We’ve previously broken down what the SCHADS pay points and award levels mean. But, there’s so much more to understand when it comes to this award. Here are the answers to some of the questions we hear again and again from NDIS provider businesses.

What is the SCHADS award?

The Social, Community, Home Care and Disability Service (SCHADS) Industry Award dictates the minimum pay and conditions for workers. It is updated annually.

Companies can choose to provide higher pay rates or better working conditions. But, going under the minimum SCHADS award pay rates, rest periods, holiday time or other conditions is illegal. It can result in hefty fines.

Who does the SCHADS award cover?

The SCHADS award covers:

• Crisis assistance and supported housing

• Social and community services

• Home care

• Family day care scheme sector

This includes:

• Companies providing SCHADS organisations with policy, advocacy or representation

• Disability services, including personal care, domestic and lifestyle support

However, there are some exceptions to these lists. That brings us to the next question.

Who doesn’t the SCHADS award cover?

Fair Work makes it clear that the SCHADS award doesn’t apply to:

• Care workers in the family day care industry

• Clerical and administrative workers employed in home care, crisis assistance and supported housing

It also shouldn’t be used when one of these awards is more relevant:

• Aged Care Award

• Amusement Award

• Children’s Services Award

• Fitness Award

• Health Services Award

• Nurses Award

What is a broken shift?

In most cases, the SCHADS award mandates a minimum 10-hour break between shifts. When you don’t provide a long enough break, the shifts are then reclassified as one single broken shift. You can schedule a maximum of three shifts per broken shift. 

How do broken shifts affect the SCHADS award rates?

You do not have to pay employees for the break time between shifts, and in most cases, the worker’s hourly rate remains the same. 

However, when a broken shift exceeds a 12-hour span, additional hours must be paid at 200% of the minimum hourly rate. And, regardless of the hours worked, workers must be paid for at least two hours of work for each working period. 

What is a 12-hour span for SCHADS?

The clock starts on a 12-hour span when the employee’s first shift begins. Contrary to popular belief, it is not paused for breaks. This means that if your employee starts their broken shift at 7 am, the 12-hour span will end at 7 pm.

What is a sleepover?

A sleepover is when a worker has to sleep overnight at the client’s premises. While it isn’t considered a break, it isn’t treated as ordinary hours of work either.

What’s the difference between a sleepover and a night shift?

On a night shift, the worker will be awake and providing care services throughout the shift. 

On a sleepover shift, they must still wake up and provide care services if required, for example, if the participant needs help. However, the expectation is that during the sleepover, the worker will mostly be sleeping.

How do sleepovers affect break periods?

As long as your employee agrees, you can reduce the break period to 8 hours if one of the shifts is a sleepover.

How are sleepovers paid?

Workers receive a sleepover allowance, which is currently 4.9% of the standard rate for the night. But, that’s not the only additional pay they’re entitled to.

If a carer has to do any work during their sleepover shift, this needs to be paid at overtime rates. You would also need to pay them for a minimum of one hour.

And, if they work an additional shift immediately before or after the sleepover shift, they must be compensated for a minimum of four hours for that shift.

Our article on sleepover shifts breaks down in more detail how SCHADS award pay rates apply to sleepovers.

Simplifying SCHADS Award Compliance

ShiftCare’s care management software automates the admin side of running an NDIS or home care provider business, so you can focus on what’s most important: delivering excellent care and growing your business.

With staff document management, document expiry notifications and a powerful rosterer, it takes the stress out of staying SCHADS compliant. You can set the award rates, allowances and minimum periods for each staff member. And, you’ll be able to define rostered shifts as sleepovers, night shifts, client expenses and more so that calculating correct SCHADS award rates is simple.

Download our Comprehensive SCHADS Award Guide for ShiftCare Users for more information about the SCHADS Award.

Discover how your disability services business can thrive when compliance is made easy. Try ShiftCare for free.