Victoria public hospital pay guide · 2025–26
VIC Junior Doctor Salary & Take-Home Pay | 2025–26
Estimate Victorian junior doctor pay (Intern → Registrar) for 2025–26. This is built for real rosters—plug in your after-hours and overtime to get a more realistic take-home estimate, and use the linked agreement sources below to confirm your exact classification.
Includes quick answers, worked examples, calculator shortcuts, and direct links to the underlying award or agreement sources.
Estimate my pay (VIC)On this page
What determines your pay in VIC?
- Base rate: your classification and year level (intern / HMO / resident / registrar).
- Registrar hours: Registrars have 43 ordinary hours/week because this includes 5 hours of Training Time (cl 33.1(b)).
- Penalties: weekends, public holidays, evening shifts, Friday evening, and night duty can materially increase earnings.
- Overtime: in VIC this is tied to hours above ordinary weekly hours (cl 36.2, cl 36.3).
- On-call vs recall: on-call is an allowance for availability; recall is overtime when you are actually called back (cl 38, cl 39, cl 39A).
- Allowances: CME, meal, travel, uniform/laundry, phone reimbursement, childcare reimbursement, and rotation/location payments may change your payslip.
Levels and base rates (VIC)
| Level | Base salary | After-tax + HECS (take-home) |
|---|---|---|
| Intern | $83,409 | $63,469 |
| Resident - Year 1 | $88,701 | $66,274 |
| Resident - Year 2 | $96,158 | $70,226 |
| Resident - Year 3 | $96,158 | $70,226 |
| Registrar - Year 1 | $126,333 | $86,192 |
| Registrar - Year 2 | $133,543 | $89,869 |
| Registrar - Year 3 | $138,632 | $92,210 |
| Registrar - Year 4 | $145,578 | $95,266 |
| Registrar - Year 5 | $169,157 | $105,641 |
| Registrar - Year 6 | $177,622 | $109,366 |
See how this state compares
Want the national picture? See how this state compares across base pay, take-home estimates, leave and penalties.
VIC EBA high-yield summary
This section focuses on clauses Victorian doctors in training commonly use for roster, payroll, leave and fatigue issues.
Who this applies to
- Applies to Victorian public health services listed in Appendix 1 (cl 4.1).
- Covers doctors employed as Hospital Medical Officers, Medical Officers, Senior Medical Officers, Registrars, and doctors in a General Practice Training Program (cl 3.1(g), cl 4.1).
- Registrar = doctor appointed to an accredited specialist training position or otherwise designated as a Registrar (cl 3.1(bb)).
- Excludes ordinary work paid wholly on a fee-for-service / scheduled-fee basis (cl 4.2).
Ordinary hours and roster protections
- HMOs / MOs / SMOs: 38 hours/week averaged over up to 4 weeks (cl 33.1(a)).
- Registrars: 43 hours/week = 38 hours + 5 hours Training Time, averaged over up to 4 weeks (cl 33.1(b)).
- Meal break at least 30 minutes; should occur every 6 hours from shift commencement (cl 33.1(c)).
- Max 140 hours in 2 roster weeks excluding on-call, unless written waiver or genuine emergency/disaster (cl 33.2).
- Max shift length 14 consecutive hours, except Registrars in exceptional circumstances (cl 33.3).
- Minimum 10 hours between ordinary rostered shifts (cl 33.6(a)).
- After night shifts: 48 hours off before another shift pattern, or 23 hours after a single night shift (cl 33.6(c)).
- 3.5 days off per fortnight, including 2 consecutive days (cl 33.7).
- Rosters of at least 28 days must be posted at least 28 days before they start (cl 35.2).
Penalty rates and overtime
| Item | Rate / rule | Reference |
|---|---|---|
| Saturday ordinary hours | 150% | cl 37.2(a) |
| Sunday ordinary hours | 150% | cl 37.2(a) |
| Shift finishing after 6pm | +2.5% of the first-year weekly rate for the doctor's classification, per shift | cl 37.3(a) |
| Friday 6pm to midnight | +25% hourly | cl 37.4 |
| Night duty | +25% hourly | cl 37.5 |
| Overtime Mon-Sat first 2 hours | 150% | cl 36.3 |
| Overtime Mon-Sat after 2 hours | 200% | cl 36.3 |
| Sunday overtime | 200% all day | cl 36.3 |
| Public holiday work/overtime | 250% | cl 63.7 / cl 36.3 |
| Recall to workplace | 1.5× first 2 hours, then 2×; minimum 3 hours per recall | cl 39.2, cl 39.3 |
| Remote recall | Minimum 1 hour at overtime rate per occasion | cl 39A.2 |
On-call and key allowances
| Allowance / item | Rate / rule | Reference |
|---|---|---|
| CME (Intern) | $74.60/week | cl 47; Appendix 2 Table 2.1 |
| CME (HMO Years 2-3) | $90.90/week | cl 47; Appendix 2 Table 2.1 |
| CME (Registrar) | $118.90/week | cl 47; Appendix 2 Table 2.1 |
| On-call (general) | 2.5% of ordinary weekly pay | cl 38.3 |
| On-call (public holiday) | 3.5% of ordinary weekly pay | cl 38.3 |
| Meal allowance | >11 hours in 24 hours = $11.13; >16 hours in 24 hours = $8.94; each further 6-hour period = $8.94 | cl 53; Appendix 2 Table 2.3 |
| Travel (private vehicle under 3800cc) | $0.95/km | cl 55; Appendix 2 Table 2.3 |
| Travel (private vehicle 3800cc+) | $1.16/km | cl 55; Appendix 2 Table 2.3 |
| Uniform/laundry | $9.87/week | cl 56; Appendix 2 Table 2.3 |
| Telephone | Fully funded mobile OR reimbursement of all reasonable/actual work-call costs | cl 54 |
| Childcare reimbursement | Reasonable childcare costs where required outside ordinary rostered hours with less than 24 hours' notice; excludes on-call recall situations | cl 57 |
| Rotation/location allowance | $50.83/week where required to move residence on rotation | cl 52.1; Appendix 2 Table 2.3 |
| Rotation within Victoria | $100 on commencement, then once every 3 weeks during a 13-week rotation | cl 52.2 |
Leave and study entitlements used most by trainees
Annual and personal leave
- Annual leave: 5 weeks for shiftworkers; otherwise 4 weeks (cl 60.1).
- Annual leave requests should be made 6 weeks in advance where reasonable; Health Service should respond within 14 days and not unreasonably refuse (cl 60.2).
- HMO Year 1 may take up to 4 weeks annual leave after 3 months of employment, or earlier if agreed (cl 60.2(i)).
- Personal/carer's leave: 28 days/year, cumulative (cl 61.1).
- For 3 single-day absences per year, no certificate required, but notice should be given 2 hours before shift start or ASAP (cl 61.4(a)).
- Unpaid carer's leave up to 2 days/occasion once paid leave is exhausted (cl 61.6).
Study, parental, long service
- Registrars have 5 hours/week Training Time within ordinary hours (cl 33.1(b), cl 34).
- Exam leave: up to 8 rostered working days/year; includes at least 3 clear calendar days immediately before each exam; includes travel time; requires 4 weeks' written notice; paid to roster/projected roster excluding overtime and penalties (cl 49).
- Conference/seminar leave: up to 3 weeks/year of service, including 1 week minimum entitlement; the minimum week can accrue over 2 years (cl 50).
- Unpaid long parental leave: 12 months, plus up to 30 flexible days within 24 months of birth/placement (cl 67.3).
- Unpaid short parental leave: up to 8 weeks for the non-primary carer (cl 67.4).
- Paid parental leave: 14 weeks primary carer + 2 weeks non-primary carer (cl 67.5).
- Paid parental leave pooling: up to 16 weeks total where both parents are eligible (cl 67.5A).
- Compassionate leave: 2 days per permissible occasion (cl 64.1).
- Long service leave: 6 months after 15 years, then 2 months for each further 5 years; pro-rata access from 7 years under the agreement's current rule (cl 68.2).
Safe rostering and fatigue rules
- Health Services must not roster or arrange work hours in a way that causes an excessive or unsafe work pattern (cl 35.3).
- Recommended framework is the National Code of Practice - Hours of Work, Shiftwork and Rostering for Hospital Doctors (cl 35.3(d)).
- Doctors must not work more than 7 consecutive night shifts unless written waiver or genuine emergency/disaster (cl 33.2).
- Change of Roster Allowance: 5% of ordinary weekly pay per affected shift with 7 days or less notice; 2.5% with 8-14 days' notice (cl 35.5(b)(i), cl 35.5(b)(ii)).
- For on-call fatigue, if the doctor has not received the 10-hour break, the Health Service must have a procedure to deal with it (cl 33.6(e)).
- A doctor recalled for more than 10 hours must get 24 hours free from duty (cl 39.3(c)).
- At the request of an Ambassador/authorised Association representative, the Health Service must meet to discuss safe-hours roster design issues (cl 35.3(e)).
Worked examples (VIC)
Intern
- Roster: 38h/wk, some evening shifts finishing after 6pm, occasional Saturday/Sunday/public holiday work.
- Includes: weekend penalties, shift penalties, occasional overtime, annual leave.
RMO
- Roster: ~40–44h/wk, mixed shifts with some nights, some weekend work, occasional public holidays.
- Includes: penalties for nights/weekends, occasional overtime, four weeks of annual leave.
Year 3 Registrar
- Roster: 43 ordinary hours/week including 5h Training Time, heavier weekends, on-call/recall, and overtime most weeks.
- Includes: mix of nights/afternoons, public holidays, and leave entitlements relevant to trainees.
* After tax and HECs repayments have been deducted
For numbers tailored to you, run the calculator below with your roster assumptions.
FAQ: VIC doctor pay
When does overtime start in VIC?
Overtime starts after hours above ordinary weekly hours; this is usually 38/week, or 43/week for Registrars because this includes Training Time (cl 33.1, cl 36.2).
Do Saturday and Sunday ordinary hours pay differently in VIC?
No. Saturday and Sunday ordinary hours are both 150% under the weekend rule (cl 37.2(a)).
What is the minimum recall payment?
Minimum recall is 3 hours if returning to the workplace, and 1 hour for remote recall (cl 39.3, cl 39A.2).
How much study leave do VIC trainees get?
It is not one single bucket: key entitlements are Exam Leave up to 8 rostered working days/year, Conference/Seminar Leave up to 3 weeks/year, and for Registrars 5h/week Training Time (cl 49, cl 50, cl 34).
Can the hospital change my roster late?
Normally 14 days' notice is expected; shorter notice can trigger the Change of Roster Allowance unless due to external emergency/disaster (cl 35.5).
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 agreement, your payslip/payroll, and local HR. Not financial or tax advice.
Run the VIC calculator
Launch the calculator with VIC selected to model your roster and see gross vs net (tax + HECS/HELP), packaging, and penalties.
Estimate my pay (VIC)