Support workers operate in homes, communities, and facilities, often performing similar tasks. But under the SCHADS Award, how they are classified — and therefore paid — depends on more than just what they do or where they do it.
One of the most common mistakes we see is assuming that if a participant has a disability, the work must fall under the Disability Services stream of the award. That’s not always the case.
In this guide, we break down the key differences between the Home Care and Disability Services streams under SCHADS, how to apply the correct classification level, and why getting it right protects both your organisation and your workers.
Misclassifying a role can lead to:
- Backpay claims and underpayment disputes
- Breaches of minimum award conditions
- A loss of trust with your staff
- Non-compliance with Fair Work obligations
It often becomes confusing when a participant has a disability but the support looks more like aged care or domestic help. That’s where many providers go wrong.
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Under the SCHADS Award, both Disability Services and Home Care workers are covered — but under different classification streams, with separate pay structures and conditions.
Use the Disability Services (SACS) stream when:
- The work is tied to an individual disability support plan
- Support focuses on building life skills, promoting independence, or enabling community participation
- The role involves developmental outcomes
Use the Home Care stream when:
- The role is primarily domestic assistance, personal care, or home maintenance
- The focus is on daily living support, especially for elderly clients or those with general frailty
- There’s no structured disability support plan
Important: Just because a person has a disability doesn’t automatically mean the role sits under Disability Services. If the work aligns more with aged care or domestic support, the Home Care stream may apply.
Once you’ve confirmed that a role falls under the SACS stream, the next step is to determine the correct classification level. This should reflect the actual skills, responsibilities, and judgement required — not just the worker’s experience or job title.
Level 2 – Standard Support Role
This is the most common classification for frontline disability support workers.
Typical responsibilities include:
- Following support plans and structured programs
- Delivering personal care and daily living tasks
- Working under general supervision
- Operating within defined procedures
- Using limited discretion or independent judgement
This level typically suits staff with a Certificate III or IV performing duties aligned with their training and job description.
Level 3 – Advanced or Lead Support Worker
Level 3 is used when the role involves more autonomy, decision-making, or planning.
Typical responsibilities include:
- Acting as a key worker for a participant
- Helping design or modify support plans
- Managing complex behaviours or environments
- Providing informal leadership or mentoring
- Using judgement to resolve issues outside of routine tasks
This classification suits experienced staff regularly making decisions not covered in the care plan or standard procedures.
Level 4 – Team Leader or Coach
Level 4 is used for formal leadership roles with coaching or supervisory responsibilities.
Typical responsibilities include:
- Supervising teams across sites or outcomes
- Coaching staff on self-management or care models
- Driving performance or cultural change
- Supporting professional development beyond the basics
This level may apply even if direct reports are Level 2 workers, as long as the leader’s role goes beyond admin coordination.
A common scenario we see often that causes confusion:
A participant has a disability, and the worker helps with meals, cleaning, or showering - but there’s no goal-based support plan or developmental objective. In this case, even though the participant has a disability, the job might fall under the Home Care stream.
On the other hand, if the support is tied to increasing independence, community participation, or learning life skills, and that’s outlined in a plan, the role should be classified under the SACS stream.
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To help you make the right call every time, we’ve developed a SCHADS Award classification flowchart. It will walk you through:
- Determining the correct stream (Disability vs Home Care)
- Assessing the classification level (2, 3 or 4)
- Understanding how autonomy, judgement, and planning affect classification
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- Review job descriptions regularly to align with award language
- Don’t rely on job titles or locations to determine stream or level
- Watch for “scope creep,” where Level 2 staff start doing Level 3 tasks without being reclassified
- Consider above-award pay when workers take on added responsibility that doesn’t meet the full criteria for the next level
- Document your classification decisions — especially for audit purposes
At Pay Cat, we help community service providers implement the SCHADS Award in Employment Hero Payroll with full confidence. From accurate classification to streamlined onboarding workflows, we make compliance simple and scalable.
Talk to a SCHADS compliance expert
Let’s make sure your people are paid correctly (and your business is protected).
What is the SCHADS Award classification system?
The SCHADS Award defines classification levels based on a support worker's responsibilities, autonomy, and the nature of their role. These levels determine pay rates, conditions, and entitlements.
How do I know if a worker falls under the Home Care or Disability Services stream?
The correct stream depends on the type of support provided. If the role is linked to a disability support plan with developmental goals, use the Disability Services (SACS) stream. If it involves domestic tasks without a formal plan, it likely falls under the Home Care stream.
Can a support worker be classified as Level 3 or 4 without a formal promotion?
Yes. Classification is based on actual duties, not job title or tenure. If a worker consistently performs responsibilities aligned with Level 3 or 4, they may be eligible for reclassification.
What happens if I misclassify a support worker under SCHADS?
Misclassification can lead to underpayment claims, Fair Work breaches, back pay liabilities, and compliance risks. It also affects staff trust and retention.
Is it okay to pay above-award without classifying correctly?
No. Even if you're paying above the minimum rate, you must still assign the correct SCHADS classification to comply with other entitlements like breaks, allowances, and penalty rates.
Need Help?
At Pay Cat, we help community service providers implement the SCHADS Award in Employment Hero Payroll with full confidence. From accurate classification to onboarding workflows, we make compliance simple and scalable.
Contact us today for a free consultation and let’s make sure your people are paid right.
Who is Pay Cat?
Pay Cat are payroll specialists dedicated to helping Australian businesses simplify payroll and ensure 100% compliance with modern awards. As Employment Hero Payroll experts, we provide tailored solutions that streamline payroll processes, reduce errors, and save time. For SCHADS businesses, our industry-first, 100% compliant SCHADS interpreter template guarantees accurate award interpretation and automation.