A support worker's wage is generally set by the SCHADS Award, which defines minimum hourly pay by classification level plus penalty and casual loadings. That wage is separate from the NDIS price cap, which is the maximum a provider can charge a participant. The cap also covers super, insurance, training and overheads, so it is higher than take-home pay.
Most disability support workers are paid under the Social, Community, Home Care and Disability Services Industry Award, commonly called the SCHADS Award. It sets minimum hourly rates based on a worker’s classification level, which broadly reflects experience and responsibility.
On top of the base rate, the award adds loadings. Casual employees receive a casual loading, and penalty rates apply to evenings, weekends, public holidays and overnight or sleepover shifts. So two workers doing the same task can earn different amounts depending on their level and when they work.
The NDIS price cap is a different figure entirely. Set out in the NDIS Pricing Arrangements and Price Limits, it is the maximum a provider can charge a participant for a support item, varying by day, time and region.
That charged amount is not the worker’s wage. It also has to cover superannuation, workers’ insurance, leave, supervision, training, screening checks and general business overheads. This is why the price limit sits well above the hourly wage a worker actually takes home.
It is common to assume the price limit equals the worker’s pay, but they answer different questions. The award answers “what is the worker legally owed?” while the price cap answers “what is the most a provider may bill the participant?”
Understanding the gap helps explain why a provider’s charge is higher than a worker’s wage, and why a platform that pays workers directly may present its costs differently. The wage is governed by industrial law; the charge is governed by NDIS pricing rules.
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