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

Notes

• •Rates are weekly full-time minimums. The ordinary hourly rate is the weekly rate divided by 38 — the express definition in cl 7, and the basis of part-time and casual pay.
• •Four increases: the 1 July 2025 rates are current, then +6.00% from the first full pay period on or after 1 July 2026, +3.25% from 1 July 2027 and +3.25% from 1 July 2028 (cl 17(ii)).
• •One agreement, three hospitals, two rate tables: Darlinghurst on Table 1, Mater Hospital Sydney and Griffith on Table 2. The dollar amounts match for every shared classification — the differences are structural. Darlinghurst labels the RN/RM scale by Year; Mater and Griffith label it by Level and add Level 8A and a Lactation Breast Care Specialist rate.
• •RN/RM Level 8A at Mater and Griffith is a closed special grade with no automatic progression — it is available only to employees classified RN/RM Level 7 immediately before the first full pay period on or after 1 July 2025 (cl 8(i)(j)). Level 8 is the maximum ordinary progression there.
• •Progression: the next year or level comes after 1,976 hours of service and a minimum of 12 months at the current level, for full-time, part-time and casual alike. It does not apply automatically to NUM/MUM, CNC, CNS/CMS, or to a Nurse Educator beyond Year 3 (cl 8(i)(h)).
• •Casual loading is 25%. On weekdays it is paid in addition to the shift penalty. On weekends casuals get a flat loading instead of everything else: 177% Saturday and 206% Sunday for AINs, 158.3% and 183.3% for all other casuals (cl 13.3(vi)).
• •Overtime (cl 30): 150% for the first 2 hours then 200% Monday to Saturday, 200% on a Sunday and 250% on a public holiday. Casual overtime is 187.5% / 250% / 250% / 312.5%, inclusive of the loading. Recall is a minimum 4 hours at the overtime rate.
• •Part-time overtime is triggered by being directed after the shift has started to work beyond your rostered hours, by exceeding the hours rostered for most full-time employees on that shift, or by exceeding 76 hours in a fortnight. Casual overtime starts after 10 hours in a day (12 on an agreed 12-hour shift) or 38 hours in a week.
• •Public holidays are the standard NSW days including Easter Sunday, plus one extra holiday on the August Bank Holiday or an agreed date. The Bank Holiday does not apply where a local event day is declared and observed in the area — which matters at Griffith.
• •Insufficient break between shifts attracts 200% until you are released. The break is 9 consecutive hours, rising to 10 hours from the first full roster period commencing three months after the operative date.
• •The Darlinghurst Allowance (Schedule 1 Table 3) adds 2.5% of the total weekly rate, for all purposes, on top of the Table 1 salary — but only for employees engaged by Darlinghurst on or before 27 May 2005 and still employed there. Anyone engaged after that date is on the Table 1 rates shown here.
• •On-call does not apply to a Director, Deputy Director or Assistant Director of Nursing, and is not payable for a period covered by the Stay Late Allowance. The general on-call rate and the rostered-off minimum are listed the other way around in the Mater Sydney & Griffith table, so check which applies at your hospital.
• •Standard full-time hours are 38 a week (152 over 28 days for day workers), with shifts up to 10 hours. Minimum engagement is 4 hours for part-time starts and casual engagements; a casual shift cancelled on 3 hours notice or less attracts 3 hours pay.
• •Annual leave is 6 weeks for seven-day and regular-weekend shift workers, 4 weeks otherwise, with 17.5% loading or the actual penalties foregone, whichever is greater. Night duty earns extra leave: 60 hours of night duty in a year earns a day, up to 5 days at 600+ hours (cl 31(ix)).
• •Darlinghurst employees required to pay for parking are charged a daily amount set by cl 19(iii)(c); night-shift employees park free.
• •Source: St Vincent's Private Hospitals (NSW) Nurses and Midwives Enterprise Agreement 2025 (AE533736, [2026] FWCA 2177), operative 20 August 2026, nominal expiry 31 December 2028. Read the full agreement at the Fair Work Commission: fwc.gov.au