Important Update: Changes to the Aged Care Award
In a decision issued on 18 October 2019, the Fair Work Commission made changes to the Aged Care Award 2010 (the Award) varying classifications and minimum engagement provisions from the first full pay period (FFPP) on or after 25 October 2019.
The decision to vary the Award also includes amendments to casual weekend and public holiday rates from the FFPP on or after 1 July 2020.
Changes that apply from the FFPP on or after 25 October 2019
Personal care workers who don’t hold a relevant Certificate III qualification but possess equivalent knowledge and skills may now be classified at Aged Care Employee – Level 4.
For part-time and casual employees, each portion of a broken shift must meet the two hour minimum engagement requirement.
Changes that apply from the FFPP on or after 1 July 2020
Casual weekend and public holiday rates of pay
For work performed on weekends, casuals are to be paid
- 175% of the ordinary hourly rate for work between midnight Friday and midnight Saturday; and
- 200% of the ordinary hourly rate for work between midnight Saturday and midnight Sunday.
For work performed on public holidays, casuals are to be paid 275% of the ordinary hourly rate of pay.
The rates noted above are in substitution of the casual loading.
What this means for you
CCER advises our members to:
- Immediately review your rostering arrangements and payroll systems to ensure you are correctly applying the two hour minimum engagement for each portion of a broken shift for part-time and casual staff from the FFPP on or after 25 October 2019.
- Consider whether any Personal Care Workers may require reclassification to Aged Care Worker – Level 4.
- Consider the operational and financial implications of changes to rostering and classifications (and increased rates of pay when rostering casuals on weekends and public holidays from 1 July 2020).
- Prepare to update payroll systems in anticipation of changes to casual weekend and public holiday rates from 1 July 2020.
- Consider any increased employment costs in the context of current and future funding arrangements.
- Consider whether any operational changes could be made to reduce employment costs (eg. the extent to which you could roster permanent full-time and part-time employees instead of casuals).
CCER will update members about any further changes to the Aged Care Award as they occur. If you have any questions or would like to know more, don’t hesitate to get in touch with one of our Employment Relations Specialists on (02) 9390 5255 or email us at firstname.lastname@example.org
Anthony Micallef is an Employment Relations Specialist at CCER