SCHADS Award Increase 2026: What’s Changing on 1 July (Full Rate Table)

Home » SCHADS Award Increase 2026: What’s Changing on 1 July (Full Rate Table)

The SCHADS Award increase 2026 is now confirmed. On 2 June 2026, the Fair Work Commission handed down its Annual Wage Review decision. As a result, every SCHADS Award minimum pay rate rises by 4.75% from the first full pay period on or after 1 July 2026. For NDIS support workers, support coordinators, recovery coaches and the providers who employ them, this is the biggest payroll change of the year.

Importantly, the rate change is not the only thing happening on 1 July 2026. Payday Super begins on the same date, fundamentally changing how superannuation has to be paid. Therefore, every employer in the sector needs to be ready by close of business on Tuesday 30 June 2026. This guide walks through the verified Fair Work Commission decision, the new SCHADS Award rates for every level, the Payday Super rules, and a seven-step compliance checklist.

Quick summary: SCHADS Award increase 2026

4.75% increase to all SCHADS Award minimum pay rates, confirmed by Fair Work Commission on 2 June 2026.
Effective date: first full pay period on or after 1 July 2026.
Headline rate change: Level 2.1 SACS rises from $34.58/hr to $36.22/hr. Level 3.1 rises from $38.65/hr to $40.49/hr.
National Minimum Wage also rises to $26.44/hr ($1,004.90/wk).
Payday Super begins 1 July 2026. Specifically, employers must pay super within 7 business days of every payday, not quarterly.
Super rate stays at 12%. No further increases are legislated.
NDIS price limits also rose on 1 July 2026. The NDIS Pricing Schedule 2026-27 replaced the previous Pricing Arrangements and Price Limits. The weekday support worker limit rose to $73.58/hr, but support coordination and plan management were held flat.

The Fair Work Commission decision, verbatim

The Fair Work Commission Expert Panel handed down its 2026 Annual Wage Review decision on 2 June 2026. The published decision (FWCFB 3500) confirmed a 4.75% increase to all modern award minimum rates, including the Social, Community, Home Care and Disability Services Industry Award 2010 (MA000100). Specifically, the operative date is “the first full pay period that starts on or after 1 July 2026”.

The National Minimum Wage was simultaneously raised to $1,004.90 per week, or $26.44 per hour, for adult employees not covered by an award or registered agreement. For workers in their first six months of employment in an entry-level role, the rate is $978.10 per week or $25.74 per hour.

The official Fair Work Ombudsman pay guide for MA000100 was published on 24 June 2026, with the rates below effective 1 July 2026. Therefore, employers can verify every rate at fairwork.gov.au/pay-guides.

New SCHADS Award SACS rates 2026-27 (full table)

The table below sets out the 2026-27 hourly base rate, the dollar increase per hour, and the loaded casual rate (base + 25% casual loading) for every pay point in the Social and Community Services (SACS) stream of the SCHADS Award. The SACS stream is the most common classification for NDIS support coordinators, case managers, recovery coaches, and many disability support workers.

Pay Point	2025-26 Hourly	2026-27 Hourly	$ Increase	2026-27 Casual
Level 1.1	$26.30	$27.55	+$1.25	$34.44
Level 1.2	$27.15	$28.44	+$1.29	$35.55
Level 1.3	$28.12	$29.45	+$1.33	$36.81
Level 2.1	$34.58	$36.22	+$1.64	$45.27
Level 2.2	$35.67	$37.36	+$1.69	$46.70
Level 2.3	$36.75	$38.50	+$1.75	$48.12
Level 2.4	$37.73	$39.53	+$1.80	$49.41
Level 3.1	$38.65	$40.49	+$1.84	$50.61
Level 3.2	$39.77	$41.66	+$1.89	$52.07
Level 3.3	$40.62	$42.55	+$1.93	$53.19
Level 3.4	$41.45	$43.42	+$1.97	$54.28
Level 4.1	$44.58	$46.70	+$2.12	$58.38
Level 4.4	$47.97	$50.25	+$2.28	$62.81
Level 5.1	$51.00	$53.43	+$2.43	$66.79
Level 5.3	$53.31	$55.85	+$2.54	$69.81
Level 6.1	$55.72	$58.37	+$2.65	$72.96
Level 6.3	$58.19	$60.95	+$2.76	$76.19
Level 7.1	$60.27	$63.13	+$2.86	$78.91
Level 7.3	$62.79	$65.77	+$2.98	$82.21
Level 8.1	$65.39	$68.49	+$3.10	$85.61
Level 8.3	$67.96	$71.19	+$3.23	$88.99

Every rate in the table above is read directly from the equal remuneration table in the consolidated MA000100 award text published by the Fair Work Commission, effective 1 July 2026. Do not calculate rates by multiplying last year’s figure by 1.0475. The award sets each pay point independently and rounding differences of one or two cents per hour are common, which becomes a underpayment across a full year. Before processing a 1 July pay run, reconcile every line against the award or the Fair Work Pay and Conditions Tool.

For a full breakdown of what each level means in practice, see our SCHADS Award Levels Explained 2026 guide.

Weekly full-time wages 2026-27 (the headline numbers workers care about)

For a 38-hour week, the new SCHADS SACS minimum weekly wages from 1 July 2026 are:

Level 1.1: $1,046.90 per week (up from $999.40)
Level 2.1: $1,376.49 per week (up from $1,314.04)
Level 3.1: $1,538.59 per week (up from $1,468.70)
Level 4.1: $1,774.74 per week (up from $1,694.04)
Level 5.1: $2,030.20 per week (up from $1,938.00)
Level 6.1: $2,218.02 per week (up from $2,117.36)
Level 7.1: $2,398.95 per week (up from $2,290.26)
Level 8.1: $2,602.75 per week (up from $2,484.82)

Annualised over 52 weeks, a full-time Level 2.1 worker now earns a minimum of $71,577 per year (up from $68,330). A Level 3.1 worker earns a minimum of $80,007 per year (up from $76,372).

Payday Super: the other 1 July 2026 change

The SCHADS rate increase is not the only thing happening on 1 July 2026. From the same day, Australia transitions to Payday Super. Specifically, the legislation changes how often employers must pay superannuation, although it does not change the rate itself.

What stays the same

The super guarantee rate stays at 12%. The rate reached 12% on 1 July 2025 and is not scheduled to increase further under current law.
The same employees are covered. Eligibility for super contributions does not change.
The 12% applies to the same earnings bases for most workers.

What changes from 1 July 2026

Super must be paid within 7 business days of every payday, not quarterly. As a result, employers will have super clearing house transactions running with every pay cycle.
The Small Business Super Clearing House closes permanently on 30 June 2026. Therefore, small employers who used it must switch to another clearing house provider or pay funds directly.
A new Super Guarantee Charge applies to late or missed payments, with higher penalties than the current quarterly framework.

For SCHADS-covered workers, this means your super will hit your fund account within days of every pay, not weeks or months later. Importantly, if you check your fund statement after 1 July 2026 and your super has not arrived within 7 business days of a payday, your employer is in breach of the new rules.

NDIS price limits: what changed on 1 July 2026

SCHADS-covered NDIS workers received a 4.75% pay rise. NDIS price limits also changed on the same date, but not by the same amount and not for every support type. The NDIA replaced the Pricing Arrangements and Price Limits with the NDIS Pricing Schedule 2026-27, effective 1 July 2026.

What this means in practice

The weekday support worker price limit is $73.58/hr. This is the standard weekday daytime rate for assistance with self-care activities.
Saturday is $103.54/hr, Sunday $133.50/hr, and public holidays $163.46/hr. Weekday evening is $81.07/hr and a night-time sleepover is $311.79.
Support Coordination price limits were held flat at Level 1 $80.06, Level 2 $100.14, and Level 3 (Specialist Support Coordination) $190.54. Support coordination has now been frozen for a seventh consecutive year.
Plan Management remains $104.45 per month, and the establishment fee has been removed.

The important point for providers is that the two systems move independently. Wage costs rose 4.75% across every classification, while the supports that fund coordination roles did not move at all. If your service mix leans towards support coordination, your margin compressed on 1 July 2026 even though the support worker price limit rose.

Check the current figure yourself. Price limits change at least annually and are sometimes varied mid-year. The authoritative source is the NDIS Pricing Schedule, published at ndis.gov.au/providers/pricing-arrangements. Always confirm the document you are reading says the financial year you expect on its title page, because the NDIA republishes it under a new name from time to time.

By contrast, the worker pay floor under SCHADS has risen 4.75%. As a result, the gap between what the participant pays the provider and what the provider pays the worker has narrowed. Providers are absorbing the difference, with no offsetting NDIS price uplift. For a full breakdown of the 2025-26 NDIS pricing arrangements, see our NDIS Price Guide 2025-26.

What this means for sustainability

For some providers, this gap is manageable. For others, especially those running with thin margins, it creates real pressure. Therefore, expect to see:

Tighter rostering, with more weekday and fewer weekend shifts where possible
Greater use of Level 1 and Level 2 workers, fewer Level 3-5 hours
Continued provider pressure for support coordination price limits to be unfrozen
Some providers exiting the lowest-margin services (group activities, short visits)

What happens next: Schedule E rises 15% on 1 October 2026

The 4.75% increase on 1 July 2026 is not the last SCHADS change this year. In a separate decision, [2026] FWCFB 137 handed down on 1 June 2026, the Fair Work Commission dealt with the gender undervaluation of work in the social and community services sector.

Schedule E rates rise 15 per cent from 1 October 2026. The Commission expressed this as a provisional view and allowed 28 days for submissions, so confirm the final orders before you set payroll.
Employees classified at Level B.1 or under Schedule E face increases of up to 27 per cent once the change is applied in full.
A Final Classification Structure applies from 1 October 2027, and the existing equal remuneration order is revoked and replaced by it.

This matters for workforce planning. A provider that has just absorbed 4.75% has a second, larger step to plan for, and the classification structure your roster is built on changes the year after that.

How to verify every figure in this article yourself

Pay rates change at least once a year, and articles go out of date. Rather than take these numbers on trust, check them at the source. These are the same tools used to verify this article, and they are all free and official.

Fair Work Pay and Conditions Tool (PACT), at calculate.fairwork.gov.au. This is the tool Fair Work’s own Infoline advisers use. Select the SCHADS Award (MA000100), your stream, your classification and pay point, and it returns your base rate, penalty rates and every allowance you are eligible for. It is the best single check for an individual worker, because it asks the eligibility questions that decide which allowance variant applies to you.
The consolidated award text, at awards.fairwork.gov.au/MA000100.html. This is the award itself, including the classification definitions in Schedule B and the equal remuneration table that sets the actual hourly rate for every level and pay point. Use this when you want the rule, not just the number, for example whether a particular duty belongs to Level 2 or Level 3.
The Fair Work Commission decisions, at fwc.gov.au. The Annual Wage Review 2026 decision is [2026] FWCFB 3500 and the gender undervaluation decision is [2026] FWCFB 137. Decisions are published as PDFs and state their operative dates directly.
The NDIS Pricing Schedule, at ndis.gov.au/providers/pricing-arrangements, for price limits. Check the financial year on the title page, because the NDIA has renamed this document.

One practical warning. Do not calculate a new rate by multiplying last year’s rate by the percentage increase. The award sets each pay point independently and rounds it, so a calculated figure can be one or two cents out. Across a full-time year that is a real underpayment, and it is the employer who carries the liability. Always read the rate from the award or PACT.

The 7-step provider compliance checklist for 1 July 2026

For NDIS providers running their own payroll, these are the seven actions to complete before the first pay period that begins on or after 1 July 2026.

Update payroll system pay rates for every SCHADS classification level. Import the rates from the official MA000100 award or the Fair Work Pay and Conditions Tool. Do not derive them by multiplying last year’s rates, because the award rounds each pay point separately. Importantly, do not forget to update the casual loaded rates as well.
Update allowance amounts separately. Some allowances are quoted as flat dollars and rise 4.75% the same way. By contrast, others are percentage-based (sleepover, broken-shift) and update automatically as the base rate rises.
Confirm the 12% superannuation rate is set correctly. The rate stays at 12%. However, your payroll system must now schedule super payments within 7 business days of every payday under the new Payday Super rules.
Switch from quarterly to per-payday super processing. Specifically, set up a payday-by-payday workflow with your super clearing house provider. The Small Business Super Clearing House closes on 30 June 2026, so if you used it, transition before then.
Recalculate NDIS price-limit headroom on every service line. The 4.75% wage increase narrows the gap between the price limit and your wage floor, and it closes it fastest on supports whose price limits did not move. Therefore, run the new numbers per service category and identify any line items at risk of becoming unprofitable.
Review and update enterprise agreements. If you have an enterprise agreement, confirm it sits above the new SCHADS floor at every classification. Importantly, an EA rate that sat just above the 2025-26 SCHADS floor may now sit below the 2026-27 floor, and paying below the award floor is unlawful.
Communicate the changes to workers in writing before the first pay run. Issue a written notice stating the new hourly rate, when the change takes effect, and how Payday Super affects when workers see contributions arrive in their fund.

For an explanation of what NDIS providers must do under the Quality and Safeguards Commission framework, see our NDIS Code of Conduct Explained 2026 guide.

What workers should do

If you are a SCHADS-covered worker, here are the practical steps to take in the week before and after 1 July 2026.

Before 30 June 2026

Confirm your classification. Specifically, check your current payslip or contract for your level and pay point. If you are not sure, ask your employer in writing.
Calculate your expected new rate. Multiply your current hourly rate by 1.0475. For example, $34.58 × 1.0475 = $36.22.
Check the date of your first 1 July pay period. Importantly, the increase applies from the first full pay period that starts on or after 1 July 2026. As a result, if your fortnight starts on Monday 29 June 2026, the increase begins from the NEXT fortnight (Monday 13 July 2026), not the current one.

After 1 July 2026

Check your first payslip carefully. Verify the new hourly rate, the casual loading (if applicable), and any penalty rates are calculated on the new base.
Check your super arrives within 7 business days. Specifically, log in to your super fund app and confirm the date the most recent contribution arrived. If it is more than 7 business days after a payday, your employer may be in breach.
Compare your annual income. For a Level 2.1 SACS worker on a 38-hour week, the new minimum annual income is $71,577 (up from $68,330). For Level 3.1, it is $80,007 (up from $76,372).

5 questions every SCHADS worker should ask their employer

What classification level am I on, and at what pay point? You are entitled to know in writing.
When does my first 1 July pay period start? This determines when the 4.75% kicks in.
Have you updated my casual loading and penalty rates on the new base? All loaded rates should also rise 4.75%.
How are you handling Payday Super for me? You should expect super to arrive in your fund within 7 business days of every payday from 1 July 2026.
If our workplace has an enterprise agreement, does it still sit above the new SCHADS floor? If not, the EA must be updated immediately.

FAQ: SCHADS Award Increase 2026

What is the SCHADS Award increase in 2026?

4.75%. Specifically, the Fair Work Commission’s 2026 Annual Wage Review decision, handed down on 2 June 2026, applied a 4.75% increase to all minimum pay rates in the Social, Community, Home Care and Disability Services Industry Award (MA000100). The increase takes effect from the first full pay period on or after 1 July 2026.

When does the SCHADS increase take effect?

From the first full pay period that starts on or after 1 July 2026. Importantly, if your pay period started before 1 July, the increase applies from the NEXT pay period. As a result, depending on your roster, you might receive the new rate from Monday 6 July, Monday 13 July, or some other date.

How much will I earn on Level 2 from 1 July 2026?

The Level 2 SACS minimum rate rises from $34.58/hr to $36.22/hr at pay point 1. The pay points within Level 2 rise from $34.58 to $36.22 (PP1), $35.67 to $37.36 (PP2), $36.75 to $38.50 (PP3) and $37.73 to $39.53 (PP4). Specifically, a full-time Level 2.1 worker on a 38-hour week earns $1,376.49 per week, or $71,577 annualised.

How much will a Level 3 SCHADS worker earn from 1 July 2026?

Level 3 SACS pay point 1 rises from $38.65/hr to $40.49/hr. For a 38-hour week, that is $1,538.59 per week, or $80,007 annualised. Casual Level 3.1 workers receive $50.61/hr after the 25% casual loading.

Did the National Minimum Wage change in 2026?

Yes. The National Minimum Wage rose to $26.44 per hour, or $1,004.90 per week, from the first pay period on or after 1 July 2026. For workers in the first six months of their first job, the rate is $25.74 per hour or $978.10 per week.

Does the SCHADS increase apply to casual workers?

Yes. The 4.75% increase applies to the base rate, and the 25% casual loading then applies on top. As a result, a casual Level 2.1 SACS worker rises from $43.23/hr (2025-26) to $45.27/hr (2026-27).

What is Payday Super and how does it affect SCHADS workers?

From 1 July 2026, employers must pay superannuation within 7 business days of every payday, rather than quarterly. As a result, your super contributions will arrive in your fund within days of each pay rather than weeks or months later. The rate itself stays at 12%, unchanged.

Do NDIS price limits also rise on 1 July 2026?

Yes, but not by the same amount and not for every support. The NDIS Pricing Schedule 2026-27 took effect on 1 July 2026 and lifted the weekday support worker limit to $73.58 per hour, Saturday to $103.54 and Sunday to $133.50. Support coordination price limits were held flat for a seventh consecutive year at $80.06, $100.14 and $190.54, so providers delivering coordination absorb the 4.75% wage increase without any offsetting price uplift.

What if my employer does not apply the new rate?

This is a breach of the Fair Work Act. First, raise it in writing with your employer or HR. If unresolved, contact the Fair Work Ombudsman on 13 13 94 or visit fairwork.gov.au. The Ombudsman investigates underpayment claims and can compel back-payment.

Does the SCHADS Award cover NDIS support coordinators?

Yes for support coordinators employed by an NDIS provider. The SACS stream of the SCHADS Award typically applies, with most support coordinators classified at Level 3 or Level 4 depending on caseload complexity. For a deeper look at the role, see our NDIS Support Coordination Levels Explained guide.

Your goals. Your plan. Our support.

The SCHADS Award increase 2026 is a meaningful lift for the workforce that delivers the NDIS. For a Level 2 worker, that is $1.64/hr more, or about $3,240 more per year for a full-time week. For a Level 3 worker, it is $1.84/hr, or about $3,636 per year. Combined with Payday Super, this is the most significant payroll change the sector has seen in five years.

If you are an NDIS participant in New South Wales and you want to talk about how the 2026 changes affect your supports, or how Centre of Hope is structured to deliver them, get in touch.

Call us: 0432 250 900
Visit: centreofhope.com.au
Email: hello@centreofhope.com.au
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