Industries / SCHADS Award support
A guide for employersClear advice on the employment questions behind your rosters, contracts and payroll. We help you connect award requirements with everyday practice.
A job title or payroll setting is not enough to settle an award question. We look at the work your business does, the duties of the role and the employment arrangements in place.
Bring together the position description, actual duties, responsibilities and reporting arrangements. Identify what has changed since the role was last reviewed.
Review the relevant award or agreement alongside the employment contract and the way work is rostered and recorded.
Turn the findings into clear advice, document updates and actions for managers or payroll, with responsibilities agreed before implementation.
Google reviews from businesses we support across our services.
The Social, Community, Home Care and Disability Services Industry Award 2010 covers specified work in social and community services, home care, crisis assistance and supported housing, and family day care schemes. Its coverage and classification provisions need to be checked against your organisation and roles.
Being an NDIS provider does not automatically place every employee under SCHADS. An applicable enterprise agreement or another award may change the assessment.
Start with Fair Work’s SCHADS overview and the current award text.
We help you assemble the information needed to review a role against the relevant classification structure. Useful questions include:
The outcome should explain the basis of the assessment and identify any further information or action required. A more senior-sounding title alone does not answer these questions.
These arrangements need particular attention. Check the type of work, any required agreement, minimum payments, allowances, ordinary hours, overtime and how time is recorded.
Under SCHADS, broken-shift arrangements are limited to specified home-care and disability-services work. An unpaid meal break alone does not make a shift a broken shift.
Sleepover provisions changed from the first full pay period beginning on or after 1 June 2026. Fair Work also reports further applications to vary those provisions. Check the current hours-of-work and sleepover guidance before relying on an older roster or payroll interpretation.
For a practical review, bring example rosters and timesheets, the relevant contracts, any written agreements and a clear description of how the arrangement operates. We’ll agree the information needed for the specific question.
Award advice needs to make its way into the documents and processes used by your team. Depending on the agreed scope, follow-through may include updated position descriptions, contract variations, clearer manager instructions and communication with payroll.
We help you distinguish an immediate query from a wider issue that needs a separate review. If the question points to broader gaps, an HR Health Check can help prioritise the work.
A community-services organisation needed help applying employment conditions to its workforce, including questions about award coverage, classifications and timesheets.
CCG reviewed role descriptions against the relevant Modern Awards, researched SCHADS classification requirements and provided written advice. We also helped management work through questions about broken shifts, timesheets and the practical application of award provisions.
Management received documented classification and employment-condition advice to support its decisions. The engagement connected award interpretation with the everyday questions raised by leaders and payroll.
Client details are withheld for confidentiality.
Yes. Tell us the question, the affected roles and any deadline. We can scope hourly advice or a defined review, and explain the fees before work starts.
No. SCHADS can be relevant to a range of community-service employers. We start with your organisation’s activities and the roles involved. Explore our industry support.
Use Fair Work’s SCHADS resources and linked pay guidance. The relevant classification, employment type, date and working arrangement matter. We can help you work through the employment questions behind your assessment.
We can work alongside them on award interpretation and the agreed employment-documentation work. Responsibilities, information requirements and implementation steps are agreed at the outset.
HR support for NDIS and disability services · General employer HR advice
Book a free consultation. We’ll discuss your business, your team and the HR issue or priority you want to work through.
We’ll recommend a project, hourly advice or ongoing HR support. We agree the scope, fees and next steps with you before work starts.
We gather the relevant information, work through the agreed priorities and help you put the advice and documents into use.
You can start with a defined project or hourly advice. Ongoing retainers are 12-month agreements; we’ll explain the terms before you decide. An HR Health Check generally takes 4–6 weeks.
General information checked 10 September 2026. This page is an introduction to CCG’s HR support, not a complete statement of award entitlements. Check the official sources linked above and obtain advice on your circumstances before making changes.
