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Western Australia Nurse Pay & Conditions 2025–26
What WA public-health nurses and midwives are entitled to in 2025–26, and the levers that lift your pay.
In Western Australia public health, a registered nurse earns from $1,589.64 per week ($82,945 a year) to $2,043.56 ($106,630) across the scale — before shift penalties, allowances and overtime.
Pay pages by role:
Enrolled Nurse · Registered Nurse · Clinical Nurse (senior clinical grades) · Nurse Management (NUM / Director of Nursing)
Ways to maximise your income
Up to ~$5,865/yr
Postgrad qualification
A relevant AQF8+ qualification adds 3.5–5.5% of base — ~$3,732 Grad Cert up to ~$5,865/yr for a Masters, paid ongoing.
Midwives endorsed for scheduled medicines get an extra $967/yr on top; pro-rata for part-time.
Up to $1,400/yr
Professional development
You get a standing PD allowance with no expense claim — $700, $1,100 or $1,400/yr depending on your level.
Paid to full-time and part-time RNs and midwives.
+75% Sundays
Night & weekend penalties
Afternoon shifts pay +15%, nights +35%, Saturdays +50% and Sundays +75% on actual hours worked.
Weekend loadings replace shift loadings — they don't stack. Day-workers on Sunday get double time.
Up to 2.5x pay
Overtime rates
Overtime pays 1.5x for the first 3 hours then double Mon–Sat, double all Sunday, 2.5x on public holidays.
If denied the 9.5-hr rest break after overtime, you're paid double rates until released.
Min 3 hrs paid
Recall & on-call minimums
Every recall pays a minimum 3 hours at overtime rates, even if the job takes minutes.
On-call availability pays 18.75% of the L1.3 RN hourly base per hour, +50% on public holidays.
$109,599/yr equiv
Acting up (Level 1)
Act as Shift Coordinator for a whole shift at Level 1 and you're paid up to the Level 2 increment-1 rate.
Higher duties even one day pays the full gap; in-charge with no L2+ on duty adds an allowance.
Registered nurse pay scale
Base rates, in force from 12 October 2025 — before penalties, allowances and overtime.
| Step | Weekly | Hourly | Annualised |
|---|---|---|---|
| Level 1.1 | $1,589.64 | $41.83 | $82,945 |
| Level 1.2 | $1,644.64 | $43.28 | $85,815 |
| Level 1.3 | $1,701.85 | $44.79 | $88,800 |
| Level 1.4 | $1,771.09 | $46.61 | $92,413 |
| Level 1.5 | $1,842.73 | $48.49 | $96,151 |
| Level 1.6 | $1,907.09 | $50.19 | $99,509 |
| Level 1.7 | $1,974.01 | $51.95 | $103,001 |
| Level 1.8 | $2,043.56 | $53.78 | $106,630 |
Progression beyond the base scale
Senior and specialty grades — the pay step up, and what each takes.
| Grade | Pay | What it takes |
|---|---|---|
| Nurse Practitioner classification | min SRN/M Level 3 = $137,294/yr (from 12 Oct 2025) | Registered Nurse with NMBA endorsement as a Nurse Practitioner appointed to a Nurse Practitioner position. |
| Qualification Allowance | L1 3.5% ($3,732/yr); L2 4.5% ($4,798/yr); L3 5.5% ($5,865/yr) (from 12 Oct 2025) | Full-time/part-time RNs and Midwives holding a qualification (AQF8+ unless otherwise specified) relevant to their current practice, position or role. |
| Higher Duties Allowance | Difference between own salary and higher-position salary; min 1 day | Any employee directed to work in a higher-classified position for one day or more. |
| Shift Coordination Allowance | Paid up to RN/M Level 2 increment-point-1 rate (currently $109,599/yr equiv) | Employee classified at Level 1 directed to act as designated Shift Coordinator for the whole of a shift. |
| Responsibility Allowance | Difference between top of Level 1 and Level 2 increment 1 | Level 1 public-hospital nurse/midwife taking responsibility for a hospital when no Level 2+ nurse/midwife is on duty is paid a responsibility allowance. |
| Professional Development Allowance | $700 / $1,100 / $1,400 per year by level | Full-time and part-time Registered Nurses and Midwives (not casuals). |
| Authorised Mental Health Practitioner Allowance | $3,732/yr (from 12 Oct 2025) | Nurse appointed as an Authorised Mental Health Practitioner. |
| Midwife Endorsement Allowance | $967 per year | Midwife with NMBA endorsement for scheduled medicines, employed as an endorsed midwife. |
| Staff Development Nurse/Midwife Allowance | $1,040 per year | Full-time/part-time Level 2 registered nurses and midwives employed as a Staff Development Nurse/Midwife. |
Allowances you can claim & rural/remote
Qualification allowance3.5% / 4.5% / 5.5% of base; $3,732 / $4,798 / $5,865 per year (12 Oct 2025)
Paid to full-time and part-time RNs and Midwives who hold/acquire a qualification relevant to their current practice. Three levels: Level 1 = Graduate Certificate / one-year hospital-based postgraduate qualification; Level 2 = Graduate Diploma / equivalent AQF8 postgraduate qualification; Level 3 = recognised Masters or PhD.
Mortuary duties (post-mortem) allowance$4.89 per body (12 Oct 2025)
Paid per body to a nurse/midwife carrying out mortuary duties in connection with post-mortem examinations.
Lead apron allowance$2.52 per hour (12 Oct 2025)
Paid per hour (or part thereof) for each hour a nurse/midwife is required to wear a lead apron — an environmental/special-duties allowance commonly overlooked by staff who are entitled to it.
Uniform allowance$10.90 per week (12 Oct 2025)
Where the Employer does NOT provide a uniform free of charge, it reimburses a weekly uniform allowance provided the employee conforms to the employer's uniform standard.
Laundry allowance$3.49 per week (12 Oct 2025)
Where a uniform is required and is NOT laundered by the hospital, the employee is reimbursed a weekly laundry allowance. Claimable in addition to the uniform allowance paid where the Employer does not provide a uniform free of charge.
Overtime meal allowance$12.67 per meal (12 Oct 2025)
When an employee is not notified the previous day or earlier that overtime is required, and works overtime for an hour or more, the Employer must provide the usual meal occurring during that overtime or pay a meal allowance for each meal.
Commuted meal break allowanceExtra 30 minutes' pay per rostered occasion (at Ordinary Rate, plus shift/weekend penalty)
A Senior Registered Nurse/Midwife who is rostered to carry a pager and remain on-site during meal breaks, and whose breaks are regularly interrupted, may elect a commuted meal break allowance in lieu of the unpaid meal break and on-call entitlements.
Recall to work minimum paymentMinimum 3 hours at overtime rate (non-casual); casuals min 2 hours if cancelled
A recalled non-casual employee is paid a minimum of 3 hours at the appropriate overtime rate. Free transport home-to-hospital-and-return is provided, or the motor vehicle allowance under clause 65 is paid.
Motor vehicle allowanceUp to 185.5 c/km (metro, >2600cc, first 4,000 km); up to 203.9 c/km north of 23.5°S
An employee required to supply and maintain a car for official business is reimbursed per kilometre at rates varying by engine size, area (Metropolitan / South-west Division / North of 23.5° South Latitude / Rest of the State) and annual distance travelled.
Motor vehicle allowanceUp to 98.6 c/km (car, north of 23.5°S, >2600cc); motorcycle 31.0 c/km
An employee NOT required to supply a car who voluntarily consents to use their own vehicle for approved official business is reimbursed at the (lower) voluntary-use rates set out in clause 65(11).
District allowanceNot set in this agreement — incorporated by reference (District Allowance (Government Wages Employees) General Agreement 2010)
Nurses working in WA country/northern districts are entitled to a district allowance, but sets NO rate — it adopts the terms of the District Allowance (Government Wages Employees) General Agreement 2010 (or any agreement that amends or replaces it).
Remote Area Nurse — overtime buy-out allowance25% of base salary, paid fortnightly (pro-rata if not full-time in a remote area)
Remote area nurses (employed as the 24-hour health-care provider in an isolated community at listed Group A/B sites) are paid an annual allowance equal to 25% of base salary, in lieu of overtime, paid fortnightly.
Remote Area Nurse — availability allowance50% of the on-call allowance (i.e. 50% of 18.75% of L1.3 hourly base) per hour; Bremer Bay/Lake Varley instead get 3% of weekly wage
Remote area nurses on-call receive an availability allowance of 50% of the on-call allowance for all hours outside ordinary and overtime hours actually worked.
Remote Area Nurse — isolation leave1 week per 12 weeks (Group A); 1 week per 24 weeks (Group B)
Isolation leave compensates remote area nurses for long continuous on-call periods and is taken as recreation leave (not for staff development). Group A sites: 1 week after every 12 weeks; Group B sites: 1 week after every 24 weeks.
Remote Area Nurse — additional staff development2 weeks extra in-service training per year (at least 1 week in a major centre)
In lieu of professional development leave, remote area nurses receive two weeks' in-service training in addition to study leave, at least one week of which is in a major centre with access to staff development resources.
Rural gratuity (Zone One) — CLOSED to new starters75% or 100% of an 8-week (initial) / 4-week (annual) base-wage gratuity, depending on location
A retention gratuity for permanent WA Country Health Service nurses in Zone One localities — but it applies ONLY to employees who were eligible at 17 June 2011 and is closed to anyone commencing in an eligible area after that date.
Leave & study
Annual (recreation) leave20 days (4 weeks)/yr
Every employee (except casuals) gets 20 paid days of annual leave per 12 months continuous service, accruing pro-rata weekly and cumulative year to year (max accumulation two years without Employer consent).
Annual leave loading17.5% (or shift/weekend penalty average if higher)
Annual leave is paid at ordinary salary PLUS a 17.5% loading, OR the average of shift/weekend penalties from the prior 6 pay periods — whichever is higher. Loading is capped at the maximum prescribed by the Agreement.
Extra annual leaveUp to 1 extra week (5 days)/yr
A continuous shift employee (rostered afternoon/night shifts, or permanent nights over 7 days) accrues up to an additional one week of annual leave per year, pro-rata by completed months of service.
Extra annual leaveUp to 5 extra days/yr
Employees regularly rostered on call (min 2 days per 4-week cycle on weekends/public holidays/RDOs over 12 cycles) accrue up to 5 extra days' leave/yr, pro-rata. This additional leave does not attract annual leave loading.
Extra annual leave1 extra week/yr
Employees stationed in areas north of the 26th parallel of South Latitude get one week's additional annual leave per year.
Annual leave at half pay2x duration at half pay
By agreement, an employee may take twice the period of any portion of annual leave at half pay.
Personal leave15 days/yr (cumulative)
Each permanent full-time employee is credited 15 days personal leave per year of continuous service (8.5 days on appointment, +6.5 at 6 months = 15 at 12 months). Unused leave (up to 15 days a year) is cumulative and carries over.
Anticipated personal leave / substitutionUp to 5 days advanced
If personal leave is exhausted, employees with ≥12 months service may anticipate up to 5 days from next year's credit, or substitute accrued annual/long service leave, subject to supporting evidence and refund of any unearned portion if they cease duty.
Personal leave evidence thresholdNo evidence ≤2 days
Supporting evidence generally not required for single or two consecutive day absences; required for absences exceeding two consecutive working days.
Regional medical travel timeUp to 5 days/yr paid
Regional employees needing medical attention at a WA facility 240km+ from their workplace get paid travel time during ordinary hours, up to 5 days per annum (more by Employer approval where additional travel time is shown to be warranted).
Paid parental leave14 weeks paid (or 28 weeks at half pay)
Primary care giver of a newborn or newly adopted child gets 14 weeks continuous PAID parental leave, which can be taken at half pay over 28 weeks. Requires 12 months continuous service in the WA public sector.
Unpaid parental leaveUp to 52 weeks unpaid
Up to 52 weeks unpaid parental leave for birth or adoption (adoption child under 16, not lived with employee 6+ months). Can be shared between partners. Accrued continuity of service is preserved, though periods of such leave over 14 days do not count as service.
More leave types
Bereavement leaveUp to 3 days paid per death
Up to three days' paid bereavement leave (need not be consecutive) on the death of a spouse/partner, child/step/foster/grandchild, parent/grandparent, parent-in-law, sibling/step-sibling, or any other person who lived with the employee as a household member.
Compassionate leave for early pregnancy lossUp to 3 consecutive days paid
Up to 3 consecutive days paid compassionate leave at ordinary rate each time a pregnancy (the employee's or their partner's) ends without a living child, up to 20 weeks before the expected date of birth.
Hours, overtime, breaks & on-call
Ordinary hours per week38 hrs/week (worked 40/wk, 80/fortnight)
Ordinary hours average 38 per week. Actual hours worked are 40/week (80/fortnight); the extra 2 hours/week accrue toward Accrued Days Off (ADOs), to a maximum of 12 ADOs in each 12-month period for hospital nurses and midwives.
Maximum shift length (day) and broken shifts8 hrs/day max (10 hr night by agreement)
Ordinary daily hours are a maximum of 8. No broken shifts. By agreement, night shifts can be up to 10 hours without overtime penalty.
Maximum consecutive shifts / max shifts per fortnight7 consecutive duties; 10/fortnight; 10-hr nights: 5 consecutive, 8/fortnight
Where practicable, no more than 7 consecutive duties (more only if the employee requests and Employer approves). No more than 10 duties per fortnightly period.
Days off / free time per week2 days/week or 4 days/fortnight off
Must be free from duty at least 2 full days each week or 4 full days each fortnight; where practicable days off are consecutive.
Break when changing between night and day duty20 hours
When changing TO or FROM night and day duty the employee must be free from duty for the 20 hours immediately before the changed duty commences.
Break when changing from evening duty to day duty9.5 hours
An employee moving from evening duty to day duty cannot be required to start until 9.5 hours have elapsed since ceasing evening duty.
Afternoon shift penalty15%
15% loading on the Ordinary Rate of Pay for a complete rostered afternoon shift commencing no earlier than 1200 and finishing after 1800 on weekdays. It is not paid where ordinary hours commence after 1200 and finish at or before 1800.
Night shift penalty35%
35% loading on the Ordinary Rate of Pay for a complete rostered night shift between 1830 and 0730 on a weekday.
Saturday shift penalty50%
50% loading on the Ordinary Rate of Pay on actual hours worked for ordinary hours rostered between 2400 Friday and 2400 Saturday. This substitutes for, and is not cumulative on, the afternoon and night shift loadings.
Sunday shift penalty75%
75% loading on the Ordinary Rate of Pay on actual hours worked for ordinary hours rostered between 2400 Saturday and 2400 Sunday (continues to 0730 the following Monday for a shift commenced before 2400 Sunday).
Day worker required to work a SundayDouble time (200%)
An employee regularly rostered day duty Monday-Friday who is required to work a Sunday is paid double time for all time worked (instead of the 75% Sunday shift loading).
Public holiday penalty50% (permanent) / 150% (casual)
50% loading for ordinary hours actually worked on a public holiday (this is in addition to the public holiday entitlement itself). Casual employees are paid a 150% loading for hours actually worked on a public holiday.
All figures are drawn from the WA Health System – ANF – Registered Nurses, Midwives and Enrolled Nurses Industrial Agreement 2024 (2025 WAIRC 00098). 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 Western Australia?
In Western Australia public health, a registered nurse earns from $1,589.64 per week ($82,945 a year) to $2,043.56 ($106,630) across the scale — before shift penalties, allowances and overtime.
What is the starting registered nurse salary in Western Australia?
A first-step registered nurse in Western Australia starts at $1,589.64 per week — about $82,945 a year ($41.83 an hour) before penalties and allowances.
Do Western Australia nurses get paid more for nights and weekends?
Yes — on top of base pay, Western Australia public-health nurses receive shift loadings for afternoon, night and weekend work, plus overtime and a range of allowances.