Please see Hours of work in the Social, Community, Home Care and Disability Services Industry Award for more information about sleepovers.

Employees must be rostered or paid for a minimum of 4 hours’ work before or after a sleepover period.

Employees working ordinary time before or after a sleepover on a Saturday or Sunday get paid the usual Saturday or Sunday rates. Shift penalty rates don’t apply to time worked on Saturday or Sunday.

Weekend penalty rates

The Saturday and Sunday rates for full time and part time employees are:

• 150% of their ordinary rate of pay for ordinary hours worked between midnight Friday and midnight Saturday
• 200% of their ordinary rate of pay for ordinary hours worked between midnight Saturday and midnight Sunday.

Casual employees also get the casual loading, so they’re paid:

• 175% of their ordinary rate of pay (including casual loading) for ordinary hours worked between midnight Friday and midnight Saturday
• 225% of their ordinary rate of pay (including casual loading) for ordinary hours worked between midnight Saturday and midnight Sunday.

Example: Sleepover on a weekend

Bernie is a full-time employee. They have a shift on Friday afternoon from 3pm to 10pm, do a sleepover from 10pm to 6am, and then work from 6am to 9am on Saturday.

Bernie doesn’t do any work during the sleepover.

Bernie gets paid:

• Their ordinary hourly rate, plus 12.5% afternoon shift penalty rate from 3pm to 10pm on Friday
• 4.9% of the standard rate as a sleepover allowance
• 150% of their ordinary hourly rate from 6am to 9am on Saturday.