Bulletin 4 - Offer for new Enterprise Agreement - issued 18 December 2025

• Total salary increase of 10.2% over 4 years (or 10.6% compounding over the term of the Agreement)
• Payment from the commencement of the first pay period commencing  on or after 1 January 2026, on the proviso the offer is approved through a ballot of Medical Officers.
• Allowances will continue to be adjusted in line with Darwin Consumer Price Index (CPI) or by the respective salary increase with no reduction to any current allowances.
• The graph below shows the history of cumulative salary increases are above CPI, and this is predicted to be maintained over the life of the new agreement.

• In addition to the headline salary increases above, transitional increases range between:
  • 5.59% to 14.16% for most Registrars and Rural Registrars; and
  • up to 10.62% for Senior Rural Generalists and Senior Rural Medical Practitioners
• Increased salaries will count for superannuation purposes; will increase hourly rates for overtime/penalty payments; and increase allowances that are based on a percentage of salary.
• Removal of salary progression barriers allowing for:
  • Automatic salary progression of Staff Specialist to Senior Staff Specialist
  • Automatic salary progression throughout the Rural Generalist, Senior Rural   Generalists and Senior Rural Medical Practitioners classifications
• Grouping of similar roles such as Vocational Rural Generalist Trainee,  Rural Registrar and Registrar
• Better aligns years of service to equivalent classification

The following existing allowances are to be combined:

1. Regional and Remote Attraction Allowance (paid fortnightly) and Regional and Remote Retention Payment (lump sum) – for Staff / Senior Staff Specialist and Rural Medical Practitioners

   After 12 months continuous service, the above two payments will be combined and become one fortnightly allowance – Regional and Remote Attraction and Retention Allowance.

2. Rural Allowances – these are the same amount and will be combined for Senior Staff Specialist and Senior Rural Medical Practitioner.

• A trial of alternative restrictive duty models in consultation with ASMOF.  The trial will consider second  roster and call back provisions and record current restrictive duty work   practices against the proposed models.

• Payment of this allowance is to be extended to include Rural Medical Practitioners, Senior Rural Medical Practitioners, Rural Generalists and Senior Rural Generalists

• This incentive payment is to be extended to Senior Rural Generalists Trainees
• The Department also commits to work with ASMOF to consider any changes that may affect this payment as a result of the Medicare reforms, under the Commonwealth  Strengthening Medicare Agenda.

• Senior Rural Medical Practitioners, Chief Rural Medical Practitioners and Senior Rural   Generalists will be provided with the same clinical support time as Specialists.

• Automatic   salary progression - After 12 months full time service, automatic salary progression to next pay point within the rate of pay scale for the Medical Officers classification, subject   to any classification progression requirements.
• Territory wide hospital employment of Vocational Rural Generalist Trainee, Rural Generalist and Senior Rural Generalist if operationally required.
• Progressive accrual of additional recreation leave at 5 and 10 years’ of service – Medical Officers will be able to view and access their additional recreation leave entitlement as it accrues.

• 5 days exam leave provided to Rural Generalists (RL1.1 to RL1.3) and Vocational Rural   Generalist Trainees (RGT 1 to SRGT 2), consistent with Registrars and Senior Registrars.
• Up to two years of leave may be accrued for Medical Officers with approval from their manager.
• Reinstatement of 50% of unused professional development leave after a period of interrupted employment of up to two years

• A minimum of a 48-hour break for Medical Officers on completing a run of night shift and   commencing their next day shift.
• Rosters to support, as far as practicable, a maximum of 12 consecutive days to be worked by Medical Officers.
• Reasonable rest breaks provided when working in extreme heat.
• Provisions strengthened to consider and address:
  • psychosocial risks in the workplace; and
  • establishment of WHS committees and/or workgroups.

• Personal leave to cover medical attendance for preventative health matters
• Recredit of recreation leave if on compassionate leave
• Attendance at approved Employee Assistant Providers
• New Organ Donor Leave
• Improved Blood Plasma Donor Leave
• Engage in Voluntary Emergency Management provisions

• A new clause committing to support and accommodate a diverse and inclusive workplace which values the identities, skills and capabilities of all people including those with a disability, from culturally and linguistically diverse background, senior and female workforce

• Updated or new clauses to reflect recent changes to the Fair Work Act 2009 include   Management of Change, Dispute Settling Procedures, Individual Flexibility Arrangements, Casual employment (Employee Choice Pathway), Right to Disconnect and Fixed Period employment.

• Accident allowance removed as unused and other leave, such as personal leave or workers compensation, is available.
• Unused meal allowance provisions relating three course meals from a canteen, cafeteria or dining room controlled by the Department