October 2025 award changes for Aged Care and Nursing roles: Information for employers

From 1 October 2025, pay rates will change under the Aged Care, SCHADS and Nurses Awards. Employers should prepare for these updates to remain compliant.  

These changes apply from the first full pay period starting on or after 1 October 2025.  

Our blog outlines what’s changing, who’s impacted, and what employers can do to prepare. 

What will change on 1 October 2025? 

Several significant changes to modern awards covering the Aged Care industry were made by the Fair Work Commission and implemented from 1 January 2025. From 1 October 2025, additional stage wage increases for registered and enrolled nurses working in aged care, direct care aged care workers, and some home care aged care workers will come into effect.  

Key elements include: 

• Aged Care workers (direct care staff, personal care workers, home care workers) under the Aged Care Award 2010 [MA000018] and the Social, Community, Home Care and Disability Services (SCHADS) Award 2010 [MA000100] will receive additional pay rises, following the first tranche on 1 January 2025. Updated pay guides for these awards are now live on the Fair Work Ombudsman’s website. 

• Nurses (enrolled and registered) are also impacted under the Nurses Award 2020 [MA000034] (aged care stream), with an increase to the minimum wage and revised classifications coming into effect. Read more about these changes on the Fair Work Commission’s website here.  

• The increases vary by classification, role, and award. Direct care workers’ weekly minimums for levels are expected to range from approximately $1,182.80 for Level 1 up to $1,472.00 for Level 6 in Aged Care; Registered Nurses’ new minimums are expected to range from approximately $1,446.50 to $2,542.40 depending on seniority. Read more about expected before/after pay ranges at Australian Ageing Agenda.  

These changes are part of a multi-phased implementation; some roles received increases earlier (1 January 2025), and further adjustments for nurses are set for 1 August 2026. Read more on the Fair Work Ombudsman’s website. 

Who will be affected? 

The changes impact a broad range of staff in residential and home Aged Care, including: 

• Direct care workers and personal care workers 

• Home care staff under the SCHADS Award 

• Nursing assistants formerly covered by the Nurses Award but now moved under Aged Care or SCHADS Awards 

• Enrolled and Registered Nurses working in Aged Care settings 

• Indirect staff (cleaners, food service assistants, laundry, ancillary roles) under some classifications, though increases are generally smaller 

What employers should do to prepare 

To stay compliant and budget appropriately, Aged Care providers should: 

1. Audit classifications and current pay rates 
   − Check every employee’s award (Aged Care, Nurses, SCHADS) and classification level 
   − Identify who is due to move awards (e.g. nursing assistants shifted to Aged Care Award). This page from the Fair Work Commission outlines what has changed 

2. Update payroll systems and Award Interpretation Engines early 
   − Ensure new minimum rates, allowances, penalty rates, overtime rules are correctly configured (see also “How Humanforce can help” below) 
   − Use updated award pay guides and tools (e.g. Fair Work’s Pay & Conditions Tool) to calculate correct rates. Employers should always seek professional advice regarding their specific circumstances and obligations  

3. Revise budgets/financial planning 
   − Model labour cost increases from October 2025 and beyond (including phase-in for nurses through to August 2026) 
   − Consider impact on rostering (penalties, overtime) and indirect staff costs 
   

4. Communicate with staff and stakeholders 
   − Let employees know about classification changes, when their pay will increase, and how payslips will reflect these changes 
   − Coordinate payroll, HR and operations teams to ensure smooth transitions 

5. Document compliance efforts 
   − Keep records of classification reviews, payroll updates, and communications 
   − Be ready for audits or compliance checks by regulators or government bodies 

How can Humanforce help? 

Humanforce’s Workforce Management suite can help Aged Care providers stay on top of these changes by reducing administrative complexity and enabling real-time, compliant workforce operations. For example:  

• The Humanforce Awards & Compliance solution is driven by a sophisticated Award Interpretation Engine that helps ensure accurate wage calculations in line with the October 2025 pay increases  

• Humanforce’s Rostering & Scheduling solution helps with rate management by providing rostering alerts that automatically flag compliance risks, from minimum shift lengths and fatigue management to classification updates. Even better, Humanforce displays the award interpretation directly in the roster, highlighting overtime and providing accurate expected labour costs so you can stay in control 

• Our AN-ACC reporting dashboard in Workforce Analytics helps providers meet transparency obligations under the new Aged Care Act. Read more in our comprehensive guide to navigating the new Aged Care Act 

• And critically, Humanforce Payroll supports wage changes and helps ensure employees are paid correctly according to hours worked and classifications under the relevant industrial instrument (e.g. award or EBA)  

Reduce compliance risk – act now

By preparing now, employers can avoid underpayments, compliance risk, and workforce disruption. The 1 October changes mark a final major step in the Work Value Case wage rises for many in Aged Care – getting ahead means smoother payroll runs, satisfied staff, and ultimately better care outcomes. 

Disclaimer: This document contains general information only and is not intended to constitute legal, financial, industrial relations or other professional advice. While care has been taken to ensure accuracy at the time of publication, the information may not reflect the most current legal or regulatory developments. Employers should not rely on this content when making decisions and should seek independent professional advice regarding their obligations under applicable laws and awards. Humanforce accepts no liability for any loss arising from reliance on the information contained in this document  

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