":1140,"folderPosition":1140,"gscVerdict":2586,"gscCoverage":2587,"gscLastCrawl":2642,"gscCheckedAt":2643,"gscIndexingState":1140,"gscRobotsTxtState":1140,"gscPageFetchState":1140,"gscGoogleCanonical":1140,"gscCrawledAs":1140,"cwvLcp":2644,"cwvLcpRating":1164,"cwvFcp":2591,"cwvFcpRating":1164,"cwvCls":1157,"cwvClsRating":1167,"cwvAuditedAt":2645,"publishedAt":2646,"createdAt":2647,"updatedAt":2648,"category":2649},"cmpr0qpwn00or70zj9t6i0qpc","hair-and-beauty-industry-award-2010-pay-rates-entitlements-2026-australia","Hair and Beauty Industry Award 2010 — Rights, Pay and Entitlements Explained (2026)","The Hair and Beauty Industry Award 2010 (MA000005) is the Modern Award that sets minimum pay rates and working conditions for workers in salons, spas, barber shops, nail studios, and related beauty bu","The Hair and Beauty Industry Award 2010 (MA000005) is the Modern Award that sets minimum pay rates and working conditions for workers in salons, spas, barber shops, nail studios, and related beauty businesses across Australia. If you cut, colour, style, wax, massage, apply nails, or perform beauty treatments as an employee — or employ someone who does — this award almost certainly applies to you.\n\nAdministered by the Fair Work Commission (FWC) and enforced by the Fair Work Ombudsman (FWO), the award operates as a federal industrial instrument under the *Fair Work Act 2009* (Cth) and applies in all states and territories.\n\n\u003Cdiv data-tool=\"cba-au-hair-beauty-industry-award-2010\">\u003C\u002Fdiv>\n\n## Who Is Covered by the Hair and Beauty Industry Award?\n\nThe award applies to employers whose principal business activity is hairdressing, barbering, or beauty therapy, and to their employees. This broadly covers:\n\n- **Hairdressers and barbers** — cutting, colouring, styling, perming, chemical treatments\n- **Beauty therapists** — facials, waxing, body treatments, massage, tanning\n- **Nail technicians** — manicures, pedicures, gel and acrylic nails\n- **Cosmetic tattoo artists and lash technicians** — microblading, lash extensions\n- **Electrologists** — permanent hair removal\n- **Salon assistants and receptionists** employed in hair or beauty businesses\n\nApprentices under training contracts in hairdressing are also covered by this award at nationally recognised apprentice pay rates.\n\nThe award does **not** cover employees who are otherwise covered by a higher-paying enterprise agreement, or employees in sectors with their own award (for example, massage therapists employed in a healthcare facility may fall under a different award).\n\n## Pay Rates and Classification Levels\n\nThe award divides employees into grades based on qualifications, experience, and the type of work performed. Employers must pay at least the minimum rate for the applicable grade; paying less than the award rate is a breach of the *Fair Work Act 2009*.\n\n**Hairdressing and Beauty Therapy Employee Grades (2025-26):**\n\n| Grade | Description | Approx. Hourly Rate (AUD) |\n|-------|-------------|--------------------------|\n| Grade 1 | Introductory — no formal qualifications, first 3 months | $24.10 |\n| Grade 2 | Qualified employee Year 1 (Certificate III or equivalent) | $26.25 |\n| Grade 3 | Qualified employee Year 2 | $27.70 |\n| Grade 4 | Qualified employee Year 3 | $29.25 |\n| Grade 5 | Qualified employee Year 4+ \u002F Senior \u002F Supervisor | $31.85 |\n| Grade 6 | Educator \u002F Specialist \u002F Salon Manager | $34.30 |\n\n*Rates are approximate and effective from 1 July 2025 following the Fair Work Commission Annual Wage Review. Verify current rates at [fairwork.gov.au](https:\u002F\u002Fwww.fairwork.gov.au) or contact the Fair Work Ombudsman on 13 13 94.*\n\nThe Annual Wage Review (AWR) applies every July — the FWC reviews and increases all modern award minimum rates. The 2025-26 rates apply from 1 July 2025.\n\nApprentice hairdressers are paid a percentage of the Grade 3 rate, increasing each year:\n- Year 1: 40% of Grade 3\n- Year 2: 50% of Grade 3\n- Year 3: 65% of Grade 3\n- Year 4: 80% of Grade 3\n\n## Working Hours, Overtime, and Penalty Rates\n\n**Ordinary hours** under the award are a maximum of 38 per week for full-time employees, with a maximum spread of hours between 8 am and 9 pm Monday to Saturday, and 10 am to 6 pm Sunday.\n\n**Overtime** is paid at 150% for the first two overtime hours per day and 200% thereafter. An employee called back to work outside ordinary hours is entitled to a minimum payment of two hours at overtime rates.\n\n**Penalty rates** apply when you work outside ordinary hours or on weekends and public holidays:\n\n| When you work | Penalty rate |\n|---------------|-------------|\n| Saturday | 125% of ordinary rate |\n| Sunday | 175% of ordinary rate |\n| Public holiday | 250% of ordinary rate |\n| Evening work (after 6 pm weekday) | 115% of ordinary rate |\n\n**Casual loading:** Casual employees receive a 25% loading on top of their ordinary hourly rate in lieu of paid leave entitlements (NES s.67B, effective 26 August 2022). This applies to all hours worked by casuals, including penalties.\n\n## Annual Leave\n\nUnder the National Employment Standards (NES) in the *Fair Work Act 2009* s.87, full-time employees are entitled to **4 weeks (20 days) of paid annual leave** per year. Part-time employees accrue leave on a pro-rata basis.\n\n**Annual leave loading of 17.5%** applies under the Hair and Beauty Industry Award 2010. This means when you take annual leave, you receive your ordinary rate **plus** 17.5% loading. The loading is intended to compensate for the loss of overtime and penalty rates during your absence.\n\n**Accrual:**\n- Full-time (38 hrs\u002Fweek): 2.923 hours of annual leave accrues per week (152 hours per year)\n- Leave accrues continuously from the first day of employment and can be taken as it accrues by agreement\n\n**Shiftworkers** engaged as such for 5 or more hours per shift who regularly work Sundays and public holidays are entitled to **5 weeks** annual leave per year.\n\nAnnual leave can be **cashed out** (up to 2 weeks per year) if the employee has more than 4 weeks accrued and both parties agree in writing.\n\n## Notice Period\n\nThe minimum notice of termination under the *Fair Work Act 2009* s.117 is:\n\n| Years of continuous service | Notice period |\n|-----------------------------|---------------|\n| Less than 1 year | 1 week |\n| 1 year to less than 3 years | 2 weeks |\n| 3 years to less than 5 years | 3 weeks |\n| 5 years or more | 4 weeks |\n| Over 45 years old with 2+ years of service | +1 week supplement |\n\nEmployees may give the same minimum notice when resigning. The award itself does not specify notice periods beyond the NES scale, so the NES minimum applies.\n\nIf an employer terminates without giving notice, they must pay the employee in lieu of notice (i.e., pay the wages the employee would have earned during the notice period).\n\nThe notice period does not apply to casual employees or to dismissal for serious misconduct.\n\n## Redundancy Pay\n\nIf your position is made redundant (genuine redundancy), you are entitled to redundancy pay under the NES (*Fair Work Act 2009*, Sch 4, s.119). The Hair and Beauty Industry Award 2010 does not provide enhanced redundancy above the NES formula.\n\n**NES genuine redundancy pay scale:**\n\n| Years of continuous service | Weeks of pay |\n|-----------------------------|-------------|\n| 1 year | 4 weeks |\n| 2 years | 6 weeks |\n| 3 years | 7 weeks |\n| 4 years | 8 weeks |\n| 5 years | 10 weeks |\n| 6 years | 11 weeks |\n| 7 years | 13 weeks |\n| 8 years | 14 weeks |\n| 9 years | 16 weeks |\n| 10 or more years | 12 weeks (capped) |\n\n**Important:** Small business employers (fewer than 15 employees) are **exempt** from NES redundancy pay obligations. Most hair and beauty salons employ fewer than 15 people — if this applies to your employer, they are not required to pay statutory redundancy, though they must still give the correct notice.\n\nRedundancy pay is tax-free up to a limit set by the ATO each year. For 2025-26, the tax-free component of a genuine redundancy payment is AUD $12,524 plus AUD $6,264 for each completed year of service.\n\n## Superannuation\n\nFrom **1 July 2025**, employers must pay superannuation at the Superannuation Guarantee (SG) rate of **12%** of ordinary time earnings under the *Superannuation Guarantee (Administration) Act 1992*. This is a mandatory employer contribution — it is paid on top of your wage, not deducted from it.\n\n**Ordinary time earnings** include your base rate, casual loading, and leave loading, but generally exclude overtime. Super is paid quarterly at minimum (though many employers pay monthly).\n\nEmployees have the right to choose their super fund (Choice of Fund, *Fair Work Act 2009* s.149A). If you do not nominate a fund, your employer pays into their default fund (which must be a MySuper product with an authorised fund).\n\nThe **concessional contributions cap** for 2025-26 is AUD $30,000 per year. This cap includes employer SG contributions plus any salary-sacrifice contributions you make. If you salary-sacrifice super on top of the employer SG, be aware of this cap to avoid excess contributions tax.\n\n## Allowances and Special Provisions\n\nThe award includes several specific allowances:\n\n**Uniform allowance:** If your employer requires you to wear a specific uniform, they must either provide it free of charge or pay you an allowance to cover the cost of purchase and laundering.\n\n**Laundry allowance:** If you are required to launder your uniform, you receive a set weekly laundry allowance.\n\n**Vehicle allowance:** If you are required to use your own vehicle for work purposes (for example, mobile hairdressers or beauty therapists attending clients at home), you are entitled to a vehicle allowance per kilometre at the rate set by the ATO.\n\n**Split shift allowance:** If your shifts are split into two segments separated by a non-meal break of more than 30 minutes, you are entitled to a split shift allowance.\n\n**First aid allowance:** If you hold a first aid certificate and are required to use it, a first aid allowance applies.\n\n**Meal allowance:** If you are required to work overtime for more than 1.5 hours beyond your ordinary finishing time without prior notice, a meal allowance applies.\n\n## State and Territory Variations\n\nModern Awards like the Hair and Beauty Industry Award 2010 are federal instruments — the minimum pay rates are the same in every Australian state and territory. However, some important entitlements are governed by state law and **do differ** by jurisdiction:\n\n**Long service leave** is the most significant variation. Each state and territory sets its own qualifying period and entitlement:\n\n| State\u002FTerritory | Qualifying period | Entitlement |\n|-----------------|-------------------|-------------|\n| New South Wales | 10 years | 2 months (8.667 weeks) |\n| Victoria | 7 years | 6.067 weeks |\n| Queensland | 10 years | 8.667 weeks |\n| South Australia | 10 years | 13 weeks |\n| Western Australia | 10 years | 8.667 weeks |\n| Tasmania | 10 years | 8.667 weeks |\n| Australian Capital Territory | 10 years | 6.067 weeks |\n| Northern Territory | 10 years | 13 weeks |\n\nUse the Long Service Leave tab in the free calculator above to estimate your entitlement based on your state.\n\n**Public holidays** follow the federal calendar (New Year's Day, Australia Day, Good Friday, Easter Saturday, Easter Monday, ANZAC Day, King's Birthday, Christmas Day, Boxing Day) plus state-specific additions: Melbourne Cup Day in Victoria, EKKA Show Day in Queensland, Adelaide Cup Day in South Australia, Foundation Day in Western Australia, and Eight Hours Day in Tasmania.\n\n**Workers compensation** schemes are state-based. If you are injured at work, you must claim through your state scheme — icare in NSW, WorkSafe in Victoria, WorkCover Queensland, ReturnToWork SA, WorkCover WA, WorkSafe Tasmania, Comcare in the ACT, and NT WorkSafe in the Northern Territory.\n\n## Your Rights at Work\n\n**Unfair dismissal:** If you are dismissed and believe it was harsh, unjust, or unreasonable, you may apply to the Fair Work Commission for an unfair dismissal remedy under *Fair Work Act 2009* s.394. You must be outside your minimum employment period: 6 months for employers with 15 or more employees, or 12 months for small businesses (fewer than 15 employees). You must apply within **21 days** of dismissal.\n\n**General protections:** You cannot be dismissed or adversely treated for reasons such as taking sick leave, raising a workplace safety concern, making a complaint to the FWO, or exercising a workplace right (FWA Pt 3-1). General protections apply from day one of employment — there is no minimum employment period.\n\n**Right of entry:** Union officials holding an FWC entry permit have the right to enter workplaces to check compliance with modern awards and consult with members, subject to 24 hours' notice (reduced or waived in certain circumstances).\n\n**Workplace health and safety:** All employers have duties under the *Work Health and Safety Act 2011* (Cth) or the equivalent state WHS legislation to provide a safe working environment. In hair and beauty workplaces, this includes safe handling of chemicals (colour, bleach, relaxers), proper ventilation, and ergonomic considerations.\n\nIf you believe your employer is not paying you correctly, you can report this to the **Fair Work Ombudsman** (1300 724 690 or fairwork.gov.au). The FWO can investigate and recover underpaid wages.\n\n---\n\n*This article is for general information purposes only and does not constitute legal advice. For questions about your specific employment situation, contact your union, the Fair Work Ombudsman (1300 724 690) or a qualified employment lawyer. Verify all pay rates at [fairwork.gov.au](https:\u002F\u002Fwww.fairwork.gov.au).*\n","https:\u002F\u002Fpub-bdebbd2dad294475a2da0eb657815b6b.r2.dev\u002Fhero\u002F5392680c04ca-19a597.webp","Australian hairdresser checks award entitlements, hair and beauty sector 2026","Hair & Beauty Industry Award Pay Rates 2026 | Expert Zoom","Rights, pay rates and entitlements under the Hair and Beauty Industry Award 2010 — updated for 2025-26. Free guide for hairdressers and beauty therapists.","hair and beauty industry award 2010 pay rates entitlements 2026 australia","5392680c04ca",2117,[],{"draft":2612,"excerpt":34,"featured":1141,"metaTitle":2632,"countryCode":1144,"categorySlug":13,"languageCode":1145,"relatedTools":2639,"readingTimeMin":44,"metaDescription":2633},[29],208,"76172d07-be21-4943-84ca-61eedb55dca8","2026-06-09T18:13:04.000Z","2026-06-28T14:51:30.601Z",4.32,"2026-07-24T17:08:37.465Z","2026-05-29T14:30:01.894Z","2026-05-29T14:30:01.895Z","2026-07-24T17:08:37.466Z",{"id":1146,"name":767,"slug":769,"parentId":1140},22,{"cba-au-social-community-home-care-disability-services-award-2010":2652},{"slug":8,"title":9,"page_title":2653,"description":10,"content_md":2654,"local_slug":8,"json_ld":2655,"faq":2703,"tool_html":2730,"source":14,"category":13,"audience":12,"publish_mode":2731,"hero_image":15,"hero_image_alt":9},"Social, Community, Home Care and Disability Services Industry Award 2010 — Free Pay & Entitlements Calculator 2026","The Social, Community, Home Care and Disability Services Industry Award 2010 (MA000100) covers approximately 420,000 workers across Australia in social and community services, disability support (including NDIS), home care and crisis accommodation. This free calculator includes 6 tabs: pay (with PAYG take-home estimate across 5 streams and classification levels), redundancy (NES Fair Work Act 2009 Schedule 4), annual leave (17.5% loading), notice period (NES s.117), superannuation (12% SG from 1 July 2025), and long service leave with a state\u002Fterritory selector for all 8 Australian jurisdictions.",[2656,2682],{"@type":2657,"@context":2658,"mainEntity":2659},"FAQPage","https:\u002F\u002Fschema.org",[2660,2666,2670,2674,2678],{"name":2661,"@type":2662,"acceptedAnswer":2663},"What are the current pay rates under the SCHADS Award 2026?","Question",{"text":2664,"@type":2665},"Under the SCHADS Award (MA000100), pay rates for 2025-26 range from AUD $28.24\u002Fhour (SACS Level 1) to AUD $77.28\u002Fhour (SACS Level 8). Home care aged care employees (Schedule F) receive rates from AUD $31.13\u002Fhour following the Aged Care Work Value Case uplifts effective 1 October 2025.","Answer",{"name":2667,"@type":2662,"acceptedAnswer":2668},"How much redundancy pay am I entitled to under the SCHADS Award?",{"text":2669,"@type":2665},"The SCHADS Award applies the NES genuine redundancy scale (Fair Work Act 2009 Schedule 4, s.119). Entitlements range from 4 weeks pay (1 year of service) up to 12 weeks pay (10+ years, capped). Small business employers with fewer than 15 employees are generally exempt.",{"name":2671,"@type":2662,"acceptedAnswer":2672},"How many days annual leave do SCHADS Award workers receive?",{"text":2673,"@type":2665},"Full-time employees are entitled to 4 weeks (20 days) of paid annual leave. SCHADS Award shiftworkers are entitled to 5 weeks. Annual leave loading of 17.5% applies. Part-time employees accrue leave on a pro-rata basis.",{"name":2675,"@type":2662,"acceptedAnswer":2676},"What superannuation rate applies under the SCHADS Award?",{"text":2677,"@type":2665},"Employers must pay 12.0% of ordinary time earnings as super from 1 July 2025 under the Superannuation Guarantee (Administration) Act 1992. This applies to all 5 SCHADS streams. Employees can choose their own complying super fund under Fair Work Act 2009 s.149A.",{"name":2679,"@type":2662,"acceptedAnswer":2680},"What is the minimum wage under the SCHADS Award in 2026?",{"text":2681,"@type":2665},"The lowest SCHADS Award classification (SACS Level 1) is AUD $28.24\u002Fhour, which exceeds the National Minimum Wage of AUD $24.10\u002Fhour (2025-26). If you are being paid below your award minimum, contact the Fair Work Ombudsman on 13 13 94.",{"url":2683,"name":2684,"@type":2685,"offers":2686,"@context":2658,"audience":2690,"description":2693,"featureList":2694,"operatingSystem":2701,"applicationCategory":2702},"https:\u002F\u002Fwww.expert-zoom.com\u002Fau\u002Fen\u002Femployment-law\u002Fcba-au-social-community-home-care-disability-services-award-2010","SCHADS Award — Free Pay and Entitlements Calculator 2026","WebApplication",{"@type":2687,"price":2688,"priceCurrency":2689},"Offer","0","AUD",{"@type":2691,"audienceType":2692},"Audience","Employees in social and community services, disability support, aged care home care, crisis accommodation and family day care in Australia","Free calculator for Social, Community, Home Care and Disability Services Industry Award 2010 (MA000100) pay rates, redundancy, annual leave, notice periods, superannuation and long service leave. Updated for 2025-26 Australian rates.",[2695,2696,2697,2698,2699,2700],"Pay calculator with 5 SCHADS employment streams and classification levels","Redundancy pay calculator (NES Fair Work Act 2009 Schedule 4)","Annual leave and leave loading calculator (17.5%)","Notice period calculator (NES s.117)","Superannuation calculator (SG 12% from 1 July 2025)","Long service leave calculator with state\u002Fterritory selector (8 jurisdictions)","Web","FinanceApplication",[2704,2706,2708,2710,2713,2716,2719,2722,2724,2727],{"a":2705,"q":2661},"Under the SCHADS Award (MA000100), pay rates for 2025-26 range from AUD $28.24\u002Fhour (SACS Level 1) to AUD $77.28\u002Fhour (SACS Level 8) for social and community services employees (Schedule B). Home care aged care employees (Schedule F) receive rates from AUD $31.13\u002Fhour following the Aged Care Work Value Case uplifts effective 1 October 2025. Rates reflect the Fair Work Commission Annual Wage Review effective 1 July 2025.",{"a":2707,"q":2667},"The SCHADS Award provides no confirmed enhancement above the NES genuine redundancy scale (Fair Work Act 2009 Schedule 4, s.119). Entitlements range from 4 weeks' pay (1 year of service) up to 12 weeks' pay (10 or more years, capped). Small business employers with fewer than 15 employees are generally exempt from paying NES redundancy pay under s.123. Contact your union (ASU, HSU or UWU) or the Fair Work Ombudsman (1300 724 690) for advice on your specific situation.",{"a":2709,"q":2671},"Full-time employees covered by the SCHADS Award are entitled to 4 weeks (20 days) of paid annual leave per year under the NES (Fair Work Act 2009 s.87). Shiftworkers who regularly work on Sundays and public holidays are entitled to 5 weeks of annual leave. Annual leave loading of 17.5% is paid under the award. Part-time employees accrue leave on a pro-rata basis proportional to their contracted hours.",{"a":2711,"q":2712},"The SCHADS Award does not provide notice periods beyond the NES statutory minimum. Under Fair Work Act 2009 s.117, the minimum notice is: 1 week (less than 1 year service), 2 weeks (1–3 years), 3 weeks (3–5 years), and 4 weeks (5+ years). Employees over 45 with 2 or more years of service receive one additional week on employer dismissal. Employers may pay in lieu of notice.","What is the notice period under the SCHADS Award?",{"a":2714,"q":2715},"Your employer must pay 12.0% of your ordinary time earnings as superannuation under the Superannuation Guarantee (Administration) Act 1992, effective 1 July 2025. This rate applies to all 5 streams of the SCHADS Award. The super is paid in addition to your wages — it is not deducted from your take-home pay. You can choose your own complying super fund under Fair Work Act 2009 s.149A.","How much superannuation does my employer have to pay under the SCHADS Award?",{"a":2717,"q":2718},"Yes. Casual employees under the SCHADS Award receive a 25% loading above the base rate, in line with Fair Work Act 2009 s.67B (NES). Casual loading is paid in addition to any applicable penalty rates (weekend, public holiday, evening work). Casuals do not accrue annual leave or personal\u002Fcarer's leave — the 25% loading is intended to compensate for these missing entitlements.","Does the SCHADS Award provide casual loading?",{"a":2720,"q":2721},"Casual employees do not typically have the same protections against redundancy as permanent employees under the NES genuine redundancy provisions. However, long-term casuals (employed on a regular and systematic basis for 12 months or more) may be entitled to some protections, including access to unfair dismissal claims. If you are a long-term casual worker, contact the Fair Work Ombudsman (1300 724 690) or your union (ASU\u002FHSU\u002FUWU) for advice.","Can I be made redundant as a casual employee under the SCHADS Award?",{"a":2723,"q":2679},"The National Minimum Wage for the 2025-26 financial year is AUD $24.10\u002Fhour (AUD $915.80\u002Fweek for full-time 38 hours). However, the SCHADS Award minimum rates exceed the NMW — the lowest classification (SACS Level 1) is AUD $28.24\u002Fhour. If your employer is paying you less than your award minimum, contact the Fair Work Ombudsman on 13 13 94 or at fairwork.gov.au.",{"a":2725,"q":2726},"Long service leave entitlements for SCHADS Award workers depend on the state or territory where they work, as LSL is governed by state legislation. Qualifying periods range from 7 years (VIC, ACT) to 10 years (all other states\u002Fterritories). Entitlements at the qualifying period range from 6.067 weeks (VIC, ACT) to 13 weeks (SA, NT). Use the Long Service Leave tab in the calculator above to estimate your entitlement based on your location.","What is long service leave for SCHADS Award workers?",{"a":2728,"q":2729},"Yes, if you are covered by Schedule F (Home Care Aged Care) of the SCHADS Award. The Fair Work Commission's Aged Care Work Value Case decisions (AM2020\u002F99, AM2021\u002F63, AM2022\u002F58) introduced phased pay uplifts for aged care workers. The final tranche of Schedule F uplifts took effect 1 October 2025, bringing Home Care Level 1 to AUD $31.13\u002Fhour. If you believe you are not receiving the correct uplift, contact your union or the Fair Work Ombudsman.","Does the Aged Care Work Value Case affect my SCHADS Award pay?","\u003C!DOCTYPE html>\n\u003Chtml lang=\"en-AU\">\n\u003Chead>\n\u003Cmeta charset=\"utf-8\">\n\u003Cmeta name=\"viewport\" content=\"width=device-width,initial-scale=1\">\n\u003Ctitle>SCHADS Award Calculator 2026 — Free Pay & Entitlements\u003C\u002Ftitle>\n\u003Cscript src=\"https:\u002F\u002Funpkg.com\u002Flucide@0.439.0\u002Fdist\u002Fumd\u002Flucide.min.js\">\u003C\u002Fscript>\n\u003Cstyle>\n*,*::before,*::after{box-sizing:border-box;margin:0;padding:0}\n:root{\n  --bg:#fafaf9;--card:#fff;--border:#e7e5e4;--accent:#2563eb;--accent-hover:#1d4ed8;\n  --text:#1c1917;--muted:#78716c;--success:#16a34a;--warning:#d97706;--error:#dc2626;\n  --radius:12px;--shadow:0 1px 3px rgba(0,0,0,.08),0 1px 2px rgba(0,0,0,.04);\n  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var(--border);border-radius:8px;font-size:.9rem;color:var(--text);background:var(--card);appearance:none;-webkit-appearance:none;transition:border-color .15s}\nselect:focus,input:focus{outline:none;border-color:var(--accent);box-shadow:0 0 0 3px rgba(37,99,235,.12)}\n.row{display:grid;grid-template-columns:1fr 1fr;gap:12px}\n@media(max-width:480px){.row{grid-template-columns:1fr}}\n\n\u002F* Results *\u002F\n.results{background:#f0f9ff;border:1px solid #bfdbfe;border-radius:var(--radius);padding:16px;margin-top:4px}\n.result-grid{display:grid;grid-template-columns:1fr 1fr;gap:10px}\n@media(max-width:400px){.result-grid{grid-template-columns:1fr}}\n.result-item{padding:10px 12px;background:#fff;border-radius:8px;border:1px solid #dbeafe}\n.result-label{font-size:.73rem;color:var(--muted);margin-bottom:2px;font-weight:500}\n.result-value{font-size:1.05rem;font-weight:700;color:var(--text);font-variant-numeric:tabular-nums}\n.result-item.highlight{background:#eff6ff;border-color:#93c5fd}\n.result-item.highlight .result-value{color:var(--accent);font-size:1.15rem}\n.result-item.super-item{background:#f0fdf4;border-color:#86efac}\n.result-item.super-item .result-value{color:var(--success)}\n\n\u002F* Tables *\u002F\ntable{width:100%;border-collapse:collapse;font-size:.83rem}\nth{text-align:left;padding:7px 10px;font-size:.72rem;font-weight:600;text-transform:uppercase;letter-spacing:.04em;color:var(--muted);border-bottom:2px solid var(--border)}\ntd{padding:8px 10px;border-bottom:1px solid #f5f5f4;font-variant-numeric:tabular-nums}\ntr:last-child td{border-bottom:none}\ntr.active-row td{background:#eff6ff;font-weight:600;color:var(--accent)}\n\n\u002F* Callout *\u002F\n.callout{background:#fefce8;border-left:3px solid #fbbf24;border-radius:4px;padding:10px 13px;font-size:.8rem;color:#78350f;margin-bottom:14px;line-height:1.5}\n.callout-blue{background:#eff6ff;border-left-color:#60a5fa;color:#1e3a5f}\n.callout-green{background:#f0fdf4;border-left-color:#4ade80;color:#14532d}\n\n\u002F* Status chips *\u002F\n.chip{display:inline-block;padding:3px 10px;border-radius:20px;font-size:.75rem;font-weight:600}\n.chip-green{background:#dcfce7;color:#15803d}\n.chip-red{background:#fee2e2;color:#b91c1c}\n.chip-amber{background:#fef3c7;color:#92400e}\n\n\u002F* Disclaimer *\u002F\n.disclaimer{font-size:.74rem;color:var(--muted);margin-top:24px;padding:12px 14px;background:#f5f5f4;border-radius:8px;line-height:1.6;border:1px solid var(--border)}\n.disclaimer a{color:var(--accent);text-decoration:none}\n\n\u002F* Divider *\u002F\nhr{border:none;border-top:1px solid var(--border);margin:16px 0}\n.section-label{font-size:.78rem;font-weight:600;color:var(--muted);margin:12px 0 6px;text-transform:uppercase;letter-spacing:.05em}\n\u003C\u002Fstyle>\n\u003C\u002Fhead>\n\u003Cbody>\n\u003Cmain class=\"tool-root\">\n\n\u003Cheader>\n  \u003Ch1>Social, Community, Home Care and Disability Services Industry Award 2010\u003C\u002Fh1>\n  \u003Cp class=\"meta\">MA000100 — ASU \u002F HSU \u002F UWU | ABI \u002F AFEI \u002F Ai Group \u002F NDS — Modern Award (ongoing)\u003C\u002Fp>\n  \u003Cspan class=\"badge\">Updated for 2025-26\u003C\u002Fspan>\n\u003C\u002Fheader>\n\n\u003C!-- Tab navigation -->\n\u003Cnav class=\"tabs-nav\" role=\"tablist\">\n  \u003Cbutton type=\"button\" class=\"tab-btn active\" data-tab=\"pay\" role=\"tab\">\u003Ci data-lucide=\"calculator\">\u003C\u002Fi>Pay\u003C\u002Fbutton>\n  \u003Cbutton type=\"button\" class=\"tab-btn\" data-tab=\"redundancy\" role=\"tab\">\u003Ci data-lucide=\"shield-alert\">\u003C\u002Fi>Redundancy\u003C\u002Fbutton>\n  \u003Cbutton type=\"button\" class=\"tab-btn\" data-tab=\"leave\" role=\"tab\">\u003Ci data-lucide=\"sun\">\u003C\u002Fi>Annual Leave\u003C\u002Fbutton>\n  \u003Cbutton type=\"button\" class=\"tab-btn\" data-tab=\"notice\" role=\"tab\">\u003Ci data-lucide=\"bell\">\u003C\u002Fi>Notice\u003C\u002Fbutton>\n  \u003Cbutton type=\"button\" class=\"tab-btn\" data-tab=\"super\" role=\"tab\">\u003Ci data-lucide=\"piggy-bank\">\u003C\u002Fi>Super\u003C\u002Fbutton>\n  \u003Cbutton type=\"button\" class=\"tab-btn\" data-tab=\"lsl\" role=\"tab\">\u003Ci data-lucide=\"map-pin\">\u003C\u002Fi>Long Service\u003C\u002Fbutton>\n\u003C\u002Fnav>\n\n\u003C!-- ===== TAB 1: PAY ===== -->\n\u003Csection id=\"tab-pay\" class=\"tab-panel active\" role=\"tabpanel\">\n  \u003Cdiv class=\"card\">\n    \u003Cdiv class=\"card-title\">\u003Ci data-lucide=\"calculator\">\u003C\u002Fi>Pay Calculator\u003C\u002Fdiv>\n    \u003Cdiv class=\"callout callout-blue\">\n      SCHADS Award (MA000100) sets minimum pay for 5 employment streams. Rates effective 1 July 2025 (Annual Wage Review) and 1 October 2025 (Aged Care Work Value Case, Sch F). National Minimum Wage: AUD $24.10\u002Fhour.\n    \u003C\u002Fdiv>\n    \u003Cdiv class=\"field\">\n      \u003Clabel for=\"p-stream\">Employment stream\u003C\u002Flabel>\n      \u003Cselect id=\"p-stream\" onchange=\"updateLevels()\">\n        \u003Coption value=\"sacs\">SACS — Social & Community Services (Schedule B)\u003C\u002Foption>\n        \u003Coption value=\"homecare_aged\">Home Care Aged Care (Schedule F — from 1 Oct 2025)\u003C\u002Foption>\n        \u003Coption value=\"homecare_dis\">Home Care & Disability (Schedule E)\u003C\u002Foption>\n        \u003Coption value=\"crisis\">Crisis Accommodation (Schedule C)\u003C\u002Foption>\n        \u003Coption value=\"custom\">Enter my own hourly rate\u003C\u002Foption>\n      \u003C\u002Fselect>\n    \u003C\u002Fdiv>\n    \u003Cdiv class=\"field\" id=\"p-level-field\">\n      \u003Clabel for=\"p-level\">Classification level\u003C\u002Flabel>\n      \u003Cselect id=\"p-level\" onchange=\"calcPay()\">\u003C\u002Fselect>\n    \u003C\u002Fdiv>\n    \u003Cdiv class=\"field\" id=\"p-custom-field\" style=\"display:none\">\n      \u003Clabel for=\"p-custom-rate\">Your hourly rate (AUD)\u003C\u002Flabel>\n      \u003Cinput type=\"number\" id=\"p-custom-rate\" value=\"30\" min=\"24.10\" step=\"0.01\" onchange=\"calcPay()\">\n    \u003C\u002Fdiv>\n    \u003Cdiv class=\"row\">\n      \u003Cdiv class=\"field\">\n        \u003Clabel for=\"p-hours\">Weekly hours\u003C\u002Flabel>\n        \u003Cinput type=\"number\" id=\"p-hours\" value=\"38\" min=\"1\" max=\"60\" step=\"0.5\" onchange=\"calcPay()\">\n      \u003C\u002Fdiv>\n      \u003Cdiv class=\"field\">\n        \u003Clabel for=\"p-emptype\">Employment type\u003C\u002Flabel>\n        \u003Cselect id=\"p-emptype\" onchange=\"calcPay()\">\n          \u003Coption value=\"ft\">Full-time\u003C\u002Foption>\n          \u003Coption value=\"pt\">Part-time\u003C\u002Foption>\n          \u003Coption value=\"cas\">Casual (+25% loading)\u003C\u002Foption>\n        \u003C\u002Fselect>\n      \u003C\u002Fdiv>\n    \u003C\u002Fdiv>\n    \u003Cdiv class=\"field\">\n      \u003Clabel for=\"p-residency\">Tax residency\u003C\u002Flabel>\n      \u003Cselect id=\"p-residency\" onchange=\"calcPay()\">\n        \u003Coption value=\"resident\">Australian resident\u003C\u002Foption>\n        \u003Coption value=\"whm\">Working Holiday Maker (15% flat — first $45,000)\u003C\u002Foption>\n        \u003Coption value=\"nonresident\">Non-resident (32.5% from $0)\u003C\u002Foption>\n      \u003C\u002Fselect>\n    \u003C\u002Fdiv>\n  \u003C\u002Fdiv>\n\n  \u003Cdiv id=\"pay-results\" class=\"results\" style=\"display:none\">\n    \u003Cdiv class=\"result-grid\">\n      \u003Cdiv class=\"result-item highlight\">\u003Cdiv class=\"result-label\">Estimated monthly net take-home\u003C\u002Fdiv>\u003Cdiv class=\"result-value\" id=\"r-monthly-net\">—\u003C\u002Fdiv>\u003C\u002Fdiv>\n      \u003Cdiv class=\"result-item\">\u003Cdiv class=\"result-label\">Annual gross salary\u003C\u002Fdiv>\u003Cdiv class=\"result-value\" id=\"r-annual-gross\">—\u003C\u002Fdiv>\u003C\u002Fdiv>\n      \u003Cdiv class=\"result-item\">\u003Cdiv class=\"result-label\">Effective hourly rate\u003C\u002Fdiv>\u003Cdiv class=\"result-value\" id=\"r-hourly\">—\u003C\u002Fdiv>\u003C\u002Fdiv>\n      \u003Cdiv class=\"result-item\">\u003Cdiv class=\"result-label\">Estimated PAYG tax (annual)\u003C\u002Fdiv>\u003Cdiv class=\"result-value\" id=\"r-tax\">—\u003C\u002Fdiv>\u003C\u002Fdiv>\n      \u003Cdiv class=\"result-item\">\u003Cdiv class=\"result-label\">Medicare Levy (2%)\u003C\u002Fdiv>\u003Cdiv class=\"result-value\" id=\"r-medicare\">—\u003C\u002Fdiv>\u003C\u002Fdiv>\n      \u003Cdiv class=\"result-item\">\u003Cdiv class=\"result-label\">Low Income Tax Offset (LITO)\u003C\u002Fdiv>\u003Cdiv class=\"result-value\" id=\"r-lito\">—\u003C\u002Fdiv>\u003C\u002Fdiv>\n      \u003Cdiv class=\"result-item super-item\">\u003Cdiv class=\"result-label\">Employer super (SG 12%) — separate\u003C\u002Fdiv>\u003Cdiv class=\"result-value\" id=\"r-super-emp\">—\u003C\u002Fdiv>\u003C\u002Fdiv>\n      \u003Cdiv class=\"result-item\">\u003Cdiv class=\"result-label\">Annual net take-home\u003C\u002Fdiv>\u003Cdiv class=\"result-value\" id=\"r-annual-net\">—\u003C\u002Fdiv>\u003C\u002Fdiv>\n    \u003C\u002Fdiv>\n    \u003Cp style=\"font-size:.73rem;color:var(--muted);margin-top:10px\">Super is paid by your employer on top of your wages — it does not reduce your take-home pay. LITO is an offset applied against your tax liability. Tax estimates use 2025-26 PAYG brackets.\u003C\u002Fp>\n  \u003C\u002Fdiv>\n\u003C\u002Fsection>\n\n\u003C!-- ===== TAB 2: REDUNDANCY ===== -->\n\u003Csection id=\"tab-redundancy\" class=\"tab-panel\" role=\"tabpanel\">\n  \u003Cdiv class=\"card\">\n    \u003Cdiv class=\"card-title\">\u003Ci data-lucide=\"shield-alert\">\u003C\u002Fi>Redundancy Pay\u003C\u002Fdiv>\n    \u003Cdiv class=\"callout\">\n      The SCHADS Award provides no confirmed enhancement above the NES genuine redundancy scale (Fair Work Act 2009 Schedule 4, s.119). The statutory NES formula applies.\n    \u003C\u002Fdiv>\n    \u003Cdiv class=\"row\">\n      \u003Cdiv class=\"field\">\n        \u003Clabel for=\"red-years\">Years of continuous service\u003C\u002Flabel>\n        \u003Cinput type=\"number\" id=\"red-years\" value=\"3\" min=\"0\" max=\"45\" step=\"1\" onchange=\"calcRedundancy()\">\n      \u003C\u002Fdiv>\n      \u003Cdiv class=\"field\">\n        \u003Clabel for=\"red-weekly\">Weekly gross pay (AUD)\u003C\u002Flabel>\n        \u003Cinput type=\"number\" id=\"red-weekly\" value=\"1100\" min=\"0\" step=\"10\" onchange=\"calcRedundancy()\">\n      \u003C\u002Fdiv>\n    \u003C\u002Fdiv>\n    \u003Cdiv class=\"field\">\n      \u003Clabel for=\"red-bizsize\">Business size\u003C\u002Flabel>\n      \u003Cselect id=\"red-bizsize\" onchange=\"calcRedundancy()\">\n        \u003Coption value=\"regular\">Regular employer (15 or more employees)\u003C\u002Foption>\n        \u003Coption value=\"small\">Small business (fewer than 15 employees)\u003C\u002Foption>\n      \u003C\u002Fselect>\n    \u003C\u002Fdiv>\n  \u003C\u002Fdiv>\n\n  \u003Cdiv id=\"red-results\" class=\"results\" style=\"display:none\">\n    \u003Cdiv class=\"result-grid\">\n      \u003Cdiv class=\"result-item highlight\">\u003Cdiv class=\"result-label\">NES redundancy pay\u003C\u002Fdiv>\u003Cdiv class=\"result-value\" id=\"r-red-total\">—\u003C\u002Fdiv>\u003C\u002Fdiv>\n      \u003Cdiv class=\"result-item\">\u003Cdiv class=\"result-label\">Weeks of pay entitlement\u003C\u002Fdiv>\u003Cdiv class=\"result-value\" id=\"r-red-weeks\">—\u003C\u002Fdiv>\u003C\u002Fdiv>\n    \u003C\u002Fdiv>\n    \u003Cdiv id=\"red-note\" style=\"margin-top:10px;font-size:.8rem;color:var(--muted)\">\u003C\u002Fdiv>\n  \u003C\u002Fdiv>\n\n  \u003Cdiv class=\"card\" style=\"margin-top:14px\">\n    \u003Cdiv class=\"card-title\">\u003Ci data-lucide=\"table-2\">\u003C\u002Fi>NES Redundancy Scale (Fair Work Act 2009 Sch 4)\u003C\u002Fdiv>\n    \u003Ctable id=\"red-table\">\n      \u003Cthead>\u003Ctr>\u003Cth>Years of service\u003C\u002Fth>\u003Cth>Weeks of pay\u003C\u002Fth>\u003C\u002Ftr>\u003C\u002Fthead>\n      \u003Ctbody>\n        \u003Ctr data-y=\"1\">\u003Ctd>1 year\u003C\u002Ftd>\u003Ctd>4 weeks\u003C\u002Ftd>\u003C\u002Ftr>\n        \u003Ctr data-y=\"2\">\u003Ctd>2 years\u003C\u002Ftd>\u003Ctd>6 weeks\u003C\u002Ftd>\u003C\u002Ftr>\n        \u003Ctr data-y=\"3\">\u003Ctd>3 years\u003C\u002Ftd>\u003Ctd>7 weeks\u003C\u002Ftd>\u003C\u002Ftr>\n        \u003Ctr data-y=\"4\">\u003Ctd>4 years\u003C\u002Ftd>\u003Ctd>8 weeks\u003C\u002Ftd>\u003C\u002Ftr>\n        \u003Ctr data-y=\"5\">\u003Ctd>5 years\u003C\u002Ftd>\u003Ctd>10 weeks\u003C\u002Ftd>\u003C\u002Ftr>\n        \u003Ctr data-y=\"6\">\u003Ctd>6 years\u003C\u002Ftd>\u003Ctd>11 weeks\u003C\u002Ftd>\u003C\u002Ftr>\n        \u003Ctr data-y=\"7\">\u003Ctd>7 years\u003C\u002Ftd>\u003Ctd>13 weeks\u003C\u002Ftd>\u003C\u002Ftr>\n        \u003Ctr data-y=\"8\">\u003Ctd>8 years\u003C\u002Ftd>\u003Ctd>14 weeks\u003C\u002Ftd>\u003C\u002Ftr>\n        \u003Ctr data-y=\"9\">\u003Ctd>9 years\u003C\u002Ftd>\u003Ctd>16 weeks\u003C\u002Ftd>\u003C\u002Ftr>\n        \u003Ctr data-y=\"10\">\u003Ctd>10+ years\u003C\u002Ftd>\u003Ctd>12 weeks (capped)\u003C\u002Ftd>\u003C\u002Ftr>\n      \u003C\u002Ftbody>\n    \u003C\u002Ftable>\n    \u003Cp style=\"font-size:.73rem;color:var(--muted);margin-top:8px\">Small business employers (<15 employees) are exempt from NES redundancy pay (FWA s.123). Redundancy pay is taxed as an Employment Termination Payment (ETP) — a tax-free component applies up to AUD $12,524 + $6,264 per year of service (2025-26 — confirm with ATO).\u003C\u002Fp>\n  \u003C\u002Fdiv>\n\u003C\u002Fsection>\n\n\u003C!-- ===== TAB 3: ANNUAL LEAVE ===== -->\n\u003Csection id=\"tab-leave\" class=\"tab-panel\" role=\"tabpanel\">\n  \u003Cdiv class=\"card\">\n    \u003Cdiv class=\"card-title\">\u003Ci data-lucide=\"sun\">\u003C\u002Fi>Annual Leave\u003C\u002Fdiv>\n    \u003Cdiv class=\"callout callout-green\">\n      NES minimum: 4 weeks (20 days) paid annual leave for full-time employees (Fair Work Act 2009 s.87). SCHADS Award shiftworkers regularly working Sundays and public holidays: 5 weeks. Annual leave loading: 17.5% of base rate.\n    \u003C\u002Fdiv>\n    \u003Cdiv class=\"row\">\n      \u003Cdiv class=\"field\">\n        \u003Clabel for=\"lv-emptype\">Employment type\u003C\u002Flabel>\n        \u003Cselect id=\"lv-emptype\" onchange=\"calcLeave()\">\n          \u003Coption value=\"ft\">Full-time (38 hrs\u002Fweek)\u003C\u002Foption>\n          \u003Coption value=\"pt\">Part-time (enter contracted hours)\u003C\u002Foption>\n        \u003C\u002Fselect>\n      \u003C\u002Fdiv>\n      \u003Cdiv class=\"field\">\n        \u003Clabel for=\"lv-hours\">Weekly contracted hours\u003C\u002Flabel>\n        \u003Cinput type=\"number\" id=\"lv-hours\" value=\"38\" min=\"1\" max=\"38\" step=\"0.5\" onchange=\"calcLeave()\">\n      \u003C\u002Fdiv>\n    \u003C\u002Fdiv>\n    \u003Cdiv class=\"row\">\n      \u003Cdiv class=\"field\">\n        \u003Clabel for=\"lv-shiftworker\">I am a shiftworker under the SCHADS Award\u003C\u002Flabel>\n        \u003Cselect id=\"lv-shiftworker\" onchange=\"calcLeave()\">\n          \u003Coption value=\"no\">No — 4 weeks entitlement\u003C\u002Foption>\n          \u003Coption value=\"yes\">Yes — 5 weeks entitlement\u003C\u002Foption>\n        \u003C\u002Fselect>\n      \u003C\u002Fdiv>\n      \u003Cdiv class=\"field\">\n        \u003Clabel for=\"lv-rate\">Hourly rate (AUD)\u003C\u002Flabel>\n        \u003Cinput type=\"number\" id=\"lv-rate\" value=\"30.66\" min=\"24.10\" step=\"0.01\" onchange=\"calcLeave()\">\n      \u003C\u002Fdiv>\n    \u003C\u002Fdiv>\n    \u003Cdiv class=\"field\">\n      \u003Clabel for=\"lv-loading\">Annual leave loading (%)\u003C\u002Flabel>\n      \u003Cinput type=\"number\" id=\"lv-loading\" value=\"17.5\" min=\"0\" max=\"50\" step=\"0.5\" onchange=\"calcLeave()\">\n    \u003C\u002Fdiv>\n  \u003C\u002Fdiv>\n\n  \u003Cdiv id=\"leave-results\" class=\"results\" style=\"display:none\">\n    \u003Cdiv class=\"result-grid\">\n      \u003Cdiv class=\"result-item highlight\">\u003Cdiv class=\"result-label\">Annual leave entitlement\u003C\u002Fdiv>\u003Cdiv class=\"result-value\" id=\"r-lv-days\">—\u003C\u002Fdiv>\u003C\u002Fdiv>\n      \u003Cdiv class=\"result-item\">\u003Cdiv class=\"result-label\">Leave entitlement (hours)\u003C\u002Fdiv>\u003Cdiv class=\"result-value\" id=\"r-lv-hours\">—\u003C\u002Fdiv>\u003C\u002Fdiv>\n      \u003Cdiv class=\"result-item\">\u003Cdiv class=\"result-label\">Annual leave loading value\u003C\u002Fdiv>\u003Cdiv class=\"result-value\" id=\"r-lv-loading\">—\u003C\u002Fdiv>\u003C\u002Fdiv>\n      \u003Cdiv class=\"result-item\">\u003Cdiv class=\"result-label\">Accrual per fortnight\u003C\u002Fdiv>\u003Cdiv class=\"result-value\" id=\"r-lv-fortnight\">—\u003C\u002Fdiv>\u003C\u002Fdiv>\n      \u003Cdiv class=\"result-item\">\u003Cdiv class=\"result-label\">Accrual per month\u003C\u002Fdiv>\u003Cdiv class=\"result-value\" id=\"r-lv-month\">—\u003C\u002Fdiv>\u003C\u002Fdiv>\n      \u003Cdiv class=\"result-item\">\u003Cdiv class=\"result-label\">Total leave value (incl. loading)\u003C\u002Fdiv>\u003Cdiv class=\"result-value\" id=\"r-lv-total\">—\u003C\u002Fdiv>\u003C\u002Fdiv>\n    \u003C\u002Fdiv>\n    \u003Cp style=\"font-size:.73rem;color:var(--muted);margin-top:10px\">Leave loading is paid on the base rate only (not on allowances). On termination, unused annual leave is paid out at the base rate (plus loading if applicable). Casual employees do not accrue annual leave — they receive 25% casual loading instead.\u003C\u002Fp>\n  \u003C\u002Fdiv>\n\u003C\u002Fsection>\n\n\u003C!-- ===== TAB 4: NOTICE ===== -->\n\u003Csection id=\"tab-notice\" class=\"tab-panel\" role=\"tabpanel\">\n  \u003Cdiv class=\"card\">\n    \u003Cdiv class=\"card-title\">\u003Ci data-lucide=\"bell\">\u003C\u002Fi>Notice Period\u003C\u002Fdiv>\n    \u003Cdiv class=\"callout\">\n      The SCHADS Award does not exceed the NES statutory minimum. Fair Work Act 2009 s.117 sets the notice scale below. Employees over 45 with 2+ years of service receive one additional week on employer dismissal.\n    \u003C\u002Fdiv>\n    \u003Cdiv class=\"row\">\n      \u003Cdiv class=\"field\">\n        \u003Clabel for=\"not-years\">Years of continuous service\u003C\u002Flabel>\n        \u003Cinput type=\"number\" id=\"not-years\" value=\"2\" min=\"0\" max=\"45\" step=\"1\" onchange=\"calcNotice()\">\n      \u003C\u002Fdiv>\n      \u003Cdiv class=\"field\">\n        \u003Clabel for=\"not-age\">Your age\u003C\u002Flabel>\n        \u003Cinput type=\"number\" id=\"not-age\" value=\"35\" min=\"15\" max=\"80\" step=\"1\" onchange=\"calcNotice()\">\n      \u003C\u002Fdiv>\n    \u003C\u002Fdiv>\n    \u003Cdiv class=\"row\">\n      \u003Cdiv class=\"field\">\n        \u003Clabel for=\"not-direction\">Direction\u003C\u002Flabel>\n        \u003Cselect id=\"not-direction\" onchange=\"calcNotice()\">\n          \u003Coption value=\"employer\">Employer dismissing employee\u003C\u002Foption>\n          \u003Coption value=\"employee\">Employee resigning\u003C\u002Foption>\n        \u003C\u002Fselect>\n      \u003C\u002Fdiv>\n      \u003Cdiv class=\"field\">\n        \u003Clabel for=\"not-weekly\">Weekly gross pay (AUD)\u003C\u002Flabel>\n        \u003Cinput type=\"number\" id=\"not-weekly\" value=\"1100\" min=\"0\" step=\"10\" onchange=\"calcNotice()\">\n      \u003C\u002Fdiv>\n    \u003C\u002Fdiv>\n    \u003Cdiv class=\"field\">\n      \u003Clabel for=\"not-startdate\">Employment start date (optional)\u003C\u002Flabel>\n      \u003Cinput type=\"date\" id=\"not-startdate\" onchange=\"calcNotice()\">\n    \u003C\u002Fdiv>\n  \u003C\u002Fdiv>\n\n  \u003Cdiv id=\"notice-results\" class=\"results\" style=\"display:none\">\n    \u003Cdiv class=\"result-grid\">\n      \u003Cdiv class=\"result-item highlight\">\u003Cdiv class=\"result-label\">Minimum notice period\u003C\u002Fdiv>\u003Cdiv class=\"result-value\" id=\"r-not-weeks\">—\u003C\u002Fdiv>\u003C\u002Fdiv>\n      \u003Cdiv class=\"result-item\">\u003Cdiv class=\"result-label\">Payment in lieu of notice\u003C\u002Fdiv>\u003Cdiv class=\"result-value\" id=\"r-not-lieu\">—\u003C\u002Fdiv>\u003C\u002Fdiv>\n      \u003Cdiv class=\"result-item\">\u003Cdiv class=\"result-label\">Over-45 supplement\u003C\u002Fdiv>\u003Cdiv class=\"result-value\" id=\"r-not-supp\">—\u003C\u002Fdiv>\u003C\u002Fdiv>\n      \u003Cdiv class=\"result-item\">\u003Cdiv class=\"result-label\">Last working day\u003C\u002Fdiv>\u003Cdiv class=\"result-value\" id=\"r-not-lastday\">—\u003C\u002Fdiv>\u003C\u002Fdiv>\n    \u003C\u002Fdiv>\n    \u003Cdiv id=\"not-note\" style=\"margin-top:10px;font-size:.8rem;color:var(--muted)\">\u003C\u002Fdiv>\n  \u003C\u002Fdiv>\n\n  \u003Cdiv class=\"card\" style=\"margin-top:14px\">\n    \u003Cdiv class=\"card-title\">\u003Ci data-lucide=\"table-2\">\u003C\u002Fi>NES Notice Scale (FWA s.117)\u003C\u002Fdiv>\n    \u003Ctable>\n      \u003Cthead>\u003Ctr>\u003Cth>Continuous service\u003C\u002Fth>\u003Cth>Minimum notice\u003C\u002Fth>\u003C\u002Ftr>\u003C\u002Fthead>\n      \u003Ctbody>\n        \u003Ctr>\u003Ctd>Less than 1 year\u003C\u002Ftd>\u003Ctd>1 week\u003C\u002Ftd>\u003C\u002Ftr>\n        \u003Ctr>\u003Ctd>1 year up to 3 years\u003C\u002Ftd>\u003Ctd>2 weeks\u003C\u002Ftd>\u003C\u002Ftr>\n        \u003Ctr>\u003Ctd>3 years up to 5 years\u003C\u002Ftd>\u003Ctd>3 weeks\u003C\u002Ftd>\u003C\u002Ftr>\n        \u003Ctr>\u003Ctd>5 years or more\u003C\u002Ftd>\u003Ctd>4 weeks\u003C\u002Ftd>\u003C\u002Ftr>\n        \u003Ctr>\u003Ctd>Over 45, with 2+ years service (employer dismissal)\u003C\u002Ftd>\u003Ctd>+1 additional week\u003C\u002Ftd>\u003C\u002Ftr>\n      \u003C\u002Ftbody>\n    \u003C\u002Ftable>\n  \u003C\u002Fdiv>\n\u003C\u002Fsection>\n\n\u003C!-- ===== TAB 5: SUPERANNUATION ===== -->\n\u003Csection id=\"tab-super\" class=\"tab-panel\" role=\"tabpanel\">\n  \u003Cdiv class=\"card\">\n    \u003Cdiv class=\"card-title\">\u003Ci data-lucide=\"piggy-bank\">\u003C\u002Fi>Superannuation\u003C\u002Fdiv>\n    \u003Cdiv class=\"callout callout-green\">\n      Superannuation Guarantee (SG): 12.0% of ordinary time earnings from 1 July 2025 (Superannuation Guarantee (Administration) Act 1992). No award-specific super provisions in the SCHADS Award — standard SG applies to all 5 streams. You can choose your own super fund (FWA s.149A).\n    \u003C\u002Fdiv>\n    \u003Cdiv class=\"row\">\n      \u003Cdiv class=\"field\">\n        \u003Clabel for=\"sup-annual\">Annual salary (AUD)\u003C\u002Flabel>\n        \u003Cinput type=\"number\" id=\"sup-annual\" value=\"58000\" min=\"0\" step=\"500\" onchange=\"calcSuper()\">\n      \u003C\u002Fdiv>\n      \u003Cdiv class=\"field\">\n        \u003Clabel for=\"sup-rate\">SG rate (%)\u003C\u002Flabel>\n        \u003Cinput type=\"number\" id=\"sup-rate\" value=\"12\" min=\"0\" max=\"30\" step=\"0.5\" onchange=\"calcSuper()\">\n      \u003C\u002Fdiv>\n    \u003C\u002Fdiv>\n    \u003Cdiv class=\"row\">\n      \u003Cdiv class=\"field\">\n        \u003Clabel for=\"sup-emptype\">Employment type\u003C\u002Flabel>\n        \u003Cselect id=\"sup-emptype\" onchange=\"calcSuper()\">\n          \u003Coption value=\"ft\">Full-time\u003C\u002Foption>\n          \u003Coption value=\"pt\">Part-time\u003C\u002Foption>\n          \u003Coption value=\"cas\">Casual\u003C\u002Foption>\n        \u003C\u002Fselect>\n      \u003C\u002Fdiv>\n      \u003Cdiv class=\"field\">\n        \u003Clabel for=\"sup-vol\">Voluntary contribution (AUD\u002Fmonth)\u003C\u002Flabel>\n        \u003Cinput type=\"number\" id=\"sup-vol\" value=\"0\" min=\"0\" step=\"50\" onchange=\"calcSuper()\">\n      \u003C\u002Fdiv>\n    \u003C\u002Fdiv>\n  \u003C\u002Fdiv>\n\n  \u003Cdiv id=\"super-results\" class=\"results\" style=\"display:none\">\n    \u003Cdiv class=\"result-grid\">\n      \u003Cdiv class=\"result-item super-item highlight\">\u003Cdiv class=\"result-label\">Employer SG contribution (per year)\u003C\u002Fdiv>\u003Cdiv class=\"result-value\" id=\"r-sup-annual\">—\u003C\u002Fdiv>\u003C\u002Fdiv>\n      \u003Cdiv class=\"result-item super-item\">\u003Cdiv class=\"result-label\">Employer SG contribution (per month)\u003C\u002Fdiv>\u003Cdiv class=\"result-value\" id=\"r-sup-monthly\">—\u003C\u002Fdiv>\u003C\u002Fdiv>\n      \u003Cdiv class=\"result-item\">\u003Cdiv class=\"result-label\">Your voluntary contributions (per year)\u003C\u002Fdiv>\u003Cdiv class=\"result-value\" id=\"r-sup-vol\">—\u003C\u002Fdiv>\u003C\u002Fdiv>\n      \u003Cdiv class=\"result-item highlight\">\u003Cdiv class=\"result-label\">Total super (SG + voluntary, per year)\u003C\u002Fdiv>\u003Cdiv class=\"result-value\" id=\"r-sup-total\">—\u003C\u002Fdiv>\u003C\u002Fdiv>\n      \u003Cdiv class=\"result-item\">\u003Cdiv class=\"result-label\">Concessional cap used\u003C\u002Fdiv>\u003Cdiv class=\"result-value\" id=\"r-sup-cap\">—\u003C\u002Fdiv>\u003C\u002Fdiv>\n      \u003Cdiv class=\"result-item\">\u003Cdiv class=\"result-label\">Remaining cap (AUD $30,000 limit)\u003C\u002Fdiv>\u003Cdiv class=\"result-value\" id=\"r-sup-remaining\">—\u003C\u002Fdiv>\u003C\u002Fdiv>\n    \u003C\u002Fdiv>\n    \u003Cp style=\"font-size:.73rem;color:var(--muted);margin-top:10px\">The concessional contributions cap is AUD $30,000\u002Fyear (2025-26), covering employer SG + salary-sacrificed contributions. Contributions above the cap attract additional tax. HESTA is widely used in the SCHADS sector but is not mandated under the award.\u003C\u002Fp>\n  \u003C\u002Fdiv>\n\u003C\u002Fsection>\n\n\u003C!-- ===== TAB 6: LONG SERVICE LEAVE ===== -->\n\u003Csection id=\"tab-lsl\" class=\"tab-panel\" role=\"tabpanel\">\n  \u003Cdiv class=\"card\">\n    \u003Cdiv class=\"card-title\">\u003Ci data-lucide=\"map-pin\">\u003C\u002Fi>Long Service Leave\u003C\u002Fdiv>\n    \u003Cdiv class=\"callout\">\n      Long service leave is governed by state and territory legislation — not the Fair Work Act. Qualifying periods and entitlements differ significantly by jurisdiction. Select your state or territory below.\n    \u003C\u002Fdiv>\n    \u003Cdiv class=\"row\">\n      \u003Cdiv class=\"field\">\n        \u003Clabel for=\"lsl-state\">State or territory\u003C\u002Flabel>\n        \u003Cselect id=\"lsl-state\" onchange=\"calcLSL()\">\n          \u003Coption value=\"nsw\">NSW — New South Wales\u003C\u002Foption>\n          \u003Coption value=\"vic\">VIC — Victoria\u003C\u002Foption>\n          \u003Coption value=\"qld\">QLD — Queensland\u003C\u002Foption>\n          \u003Coption value=\"sa\">SA — South Australia\u003C\u002Foption>\n          \u003Coption value=\"wa\">WA — Western Australia\u003C\u002Foption>\n          \u003Coption value=\"tas\">TAS — Tasmania\u003C\u002Foption>\n          \u003Coption value=\"act\">ACT — Australian Capital Territory\u003C\u002Foption>\n          \u003Coption value=\"nt\">NT — Northern Territory\u003C\u002Foption>\n        \u003C\u002Fselect>\n      \u003C\u002Fdiv>\n      \u003Cdiv class=\"field\">\n        \u003Clabel for=\"lsl-years\">Years of continuous service\u003C\u002Flabel>\n        \u003Cinput type=\"number\" id=\"lsl-years\" value=\"8\" min=\"0\" max=\"50\" step=\"0.5\" onchange=\"calcLSL()\">\n      \u003C\u002Fdiv>\n    \u003C\u002Fdiv>\n    \u003Cdiv class=\"row\">\n      \u003Cdiv class=\"field\">\n        \u003Clabel for=\"lsl-weekly\">Weekly gross pay (AUD)\u003C\u002Flabel>\n        \u003Cinput type=\"number\" id=\"lsl-weekly\" value=\"1100\" min=\"0\" step=\"10\" onchange=\"calcLSL()\">\n      \u003C\u002Fdiv>\n      \u003Cdiv class=\"field\">\n        \u003Clabel for=\"lsl-emptype\">Employment type\u003C\u002Flabel>\n        \u003Cselect id=\"lsl-emptype\" onchange=\"calcLSL()\">\n          \u003Coption value=\"ft\">Full-time\u003C\u002Foption>\n          \u003Coption value=\"pt\">Part-time (pro-rata)\u003C\u002Foption>\n        \u003C\u002Fselect>\n      \u003C\u002Fdiv>\n    \u003C\u002Fdiv>\n    \u003Cdiv class=\"field\" id=\"lsl-pt-hours-field\" style=\"display:none\">\n      \u003Clabel for=\"lsl-pt-hours\">Part-time contracted hours (per week)\u003C\u002Flabel>\n      \u003Cinput type=\"number\" id=\"lsl-pt-hours\" value=\"20\" min=\"1\" max=\"37.5\" step=\"0.5\" onchange=\"calcLSL()\">\n    \u003C\u002Fdiv>\n  \u003C\u002Fdiv>\n\n  \u003Cdiv id=\"lsl-info-card\" class=\"card\" style=\"margin-top:0\">\n    \u003Cdiv class=\"card-title\">\u003Ci data-lucide=\"info\">\u003C\u002Fi>State rules — \u003Cspan id=\"lsl-state-name\">NSW\u003C\u002Fspan>\u003C\u002Fdiv>\n    \u003Cdiv id=\"lsl-state-details\">\u003C\u002Fdiv>\n  \u003C\u002Fdiv>\n\n  \u003Cdiv id=\"lsl-results\" class=\"results\" style=\"display:none\">\n    \u003Cdiv id=\"lsl-status-chip\" style=\"margin-bottom:12px\">\u003C\u002Fdiv>\n    \u003Cdiv class=\"result-grid\">\n      \u003Cdiv class=\"result-item highlight\">\u003Cdiv class=\"result-label\">LSL entitlement\u003C\u002Fdiv>\u003Cdiv class=\"result-value\" id=\"r-lsl-weeks\">—\u003C\u002Fdiv>\u003C\u002Fdiv>\n      \u003Cdiv class=\"result-item\">\u003Cdiv class=\"result-label\">Leave (days)\u003C\u002Fdiv>\u003Cdiv class=\"result-value\" id=\"r-lsl-days\">—\u003C\u002Fdiv>\u003C\u002Fdiv>\n      \u003Cdiv class=\"result-item\">\u003Cdiv class=\"result-label\">Cash value at current rate\u003C\u002Fdiv>\u003Cdiv class=\"result-value\" id=\"r-lsl-value\">—\u003C\u002Fdiv>\u003C\u002Fdiv>\n      \u003Cdiv class=\"result-item\">\u003Cdiv class=\"result-label\">Accrual rate\u003C\u002Fdiv>\u003Cdiv class=\"result-value\" id=\"r-lsl-accrual\">—\u003C\u002Fdiv>\u003C\u002Fdiv>\n    \u003C\u002Fdiv>\n    \u003Cdiv id=\"lsl-note\" style=\"margin-top:10px;font-size:.8rem;color:var(--muted)\">\u003C\u002Fdiv>\n  \u003C\u002Fdiv>\n\u003C\u002Fsection>\n\n\u003C!-- Disclaimer -->\n\u003Cp class=\"disclaimer\">\n  \u003Cstrong>Indicative calculations only — not legal advice.\u003C\u002Fstrong> Figures are based on the Social, Community, Home Care and Disability Services Industry Award 2010 (MA000100) and Australian statutory rates as of 2025-26. Tax estimates use 2025-26 PAYG brackets and are indicative only — individual circumstances vary. For your specific situation, contact the Fair Work Ombudsman (\u003Ca href=\"tel:1300724690\">1300 724 690\u003C\u002Fa>) or a qualified employment lawyer.\n\u003C\u002Fp>\n\n\u003C\u002Fmain>\n\n\u003Cscript>\n\u002F\u002F ─── Data ────────────────────────────────────────────────────────────────────\nconst AUD = v => new Intl.NumberFormat('en-AU',{style:'currency',currency:'AUD',minimumFractionDigits:2}).format(v);\nconst WEEKS = v => v.toFixed(2) + ' weeks';\n\nconst STREAMS = {\n  sacs: {\n    name: 'SACS — Social & Community Services (Schedule B)',\n    levels: [\n      {label:'Level 1 — Entry-level support',rate:28.24},\n      {label:'Level 2 — Support worker, basic skills',rate:29.43},\n      {label:'Level 3 — Experienced support worker',rate:30.66},\n      {label:'Level 4 — Senior support worker',rate:32.37},\n      {label:'Level 5 — Coordinator \u002F specialist practitioner',rate:35.04},\n      {label:'Level 6 — Senior coordinator \u002F senior practitioner',rate:38.32},\n      {label:'Level 7 — Manager \u002F professional (degree-qualified)',rate:46.87},\n      {label:'Level 8 — Senior professional \u002F executive',rate:77.28},\n    ]\n  },\n  homecare_aged: {\n    name: 'Home Care Aged Care (Schedule F — from 1 Oct 2025)',\n    levels: [\n      {label:'Home Care Level 1',rate:31.13},\n      {label:'Home Care Level 2',rate:32.86},\n      {label:'Home Care Level 3',rate:35.12},\n      {label:'Home Care Level 4',rate:37.89},\n    ]\n  },\n  homecare_dis: {\n    name: 'Home Care & Disability (Schedule E)',\n    levels: [\n      {label:'Level 1 — Entry-level support',rate:28.93},\n      {label:'Level 2 — Support worker',rate:30.04},\n      {label:'Level 3 — Experienced worker',rate:31.29},\n      {label:'Level 4 — Senior support worker',rate:32.85},\n      {label:'Level 5 — Coordinator',rate:35.04},\n    ]\n  },\n  crisis: {\n    name: 'Crisis Accommodation (Schedule C)',\n    levels: [\n      {label:'Level 1 — Entry-level',rate:28.24},\n      {label:'Level 2 — Support worker',rate:29.43},\n      {label:'Level 3 — Experienced worker',rate:30.66},\n      {label:'Level 4 — Senior worker',rate:32.37},\n      {label:'Level 5 — Coordinator',rate:35.04},\n      {label:'Level 6 — Senior coordinator',rate:38.32},\n    ]\n  },\n  custom: { name:'Enter my own hourly rate', levels:[] }\n};\n\nconst RED_SCALE = [0,4,6,7,8,10,11,13,14,16,12]; \u002F\u002F index = years (1-10+), index 10 = 10+\n\nconst LSL_TABLE = {\n  nsw:{years:10,weeks:8.667,proRataAfter:10,label:'NSW',leg:'Long Service Leave Act 1955 (NSW)',detail:'10 years qualifying service. Entitlement: 2 months (8.667 weeks). Pro-rata available after 10 years. If dismissed after 5 years, pro-rata may apply.'},\n  vic:{years:7,weeks:6.067,proRataAfter:7,label:'VIC',leg:'Long Service Leave Act 2018 (Vic)',detail:'7 years qualifying service. Entitlement: 1\u002F60th of service (≈ 6.067 weeks at 7 years). Pro-rata access after 7 years. Employees who resign after 7 years are entitled to LSL.'},\n  qld:{years:10,weeks:8.667,proRataAfter:10,label:'QLD',leg:'Industrial Relations Act 2016 (Qld) s.94',detail:'10 years qualifying service. Entitlement: 8.667 weeks. Pro-rata available on redundancy or illness after 7 years. Leave can be taken in portions with agreement.'},\n  sa:{years:10,weeks:13,proRataAfter:10,label:'SA',leg:'Long Service Leave Act 1987 (SA)',detail:'10 years qualifying service. Entitlement: 13 weeks. After 10 years, an additional 1.3 weeks per year of service beyond 10 years.'},\n  wa:{years:10,weeks:8.667,proRataAfter:10,label:'WA',leg:'Long Service Leave Act 1958 (WA)',detail:'10 years qualifying service (state system workers). Entitlement: 8.667 weeks. After 15 years: additional 4.333 weeks. Pro-rata on redundancy or death after 7 years.'},\n  tas:{years:10,weeks:8.667,proRataAfter:10,label:'TAS',leg:'Long Service Leave Act 1976 (Tas)',detail:'10 years qualifying service. Entitlement: 8.667 weeks. After 15 years of service with the same employer, an additional entitlement applies.'},\n  act:{years:7,weeks:6.067,proRataAfter:7,label:'ACT',leg:'Long Service Leave Act 1976 (ACT)',detail:'7 years qualifying service. Entitlement: 6.067 weeks at 7 years of service. Pro-rata access available from 7 years. Accrual rate: 6.067 weeks per 7 years (≈ 0.867 weeks\u002Fyear).'},\n  nt:{years:10,weeks:13,proRataAfter:10,label:'NT',leg:'Long Service Leave Act 1981 (NT)',detail:'10 years qualifying service. Entitlement: 13 weeks. After the initial 10 years, an additional 6.5 weeks accrues for each subsequent 5 years of service.'},\n};\n\n\u002F\u002F ─── Tab routing ─────────────────────────────────────────────────────────────\nfunction activateTab(id) {\n  document.querySelectorAll('.tab-btn').forEach(b=>b.classList.toggle('active',b.dataset.tab===id));\n  document.querySelectorAll('.tab-panel').forEach(p=>p.classList.toggle('active',p.id==='tab-'+id));\n  if(location.hash!=='#'+id){try{location.hash=id;}catch(e){}}\n  sendResize();\n}\ndocument.querySelectorAll('.tab-btn').forEach(btn=>{\n  btn.addEventListener('click',()=>activateTab(btn.dataset.tab));\n});\nwindow.addEventListener('load',()=>{\n  const h=(location.hash||'').replace('#','');\n  if(h&&document.getElementById('tab-'+h)) activateTab(h);\n  updateLevels(); calcPay(); calcRedundancy(); calcLeave(); calcNotice(); calcSuper(); calcLSL();\n});\n\n\u002F\u002F ─── ResizeObserver (MANDATORY) ───────────────────────────────────────────────\nfunction sendResize(){\n  const h=document.documentElement.scrollHeight;\n  try{parent.postMessage({type:'resize',height:h},'*');}catch(e){}\n}\nif(typeof ResizeObserver!=='undefined'){\n  new ResizeObserver(()=>sendResize()).observe(document.documentElement);\n}\n\n\u002F\u002F ─── Tab 1: Pay ──────────────────────────────────────────────────────────────\nfunction updateLevels() {\n  const stream = document.getElementById('p-stream').value;\n  const sel = document.getElementById('p-level');\n  const isCustom = stream === 'custom';\n  document.getElementById('p-level-field').style.display = isCustom ? 'none' : '';\n  document.getElementById('p-custom-field').style.display = isCustom ? '' : 'none';\n  if(!isCustom){\n    sel.innerHTML = STREAMS[stream].levels.map((l,i)=>`\u003Coption value=\"${l.rate}\">${l.label} — AUD $${l.rate.toFixed(2)}\u002Fhr\u003C\u002Foption>`).join('');\n  }\n  calcPay();\n}\n\nfunction calcPay() {\n  const stream = document.getElementById('p-stream').value;\n  let hourly;\n  if(stream==='custom'){\n    hourly = parseFloat(document.getElementById('p-custom-rate').value)||0;\n  } else {\n    hourly = parseFloat(document.getElementById('p-level').value)||0;\n  }\n  const hours = parseFloat(document.getElementById('p-hours').value)||38;\n  const emptype = document.getElementById('p-emptype').value;\n  const residency = document.getElementById('p-residency').value;\n  const effectiveHourly = emptype==='cas' ? hourly*1.25 : hourly;\n  const annual = effectiveHourly * hours * 52;\n\n  let tax=0, lito=0;\n  if(residency==='resident'){\n    if(annual\u003C=18200) tax=0;\n    else if(annual\u003C=45000) tax=(annual-18200)*0.19;\n    else if(annual\u003C=135000) tax=5092+(annual-45000)*0.325;\n    else if(annual\u003C=190000) tax=34342+(annual-135000)*0.37;\n    else tax=54697+(annual-190000)*0.45;\n    if(annual\u003C=37500) lito=700;\n    else if(annual\u003C=45000) lito=700-(annual-37500)*0.05;\n    else if(annual\u003C=66667) lito=325-(annual-45000)*0.015;\n    else lito=0;\n    tax=Math.max(0,tax-lito);\n  } else if(residency==='whm'){\n    tax = annual\u003C=45000 ? annual*0.15 : 45000*0.15+(annual-45000)*0.325;\n    lito=0;\n  } else {\n    tax = annual\u003C=135000 ? annual*0.325 : 43875+(annual-135000)*0.37;\n    lito=0;\n  }\n  const medicare = (residency==='resident' && annual>26000) ? annual*0.02 : 0;\n  const superEmp = annual*0.12;\n  const net = annual-tax-medicare;\n\n  const el = id => document.getElementById(id);\n  el('r-hourly').textContent = AUD(effectiveHourly)+'\u002Fhr';\n  el('r-annual-gross').textContent = AUD(annual);\n  el('r-tax').textContent = AUD(tax);\n  el('r-medicare').textContent = AUD(medicare);\n  el('r-lito').textContent = AUD(lito);\n  el('r-super-emp').textContent = AUD(superEmp)+'\u002Fyr';\n  el('r-annual-net').textContent = AUD(net);\n  el('r-monthly-net').textContent = AUD(net\u002F12);\n  document.getElementById('pay-results').style.display='block';\n\n  \u002F\u002F Sync other tabs\n  const weeklyGross = annual\u002F52;\n  document.getElementById('red-weekly').value = weeklyGross.toFixed(0);\n  document.getElementById('not-weekly').value = weeklyGross.toFixed(0);\n  document.getElementById('lsl-weekly').value = weeklyGross.toFixed(0);\n  document.getElementById('sup-annual').value = annual.toFixed(0);\n  document.getElementById('lv-rate').value = effectiveHourly.toFixed(2);\n  sendResize();\n}\n\n\u002F\u002F ─── Tab 2: Redundancy ───────────────────────────────────────────────────────\nfunction calcRedundancy() {\n  const yrs = parseInt(document.getElementById('red-years').value)||0;\n  const weekly = parseFloat(document.getElementById('red-weekly').value)||0;\n  const small = document.getElementById('red-bizsize').value==='small';\n\n  let weeks=0, note='';\n  if(small){\n    note='Small business employers (fewer than 15 employees) are exempt from NES genuine redundancy pay under Fair Work Act 2009 s.123(1). You are still entitled to your notice period pay.';\n  } else if(yrs\u003C1){\n    note='Less than 1 year of service — no NES redundancy pay entitlement yet (FWA s.119).';\n  } else {\n    const idx = Math.min(yrs, 10);\n    weeks = RED_SCALE[idx];\n    note = `Based on ${yrs} year${yrs!==1?'s':''} of service: ${weeks} weeks of pay. Check your enterprise agreement — the SCHADS Award provides no confirmed enhancement above the NES formula. Contact your union (ASU\u002FHSU\u002FUWU) for advice.`;\n  }\n\n  const total = weeks * weekly;\n  document.getElementById('r-red-weeks').textContent = small ? 'Exempt' : (yrs\u003C1 ? '0' : weeks+' weeks');\n  document.getElementById('r-red-total').textContent = small||yrs\u003C1 ? '— exempt \u002F nil' : AUD(total);\n  document.getElementById('red-note').textContent = note;\n  document.getElementById('red-results').style.display='block';\n\n  \u002F\u002F Highlight active row\n  document.querySelectorAll('#red-table tbody tr').forEach(tr=>{\n    const ty = parseInt(tr.dataset.y);\n    tr.classList.toggle('active-row', !small && yrs>=1 && (yrs>=10?ty===10:ty===Math.min(yrs,10)));\n  });\n  sendResize();\n}\n\n\u002F\u002F ─── Tab 3: Annual Leave ─────────────────────────────────────────────────────\nfunction calcLeave() {\n  const ft = document.getElementById('lv-emptype').value==='ft';\n  const hours = parseFloat(document.getElementById('lv-hours').value)||(ft?38:20);\n  const shiftworker = document.getElementById('lv-shiftworker').value==='yes';\n  const rate = parseFloat(document.getElementById('lv-rate').value)||30.66;\n  const loading = parseFloat(document.getElementById('lv-loading').value)||17.5;\n\n  const weeks = shiftworker ? 5 : 4;\n  const days = weeks*5*(hours\u002F38);\n  const hrs = days * (hours\u002F5);\n  const leaveBaseValue = hrs * rate;\n  const loadingValue = leaveBaseValue * (loading\u002F100);\n  const totalValue = leaveBaseValue + loadingValue;\n  const fortnightDays = days\u002F26;\n  const monthDays = days\u002F12;\n\n  const el = id => document.getElementById(id);\n  el('r-lv-days').textContent = days.toFixed(1)+' days'+(ft ? '' : ' pro-rata');\n  el('r-lv-hours').textContent = hrs.toFixed(1)+' hours';\n  el('r-lv-loading').textContent = AUD(loadingValue);\n  el('r-lv-fortnight').textContent = fortnightDays.toFixed(2)+' days';\n  el('r-lv-month').textContent = monthDays.toFixed(2)+' days';\n  el('r-lv-total').textContent = AUD(totalValue);\n  document.getElementById('leave-results').style.display='block';\n  sendResize();\n}\n\n\u002F\u002F ─── Tab 4: Notice ───────────────────────────────────────────────────────────\nfunction calcNotice() {\n  const yrs = parseFloat(document.getElementById('not-years').value)||0;\n  const age = parseInt(document.getElementById('not-age').value)||35;\n  const employer = document.getElementById('not-direction').value==='employer';\n  const weekly = parseFloat(document.getElementById('not-weekly').value)||0;\n  const startDateVal = document.getElementById('not-startdate').value;\n\n  let weeks=0;\n  if(yrs\u003C1) weeks=1;\n  else if(yrs\u003C3) weeks=2;\n  else if(yrs\u003C5) weeks=3;\n  else weeks=4;\n\n  let suppNote='No';\n  if(employer && age>=45 && yrs>=2){weeks+=1; suppNote='Yes — +1 week (over 45, 2+ years service)';}\n\n  const lieuPay = weeks * weekly;\n\n  let lastDay = '—';\n  if(startDateVal){\n    const now = new Date();\n    const last = new Date(now);\n    last.setDate(last.getDate() + weeks*7);\n    lastDay = last.toLocaleDateString('en-AU',{day:'2-digit',month:'short',year:'numeric'});\n  }\n\n  const el = id=>document.getElementById(id);\n  el('r-not-weeks').textContent = weeks+' week'+(weeks!==1?'s':'');\n  el('r-not-lieu').textContent = AUD(lieuPay);\n  el('r-not-supp').textContent = suppNote;\n  el('r-not-lastday').textContent = lastDay;\n  el('not-note').textContent = employer\n    ? `Unfair dismissal access: employees with 6+ months service (or 12 months in small businesses) may apply to the Fair Work Commission within 21 days of dismissal. Contact the FWO on 13 13 94.`\n    : `When resigning, provide your employer with the notice above. Your employer may waive the notice period — if so, no payment in lieu is required from the employer.`;\n  document.getElementById('notice-results').style.display='block';\n  sendResize();\n}\n\n\u002F\u002F ─── Tab 5: Superannuation ────────────────────────────────────────────────────\nfunction calcSuper() {\n  const annual = parseFloat(document.getElementById('sup-annual').value)||0;\n  const rate = parseFloat(document.getElementById('sup-rate').value)||12;\n  const volMonthly = parseFloat(document.getElementById('sup-vol').value)||0;\n  const volAnnual = volMonthly*12;\n  const sgAnnual = annual*(rate\u002F100);\n  const total = sgAnnual+volAnnual;\n  const cap = 30000;\n  const used = Math.min(total,cap);\n  const remaining = Math.max(0,cap-used);\n\n  const el = id=>document.getElementById(id);\n  el('r-sup-annual').textContent = AUD(sgAnnual);\n  el('r-sup-monthly').textContent = AUD(sgAnnual\u002F12);\n  el('r-sup-vol').textContent = AUD(volAnnual);\n  el('r-sup-total').textContent = AUD(total);\n  el('r-sup-cap').textContent = AUD(used)+' of '+AUD(cap);\n  el('r-sup-remaining').textContent = AUD(remaining);\n  document.getElementById('super-results').style.display='block';\n  sendResize();\n}\n\n\u002F\u002F ─── Tab 6: LSL ───────────────────────────────────────────────────────────────\ndocument.getElementById('lsl-emptype').addEventListener('change',function(){\n  document.getElementById('lsl-pt-hours-field').style.display=this.value==='pt'?'':'none';\n  calcLSL();\n});\n\nfunction calcLSL() {\n  const state = document.getElementById('lsl-state').value;\n  const yrs = parseFloat(document.getElementById('lsl-years').value)||0;\n  const weekly = parseFloat(document.getElementById('lsl-weekly').value)||0;\n  const emptype = document.getElementById('lsl-emptype').value;\n  const ptHours = parseFloat(document.getElementById('lsl-pt-hours').value)||20;\n  const ptFactor = emptype==='pt' ? ptHours\u002F38 : 1;\n\n  const rule = LSL_TABLE[state];\n  document.getElementById('lsl-state-name').textContent = rule.label;\n  document.getElementById('lsl-state-details').innerHTML =\n    `\u003Cp style=\"font-size:.83rem;margin-bottom:6px\">\u003Cstrong>Qualifying period:\u003C\u002Fstrong> ${rule.years} years\u003C\u002Fp>`+\n    `\u003Cp style=\"font-size:.83rem;margin-bottom:6px\">\u003Cstrong>Entitlement:\u003C\u002Fstrong> ${rule.weeks} weeks at ${rule.years} years of service\u003C\u002Fp>`+\n    `\u003Cp style=\"font-size:.83rem;margin-bottom:6px\">\u003Cstrong>Legislation:\u003C\u002Fstrong> ${rule.leg}\u003C\u002Fp>`+\n    `\u003Cp style=\"font-size:.83rem\">${rule.detail}\u003C\u002Fp>`;\n\n  const eligible = yrs >= rule.years;\n  const proRataEligible = yrs >= rule.proRataAfter && !eligible;\n  let leaveWeeks = 0;\n  if(eligible){\n    leaveWeeks = rule.weeks + (yrs - rule.years) * (rule.weeks \u002F rule.years);\n  } else if(proRataEligible){\n    leaveWeeks = yrs * (rule.weeks \u002F rule.years);\n  }\n  leaveWeeks *= ptFactor;\n  const leaveDays = leaveWeeks * 5;\n  const cashValue = leaveWeeks * weekly;\n  const accrualPerYear = (rule.weeks \u002F rule.years) * ptFactor;\n  const yearsRemaining = Math.max(0, rule.years - yrs);\n\n  const chipEl = document.getElementById('lsl-status-chip');\n  if(eligible){\n    chipEl.innerHTML='\u003Cspan class=\"chip chip-green\">Qualifying period met — LSL entitlement achieved\u003C\u002Fspan>';\n  } else if(proRataEligible){\n    chipEl.innerHTML='\u003Cspan class=\"chip chip-amber\">Pro-rata access available ('+yrs+' of '+rule.years+' years)\u003C\u002Fspan>';\n  } else {\n    chipEl.innerHTML='\u003Cspan class=\"chip chip-red\">Not yet eligible — '+yearsRemaining.toFixed(1)+' years remaining\u003C\u002Fspan>';\n  }\n\n  const el = id=>document.getElementById(id);\n  el('r-lsl-weeks').textContent = (eligible||proRataEligible) ? WEEKS(leaveWeeks) : '— not yet eligible';\n  el('r-lsl-days').textContent = (eligible||proRataEligible) ? leaveDays.toFixed(1)+' days' : '—';\n  el('r-lsl-value').textContent = (eligible||proRataEligible) ? AUD(cashValue) : '—';\n  el('r-lsl-accrual').textContent = accrualPerYear.toFixed(3)+' weeks\u002Fyear';\n  document.getElementById('lsl-note').textContent =\n    'You are accruing LSL at '+accrualPerYear.toFixed(3)+' weeks per year in '+rule.label+'. '+\n    (emptype==='pt'?'Part-time pro-rata applied ('+ptHours+' hrs\u002Fweek). ':'')+\n    'Some awards or enterprise agreements may provide more generous LSL — check your specific agreement or contact your union.';\n  document.getElementById('lsl-results').style.display='block';\n  sendResize();\n}\n\nlucide.createIcons();\n\u003C\u002Fscript>\n\u003C\u002Fbody>\n\u003C\u002Fhtml>\n","both"]