Level 2 pay rates
| Pay point | Permanent (per hr) | Casual (per hr) | Annual (perm, 38hrs) |
|---|---|---|---|
| Pay Point 1 | $34.58 | $43.23 | $68,330 |
| Pay Point 2 | $35.67 | $44.59 | $70,484 |
| Pay Point 3 | $36.75 | $45.94 | $72,618 |
| Pay Point 4 | $37.73 | $47.16 | $74,554 |
Rates are for the SACS (Social and Community Services) stream, effective from the first full pay period on or after 1 July 2025. Source: SCHADS Award MA000100.
Annual salary is based on 38 hours per week x 52 weeks. Most support workers do not work this pattern; most are employed on a casual or part-time basis.
These are base rates. Penalty rates (Saturday, Sunday, public holiday, evening, night) apply on top. Use the Fair Work Ombudsman Pay and Conditions Tool (P.A.C.T.) for binding rate verification. See also: full SCHADS rate table.
Rates shown are indicative for the Social, Community, Home Care and Disability Services (SCHADS) Award MA000100, effective from the first full pay period on or after 1 July 2025. Always verify against the Fair Work Ombudsman Pay and Conditions Tool before processing payroll.
Rates and classification information last reviewed: May 2026. Next Fair Work Annual Wage Review: 1 July 2026.
What Level 2 covers
Level 2 covers support workers who apply the skills and knowledge gained through a relevant Certificate III or equivalent experience. The work is typically direct support: personal care, community access, domestic assistance, and routine NDIS supports following a documented support plan. Level 2 workers operate with limited direct supervision on most shifts, but are not expected to exercise the degree of autonomous professional judgement required at Level 3.
The four pay points within Level 2 reflect progression based on experience and performance review. Progression from PP1 to PP2 is not automatic at a time interval. The employer must review and confirm that the worker has demonstrated the competencies expected at the higher pay point. Progression from PP3 to PP4 typically requires sustained performance and, in some organisations, a formal appraisal.
Typical Level 2 work includes:
- –Personal care and hygiene support following a documented plan
- –Community access and social participation support
- –Domestic assistance (cleaning, meal prep, shopping)
- –Support for participants with mild to moderate disability-related needs
- –Transport to appointments and activities
- –Basic monitoring and incident reporting to a supervisor or coordinator
- –Working from a support plan without significantly modifying the approach
Does a Certificate III automatically mean Level 2?
Typically yes, but the qualification is not the sole deciding factor. The Award classifies based on the actual duties the worker performs and the level of autonomy they exercise, not just the qualification they hold. A worker with a Certificate III in Individual Support (Disability) who is performing routine personal care and domestic assistance under a documented support plan belongs at Level 2.1. A worker without a Certificate III who has substantial relevant experience and is performing the same duties may also belong at Level 2.1 rather than Level 1.
Conversely, a worker with a Certificate IV who is performing work that matches the Level 2 description should be classified at Level 2, not automatically elevated to Level 3 on the basis of the qualification. The classification must match what the person actually does.
Practical rule: Start with the duties. If the work is routine support delivered from a plan, without the worker adapting or interpreting the plan independently, that is Level 2. The qualification is supporting evidence for the classification decision, not a substitute for it.
Common classification disputes at Level 2
The most common dispute at Level 2 is the experienced support worker who has been at Level 2 PP1 or PP2 for two or more years and whose actual work has evolved to include more complex responsibilities, but whose pay point has not moved and whose classification has not been reviewed.
Stagnant pay point progression
Pay point progression within Level 2 requires a review, but many providers do not schedule these systematically. A worker who has been at PP1 for 18 months without a review has not been told "you are performing at PP1 level" -- they have simply not been reviewed. This is not the same thing, and the Award dispute resolution clause gives workers a mechanism to raise it.
Level 2 duties but Level 3 responsibility creep
A worker who has been at Level 2 for several years and is now informally training new staff, acting as a first point of contact for families, or making independent decisions about support approaches is arguably performing Level 3 work. If the employer relies on this informally without reviewing the classification, that worker has grounds to request reclassification.
Incorrect entry point on commencement
Workers with relevant experience transferring from another provider are sometimes placed at Level 2 PP1 regardless of their prior service. Under the Award, prior relevant experience can justify a higher entry pay point. Employers are not required to match a previous employer's classification, but they are required to classify based on the work to be performed and the worker's demonstrated competence.
Casual employment at Level 2
A large proportion of disability support workers are employed casually. The casual rate at Level 2 PP1 is $43.23 per hour, which includes the 25% casual loading on the ordinary time rate. This loading compensates for the absence of leave entitlements (annual leave, personal/carer's leave, and notice of termination).
Casual rates include a 25% loading on the ordinary time rate. When penalty rates apply (evenings, weekends, public holidays), the calculation method under SCHADS clauses 26 and 28 varies by penalty type. Use the Fair Work Ombudsman P.A.C.T. tool for shift-specific calculations. Do not calculate casual penalty rates manually without checking the P.A.C.T. output, as common simplifications can produce incorrect results.
Verify before you pay: For any casual shift involving an evening, weekend, or public holiday penalty, use the Fair Work Ombudsman P.A.C.T. tool to confirm the applicable rate. See also: SCHADS public holiday pay rates.
Why SCHADS rates have grown faster than general wage growth
SCHADS rates have increased above the standard Annual Wage Review since 2024 following the Fair Work Commission's review of gender-based undervaluation in priority awards. The Commission applied targeted increases to social and community services and home care classifications, in addition to the standard Annual Wage Review adjustments. These increases have been staged and are still being phased in across 2024–2026. This is why disability support worker rates have grown faster than general minimum wage growth in recent years.
Level 2 is where this has had the largest dollar impact on providers. Because Level 2 is the most populous classification in the disability support workforce, the increases affect the greatest number of workers and have the largest aggregate cost effect. The increase flows through to every Saturday, Sunday, public holiday, and sleepover shift at the corresponding penalty multiplier.
Providers who have not updated their pay templates or rostering software to reflect the current rates risk underpayment going back to the date the increases applied.
For the full picture: Check the Fair Work Commission's Annual Wage Review decisions and the SCHADS Award variation history on the FWC website.
How pay point progression works at Level 2
There is no automatic time-based progression through pay points under the Award. To move from PP1 to PP2, from PP2 to PP3, or from PP3 to PP4, the employer must conduct a review and determine that the worker has demonstrated the competencies associated with the higher pay point. In practice, this means most providers link progression to performance reviews, which should happen at least annually.
If a worker believes they should have progressed and has not been reviewed, the dispute resolution procedure in clause 9 of the Award is available to them. Workers can also contact the Fair Work Ombudsman if they believe their progression has been unreasonably withheld. Documenting the review decision -- including what was assessed and why progression was or was not granted -- protects the employer in any subsequent dispute.