As of 1 March 2026, the Fair Work Commission’s changes to the Children’s Services Award 2010 officially took effect, and now—one month later—all early childhood educators covered by the award should have received their pay increase. This marks a significant step in addressing gender-based undervaluation in the sector.

From 1 March 2026, the Fair Work Commission has officially increased wages under the Children’s Services Award. This decision came after a review into gender‑based undervaluation, meaning educators’ work is now recognised as more valuable and fairly paid. At the same time, the Worker Retention Payment (WRP) program is still running. It was introduced to make sure services can afford to pay staff more and to encourage educators to stay in the sector.

The Fair Work Commission has officially implemented wage increases for early childhood educators as part of its gender-based undervaluation review. The updated pay rates and classification structure are now in effect from 1 March 2026. 

We know many of you are feeling unsure about what will happen to your pay once the Wage Increase Grant ends. This message is here to give you a clear, honest explanation so you know exactly what to expect.

The Fair Work Commission has introduced important changes to how cooks are classified and paid under the Children’s Services Award 2010. These changes recognise that many cooks in early childhood settings perform responsibilities that go beyond food preparation and contribute directly to children’s care and safety.

From 2026, every educator covered by the Children’s Services Award will move into a new, simplified classification structure. Instead of navigating 30 different levels, educators will transition into one of eight new Children's Services Employee (CSE) levels based on their qualifications, experience, and role responsibilities.

This update doesn’t change the work you do; it simply ensures your classification and minimum pay rate accurately reflect the skills, knowledge, and responsibility you bring to your role. Whether you’re new to the sector, a Certificate III educator, a Diploma‑qualified educator, a room leader, or a director, you’ll be able to clearly see where you fit and what your new minimum rate will be by the end of the five‑year transition.

Below is an easy‑to‑read guide showing how each current classification translates into the new structure.

Over the next five years, educators across the sector will see steady, structured wage increases designed to lift pay to the new benchmark rates for each qualification level. These increases begin with a 5% rise in March 2026, followed by annual increases each 30 June, and finish with a small top‑up adjustment in the final year to ensure every educator reaches their correct new classification rate.

This staged approach gives educators a clear, predictable pathway to their new pay level and ensures that both Certificate III and Diploma‑qualified educators move confidently toward the final correct rate by 30 June 2029.

On 10 December 2025, the Fair Work Commission issued a major determination affecting the Children’s Services Award 2010 (MA000120). These changes form part of the Gender-Based Undervaluation Priority Review, recognising long‑standing inequities in early childhood. 

The updated award will come into operation on 1 March 2026 and will apply from the first full pay period on or after that date.

This article breaks down the key changes so educators, cooks, support workers, room leaders, and directors can understand what the new structure means for them.

In April 2025, the Fair Work Commission (FWC) issued a provisional decision recommending staged award increases to address the undervaluation of early childhood educators; however, a final ruling has not yet been handed down.

In late 2024, the Australian Government announced a 15% wage increase for early childhood educators. The so‑called “15% grant” is actually a government‑funded wage subsidy that delivers a 15% pay rise for early childhood educators. Services must apply for the funding, agree to fee‑cap conditions, and pass the increase directly to staff. Once the grant period ends, services lose the subsidy and must sustain wages through normal operations.