Support worker vs aged care worker vs carer
The difference between a disability support worker, an aged care worker and a carer — who they support, the funding, qualifications and pay, and how to choose.
The quick answer: how the three roles differ
What a disability support worker actually does
What an aged care worker does differently
What people mean by 'carer'
How the work is funded: NDIS vs aged care
Pay and conditions: what to expect
Screening, checks and the rules you work under
Qualifications and how to get started
Common mistakes and what to watch for
Which path should you choose?
Frequently asked questions
Is a support worker the same as a carer?
Not exactly. 'Carer' is a broad term that most often means an unpaid family member or friend who looks after someone, and unpaid carers may be eligible for the Carer Payment or Carer Allowance through Centrelink. A support worker is a paid role — usually a disability support worker delivering NDIS-funded supports under the SCHADS Award (MA000100). Confusingly, some paid job ads do use 'carer' loosely to describe support work, so look at the duties, funding source and screening required rather than the job title.
Does an aged care worker earn more than a disability support worker?
It depends on the award classification, your employment type, the shifts you work and your employer — not simply the sector. Disability support pay is generally set by the SCHADS Award (MA000100), while many aged care roles sit under the Aged Care Award, and both have penalty rates that lift weekend, evening and public-holiday pay (Saturday 150%, Sunday 200%, public holidays 250%, plus casual loading of 25%). Because exact base rates change with the annual wage review, confirm current figures using the Fair Work Pay and Conditions Tool rather than assuming one pays more.
Can I work in both disability and aged care?
Yes, and many workers do, because the hands-on personal-care skills transfer well between the two. However, the sectors have different regulators, awards and screening requirements, so you will usually need to hold the specific checks and credentials for each and stay current with both sets of rules. A Certificate III in Individual Support is a common qualification that can support work in both, depending on the specialisation stream you complete — check the units on training.gov.au.
Do I need a qualification to become a disability support worker?
Often no formal qualification is required to start — many people begin with an NDIS Worker Screening Check, a current first aid and CPR certificate, and the free NDIS Worker Orientation Module. A Certificate III in Individual Support (disability specialisation) or a Certificate IV strengthens your applications and helps you progress into more complex or senior roles. Confirm current qualification requirements and course options on My Skills or training.gov.au before you enrol.
What is the difference between the NDIS price limit and my pay?
The NDIS price limit is the maximum a provider can charge a participant's plan for a support — it must cover the provider's full costs, including your wage, super, insurance, supervision, admin and overheads, so it is always higher than your hourly wage. Your actual pay is set by the SCHADS Award (MA000100) or an enterprise agreement that is at least as good. Never read an NDIS price limit as the rate you will be paid; confirm your wage through the Fair Work Pay and Conditions Tool and the price limit through the NDIS Quality and Safeguards Commission.
What screening check do I need for disability support work?
You generally need an NDIS Worker Screening Check to deliver NDIS-funded supports, plus a Working with Children Check if you support anyone under 18. You must also work in line with the NDIS Code of Conduct, understand your incident-reporting obligations, and usually complete the free NDIS Worker Orientation Module. Screening fees, validity periods and processes vary by state and territory, so confirm the current requirements and cost with the NDIS Quality and Safeguards Commission and your state or territory screening unit.
Will superannuation change for support workers?
Yes. Superannuation is legislated to rise to 12% from 1 July 2026, paid by your employer on top of your wage. This applies across sectors, including both disability support and aged care, and it applies whether you are casual, part-time or full-time. For the latest super rate and how it applies to your earnings and any salary sacrifice, check the ATO.