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New South Wales Nurse Pay & Conditions 2025–26
What NSW public-health nurses and midwives are entitled to in 2025–26 — and the levers that lift your pay beyond the base scale.
In New South Wales public health, a registered nurse earns from $1,521.10 per week ($79,369 a year) to $2,135.50 ($111,427) across the scale — before shift penalties, allowances and overtime.
Pay pages by role:
Registered Nurse · Enrolled Nurse · Assistant in Nursing · Clinical Nurse (CNS / CNC / NP) · Nurse Management (NUM / Director of Nursing)
Ways to maximise your income
+$4,753/yr
Postgrad qualification (CEA)
A relevant masters adds $91.40/wk on top of your base; a postgrad diploma adds $76.10/wk — indexed, paid on leave.
Only your single highest-value CEA is paid — lodge evidence within 3 months.
+$2,428/yr
Enrolled Nurse CEA
An Advanced Diploma of Nursing adds $46.70/wk on top of your base; a relevant Cert IV adds $37.20/wk.
A permanent top-up many ENs never claim.
~$11,660 tax-free/yr
Salary packaging
You can package ~$9,010 of everyday expenses plus ~$2,650 of meal entertainment free of income tax each year.
Doesn't reduce any award penalty, allowance, overtime or leave loading; novated lease sits on top.
175% Sundays
Night & weekend penalties
Your nights pay a 20% loading (up from 15% from 1 July 2025); Saturdays pay 150%, Sundays 175%.
Weekend rates replace the shift loadings — they don't stack.
Double pay
10-hour rest after overtime
Kept working without 10 consecutive hours off after qualifying overtime? You're paid double rates until released.
You still get the 10 hours off with no loss of ordinary pay.
Min 4 hrs paid
On-call & recall minimums
Each recall from home pays you a minimum 4 hours at overtime rates, even for a 5-minute task.
On-call minimum $38.08 ($75.92 on an RDO); overtime cancelled <24h notice still pays 4 hrs base.
Registered nurse pay scale
Base rates, in force from 1 July 2025 — before penalties, allowances and overtime.
| Step | Weekly | Hourly | Annualised |
|---|---|---|---|
| Pre-registration | $1,311.40 | $34.51 | $68,427 |
| 1st year | $1,521.10 | $40.03 | $79,369 |
| 2nd year | $1,603.60 | $42.20 | $83,674 |
| 3rd year | $1,686.40 | $44.38 | $87,994 |
| 4th year | $1,775.20 | $46.72 | $92,627 |
| 5th year | $1,863.30 | $49.03 | $97,224 |
| 6th year | $1,951.00 | $51.34 | $101,800 |
| 7th year | $2,051.30 | $53.98 | $107,034 |
| 8th year and thereafter | $2,135.50 | $56.20 | $111,427 |
Progression beyond the base scale
Senior and specialty grades — the pay step up, and what each takes.
| Grade | Pay | What it takes |
|---|---|---|
| EN Special Grade | $1,563.00/wk | Advanced Certificate + 6 yrs FTE post-enrolment exp (incl 3 yrs in relevant clinical area) + appointed to a position established by a public hospital or public health organisation that satisfies the criteria agreed between the Association and the Ministry. |
| Clinical Nurse/Midwife Specialist Grade 1 | $2,222.30/wk | Relevant post-reg qual + 12mo specialty exp OR 4yrs post-reg exp (incl 3yrs specialty); meets the role criteria distinguishing a CNS Grade 1 from an 8th-year RN by actively contributing to clinical practice development, acting as a resource and mentor, and contributing to their own professional development. |
| Clinical Nurse/Midwife Specialist Grade 2 | $2,387.30-$2,465.80/wk | Appointed to a CNS2 position; relevant post-reg quals + 3yrs specialty experience; extended-autonomy role. |
| Clinical Nurse/Midwife Consultant | $2,671.50-$2,998.90/wk | Appointed to approved CNC position; G1: 5yrs post-reg+quals; G2: +3yrs specialty; G3: 7yrs incl 5yrs FTE experience in the specialty field, plus approved postgraduate qualifications relevant to the field. |
| Clinical Nurse/Midwife Educator | $2,312.30-$2,387.30/wk | Appointed CNE/CME; holds relevant clinical/education post-reg quals or equivalent experience. |
| Nurse/Midwife Educator | $2,597.40-$2,998.90/wk | Appointed NE/ME; post-reg nursing/midwifery clinical or education quals relevant to area. |
| Nursing/Midwifery Unit Manager | $2,679.30-$2,881.70/wk | RN appointed in charge of a ward/unit/group of units; level set by unit responsibilities. |
| Continuing Education Allowance | $50.60-$91.40/wk ($2,631-$4,765/yr) | RN/RM yrs1-8, CNS, NUM, Nurse Manager G1-3+ (>50% clinical); qualification directly relevant & accepted by the employer as relevant to the competency and skills used in the position, and held in addition to the qualification leading to registration. |
| Continuing Education Allowance | $37.20-$46.70/wk | EN/EN-without-medication-qual with relevant Cert IV or Advanced Diploma of Nursing. |
Allowances you can claim & rural/remote
Salary packaging / novated lease~$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.
Continuing Education Allowance$50.60/wk
Hold a post-registration hospital certificate listed in the Award, directly relevant to your role, and claim $50.60/wk. Paid on top of salary and during periods of paid leave.
Continuing Education Allowance$46.70/wk
Enrolled Nurses holding an Advanced Diploma of Nursing (Enrolled/Division 2 Nursing) relevant to the role get $46.70/wk on top of salary, payable during paid leave. Only one allowance is paid where more than one qualification is held - the one of the highest monetary value.
Climatic Allowance$4.81/wk
Paid weekly on top of salary if you work in a public hospital/health org on or west of a defined line (Tocumwal, Lockhart, Narrandera, Leeton, Peak Hill, Gilgandra, Dunedoo, Coolah, Boggabri, Inverell and Bonshaw). It is treated as part of salary except when computing overtime, and is not cumulative with the far-west isolation allowance.
Isolation Allowance$9.44/wk
Higher weekly location allowance for the far-west zone, on or west of the line Swan Hill (opposite)-Hay-Hillston-Nyngan-Walgett-Collarenebri-Mungindi. Treated as salary except for the computation of overtime, and not cumulative with the other climatic allowance.
Special rate$42.41/wk (RN/RM); $18.48/wk (EN/AIN)
Remote-hospital loading paid on top of salary at the Tibooburra and Ivanhoe District Hospitals, compensating for overtime and adverse conditions. RNs/RMs get $42.41/wk; Enrolled Nurses and Assistants in Nursing get $18.48/wk.
Extra annual leave7 days/yr
On top of normal annual leave, the Director of Nursing and registered nurses at Tibooburra and Ivanhoe District Hospitals get 7 extra days of paid leave per year - seven days of leave of absence annually on full pay.
Uniform Allowance$9.53/wk (uniform) + $2.95/wk (shoes) = $12.48/wk; +$2.87/wk if cardigan/jacket
If the employer does NOT supply your uniform and shoes, they must pay you this weekly allowance instead - $9.53 uniform + $2.95 shoes ($12.48 combined), plus an extra $2.87/wk if the uniform includes a cardigan or jacket. The allowance continues to be paid during any period of paid leave.
Laundry Allowance$7.95/wk
If the employer does not launder your uniforms at its expense, you get $7.95/wk. Importantly, this is ALSO payable to employees who provide direct clinical care but are not required to wear a uniform; however, it is not payable during any period of leave exceeding one continuous week.
On-Call Allowance$4.76/hr (min $38.08); RDO $9.49/hr (min $75.92)
If required to be on call you get $4.76 per hour (or part), with a minimum payment of 8 hours ($38.08). On call on a rostered day off pays the higher rate $9.49/hr (min payment $75.92).
In-charge of ward/unit allowance$43.49/shift
An RN designated in charge of a ward/unit when the NUM/MUM is not rostered (or when the clinical management role is delegated) is paid $43.49 per shift. A very similar allowance of $65.23 per shift applies where that RN is also in charge of a public hospital of fewer than 100 beds on the same shift.
In-charge of ward AND hospital <100 beds$65.23/shift
If on the same shift you are in charge of a ward/unit AND in charge of a public hospital of under 100 beds, you get the higher combined rate of $65.23 per shift.
In-charge of hospital >100 beds$83.38/shift
An RN designated in charge of a hospital/facility over 100 beds on an evening or night shift Mon-Fri, or any Saturday/Sunday shift, gets $83.38 per shift. Does not apply to registered nurses holding positions of a higher grade than Clinical Nurse/Midwife Specialist Grade 2, and must not be used permanently in place of appointing a Nurse Manager.
Lead apron allowance$2.64/hr
If required to wear a lead apron you get $2.64 for each hour (or part). You cannot be required to wear it more than one hour without a paid 10-minute break.
CSSD Sterilising Technology Certificate allowance$21.00/wk
Enrolled Nurses (incl. EN without medication qual) working in a central sterile supply department who hold a Sterilising Technology Certificate (SRACA) get $21.00/wk.
Justice Health Environmental Allowance$3,814/yr
Nurses employed by the Justice Health Service, nurses in the Kestrel Unit (Morisset), and Court Liaison Nurses (LHD) get a special environmental allowance of $3,814 per annum, treated as salary for all Award purposes (including overtime and penalty rate calculation) and paid pro rata to part-time and casual staff.
Leave & study
The extra annual leave for working Sunday/public-holiday ordinary shifts is accrued ON TOP of your base entitlement — a seven-day-roster shift worker gets 6 weeks (vs 4 for day workers) and still accrues those additional days.
Annual (recreation) leave6 weeks/yr
Shift workers rostered across a seven-day operation get 6 weeks (30 days) paid annual leave per completed 12 months of service - 2 weeks more than day workers. Accrues on completion of each 12 months of service, and for the first 28 consecutive days of leave is paid at the ordinary rate plus the shift allowances and weekend penalties that would have applied to the ordinary time worked.
Annual (recreation) leave4 weeks/yr
Standard 4 weeks (20 days) paid annual leave per completed 12 months of service. Up to 5 single days per year may be taken at mutually convenient times.
Additional annual leave for Sunday/public-holiday shiftsUp to 5 days/yr
Extra annual leave on a sliding scale based on Sunday/public-holiday ordinary shifts worked: 4-10 shifts = 1 day; 11-17 = 2; 18-24 = 3; 25-31 = 4; 32+ = 5 days. Can be paid out instead of taken - you may elect at any time to receive the value of the accrued additional leave in lieu of taking it.
Annual leave loadingPer (not in Award)
The Award does not state a loading percentage; it directs to NSW Health Policy Directive 'Leave Matters for the NSW Health Service'. (Under that policy NSW Health sets the annual leave loading rate and conditions, which apply in place of any figure in the Award.)
Sick leave76 hours/yr (~10 days)
Full-pay sick leave accrues at 76 rostered ordinary hours (about 10 shifts at 7.6 hrs) per year of continuous service, cumulative. No medical certificate needed for absences of 2 consecutive days or less, or where the employer otherwise considers one is not warranted.
Personal/Carer's leaveCurrent yr + prior 3 yrs sick leave
There is no separate carer's leave pool - you draw on your accumulated sick leave. You can use the current year's sick-leave grant plus any sick leave untaken from the previous three years.
Paid maternity leave14 weeks paid
14 weeks at ordinary rate from when leave starts (can begin up to 14 weeks before due date). Can be taken as full pay over 14 weeks, a lump sum, or half pay over 28 weeks, with a further period of unpaid maternity leave of up to 12 months available afterwards.
Paid adoption leave14 weeks paid
14 weeks at ordinary rate from the date of taking custody. Payable as full pay over 14 weeks, lump sum, or half pay over 28 weeks. Plus unpaid adoption leave of up to 12 months from the date of taking custody.
Paid parental leave1 week paid (of up to 52 wks)
Partner/secondary-carer entitlement is up to 52 weeks total leave that INCLUDES one week of PAID leave (or 2 weeks at half pay). The 1 paid week can be taken any time in the 52-week period.
Long service leave2 months at 10 yrs
2 months paid LSL after 10 years' service, then 5 months per further 10 years. From 7 years' service you can access a pro-rata amount (calculated as 2 months per 10 years of service, proportionate to length of service).
Learning & Development Leave~50% of attendance, up to 4 hrs/wk/semester
Paid leave to attend an accredited educational institution for tertiary study: as a guide, 50% of compulsory attendance time up to 4 hours per week per semester/term. An equivalent amount is granted for distance education, and leave is paid at the ordinary rate of salary excluding penalty rates.
Exam leavePaid; based on course need
Paid leave to sit examinations, amount based on the specific course requirements. You can request not to be rostered on night shift the night before a morning exam, and that request should, wherever practicable, be agreed to by the Health Service.
More leave types
Family and Community Services (FACS) leave3 days yr 1; then ~1 day/yr
Paid leave for family responsibilities/community service/pressing necessity. Max is the greater of: 3 working days in the first year then 6 days per any 2-year period; or, on a cumulative basis, 1 working day for each year of service after 2 years' continuous service (less any FACS leave already taken).
Bereavement / compassionate leaveUp to 2 extra days/occasion
Compassionate leave is delivered through FACS leave (FACS replaces compassionate leave). Where FACS is exhausted, up to an additional 2 days bereavement leave can be granted on a discrete, 'per occasion' basis on the death of a relative or member of the household.
Hours, overtime, breaks & on-call
Ordinary hours — day workers152 hours / 28 days
Day workers (non-shift) work 152 hours per 28-calendar-day cycle, exclusive of meal times, Monday to Friday, starting at or after 6.00am and before 10.00am.
Ordinary hours — shift workers38 hours/week avg
Shift workers' ordinary hours must not exceed an average of 38 hours per week across each roster cycle, exclusive of meal times.
Max shifts per cycle / 19-day rule19 days / 28-day cycle
Hours are arranged so that, where possible, an employee works ordinary hours on no more than 19 days in each 28-day cycle. This is how full-timers' 38-hour week is delivered, by taking an additional day off (ADO) within each cycle.
Maximum shift length10h day / 11h night
No single shift may exceed 10 hours on a day shift or 11 hours on a night shift, unless the employee and local nursing management agree otherwise.
Minimum break between shifts10 hours
There must be not less than 10 hours break between each rostered shift, unless the employee and local nursing management agree otherwise. (Each shift is also capped at 10 hours on a day shift or 11 hours on a night shift.)
Maximum consecutive shifts7 (max 10)
An employee must not work more than 7 consecutive shifts unless the employee requests it and management agrees - but in no case more than 10 consecutive shifts.
Days off per week2 days/week or 4/fortnight
Each employee must be free from duty for not less than two full days each week or four full days each fortnight; where practicable days off are consecutive and are not preceded by an evening or night shift, unless the employee returns to the same shift immediately after the days off.
Night-duty limits & changeover breakmax 4 weeks; 20h
Except in emergencies, no employee works night duty for longer than 4 consecutive weeks without agreement, and after a night-duty stint serves an equivalent period off night duty before undertaking night duty again, unless otherwise agreed.
Meal break30–60 min
An employee working more than 5 hours must have an unpaid meal break of not less than 30 and not more than 60 minutes. If required to work during the meal break, that time counts as working time and overtime becomes payable once the shift's ordinary hours have elapsed.
Paid tea break20 min (paid)
One 20-minute tea break (in addition to the meal break) is allowed each employee per shift and counts as working time. Part-time/casual engaged for less than a whole shift on any one day get only one 10-minute tea break.
Afternoon shift penalty10%
Shift commencing at or after 10am and before 1pm attracts a 10% loading on the ordinary rate. Part-timers/those working <38h/week only get the loading where their shifts commence before 6am or finish after 6pm.
Afternoon shift penalty12.5%
Shift commencing at or after 1pm and before 4pm attracts a 12.5% loading on the ordinary rate.
All figures are drawn from the Public Health System Nurses' and Midwives' (State) Award 2025 (Serial C10152). 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 New South Wales?
In New South Wales public health, a registered nurse earns from $1,521.10 per week ($79,369 a year) to $2,135.50 ($111,427) across the scale — before shift penalties, allowances and overtime.
What is the starting registered nurse salary in New South Wales?
A first-step registered nurse in New South Wales starts at $1,521.10 per week — about $79,369 a year ($40.03 an hour) before penalties and allowances.
Do New South Wales nurses get paid more for nights and weekends?
Yes — on top of base pay, New South Wales public-health nurses receive shift loadings for afternoon, night and weekend work, plus overtime and a range of allowances.