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Security Services Industry Award 2020 (MA000016)

Updated

The article provides guidelines on using the pre-built Social, Community, Home Care and Disabled Services Industry (abbreviated to SCHADS) award package. For further information about this industry award, refer to Social Community, Home Care and Disability Services Industry Award.

Key updates

  Select the current financial year tab to see award updates for the 2026/27 financial year, while all previous updates before this time you can find in the historical financial years tab.

Current financial year Historical financial years
July 2026

1st

We have updated the award to reflect the Fair Work Commission's National Minimum Wage increase detailed in the Annual Wage Review 2026 decision, and also includes updates to expense-related allowances. You can find more information on the Determinations here and here.

These changes come into effect from the first full pay period on or after the 1st July 2026. Please install these updates after you have finalised your last pay run before the first full pay period beginning on or after the 1st July 2026.

Installing and configuring the pre-built award package

For details on how to install and configure this pre-built award template, please review the detailed help article here.

While every effort is made to provide a high-quality service, Employment Hero does not accept responsibility for, guarantee or warrant the accuracy, completeness or up-to-date nature of the service.

Before relying on the information, users should carefully evaluate its accuracy, currency, completeness and relevance for their purposes, and should obtain any appropriate professional advice relevant to their particular circumstances.

The award default Rule Set Period is set to Weekly that ends every Sunday. If you follow a different work pattern or roster period, you can review and set the rule-set period date that applies to your organisation. 

Conditions of pay

Ordinary hours of work and overtime
  Clause Conditions
Ordinary hours or work. 25.2(a) Day worker - between 6.00 am and 8.00 pm Monday to Sunday
Overtime.

28.1(a)

 






 

28.1(a)(i)

 

28.1(b)(i)

28.1(a)(b)

Monday to Saturday: 

  • Full-Time
    • Disability services, home care and daycare employees: paid first 2 hours at 150% then 200% thereafter
    • Social and community services and crisis accommodation employees: paid first 3 hours at 150% then 200% thereafter
  • Part-Time/Casual: paid first 2 hours at 150% then 200% thereafter

Sunday: paid 200%

Public Holiday: paid 250%
Maximum hours per day.

 

25.1(a)(b)(c)

28.1(b)

Full-Time

  • 8 hours per day/shift
  • by agreement, 10 hours per day/shift 

Part-Time/Casual: 10 hours per day/shift

All: 12hrs per day/shift by agreement when spanning a sleepover
Maximum hours over a period. 28.1(a)
28.1(b)
  • Full-Time: an average of 38 hours per week
  • Part-Time/Casual: excess of 38 hours per week or 76 hours per fortnight
Time off instead of payment for overtime (TIL).  28.2(c) Same as the number of overtime hours worked (1:1 accrual)
Penalties
  Clause Conditions
Public Holidays. 34.1
34.2		 Public Holiday not worked: paid at base rate
Public Holiday worked: paid 250%
Shiftwork.

29.2(a)

29.3(d)
  • Afternoon shift: any shift finishing after 8.00 pm and at or before 12 midnight Monday to Friday.

  • Night shift: any shift finishing after 12 midnight or commences before 6.00 am Monday to Friday

  • Public Holiday shift: any time worked between midnight on the night prior to the public holiday and midnight of the public holiday
  • The portion of work prior to and following the sleepover will be treated separately for the purposes of determining the loading.
Weekends

26
  • Sat ordinary paid at 150%
  • Sun ordinary paid at 200%
Work Conditions
  Clause Conditions
Auto meal break.

27.1

 30 mins after 5 hours worked
Work during meal break

27.1(b)

 Paid overtime for all time worked until the meal break is taken
Meal with client 27.1(c)

Paid for the duration of the meal period at the ordinary rate of pay; counted as time worked
Minimum shift engagement 10.5

Part-Time/Casual - each shift or period of work in a broken shift.

  • Social and community services employees (except when undertaking disability services work)—3 hours;
  • All other employees—2 hours
Rest period after overtime

28.3
  • Employees, other than a casual, who work so much overtime and resume or continue work without having had 10 consecutive hours off duty, will be paid at the rate of double time until they are released from duty
Client cancellation

25.5(f)(ii)(A)




 

25.5(f)(ii)(B)
  • The employee will be paid the amount payable had the employee performed the cancelled service or the amount payable in respect of the work actually performed, whichever is the greater.
  • The employer must either:
    • (A) pay the employee the amount they would have received had the shift or part of the shift not been cancelled; or
    • (B) subject to clause 25.5(f)(v), provide the employee with make-up time in accordance with clause 25.5(f)(vi)
Broken shifts

25.6(d)



 

 

 

25.6(f)

 

 

 
  • Payment for a broken shift will be at ordinary pay with weekend, overtime and public holiday penalty rates to be paid in accordance with clauses 26—Saturday and Sunday work, 28—Overtime and penalty rates and 34—Public holidays.
  • The span of hours for a broken shift is up to 12 hours. All work performed beyond a span of 12 hours will be paid at double time.
  • Disability services work and home care employees.
Sleepovers 25.7(c)(d)(f)
  • Continuous period of 8 hours
  • Entitled to a sleepover allowance
  • An employee may work before and/or after the sleepover period but must ensure at least one of these periods includes four hours of work or pay
Work during sleepover 25.7(e) Paid for the time worked at the prescribed overtime rate with a minimum payment as for one hour worked
24 hour care

25.8(d) 

 

25.8(e)

 
  • Applies to home care employees, paid 8 hours’ work at 155% of their appropriate rate for each 24-hour period
  • More than 8 hours will be OT paid at the rate of time and a half for the first 2 hours and double time thereafter
Excursions

25.9(a)(i)

25.9(b)
  • Monday to Friday: between 8am-6pm
  • Weekend
Remote work minimum shift engagement

25.10(c)(i)(A)

 

25.10(c)(i)(B)

25.10(c)(i)(C)

 

25.10(c)(i)(D)

 


 

25.10(c)(ii)

 


25.10(c)(iii)
 

 


 

 
  • Minimum payments
    • On call between 6.00 am and 10.00 pm—a minimum payment of 15 minutes
    • On call between 10.00 pm and 6.00 am—a minimum payment of 30 minutes
    • Not on call—a minimum payment of one hour
    • Participating in staff meetings or staff training remotely—a minimum payment of one hour
  • Any time worked continuously beyond the minimum payment period outlined above will be rounded up to the nearest 15 minutes
  • Separate minimum payments will be triggered for each instance of remote work performed, save that where multiple instances of remote work are performed within the applicable minimum payment period, only one minimum payment period is triggered.
Remote work

25.10(d)






25.10(f)

 

 

 

 

 

 

 

 
  • Rates of pay for remote work: first 2 hours at 150% then 200% thereafter
    • outside the span of 6am to 8pm
    • excess of 38 hours per week or 76 hours per fortnight
    • excess of 10 hours per day
    • Weekends/Public Holiday
  • Miscellaneous provisions
    • Social and community services employees and crisis accommodation employees; family day care employees; home care employees
  • Work will not count as work or overtime
    • Clause 25.3—Rostered days off;
    • (B) Clause 25.4—Rest breaks between rostered work;
    • (C) Clause 28.3—Rest period after overtime;
    • (D) Clause 28.5—Rest break during overtime.
Recall to work overtime 28.4 Paid overtime; minimum 2 hours for each time recalled
Higher duties

30.1

30.2

 

 

 
  • Home care employee - exceeds 2 hours, a full day or shift
  • Other employees - period of five consecutive working days or more will be paid for the period for which duties are assumed at a rate not less than the minimum rate prescribed for the classification applying to the employee
Annual Leave Loading

31.3(a)

31.3(b)
  • Day worker 17.5% leave loading
  • Shiftworker higher of leave loading or penalties
Quantum of leave 31.2 Shiftworker entitled to an additional week’s annual leave on the same terms and conditions.

Special notes

  • Categories (work types, tags, pay categories) that have been marked with an (*asterisk) are no longer used in rules. It still remains visible in the platform for auditing/reporting purposes. 

  • Employees can only be assigned to one of the tags below. Employee must be assigned to a tag to ensure overtime would be calculated accordingly. Where employees work multiple roles or streams, the rules will need to be customised.

    • Crisis Accommodation Services

    • Day Care Services

    • Disability Services

    • Home Care Services

    • Social & Community Services

  • Only employees defined as shiftworkers per clause 31.2 would receive an additional week of annual leave. Please assign the new tag “Shiftworker” in order for the rule to trigger accordingly.
  • It is assumed that all social and community services employees (with either "Disability Services" or  "Home Care Services" tag assigned) would be on an agreed regular pattern of work made under clause 10.3 to work a broken shift with 2 unpaid breaks and would be paid the allowances in accordance to clause 25.6. 
  • Clause 25.4(b) Rest breaks between rostered work is for intention of rostering and does not mention any penalty if employees did not receive such break between shifts, as such, no rule has been created. Custom rules can be created to pay employees a penalty if needed. 
  • Employment Agreements for employees with qualifications only has the minimum entitled pay point assigned. Employees needing to proceed to the next pay point will need to be reassigned accordingly. 

  • Community Service Leave in the system is a paid leave. If the employee is not paid for performing any community services, please advise them to use the Unpaid Leave instead.

  • Clause 25.7(f): Minimum engagement before or after a sleepover may not top up correctly if the employee took a meal break without having worked for at least 4 hours. In such instances, administrators or managers must apply the "No minimum shift engagement" condition to the appropriate work type or shift, and if required manually include the correct top-up hours in the payroll.
  • Broken shift allowance rules have been set up to align with the default configuration of shifts consolidated within 30 minutes of each other and treated as a single shift. In instances where the shift consolidation has been changed, the rules should be customised respectively.
  • The clauses listed in the table below were not included in the award. If you need any of these clauses, it is necessary to create or customise the award.
  • The Shiftworker tag should not be used alongside the 5-week or 6-week annual leave templates, as doing so will trigger an additional week of annual leave. 

  • A post-sleepover shift followed by a subsequent pre- and post-sleepover shift with less than a 10-hour gap, please ensure that the "not a broken shift" shift condition is applied to both the pre- and post-sleepover periods where they are not intended to be paid as a broken shift. 

    Note: If you are using a T&A system that does not support shift conditions, you will need to manually remove any broken shift allowances triggered in this instance.

Clauses not included in the award
Clause no. Clause Name Details
18 Supported wage system.

Need to create Pay Rate Templates and Employment Agreements.

Employee receiving a supported wage (see Schedule D—Supported Wage System).
19.2 National training wage.

Need to create Pay Rate Templates and Employment Agreements.

  • a) Schedule E to the Miscellaneous Award 2020 sets out minimum wage rates and conditions for employees undertaking traineeships.
34.3
Substitution of certain public holidays by agreement at the enterprise.

Need to customise rules:

  • (a) An employer and employee may agree to substitute another day for a day that would otherwise be a public holiday under the NES.
  • (b) An employer and employee may agree to substitute another part-day for a part-day that would otherwise be a part-day public holiday under the NES.
20.10
Board and lodging

Need to customise rules:

Employer provides board and lodging, the wage rates prescribed in this award will be reduced
25.1c Maximum 8 hour limit before and after sleepover

Need to customise rules:

The system will not automatically trigger overtime at the 8-hour mark for pre or post sleepover shifts. 

Example: If an employee is under a 10-hour agreement and works 9 hours pre-sleepover plus 4 hours post-sleepover, overtime triggers only after 10 total ordinary hours are completed.
If you need to enforce an 8-hour maximum limit to pre or post sleepover shifts in these scenarios, a custom configuration will be required.

Work types

Work types are a description of the kind of shift you are working, and you select them when you record a timesheet. The following is a list of work types employees can select on their timesheet, and the meaning of each item.

A - F
10hr shift by agreement Choose this work type when, by agreement between an employer and a full time employee, the employee is rostered for up to 10 hours (rather than the usual 8 hours).
12 Hrs Shift By Agreement Choose this work type when by agreement you may work up to 12 ordinary hours in a day or shift when spanning a sleepover.
24hr care shift Choose this work type for the portion/s of a 24-hour care shift where the employee is providing care.
24hr care shift - inactive time Choose this work type for the portion/s of a 24-hour care shift where the employee is not providing care. 
Annual leave Choose this work type when annual leave is taken.
Cancelled shift Choose this work type if the client cancels a scheduled home care or disability service.
Ceremonial leave Choose this work type when ceremonial leave is taken.
Compassionate leave Choose this work type when compassionate leave is taken.
Excursion Choose this work type when an employee is required by the employer and agrees to supervise clients in excursion activities involving overnight stays from home. 
G - L
Hot work allowance - 40°C-46°C Choose this work type when an employee is required to work in places where the temperature exceeds 40 degrees Celsius but does not exceed 46 degrees Celsius.
Hot work allowance - over 46° Choose this work type when an employee is required to work in places where the temperature exceeds 46 degrees Celsius.
Kilometre allowance Choose this when an employee is required and authorised by an employer to use their own motor vehicle in the performance of their duties, this work type should be used. The number of kilometres should be entered in the units field.
Launder clothing other than uniforms Choose this work type when the clothing of an employee (other than a uniform) is soiled in the course of the performance of their duties. 
Long service leave Choose this work type when long service leave is taken.
M - R
Not a broken shift Choose this work type when an employee does not require a broken shift allowance or when the shifts are considered separate engagements. This option should be selected for the upcoming shift.
No meal break Choose this work type to indicate that no meal break is taken during the shift. Normally, meal breaks are automatically added for shifts over 5h30m. 
No minimum shift engagement Choose this work type when an employee does not require minimum shift payment.
No rest period after overtime Choose this work type if an employee resumes work without having the 10 consecutive hours rest period following overtime.
On call Choose this work type where an employee is required to be on call (i.e., available for recall to duty) during any 24hr period or part thereof.
Overtime meal allowance (1+ OT hours worked) Choose this work type where an employee is required to work more than one hour after their usual finishing time or, in the case of shiftworkers, when the overtime work on any shift exceeds one hour. If an employee has been supplied a meal, then this work type does not need to be selected.
Overtime meal allowance (4+ OT hours worked) Where an employee is required to work more than 4 hours of overtime, choose this work type instead of the "Overtime Meal Allowance (1+ OT hrs worked)" work type.
Paid meal break Choose this work type when an employee is required by the employer to have a meal with a client or clients as part of the normal work routine or client program.
Personal/carer's leave Choose this work type when sick leave is taken.
Post-Sleepover Choose this work type when a shift is immediately after a sleepover. Applicable to shift workers only.
Pre-Sleepover Choose this work type when a shift is immediately before a sleepover. Applicable to shift workers only.
Public holiday not worked Use this work type if you've had time off on a public holiday (only applicable to permanent employees).
Remote work - on call Choose this work type when an employee performs remote work while on call.
Remote work - not on call Choose this work type when an employee performs remote work where the employee is not on call.
Remote work - meetings/training Choose this work type when an employee performs remote work that involves participating in staff meetings or staff training remotely.
S - Z
Sleepover Choose this work type when an employer requires an employee to sleep overnight at premises where the client for whom the employee is responsible is located.
Time in lieu taken Choose this work type when time in lieu is taken.
Time off in lieu of overtime Choose this work type when the employee elects to receive time off in lieu rather than be paid for any overtime they are entitled to for this shift.
Unpaid leave Choose this work type when unpaid leave is taken. 
Work during sleepover

Choose this work type where an employee is required to undertake work during a sleepover shift. All time worked during a sleepover shift is paid at overtime rates within a minimum 1 hour of payment. If the employee is entering timesheets, and also the 'sleepover' work type, they will need to ensure that these do not overlap.

E.g.if the employee was clocking on and off using WorkZone, they would have to go back in and edit their timesheet if they had to wake up during the sleepover, adding a new line for each period of 'sleepover' and 'work during sleepover'.

Shift conditions

Shift Conditions are further details you can add to a shift where more than one condition applies to your shift. Shift conditions are selected when you edit a timesheet record, or when clocking on using the ClockMeIn Time and Attendance or Swag apps. The following is a list of Shift Conditions employees can select on their timesheet, and the meaning of each item.

A - F
10hr shift by agreement Select this shift condition when, by agreement between an employer and a full time employee, the employee is rostered for up to 10 hours (rather than the usual 8 hours).
12 Hrs Shift By Agreement SC Select this shift condition when by agreement you may work up to 12 ordinary hours in a day or shift when spanning a sleepover.
L - P
Launder clothing other than uniforms Select this shift condition when the clothing of an employee (other than a uniform) is soiled in the course of the performance of their duties.
Not a broken shift Select this shift condition when an employee does not require a broken shift allowance or when the shifts are considered separate engagements. This option should be selected for the upcoming shift.
No minimum shift engagement Select this shift condition when an employee does not require minimum shift payment.
Paid meal break Select this shift condition when an employee is required by the employer to have a meal with a client or clients as part of the normal work routine or client program
Post-Sleepover SC Select this shift condition a shift is immediately after a sleepover. Applicable to shift workers only.
Pre-Sleepover SC Select this shift condition when a shift is immediately before a sleepover. Applicable to shift workers only.

Tags

Employee tags are specific conditions typically related to the employee’s agreement. These are often conditions negotiated and agreed between the employer and the employee, or unique characteristics of the employee’s role. Payment of these provisions is usually of a recurring and ongoing nature.

A - H
7-day shift worker *This tag is no longer applicable.
10 hour shift arrangement Assign this tag to full time employees with permanent 10 hours shift arrangement.
Crisis accommodation services Assign this tag if the employee is to be treated as a Crisis Accommodation Services employee for the purposes of overtime calculation.
Day care services Assign this tag if the employee is to be treated as a Family Day Care Services employee for the purposes of overtime calculation.
Disability services Assign this tag if the employee is to be treated as a Disability Services employee for the purposes of overtime calculation. 
First aid Assign this tag if the employee is allocated as a first aid officer for all shifts worked. 
Home care services
 		 Assign this tag if the employee is to be treated as a Home Care Services employee for the purposes of overtime calculation. 
L - U
Laundry allowance Assign this tag if the employee is required to launder any special clothing or articles of clothing. 
Shiftworker Assign this tag to an employee who requires an additional one week of annual leave
Social and community services Assign this tag if the employee is to be treated as a Social and Community Services employee for the purposes of overtime calculation.
TiL of OT Assign this tag if the employee elects to always accrue time in lieu rather than be paid overtime. Time off instead of payment for overtime leave is accrued at the same rate as the number of overtime hours worked.
Uniform allowance Assign this tag if the employee is to be paid a uniform allowance rather than be provided with uniforms.

System Limitations

Please note that rules will not be able to interpret or calculate the below clauses due to platform limitations and will require manual intervention. 

Clause 28.2 Time off instead of payment for overtime
  • (d) Time off must be taken:
    • (i) within the period of 3 months after the overtime is worked; and
    • (ii) at a time or times within that period of 3 months agreed by the employee and employer.
  • (e) If the employee requests at any time, to be paid for overtime covered by an agreement under clause 28.2 but not taken as time off, the employer must pay the employee for the overtime, in the next pay period following the request, at the overtime rate applicable to the overtime when worked, based on the rates of pay applying at the time payment is made.
  • (f) If time off for overtime that has been worked is not taken within the period of 3 months mentioned in paragraph (d), the employer must pay the employee for the overtime, in the next pay period following those 3 months, at the overtime rate applicable to the overtime when worked, based on the rates of pay applying at the time payment is made.
Clause 10.5 Minimum payments for part-time and casual employees

For an employee working a single shift that combines part-day leave and part-day work, and who has already worked the minimum required hours in a shift, the "No minimum shift engagement" work type or shift condition will need to be selected. This action will prevent the minimum top-up hours rule from being applied.

Clause 25.5(f)(vi)(E) Make-up Time (Cancelled Shift) 

An employee who works make-up time will be paid the amount payable had the employee performed the cancelled service or the amount payable in respect of the work actually performed, whichever is the greater.

Clause 20.2(c) Clothing and equipment 

(c) The uniform allowance, but not the laundry allowance, will be paid during all absences on paid leave, except absences on long service leave and absences on personal/carer's leave beyond 21 days.

The system is set up by default to pay the uniform allowance even if the employee has taken personal/carer's leave for more than 21 days.

Clause 20.12 Broken shift allowance

Where employees have worked 2 or more broken shifts that begin on different days, the system would incorrectly apply 2 units of Broken Shift Allowance (1 unpaid break), resulting in an overpayment.

Manual intervention in the pay run is required to adjust to pay 1 unit of Broken Shift Allowance (2 unpaid breaks). 

Per the example below, the employee did 2 shifts on Thursday and 1 shift on Friday, resulting in the Broken Shift Allowance (1 unpaid break) being paid on both Thursday and Friday. This needs to be adjusted so that only 1 unit of Broken Shift Allowance (for 2 unpaid breaks) is paid on Friday

Clause 25.6(f) Broken shifts

Where employees have worked in excess of the 12-hour span that passes midnight, the system is only able to identify shifts on the same day. For hours beyond the 12-hour span and passes midnight would require manual intervention to ensure the correct penalty is paid to employees. 

Clause 25.10(c)(iii) Remote work on call minimum payment

Where there are multiple instances of work that are more than 15 minutes but less than 30 minutes apart, only one minimum payment is triggered instead of separate minimum payments, as the system consolidates shifts that occur within 30 minutes of each other. 

Clause 31.2 Quantum of leave

The system cannot automatically track whether an employee has met the number of shifts worked in a yearly period as required by clause 31.2. This must be monitored manually. Once the "Shiftworker" tag is assigned to an employee, the system assumes the eligibility criteria have been met and will automatically apply the additional week of annual leave.

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