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

Notes

• •Rates are weekly full-time salaries. The ordinary hourly rate is 1/38th of the weekly salary — cl 43(e) computes public holiday pay expressly on that basis.
• •Four increases: +4.50% from the first full pay period on or after 1 February 2025 (back-dated — it pre-dates the 22 April 2025 operative date), +3.00% from 1 July 2025, +1.50% from 1 February 2026 and +2.50% from 1 July 2026. There is no further step before the nominal expiry on 30 June 2027.
• •Unlike most nursing agreements, weekday shift penalties in Victoria are flat dollar amounts per shift rather than percentage loadings — see the Allowances table. They do not apply to the Director or Deputy Director of Clinical Services.
• •On the voluntary 12-hour roster the time tests are overridden: a 07:00–19:30 shift attracts the afternoon allowance and a 19:00–07:30 shift the night allowance (cl 16(d)(vi)(11)(C)).
• •Progression: a "year of experience" means averaging three shifts of at least 7.5 hours a week across the year. Averaging less than that — or under 48 hours a fortnight, whichever is the lesser — means an additional year is required (cl 2(s)).
• •Casual loading is 25%, and applies in addition to the weekend rate on ordinary weekend hours — check your payslip for how your hospital combines the two.
• •Overtime (cl 37): 150% for the first 2 hours then 200% Monday to Friday, 200% on a Saturday or Sunday, and the cl 43(e) public holiday rates (200% / 250%). Casual overtime is 175% / 225% / 225% in lieu of the loading. Each period of overtime stands alone, so the first-2-hours counter resets each time.
• •Time off in lieu accrues at the overtime worked plus the penalty incurred — one hour of Saturday overtime is two hours of TOIL. It must be taken within 4 weeks or it is paid out.
• •Recall while on call is a minimum 3 hours at overtime rates on each occasion, plus 30 minutes at the ordinary rate for travel in. A further 30 minutes for the trip home is paid only where the recall work exceeds 3 hours. Telephone attendance is paid at the overtime rate with a 15-minute minimum.
• •Public holidays include Easter Sunday, the Saturday before it, and Melbourne Cup Day or a locality substitute. Both public holiday rates expressly include overtime, so there is no separate public holiday overtime rate.
• •Part-time employees qualify for a public holiday falling on a day they do not work by a 6-month lookback — if you worked at least 50% of that weekday over the previous 6 months, the entitlement applies (cl 43(i)).
• •Higher duties: more than 2 hours in a shift at a higher classification pays the higher rate for the whole shift; 2 hours or less pays only for the time worked (cl 28). An ANUM covering a NUM absence of more than 5 days is paid the NUM minimum for the whole period.
• •The agreement sets no rates for Grade 6 (Deputy Director of Clinical Services) or Grade 7 (Director of Clinical Services), so those two grades are not listed above.
• •Standard full-time hours are 38 a week, 76 a fortnight, or 152 over 28 days as nineteen 8-hour shifts. The working week commences at midnight on a Sunday. Minimum rostered shift and casual engagement is 4 hours; the break between successive ordinary shifts is 8 hours (11.5 on the 12-hour roster).
• •Annual leave is 5 weeks for everyone, with an additional week where you worked 10 or more weekends of 4+ hours or were rostered on call for 240+ hours in the Friday-evening-to-Monday-morning window. Part-timers only qualify for that extra week for service from 1 June 2027.
• •Source: St Vincent's Private Hospitals Ltd Victoria and the ANMF Nurses and Midwives Enterprise Agreement 2024 (AE528668, [2025] FWCA 1251), operative 22 April 2025, nominal expiry 30 June 2027. Read the full agreement at the Fair Work Commission: fwc.gov.au