Members have voted to accept an interim pay rise while the Industrial Relations Commission hears our case for a bigger increase.

NSWNMA members in the public health system will get a 3 per cent interim pay increase and higher penalty rates backdated to 1 July 2025.

Night shift penalty rates will increase from 15 per cent to 20 per cent.

NSWNMA public sector branches voted to accept an interim pay and conditions offer from the NSW government.

The offer was accepted by 88.2 per cent of participating branches with elected delegates.

IRC hearings on the unions special case for a 35 per cent pay increase over 3 years were due to start on 30 September and run for six weeks.

The Commission’s decision on the pay increase is expected in early 2026.

NSWNMA General Secretary Shaye Candish said the Association’s case for a 35 per cent pay increase over three years is one of the biggest industrial cases NSW has seen.

“We will present evidence around the gendered undervaluation of nurses and midwives’ work and the work value changes our professions have seen over the past 16 years,” Shaye said.

She said the government made the interim offer in recognition that nurses and midwives needed a wage increase before the special case is decided.

“Members have democratically voted to accept this interim offer, knowing that there is a long way to go before the pay dispute is settled.

“Nurses and midwives are struggling to pay their bills in this cost-of- living crisis so any financial relief is welcomed, while we wait for the bigger decision on pay from the IRC. Improvements to rosters will also provide staff with greater work- life balance.”

The NSWNMA’s general counsel, Neale Dawson, said “The Association has put on some very compelling evidence from a wide range of very well-respected academics in relation to women’s wages and women’s work and the undervaluation of that work.

“We hope that, for the first time, this undervaluation is not only recognised but resolved by the ultimate outcome”.

An important incremental step

Armidale Community Health and Hospital’s branch was one of the branches that voted to accept the interim offer.

Branch President Emma Ratajczyk said most branch members viewed the interim 3 per cent wage rise as “an important incremental step” towards a substantial pay increase via the union’s special case at the IRC.

“Most members did not like the idea that they would probably have to wait until early 2026 for any pay increase if they said ’No’ to the interim offer,” she said.

“Even though it’s only 3 per cent it’s still money in our pockets not the government’s pocket.

“Our wages and our workforce support communities. We are losing staff to the Commonwealth sector which pays higher wages, and across the borders. We need to improve PHS wages in NSW and this is just the start.

“Industrial change is incremental, and this is a positive change.

“No one else can do what we do. Our work is not a list of tasks; it is intelligent, learned, holistic care and we need to attract the right sort of people to our profession. Quality wages are essential for that.”

Emma said the 20 per cent night duty penalty rate is “a genuine attempt to recognise the value of nurses and midwives as shift workers who provide 24-hour, personalised, care”.

“It is a really positive move that brings NSW into line with penalty rates paid to nurses in Queensland.

“In 2009 the union ran a case in the Commission seeking an increase to night duty penalty rates and got zero.”

She said some nursing sectors would benefit from parts of the interim offer aimed at doing away with unfair rostering.

“We are rostered quite fairly where I work, but I personally know people at other hospital sites and jurisdictions where two days off in a row is not standard and night duty before annual leave is something that occurs far too often.”

The interim offer includes improved trade union rights, such as paid time for branch officials to represent members and half-hour orientation sessions to allow branch officials to brief new starters.

“Dedicated work time to participate in union work amounts to government recognition of the importance of professional advocacy for our 50,000 PHS nurses and midwives,” Emma said.

Interim offer – main points

• A 3 per cent interim pay rise backdated to 1 July 2025
• Night penalty rates increased from 15 per cent to 20 per cent backdated to 1 July 2025
• Two consecutive days off each week unless you agree otherwise
• You must be advised of roster changes and given a chance to raise any concerns before any change is made
• No night duty immediately before you start annual leave unless you request it
• Improved trade union rights, including better access to orientations for new A full half hour will be provided to Association officials to present orientations
• Eight hours of paid time every eight weeks for branch secretary, branch president and delegates to distribute NSWNMA materials and talk to employees.