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Information for disability support worker


Information on HACSU's political campaign to stop privatisation



Information for the community


Protect Disability Care!

Please note that this page has limited information regarding the campaign. HACSU members can access detailed information including campaign updates and events at the DHHS EBA Campaign web page through the members portal.

Read the latest campaign news here!


As a result of the Parliamentary Inquiry into Abuse in Disability Services, and the DHHS have adopted a new Code of Conduct for Disability Workers. HACSU representatives engaged heavily in the development of the code to make sure it was fair on workers, and we endorse it.


All DHHS employees you should have received your final EBA sign-on bonus this week. The sign-on bonus is $1000 and calculated pro rata for casuals and part time employees.


The DHHS EBA Ballot closed on Wednesday 23 May – 3363 ballots were received. Today we found out that over 97% of DHHS workers voted YES to this EBA – and YES to protecting disability care! This is a huge win for HACSU members who stuck together for two years to fight for a fair deal for disability workers and for the residents that you support.

Protected action bans factsheet
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You will NOT have to backdate or catch up on any work that was not completed because of the bans during thr campaign. 

Download or view a high-resolution version of the Protected Action factsheet here

Our claim

Our EBA claim contains a wide range of clauses, which improve wages and conditions and seek to professionalise disability services so we can attract and retain workers in the new NDIS environment. We are also negotiating with Government to secure comprehensive protections for workers should the government force privatisation on our industry.  

Download a copy of the full claim here

5% wage increase per year.

Winning higher wages 

  • A 5% increase to wages and allowances for each year of the agreement.
  • Additional increments / classifications at top of band, and for forensic, high complexity, respite. 

Improving penalty rates and allowances

  • Increase the weekend/public holiday sleepover penalty rate to 50% and apply the same penalty loading to the Standby and Recall Allowance.
  • Improved sleepover disturbance payments and better access to active nights.
  • Improve eligibility for higher duties payments. 

Better leave conditions

  • Inclusion of a domestic violence paid leave clause.
  • Better long service leave.
  • Access to paid team meetings.

Looking after casuals

  • Incremental pay progressions for hours worked.
  • Easier access to ongoing employment.
  • All casuals to receive training on managing complex health needs and positive behavioral support, with improved induction training.
Better access to training and safer workplaces.

Training and professional development

  • Funded training package to deliver minimum mandatory qualification at Certificate IV in Disability and practice in a human rights framework.
  • In addition to time paid for mandatory training, all employees to receive 5 days paid study leave per year for personal professional and career development purposes.
  • Training to assist career movement across services, streams and into supervisory work for upward career path.
  • Training for complex care and specialised support e.g. managing behaviors of concern, medical services, ageing, dual disability, autism spectrum disorder, with further detailed list of key topics. Including OH&S training.

Workplace violence and safety

  • Require code of practice for prevention and management of occupational violence in disability services is mandated and enforced as policy.
  • Employer must publish quarterly workplace violence report containing number of reported incidents, and incidents that have resulted in injury to staff / residents or property damage.
  • Provide all employees exposed to workplace violence with immediate post incident diffusing support, followed by formal debriefing by properly trained professionals.
  • Minimum standards and entitlements for HSR’s to undertake OH&S activities. 
Having your say at work

Workplace change

  • Require any review of workload to be conducted jointly with the employee/s and HACSU.
  • No new systems to be implemented without consultation and a workload impact statement in an agreed form must be provided. 
  • Where workload burden identified, management must take all reasonable steps to address and mitigate the workload risk.
  • Review roster review process and establish a ‘no disadvantage test’ with total pay, allowances, hours, and other work/life balance issues and a ‘minimum notice period’.
  • Amend Introduction of Change clause to require employer to consult in circumstances where there is significant effects on individuals.

Discipline process

  • Simplify Schedule C in order to better protect worker’s rights and expedite the process.
Adequate time allocated for admin duties.


  • Amend rostering process to ensure at least one monthly team meeting, one hour PDS per employee, adequate time for completion of administration and domestic duties, and, 3 hours administration time per fortnight, per resident for key workers.
  • Employer required to demonstrate any proposed reduction in a Group Home’s rostered hours arises because of a change in resident/s support needs. In the absence of evidence supporting a reduction in hours, the Group Home’s rostered hours will not be reduced.

Other improvements

  • Operation Managers to be provided with remote computer access.
  • Better definitions of what is “complex work”.
  • The parties to agree on the minimum information to be provided on pay slips.
  • New agreement to comprehensively include and maintain all existing EBA employment terms, conditions and professional development and training provisions.
  • Comprehensive agreement on Colanda closure to be attached as a Schedule to the EBA.