SCHADS Compliance for ShiftCare Timesheets

No — and it isn't designed to. ShiftCare is a rostering and operations tool. It tells you who worked when, records hours, and pushes that data to your payroll system. It does not interpret the SCHADS Award (the Social, Community, Home Care and Disability Services Industry Award) and decide whether each shift was paid correctly.

That distinction matters. A timesheet can be perfectly accurate in ShiftCare — every hour logged exactly as worked — and still hide systemic underpayment, because the award rules sitting on top of those hours were never applied. Was the broken shift allowance paid? Was the sleepover handled under clause 25.7? Did Saturday hours attract the right penalty? ShiftCare records the shift; it doesn't answer those questions.

ShiftCare lets you export shift and timesheet data as a spreadsheet (CSV or Excel) from its reporting and timesheet sections. The exact steps vary by plan, but the workflow is always the same:

• Open the Timesheets or Reports area in ShiftCare
• Set the pay period date range you want to check
• Filter by staff member, team, or client if you only need a subset
• Export the result to CSV or Excel

That exported file is all CrossVault needs. You don't need to clean it up, rename columns, or strip anything out — CrossVault reads ShiftCare's export format as-is.

This is the whole workflow, and it really is this short:

• Export your timesheet from ShiftCare (CSV or Excel)
• Upload the file to CrossVault
• Review the compliance report

CrossVault parses the export, identifies each employee and shift, and runs every relevant SCHADS check against it. You get back a plain-English report: which shifts are compliant, which aren't, what the correct entitlement was, and where the timesheet falls short — employee by employee, shift by shift. No formulas, no manual award lookups, no spreadsheet wrangling.

Every upload runs against the full set of SCHADS provisions that drive pay, including:

• Ordinary hours and overtime — whether daily and weekly thresholds were crossed and paid at the right rate
• Broken shift allowances — clause 25.6, including the 12-hour spread limit and whether the per-shift allowance was actually paid
• Sleepover provisions — clause 25.7 allowances, plus the work performed during a sleepover
• Weekend, evening, and public holiday penalty rates — applied to the correct hours and stacked correctly with allowances
• Minimum engagement periods and shift-length rules
• Rest breaks between shifts and the entitlements that follow when they're too short

The result reads like a checklist a payroll auditor would produce — except it's generated automatically from the file you just exported.

Because ShiftCare doesn't apply the award, the same gaps show up again and again when providers run their first audit:

• Unpaid broken shift allowances — a worker does a morning and an evening visit with a long unpaid gap between, but the allowance is never added
• Sleepover mispayments — the sleepover allowance is missed, or work done during the sleepover isn't paid as work
• Overtime that was never triggered — hours past the daily or weekly threshold paid at ordinary rates
• Weekend and public holiday penalties applied to the wrong hours, or not at all

None of these are ShiftCare's fault — they're award-interpretation gaps that any rostering tool leaves to payroll. The point is to catch them before they become a back-payment liability.

Fair Work has steadily increased its focus on the care sector, and SCHADS underpayments are rarely one-off — a single mis-applied rule repeats across every pay run, quietly compounding into a significant liability. For NDIS providers running on tight margins, an undetected broken shift or sleepover error multiplied across a year of timesheets is a real financial and reputational risk.

Running your ShiftCare exports through CrossVault turns a periodic, manual, error-prone audit into a routine check you can do every pay run in minutes. Export, upload, done.