Disability support worker pay rates (SCHADS explained)
How disability support worker pay works in 2026 — SCHADS award levels, casual loading, evening, weekend and public-holiday penalty rates, sleepovers and allowances.
What is the SCHADS Award and why does it set your pay?
The critical distinction: your SCHADS rate vs the NDIS price limit
SCHADS classification levels for support workers explained
Casual, part-time or permanent: how it changes your pay
Penalty rates and loadings: weekends, nights and public holidays
Travel time and kilometres: the pay most workers miss
Superannuation, tax and what actually lands in your account
How to check the exact rate you should be earning
Rate up your pay: qualifications and shifts that lift earnings
Common pay mistakes and underpayments to watch for
Frequently asked questions
What is the disability support worker pay rate in 2026?
In 2026 most disability support workers are paid under the SCHADS Award (MA000100), typically around Level 2 or Level 3, with casuals receiving a 25% loading on top of the base rate. The exact figure changes every 1 July after the Annual Wage Review, so any number you see quickly dates. Always confirm your current rate for your specific classification, pay point and employment type using the Fair Work Pay and Conditions Tool rather than relying on a figure from an article or social media.
Is the SCHADS rate the same as the NDIS price limit?
No, and this is the most important thing to understand. The SCHADS rate is the wage your employer pays you per hour, set by the Fair Work Commission. The NDIS price limit is the maximum a provider can charge a participant's plan for a supported hour, set by the NDIS. The price limit is always higher because it must cover your super, insurance, paid leave, supervision, travel and admin, not just your wage. They are two different numbers and should never be treated as the same thing.
Do casual support workers get paid more than permanent staff?
Casuals get a 25% loading on top of the base rate, so their hourly figure looks higher, but that loading exists to replace paid annual leave, paid sick leave and roster security that permanent staff receive. Over a full year, a permanent worker who takes their leave and enjoys stable hours can end up in a similar financial position, with more certainty and easier access to credit. Which is better depends on whether you value flexibility or security.
What penalty rates apply on weekends and public holidays?
Under SCHADS, Saturdays are paid at 150% of the base rate, Sundays at 200%, and public holidays at 250%, with additional loadings for evening and night shifts. For casuals the 25% loading generally applies on top of these penalties. This percentage structure is stable year to year, even though the base rate it applies to changes each July. If you regularly work these shifts, check every payslip, because underpayment of penalties is common.
Do I get paid for travel time and kilometres between clients?
Generally yes. Time spent travelling between clients during a shift is usually paid work, and kilometres driven in your own vehicle for work usually attract a per-kilometre allowance under SCHADS. The commute from home to your first client and back home from your last is treated differently and often is not paid. Keep your own log of travel segments and distances and compare it to your payslip, as this is one of the most commonly underpaid areas in the sector.
Is superannuation going up for support workers in 2026?
Yes. The Superannuation Guarantee rises to 12% of your ordinary time earnings from 1 July 2026, paid by your employer on top of your wage into your super fund. It is worth logging in to your fund or your ATO account through myGov to confirm contributions actually match your payslips, because unpaid or late super is more common in the sector than it should be. The ATO is the primary source to confirm your super and tax situation.
Will getting a Certificate III or IV increase my pay?
It can, because a relevant qualification can support a higher SCHADS classification, and higher levels pay a higher base rate for every hour. A Certificate III or IV in Individual Support or Disability is the usual pathway, and many states offer subsidised or fee-free training places. Confirm current course costs and providers through My Skills or training.gov.au, and ask your employer in advance how completing the qualification would actually change your classification and rate, because the certificate only lifts your pay if it moves your level.