HR Services for the

Aged Care Industry

Backed by industry experts

The team behind HR Connect is Employment Innovations, a local team of human resources
professionals who provide you with expert legislative knowledge, as an on-demand
advisory and compliance solution.

The team behind HR Connect is Employment Innovations, a local team of human resources professionals who provide you with expert legislative knowledge, as an on-demand advisory and compliance solution.

Australian owned

Australian owned with locally based experts delivering HR services

Proven experience

Helping Australian businesses like yours for over 30 years

Employment law at our core

Complimentary representation by specialist employment law firm, EI Legal

Ensure HR compliance from the Aged Care industry experts

At HR Connect, we understand the unique and challenging HR responsibilities for a business in the Aged Care industry. The Aged Care often faces difficulties in attracting and retaining qualified and compassionate staff members. Additionally, recruiting and onboarding suitable candidates is a time-consuming and resource-intensive process.

The sheer scale of these pressures challenge the compliance and regulatory demands on Aged Care businesses. Staying up-to-date with employment laws, safety regulations, and industry standards can be overwhelming and complex.

At HR Connect, our solution is specifically tailored to the needs of Australian small businesses. Our team provides a comprehensive on-demand staff management solution to Aged Care businesses with affordable professional HR advice, support, tools and protection.

HR Services for the Aged Care Industry

Access your free Aged Care Award Summary

FAQs

What is the Aged Care Award and who do they apply to?

The Aged Care Award is a set of regulations that govern the minimum terms and conditions of employment for workers in the aged care industry in Australia. It sets out the minimum rates of pay, leave entitlements, and other employment conditions for employees in the industry.

The Aged Care Award applies to employees who work in the aged care sector, including residential aged care facilities, home care providers, and community care organizations. This includes nurses, care workers, support staff, and administrative staff who work in these settings.

Employers in the aged care industry are required to comply with the Aged Care Award to ensure that their employees receive fair and reasonable working conditions. Failure to comply with the award can result in penalties and legal action.

The Aged Care Award is regularly reviewed and updated by the Fair Work Commission to ensure that it remains relevant and reflects the changing needs of the industry and its workers.

What is the minimum wage as determined by the Aged Care Award?

The minimum wage for employees in the aged care industry is determined by the Aged Care Award. As of the current wage schedule, which came into effect on July 1 2021, the minimum hourly wage for a full-time employee working in the industry is $21.92 per hour.

However, it is important to note that the minimum wage can vary depending on the employee’s classification level, as well as their experience and qualifications. For example, a registered nurse may be classified at a higher level and be entitled to a higher minimum wage than a personal care assistant.

Employers in the aged care industry are required to comply with the minimum wage requirements outlined in the Aged Care Award. This includes ensuring that employees are paid at least the minimum wage for their classification level and that all entitlements, such as penalty rates, are applied correctly.

What are the different classifications of employees under the Aged Care Award?

The Aged Care Award includes several different classifications of employees, each with their own set of minimum pay rates and entitlements. These classifications are based on the employee’s job duties and level of responsibility. The main classifications are:

  1. Personal Care Assistants: These employees provide basic care and support to residents or clients, such as assisting with personal hygiene, mobility, and daily living tasks.
  2. Enrolled Nurses: These employees have completed a formal nursing program and work under the supervision of a registered nurse. They provide a range of nursing and personal care services.
  3. Registered Nurses: These employees are qualified nurses who have completed a nursing degree and are registered with the Nursing and Midwifery Board of Australia. They provide a range of nursing services, including medication administration, wound care, and clinical assessments.
  4. Allied Health Professionals: These employees are qualified health professionals, such as physiotherapists, occupational therapists, and social workers, who provide specialized services to residents or clients.
  5. Management and Administrative Staff: These employees provide support and management services within the aged care organization, including administration, human resources, and financial management.

 

Each classification has different minimum pay rates and entitlements, such as different rates for overtime, weekend work, and public holidays. It is important for employers and employees to be aware of the correct classification and entitlements for their role to ensure compliance with the Aged Care Industry Award.

How many levels of employees are there in the Aged Care Award?

The Aged Care Award sets out five levels of classification for employees in the aged care industry in Australia. These classification levels are used to determine the minimum rates of pay and entitlements for employees based on their job duties and level of responsibility.

The five levels of classification under the Aged Care Award are:

  1. Level 1 – This classification covers employees who are new to the industry or who have limited experience and qualifications. It includes roles such as hospitality and cleaning staff.
  2. Level 2 – This classification covers employees who have some experience and qualifications in the aged care industry. It includes roles such as personal care assistants and home care workers.
  3. Level 3 – This classification covers employees who have a higher level of experience and qualifications in the aged care industry. It includes roles such as enrolled nurses and allied health professionals.
  4. Level 4 – This classification covers employees who have significant experience and qualifications in the aged care industry and who have supervisory responsibilities. It includes roles such as registered nurses and team leaders.
  5. Level 5 – This classification covers employees who have advanced qualifications and significant experience in the aged care industry and who have management responsibilities. It includes roles such as facility managers and executive directors.

 

Each level of classification has its own minimum rates of pay and entitlements, which are outlined in the Aged Care Award. It is important for employers and employees to be aware of the correct classification for their role to ensure compliance with the award.

When was the Aged Care Award last updated?

The Aged Care Award was last updated on 1 July 2021. The Fair Work Commission is responsible for regularly reviewing and updating awards such as the Aged Care Award to ensure that they remain relevant and reflect the changing needs of the industry and its workers. Employers and employees in the Aged Care industry should keep themselves informed about any changes made to the award to ensure compliance with its regulations. It is important to note that the Fair Work Commission may update the award at any time, so it is important to regularly check for any changes.

 

Are shift workers and casual employees covered by the Aged Care Award?

Yes, both shift workers and casual employees are covered by the Aged Care Award. The award sets out minimum rates of pay and entitlements for all employees in the aged care industry, regardless of their employment status or type of work they perform.

Shift workers are entitled to additional pay and entitlements to compensate for working outside of normal business hours. This includes penalty rates for working evenings, weekends, and public holidays, as well as additional rest breaks and shift allowances.

Casual employees are entitled to a higher rate of pay than permanent employees to compensate for not having access to benefits such as paid leave and job security. Casual employees are also entitled to certain minimum shift lengths and to be notified of their roster in advance.

 

How can employees and employers stay informed about changes to the Aged Care Award and ensure compliance with the latest regulations?

To stay informed about changes to the aged care industry award and ensure compliance with the latest regulations, both employees and employers in the aged care industry can take the following steps:

  1. Check the Fair Work Ombudsman website: The Fair Work Ombudsman website provides information and resources about awards and workplace laws, including the Aged Care Industry Award. The website is regularly updated with information about changes to awards, and employees and employers can sign up for email updates to stay informed about any changes.
  2. Consult with industry bodies: Industry bodies such as Leading Aged Services Australia (LASA) and Aged & Community Services Australia (ACSA) provide information and support for employers in the aged care industry. These bodies can provide guidance on compliance with the Aged Care Award and other workplace laws.
  3. Seek professional advice: Employees and employers can seek professional advice from legal and industrial relations experts who specialize in the aged care industry. These professionals can provide guidance on compliance with the award and other workplace laws, as well as assistance with disputes and legal matters.
  4. Regularly review employment contracts and agreements: Employers should regularly review their employment contracts and enterprise agreements to ensure that they are compliant with the latest regulations and changes to the award.

By staying informed and taking proactive steps to ensure compliance with the Aged Care Award and other workplace laws, both employees and employers can create a fair and safe working environment that benefits everyone in the industry.

 

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