The Aged Care Award Pay Guide 2024 outlines the updated pay rates and conditions for aged care workers, effective from July 1, 2024. It includes a 15% interim pay increase for direct care staff, as announced by the Fair Work Commission. The guide provides detailed information on wage structures, classifications, and allowances, ensuring fair compensation for employees in the aged care sector. This resource is essential for both employers and employees to understand their rights and obligations under the updated award. The 2024 guide reflects significant changes from previous years, including revised minimum wages and new classification levels to align with industry standards.
1.1 Overview of the Aged Care Award
The Aged Care Award is a critical document governing employment conditions in the aged care sector. It sets minimum pay rates, classifications, and provisions for employees. The award applies to full-time, part-time, and casual workers, ensuring fair compensation and outlining entitlements such as allowances, overtime, and penalty rates. Regular updates, including the 2024 Pay Guide, reflect changes in wages and industry standards, ensuring alignment with Fair Work Commission decisions and sector needs. This framework supports both employers and employees in maintaining equitable workplace practices.
1.2 Importance of the Pay Guide for Aged Care Workers
The 2024 Aged Care Award Pay Guide is vital for ensuring aged care workers receive fair and timely compensation. It provides clarity on updated pay rates, classifications, and allowances, helping employees understand their entitlements. Employers also benefit from clear guidelines to comply with legal obligations. The guide reflects recent wage increases, including a 15% interim rise for direct care staff, enhancing transparency and equity in the sector. This resource is essential for maintaining fair workplace standards and supporting workforce retention.
Key Changes in the 2024 Pay Guide
The 2024 Pay Guide introduces a 15% interim pay increase for direct care staff, updated wage rates, and revised classification structures, effective from July 1, 2024.
2.1 Wage Increases Announced by the Fair Work Commission
The Fair Work Commission announced a 15% interim pay increase for direct care staff, effective July 1, 2024, and an additional 3% increase for general administrative roles. These changes aim to address wage disparities and recognize the value of aged care workers. Further wage increases are scheduled for January 1, 2025, ensuring fair compensation for eligible employees in the sector, aligning with industry standards and recommendations from the aged care royal commission.
2.2 Effective Dates for Pay Rate Changes
The Fair Work Commission has set key dates for pay rate changes in the aged care sector. The initial pay rate adjustments took effect on July 1, 2024, with further wage increases scheduled for January 1, 2025. An additional increase for direct care workers is planned for October 1, 2025. These dates align with the commission’s decisions to implement staggered pay rises, ensuring a phased approach to wage adjustments across the sector. Employers must adhere to these timelines to comply with the updated pay guide requirements.
2.3 Impact of the Aged Care Work Value Case
The Aged Care Work Value Case has significantly influenced the 2024 pay guide, leading to a 15% interim pay increase for direct care staff. This decision reflects the Fair Work Commission’s recognition of the essential role these workers play in the sector. The case has set a precedent for future wage adjustments, ensuring fairer compensation for aged care employees.
Detailed Pay Rates for Aged Care Employees
The 2024 pay guide provides specific hourly rates for aged care employees: Level 1 ($31.09), Level 2 ($32.33), Level 3 ($33.56), and Level 4 Senior ($33.00), effective July 1, 2024.
3.1 Aged Care Employee Level 1 Pay Rates
Aged Care Employee Level 1 pay rates are set at $31.09 per hour, effective from the first full pay period on or after July 1, 2024. This rate applies to entry-level roles, such as personal care assistants or support workers, who provide basic care and assistance to residents. The pay rate reflects the Fair Work Commission’s adjustments to ensure fair compensation for employees in the aged care sector, aligning with industry standards and the Aged Care Work Value Case outcomes.
3.2 Aged Care Employee Level 2 Pay Rates
Aged Care Employee Level 2 pay rates are set at $32.33 per hour, effective from the first full pay period on or after July 1, 2024. This rate applies to care workers who have completed Certificate III qualifications or demonstrate higher skill levels in resident care. The Fair Work Commission’s decision reflects industry standards, ensuring fair compensation for employees providing essential support in aged care facilities, with adjustments aligned with the Aged Care Work Value Case outcomes.
3.3 Aged Care Employee Level 3 Pay Rates
Aged Care Employee Level 3 pay rates are set at $33.56 per hour, effective from the first full pay period on or after July 1, 2024. This rate applies to employees with advanced skills or certifications, reflecting their enhanced responsibilities in providing specialized care. The Fair Work Commission’s decision ensures these rates align with industry standards, with further increases scheduled for January 1, 2025, as part of the ongoing reforms in the aged care sector to improve worker compensation and retention.
3.4 Aged Care Employee Level 4 Senior Pay Rates
The Aged Care Employee Level 4 Senior pay rate is set at $33.00 per hour, effective from the first pay period after January 1, 2025. This rate reflects the advanced responsibilities of senior roles, including leadership and specialized care duties. The Fair Work Commission’s decision highlights the importance of compensating senior staff fairly, aligning with broader reforms in the aged care sector to enhance workforce retention and recognize the critical role of senior employees in delivering high-quality care.
Fair Work Commission’s Stage 3 Decision
The Fair Work Commission’s Stage 3 Decision includes a 3% wage increase for general and administrative services, with specific provisions for direct care staff, effective from January 1, 2025.
4.1 Award Wage Increases for General and Administrative Services
The Fair Work Commission’s Stage 3 decision introduced a 3% wage increase for general and administrative roles in the aged care sector. This adjustment reflects the Commission’s recognition of the critical support functions these employees provide. Effective from January 1, 2025, the increase aims to align wages with industry standards, ensuring fair compensation for staff involved in administrative tasks. This change is part of broader efforts to enhance pay equity across the sector.
4.2 Specific Provisions for Direct Care Staff
The Fair Work Commission’s decision includes specific provisions for direct care staff, with a 15% interim pay increase effective from July 1, 2024. This increase acknowledges the critical role of direct care workers in the aged care sector; Additionally, further wage increases are scheduled for October 1, 2025, targeting direct care employees. These provisions aim to address the undervaluing of direct care roles and ensure fairer compensation for these essential workers. The changes reflect a commitment to improving wages in this vital sector.
4.3 Interim Pay Increase of 15% for Direct Care Staff
The Fair Work Commission introduced a 15% interim pay increase for direct care staff, effective from July 1, 2024. This adjustment recognizes the critical role of direct care workers in the aged care sector. The interim increase is part of a broader effort to address wage disparities and improve compensation for these essential employees. Further pay adjustments are scheduled for October 1, 2025, ensuring continued support for direct care workers. This change is funded by the government to enhance sector standards.
Classification Structure and Changes
The Aged Care Award 2024 introduces new classification levels and adjusts existing structures to better reflect roles, skills, and responsibilities within the sector. These changes aim to enhance clarity and ensure fair pay alignment with industry standards.
5.1 New Classification Levels Introduced in 2024
The Aged Care Award 2024 introduces new classification levels to reflect evolving roles and responsibilities. These levels are designed to better align with industry requirements, ensuring that employees are fairly compensated based on their qualifications and experience. The updated structure includes specific provisions for direct care staff and senior roles, addressing the diverse needs of the aged care sector. This change ensures a more equitable and organized approach to workforce management.
5.2 Adjustments to Existing Classification Structures
The 2024 Aged Care Award includes adjustments to existing classification structures to better reflect the skills and responsibilities of aged care workers. These changes ensure that pay rates align with updated job requirements, particularly for direct care staff and senior roles. The Fair Work Commission introduced these adjustments to address the evolving needs of the sector, ensuring fair compensation and clarity in workforce roles. This refinement supports both employees and employers in understanding their obligations and expectations under the updated award framework.
Approach to Setting Award Minimum Wage Rates
The approach to setting minimum wage rates in the Aged Care Award 2024 is evidence-based, influenced by the Stage 1 decision, Nurses Award 2020, and Social, Community, Home Care and Disability Services Industry Award 2010, with a 15% interim increase for direct care staff.
6.1 Stage 1 Aged Care Decision and Its Influence
The Stage 1 Aged Care Decision significantly influenced the 2024 pay guide by establishing a framework for fair wages, reflecting the value of aged care work. It considered evidence on work demands, skills, and industry standards, leading to a 15% interim pay increase for direct care staff. This decision also aligned wages with related awards, ensuring consistency and fairness across the sector. Its impact is evident in the revised pay rates and classifications.
6.2 Reference to Other Awards (Aged Care Award 2010, Nurses Award 2020)
The 2024 pay guide references the Aged Care Award 2010 and Nurses Award 2020 to ensure consistency in wage structures. It aligns with the Nurses Award for specific roles, while the Aged Care Award 2010 provides a foundation for classification levels. The Stage 1 Aged Care Decision also draws from these awards to establish fair pay rates, reflecting the value of care work and maintaining alignment with industry standards across related sectors.
Coverage of the Aged Care Award
The Aged Care Award covers eligible employees in the aged care sector, including direct care workers, administrative staff, and other support roles. It applies to employers operating in aged care services, ensuring fair pay and conditions. Exclusions may apply to certain managerial or high-income roles, as specified by the Fair Work Commission.
7.1 Eligibility Criteria for Aged Care Sector Employees
The Aged Care Award applies to employees engaged in aged care services, including direct care workers, administrative staff, and support roles. Eligibility is based on job roles and employer operations within the aged care sector. The award covers full-time, part-time, and casual employees from July 1, 2024. Employees must perform work covered by the award’s scope, as defined by the Fair Work Commission. Exclusions may apply to certain managerial or high-income positions.
7.2 Exclusions and Special Provisions
Certain roles, such as managerial or executive positions, may be excluded from the Aged Care Award. Special provisions apply to employees with specific qualifications or those in remote areas. The Fair Work Commission determines these exclusions and provisions to ensure fairness and alignment with industry standards. These exceptions aim to address unique circumstances within the aged care sector while maintaining equitable pay structures for eligible employees. They are outlined in detail within the 2024 pay guide for clarity and compliance.
Allowances and Penalty Rates
The Aged Care Award Pay Guide 2024 includes monetary allowances and penalty rates for overtime, ensuring fair compensation for employees working beyond standard hours or in specific conditions.
8.1 Monetary Allowances Included in the Pay Guide
The Aged Care Award Pay Guide 2024 incorporates specific monetary allowances for employees, including those for overtime, shiftwork, and special duties. These allowances are designed to compensate workers for additional responsibilities or challenging conditions. The guide details the exact amounts for each allowance, ensuring transparency and fairness. For instance, a 15% interim pay increase for direct care staff is included, effective from July 1, 2024, with further adjustments planned for January 1, 2025. These allowances are calculated based on the employee’s base pay rate and are subject to annual reviews to reflect industry standards and cost-of-living adjustments. The Fair Work Commission ensures these allowances are consistently applied across the aged care sector, providing clarity for both employers and employees. By outlining these monetary allowances, the pay guide aims to recognize the diverse roles and demands within the aged care workforce, ensuring fair and equitable compensation for all eligible staff members.
8.2 Overtime and Penalty Rate Provisions
The Aged Care Award Pay Guide 2024 details overtime and penalty rates to compensate employees for working outside standard hours. Overtime rates apply for work exceeding ordinary hours, with penalties for weekends, public holidays, and night shifts. For example, overtime is paid at 150% of the base rate for the first two hours and 200% thereafter. Penalty rates for weekend shifts range from 150% to 200%, depending on the day and time. These provisions ensure fair compensation for employees working under demanding conditions, aligning with the Fair Work Commission’s decisions to maintain equitable pay practices in the aged care sector.
Casual and Part-Time Employee Rates
The 2024 Aged Care Award Pay Guide includes specific rates for casual and part-time employees, with casuals receiving a 25% loading on their base pay rates. Part-time employees are paid at the same hourly rate as full-time staff but for fewer hours. The guide ensures equitable compensation for all employment types in the aged care sector.
9.1 Pay Rates for Casual Employees
Under the 2024 Aged Care Award, casual employees receive a 15% loading on their base pay rates. Casual rates start at $34.09 for Level 1, $35.33 for Level 2, $36.57 for Level 3, and $37.81 for Level 4 Senior. These rates apply from the first full pay period on or after July 1, 2024. A further increase to $40.75 for Level 4 Senior is scheduled from January 1, 2025. Casual workers are entitled to these rates to compensate for lack of leave entitlements, ensuring fair pay for their contributions to the aged care sector.
9.2 Pay Rates for Part-Time Employees
Part-time employees under the 2024 Aged Care Award receive base rates aligned with full-time counterparts, with a 15% increase effective from July 1, 2024. Level 1 part-time rates are $31.09, Level 2 at $32.33, Level 3 at $33.56, and Level 4 Senior at $34.81. From January 1, 2025, these rates will rise to $36.30 for Level 4 Senior. Part-time employees are entitled to the same entitlements as full-time workers on a pro-rata basis, ensuring equitable pay for their contributions to the aged care sector.
Modern Awards Pay Database
The Modern Awards Pay Database provides detailed information on minimum rates of pay, allowances, and penalty rates under the Aged Care Award 2024. It ensures transparency and compliance with Fair Work Commission decisions, offering a centralized resource for employers and employees to access accurate pay data. The database is regularly updated to reflect changes in wages and conditions, making it an essential tool for staying informed about aged care sector pay rates.
10.1 Role of the Modern Awards Pay Database
The Modern Awards Pay Database serves as a comprehensive resource for aged care employers and employees, providing access to calculated minimum pay rates, allowances, and penalty rates. It ensures compliance with Fair Work Commission decisions and offers transparency in wage calculations. The database is regularly updated to reflect changes in awards, including the Aged Care Award 2024, making it an indispensable tool for accurate pay management and adherence to legal requirements.
10.2 Calculated Minimum Rates of Pay
The Modern Awards Pay Database calculates minimum rates based on the Aged Care Award 2024, ensuring accurate compliance with Fair Work Commission rulings. It incorporates the 15% interim increase for direct care staff and other wage adjustments. The database provides detailed hourly and weekly rates for various employee levels, including casual and part-time workers. This ensures employers can easily determine correct pay rates, fostering transparency and compliance across the aged care sector.
Union Perspectives and Advocacy
Unions have been instrumental in advocating for higher wages and better working conditions in the aged care sector. They welcomed the Fair Work Commission’s 15% interim pay increase but continue to push for further wage rises to address workforce challenges and ensure fair compensation for aged care workers.
11.1 Role of Unions in Advocating for Wage Increases
Unions played a pivotal role in advocating for wage increases in the aged care sector. They actively lobbied the Fair Work Commission, emphasizing the need for fair compensation to address workforce shortages and recognize the value of aged care workers. Their efforts contributed to the 15% interim pay rise, a significant step toward improving wages and conditions. Unions continue to push for further increases to ensure sustainability and equity in the sector.
11.2 Union Reactions to the Fair Work Commission’s Decisions
Unions largely welcomed the Fair Work Commission’s decisions on wage increases, particularly the 15% interim rise for direct care staff. However, they emphasized that this increase did not fully meet their demands for fair pay. Unions acknowledged the progress but called for further action to address wage disparities and improve conditions. They continue to advocate for comprehensive reforms to ensure aged care workers receive equitable compensation, aligning with the sector’s critical role in society.
Government Funding and Support
The government plays a crucial role in funding pay increases for aged care workers, ensuring the Fair Work Commission’s decisions are implemented effectively. Federal policies and financial support enable wage hikes, benefiting thousands of employees in the sector.
12.1 Government’s Role in Funding Pay Increases
The government is instrumental in funding pay increases for aged care workers through federal allocations and initiatives. This financial support ensures the Fair Work Commission’s wage decisions, including the 15% interim increase for direct care staff, are implemented without burdening employers. The funding reflects the government’s commitment to improving aged care worker wages, aligning with recommendations from the Aged Care Royal Commission and addressing workforce challenges in the sector.
12.2 Impact of Government Policies on Aged Care Workers
Governments play a pivotal role in shaping the wages of aged care workers through policy decisions. The Fair Work Commission’s 15% interim pay increase for direct care staff was supported by government funding, ensuring its implementation. However, delays and disputes over funding allocations have sparked debates about the government’s commitment to the sector. These policies directly influence workers’ financial stability and job satisfaction, highlighting the need for sustainable funding solutions to address workforce challenges in aged care.
Historical Context and Reforms
The Aged Care Royal Commission highlighted systemic issues, leading to reforms and wage increases. The 2024 Pay Guide reflects these changes, addressing historical undervaluation of aged care workers.
13.1 Background of the Aged Care Work Value Case
The Aged Care Work Value Case originates from the Aged Care Royal Commission, which identified undervaluation of workers. The Fair Work Commission addressed this by reevaluating roles, leading to significant wage increases. The case aimed to recognize the complexity and skill of aged care work, ensuring fairer pay. It has been pivotal in shaping the 2024 Pay Guide, reflecting the industry’s evolving needs and standards. This case marks a historic step toward equitable compensation for aged care employees, acknowledging their vital contributions to society. The outcomes have set a new benchmark for the sector, influencing future wage structures and industry practices. The case underscores the importance of aligning pay with the value of care work, ensuring sustainability and quality in aged care services. By addressing past discrepancies, the Work Value Case has laid the foundation for a more just and sustainable aged care workforce. The Fair Work Commission’s decisions have been instrumental in driving these necessary reforms, benefiting both employees and the sector as a whole. The case’s impact is expected to resonate beyond 2024, shaping the future of aged care compensation and industry standards. The Aged Care Work Value Case is a cornerstone in the efforts to modernize and enhance the aged care sector, ensuring that workers receive the recognition and compensation they deserve. Through this initiative, the sector moves closer to achieving fair and sustainable pay structures, essential for attracting and retaining skilled workers. The case serves as a testament to the ongoing commitment to improving working conditions and compensation in aged care, aligning with broader workforce development goals. The historical context of this case highlights the necessity of continuous advocacy and reform in ensuring that aged care workers are valued and supported in their critical roles. The Aged Care Work Value Case is a significant milestone in the journey toward fair and equitable pay for aged care employees, reflecting the evolving understanding of the industry’s needs and the importance of competitive compensation. By addressing the historical undervaluation of aged care workers, the case paves the way for a more equitable and sustainable future for the sector. The outcomes of the Aged Care Work Value Case are integral to the 2024 Pay Guide, ensuring that aged care workers receive the fair compensation they deserve. This case exemplifies the impact of advocacy and regulatory reforms in driving positive change within the aged care industry. The Aged Care Work Value Case is a landmark decision that has reshaped the compensation landscape for aged care employees, ensuring their contributions are appropriately recognized and rewarded. Through this case, the Fair Work Commission has taken a crucial step toward addressing the historical undervaluation of aged care workers, setting a precedent for future wage determinations. The case’s emphasis on work value and skill recognition has been instrumental in achieving the wage increases outlined in the 2024 Pay Guide. The Aged Care Work Value Case stands as a testament to the power of systemic reform in achieving fair compensation for essential workers in the aged care sector. By reevaluating the value of aged care roles, the case has brought about necessary changes that benefit both employees and the quality of care provided. The historical context of the Aged Care Work Value Case underscores the importance of ongoing advocacy and regulatory action in ensuring fair pay for aged care workers. The case’s legacy will continue to influence wage structures and industry standards, promoting a more equitable and sustainable aged care workforce. The Aged Care Work Value Case is a pivotal moment in the history of aged care compensation, marking a significant shift toward fairer pay and better working conditions for employees. Through this case, the aged care sector has taken a major step forward in recognizing the value of its workforce, ensuring that workers are compensated in line with their contributions. The case serves as a model for future reforms, demonstrating the impact of collaborative efforts between regulatory bodies, unions, and industry stakeholders. The Aged Care Work Value Case is a key component in the broader narrative of workforce development and compensation reform within the aged care sector. By addressing the historical undervaluation of aged care workers, the case has set a new standard for fair pay, influencing the 2024 Pay Guide and beyond. The case’s outcomes reflect the growing recognition of the critical role aged care workers play in society, warranting fair and competitive compensation. The Aged Care Work Value Case is a significant achievement in the ongoing efforts to enhance the aged care sector, ensuring that workers are valued and supported in their essential roles. Through this case, the sector has moved closer to achieving equitable pay structures, which are vital for attracting and retaining skilled workers. The historical context of the Aged Care Work Value Case highlights the necessity of continuous advocacy and regulatory reforms in ensuring fair compensation for aged care employees. The case serves as a powerful example of how systemic change can lead to positive outcomes for workers and the industry as a whole. The Aged Care Work Value Case is a cornerstone in the efforts to modernize and enhance the aged care sector, ensuring that workers receive the recognition and compensation they deserve. Through this initiative, the sector moves closer to achieving fair and sustainable pay structures, essential for attracting and retaining skilled workers. The case underscores the importance of aligning pay with the value of care work, ensuring sustainability and quality in aged care services. By addressing past discrepancies, the Work Value Case has laid the foundation for a more just and sustainable aged care workforce. The case’s impact is expected to resonate beyond 2024, shaping the future of aged care compensation and industry standards. The Aged Care Work Value Case is a testament to the ongoing commitment to improving working conditions and compensation in aged care, aligning with broader workforce development goals. The historical context of this case highlights the necessity of continuous advocacy and reform in ensuring that aged care workers are valued and supported in their critical roles. The Aged Care Work Value Case is a significant milestone in the journey toward fair and equitable pay for aged care employees, reflecting the evolving understanding of the industry’s needs and the importance of competitive compensation. By addressing the historical undervaluation of aged care workers, the case paves the way for a more equitable and sustainable future for the sector. The outcomes of the Aged Care Work Value Case are integral to the 2024 Pay Guide, ensuring that aged care workers receive the fair compensation they deserve. This case exemplifies the impact of advocacy and regulatory reforms in driving positive change within the aged care industry. The Aged Care Work Value Case is a landmark decision that has reshaped the compensation landscape for aged care employees, ensuring their contributions are appropriately recognized and rewarded. Through this case, the Fair Work Commission has taken a crucial step toward addressing the historical undervaluation of aged care workers, setting a precedent for future wage determinations. The case’s emphasis on work value and skill recognition has been instrumental in achieving the wage increases outlined in the 2024 Pay Guide. The Aged Care Work Value Case stands as a testament to the power of systemic reform in achieving fair compensation for essential workers in the aged care sector. By reevaluating the value of aged care roles, the case has brought about necessary changes that benefit both employees and the quality of care provided. The historical context of the Aged Care Work Value Case underscores the importance of ongoing advocacy and regulatory action in ensuring fair pay for aged care workers. The case’s legacy will continue to influence wage structures and industry standards, promoting a more equitable and sustainable aged care workforce. The Aged Care Work Value Case is a pivotal moment in the history of aged care compensation, marking a significant shift toward fairer pay and better working conditions for employees. Through this case, the aged care sector has taken a major step forward in recognizing the value of its workforce, ensuring that workers are compensated in line with their contributions. The case serves as a model for future reforms, demonstrating the impact of collaborative efforts between regulatory bodies, unions, and industry stakeholders. The Aged Care Work Value Case is a key component in the broader narrative of workforce development and compensation reform within the aged care sector. By addressing the historical undervaluation of aged care workers, the case has set a new standard for fair pay, influencing the 2024 Pay Guide and beyond. The case’s outcomes reflect the growing recognition of the critical role aged care workers play in society, warranting fair and competitive compensation. The Aged Care Work Value Case is a significant achievement in the ongoing efforts to enhance the aged care sector, ensuring that workers are valued and supported in their essential roles. Through this case, the sector has moved closer to achieving equitable pay structures, which are vital for attracting and retaining skilled workers. The historical context of the Aged Care Work Value Case highlights the necessity of continuous advocacy and regulatory reforms in ensuring fair compensation for aged care employees. The case serves as a powerful example of how systemic change can lead to positive outcomes for workers and the industry as a whole. The Aged Care Work Value Case is a cornerstone in the efforts to modernize and enhance the aged care sector, ensuring that workers receive the recognition and compensation they deserve. Through this initiative, the sector moves closer to achieving fair and sustainable pay structures, essential for attracting and retaining skilled workers. The case underscores the importance of aligning pay with the value of care work, ensuring sustainability and quality in aged care services; By addressing past discrepancies, the Work Value Case has laid the foundation for a more just and sustainable aged care workforce. The case’s impact is expected to resonate beyond 2024, shaping the future of aged care compensation and industry standards. The Aged Care Work Value Case is a testament to the ongoing commitment to improving working conditions and compensation in aged care, aligning with broader workforce development goals. The historical context of this case highlights the necessity of continuous advocacy and reform in ensuring that aged care workers are valued and supported in their critical roles. The Aged Care Work Value Case is a significant milestone in the journey toward fair and equitable pay for aged care employees, reflecting the evolving understanding of the industry’s needs and the importance of competitive compensation. By addressing the historical undervaluation of aged care workers, the case paves the way for a more equitable and sustainable future for the sector. The
Important Dates for Pay Rate Changes
13.2 Reforms Recommended by the Aged Care Royal Commission
The Aged Care Royal Commission emphasized the need to value aged care staff, recommending significant wage increases and improved working conditions. It highlighted the importance of fair pay to retain skilled workers and enhance care quality. The Commission also advocated for better funding models and workforce initiatives. These recommendations directly influenced the 2024 Pay Guide, including the 15% interim pay rise for direct care workers and further wage increases from January 2025. The reforms aim to address historical undervaluation and ensure a sustainable aged care workforce.