If you work as an NDIS support worker, supervise a team, run a small disability service, or even read your own payslip carefully, you have probably wondered: what level am I actually classified at, and what does it mean? The SCHADS Award levels are the foundation of how every worker covered by the Social, Community, Home Care and Disability Services Industry Award (MA000100) is paid, and the difference between Level 2 and Level 3, or Level 3 and Level 4, can be thousands of dollars per year.
This guide breaks down each of the five most common SCHADS Award levels (Levels 1 through 5) in the Social and Community Services (SACS) stream, what each level actually means, the qualifications and duties that sit behind it, the pay points within each level, how progression works, and the 2026-27 hourly rates verified directly from the Fair Work Ombudsman’s MA000100 award and Fair Work Pay and Conditions Tool (effective 1 July 2026).
What Are SCHADS Award Levels?
The SCHADS Award has eight classification levels (Level 1 through Level 8) that apply across its four streams: Social and Community Services (SACS), Crisis Accommodation, Family Day Care, and Home Care (which Schedule F now defines as aged care work). Each level reflects:
- Qualifications: the formal training a worker holds (Cert III, Cert IV, diploma, degree)
- Duties: what the worker actually does day-to-day
- Responsibility: supervision they receive, supervision they give, and decision-making autonomy
- Experience: how long they have worked in the sector and at that level
Within each level there are pay points: incremental increases recognising additional time, skill, or qualification. Most levels have between 2 and 4 pay points. Progression to the next pay point usually requires 12 months of satisfactory full-time-equivalent service plus demonstrated competency.
The classification you sit at must reflect the duties you actually perform, not just the qualification on paper. A worker with a degree doing Level 2 duties is paid at Level 2. A Cert III worker doing Level 3 duties is entitled to Level 3 pay.
This guide focuses on the SACS stream, because it is the most common classification for NDIS support coordination, case management, recovery coaching, and community support work. Rates in the other streams differ; see our full SCHADS Award guide for that comparison.
SCHADS Award Levels at a Glance
Before we dive into each level, here is the headline summary of all five core SCHADS Award levels for 2025-26:
| Level | Typical Role | Qualifications | 2026-27 Hourly Rate (FT/PT) |
|---|---|---|---|
| Level 1 | Induction, basic ancillary tasks | None required | $27.55 – $29.45 |
| Level 2 | Qualified support worker, the most common NDIS role | Cert III in Individual Support or equivalent | $36.22 – $39.53 |
| Level 3 | Experienced practitioner, complex client work | Associate diploma / advanced certificate at PP1, three or four year degree at PP3/PP4 | $40.49 – $43.42 |
| Level 4 | Specialist or team leader / supervisor | Degree or advanced diploma + experience | $46.70 – $50.25 |
| Level 5 | Senior practitioner, advanced specialist, complex care lead | Degree + significant experience | $53.43 – $55.85 |
Rates shown are for the Social & Community Services (SACS) stream, full-time/part-time employees, effective 1 July 2026. Casual employees add a 25% loading on top of the base rate. Source: Fair Work Ombudsman MA000100 award and Fair Work Pay and Conditions Tool. The next scheduled increase is 1 October 2026, when Schedule E rates rise 15 per cent under [2026] FWCFB 137.
SCHADS Level 1 Explained
Level 1 is the entry classification under the SCHADS Award. It exists for workers in their induction period, or for workers performing basic ancillary tasks that do not require any specialised skill, knowledge, or qualification.
Who is at Level 1?
- New starters during induction or formal training
- Workers performing simple, routine tasks (basic cleaning, set-up, transport between sites) with no client-facing responsibility
- Volunteers transitioning into paid roles
Indicative duties
- Following written instructions exactly
- Routine domestic or basic administrative tasks
- Limited or no contact with participants without supervision
- No requirement to make independent judgments
Supervision and responsibility
Close, direct supervision at all times. The worker is not expected to exercise independent judgment or make decisions about participant care.
Pay structure
Level 1 has up to 3 pay points: $27.55 – $29.45/hr for FT/PT, or with the 25% casual loading roughly $34.44 – $36.81/hr for casuals.
Progression from Level 1
Level 1 is an entry classification, not a permanent one. Under Schedule B.1.3(d) of the SCHADS Award, a Level 1 employee primarily engaged in resident contact and personal care duties progresses to pay point 2 after 12 months of industry experience, or 1976 hours if part-time. Industry experience means 12 months of relevant experience gained over the previous 3 years.
More generally, clause 13.3 provides that at the end of each 12 months of continuous employment an employee is eligible to progress from one pay point to the next within a level, where they have demonstrated competency and satisfactory performance.
Level 1 covers routine work under close direction, and the award requires employers to offer substantial on-the-job training at this level. If you hold a Certificate III and are doing genuine support work, your duties point to Level 2 rather than Level 1, so raise your classification with your employer. Clause 13.2 requires employers to advise employees of their classification in writing on commencement and whenever it changes.
SCHADS Level 2 Explained: The Most Common NDIS Classification
Level 2 is where most qualified NDIS support workers, disability support workers, and entry-level case managers sit. If you have completed Certificate III in Individual Support (Disability). Australia’s standard entry qualification, and you work directly with NDIS participants, this is almost certainly your classification.
Who is at Level 2?
- Disability support workers with Cert III or equivalent training
- Community support workers
- Entry-level case workers
- Drop-in support workers and shift workers in SIL settings
- Cert IV holders without sufficient experience yet for Level 3
Indicative duties
- Implementing documented participant support plans
- Personal care, household tasks, community access support
- Recording observations and reporting changes in client status
- Following positive behaviour support plans
- Working with one or more participants under documented protocols
- Communicating with families, support coordinators, and clinical staff as needed
Supervision and responsibility
Works under general supervision: not direct supervision. The worker is expected to follow established protocols, exercise personal judgment within those protocols, and seek guidance when situations fall outside their training.
Pay structure
Level 2 has 4 pay points: $36.22 – $39.53/hr for FT/PT in the SACS stream. Casual loading adds 25%, taking the casual range to roughly $45.27 – $49.41/hr.
Pay-point starting rules
- Pay Point 1: standard starting position for Cert III holders
- Pay Point 2 and above: reached through pay-point progression under clause 13.3, after each 12 months of continuous employment with demonstrated competency and satisfactory performance
- Pay Points 3 and 4: progression through 12-month service increments with satisfactory performance
SCHADS Level 3 Explained
Level 3 is for skilled, experienced practitioners who exercise meaningful autonomy in their work. Many NDIS support coordinators, experienced case workers, and senior disability support workers sit at this level.
Who is at Level 3?
- NDIS support coordinators (Level 1 or Level 2 in NDIS pricing terms)
- Experienced support workers managing complex client situations
- Case workers handling caseloads independently
- Workers with Cert IV in Disability and 2+ years of relevant experience
- Tertiary-qualified workers in their first or second year of practice (e.g. social work graduates)
Indicative duties
- Coordinating complex multi-provider supports
- Conducting initial client assessments
- Designing or contributing to support plans
- Working autonomously across multiple participants
- Liaising with health, mental health, justice, and education systems
- Mentoring less experienced staff (without formal supervisory authority)
Supervision and responsibility
Works independently within their scope of practice. Reports to a manager but does not require day-to-day oversight. Expected to identify when escalation is needed and to act on it.
Pay structure
Level 3 has 4 pay points: $40.49 – $43.42/hr for FT/PT in the SACS stream. With the 25% casual loading, casual rates run roughly $50.61 – $54.28/hr.
Pay-point starting rules
- Pay Point 3: required starting point for workers with a three-year tertiary degree
- Pay Point 4: required starting point for graduates with a four-year degree performing Level 3 responsibilities
- Progression to higher pay points after 12 months of satisfactory FTE service
SCHADS Level 4 Explained
Level 4 is the first SCHADS Award level where you typically see supervisory responsibility or genuine specialist practice. It is also the level where many providers find a recruitment squeeze. Level 4 staff are senior enough to be valuable, but providers cannot always fund them within an NDIS rate that has not kept pace with the SCHADS increases at this band.
Who is at Level 4?
- Team leaders and shift supervisors
- Specialist practitioners (positive behaviour support practitioners early in registration, clinical case managers)
- Specialist support coordinators
- Senior support workers responsible for the work output of others
- Workers with a degree and 3+ years of relevant practice experience
Indicative duties
- Direct responsibility for the work output of one or more junior staff
- Coaching and mentoring less experienced workers
- Designing and managing more complex support plans
- Lead role in client meetings, family conferences, and case reviews
- Specialist clinical or practice work in a defined area
- Quality and incident review at a team level
Supervision and responsibility
Works largely without direct supervision, and supervises others. Reports to a manager but is expected to lead day-to-day decision-making for their team or specialist area.
Pay structure
Level 4 has 4 pay points: $46.70 – $50.25/hr for FT/PT in the SACS stream. Casual rates with the 25% loading run roughly $58.38 – $62.81/hr.
SCHADS Level 5 Explained
Level 5 marks the move into advanced specialist practice or team leadership. NDIS providers typically use Level 5 for advanced behaviour support practitioners, senior recovery coaches, clinical leads, and small program coordinators.
Who is at Level 5?
- Senior behaviour support practitioners
- Senior recovery coaches with significant lived or clinical experience
- Program coordinators for small services or sub-teams
- Advanced specialist practitioners (e.g. complex justice-system support, complex SIL coordination)
- Workers with a degree plus 5+ years of relevant experience
Indicative duties
- Leading complex case work for participants with multi-system needs
- Advanced specialist practice in a defined area (behaviour, mental health recovery, justice, complex SIL)
- Designing organisation-wide protocols, templates, and quality systems
- Supervising and mentoring junior practitioners (sometimes formally, sometimes through clinical supervision)
- Representing the organisation externally in inter-agency forums
Supervision and responsibility
Works independently at a senior level. Often manages others. Expected to contribute to organisational direction, policy, and continuous improvement, not just deliver day-to-day work.
Pay structure
Level 5 has 3 pay points: $53.43 – $55.85/hr for FT/PT in the SACS stream. Casual rates with the 25% loading run roughly $66.79 – $69.81/hr.
What About SCHADS Levels 6, 7 and 8?
Levels 6, 7 and 8 cover senior practitioners, managers, and organisational leaders. They are less common in front-line NDIS roles but worth knowing about as a progression pathway.
| Level | Typical Role | 2026-27 Hourly Rate (FT/PT) |
|---|---|---|
| Level 6 | Senior practitioners, program coordinators with strategic responsibility | $58.37 – $60.95 |
| Level 7 | Managers, lead larger teams or significant programs | $63.13 – $65.77 |
| Level 8 | Senior managers, organisational leadership, policy | $68.49 – $71.19 |
How Pay-Point Progression Works
Within every SCHADS Award level, pay points reward time and demonstrated competency. The general rule across Levels 1 through 8 is:
- Standard progression: after 12 months of continuous service at the current pay point, with satisfactory performance, you are eligible to move to the next pay point
- Demonstrated competency required: eligibility is not automatic; you need to demonstrate you have applied new skills or acquired additional capability
- Employer discretion: while the Award sets the rules, the assessment of competency sits with the employer
- Qualification-based starting points: workers with higher qualifications (Cert IV at Level 2, degree at Level 3) start at a higher pay point
If your employer has not reviewed your pay point in the last 12 months and you believe you have progressed, you have the right to ask for a review. A reasonable employer will give you written reasons for any decision.
Casual Loading and How It Stacks
Casual employees do not receive paid leave, sick leave, or other entitlements that FT/PT employees enjoy. To compensate, casual rates carry a 25% loading on top of every base rate at every SCHADS Award level.
The casual loading stacks on top of penalty rates. So a casual Level 2 SACS worker doing a Sunday shift earns:
- Base rate: $36.22/hr
- Sunday penalty (200%): $72.44/hr
- Plus 25% casual loading on the base: $45.27 → $81.50/hr
Casual workers on Sunday shifts are some of the best-paid hourly workers in the NDIS sector for that reason.
How SCHADS Levels Translate to NDIS Funding
NDIS price limits set how much a provider can charge a participant. The Disability Support Worker Cost Model behind those price limits assumes a typical workforce mix of Level 2 and Level 3 workers. That gap between what the participant is charged ($73.58/hr on a weekday) and what the worker is paid ($36.22/hr at Level 2 PP1) covers:
- Superannuation (12% from 1 July 2025)
- Workers compensation insurance
- Annual leave and personal leave accrual
- Public holiday entitlements
- Supervision and training (often a Level 4 or 5 supervisor’s time)
- Quality systems, NDIS Commission compliance, audits
- Vehicle, equipment, IT, office overhead
- A small operating margin
For a deeper look at the full participant-cost picture across days of the week, see our NDIS Pay Rates 2026 guide. For the NDIS price limits themselves, see the NDIS Price Guide 2025-26.
What Changed for 2026-27?
- 4.75% increase from 1 July 2026: the Fair Work Commission’s Annual Wage Review 2026 decision increased all modern award wage rates by 4.75 per cent. A Level 2 pay point 1 SACS worker moved from $34.58 to $36.22 per hour
- Schedule E rates rise 15% from 1 October 2026: in decision [2026] FWCFB 137 the Commission set out a provisional view that Schedule E rates increase by 15 per cent, with employees classified at Level B.1 or under Schedule E facing increases of up to 27 per cent
- A Final Classification Structure applies from 1 October 2027: the same decision revoked the equal remuneration order and replaced it with a new classification structure
- Superannuation is 12%: the superannuation guarantee reached 12 per cent on 1 July 2025 and does not rise further this year
- NDIS price limits are set separately: they come from the NDIS Pricing Arrangements and Price Limits, not from the SCHADS Award, and move on their own timetable
How to Check Your Own SCHADS Award Level
If you are not sure which SCHADS Award level applies to you, here is a 5-step check:
- Read your employment contract: your level and pay point should be stated
- Compare your duties to the indicative duties for each level (the most important step, your duties, not your title, determine your level)
- Check your qualifications against the typical qualifications for that level
- Calculate your time in role against the pay-point progression rules
- Compare your actual hourly rate against the official source. The Fair Work Pay and Conditions Tool gives your exact rate once you select the SCHADS Award (MA000100), your stream, level and pay point, and it is the same tool Fair Work’s own advisers use. For the classification definitions behind each level, read Schedule B of the award itself at awards.fairwork.gov.au/MA000100.html, which is also where the equal remuneration table sets the payable rate for every pay point
Why check at the source. Pay rates change at least once a year, so any article including this one can go out of date. Checking the calculator or the award text takes a few minutes and gives you the current figure with the authority behind it. One warning: do not work out a new rate by multiplying last year’s rate by the annual increase percentage. The award sets and rounds each pay point separately, so a calculated figure can be a few cents out, which adds up to a real underpayment across a full year.
If anything does not add up, raise it with your employer in writing. The Fair Work Ombudsman has a free helpline (13 13 94) for any worker who wants confidential advice on classifications, pay rates, or underpayment concerns.
Frequently Asked Questions
What is the most common SCHADS Award level for NDIS support workers?
Level 2 SACS is the most common classification for qualified NDIS disability support workers in 2026. The minimum rate is $36.22/hr for FT/PT, or $45.27/hr for casuals.
What level am I if I have a Certificate III in Individual Support?
A Certificate III in Individual Support (Disability) qualifies you for Level 2 Pay Point 1 under the SCHADS Award. If you are doing more advanced work (autonomous case work, complex client coordination, mentoring others), you may be entitled to Level 3.
What is the pay difference between SCHADS Level 2 and Level 3?
Level 2 starts at $36.22/hr; Level 3 starts at $40.49/hr, a difference of $4.27/hr at the entry pay points. Over a 38-hour FT week, that is about $162.26/week or roughly $8,000 per year in base pay before penalties.
How long can a worker stay at SCHADS Level 1?
The SCHADS Award does not set a maximum time at Level 1. What it sets is a progression rule: under Schedule B.1.3(d) a Level 1 employee primarily engaged in resident contact and personal care progresses to pay point 2 after 12 months of industry experience, and under clause 13.3 an employee becomes eligible to move up a pay point after each 12 months of continuous employment with satisfactory performance. Classification is driven by the duties you actually perform, so if you are doing Level 2 work you should be classified and paid at Level 2 regardless of how long you have been employed.
How does SCHADS pay-point progression work?
The general rule is: after 12 months of continuous service at your current pay point, with satisfactory performance and demonstrated competency, you are eligible to progress to the next pay point. Eligibility is not automatic, your employer assesses whether you have demonstrated the required competency.
Does the casual 25% loading apply on top of penalty rates?
Yes, but it is calculated on the base rate, not on the penalty rate. Clause 26.3 of the SCHADS Award says casuals are paid the 25% loading in addition to the Saturday and Sunday penalty rates, and clause 26.4 sets the combined figures at 175% of the ordinary rate on a Saturday and 225% on a Sunday, inclusive of the casual loading. Clause 34.2(d) sets public holidays at 275% inclusive of the loading. In other words the loading is a flat 25% of the base rate added to the penalty, not 25% of the already-penalised rate. Penalties themselves do not stack with each other: the highest applicable rate applies.
What SCHADS level are NDIS support coordinators usually at?
NDIS support coordinators are typically classified at SCHADS Level 3 or Level 4 SACS, depending on their experience and the complexity of their caseload. Specialist (Level 3) Support Coordinators in NDIS pricing terms often sit at SCHADS Level 4 or Level 5.
Are SCHADS Award levels the same in every state?
Yes. The SCHADS Award is a national modern award that applies the same classifications and pay rates across all Australian states and territories. State-level differences only appear in public holiday gazetting (which affects penalty rate dates, not levels).
Can my employer pay above SCHADS Award levels?
Yes. SCHADS Award levels set the minimum. Employers can pay above these rates through an enterprise agreement, an individual contract above-award rate, or by paying a higher classification than the minimum required. Many NDIS providers do this to attract experienced staff.
When will SCHADS Award levels next change?
The next scheduled SCHADS change is 1 October 2026, when Schedule E rates rise 15 per cent under [2026] FWCFB 137. The most recent increase was 4.75 per cent from 1 July 2026 under the Annual Wage Review 2026. The NDIS price limits typically increase from 1 July each year to align with the Award.
How Centre of Hope Can Help
Understanding the SCHADS Award levels is essential whether you are a worker checking your payslip, a provider designing roles, or a participant trying to make sense of why supports cost what they cost. At Centre of Hope, we help:
- Workers: point you to free Fair Work Ombudsman resources to verify your classification and pay
- Participants: explain how the SCHADS structure underpins your NDIS pricing so you can plan with confidence
- Providers and supervisors: discuss workforce mix, supervision ratios, and how Level 4/5 capacity affects service quality
- Support coordinators: model annual plan budgets that account for the real cost of skilled labour
If you are a participant or family member wondering why one provider’s quote is dramatically different from another’s, the workforce mix behind those numbers usually explains it.
Your goals. Your plan. Our support.
📞 Call us: 0432 250 900
🌐 Visit: centreofhope.com.au
📝 Refer: Submit a referral
Related Reading
- SCHADS Award Explained 2025-26: Complete Guide
- NDIS Pay Rates 2026: Weekday, Saturday, Sunday & Holiday Guide
- NDIS Public Holiday Rates 2026
- NDIS Price Guide 2025-26: Every Rate Explained
- NDIS Worker Screening Check 2026
- NDIS Code of Conduct Explained: 8 Rules
- NDIS Core Supports Explained 2026
- NDIS Capacity Building Supports 2026
- Understanding NDIS Support Coordination
- Level 3 Specialist Support Coordination: Complete Guide
Disclaimer: This article is for informational purposes only and does not constitute financial, legal, or workplace relations advice. All SCHADS Award levels, pay rates, and classification rules are verified directly from the Fair Work Ombudsman’s Social, Community, Home Care and Disability Services Industry Award MA000100 pay guide, effective 1 July 2026, and from the SCHADS Award document published by the Fair Work Commission. Rates change at least annually. The most recent increase was 4.75 per cent from 1 July 2026. For advice specific to your classification or pay, contact the Fair Work Ombudsman on 13 13 94, or visit fairwork.gov.au. For NDIS pricing questions, contact the NDIA on 1800 800 110 or speak with your support coordinator.
