Navigating award compliance in the aged care sector requires a comprehensive and innovative approach. Employees in this industry may fall under the SCHADS Award or the Aged Care Award, adding a layer of complexity. Combine this with diverse employment arrangements—full-time, part-time, and casual staff—as well as overnight and sleepover shifts, and the challenge becomes multifaceted. A holistic view of the organisation is essential to ensure compliance, which is rarely a straightforward task.

Our client approached us with a clear objective: to ensure employee contracts and pay rates adhered to the relevant awards while optimising the organisation’s financial position and maintaining flexibility for staff. This involved conducting a detailed analysis of rosters and performing a Better Off Overall Test (BOOT) to identify and rectify any potential underpayments.

Efficient roster design was our key focus. Should employees work on fixed schedules, or would flexible rosters better align with their needs? How would these decisions impact employment contracts and operational efficiency? How would these decisions impact a casual workforce reluctant to commit to permanent employment?

We undertook a thorough review, aligning the ever-evolving SCHADS Award requirements with the organisation’s employment contracts and payroll processes. At the same time, we accounted for practical considerations such as roster patterns and the organisation’s operational needs.

Our solution went beyond providing a pay guide that adhered to legislative requirements. We developed a tailored process that integrated seamlessly with the organisation’s existing systems and procedures, ensuring compliance while addressing employee needs.

Recognising that award flexibility allows for multiple paths to compliance, we identified the most effective strategies for the organisation. This approach maximised their budget while maintaining essential service levels and delivering the best possible outcomes for both employees and the business.