Setting your rate as an independent support worker
How to set your rate as an independent (sole trader) support worker — the NDIS price limit ceiling, the costs you must cover, and how to price sustainably.
What's a realistic hourly rate for an independent support worker?
SCHADS award pay vs the NDIS price limit — know the difference
Why your rate has to be higher than an employee's wage
How to actually calculate your rate (a simple method)
Loadings and penalty rates: charging for evenings, weekends and public holidays
What makes your rate higher or lower
Getting paid: self-managed and plan-managed participants
Screening, insurance and the costs behind your rate
A realistic scenario: pricing your first client
Common pricing mistakes to avoid
Next steps and reviewing your rate
Frequently asked questions
How much should I charge as an independent support worker in 2026?
A common range for standard weekday daytime support is roughly $45 to $75+ an hour (indicative, as at 2026), with more for weekends, public holidays and specialised skills. There is no single correct figure — it depends on your experience, location and the complexity of the support. Build your own number up from the current SCHADS wage plus your on-costs rather than copying a rate from a forum, and confirm award figures in the Fair Work Pay and Conditions Tool.
Is the NDIS price limit the same as what I get paid?
No, and this is the most important distinction to get right. The NDIS price limit is the maximum a PROVIDER can bill a participant's plan, while the SCHADS award rate is the minimum a WORKER is paid as an employee. As an independent worker you set your own rate, which typically sits below the price limit but above a bare employee wage — the price limit is designed to fund a whole business, not one self-employed person.
Why should my rate be higher than a support worker's hourly wage?
Because as an independent worker you now pay for everything an employer used to cover for you. That includes your own superannuation (rising to 12% from 1 July 2026), unpaid leave, insurance, tax, admin and the unbillable hours you spend travelling and writing notes. These on-costs can add 25 to 40 percent on top of a plain wage, so a rate that looks high next to an employee payslip often is not once you divide by the hours you actually worked.
Do I need to be a registered NDIS provider to charge participants directly?
No — you can work with self-managed and plan-managed participants without being NDIS-registered. Registration is generally only needed to invoice NDIA-managed plans directly. Even unregistered, you must still meet the NDIS Code of Conduct and worker screening requirements, so confirm your current obligations with the NDIS Quality and Safeguards Commission.
How do I charge for weekends, nights and public holidays?
Mirror the stable SCHADS penalty structure: build in higher rates for Saturdays (150%), Sundays (200%) and public holidays (250%), plus shift loadings for evenings and nights, and a 25% casual loading baseline. The percentages are stable, but the actual dollar amounts flow from the current SCHADS base rate, so confirm those in the Fair Work Pay and Conditions Tool before you set a rate card. Sleepovers are usually priced as an allowance plus your normal rate for any active hours.
What compliance costs do I need to factor into my rate?
Budget for an NDIS Worker Screening Check, public liability and professional indemnity insurance, first aid and CPR, an ABN, and time for tax and record-keeping. These costs vary and should be spread across your billable hours rather than absorbed in a lump. Confirm screening fees with your state or territory screening unit, course costs via My Skills or training.gov.au, and tax and super obligations with the ATO.
How often should I review my independent support worker rate?
At least once a year, ideally around 1 July when award rates and the super guarantee typically change. Review it sooner if you gain a qualification, take on more complex supports, or your insurance and running costs rise. Regular reviews stop your effective pay from slowly falling behind as your costs creep up over time.