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Northern Territory Nurse Pay & Conditions 2026
What NT public-sector nurses and midwives are entitled to in 2025–26, including the NT's strong rural and remote money.
In Northern Territory public health, a registered nurse earns from $1,545.94 per week ($80,665 a year) to $2,065.98 ($107,800) across the scale, before shift penalties, allowances and overtime.
By Jacob Stretton, RN & final-year medical student · figures sourced from the public EBAs & the ATO · About & methodology →
Pay pages by role:
Enrolled Nurse · Registered Nurse · Clinical Nurse (senior clinical grades) · Nurse Management (NUM / Director of Nursing)
Registered nurse pay scale
Base rates, in force from 19 August 2025, before penalties, allowances and overtime.
| Step | Weekly | Hourly | Annualised |
|---|---|---|---|
| N2 Increment 1 | $1,545.94 | $40.68 | $80,665 |
| N2 Increment 2 | $1,629.17 | $42.87 | $85,008 |
| N2 Increment 3 | $1,712.39 | $45.06 | $89,350 |
| N2 Increment 4 | $1,795.62 | $47.25 | $93,693 |
| N2 Increment 5 | $1,892.62 | $49.81 | $98,754 |
| N2 Increment 6 | $1,965.44 | $51.72 | $102,554 |
| N2 Increment 7 | $2,045.32 | $53.82 | $106,722 |
| N2 Increment 8 | $2,065.98 | $54.37 | $107,800 |
Penalty rates
Each loading applies to your ordinary hourly rate for that shift, under the Northern Territory Public Sector Nurses and Midwives' 2022-2026 Enterprise Agreement. The take-home calculator applies the same figures.
| Shift | Loading |
|---|---|
| Afternoon shift | +17% |
| Night shift | +25% |
| Saturday | 1.5× (time-and-a-half) |
| Sunday | 2× (double time) |
| Public holiday (worked) | 2.5× |
Ways to maximise your income
RN to $107,800/yr
Current base salary scale
Your base reflects the final 3% rise from 19/20 Aug 2025; RN/Midwife (N2) runs $80,665–$107,800.
A replacement agreement is being negotiated (since March 2026) but is not yet approved.
Up to $9,000/24 mths
Remote incentives stack
A remote posting pays up to $9,000 over 24 months, plus rent-free departmental housing and an electricity subsidy.
Darwin/Palmerston rate is $4,000; the up-to-$500 satellite TV/internet payment is separate.
Up to $12,181/yr
Exemplary Practice status
As an N2, EP adds 6% ($5,622/yr) or 13% ($12,181/yr) of the 4th salary point, superannuable, paid on leave.
Under-claimed; open to N4 remote-area nurses too. Current EP2 rate is $12,181, not $11,825.
Up to $5,929/yr
Postgraduate qualification
A recognised qual relevant to your unit adds a permanent, superannuable uplift: $4,312 Grad Cert to $5,929 Master's.
Paid once only, however many quals you hold; an EN's 6-month/120-hour course pays $3,259/yr.
Up to $2,334/yr
Professional development
There's no paid study leave; claim up to $2,334/yr back for course fees, conferences, registrations and books.
Full rate needs >2 years' service; up to 50% of conference airfares; 2 claims per year.
Double time Sundays
Shift & holiday penalties
Afternoons 17%, nights 25%, Saturdays 50%, Sundays double time; public holidays pay 2.5x with a 4-hour minimum.
Applies to all staff below Nurse 6, including part-time and casual.
Progression beyond the base scale
Senior and specialty grades: the pay step up, and what each takes.
| Grade | Pay | What it takes |
|---|---|---|
| Enrolled Nurse (N1) pay range | $71,359-$81,479/yr | Enrolled Nurse, N1.1 to N1.6 (rates effective 19.08.2025). |
| Registered Nurse / Midwife (N2) pay range | $80,665-$107,800/yr | Registered Nurse/Midwife, N2.1 to N2.8 (rates effective 19.08.2025). |
| Clinical Nurse (N3) pay range | $111,174-$119,984/yr | N3 Clinical Nurse / Clinical Midwife, N3.1 to N3.4 (rates effective 19.08.2025). |
| Nurse Specialist (N4) pay range | $123,717-$134,257/yr | N4 Nurse/Midwife Specialist, N4.1 to N4.4 (rates effective 19.08.2025). |
| Nurse Coordinator / NP Candidate (N5) pay range | $136,235-$143,391/yr | N5 Nurse/Midwife Coordinator or Nurse Practitioner Candidate, N5.1 to N5.3 (rates effective 19.08.2025). |
| Nurse Consultant / Nurse Practitioner (N6) pay range | $149,765-$157,329/yr | N6 Nurse/Midwife Consultant or Nurse Practitioner, N6.1 to N6.3 (rates effective 19.08.2025). |
| Director of Nursing (N7) pay range | $168,246-$176,039/yr | N7 Director of Nursing/Midwifery or Nurse/Midwife Advisor, N7.1 to N7.3 (rates effective 19.08.2025). |
| Senior/Executive Director of Nursing (N8) pay range | $181,233-$189,196/yr | N8 Senior/Executive Director of Nursing/Midwifery, N8.1 to N8.3 (rates effective 19.08.2025). |
| Post Graduate Qualification Allowance | $3,259/yr | Enrolled Nurse (N1), non-casual, who completes a recognised course of study of no less than 6 months / 120 hours receives a Post Graduate Qualification Allowance of 4% of the 5th pay point of the Nurse 1 classification. |
Allowances you can claim & rural/remote
The figure is the entitlement; tap a row for who qualifies and the conditions.
▸Attraction and Retention Incentive AllowanceUp to $9,000 (Remote) over 24 months; $7,500 (Central Australia/Barkly); $5,000 (Katherine/Gove); $4,000 (Darwin/Palmerston)
Lump-sum attraction + retention payments paid to ALL nurses and midwives, scaled by location. Attraction component: $1,000 (Darwin/Palmerston & Katherine/Gove), $1,500 in Central Australia/Barkly, rising to $3,000 in Remote localities, with further retention payments at 12 and 24 months service.
▸Remote Rental Concession100% rental concession
Remote nurses living in remote departmental (employer-provided) accommodation pay no rent, a full 100% concession. This is one of the largest hidden financial benefits of remote nursing in the NT.
▸Remote Locality Electricity SubsidySingle rate: $738-$2,955/yr; Dependant/after-hours rate: $923-$3,694/yr (by remoteness category, 01.01.2023 column; CPI-indexed annually since)
Fortnightly subsidy toward electricity costs for nurses stationed in remote localities who pay their own metered electricity. Higher 'dependant/after-hours' rate applies where the employee has recognised dependants or is a shiftworker (or is regularly required for after-hours duty).
▸Remote Satellite TV / Internet SubsidyUp to $500 (per installation/initial subscription)
One-off payment of up to $500 to offset installation and initial subscription costs of a satellite pay-TV or internet service when stationed remotely. A second $500 is payable within 12 months of the first if you voluntarily transfer or are promoted to another remote locality.
▸Relocation Expenses: Gove District HospitalReasonable relocation expenses (employer-paid; no fixed $ in Agreement)
The department pays reasonable relocation/removal expenses back to Darwin for ongoing Gove District Hospital employees who resign or retire, but ONLY after completing 7 years' continuous service at Gove District Hospital.
▸Commuted Overtime Allowance for Remote AreasBy agreement (not a fixed figure)
In a remote locality, the CEO and a majority of employees may agree to commute (convert) overtime into a flat allowance. Note: this commuted allowance does NOT count for superannuation.
▸Exemplary Practice AllowanceEP1: 6% of relevant 4th salary point (e.g. N2 ~$5,622/yr); EP2 (N2/N4 remote): 13% (~$12,181/yr) – rates effective 20.08.2025
Status-based allowance rewarding sustained exemplary clinical practice in non-promotional roles. Nurse 1 (EN) gets one EP level (6% of N1 4th point, ~$4,692/yr at the 4th salary point of the Nurse 1 classification).
▸Professional Development AllowanceReimbursement: $779/yr (1-2 yrs service) or $2,334/yr (>2 yrs) effective 01.09.2025; Upfront fixed (legacy): $1,666/yr
Annual allowance to reimburse professional development costs. Reimbursement model (default for new claimants): $779/yr with 1-2 years service, $2,334/yr with more than 2 years' service.
▸Uniform Allowance$592/yr (effective 09.08.2025)
Paid per annum to any employee who is NOT provided with a uniform. Scheduled increases: $542 (Aug 2022), $558/$559 (Aug 2023), $575 (Aug 2024), $592 (Aug 2025).
▸Meal Allowance~$24.60 per occasion (01.01.2023 column; CPI-indexed annually since)
Paid in addition to overtime when you work overtime past the end of ordinary duty through (or beyond) a defined meal period without a meal break. Meal periods: 7-9am, 12 noon-2pm, 6-7pm and midnight-1am.
▸Midwifery Composite Allowance31.7% annualised salary loading
Midwives in the Midwifery Group Practice (caseload model) get a 31.7% loading on base salary in lieu of overtime, shift/public-holiday penalties and restrictive-duty allowances.
▸Shift Responsibility AllowanceDifference up to Nurse 3 (level 3.1) salary rate, per shift
When no senior nurse (Nurse 3-6) is rostered in charge of a hospital ward, a Nurse 2 who takes on shift management responsibility for more than 5 hours is paid a higher duties (shift responsibility) allowance at the Nurse 3 (level 3.1) salary rate for the whole shift.
▸Higher Duties AllowanceDifference up to the higher classification's salary
When directed to temporarily perform duties at a higher classification, you're paid an allowance equal to the difference between your salary and the salary you would receive if promoted to that higher classification.
▸Accident AllowanceUp to 100% of ordinary salary (work-related cause) or 50% (other), plus reasonable transport/medical/first-aid/hospital expenses
Income protection during absence from a physical work injury. Full ordinary-hours salary for up to 4 months (extendable) where injury arises from another person's act, a defect in materials or appliances, protecting government property, or travelling between home and work.
▸Ambulance Duty AllowanceOrdinary time, or overtime / time-and-a-half
For nurses required to undertake aerial or road ambulance duty. Travel time with/assisting a patient is paid as ordinary time; travel beyond rostered hours is paid at overtime rates.
▸Excess Travel TimeTime off in lieu (time-for-time)
Nurses at or below pay point N2.3 who travel/work away from their usual workplace get time off in lieu (time-for-time, not penalty rates) for time spent travelling/on duty in excess of their usual daily hours and normal home-to-work travel.
Leave & study
▸Recreation (annual) leave4 weeks/yr
All non-casual employees get 4 weeks recreation leave per year as the base. Accrues progressively through the year, pro rata for part-timers, and accumulates year to year.
▸Recreation leave+2 weeks/yr
If you are normally stationed in the Northern Territory you get an additional 2 weeks recreation leave per year on top of the base 4 weeks (so 6 weeks). This is separate from, and in addition to, the base recreation leave entitlement.
▸Recreation leaveup to +1 week/yr (½ day per Sunday)
7-day shiftworkers get an additional week of recreation leave per year; if rostered on fewer than 10 Sundays in a year, it accrues at the rate of half a day per Sunday rostered.
▸Recreation leave loading17.5% (capped)
On 1 January each year you accrue recreation leave loading equal to 17.5% of the value of recreation leave accrued over the previous year, capped at the NT male average weekly total earnings for the September quarter of the previous year.
▸Recreation leavemin 5 days/cash-out; must keep ≥4 weeks
You can cash out recreation leave (minimum 5 days per occasion, must retain at least 4 weeks accrued) or take recreation leave at half pay to double the duration of time off, with salary paid at 50% of the usual rate over the extended period.
▸Flexible Lifestyle (purchased) leave1-8 weeks/yr purchased
You can buy 1 to 8 weeks of extra leave per year by having the cost deducted from gross fortnightly salary over 12 months. Counts as service for all purposes but does not attract leave loading.
▸Personal leave3 weeks/yr
Ongoing full-time employees get 3 weeks paid personal leave on commencement and 3 weeks on each anniversary. Cumulative. Covers your own illness/injury (sick leave) and caring for an ill or injured immediate family or household member (carer's leave).
▸Unpaid carer's leave2 days/occasion
When paid personal leave is exhausted (or for casuals), you can access up to 2 days unpaid carer's leave per occasion; the CEO may grant more.
▸Parental leave14 weeks (≥12 months); 18 weeks (≥5 years)
Paid primary caregiver parental leave scales with service: nil under 39 weeks; 1-14 weeks pro rata between 39 weeks and 12 months; 14 weeks at 12 months; 15-18 weeks pro rata between 4 years 49 weeks and 5 years; and 18 weeks at 5 years' service.
▸Parental leave1 week (≥12 months); 2 weeks (≥5 years)
The partner/secondary caregiver gets 1 week paid partner leave at 12 months service, rising to 2 weeks at 5 years service (nil under 12 months). Total partner leave of up to 3 years, comprising the paid portion plus unpaid partner leave.
▸Pre-natal leave8 hours/pregnancy
A pregnant employee, or an employee whose spouse is pregnant, gets 8 hours paid pre-natal leave per pregnancy to attend pre-natal appointments. Casuals get 8 hours unpaid leave per pregnancy.
▸Pre-adoption / permanent care order leave2 days
An employee seeking to adopt (or obtain a permanent care order) with ≥12 months service gets 2 days paid leave to attend required interviews or examinations; under 12 months' service (or casual) the same 2 days is provided without pay.
▸Compassionate / bereavement leaveup to 5 days (life-threat/death); 3 days (extended family); 3 days (miscarriage)
Up to 5 days paid compassionate leave each time an immediate family/household member contracts a life-threatening illness/injury or dies (or stillbirth). Up to 3 days for the death of an extended family member, and up to 3 days if you or your partner experiences a miscarriage.
▸Union training leaveup to 5 days/yr paid
Nominated union delegates can take up to 5 days paid leave per year to attend union training courses (subject to operational requirements and evidence of attendance).
▸Defence Service leaveup to 4 weeks/yr (+2 weeks first year)
Up to 4 weeks paid leave each financial year for Defence Reserve/Continuous Full-Time Service, plus an extra 2 weeks paid in your first year for induction/training.
▸Cultural & ceremonial leaveup to 5 days/yr unpaid
Up to 5 days unpaid cultural/ceremonial leave each 12 months; the CEO may grant more, or you may use paid recreation/LSL instead.
▸NAIDOC Week leaveup to 3 hours/yr paid
If you have no TOIL/flextime to use, the CEO may approve up to 3 hours paid leave per year to attend NAIDOC week activities.
Hours, overtime, breaks & on-call
▸Ordinary hours per week38 hrs/week (76/fortnight; max 152/28 days)
Full-time ordinary hours are an average of 38 per week / 76 per fortnight, not exceeding 152 hours in any 28 consecutive days. (RN in a school: 38 hours per week, or an average of 38 averaged over a 46-week period.)
▸How hours are rostered / shift-count limits5 shifts/wk; 10/fortnight; 2 rest days/wk; roster posted 14 days ahead
Rosters aim for no more than 5 shifts/week or 10/fortnight, in 8- or 10-hour shifts (or up to 12-hour shifts under a 12-hour shift agreement).
▸12-hour shift maximumup to 12 hours
Shifts may be up to 12 hours, but only under a formal 12-hour shift agreement established under the Best Practice Rostering Principles in consultation with the ANMF NT.
▸Span of ordinary hours6:00am-6:00pm
The span of ordinary (non-penalty, day) hours is 6:00am to 6:00pm. Work Mon-Fri outside this span is overtime for non-shiftworkers.
▸Part-time hours cap64 hrs/fortnight (cap); OT after 76 hrs/fortnight
Part-time employees work agreed hours and will not work more than 64 hours per fortnight unless operational needs apply. Part-time overtime is paid only for work outside the normal span of hours, beyond agreed daily hours, or in excess of 76 hours per fortnight.
▸Afternoon shift penalty17%
17% loading on ordinary-time shifts Mon-Fri (between midnight Sun and midnight Fri) where the shift starts at/after 12 noon and ends after 6:00pm.
▸Night shift penalty25%
25% loading where the ordinary-time shift commences between 6:00pm on one day and 1:00am the following day.
▸Saturday penalty50%
50% loading for ordinary-time duty worked between midnight Friday and midnight Saturday.
▸Sunday penalty100%
100% loading (i.e. double time) for ordinary-time duty worked between midnight Saturday and midnight Sunday.
▸Public holiday duty payment150% on top of ordinary rate (min 4 hrs)
Required to work on a public holiday (rostered or not), up to ordinary weekly hours: paid 150% loading IN ADDITION to ordinary pay (i.e. 2.5x total).
▸Minimum break between shifts9.5 hours
As far as practicable, employees have 9.5 consecutive hours off duty between cessation of one shift and the start of another. (Note: this is the 'as far as practicable' standard break; the separate post-overtime rest entitlement is a firm 9 hours.)
▸Rest after overtime / consequence of short break9 hours; double rate if recalled before
If overtime leaves an employee with less than 9 consecutive hours off between finishing ordinary duty one day and starting the next, they must be released after the overtime until they have had 9 consecutive hours off duty (plus reasonable travel time) without loss of pay.
All figures are drawn from the Northern Territory Public Sector Nurses and Midwives' 2022-2026 Enterprise Agreement. 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 Northern Territory?
Between $80,665 and $107,800 a year on the Northern Territory public-health registered nurse scale, depending on your step, before shift penalties, allowances and overtime.
What is the starting registered nurse salary in Northern Territory?
A first-step registered nurse in Northern Territory starts at $1,545.94 per week, about $80,665 a year ($40.68 an hour), before penalties and allowances.
Do Northern Territory nurses get paid more for nights and weekends?
Yes. On top of base pay, Northern Territory public-health nurses receive shift loadings for afternoon, night and weekend work, plus overtime and a range of allowances.
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Nurse pay in other states
New South Wales nurse payVictoria nurse payQueensland nurse payWestern Australia nurse paySouth Australia nurse payTasmania nurse payACT nurse pay
Comparing beyond NT? See nurse salary in Australia: every state's RN and EN rates, per hour and after tax.
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