For independent support workers
You know the people you support and what matters to them. Join a team that values your judgement, listens to your ideas and gives you meaningful autonomy in how you deliver support.
Start with a conversation ↗A different way forward
Thinking about moving from independent support work into employment? It’s natural to have questions about flexibility, the relationships you’ve built and how much say you’ll have in your work.
At Everyday Pathways, we want to understand what you value about working independently. Then we can talk honestly about what working together could look like.
We’re locally owned in Benalla, with a support team working across Benalla, Wangaratta and Mansfield.
Autonomy
Good support takes initiative, judgement and a willingness to listen. We value workers who bring ideas, adapt to the person in front of them and take pride in their work.
Employment brings shared responsibilities and clear expectations. Within those, we want your voice to be heard and your experience to shape how we work together.
Person-directed support
We work alongside people to put their choices into practice. Their interests, routines and goals guide the support, with room for the everyday decisions that make it their own.
If you already support people who want to continue working with you, we can explore what that might involve. Any arrangement starts with each person’s choice and consent, and a conversation about whether our service is the right fit.
Your existing roster
You’ve already organised regular shifts with the people you support. Joining Everyday Pathways can mean bringing those existing support arrangements with you and keeping your established recurring roster.
Where participants choose to move their supports to Everyday Pathways, we’ll work with you and them to carry those agreed days and times across. You keep the routine you’ve built together, with our team supporting the administration behind it.
We’ll talk through the roster together before the transition, including availability, leave and how any future changes will be agreed. Each participant remains in control of who supports them and when.
A team behind you
You’ll have people to ask, ideas to share and a team to turn to when something needs working through.
We can explain how our rostering, payroll, documentation, training and supervision work, including what we manage as your employer and what remains part of your role.
You should have a clear picture of the arrangement before deciding whether it suits you.
Pay and conditions
Your pay reflects the role you perform, your classification and when you work. We’ll confirm your SCHADS Award classification, hourly rate and employment arrangements with you before you join.
These tables cover disability support work in the Social and Community Services stream. Percentages are applied to your classification’s base hourly rate. Casual totals already include the 25% casual loading.
| Ordinary hours | Full-time / part-time | Casual |
|---|---|---|
| Weekday daytime · 6 am–8 pm | 100% · standard rate | 125% |
| Weekday afternoon shift | 112.5% · +12.5% | 137.5% |
| Weekday night shift | 115% · +15% | 140% |
| Saturday | 150% · +50% | 175% |
| Sunday | 200% · +100% | 225% |
| Public holiday | 250% · +150% | 275% |
How evening and night shifts work: an afternoon shift finishes after 8 pm and at or before midnight on a weekday. A night shift finishes after midnight or starts before 6 am. The loading generally applies to the whole qualifying shift, rather than only the hours after 8 pm.
For example, a weekday shift from 6 pm to 10 pm generally attracts the afternoon rate throughout. Broken shifts and work either side of a sleepover have specific rules.
| Overtime · disability services | Full-time / part-time | Casual |
|---|---|---|
| Monday–Saturday · first 2 hours | 150% | 175% |
| Monday–Saturday · after 2 hours | 200% | 225% |
| Sunday · all overtime | 200% | 225% |
| Public holiday · all overtime | 250% | 275% |
The first 2 hours means the first two overtime hours, including exactly two hours. Only subsequent overtime attracts the higher rate. Overtime replaces shift and weekend penalties; weekend and public holiday rates replace afternoon/night loadings. Your employment type, roster and hours determine when overtime begins, with specific rules for agreed sleepover arrangements.
| Allowance | Rate | When it applies |
|---|---|---|
| First aid | $21.43/week, or approx. $0.56/hour pro rata | All employees are required to hold a current First Aid Certificate and provide first aid on shift when needed. Full-time: weekly; part-time/casual: pro rata. |
| Broken Shift A | $21.81 per broken shift | One qualifying unpaid break, excluding meal breaks. |
| Broken Shift B | $28.87 per broken shift | Two qualifying unpaid breaks, excluding meal breaks, with employee agreement. Replaces A. |
| Vehicle use | $1.05 per km | Required and authorised use of your own vehicle for work. |
First aid is 1.67% of the Award standard weekly rate; Broken Shift A is 1.7% and B is 2.25%. These use the Award’s $1,283.10 standard weekly rate, rather than your own wage. The hourly first aid figure is rounded for display; payroll uses the applicable pro-rata calculation.
Rates checked 9 November 2026. The current $1.05/km Award vehicle rate applies until 28 February 2027 and will be reviewed against any subsequent changes. Other entitlements and eligibility conditions apply. Read the SCHADS Award ↗
Getting to know each other
Ask us about employment conditions, availability, support arrangements and how a transition could work. We’ll talk through the details with you, including the applicable award classification and pay for the role.
You’re welcome to ask questions before making an application. A conversation gives you room to decide what feels right for you.