Understanding the Aged Care Award and Your Pay
For aged care workers in New South Wales, and across Australia, pay rates are governed by the Aged Care Award 2010 (MA000018), which is determined by the Fair Work Commission. Following the Aged Care Work Value Case, significant wage increases have been implemented, with further changes coming into effect throughout 2025. These changes mean that a Certificate IV in Ageing Support, or a similar relevant qualification, now places you at a higher pay point, reflecting the increased responsibility and specialised skills involved.
Award Levels for Certificate IV Holders
Historically, workers with a Certificate IV would have been placed at a lower pay level. However, updated classifications recognise the advanced skills gained. A Certificate IV holder is generally classified at Level 5, often referred to as a 'Specialist' or a similar title, especially when they perform higher-level duties. A person with a Certificate IV and additional training (e.g., dementia care) or team leader responsibilities could be placed at an even higher level, potentially Level 6.
2025 Aged Care Pay Rates in NSW
Based on recent award changes and guidance, here's a snapshot of the pay rates relevant to Certificate IV holders. These figures are based on the Aged Care Award and represent minimum entitlements, with some employers (especially those with Enterprise Agreements) paying above these rates.
Minimum Full-Time Aged Care Award Rates (as of Jan 2025, Level 5 - Specialist)
- Weekly (38 hours): Approximately $1,299.40
- Hourly: Approximately $34.19
Minimum Casual Aged Care Award Rates (as of Jan 2025, Level 5 - Specialist)
- Hourly (including casual loading): Approximately $42.74
Navigating Penalty Rates for Aged Care Workers
Your pay can increase significantly based on when you work. Penalty rates are applied for working outside of standard hours, which is common in the 24/7 aged care sector. For a Cert IV holder in NSW, these are some of the additional payments you can expect:
- Afternoon Shift: Higher hourly rates for shifts starting after 10am and before 4pm.
- Night Shift: Higher hourly rates for shifts starting after 4pm and before 4am.
- Weekend Work (Saturday/Sunday): Enhanced hourly rates for working on weekends.
- Public Holidays: Substantially higher hourly rates for working on public holidays.
- Overtime: Increased rates for working more than the standard hours.
Factors Influencing Your Earnings Beyond Award Rates
While the Aged Care Award provides the minimum pay, several other factors can influence your final take-home salary in NSW:
- Employer Type: Employment in a not-for-profit (NFP) organisation often comes with salary packaging benefits, which allow you to use pre-tax income for certain expenses. This can effectively increase your disposable income. In contrast, private aged care providers may offer competitive rates or other bonuses.
- Experience: Pay points within each award level mean that experienced workers can earn more. Your pay rate typically increases based on the number of hours worked, not just years of service.
- Specialised Skills: Cert IV qualifications often include specific training modules (e.g., dementia care, palliative care). Employers may offer higher wages or allowances for these specialised skills.
- Location: While award rates are consistent nationally, some regional locations might offer incentives or higher pay to attract staff, particularly in areas with labour shortages. Salary reports from sites like Indeed show some variation across NSW cities.
- Higher Duties: Temporarily or permanently performing duties requiring a higher classification level means you must be paid at that higher rate. This is a key benefit for career progression.
How to Maximise Your Earning Potential
To ensure you are paid correctly and to maximise your earnings as a Certificate IV aged care worker in NSW, consider the following:
- Know Your Award: Familiarise yourself with the Aged Care Award and your classification level. The Fair Work Ombudsman website provides up-to-date pay guides and calculators.
- Seek NFP Employment: If salary packaging is a priority, actively look for roles with not-for-profit providers. The tax benefits can be a significant addition to your overall compensation.
- Track Your Experience: Keep records of your hours worked to ensure you progress through the pay points based on your experience. Employers can provide a statement of service to verify this.
- Upskill: Continue professional development with additional training, as this can open doors to higher-level, better-paid roles like Care Supervisor or Team Leader.
Comparing Aged Care Pay Options in NSW
| Pay Component | Full-Time (Approx. Level 5) | Casual (Approx. Level 5) |
|---|---|---|
| Base Hourly Rate (Jan 2025) | $34.19 | $42.74 (includes casual loading) |
| Base Weekly Rate (38 hrs) | $1,299.40 | N/A |
| Saturday Penalty Rate | Significantly higher than base | Based on casual rate + penalty |
| Sunday Penalty Rate | Substantially higher than Saturday | Based on casual rate + penalty |
| Public Holiday Rate | Highest penalty rate | Highest penalty rate applied to casual rate |
| Salary Packaging Potential | Yes (at NFP employers) | Yes (at NFP employers) |
This comparison highlights how different employment types and working hours can impact your total income. It's essential to consider your preferred work-life balance alongside the financial implications.
Conclusion: Your Certificate 4 is an Investment
Earning a Certificate IV in Aged Care is a clear pathway to higher earning potential in NSW. The qualification places you at a higher starting point on the Aged Care Award pay scale and opens up opportunities for specialised roles and career advancement. With recent and ongoing wage increases, coupled with the potential for penalty rates and salary packaging, your income as a qualified aged care worker is a direct reflection of your valuable skills and commitment to the sector. By understanding the award, your options, and your career path, you can confidently negotiate your salary and secure a rewarding and financially stable career. For the most recent and detailed pay information, always consult the official Fair Work Ombudsman resources.
