Two tools, two different bets. ShiftCare is rostering-first with per-user pricing. Aura OS is compliance-first with flat $49/month. This page does the maths at real operator sizes and says where each wins.
Most ShiftCare-vs comparisons get pulled into a feature-by-feature checklist that ends up unreadable. The biggest practical difference between Aura OS and ShiftCare isn't on a feature row — it's on the pricing model. Per-user pricing taxes growth. Flat pricing absorbs it. Every NDIS SIL operator who plans to hire over the next eighteen months feels the difference inside a year.
Per-user models charge per worker per month — typically $10–$20 in the NDIS shift-software category. They're efficient at low headcounts and they reward vendors who optimise for individual user accounts. Flat pricing — Aura OS at $49/month covering any number of workers, participants and houses — is efficient at any headcount past three or four workers, and it removes the "do we add this person to the tool?" decision every hire. The choice between models matters more than any single feature on either tool's page.
Compliance is the other axis. ShiftCare is a rostering tool that has added compliance features over time. Aura OS is a compliance tool that handles shift logging, handover and Fair Work checks as part of one of eight modules. If your audit risk is the dominant operating concern — which it tends to be in the months around the 1 July 2026 SIL registration deadline — that framing matters. Read the broader category breakdown for context.
ShiftCare's published "Premium" tier sits at $15 per user per month (shiftcare.com/au/pricing, public as of 25 April 2026). Aura OS Pro is $49/month flat regardless of headcount. The maths gets sharper as you scale.
| Workers | ShiftCare Premium · $15/user/mo | Aura OS Pro · $49/mo flat | Annual saving on Aura OS |
|---|---|---|---|
| 5 workers | $75/month · $900/year | $49/month · $588/year | $312 |
| 10 workers | $150/month · $1,800/year | $49/month · $588/year | $1,212 |
| 20 workers | $300/month · $3,600/year | $49/month · $588/year | $3,012 |
| 40 workers | $600/month · $7,200/year | $49/month · $588/year | $6,612 |
The maths above doesn't include ShiftCare's setup fees, training fees or any add-on modules — those vary by quote and we can't cite a public number. It also doesn't include the equivalent staff-time savings on either side, since both vendors will frame those numbers favourably and a fair comparison requires running both tools for several months. We're keeping this comparison to public dollar amounts, full stop. Full Aura OS pricing detail including BECS Direct Debit and the seven-day money-back guarantee.
Honest comparisons name the other tool's wins. Three clear ones:
If your operation is rostering-heavy with intricate award interpretation needs, or if your buying committee weighs Capterra review volume, ShiftCare may be the right call. The point of this page is not to claim Aura OS wins every comparison — it's to be honest about the trade-off.
The reverse side of the same comparison:
Most SIL operators we talk to fall into the second bucket — but the honest answer is that some don't, and forcing a fit either way is bad business for both vendors.
Switching tools is the part of the conversation everyone underweights. Here's what it actually looks like.
Workers. Export your worker list from ShiftCare as a CSV (Settings → Team → Export). Aura OS imports the same CSV through Settings → Workers → Import. Field mapping handles ShiftCare's column names automatically. Worker screening dates carry across; certifications need to be re-uploaded.
Participants. Aura OS supports CSV import through Settings → Participants → Import. ShiftCare exports a participant list at Settings → Clients → Export. Bulk-importing participants with attached files (NDIS plans, behaviour-support plans) is currently an email-to-hello flow — drop the files into a Dropbox or Google Drive folder, share the link with hello@clearlinehealth.com.au, and we'll bulk-load them into your Aura OS account within a business day.
Historical shift data. Aura OS doesn't import historical shifts from ShiftCare automatically — the data structures don't map cleanly. Most operators run both tools in parallel for two to three weeks, then close the books on ShiftCare and start fresh in Aura OS. The audit timeline is forward-looking from registration; historical shifts don't typically need to migrate.
Cancelling ShiftCare. ShiftCare offers month-to-month cancellation in their Premium tier; cancel from your account dashboard. We don't claim a one-click migration — that's not honest. We claim a clean two-week parallel run.
Yes. Aura OS doesn't require exclusivity. Most operators evaluating both run them in parallel for two to three weeks before deciding. The seven-day Aura OS Pro trial covers the parallel-run window without committing your card.
Not exactly. Aura OS handles shift logging, handover and Fair Work compliance — that's one of eight compliance modules, not the primary frame. Operators who need full rostering depth (auto-scheduling, leave forecasting, awards interpretation) tend to keep ShiftCare and use Aura OS for the compliance side. Operators whose primary concern is the audit conversation can move fully across.
Yes. We dated the header on this page (25 April 2026) and we update it every 45 days. ShiftCare's pricing is taken from their public pricing page; we keep dated screenshots for reference. If you spot something outdated, email hello@clearlinehealth.com.au and we'll correct it.
Flat pricing still wins over time. Beyond one year of use the maths shifts in Aura OS's favour at any worker count. Below three workers, ShiftCare is cheaper in year one only. Most sole-operator SIL providers are also navigating the 1 July 2026 registration decision; the audit-evidence and policy-management capabilities matter more than the small year-one pricing delta. The transition guide walks through that decision in detail.
Run both tools side by side. Decide based on what fits your operation, not the comparison page. Compliance software that doesn't suck.
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