Aged Care Worker Pay in 2025: What the Awards Say
Recent decisions by the Fair Work Commission (FWC) have significantly impacted aged care wages, with minimum pay rates for many workers increasing throughout 2025. These changes are part of a multi-stage process stemming from the Aged Care Work Value Case, which recognised the historical undervaluation of aged care work. For most employees, pay is dictated by modern awards, primarily the Aged Care Award 2010 and the Social, Community, Home Care and Disability Services (SCHADS) Industry Award 2010.
Pay rises were rolled out in stages during 2025. In January, general workers received an increase, and nursing assistants previously covered by the Nurses Award were transitioned to the Aged Care and SCHADS Awards with adjusted pay points. Another round of increases for direct care workers and nurses was implemented in March and further rises are expected in July and October 2025, and into 2026. These structured pay increases demonstrate a government and industry-wide commitment to improving aged care remuneration and addressing staffing shortages.
Pay Scales by Role: A Detailed Breakdown
Pay in aged care varies considerably based on your specific role, level of experience, and qualifications. Below are some of the key pay scales and average salary figures for common roles in the industry.
Personal Care Workers (PCW) and Assistants in Nursing (AIN)
Personal Care Workers and Assistants in Nursing (AIN) provide direct care to aged care residents and clients in their homes. Their pay is structured around classification levels that increase with experience and qualifications. For example, under the Aged Care Award, a Level 2 Direct Carer received a pay rise in January 2025, bringing the new award hourly rate to $30.74. A PCW with an experienced Certificate III qualification moves to a Level 3, earning a higher hourly rate. According to job market data, the average annual salary for PCW roles ranges from $70,000 to $75,000.
Registered Nurses (RN) and Enrolled Nurses (EN)
Nurses in aged care are covered by either the Nurses Award or the Aged Care Award, depending on their employment setting. Recent decisions have seen their pay significantly increase. A permanent full-time Registered Nurse can expect an annual salary between $85,000 and $100,000, depending on their experience and classification point. A Clinical Care Coordinator or Care Manager, which are more senior nursing roles, can command salaries of $80,000 to over $120,000.
Indirect Care Workers (General Services)
In a historic shift, indirect care workers such as cleaners, laundry staff, gardeners, and administrative personnel also became eligible for pay rises in 2025. Previously excluded from the wage increases, this decision recognised the integral role these staff play in the overall function of aged care facilities. For example, a Level 1 general services employee saw their minimum hourly rate increase to $25.62 as of January 2025.
Comparison of Roles in Australian Aged Care
| Role | Typical Setting | Award Rates (2025 min hourly) | Market Average Annual Salary (approx.) |
|---|---|---|---|
| Personal Care Worker | Residential/Home Care | $30.74 (Direct Carer Level 2) | $70,000 – $75,000 |
| Registered Nurse (RN) | Residential/Community | Varies by point, plus penalties | $85,000 – $100,000+ |
| Enrolled Nurse (EN) | Residential/Community | Varies by point, plus penalties | $75,000+ |
| General Services | Residential | $25.62 (General Level 1) | N/A (minimum weekly rates apply) |
| Facility Manager | Residential | Award rates for management | $125,000 – $160,000 |
Factors Influencing Your Aged Care Earnings
While industrial awards set the minimum pay rates, several other factors can influence your overall aged care salary.
- Qualifications and experience: Your pay is directly tied to your classification level, which increases with experience and formal qualifications. For instance, a Certificate IV will typically unlock a higher pay point than a Certificate III.
- Employment type: Casual employees receive a casual loading on top of their base hourly rate, compensating for the lack of benefits like paid leave.
- Shift penalties and overtime: Aged care workers are entitled to increased rates for shifts worked during afternoons, nights, weekends, and on public holidays. These penalty rates can significantly boost your overall take-home pay.
- Location: Regional variations in salary and demand exist. For example, average pay for nurses can be higher in areas with greater staff shortages or a higher cost of living.
- Award interpretation: Different awards may apply depending on the care setting (e.g., residential vs. home care). For example, a home care worker may be covered under the SCHADS award rather than the Aged Care award, which has different hourly rates and clauses.
- Enterprise Agreements: Some employers have Enterprise Agreements that set pay and conditions. While these must be at least as generous as the relevant award, they often offer different pay structures or higher rates. Always check what award or agreement covers your role. For assistance with calculating specific entitlements, you can use the Fair Work Ombudsman Pay and Conditions Tool.
Conclusion: Navigating a New Era of Aged Care Pay
Determining how much you get paid in aged care in Australia is no longer a simple question, but one that has been significantly influenced by historic pay increases in 2025. The Fair Work Commission's decisions have addressed the long-standing issue of low wages for aged care workers, and future increases are expected. Your earnings depend on a combination of your role, experience level, qualifications, and the hours you work, with generous penalty rates for less sociable shifts. With the government and industry committed to better wages, pursuing a career in aged care now comes with fairer financial recognition for this critical work.
