Aged Care Worker Salary in Australia: Hourly Rates and Annual Pay (2026 Guide)

An aged care worker salary in Australia depends on the employee’s classification, qualifications, experience, employment arrangement and roster. Weekend work, public holidays and overtime can also affect total earnings.

Under the Aged Care Award 2010, the minimum weekly rate for the direct-care classifications covered in this guide ranges from $1,239 to $1,541.90. These rates correspond to ordinary hourly rates of $32.61 to $40.58 for full-time and part-time employees.

Casual employees receive different hourly rates, including higher rates for eligible Saturday, Sunday and public holiday work. Understanding these differences can help you compare job offers and plan your career.

This guide explains the 2026 direct-care award rates, annualised pay estimates, official casual hourly rates, penalty rates, qualification pathways and career progression.

Pay guide published 31 August 2026. The guide’s rates apply from the first full pay period starting on or after 1 September 2026. Figures and award provisions were reviewed on 16 October 2026.

Aged Care Worker Salary in Australia: Quick Overview

These figures relate to the direct-care classifications in the Aged Care Award 2010. They do not automatically apply to every job with an aged care title. Some employees are covered by an enterprise agreement or another employment instrument.

Annualised pay estimates are calculated by multiplying the weekly rate by 52. They assume 38 ordinary hours per week for 52 weeks and exclude additional payments, unpaid periods away from work and other changes in working arrangements.

For the official rates and conditions, consult the Aged Care Award 2010 and the Fair Work Ombudsman’s Aged Care Award Pay Guide (PDF).

1. Aged Care Worker Hourly Rates in Australia

The Aged Care Award 2010 sets minimum pay rates for employees covered by that award. The appropriate rate depends on the employee’s classification and employment circumstances.

Direct-care minimum pay rates

Source: Fair Work Ombudsman, Aged Care Award Pay Guide, page 8. Annualised figures are calculated from the weekly rates and rounded to the nearest dollar.

These are the listed minimum rates for the direct-care classifications. Actual pay may differ if an enterprise agreement or another employment instrument applies, or if additional payments are payable.

What do the direct-care classifications mean?

The award distinguishes direct-care employees according to relevant experience, qualifications and responsibilities.

• Level 1 – Introductory: A direct-care employee with less than three months of aged-care experience.
• Level 2 – Direct Carer: A direct-care employee with three months or more of aged-care experience.
• Level 3 – Qualified: A direct-care employee who has obtained Certificate III in Individual Support (Ageing) or an equivalent qualification.
• Level 4 – Senior: A direct-care employee who meets the relevant Certificate III or equivalent qualification requirements and the specified experience criteria.
• Level 5 – Specialist: A direct-care employee whose employer requires Certificate IV in Ageing Support or an equivalent qualification for the duties performed.
• Level 6 – Team Leader: A direct-care employee whose employer requires Certificate IV in Ageing Support or an equivalent qualification and who is required to supervise and train other direct-care employees.

These are summaries, not replacements for the full award provisions. Classification requirements can include specific conditions and transitional arrangements. Check the official Aged Care Award when determining the correct classification for a particular job.

A qualification does not automatically guarantee a particular job, classification or salary. The applicable employment instrument, actual duties and classification rules must be considered.

2. Aged Care Worker Annual Salary in Australia

Annual salary estimates help when comparing careers, but they need to be interpreted carefully.

Based on the direct-care weekly rates above, annualised equivalents range from approximately $64,428 to $80,179. These figures assume the weekly rate is paid for 52 weeks at 38 ordinary hours per week.

Actual annual earnings can differ because of:

• Part-time or casual working hours
• Unpaid leave or periods without work
• Weekend and public holiday shifts
• Overtime and additional hours
• Applicable allowances
• Enterprise agreements or other employment conditions
• Changes in classification or responsibilities

A part-time employee may receive less annual pay than the full-time equivalent even when the hourly rate is the same. An employee who works eligible penalty-rate shifts may earn more than the annualised ordinary-rate figure.

When comparing job advertisements, check whether the advertised amount is an ordinary hourly rate, a casual rate, an annual salary or a package that includes additional payments.

3. Casual Aged Care Worker Pay Rates in 2026

Casual employees covered by the Aged Care Award have their own hourly rates. The official Fair Work Ombudsman pay guide lists these rates separately from the full-time and part-time rates.

The following figures are taken directly from the Aged Care Award Pay Guide, page 11, under “Aged care – Direct care employees – Casual”.

Official casual hourly rates

Source: Fair Work Ombudsman, Aged Care Award Pay Guide, page 11. Rates apply from the first full pay period starting on or after 1 September 2026.

These are official listed rates for the direct-care casual classifications. They are not estimates calculated by applying a percentage to the full-time hourly rate.

Important: The correct rate depends on the applicable classification, the type of shift and the employment instrument. Overtime, shift penalties and other provisions may also apply in particular circumstances. Do not add casual loading, weekend penalties, public holiday rates and overtime together unless the relevant award provisions allow it.

For payroll or an individual employment decision, check the official Aged Care Award Pay Guide and the full Aged Care Award.

Casual work can provide flexibility, but available hours and shifts may vary. Compare expected hours, roster, employment conditions and the actual rate—not just the highest hourly figure.

4. Weekend, Public Holiday and Overtime Pay

Aged care services operate beyond standard business hours, so employees may work evenings, weekends and public holidays. Where the applicable award or enterprise agreement provides penalty rates, these can increase pay for eligible hours.

Do not assume that casual loading, weekend penalties, public holiday rates and overtime can always be added together. The award sets out when particular rates replace other payments and how overtime is calculated.

For example, the official casual pay guide lists separate Saturday, Sunday and public holiday rates for each direct-care classification. It also provides separate overtime rates and shift-related payments. The amount payable depends on the hours worked and the conditions that apply.

Use the official Aged Care Award and the Fair Work Ombudsman pay guides to confirm the rate for a particular shift.

5. What Is the Typical Salary for an Aged Care Worker?

Award minimum rates and occupation-level earnings statistics measure different things.

An award sets minimum pay for covered employees according to classification. Occupation-level statistics summarise earnings across a broader group of workers who may have different jobs, responsibilities and employment arrangements.

According to Jobs and Skills Australia’s Aged and Disabled Carers profile, the broader occupation group reported:

• Median full-time weekly earnings: $1,761
• Median hourly earnings: $46

These figures are based on the ABS Survey of Employee Earnings and Hours, May 2025. They cover the broader Aged and Disabled Carers occupation group, not aged-care-only roles. They are not a substitute for checking the award that applies to an individual job.

Use the award to check minimum entitlements and broader occupation statistics to understand labour-market earnings. Do not treat them as interchangeable figures.

6. What Affects an Aged Care Worker’s Salary?

Several factors can influence an aged care worker’s earnings.

Qualifications

A relevant qualification may be required for certain duties or classifications. Under the direct-care stream of the Aged Care Award, Certificate III in Individual Support (Ageing & Disability) or an equivalent qualification is part of the Level 3 classification criteria. Certificate IV in Ageing Support or an equivalent qualification is specified for certain Level 5 and Level 6 circumstances where the employer requires it for the duties performed.

Completing a qualification does not automatically guarantee a higher-paying position. The job requirements and applicable classification rules matter.

If you are exploring an entry-level training pathway, review the Certificate III in Individual Support (Aging & Disability) course information. Check the qualification, training provider, fees, entry requirements, delivery arrangements and any placement requirements before enrolling.

Experience and responsibilities

Relevant experience can help workers develop skills and qualify for roles with additional responsibilities. The award also uses experience as part of some direct-care classification criteria.

However, years of service do not automatically result in a pay increase in every workplace. The applicable classification rules and actual duties determine the relevant rate.

Employer and employment agreement

Aged care workers may work in residential facilities, home-care services or other care settings. Their pay conditions may be governed by the Aged Care Award, an enterprise agreement or another relevant employment instrument.

Check the instrument that applies to the particular job before comparing offers.

Employment type and roster

Full-time, part-time and casual jobs can have different payment arrangements. Weekend shifts, public holidays, overtime and applicable allowances may also affect total earnings.

A higher advertised hourly rate may come with variable hours or different employment conditions. Consider the complete offer rather than comparing hourly figures alone.

7. Which Qualification Do You Need to Become an Aged Care Worker?

The qualification required depends on the role, employer and duties. Certificate III in Individual Support is a common pathway for people seeking direct-care work, while some positions may require further training or experience.

Certificate III in Individual Support

CHC33021 Certificate III in Individual Support (Aging & Disability)  is a nationally recognised qualification with specialisations that include Ageing and Disability. Confirm the exact qualification and specialisation offered by the training provider.

Explore the Certificate III in Individual Support course information to learn more about the pathway and discuss whether it aligns with your career goals.

Before enrolling, confirm entry requirements, course fees, delivery format, assessment arrangements, practical placement requirements and the registered training organisation responsible for delivery.

Certificate IV in Ageing Support

Certificate IV in Ageing Support may be relevant to workers pursuing more specialised responsibilities or certain senior direct-care roles. The award specifies this qualification or an equivalent for particular classifications where the employer requires it for the duties.

If you already have relevant experience, explore the Certificate IV in Ageing Support RPL pathway.

Recognition of Prior Learning (RPL) is an evidence-based assessment process. Eligibility, evidence requirements, assessment decisions and any further training must be confirmed with the relevant registered training organisation. RPL does not guarantee a qualification or a higher salary.

Can you use RPL for Certificate III in Individual Support?

RPL may be an option for people who already have relevant workplace experience, skills and supporting evidence.

If you have worked in aged care, disability support or a related field, explore the Certificate III in Individual Support (Ageing and Disability) RPL pathway.

The RTO assesses evidence against the qualification requirements. Evidence may include relevant workplace documents, training records, examples of work or other information requested by the assessor. Additional training or assessment may be required.

Care Connect Training Institute helps people explore course and RPL pathways. Formal training, assessment and qualification issuance are handled by the relevant registered training organisation. Confirm the provider and arrangements before proceeding.

8. How to Start a Career in Aged Care

If you are considering an aged care career, follow a practical process rather than choosing a course based on salary alone.

1. Research the role. Understand the duties, work environment and responsibilities involved in aged care.
2. Check job requirements. Review current vacancies and note the qualifications, checks, experience and availability employers request.
3. Choose a suitable training pathway. Compare qualifications, delivery format, assessment requirements, costs and practical placement arrangements.
4. Consider RPL if you have relevant experience. Ask an RTO whether your skills and evidence may be assessed towards the qualification.
5. Prepare for applications. Develop a clear resume and organise relevant documents.
6. Check employment conditions. Before accepting an offer, confirm the applicable award or agreement, classification, pay rate, roster and penalties.

For more detailed guidance, read How to Become an Aged Care Worker in Australia.

9. Is Aged Care a Good Career Choice?

Aged care may suit people who want to support older Australians and are comfortable with the practical and interpersonal demands of care work.

Before choosing this career, consider:

• Personal suitability: The work may involve personal care, mobility assistance, communication with residents and families, and emotional support.
• Training requirements: Employers may require relevant qualifications, checks, workplace training or practical experience.
• Working hours: Some roles include evenings, weekends, public holidays or rotating rosters.
• Physical and emotional demands: The work can require patience, safe work practices, teamwork and the ability to respond to changing needs.
• Career goals: Consider whether you want to work in direct care, pursue further training or develop skills for roles with additional responsibilities.
• Employment conditions: Compare pay, guaranteed hours, roster, travel, location and the applicable employment instrument.

Salary is important, but it should be considered alongside the training requirements, working conditions and type of care work you want to do.