Fair Work Centre — For Employers
Rostering around ratios, qualification-linked pay and sensitive performance issues make childcare one of the most demanding sectors to manage HR in. Get advice built for your centre.
The Problem
Educator pay and classification under the Children’s Services Award interacts directly with staff-to-child ratio requirements, and rostering must still meet minimum engagement obligations under the National Employment Standards enforced by the Fair Work Ombudsman.
Pay classification under the Children’s Services Award is tied to qualifications and responsibilities — getting this wrong on hire is a common source of ongoing underpayment.
Fast-moving rosters make it tempting to skip proper onboarding and probation documentation, which becomes a problem the moment a new hire doesn’t work out.
Rosters built around staff-to-child ratios still need to correctly apply minimum engagement periods and penalty rates for early starts, late finishes and weekends.
Conduct or performance concerns that touch on child safety need a careful, well-documented process — both to protect children and to defend the decision if challenged.
How We Help
Fair Work Centre helps childcare and early education employers manage award classification, rostering and safe, defensible performance processes for educators.
We also help centres build onboarding and probation processes that hold up even with fast staff turnover.
How It Works
Call 1300 161 828 or book a free initial advice call about your business.
We review your specific classification, contracts and compliance risk.
Get a clear compliance plan built for your business and workforce.
A short advice call now can prevent underpayment claims building up across your whole team.
Membership
Common Questions
Classification is based on qualifications and the level of responsibility in the role — a Certificate III educator, a diploma-qualified educator and a centre director all sit at different levels with different minimum rates.
Probation isn’t legally required, but it’s strongly recommended — it should be set out clearly in the contract and doesn’t change the minimum employment period needed before an unfair dismissal claim can be made.
Serious safety breaches can justify a faster process, but educators should generally still be given a chance to respond before a final decision, unless the conduct is extremely serious.
Many centre-based educators are entitled to penalty rates for early starts, late finishes and weekend work under the applicable award — this should be built into rostering, not treated as optional.
High turnover doesn’t reduce your compliance obligations — every new hire needs a compliant contract and correct classification, regardless of how quickly the role turns over.
They’re entitled to return to their pre-leave role, or a comparable role if that position no longer exists, under the National Employment Standards.
No. Fair Work Centre is an independent private advisory service for employers. We are not associated with or authorised by the Fair Work Ombudsman, the Fair Work Commission, or any government authority.
Fair Work Centre is an independent private organisation providing advisory services to employers only. It is not associated with or authorised by the Fair Work Ombudsman, the Fair Work Commission, or any government authority.
Speak to an Employment Lawyer at Fair Work Centre
To change or request cancellation of your Client Membership, please email us with your request at: info@fairworkcentre.com.au.
Refer to our Terms of Service for changes or cancellation requests.
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