Children’s Services Award 2010: Pay Rates, Classifications and Obligations

Two changes are worth knowing up front. First, entry-level classification time limits were updated on 1 January 2025, meaning employees must move up to Level 1.1 after a set period. Second, from 1 July 2025, the Annual Wage Review increased minimum award rates and allowances by 3.5%.

This guide helps you work out whether the Children’s Services Award is the right one for your business, how to place employees in the correct level, and the main pay, penalty, overtime, and break rules you need for payroll.

Children’s Services Award: A Quick Summary for Busy Managers

Short on time? Here are the essentials:

• Alongside Australia’s National Employment Standards, the Children’s Services Award 2010 [MA000120] sets minimum pay rates and key working conditions for many roles in early childhood education and care.
• To comply with the Award, always confirm:
  • Coverage: Is the Children’s Services Award the best match for your workplace and the work being done? In some cases, another modern award—such as the Educational Services (Schools) General Staff, Higher Education General Staff, or Local Government awards—may be a better fit. 
  • Employment type: Is the worker full-time, part-time, or casual? 
  • Level and pay point: Based on what they do day to day, is the employee a Children’s Services Employee (CSE) Level 1–6 or a Children’s Services Support Employee (CSSE) Level 1–3? And does a pay point apply within that level? 
  • Worked hours: When do penalties and overtime apply? (Many employees get higher rates on Sundays (200%) and public holidays (250%), and overtime outside ordinary hours.)
• A common “gotcha” is the minimum payment rule for weekend and public holiday work. Even if the shift is shorter, the employee may still need to be paid for at least 4 hours at the correct rate. 
• Most underpayments happen when employers misclassify staff, miss pay-point progression, or forget penalties/overtime and other required entitlements.

Award Basics

The Children’s Services Award 2010 is an award created and updated (varied) by the Fair Work Commission. It’s one of the main rulebooks used in Australia’s children’s services and early childhood education sector.

The Award sets the minimum standards for:

• Base pay rates. 
• Penalties (including weekend and public holiday rates). 
• Overtime.
• Breaks. 
• Allowances. 
• Leave-related rules. 

These rules work alongside the National Employment Standards (NES), which set standards relevant to most Australian employees.

Who’s covered under the Children’s Services Award?

Businesses covered

If your main business provides children’s services or early childhood education, there’s a good chance that this Award applies. It can cover services such as:

• Long day care.
• Occasional care.
• Nurseries.
• Childcare centres or day care facilities.
• Family-based childcare.
• Out of school hours care (OSHC).
• Vacation care.
• Adjunct care.
• In-home care.
• Kindergartens and preschools.
• Mobile centres.
• Early childhood intervention programs.

The Award can also cover labour hire businesses and their employees while they’re in a children’s services workplace.

Employees covered

Roles often classified under this Award include:

• Child care workers.
• Room leaders, coordinators, assistant directors, and directors.
• Support roles such as cooks, cleaners, laundry operatives, drivers, gardeners, and maintenance and admin staff.

Who isn’t covered under the Children’s Services Award?

This Award generally isn’t the right fit for:

• Carers in family day care (the individuals providing care in that setting). 
• Qualified preschool and early childhood teachers.
• Child minders employed by fitness centres.
• Early childhood physical education program providers.

The Children’s Services Award also may not apply if another modern award better matches the workplace or the work being done. These awards include:

• Educational Services (Schools) General Staff Award.
• Higher Education General Staff Award.
• Local Government Award.
• Social, Community, Home Care and Disability Services Industry Award (SCHADS).

Coverage self-check: Does the Children’s Services Award apply?

An easy way to sense-check coverage is to ask yourself whether these statements apply to your workplace and the employee in question:

• My business is a children’s services or early childhood education and care service (e.g., long day care, childcare, OSHC, vacation care, kindergarten, in-home care, or early childhood intervention).
• My employee’s role and everyday duties fit within the Award’s classifications. They’re an educator or child care worker, coordinator, or director, or in a support role such as cooking, cleaning, or admin. They aren’t a family day care carer, qualified preschool or early childhood teacher, fitness-centre child minder, or early childhood physical education program provider. 
• The role isn’t better covered by another modern award (e.g., Educational Services (Schools) General Staff, Higher Education General Staff, Local Government, or SCHADS) or enterprise agreement/instrument. 

If you answer “yes” to most of these, the Children’s Services Award 2010 likely applies.

Coming up: Award dates and deadlines you need to know

Determining Children’s Services Award [MA000120] Requirements

Under the Children’s Services Award, employees are grouped in 2 ways:

• By employment type (full-time, part-time, and casual).
• By classification level (based on the work they do and the skills, training, and responsibilities their role requires). 

The Award also uses 2 main classification streams: Children’s Services Employee (CSE) and Children’s Services Support Employee (CSSE) (also referred to as Support Worker).

Let’s break all this down.

Employment types

There are 3 employment types under the Children’s Services Award:

Full-time

Full-time employees work an average of 38 ordinary hours per week. Ordinary hours are the hours that the Award considers “standard” for a particular role. Full-time staff have consistent schedules, and their ordinary hours usually fall between 6:00 am and 6:30 pm. 

These employees get the usual permanent entitlements under the NES,  including paid annual leave, personal/carer’s leave, and public holiday rights. 

Part-time

Part-time employees work fewer than 38 ordinary hours per week on a regular, agreed pattern (agreed days and start/finish times) and can’t work more than 8 hours a day.

Part-time staff receive the same entitlements as full-time employees, but in proportion to the hours they work (called pro rata). 

They have to be engaged (on the roster) and paid for at least 2 continuous hours per shift. 

Casual

Casual employees don’t have guaranteed hours from week to week, but they’re still covered by the Award’s rules on ordinary hours and base rates (which we discuss later in this guide).

Instead of ongoing job security and entitlements like paid leave, casual workers receive a percentage on top of their usual rate as extra pay. This is known as casual loading. For ordinary hours, this loading is 25% + the base rate. 

Casual staff must be paid for at least 2 hours per engagement and can work no more than 8 hours per day.

Classifications and levels

Children’s Services Employee (CSE): Levels 1–6

“A” levels (e.g., Level 3A, 4A, 5A, 6A) are used when the employee performs the numerical level’s duties but doesn’t (yet) have the required qualifications. Employees in these levels receive different pay, which we’ll discuss later.

Children’s Services Support Employee (CSSE)/Support Worker: Levels 1–3

Children’s Services Award Pay Rates and Entitlements Overview

Minimum base rates

This Award uses pay points, which are steps within a classification level. You’ll see them written as 2.1, 2.2, 3.1, 3.2, etc. 

These steps reflect an employee being newly placed at that level (called “on commencement”) or moving up after a period of service if they meet the progression requirements.

Below are the Children’s Services Award pay rates for full-time and part-time employees. Note that “After 1 year,” “after 2 years,” etc., refers to service in the industry, not just time with 1 employer.

Children’s Services Employee (CSE)

Children’s Services Employee — Director 

Level 6A rates (6A.1–6A.3) sit under the standard Children’s Services Employee classifications, while Director rates (from 6.1 onwards) are listed separately. So, Level 6A pay points aren’t CSE Director pay points.

Support Worker (CSSE)

Children’s Services Award pay points and payments examples

Example 1: Pay points by level

An employee starts at CSE Level 3.1, where the current minimum rate is $1,068.40/week (or $28.12/hour). After 1 year of service in the industry, they move to CSE Level 3.2, and the minimum rate becomes $1,105.30/week (or $29.09/hour). That’s $36.90 more per week and $0.97 more per hour. 

Compare that with CSE Level 3A.1. On commencement, the minimum rate  is $1,052.00/week (or $27.68/hour), which is lower than Level 3.1 because it applies where the employee is doing higher duties but doesn’t hold the necessary qualifications. 

Example 2: Pay by employment type

Consider that same CSE Level 3.1 employee. 

• If they work full-time, their minimum base rate is $1,068.40/week or $28.12/hour. 
• If they work part-time, their base rate is also $28.12/hour—but they’re paid only for the hours they work. Say they work 20 hours per week. That works out to $562.40 (20 × $28.12).
• If they work casually, their base hourly rate is the same: $28.12. The difference is that they’ll get a 25% casual loading on top of every ordinary hour they work. That loading is $7.03/hour (25% of $28.12), which brings their casual rate to $35.15/hour. Over 20 hours, they’d earn $703.00 (20 × $35.15). 

Penalty rates (weekends and public holidays)

Penalty rates are higher rates that can apply when staff works ordinary hours at certain times. They’re usually a percentage of the base rate, such as 150%. 

Under the Children’s Services Award, penalty rates generally fall in 2 types: shiftwork penalties and weekend/public holiday penalties. This section covers weekend and public holiday penalties; check the Award for details on shiftwork penalties.

For non-shift employees under this Award:

• Saturday work is paid at the normal rate (no penalty). 
• Sunday work is paid at 200% (double time) for all hours worked.
• Public holiday work is paid at 250% (double time and a half) for all hours worked. 

If an employee works on a Saturday, Sunday, or public holiday, you usually have to pay them for at least 4 hours, even if the shift is shorter. If a shift crosses a part-day public holiday, you still count time just before and just after the public holiday when working out the 4-hour minimum.

Children’s Services Award penalty rates example

Let’s imagine a Support Worker Level 1.1 working on a public holiday:

• The minimum base rate is $24.95/hour, no matter the employment type, for this role.
• If the person is a part- or full-time employee, they get 250% of their base rate—about $62.38/hour ($24.95 × 2.5, rounded). They’d earn $374.28 for a 6-hour shift that day (6 × $62.38).
• If they’re a casual worker, they get a 25% loading for ordinary hours—on top of the 250% public holiday penalty. Their public holiday rate would be 275% of the base rate: about $68.61/hour ($24.95 × 2.75, rounded). For the same 6-hour public holiday shift, that totals $411.66 (6 × $68.61).

Overtime rules and rates

Overtime is the higher rate you pay when an employee works beyond the Award’s ordinary hours rules (or, for part-time and casual employees, outside the extra-hours limits the Award allows).

Overtime is worked out day by day (each day stands alone).

Children’s Services Award overtime examples

Let’s consider a Children’s Services Employee (CSE) Level 3.1 worker, who has a minimum base rate of $28.12/hour. Here’s how their overtime pay differs by employment type and hours worked:

• Full-time or part-time: If they work overtime on a Thursday, the first 2 overtime hours are paid at 150%. For that time, their rate is $42.18/hour ($28.12 × 1.5).
• Casual: Say they work 1.5 hours of overtime on a Tuesday. This goes beyond the casual overtime trigger of 1 hour, so the rules above apply. For the first 2 hours of overtime, casual employees get 175% of their usual hourly rate: $49.21/hour ($28.12 × 1.75). For the worker’s 1.5 hours of overtime, they’d be paid $73.82 (1.5 × $49.21).

Breaks

Under the Children’s Services Award, breaks include meal breaks and paid rest pauses. 

There are 2 important rules to remember:

• Rest pauses must be uninterrupted.
• Meal breaks also must be uninterrupted. If you (the employer) interrupt a meal break, you have to pay your employee overtime—in blocks of at least 15 minutes—until they can take an uninterrupted break.

For other rules (including breaks between shifts), see the Breaks section of the Children’s Services Award.

Allowances

Allowances are extra payments (or reimbursements) on top of an employee’s base pay. They’re generally meant to cover extra costs or extra responsibilities.

Some allowances are a percentage of the “standard rate,” which means the amount can change when pay rates are updated. 

For current figures, check out the latest Allowances Sheet.

Leave entitlements

NES leave rules apply regardless of which award someone is under.  The Children’s Services Award 2010 sits “on top of” the NES and introduces additional rules.

Annual leave

Who gets annual leave, and how much?

• Full-time employees: 4 weeks of paid annual leave each year.
• Part-time employees: The same entitlement as full-time employees but on a pro-rata basis.
• Casual employees: No paid annual leave.
• Shiftworkers: May qualify for the NES “extra week” of annual leave if they’re on shift work and rostered to work Sundays and public holidays.

What you pay during annual leave

You will pay employees on annual leave at the required NES rate plus 17.5% annual leave loading.

Annual leave in advance

Employees can take annual leave early (before it’s accrued), but only if there’s a written agreement that states the amount of leave and the start date. The agreement must be signed, and if the employee is under 18, their parent or guardian must also sign.

If the employee leaves the business before they’ve “earned back” that leave, the Award allows you to deduct the unaccrued amount from final pay (as long as it’s consistent with the agreement).

Excessive leave balances

The Children’s Services Award treats annual leave as “excessive” when the balance is past 8 weeks for employees or past 10 weeks for relevant shiftworkers.

There are detailed rules about when an employer can direct leave to be taken, and when an employee can require leave to be granted. Check “Excessive leave accruals: general provision” in the Award for that info.

Cashing out annual leave

Employees can cash out their annual leave, but there are strict rules:

• It can be by written agreement only.
• Each cash-out needs its own agreement. 
• The employee must keep at least 4 weeks accrued after the cash-out. 
• They can cash out no more than 2 weeks of leave across any 12 months.

See “Part 6—Leave and Public Holidays” in the Children’s Services Award for full details, including the notice rules, minimum balances, and agreement requirements.

Other NES leave

The usual NES types of leave in Australia apply under this Award as well. These include:

• Personal/carer’s leave. 
• Compassionate leave.
• Parental leave (and related entitlements).
• Family and domestic violence leave (with confidentiality obligations around records and payslips).
• Community service leave (such as for jury duty).

How to Determine Children’s Services Award Coverage

With the right Children’s Services Award coverage, you find the proper classification level, minimum rates, and penalty or overtime rules for your situation. This reduces the risk of payroll mistakes later. 

To picture what it’s like to determine the appropriate coverage, let’s look at some examples.

Children’s Services Award: A practical, real-world example

Sophie is a casual educator assistant at a long-day care service in Melbourne. She helps with routines and daily activities, and supports educators to run the program (under supervision). So, she fits at Children’s Services Employee (CSE) Level 2. 

Sophie has just been classified at Level 2 and hasn’t yet reached the time needed to move to 2.2, so she’s on pay point 2.1 (the entry pay). 

Because this is an early childhood education and care service (not a primary or secondary school) and Sophie’s duties fit within the Award’s levels, the Children’s Services Award 2010 is the likely award for her minimum rates and conditions.

At CSE Level 2.1, the minimum base rate is $25.71/hour. But because Sophie is a casual worker, she also gets a 25% casual loading for ordinary hours (125% of the base rate). So her hourly rate is $32.14/hour ($25.71 × 1.25, rounded). 

Common scenarios and compliance tips

1. A service hires an educator with a Certificate III, but uses a generic job title like “assistant.”

Key checks:

• Classify based on actual duties, skills, supervision, and qualifications, not the job title. 
• Make sure the role is placed at the correct CSE level (not too low).
• Apply the correct pay point (e.g., “on commencement” vs. “after 1 year”). 
• Track pay point progression, which is based on service in the industry, not just time with 1 employer.

2. A centre uses casuals and part-timers on the same roster, including short shifts.

Key checks: 

• Confirm each employee’s employment type. 
• Apply 25% casual loading for casuals, and don’t add it again where the rate already includes it.
• Check minimum engagement rules, including the 4-hour minimum for weekend and public holiday work.
• Apply Sunday (200%) and public holiday (250%) penalty rates when appropriate, and clearly record the day and hours worked.

3. OSHC or vacation care runs split shifts, and staff stay on premises during breaks.

Key checks:

• If an employee works 2 separate shifts in 1 day, check whether a broken shift allowance applies (and pay it if it does).
• If staff are required to remain on the premises, confirm whether you need to pay for meal breaks.
• If you interrupt a meal break, ensure you pay the employee(s) overtime until they can take an uninterrupted break.  
• Make sure no employee works more than 12 hours across the day. 

Common mistakes to avoid

Here’s a recap of what not to do under the Award:

• Misclassify staff (using a job title instead of matching real duties and supervision level).
• Forget pay points (e.g., “on commencement” vs “after 1 year” where it applies).
• Miss casual loadings and then also missing the flow-on effect for penalties/overtime.
• Not pay overtime when staff work beyond the Award’s overtime triggers.
• Overlook allowances (especially broken shift, first aid, and uniform/laundry).

Glossary

Ordinary hours

The standard hours an employee is rostered to work at their base rate (before overtime applies).

Loading

An extra percentage paid on top of the base rate (e.g., 25% casual loading).

Roster

A work schedule that outlines an employee’s shifts, start and finish times, and days they’ll work.

Broken shift/split shift

An instance when someone works 2 separate parts of a shift on the same day, with a long, unpaid gap in the middle.

Additional Resources

Head here for further reading and official resources:

• Children’s Services Award 2020 [MA0000120]: Fair Work Commission consolidated Award.
• Fair Work Information Statement (FWIS): The statement you must give to new employees.
• Annual Leave Cash-Out Agreement: A ready-to-use agreement template.
• Annual leave in advance agreement: A template for agreeing to annual leave in advance.
• Fair Work Record-Keeping Requirements: Guidance on pay slips, pay records, and what employers need to keep.

FAQs

How much do childcare workers get paid in Australia?

The amount of money childcare workers get paid in Australia depends on the role, qualifications, and the award/agreement. 

Under the Children’s Services Award 2010, minimum adult rates (from the first full pay period on/after 1 July 2025) range from $24.95/hour (Level 1.1) up to $44.88/hour (Director Level 6.9), before penalties and allowances.

What is the minimum qualification to work in childcare?

The minimum qualification to work in childcare in Australia depends on the service type and role. 

Based on the National Quality Framework, many educator roles require (or expect) an approved early childhood qualification (often Certificate III). Higher roles may require a Diploma or teaching qualification. 

Disclaimer

The information provided here is a summary only and does not constitute legal advice. While we have made every effort to ensure the information provided is up to date and reliable, we cannot guarantee its completeness, accuracy, or applicability to your specific situation. Laws change frequently, and outcomes may vary depending on your business circumstances. We recommend consulting a qualified employment lawyer before making decisions related to workforce management. Please note that we cannot be held liable for any actions taken or not taken based on the information presented on this website.