Under the Aged Care Award 2010 (MA000018), minimum ordinary hourly rates for aged care employees in Melbourne range from $27.77 to $40.58 as at 1 July 2026. The rate you receive depends on your classification level and employment type. Direct care classifications begin at $32.61 per hour at the Introductory level, while general (non-direct-care) classifications begin at $27.77 per hour.
These are award minimums rather than typical earnings, and an enterprise agreement may apply instead of the award. Your rate is set by your classification and whether you are employed full-time, part-time or casually — not by the certificate you hold on its own.
Pay rates in the aged care sector are primarily governed by the Aged Care Award 2010 (MA000018) and various enterprise agreements. The Fair Work Commission sets minimum award rates, but many employers pay above these minimums to attract and retain staff in what remains a high-demand workforce. If you are considering a career in aged care or looking to increase your earning potential, understanding the factors that influence hourly pay is essential.
What Determines an Aged Care Worker’s Hourly Rate in Melbourne?
Several factors influence how much an aged care worker earns per hour in Melbourne. The most significant include:
Qualifications
The qualification you hold directly impacts your pay grade. A Certificate III in Individual Support (CHC33021) is the standard entry-level qualification for aged care work. This qualification takes approximately 36 weeks to complete at institutions like the Australian Leading Institute of Technology (ALIT) in West Melbourne. Workers who upgrade to a Certificate IV in Ageing Support (CHC43015) typically move to a higher pay classification, as this qualification covers more complex care responsibilities including care planning, clinical coordination, and supervisory duties.
Experience Level
Like most industries, aged care rewards experience. Entry-level workers fresh from completing their Certificate III may start on the base rate, while those with three to five years of hands-on experience often negotiate higher hourly rates. Senior carers and team leaders with extensive experience can earn significantly more than the award minimum.
Award vs Enterprise Agreement
The Aged Care Award 2010 sets minimum pay rates, but many aged care providers in Melbourne operate under enterprise agreements that can offer higher base rates, additional penalties, or enhanced leave entitlements. Large residential care facilities and government-funded providers often have enterprise agreements that exceed the award minimums.
Shift Type and Hours
Penalty rates apply for weekends and public holidays. Under the Aged Care Award 2010, ordinary hours worked on a Saturday are paid at 150% of the ordinary hourly rate (time and a half, award clause 23.1), and ordinary hours on a Sunday at 175% (time and three quarters). For public holiday work, a full-time or part-time employee receives an additional 150% for hours worked (250% in total), while a casual employee is paid 275% of the ordinary hourly rate. Casual employees working a weekend are paid 175% for a Saturday and 200% for a Sunday instead of the 25% casual loading. Afternoon and night shift premiums are set separately under the award’s shiftwork clause.
Role and Responsibilities
Direct care workers, personal care assistants, and residential care workers each have slightly different pay classifications depending on their specific duties. Workers who hold additional skill-specific units such as HLTHPS006 (Assist clients with medication) or who provide complex clinical care may be classified at a higher level.
Aged Care Pay Rates Under the Aged Care Award 2010
The Aged Care Award 2010 covers most aged care workers in Australia who are not covered by an enterprise agreement. Under this award, pay rates are structured by classification level and split between general classifications (levels 1 to 7) and direct care classifications (levels 1 to 6):
Rates rise with classification level, responsibility and experience. The Fair Work Commission reviews these rates through its annual wage review: the current minimum rates took effect from the first full pay period on or after 1 July 2026 under the Annual Wage Review 2026 decision of 2 June 2026, which increased modern award minimum rates by 4.75%. The award text is consolidated up to 1 September 2026, and the Fair Work Ombudsman pay guide used for the figures in this article was published on 31 August 2026.
| Classification | Weekly minimum | Ordinary hourly rate |
|---|---|---|
| General – level 1 | $1,055.40 | $27.77 |
| General – level 2 | $1,097.20 | $28.87 |
| General – level 3 | $1,139.40 | $29.98 |
| General – level 4 | $1,152.80 | $30.34 |
| General – level 5 | $1,191.80 | $31.36 |
| General – level 6 | $1,256.00 | $33.05 |
| General – level 7 | $1,278.60 | $33.65 |
| Direct care – level 1 (Introductory) | $1,239.00 | $32.61 |
| Direct care – level 2 (Direct Carer) | $1,307.80 | $34.42 |
| Direct care – level 3 (Qualified) | $1,376.70 | $36.23 |
| Direct care – level 4 (Senior) | $1,431.80 | $37.68 |
| Direct care – level 5 (Specialist) | $1,486.80 | $39.13 |
| Direct care – level 6 (Team Leader) | $1,541.90 | $40.58 |
Ordinary hourly rates are the weekly minimum divided by the 38 ordinary hours in a full-time week. Casual employees receive an additional 25% loading in place of paid leave. These figures are the Aged Care Award 2010 (MA000018) minimums, payable from 1 July 2026.
For the most current minimum rates, check the Fair Work Ombudsman pay guides or the Aged Care Award 2010 directly, as rates are normally updated each July. Allowances are adjusted separately from wages: from the first full pay period on or after 1 September 2026 to 28 February 2027 the temporary vehicle allowance is $1.05 per kilometre, reverting to $1.01 per kilometre outside that window (Aged Care Award 2010, clause 15.7).
How Qualifications Affect Your Hourly Rate
Investing in further qualifications is one of the most effective ways to increase your hourly rate in aged care. Here is how the main qualifications compare:
Certificate III in Individual Support (CHC33021)
This is the minimum qualification required for most aged care positions. It covers personal care, communication skills, working effectively with diverse groups, and supporting individual wellbeing. At ALIT, this qualification takes 36 weeks and is available with enrolments open (confirm the next start date with ALIT) at the West Melbourne campus. Holding a Certificate III does not by itself fix your pay rate: under the Aged Care Award 2010 you are paid according to your classification level, which follows the duties you perform rather than the certificate alone. Graduates commonly enter at the introductory direct care level.
Certificate IV in Ageing Support (CHC43015)
This qualification builds on Certificate III and adds competencies in care planning, coordinating services for older people, and supporting individuals with complex needs. It takes 36 to 52 weeks to complete and qualifies workers for senior carer and team leader roles. The additional skills command a higher pay classification under most award and enterprise agreement structures.
Diploma of Community Services (CHC52025)
Workers who progress to a diploma can move into case management and coordination roles, which carry higher pay rates. The Diploma of Community Services at ALIT takes 81 weeks and opens pathways to roles such as case manager, program coordinator, and team leader within aged care organisations.
Aged Care Worker Demand in Melbourne
Melbourne’s aged care sector faces ongoing staff shortages, which creates opportunities for workers to negotiate higher rates. The combination of an ageing population and post-pandemic workforce changes has kept demand strong across both residential care facilities and home care services. Workers with current first aid certification (HLTAID011 or HLTAID012) and medication assistance skills (HLTHPS006) are particularly sought after.
Aged care employment in Victoria continues to expand as the population ages and funding for home and residential care is sustained. Workers with the right qualifications and experience are therefore usually well positioned to negotiate competitive pay rates.
How to Increase Your Aged Care Hourly Rate
If you are currently working in aged care and want to earn more per hour, consider these practical steps:
Complete a Certificate IV in Ageing Support (CHC43015) if you only hold a Certificate III. This single qualification upgrade can move you to a higher pay classification. Obtain additional skill-specific units such as HLTHPS006 (Assist Clients with Medication), which broadens the medication assistance work you can take on. Seek positions at facilities with strong enterprise agreements, as these often pay above award rates. Develop specialised skills in areas such as dementia care, palliative care, or rehabilitation support, which are in high demand. Consider moving into a team leader or coordination role if you have the experience and qualifications to support it.
Already hold or working towards a Certificate IV? What a Cert IV Ageing Support worker earns in Melbourne in 2026 breaks down classification-level award rates and penalty pay.
ALIT delivers CHC33021 Certificate III in Individual Support at its West Melbourne campus, with practical placement.
Frequently Asked Questions
What is the minimum hourly rate for an aged care worker in Melbourne?
As at 1 July 2026, the Aged Care Award 2010 sets minimum ordinary hourly rates of $27.77 at general level 1 up to $40.58 at direct care level 6 (Team Leader), with direct care level 1 (Introductory) at $32.61 per hour. Your actual rate depends on your classification and on whether an enterprise agreement applies instead of the award. Check the Fair Work Ombudsman pay guides for the current rates, as they normally change each July.
Do aged care workers get penalty rates for weekends?
Yes. Under the Aged Care Award 2010, ordinary hours on a Saturday are paid at 150% of your ordinary hourly rate and on a Sunday at 175%. Casual employees receive 175% for a Saturday and 200% for a Sunday in place of the 25% casual loading. Public holiday work attracts an additional 150% for full-time and part-time employees (250% in total), or 275% for casuals. An enterprise agreement may provide different rates.
How much more does a Certificate IV in Ageing Support pay compared to Certificate III?
The exact difference varies by employer and award classification, but Certificate IV holders generally earn more due to their higher classification level. The additional competencies in care planning and coordination justify the higher pay grade.
Can I negotiate my hourly rate in aged care?
Yes, particularly if you have in-demand skills, additional qualifications, or are willing to work less popular shifts. Workers with medication assistance skills, first aid certification, or experience with complex care needs are often in a stronger negotiating position.
Is aged care a growing industry in Melbourne?
Yes. Melbourne’s aged care sector continues to grow due to demographic trends and increased government funding. This growth creates ongoing demand for qualified workers across residential care, home care, and community-based services.
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