Allowances for Employees

In the Aged Care Industry, understanding the intricacies of allowances is essential. As the demand for Aged Care services continues to rise, ensuring fair and transparent allowances is paramount.

Clause 15 of the Award outlines various allowances that employees may qualify for. The rates for these allowances are subject to change, and employers should refer to the current values in the Award.

Clothing and Equipment Provision:

Employees mandated by their employer to wear uniforms will receive an adequate supply of appropriate uniforms at no charge. These uniforms remain the property of the employer and are to be maintained and laundered by them without expense to the employee.

Alternatively, if agreed upon, the employer may provide a uniform allowance to the employee instead of supplying uniforms.

If the employee’s uniforms are not laundered by the employer, the employee is entitled to a laundry allowance.

During all paid leave absences, except for long service leave and absences exceeding 21 days on personal/carer’s leave, the uniform allowance (but not the laundry allowance) will still be paid.

If a uniform allowance was previously paid to the employee at a rate other than weekly before taking leave, the rate during leave will be the average of the allowance paid over the four weeks preceding the leave.

For employees required to wear special clothing or safety equipment, the employer must reimburse the cost of purchasing these items unless provided by the employer.

Leading Hand Allowance:

A leading hand, responsible for at least two other employees of a similar classification but not with supervisory responsibilities, is entitled to a weekly allowance as outlined in the Award, based on the number of employees they oversee. This allowance is considered in overtime calculations.

Employees working fewer than 38 hours per week receive the allowance proportionally based on their average weekly hours compared to 38 ordinary hours.

Meal Allowance:

Employees must either be provided with a meal or receive a meal allowance in specific circumstances, such as working beyond normal hours or in cases of extended overtime.

For overtime exceeding four hours, an additional meal allowance is required.

Nauseous Work Allowance:

Employees handling particularly unpleasant or dirty tasks are entitled to a nauseous work allowance.

Travelling, Transport, and Fares

Employees using their own vehicle for work duties are entitled to a per-kilometre allowance.

If the employer cannot provide transportation during work-related travel, they must cover reasonable expenses for fares, meals, and accommodation upon submission of receipts or other acceptable evidence.

If you’re unsure about which Award your employees fall under, or how to accurately comply with your relevant Award, speak with one of our experts today to get tailored advice and simplified guidance.

 

How HR Connect can help

If you require assistance with Award interpretation, compliance advice, disciplinary issues concerning staff, HR Connect can help. Our HR Advisors will be able to guide you through each step of the process and provide template documents as part of our subscription packages.

 

 

About HR Connect

HR Connect is one of Australia’s leading providers of HR & workplace safety advice services, designed to help small business owners make confident and compliant business decisions.

 

Disclaimer

The information provided in these knowledge base articles is general in nature and is not intended to substitute for professional advice. If you are unsure about how this information applies to your specific situation we recommend you contact HR Connect for advice. The information in this summary is correct as of August 2021.

This article will change over time, as Modern Award legislation relating to this Industry or Occupation is passed by the Fair Work Commission. Originally published on 20 February 2024.

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