{"id":105310,"date":"2025-08-12T18:20:00","date_gmt":"2025-08-12T08:20:00","guid":{"rendered":"https:\/\/en.econostrum.info\/au\/?p=105310"},"modified":"2025-08-12T18:03:15","modified_gmt":"2025-08-12T08:03:15","slug":"nsw-health-workers-set-for-major-pay-rise","status":"publish","type":"post","link":"https:\/\/en.econostrum.info\/au\/nsw-health-workers-set-for-major-pay-rise\/","title":{"rendered":"NSW Health Workers Set for Major Pay Rise Covering More Than 60,000 Staff"},"content":{"rendered":"\n

More than 60,000 healthcare and hospital employees<\/strong> in New South Wales will see their salaries increase by at least $10,000<\/strong> over the next four years, following a landmark agreement brokered by the Health Services Union NSW<\/strong><\/a>. The deal, backed unanimously by the union\u2019s Branch Committee of Management, will deliver staged annual rises until 2027.<\/p>\n\n\n\n

The agreement covers a wide range of workers \u2014 from allied health professionals<\/strong> to cleaners, ward staff, and pharmacy assistants \u2014 many of whom have been described as \u201coften overlooked\u201d in the sector. According to HSU NSW, the move goes beyond the state government\u2019s standard wage policy, delivering tangible gains in both pay and working conditions.<\/p>\n\n\n\n

Broad Salary Increases Across the Sector<\/strong><\/h2>\n\n\n\n

The arrangement will see significant financial gains for workers in diverse roles. According to the union, a hospital assistant<\/strong> currently earning around $52,000<\/strong> annually will receive a $10,000 rise, bringing their salary to $62,000<\/strong> by 2027. Similarly, a wards person<\/strong> will see their pay increase by $10,400, and a security officer<\/strong> by $10,500 over the same period.<\/p>\n\n\n\n

The pay rise is structured as a four per cent increase in the first year of the two-year deal, followed by another four per cent in the second year. This will be accompanied by a 0.5 per cent superannuation<\/a> boost. Notably, the agreement surpasses the NSW Government\u2019s standard three per cent wage offer and includes back-pay to 1 July<\/strong>.<\/p>\n\n\n\n

In addition to the salary component, the deal introduces workplace changes. Staff will be entitled to two consecutive days off<\/strong>, protections against last-minute roster changes without consultation, and a ban on assigning night shifts directly before annual leave unless specifically requested. Night shift loadings will also increase to 20 per cent.<\/p>\n\n\n\n

Recognition of Undervalued Roles and Gender Equity<\/strong><\/h2>\n\n\n\n

HSU NSW secretary Gerard Hayes<\/strong> highlighted the breadth of the agreement, stating it benefits everyone \u201cFrom the audiologists who help restore hearing, to the cleaners who maintain infection control, to the patient transport staff who provide dignity and care.\u201d According to Hayes, the pay rise represents \u201creal money that makes a real difference to working families.\u201d<\/p>\n\n\n\n

The NSW Minns Government has acknowledged broader issues of pay inequity within the health sector, particularly the gendered undervaluation<\/strong> of certain roles. In May, legislative changes were introduced to strengthen gender equity objectives<\/strong> under the Industrial Relations Act, requiring the Industrial Relations Commission to consider gender inequality in its decisions. This comes just days after the NSW Nurses and Midwives\u2019 Association<\/strong> received a smaller 3.5 per cent offer from the government.<\/p>\n","protected":false},"excerpt":{"rendered":"

Tens of thousands of NSW hospital and health workers will see their pay rise in a landmark agreement surpassing government policy. Covering roles from cleaners to allied health professionals, the deal delivers increases over four years. With new workplace protections also on the table, it marks a significant shift in sector pay negotiations.<\/p>\n","protected":false},"author":10,"featured_media":105312,"comment_status":"open","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[44],"tags":[],"class_list":["post-105310","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-news","generate-columns","tablet-grid-50","mobile-grid-100","grid-parent","grid-33","no-featured-image-padding"],"_links":{"self":[{"href":"https:\/\/en.econostrum.info\/au\/wp-json\/wp\/v2\/posts\/105310","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/en.econostrum.info\/au\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/en.econostrum.info\/au\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/en.econostrum.info\/au\/wp-json\/wp\/v2\/users\/10"}],"replies":[{"embeddable":true,"href":"https:\/\/en.econostrum.info\/au\/wp-json\/wp\/v2\/comments?post=105310"}],"version-history":[{"count":3,"href":"https:\/\/en.econostrum.info\/au\/wp-json\/wp\/v2\/posts\/105310\/revisions"}],"predecessor-version":[{"id":105322,"href":"https:\/\/en.econostrum.info\/au\/wp-json\/wp\/v2\/posts\/105310\/revisions\/105322"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/en.econostrum.info\/au\/wp-json\/wp\/v2\/media\/105312"}],"wp:attachment":[{"href":"https:\/\/en.econostrum.info\/au\/wp-json\/wp\/v2\/media?parent=105310"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/en.econostrum.info\/au\/wp-json\/wp\/v2\/categories?post=105310"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/en.econostrum.info\/au\/wp-json\/wp\/v2\/tags?post=105310"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}