Casual vs permanent vs agency support work
Casual, permanent and agency disability support work compared — pay, leave, security and flexibility — so you can choose the arrangement that fits your life.
The three ways to work as a support worker, in plain English
How each type is actually paid: the SCHADS award and loadings
Casual support work: highest hourly rate, lowest security
Permanent support work: steady pay and real entitlements
Agency support work: someone else finds the work
Side-by-side: casual vs permanent vs agency
A worked example: does the casual loading really put you ahead?
The SCHADS rate is NOT the NDIS price limit
Tax, super and the admin that changes with each type
Common mistakes when choosing between casual, permanent and agency
How to choose — and why many workers mix and match
Frequently asked questions
Is casual or permanent support work better paid?
Casual work pays a higher base hourly rate because of the 25% casual loading, so per hour it looks better on paper. But permanent work includes paid annual leave, paid sick leave and guaranteed hours, which have real dollar value that the casual loading is meant to compensate for. Whether casual is actually 'better paid' over a year depends on how much unpaid time off you take and how reliable your shifts are — full, consistent casual hours often win, while patchy hours or a run of illness can let a permanent worker's paid leave overtake the higher rate. Confirm your specific rates through the Fair Work Pay and Conditions Tool.
What is the difference between the SCHADS rate and the NDIS price limit?
The SCHADS Award rate is what you, the worker, are paid for an hour of support. The NDIS price limit is the maximum a provider can charge a participant's plan for that same hour, and it has to cover your wage plus super, leave, insurance, training, screening, supervision, travel and overheads. They are set by different bodies and are never the same number, so never treat an NDIS price limit as your wage. Confirm your pay through the Fair Work Pay and Conditions Tool or the SCHADS Award (MA000100), and check pricing separately with the NDIS Quality and Safeguards Commission.
Do agency support workers get paid leave and super?
It depends entirely on your employment status with the agency. If the agency employs you as a permanent worker, you get paid leave and super; if you are their casual, you get super but no paid leave; and if you are engaged as an independent contractor, you may get neither and be responsible for your own tax and often your own super. Agency work is not a single pay category — it is a way of finding work laid over one of those three statuses. Always ask the agency in writing which status applies and confirm your super and tax obligations with the ATO.
Can a casual support worker become permanent?
Yes. Under the National Employment Standards, casuals who have worked a regular, systematic pattern of hours over a qualifying period may be eligible to request or be offered conversion to permanent employment. If you have effectively been doing a permanent job on casual terms, raise casual conversion with your employer — you can gain paid leave and guaranteed hours without losing your role, though you would give up the casual loading. The exact rules and timeframes change, so check the current position with Fair Work before you rely on it.
Which type is best if I need to prove income for a rental or loan?
Permanent part-time or full-time work is generally the strongest for rental applications and loans because it shows guaranteed, predictable hours and ongoing employment. Casual and some agency or contractor arrangements are harder to evidence because your hours can vary or stop with little notice, and lenders often average or discount variable income. If a stable income record matters to you in the near future, weigh that heavily against the higher casual hourly rate — the extra loading is little comfort if it costs you the lease or loan.
Do the weekend and public holiday penalties differ between casual and permanent?
The penalty structure is the same for both: Saturday is 150%, Sunday is 200% and public holidays are 250% of the base rate under SCHADS, with additional evening and night shift loadings. The difference is that a casual also stacks the 25% casual loading on top of the penalty, while a permanent worker gets the penalty but accrues paid leave instead of the loading. Confirm the exact rates for your classification using the Fair Work Pay and Conditions Tool or the SCHADS Award (MA000100).
Is super really going up, and does it apply to me?
Yes — superannuation rises to 12% from 1 July 2026, and it applies to eligible earnings for most employees, whether you are casual or permanent. If you are engaged as an independent contractor through an agency or platform, you may need to arrange your own super, so do not assume it is being paid for you. Check that super actually appears on your payslips, and confirm your specific situation with the ATO — unpaid super is easy to miss until it has quietly added up over months.