What the levels mean
The SCHADS Award covers four streams: Social and Community Services (SACS), Home Care, Crisis Accommodation, and Family Day Care. Most disability and aged care support workers fall within the SACS or Home Care stream. The rates below are for the SACS stream, the most common for disability support workers. Home Care stream rates are generally lower for equivalent levels.
Level 1
~$24.10/hr permanent | ~$30.13/hr casualIntroductory classification for workers in induction or performing basic ancillary tasks not requiring specialised knowledge. In practice, Level 1 is rarely appropriate for a disability support worker providing personal care. The Award limits the time a worker can remain at Level 1 — maximum three months.
Level 2
~$30.96/hr permanent (L2.1) | ~$38.70/hr casualCovers workers who hold a Certificate III in Individual Support (Disability), or equivalent qualification, or who have the skills and experience to perform support work without direct supervision. The standard entry classification for a qualified disability support worker. Multiple pay points (2.1–2.4); progression through pay points requires a review.
Level 3
~$38.65/hr permanent (L3.1) | ~$48.31/hr casualExperienced workers who exercise a degree of autonomy, apply specialised skills, or provide support in more complex situations. Typically holds a Certificate IV in Disability or demonstrated equivalent competency. The most commercially significant classification decision in disability care — the gap between Level 2.3 and Level 3.1 is approximately $7–$8/hr before on-costs.
Level 4
~$44.00–$45.00/hr permanent | ~$55.00/hr casualTeam leader or supervisor classification. Workers at Level 4 have direct responsibility for the work output of others and provide coaching to junior staff. A Level 4 worker is not just an experienced support worker — there must be genuine supervisory responsibility. If you are classifying someone because they are your most experienced DSW but are not formally directing other workers, Level 3 is correct.
Level 5
~$47.00–$49.00/hr permanent | ~$59.00/hr casualSenior practitioners, specialist support workers, and workers with significant expertise in areas such as behaviour support, complex communication, or intensive therapeutic support. Typically holds a degree or advanced diploma. Also the entry point for care coordination roles in some structures.
Levels 6, 7 and 8
~$53.00–$65.00/hr permanentManagement classifications covering program managers, service managers, and senior management with organisational responsibility, budget accountability, or leadership of a significant workforce. Most frontline operations do not employ Level 6–8 workers under SCHADS.
Rates effective 1 July 2025. Source: SCHADS Award MA000100, Schedule B.
Qualification mapping
| Qualification | Typical classification |
|---|---|
| No formal qualification, in induction | Level 1 (temporary) |
| No formal qualification, experienced | Level 2.1 |
| Certificate III Individual Support (Disability) | Level 2.1 to 2.4 |
| Certificate IV in Disability | Level 3.1 |
| Diploma of Community Services | Level 3 to 4 depending on role |
| Bachelor degree in human services or allied health | Level 5 |
| Behaviour support or specialist practitioner role | Level 5 |
| Team leader with direct supervisory responsibility | Level 4 |
| Service or program manager | Level 6+ |
These are guides, not rules. The classification must reflect the actual duties the worker performs, not just their qualification on paper. A worker with a Certificate IV who performs straightforward personal care without the autonomy expected of Level 3 should be classified at Level 2.
The Level 2 vs Level 3 decision
This is the most common classification call in disability care, and it causes the most disputes. The gap between Level 2.3 and Level 3.1 is approximately $7–$8/hr before on-costs — which compounds across every penalty rate multiplier.
Classify at Level 2 if the worker:
- –Works directly from a written support plan without significant independent judgement
- –Is supervised by a more senior worker or coordinator
- –Does not adapt or interpret the support plan, only implements it
- –Has limited experience or is new to the role despite having a Certificate IV
Classify at Level 3 if the worker:
- –Adapts their support approach based on the client's presenting needs, not just the documented plan
- –Works independently across multiple clients without regular supervision
- –Has responsibility for identifying and reporting changes in a client's needs
- –Applies specialist knowledge (e.g., behaviour management, high physical support needs)
- –Has a Certificate IV and has demonstrated Level 3 competencies in practice
When in doubt, review the actual work the person does on a daily shift, not their resume. The test is not qualifications — it is the nature and autonomy of the work performed.
What triggers a reclassification
Workers must be reclassified when their role changes in a way that moves them into a higher level description. Triggers include:
- Completing a relevant qualification that aligns with a higher level
- Taking on supervisory responsibility for other workers
- Transitioning to more complex clients or higher-needs caseloads
- A formal review that finds the current classification no longer matches actual duties
There is no time-based automatic reclassification under the Award, except for progression through pay points within a level. Moving from Level 2 to Level 3 requires a deliberate classification decision by the employer. Workers who believe they are misclassified can raise the matter through the dispute resolution procedure in clause 9 of the Award, or contact the Fair Work Ombudsman.
The Level 1 limitation
Important: A worker cannot remain at Level 1 beyond three months in most circumstances. After three months, the worker must be classified at the level that reflects their actual duties and qualifications.
The Award anticipates that Level 1 is a genuine induction classification, not a way to reduce costs for workers performing real support work. If a worker is providing direct client support from day one, they should not be at Level 1 at all, regardless of the induction period.
Worked example: new DSW, classification progression
Week 1 — Induction
Mia starts as a disability support worker. She holds a Certificate III. She is completing a structured 2-week induction and is not yet working independently with clients.
Level 1 (induction period, maximum 3 months) — ~$24.10/hr permanent.
Month 2 — Post-induction
Induction is complete. Mia is now rostered on standard shifts, providing personal care and community support under a documented support plan. She works without direct supervision on most shifts.
Level 2.1 — ~$30.96/hr permanent.
12 months — Pay point progression
Mia has been reviewed and progressed to Level 2.2, reflecting service milestones and performance review.
Level 2.2
18 months — Reclassification
Mia completes a Certificate IV in Disability and begins supporting two clients with complex behaviours. She now adapts her approach on shift based on client presentation, identifies triggers, and writes daily notes that inform the support plan review. She is not formally supervising other workers.
Reclassify to Level 3.1 — ~$38.65/hr permanent. The reclassification is triggered by the change in duties and the qualification, not the passage of time alone.
Classification is a legal obligation, not a HR preference
Misclassifying a worker costs money in two ways. If you classify too low, you risk an underpayment claim that compounds from the start of the misclassification. If you classify too high, you pay more than required. Review your classification decisions at least annually, whenever a worker completes a relevant qualification, and whenever their duties materially change. Document the decision and keep it in their personnel file.