Tasmania public hospital pay guide · 2025–26
TAS Junior Doctor Salary & Take-Home Pay | 2025–26
Estimate Tasmania junior doctor pay (Intern → Registrar) for 2025–26. Enter your roster details to get a take-home estimate that reflects after-hours and overtime, then use the Tasmanian award sources below to double-check specifics.
Includes quick answers, worked examples, calculator shortcuts, and direct links to the underlying award or agreement sources.
Estimate my pay (TAS)On this page
Levels and base rates (TAS)
| Level | Base salary | After-tax + HECS (take-home) |
|---|---|---|
| Intern | $87,000 | $65,372 |
| Resident - Year 1 | $92,500 | $68,287 |
| Resident - Year 2 | $99,000 | $71,732 |
| Resident - Year 3 | $99,000 | $71,732 |
| Registrar - Year 1 | $131,000 | $88,572 |
| Registrar - Year 2 | $138,000 | $91,932 |
| Registrar - Year 3 | $144,000 | $94,572 |
| Registrar - Year 4 | $150,000 | $97,212 |
| Registrar - Year 5 | $170,500 | $106,232 |
| Registrar - Year 6 | $178,500 | $109,752 |
| Registrar - Year 7 | $183,500 | $112,247 |
| Senior Registrar - Year 1 | $170,500 | $106,232 |
| Senior Registrar - Year 2 | $178,500 | $109,752 |
| Senior Registrar - Year 3 | $183,500 | $112,247 |
| Senior Registrar - Year 4 | $183,500 | $112,247 |
See how this state compares
Want the national picture? See how this state compares across base pay, take-home estimates, leave and penalties.
TAS EBA high-yield summary
This section adds the highest-yield Tasmanian award points for roster, leave and payroll questions.
Instruments referenced: Medical Practitioners (Public Sector) Award and Medical Practitioners (Tasmanian State Service) Agreement 2022.
Who this applies to
- Applies to full-time and part-time medical practitioners employed under the Tasmanian State Service Act in positions covered by the Medical Practitioners (Public Sector) Award.
- The award covers Medical Practitioners in Training Class I to IV, which map to intern, resident medical officer, registrar and senior registrar roles.
- Source documents linked below remain the reference point for local classification and pay-step questions.
Ordinary hours and roster protections
- Ordinary hours are 38 per week or an average 76 per fortnight, worked between 7am and 7pm Monday to Friday in roster periods of no more than 10 hours exclusive of meal breaks (Award cl 16(a)).
- For medical practitioners in training, rostered hours should not exceed 70 in one week, 136 in one fortnight, or 268 in two consecutive fortnights unless otherwise agreed (Award cl 16(d)).
- Where rostered work extends outside the weekday spread or onto weekends, rosters should be issued at least 4 weeks in advance and not changed without 4 weeks' notice except in a genuine emergency (Award cl 16(e)).
- An unpaid 60-minute meal break should be taken within 5 hours of starting ordinary hours; if an emergency or approved work requirement prevents that, the break is paid at the applicable rate (Award cl 18(b)).
Penalty rates and key allowances
| Item | Rate / rule | Reference |
|---|---|---|
| Weekday after-hours ordinary time | +25% for rostered ordinary hours between 7pm and 7am Monday to Friday | Award cl 16(c)(i) |
| Weekend ordinary time | +50% for rostered ordinary hours from 12:01am Saturday to 11:59pm Sunday | Award cl 16(c)(ii) |
| Public holiday work | At least time-and-a-half during the normal spread, with time off in lieu by agreement and an overall cap of 2.5× | Award cl 15(c) |
| On-call allowance | 5% of base salary on a 1:5 roster or less frequent, 10% on a 1:3 or 1:4 roster, 15% if permanently on call or 1:2 | Award cl 19(a)(ii) |
| Recall / call-back | Weekdays time-and-a-quarter, weekends time-and-a-half, public holidays up to double time-and-a-half outside the normal spread; 1-hour minimum | Award cl 19(b)(i) |
| Meal allowance | Breakfast $7.25, lunch $8.00, dinner $14.10 when eligible for overtime/travel meal claims | Award cl 18(a) |
Leave entitlements used most by trainees
- Recreation leave: 4 weeks after one year's service, with an extra week if you perform approved out-of-hours duty on at least 20 weekend/public holiday days in the year (Award cl 17(g)(i)).
- For Medical Practitioners in Training Class I to IV, recreation leave can be taken during the year of service at times mutually agreed with the Head of Agency (Award cl 17(g)(ii)).
- Public holidays that fall during annual leave and would otherwise have been ordinary working days are added back to your leave balance (Award cl 17(g)(ii)).
- Study leave is granted under Division 4 Part VII of the Tasmanian State Service Regulations 1985 and local guidelines approved by the Head of Agency (Award cl 17(l)).
- Examination leave can be granted as necessary for approved courses of study, but is not cumulative with other study leave used for examinations (Award cl 17(c)).
Worked examples (TAS)
Intern
- Roster: 38h/wk, some evenings, one weekend shift/month, some public holidays.
- Includes: penalties for nights/weekends; occasional overtime, four weeks of leave.
RMO
- Roster: ~40–44h/wk, some evenings/nights, 2–3 weekend shifts/month, some public holidays.
- Includes: penalties for nights/weekends; occasional overtime, four weeks of leave.
Year 3 Registrar
- Roster: 45–55h/wk, every second weekend, some public holidays, overtime most weeks.
- Includes: mix of nights/afternoons and ~5 weeks of leave (annual + study).
* After tax and HECs repayments have been deducted
FAQ
What is the difference between Gross and Net?
Gross pay is your total earnings before anything is taken out (base pay + penalties + overtime + allowances). Net pay (take-home) is what you actually receive after deductions like tax and HECS/HELP withholding.
How is HECS/HELP calculated?
From the 2025–26 income year, compulsory HECS/HELP repayments use marginal rates — meaning you only pay the higher rate on the part of your income above each threshold.
- $0 – $67,000: Nil
- $67,001 – $125,000: 15c for each $1 over $67,000
- $125,001 – $179,285: $8,700 + 17c for each $1 over $125,000
- $179,286 and over: 10% of your total repayment income
How do I increase my income?
The biggest levers for junior doctor pay are:
- Roster mix: more nights/weekends/public holidays usually increases penalties.
- Overtime: paid at higher rates (but comes with fatigue risk).
- Allowances: if your role attracts them (on-call/call-back, specific units/sites).
- Salary packaging: can improve take-home without changing hours (if eligible).
- Progression: moving up levels (intern → RMO → registrar) increases base rates over time.
What is salary packaging?
Normally: you get paid → tax gets taken out → you spend what’s left. Salary packaging lets you use some of your pay before tax for approved expenses, so less of your income is taxed. It’s not “free money” — it’s a tax benefit available to many healthcare workers because of special rules.
How much can you salary package?
Typical caps (varies by employer/provider):
- Living expenses cap: about $9,010 per FBT year (FBT year runs 1 April to 31 March)
- Meal entertainment cap: up to $2,650 per FBT year (often via a meal/entertainment card)
A common “headline” maximum is ~$11,660 per FBT year packaged if you’re eligible for both and your employer allows both.
Sources and disclaimer
Estimates only; confirm with the state/territory award/EBA and your employer’s HR/payroll.