Getting up and going to work every day is always easier when we can look forward to what we do. Working in the NDIS, you know that even if you have a tough day, what you are doing will help improve and enhance the lives of others.
Knowing you have purpose and are making the world better does not mean you have nothing else on your mind. Negotiating an NDIS carers pay rise can feel daunting, but being prepared makes all the difference.
In 2020, a UNSW survey of more than 2,000 [Internal Link: “frontline NDIS workers”] told us that your mind is busy worrying about job security, work intensification, shift uncertainty, and pay. In fact, ‘lack of pay’ was one of your top concerns.
If you’ve worked in care for a while or done your research, you know care workers are often paid below the Australian average income. While industry trends take time to shift, your personal conditions can change right now. We spoke to an industry expert on how to approach an NDIS carers pay rise conversation with confidence.
1. Start by doing your research
Our expert noted that starting these conversations without research is a critical mistake. Arming yourself with knowledge is a must before asking for an NDIS carer’s pay rise.
Use resources like Seek, Glassdoor, and other HR and job board platforms to better understand the average, top, and bottom pay brackets for your industry and your job. Talk to people you know who work in other organizations. Look at job ads and check for the promoted salary. Find out if there are any organizations paying above the award.
You’ll also want to take a look at the job market in your industry. Are there plenty of good people around who can do what you do? Or is replacing you a lot harder? Is the market candidate or skills short?
Only go into a conversation like this one if you have realistic expectations, and those expectations come from thorough research.
Show how you add value
Asking for more money simply because you need it—though emotive—is rarely effective. Demonstrating why you deserve an NDIS carers pay rise is much more likely to yield results.
Asking for a pay rise and showing why you deserve one will much more likely lead to success.
While many of us work for very caring organizations, we enjoy a great culture and understanding of managers. At the end of the day, it doesn’t affect them if you can’t pay your bills or buy the house upgrade you want.
What does affect them is what you do on the job and how that improves your participants’ experience, and closer to home, how it affects your manager’s experience and the outcomes for the business.
Be ready to come to the table with examples of the work you have done or do regularly that helps the organization run smoother, decrease costs or improve revenue, or boost productivity.
These can’t be examples of the work you should be doing, as listed in your job description. Those examples simply prove you are worth what you agreed to when you agreed to that job description.
These are examples of going above and beyond. You have stepped up into an interim team manager role, you have introduced a new process that costs much less than the old one, and you have helped retain several participants who were going to leave and seek out one of your competitors.
Don’t just ask for or expect a pay rise; show why you deserve one.
Be prepared for questions
When we have these challenging conversations, it is very rare your manager will simply hear you out—listen to all your wins—and immediately agree to give you a pay raise.
Like any reasonable person, they will have questions.
Just as a CEO or a celebrity does before heading into an interview, anticipate the questions you may receive, and practice the answers in advance.
Be ready to spring into a strong and clear response, no matter what is asked, so you can not only minimize any concerns or objections, but you can also exemplify that you are both an asset and 100% confident in how much you deserve this raise.
Really consider compromises
While many in the NDIS and other care roles would love a pay rise, the fact of the matter is that most of the time, there just isn’t the money to facilitate it. The scheme, by its nature, places constraints on the finances of many organizations, and even a few dollars an hour can be out of reach.
So what else would make life easier for you?
How about sacrificing salary for a new car? Or sponsorship of some study or perhaps allocation of an internal mentor who is in the position you aim for? Maybe it’s as simple as being allowed to finish half an hour early, without less pay, so you can have some dinner before you get to your next job.
Having the pay raise conversation can actually be a great way to drive conversation about your conditions and how little improvements may make a world of difference for you.
Having an open discussion about an NDIS carer’s pay rise is a great way to negotiate overall conditions and secure adjustments that improve your work life.
Be ready to hear ‘no.’
While, if you present a strong case, there is every chance you will come out on top with a little extra to spend; unfortunately, that’s not always the outcome.
Before going into these conversations, prepare yourself to respond professionally and gracefully to ‘no’ and know what you will say to keep the conversation on the table, to be picked up again at a later date.
It doesn’t really matter what industry you work for; asking for more money or better conditions can often feel awkward and uncomfortable—but overcoming those challenges can really be worth it!
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VisiCase provides an NDIS-ready business automation platform, built on powerful workflows. It helps you manage, streamline, and optimize every component of your business, and its modules empower a positive employee and client experience.
Image by Christina Wocintechchat
Frequently Asked Questions
Why is an NDIS carers pay rise difficult to secure?
An NDIS carers pay rise can be difficult to secure because the National Disability Insurance Scheme imposes strict price limits on provider funding. These financial constraints mean organisations often operate on tight margins, making direct hourly wage increases challenging despite worker merit.
How should I prepare to ask for an NDIS carers pay rise?
To prepare for an NDIS carers pay rise conversation, research industry salary benchmarks on Seek and Glassdoor, evaluate market demand, and compile concrete evidence of how you have gone above and beyond your standard job description to add organizational value.
What value indicators support a higher NDIS carer salary?
Key value indicators supporting an NDIS carers pay rise include taking on interim leadership roles, improving participant retention rates, implementing cost-saving processes, and boosting overall operational efficiency beyond the basic requirements outlined in your original job description.
What alternative benefits can I negotiate if a pay rise is rejected?
If a direct NDIS carers pay rise is rejected, you can negotiate alternative benefits such as salary sacrificing for a vehicle, study sponsorship, internal mentorship, or flexible working hours that improve your work-life balance without directly impacting the provider’s wage budget.
How do frontline NDIS worker concerns affect pay discussions?
Frontline NDIS worker concerns regarding job security and shift uncertainty highlight the importance of clear communication. Approaching pay discussions with market data and a professional attitude helps workers address these concerns while maintaining positive, constructive relationships with management.
