You can sync your SCHADS Award Managed Template/s to populate all the below listed updates now by navigating to Time & Attendance > Compliance > clicking the + icon next to Award Template:

Then click the Update Award button next to the relevant SCHADS Award Managed Template in your list of Active Awards:

You will then be prompted to confirm that you would like to update the Managed Template:

Once OK is clicked, the improvements to the SCHADS Award Managed Template will just take a few minutes to populate in your account.

Once the update is complete, you will be taken to the SCHADS Award Manage Template settings page, which will show that your template is up to date as of the day that you enabled the improvements:

Please see below for all the key details on the improvements.

The Sleepover Schedule feature now automates the conditions of a sleepover.

To roster a sleepover navigate to Time & Attendance > Rosters > set the roster to Staff View:

Hover over the applicable day and select the drop down on the + ADD SHIFT icon:

Then select Sleepover Schedule.

The Sleepover Schedule will automatically populate with the hours midnight to midnight. Update the the schedule with applicable sleepover hours like you would when editing a rostered shift:

The Sleepover Schedule can be applied to any of your existing Teams.

You can assign a team or change the team by clicking on the team icon on the schedule and selecting the relevant team from the drop down:

From here, you can then roster shifts before and/or after the Sleepover Schedule:

Additionally, sleepover schedules can be included in:

The sleepover allowance as set out under clause 25.6(d) will automatically apply to a rostered sleepover schedule.

Please see the below example of how the allowance will apply in a timesheet:

If an employee is required to perform work when on a sleepover, they are to be paid at overtime rates per clause 25.7(e).

The Sleepover Schedule automates the payment of overtime rates when working on a sleepover.

Please see the below example where the employee is rostered on a Sleepover Schedule from 11.00pm to 6.00am. The employee then works from 2.00am to 3.45am during the sleepover. Overtime rates automatically apply:

The required minimum payment of 1 hour when working on sleepover is also automated via the Sleepover Schedule:

When an employee works immediately before and/or immediately after a sleepover, one of these periods of work must be a minimum of 4 hours per clause 25.7(f).

This 4 hour minimum engagement requirement is now automated via the Sleepover Schedule.

In order for this minimum engagement to automatically apply, the shift/s must be rostered immediately before or immediately after a Sleepover Schedule.

For example, in the below timesheet the employee only worked three hours after a Sleepover Schedule. This shift has automatically been topped up to 4 hours:

If there is a shift rostered before the Sleepover Schedule and a shift rostered after the Sleepover Schedule and both shifts are under four hours, the minimum engagement rule will apply to the longer of the two shifts.

For example, in the below timesheet the employee has only worked 1 hour before the sleepover and 3 hours after the sleepover. The shift after the Sleepover Schedule has been topped up by one hour:

If the shift before the sleepover and the shift after the sleepover are the same length, then the minimum engagement will automatically apply to second shift:

As part of the decision under AM2023/28 and others, the FWC has clarified how shift penalties are to be calculated for shiftworkers when they work both before and after a sleepover.

From 1 June 2026, a new clause will be inserted into the award after clause 29.3(c). It will read as follows:

(d) Where an employee is rostered to perform work immediately before and immediately after a sleepover period in accordance with clause 25.7, the portion of work prior to and following the sleepover will be treated separately for the purposes of determining the loading to be paid under clauses 29.3(a), 29.3(b) or 29.3(c).

Example: If an employee performs work on a shift prior to a sleepover period from 9.00 pm to 11.00 pm (first period of work) and then, after the sleepover, from 7.00 am to 11.00 am (second period of work), the afternoon shift allowance will be payable on the first period of work only.

This clause makes it clear that a shift worked before a sleepover is to be treated separately from a shift worked after a sleepover for the purposes of calculating shift penalties.

We have previously automated the independent calculation of shift penalties for shifts either side of a Sleepover Schedule. You can read more about this code change here.

This change to the calculation of shift penalties was released prior to 1 June 2026. This is due to the Federal Court decision of Jats Joint Pty Ltd v Fair Work Ombudsman [2025] FCA 743. This decision was handed down in July 2025 and concluded that:

This decision was appealed by the Fair Work Ombudsman and the appeal was dismissed in March 2026.

The decision of the FWC in AM2023/28 and others reflects the decision in Jats Joint Pty Ltd v Fair Work Ombudsman regarding the calculation of shift penalties under the SCHADS Award.

Clause 29.3 sets out the shift penalties under the SCHADS Award:

29.3 Shift allowances and penalty rates

(a) An employee who works an afternoon shift will be paid a loading of 12.5% of their ordinary rate of pay for the whole of such shift.

(b) An employee who works a night shift will be paid a loading of 15% of their ordinary rate of pay for the whole of such shift.

(c) An employee who works a public holiday shift will be paid a loading of 150% of their ordinary rate of pay for that part of such shift which is on the public holiday.

Please see the below example of how the shift penalties calculate either side of a Sleepover Schedule.

The shift before the sleepover period is calculating at the afternoon shift penalty rate and the shift after the sleepover period calculating at the night shift penalty rate:

The FWC variation to the SCHADS Award has added the ability for employees to agree to work a total of 12 ordinary hours when working both before and after a sleepover.

Clause 25.1(c) will be added to the SCHADS Award from 1 June 2026:

(c) By agreement between the employer and employee, the ordinary hours in clause 25.1(a) may be worked up to 12 hours per shift in circumstances in which part of the shift is performed immediately before and part of the shift immediately after a sleepover period in accordance with clause 25.7. In such circumstances, a maximum of eight ordinary hours of work may be worked before or after a sleepover period.

Clause 28.2(b) will also be varied from 1 June 2026 to incorporate the below:

(ii) All time worked by part-time or casual employees which exceeds 10 hours either per day or per shift, will be paid at the rate of time and a half for the first 2 hours and double time thereafter, except on Sundays when overtime will be paid for at the rate of double time, and on public holidays at the rate of double time and a half.

(iii) Despite clause 28.1(b)(ii), where part of a shift is performed immediately before and part of the shift immediately after a sleepover period, all time worked by part-time or casual employees which exceeds 12 hours either per day or per shift will be paid at the rate of time and a half for the first 2 hours and double time thereafter, except on Sundays when overtime will be paid at the rate of double time, and on public holidays at the rate of double time and a half.

(iv) Clause 28.1(b)(iii) applies only if the employee and the employer have agreed that the employee will perform a 12 hour shift with part of a shift performed immediately before and part of the shift immediately after a sleepover period. In such circumstances, a maximum of eight ordinary hours may be worked before or after a sleepover period.

In Tanda, we have automated this agreement. If an employee has agreed to the conditions of clause 25.1(c) or clause 28.2(b)(iii), the tag Daily Overtime Agreement for Sleepovers will automate the application of daily overtime based on whether the employee has been rostered for a sleepover.

To automate this agreement, first add the tag to the employee profile with a date driven pay condition change:

For details on how to bulk update employee pay conditions, please see the article Schedule Changes to Employees' Pay Conditions in Bulk.

Once the tag has been applied to the employee profile, daily overtime will apply based on whether a Sleepover Schedule has been rostered.

For example, in the below timesheet the employee has worked a total of 12.5 hours either side of the sleepover. Overtime has automatically applied from the 12th ordinary hour:

Additionally, if one of the two periods of work either side of the sleepover exceeds 8 ordinary hours, overtime will automatically apply from the 8th ordinary hour:

To automate the application of the on call allowances, the On Call Schedule feature has been utilised.

To roster an On Call Schedule navigate to Time & Attendance > Rosters > set the roster to Staff View:

Hover over the applicable day and select the drop down on the + ADD SHIFT icon:

Then select the On Call Schedule.

The On Call Schedule will automatically populate with the hours midnight to midnight. Update the the schedule with applicable on call hours like you would when editing a rostered shift:

The On Call Schedule can be applied to any of your existing Teams.

You can assign a team or change the team by clicking on the team icon on the schedule and selecting the relevant team from the drop down:

Once an On Call Schedule has been published via the roster, the relevant on call allowance will automatically apply in the timesheet. Please see the below example:

Additionally, On Call Schedules can be included in:

When an employee has been rostered on call and is subsequently recalled, the employee is to be paid overtime rates per clause 28.4 of the Award:

28.4 Recall to work overtime

An employee who is recalled to work overtime after leaving the workplace and requested by their employer to attend a workplace in order to perform such overtime work will be paid for a minimum of two hours’ work at the appropriate rate for each time recalled. If the work required is completed in less than two hours the employee will be released from duty.

The payment of overtime rates when recalled has been automated via the On Call Schedule. When an employee is rostered for an On Call period and then clocks into an unscheduled shift, overtime rates will automatically apply.

Please see the below example:

The requirement that an employee be paid a minimum of 2 hours each time they are recalled has also been automated.

Please see the below example where the employee was recalled and worked 1 hour. The recall work period is automatically topped up to 2 hours:

The remote work conditions have been automated via Teams feature in Tanda.

Now, you do not need to have a team called 'Remote Work' in order to automate the application of the remote work conditions.

To configure existing teams as Remote Work teams, navigate to Time & Attendance > Compliance > click Manage next to the relevant SCHADS Managed Template:

Click Edit in the Manage Award Conditions box:

Navigate to the Teams for Remote Work drop down. In this drop down select the teams that should automate the payment of remote work conditions:

Then click Save.

The teams selected will now be listed in the Manage Award Conditions box:

When the employee is rostered in one of the configured Remote Work Teams, they will automatically be paid the remote work rates outlined under clause 25.10(d):

(d) Rates of pay for remote work

(i) Remote work will be paid at the employee’s minimum hourly rate unless one of the following exceptions applies:

(A) Remote work performed outside the span of 6am to 8pm will be paid at the rate of 150% of the minimum hourly rate for the first two hours and 200% of the minimum hourly rate thereafter or, in the case of casual employees, at 175% of the minimum hourly rate for the first two hours and 225% of the minimum hourly rate thereafter;

(B) Remote work performed in excess of 38 hours per week or 76 hours per fortnight will be paid at the applicable overtime rate prescribed in clause 28.1;

(C) Remote work performed in excess of 10 hours per day will be paid at the rate of 150% of the minimum hourly rate for the first two hours and 200% of the minimum hourly rate thereafter or in the case of casual employees, 175% of the minimum hourly rate for the first 2 hours and 225% of the minimum hourly rate thereafter;

(D) Remote work performed on a Saturday will be paid at the rate of 150% of the minimum hourly rate or, in the case of casual employees, 175% of the minimum hourly rate;

(E) Remote work performed on a Sunday, it will be paid at the rate of 200% of the minimum hourly rate or, in the case of casual employees, 225% of the minimum hourly rate;

(F) Remote work performed on a public holiday will be paid at the rate of 250% of the minimum hourly rate or, in the case of casual employees, 275% of the minimum hourly rate.

Please see below for further details.