Aged Care Salary 2026: Award Rates, Minimum Wage and What You Need to Know

Aged Care Salary 2026: Award Rates, Minimum Wage and What You Need to Know

When people search for "aged care salary", they often want to know the legal minimum they can expect to earn in the industry. In Australia, the answer depends on whether you are covered by the Aged Care Award 2010, an enterprise agreement, or an individual contract. This guide explains the pay floors that apply and clears up common misunderstandings.

The Legal Minimum: National Minimum Wage vs Award Rates

The Fair Work Commission sets the national minimum wage, which from 1 July 2026 is $26.44 per hour or $1,004.90 per week for a full-time adult employee. However, most aged care workers are covered by the Aged Care Award 2010, which sets higher minimum rates. The Fair Work Ombudsman enforces these award rates. If you are award-free and agreement-free, the national minimum applies, but that is rare in aged care.

Under the Aged Care Award, there are two main streams: general employees and direct care employees. Direct care employees (such as personal care workers) have higher minimum rates reflecting their qualifications and responsibilities. For example, a direct care employee at Level 2 (Direct Carer) earns a minimum of $1,307.80 per week as of 1 September 2026. This is significantly above the national minimum.

Breaking Down the Award Rates

The Fair Work Ombudsman’s pay guide for the Aged Care Award (effective from 1 September 2026) lists the following weekly rates for full-time direct care employees:

• Level 1 – Introductory: $1,239.00
• Level 2 – Direct Carer: $1,307.80
• Level 3 – Qualified: $1,376.70
• Level 4 – Senior: $1,431.80
• Level 5 – Specialist: $1,486.80
• Level 6 – Team Leader: $1,541.90

General employees (e.g., kitchen hands, cleaners) have lower rates, starting at $1,055.40 per week for Level 1. Casual employees receive a 25% loading on the hourly rate instead of paid leave.

All these rates are minimums. Your employer may pay more under an enterprise agreement or individual contract. Superannuation of 12% is paid on top of your ordinary time earnings.

What People Often Mix Up

A common mistake is thinking the national minimum wage applies to all aged care workers. In reality, the award rate is the legal floor for most employees in the industry. Another confusion is treating the award rate as a maximum – it is not. Enterprise agreements can set higher rates, and many employers offer above-award wages to attract staff.

People also forget that superannuation is an extra cost for employers, not a deduction from the advertised salary. When comparing job offers, check whether the quoted figure includes super or is exclusive of it.

How Does the Aged Care Salary Compare to Average Earnings?

The Australian Bureau of Statistics (ABS) reported that full-time adult ordinary-time earnings averaged $2,083.70 per week in May 2026. The award rate for a direct carer ($1,307.80) is about 63% of that average. This gap highlights that many aged care workers earn below the national average, even before considering that award rates are minimums. The chart above shows this comparison.

For more details on which pay floor applies to you, see Which minimum wage applies. You can also browse Rate tables for the latest award and national minimum figures.

Key Takeaways

• The Aged Care Award sets the legal minimum for most aged care employees.
• Direct care workers have higher minimums than general employees.
• The national minimum wage is a backstop but rarely applies in this industry.
• Superannuation (12%) is paid on top of your salary.
• Enterprise agreements can provide better pay and conditions.

Always check your classification with the Fair Work Ombudsman or your employer. If you are covered by an award, your pay cannot fall below the rates in that award.

For the published floors, see the rate tables and how the figures work.