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Australian Capital Territory Nurse Pay & Conditions 2025–26
What ACT public-sector nurses and midwives are entitled to in 2025–26.
In Australian Capital Territory public health, a registered nurse earns from $1,590.56 per week ($82,993 a year) to $2,084.76 ($108,780) across the scale — before shift penalties, allowances and overtime.
Pay pages by role:
Assistant in Nursing · Enrolled Nurse · Registered Nurse · Clinical Nurse (senior clinical grades) · Nurse Management (NUM / Director of Nursing)
Ways to maximise your income
Up to 7 wks leave/yr
Shift-roster annual leave
Rostered shift work, weekends and public holidays lift your annual leave from 4 weeks (152hr) to up to 7 (266hr).
The full 7 weeks needs shift and/or weekend work plus public holidays on your roster.
~$407/yr
Laundry allowance
You can claim $15.65/fortnight even if you're not required to wear a uniform.
You must perform clinical duties with direct client contact; rate applies from 04/12/25.
$2,900–$4,550/yr
Postgrad qualification loading
A role-relevant postgrad qual pays a permanent fortnightly loading of 3.5%, 4.5% or 5.5% ($111.36–$175.00/ft).
Must be beyond your registration qual; Study Assistance can help you earn it on their time.
$112,841–$119,223
Personal Classification to L2
You can move from Level 1 to Level 2 through the quarterly Personal Classification merit process — no vacancy needed.
A minimum 25% of each clinical unit must be Level 2.
~$26k over 8 steps
Automatic RN1 increments
Eight automatic steps take RN1 $82,993 to $108,780; 12 months' higher duties in any 24-month window banks an increment.
Paid on your anniversary provided there's no underperformance or discipline action.
Double time
9-hour break between shifts
If you're required back without a 9-hour break, you're paid double time until released.
Applies in exceptional circumstances; you then get 9 consecutive hours off with no loss of pay.
Registered nurse pay scale
Base rates, in force from 4 December 2025 — before penalties, allowances and overtime.
| Step | Weekly | Hourly | Annualised |
|---|---|---|---|
| Level 1 Pay Point 1 | $1,590.56 | $41.86 | $82,993 |
| Level 1 Pay Point 2 | $1,647.73 | $43.36 | $85,976 |
| Level 1 Pay Point 3 | $1,710.66 | $45.02 | $89,260 |
| Level 1 Pay Point 4 | $1,785.45 | $46.99 | $93,162 |
| Level 1 Pay Point 5 | $1,860.30 | $48.96 | $97,068 |
| Level 1 Pay Point 6 | $1,935.09 | $50.92 | $100,970 |
| Level 1 Pay Point 7 | $2,009.89 | $52.89 | $104,873 |
| Level 1 Pay Point 8 | $2,084.76 | $54.86 | $108,780 |
Progression beyond the base scale
Senior and specialty grades — the pay step up, and what each takes.
| Grade | Pay | What it takes |
|---|---|---|
| Pay increase schedule over agreement life | Final step: 1% + $1,000 (04/12/2025) | All employees in classifications |
| Enrolled Nurse Level 1 salary | $75,849 - $80,611/yr | Enrolled Nurse Level 1 |
| Enrolled Nurse Level 2 salary | $81,806/yr | Enrolled Nurse Level 2 |
| Registered Nurse Level 2 salary | $112,841 - $119,223/yr | Registered Nurse Level 2 |
| Registered Nurse Level 3 Grade 1 salary | $128,458 - $133,489/yr | RN Level 3 Grade 1 (incl. Clinical Nurse Consultant) |
| Registered Nurse Level 3 Grade 2 salary | $144,410/yr | RN Level 3 Grade 2 (incl. composite roles across streams) |
| Registered Nurse Level 4 salary | G1 $144,410 / G2 $154,206 / G3 $163,994/yr | RN Level 4 Grades 1-3 |
| Registered Nurse Level 5 salary | G1 $144,410 up to G6 $214,371/yr | RN Level 5 Grades 1-6 |
| Nurse Practitioner salary | $154,206/yr | Nurse Practitioner (authorised) |
Allowances you can claim & rural/remote
Postgraduate / further-education qualification allowance$101.78–$175.00/fortnight (from 04/12/25); paid as 3.5%/4.5%/5.5% of base
Fortnightly allowance for holding a qualification ADDITIONAL to the one needed to register. EN with further quals 3.5%; RN/RM Honours/Conversion degree or Postgraduate Certificate 3.5%; Postgraduate Diploma or Second Degree 4.5%; Masters Degree 5.5%. Each is paid as a percentage of the minimum point of the relevant EN Level 1 or RN/RM Level 1 salary scale.
Professional Development Allowance$750/yr (>=0.5 FTE, AHPRA-registered) or $375/yr (<0.5 FTE, or non-AHPRA position)
Annual cash allowance to support professional development, paid automatically in the first full pay period in July each year (from July 2024). $750 if you work at or above 0.5 FTE and are AHPRA-registered; $375 if you work below 0.5 FTE or are in a non-AHPRA-registered position.
Transition (one-off) payment — programmed professional development time$2,000 one-off (two x $1,000 instalments)
A one-off $2,000 payment to transition away from programmed professional development time under previous agreements, paid as two $1,000 instalments: first within 2 months of the agreement commencing, and the second on the first full pay period 12 months after the first instalment.
Uniform allowance$517.27/yr (from 04/12/25)
Paid where the head of service requires you to wear a uniform. NOT paid if the ACTPS provides the uniform. Most recent in-force rate is $517.27 per annum (column dated 04/12/25).
Laundry allowance$15.65/fortnight (from 04/12/25)
Paid where you are required to wear AND launder a uniform. Importantly, it is ALSO payable if you are NOT required to wear a uniform but perform clinical duties involving direct client contact. The most recent in-force rate is $15.65 per fortnight.
Motor vehicle allowance$0.78–$0.91/km depending on engine size; ATO rate for EV/hybrid/LPG/motorcycle
Paid per kilometre when the head of service authorises use of your own (or hired) car for official purposes/specified journeys/travel to a temporary work station. Small car $0.78/km, medium car $0.90/km and large car $0.91/km.
Reimbursement of relocation expensesUp to $12,000 (single, no dependants) + $2,000 per dependant (up to 6) + $1,750 per dependant beyond 6
New employees recruited from interstate or overseas can have reasonable relocation costs reimbursed up to a ceiling: $12,000 single/no dependants, plus $2,000 for each dependant up to six, and $1,750 for each dependant in excess of six.
Close-call allowance20% (Mon–Fri), 30% (Sat/Sun & RDOs), 40% (public holidays & ADOs) of hourly rate, per hour restricted
Higher rate than on-call, for being available for IMMEDIATE recall: you must stay within 30 minutes' vehicle travel of the work site and start the return journey within 5 minutes of being recalled. The close-call allowance is 20% of your hourly rate per hour Monday to Friday, 30% on Saturday, Sunday and rostered days off, and 40% on public holidays and accrued days off.
Health and wellbeing reimbursement paymentUp to $100/yr (tax-free)
Reimbursement of up to $100 per annum for health-promotion activities you undertake in your own time (preventative activity/therapy generally accepted as improving health, fitness and/or wellbeing).
Custodial environment allowance$1.84/hour (from 04/12/25)
Hourly allowance for shifts performing duties in a custodial environment (e.g. correctional/detention settings). Most recent in-force rate $1.84/hour (column dated 04/12/25).
Community Language allowance$1,474.56/yr (NAATI Level 1) or $2,946.88/yr (NAATI Level 2) (from 04/12/25)
Annual allowance for employees whose duties regularly involve communicating in a language other than English (including Auslan/deaf sign, deaf oral and Aboriginal languages), subject to meeting the required NAATI accreditation level.
Onerous duty allowance — Continuity of Care Midwifery Model$104.69/hr (first 3 hrs) and $139.59/hr (beyond 3 hrs) (full-time rates, from 04/12/25)
Hourly onerous-duty allowance for midwives in the Continuity of Care Midwifery Model. For full-time employees: $104.69/hour for the first three hours and $139.59/hour for hours beyond the first three.
Corporate Citizens allowance$3.28/day (from 04/12/25)
Per-day allowance if you are designated and available to perform the role of Fire Warden (trained) or elected & trained Health and Safety Representative (HSR). $3.28/day is the most recent in-force rate; if you hold both roles, only one payment is made.
Higher Duties AllowanceDifference up to the higher position's pay (no fixed figure)
Payable when you perform the duties of a higher position. Counts for incremental progression and continues during paid leave you would otherwise have worked. Where the employee performs the duties of a higher position, the allowance is based on the lowest salary point for that classification (or the next salary point where the bottom of the higher scale is below your standard salary).
Salary sacrifice / salary packaging~$11,660/yr tax-free
As a public-hospital employee you can salary-package roughly $9,010 of everyday living expenses (mortgage, rent, bills, credit card) plus a separate ~$2,650 of meal entertainment each FBT year free of income tax — about $11,660 tax-free in total — plus a novated car lease on top. It doesn't reduce any award allowance, penalty or overtime.
Leave & study
Annual (recreation) leave4 weeks/yr (152 hrs)
Full-time nurses/midwives who are NOT shift/weekend/public-holiday workers get the standard 4 weeks (152 hours) annual leave per year. Accrues daily. Casuals get none.
Extra annual leave for shift / weekend / public-holiday workers5, 6 or 7 weeks/yr
This is the big lever for shift nurses. A roster with shift work and/or weekends but NOT public holidays = 5 weeks (190 hrs). A roster including public holidays but not weekends = 6 weeks (228 hrs). A roster with shift work and/or weekends AND public holidays = 7 weeks (266 hrs).
Annual leave loading17.5%
Leave loading is 17.5% of ordinary annual pay (excluding shift penalties) on the hours of annual leave accrued in the previous calendar year - OR the shift penalties you would have received had you not been on annual leave, whichever is greater.
Purchased leaveup to 12 weeks/yr
On top of normal annual leave, you can buy up to 12 weeks extra leave in any 12-month period (salary spread/reduced to fund it), subject to approval. Not available if you already hold an annual leave balance of two and a half years or more, unless you intend to use that excess credit first.
Personal (sick/carer's) leave3.6 weeks/yr (~18 days FT)
Personal leave covers your own illness/injury, caring for/supporting an ill or emergency-affected family/household member, and medical appointments. Credited 3.6 weeks on commencement and a further 3.6 weeks on each anniversary of starting.
Birth leave24 weeks paid (up to 52 weeks total)
The pregnant/birth parent gets up to 52 weeks birth leave per pregnancy, with the FIRST 24 weeks PAID - and this is IN ADDITION to the Federal paid parental leave scheme.
Primary care giver leave18 weeks paid
A non-birthing employee who is the primary care giver of a newborn gets 18 weeks PAID primary care giver leave per birth, in addition to the Federal paid parental leave scheme.
Bonding leave5 weeks (25 days) paid + 1 week personal leave
An employee who is NOT the primary care giver (e.g. partner) gets up to 5 weeks (25 working days) PAID bonding leave at or near the birth/adoption/permanent-care start, plus access to up to 8 weeks of concurrent unpaid bonding leave under the NES in the first 12 months.
Adoption / permanent or long-term care leave18 weeks paid
18 weeks of PAID leave per occasion of adoption or commencement of a permanent/long-term caring responsibility for a child under 18, less any related leave taken for the same child.
Unpaid parental leaveup to 2 years (+ up to 52 wks more)
On top of paid birth/primary-carer leave, the primary care giver can take up to 2 years' unpaid parental leave following the child's birth/adoption/care order.
Grandparental leaveup to 52 weeks (unpaid)
Eligible employees may take up to 52 weeks unpaid grandparental leave to care for a grandchild, available up to the grandchild's 5th birthday. Counts as service for all purposes except the accrual of annual leave and personal leave.
Long service leave3 months per 10 yrs; accessible at 7 yrs
Accrues at 3 months for every 10 years of completed eligible employment. Can be accessed (or cashed out) once you reach an aggregated 7 years of eligible service - at your full rate of pay.
More leave types
Compassionate / bereavement leave5 days (death); 2 days (life-threatening illness)
Up to 5 paid days per occasion on the death of an immediate family/household member (including stillbirth), and up to 2 paid days per occasion where such a person has a life-threatening personal illness or injury.
Hours, overtime, breaks & on-call
Ordinary hours per week38 hours/week (avg)
Full-time ordinary hours, excluding meal breaks, average 38 hours per week, worked on a roster in shifts. Part-timers work less than this. Hours worked in excess of an average of 38 per week, where not otherwise remunerated, are credited towards an ADO (accrued day off) with pay.
Full-time fortnightly hours / overtime threshold76 hours/fortnight
Full-time hours are 76 per fortnight. Overtime arises when an employee works in excess of rostered hours on a shift/day, OR in excess of 76 hours in a fortnight.
How penalties and overtime rates are calculatedpenalties 1/38th weekly; OT = fortnightly/76
Penalty rates are based on 1/38th of the full-time weekly rate. The overtime hourly rate is the full-time fortnightly rate divided by 76. Both are calculated on the rate for the employee's nursing/midwifery classification.
Standard shift definitions8h morning / 8h evening / 10h night
Standard core shift patterns are 8-hour morning, 8-hour evening and 10-hour night shifts. Day shift commences 0700-1000; evening commences at/after 1200 (midday) and ceases at/after 1800; night shift commences at/after 1800 and continues past midnight.
Weekday evening-shift penalty12.5%
Evening shift (commences at/after 1200 and ceases at/after 1800), Mon-Fri (between midnight Sunday and midnight Friday), attracts a 12.5% penalty.
Weekday night-shift penalty25%
Night shift (commences at/after 1800 and continues after midnight), Mon-Fri, attracts a 25% penalty.
Saturday penalty50%
All rostered hours worked from after midnight Friday until midnight Saturday are paid at a 50% penalty.
Sunday penalty75%
All rostered hours worked from after midnight Saturday until midnight Sunday are paid at a 75% penalty.
12-hour shift penalty25%
In lieu of other shift penalties, 12-hour-shift workers get a 25% penalty for hours worked from midnight Sunday to midnight Friday that fall OUTSIDE the hours of 0730 to 1800.
Public holiday penalty150% or 50%
Public holiday penalty depends on annual-leave entitlement: employees on 4 or 5 weeks annual leave get 150% in lieu of other shift work penalties, while employees on 6 or 7 weeks get 50% in addition to any applicable shift penalty.
Casual public holiday penalty150%
Casuals working any hours on a public holiday are paid a 150% public-holiday penalty in addition to their ordinary rate of pay (which includes the 25% casual loading).
Part-time extra shift on public holiday25% + public holiday rate
A regular part-time employee performing a rostered extra shift on a public holiday gets a 25% shift loading IN ADDITION to the public-holiday rate.
All figures are drawn from the ACT Public Sector Nursing and Midwifery Enterprise Agreement 2023-2026. Confirm your exact classification, step and allowances against the current instrument and your payslip.
Frequently asked questions
How much does a registered nurse earn in Australian Capital Territory?
In Australian Capital Territory public health, a registered nurse earns from $1,590.56 per week ($82,993 a year) to $2,084.76 ($108,780) across the scale — before shift penalties, allowances and overtime.
What is the starting registered nurse salary in Australian Capital Territory?
A first-step registered nurse in Australian Capital Territory starts at $1,590.56 per week — about $82,993 a year ($41.86 an hour) before penalties and allowances.
Do Australian Capital Territory nurses get paid more for nights and weekends?
Yes — on top of base pay, Australian Capital Territory public-health nurses receive shift loadings for afternoon, night and weekend work, plus overtime and a range of allowances.