As previously reported, as a result of the Annual Wage Review, the Expert Panel of the Fair Work Commission announced an increase in the National Minimum Wage and Award rates of 3.5%, effective 1 July 2025.

The Expert Panel reviews and determines minimum wages for Award employees each year, to ensure they are fair and consistent with current economic conditions.

All workers working under an Award will receive a pay rise of 3.5% as of 1 July 2025, as the increase flows through the Award system. This includes AINs, ENs, RNs and midwives covered by the Nurses Award 2020 and direct care workers covered by the Aged Care Award 2010.

Award rates are the minimum wage rates that can be paid to employees classified under an award. This means if you are paid at the award rate, it will go up by 3.5% on 1 July. Some employees may earn a little above the award rate, so may receive an increase to bring their current rate up to the new rate.

Many nurses, midwives and direct care workers earn rates well above award rates, so will not receive an increase that derives from the Annual Wage Review outcome directly. 

If you are reliant on the Nurses Award here are some examples of the increase you can expect in your next pay after 1 July:

Nurses Award  – Non Aged Care Nurses

• Nursing assistant, who is experienced and holds a relevant certificate III goes from $1032.30 per week or $27.17 per hour, to  $1068.40 or $28.12 per hour.
• EN pay point 5 goes from $1106.10 per week or $29.11 per hour to  $1144.80 or $30.13 per hour.
• RN Level 1 pay point 8 goes from $1351.70 per week, or $35.57 per hour to $1,399.00 per week or $36.82 per hour.
  
  

Nurses Award Aged Care Nurses

• ENs supervising other direct care staff go from $1301.60 per week or $34.25 per hour to $1347.20 per week or $35.45 per hour.
• A first-year nurse practitioner currently earning $1991.00 per week or $52.39 per hour will receive $2060.70 per week or $54.23 per hour.
  
  

What if I work under an Enterprise Agreement?

If you are under an Enterprise Agreement and those rates are above the new award rate, there is no obligation on your employer to increase your wages. If, however, as a result of the award rate increase, your agreement rate falls below the award minimum, your employer must at least match the award rate.

It is also the case that when it comes to negotiating your next enterprise agreement, the award rate increase of 3.5% can form a benchmark for negotiations and may assist in reaching better bargaining outcomes. 

If you believe you are entitled to an increase and do not receive it after July 1, please contact your Branch.