St Vincent's Private (QLD) Nursing & Midwifery Wages

Notes

• •Rates are the hourly figures set out in the agreement, which also lists a fortnightly rate for each pay point (hourly × 76). Ordinary hours average 38 a week.
• •Four increases, each from the first full pay period on or after the date: +4.00% (1 July 2024), +1.00% (1 January 2025), +3.75% (1 July 2025) and +3.50% (1 July 2026). Assistant in Nursing rates take an extra 2% at the last two steps under cl 4.3.1(b), so they rise 5.75% and 5.50%. There is no wage step past 1 July 2026.
• •"Enrolled Nurse Without Notation" pays more than "Enrolled Nurse" — the label means without the restrictive notation, so it is the medicines-qualified scale. An EN who holds an NMBA-approved medicines qualification starts at First Year on the Without Notation scale (cl 4.3.2).
• •An EN or EN Without Notation advances one year on completing a post-enrolment course of at least 6 months where required to perform directly relevant duties — once only, and not retained on leaving that position (cl 4.3.4–4.3.5).
• •Progression: previous nursing experience before joining counts at 1,976 hours per working year. Service before an absence of more than 3 years does not count; proof given within 4 weeks of starting is backdated to your commencement, later proof counts only from the day you supply it (cl 4.4.1).
• •Casual loading is 23%, not the 25% used in the other St Vincent’s regions. Weekend and public holiday casual rates are the permanent multiplier times 1.23. On weekday shifts the 23% is added to the shift penalty rather than compounded with it (cl 5.4.3), giving 135.5% on an afternoon shift and 143% on a night shift.
• •The Sunday penalty steps twice inside the agreement: 175% until the first full pay period on or after 1 July 2026, then 185%, then 190% from the first full pay period on or after 1 June 2027 — which falls before the 30 June 2027 nominal expiry.
• •Shift allowances are not payable on a Saturday, Sunday or public holiday, where the weekend or public holiday rate applies instead (cl 5.4.4).
• •Overtime (cl 5.9): 150% for the first 2 hours then 200% Monday to Friday, 200% on a Saturday or Sunday and 250% on a public holiday. Casual overtime applies those multipliers to the 123% casual hourly rate — 184.5% / 246% / 246% / 307.5%. Time off in lieu is capped at 24 hours of credit.
• •Recall while on call is 150% for the first 3 hours then 200% Monday to Saturday, 200% on a Sunday and 250% on a public holiday, with a 3-hour minimum, paid in addition to the on-call allowance. Recall when NOT on call is paid the same way, but travel time to and from duty counts as time worked (cl 5.8.1).
• •On-call additional leave: from calendar year 2026, being called out or recalled 15 or more times, or rostered on call 25 or more times in a calendar year, earns 38 hours of additional annual leave (cl 5.7.2).
• •Public holidays are the 12 Queensland occasions including Easter Sunday, the day after Good Friday, and Show Day — which falls on a different date for Brisbane, Northside and Toowoomba.
• •Part-time employees qualify for a public holiday falling on a day they do not work by a 12-month lookback, with the hours averaged across the full twelve months, plus an anti-avoidance rule where a roster is changed to defeat the entitlement (cl 6.2(b)(iii)).
• •Part-time employees work 16–76 hours a fortnight with a minimum 3 hours per shift; casual minimum engagement is 2 hours. Ordinary hours are an average of 38 a week, not more than 10 hours a day, within a 12-hour spread. Rosters are displayed 14 days ahead with 14 days notice of a change and 4 whole days free each fortnight.
• •Being authorised to work through a meal break attracts double time — except for RN Level 3, NUM and Nurse Practitioner, who organise their own time. Being held on the premises during a break is paid at the base rate plus any applicable penalty even with no work performed.
• •Annual leave is 5 weeks, plus 1 additional week for a shift worker or for permanent night duty. Loading is 17.5% or the actual penalties, whichever is greater — but leave loading is not payable on purchased leave.
• •Higher duties pay the higher rate for the whole period, but only where the relief runs one week or more — a much longer threshold than Victoria (2 hours) or the two NSW agreements.
• •Source: St Vincent's Private Hospitals Ltd and QNMU/ANMF Nursing and Midwifery Enterprise Agreement 2024–2027 (AE527557, [2025] FWCA 92), operative 22 January 2025, nominal expiry 30 June 2027. Read the full agreement at the Fair Work Commission: fwc.gov.au