Office of the Commissioner for Public Employment

Bulletin 3 - Revised Offer to Northern Territory Police Association - 27 June 2025

Background to the offer

Following a number of meetings with the Northern Territory Police Association (NTPA) we are pleased to advise that on 18 June 2025, a revised offer for a new Northern Territory Police Force Consent Agreement 2025 was provided.

The current offer is a fair and reasonable one that takes into account:

  • the NTPA’s views on our proposal to vary the housing entitlement for Darwin
  • the NTPA’s request to convert a number of our proposals that targeted specific areas into the general salary increase so that all members would benefit from the uplift
  • the strong competitiveness of NTPF remuneration compared nationally (Attachment A PDF (35.0 KB));
  • previous salary increases outstripping the consumer price index (CPI Darwin) in the past and over the life of the new proposed agreement (Attachment B PDF (33.3 KB))
  • improving workforce metrics including a decline in attrition rates over the past 4 years from around 11% in 2021-22 to an estimated 6% for 2024-25 (noting that at 23/6/2025 it is 5.61%) and a steady increase in officer numbers since 2016-17 along with a further 200 officers committed following the NT Police Review (Attachment C PDF (453.7 KB)), and
  • the parameters set out in the NT Public Sector Bargaining Policy 2025-2028 (Wages Policy).

We have agreed that if the NTPA support the current offer being put to a vote, the vote being conducted expeditiously and members approving it, the commencement of the consent agreement (including the first pay increase) will be 30 June 2025. We are awaiting NTPA advice as to whether this current offer will be put to a member vote.

The offer

The details of the current offer are as follows: 

  • removal of our proposal to vary the housing entitlement for Darwin to gain the NTPA’s support for the current offer
  • four-year term commencing on 30 June 2025 with an expiration date 12 months after the final salary increase. This will provide certainty and secured terms and conditions over the period
  • salary increases of 4%, 4%, 3% and 3%.
  • The offer provides an average 3.5% per annum and a compounding salary increase of 14.7% over 4 years. The offer places the NT Police remuneration package (including the housing allowance) at the top in Australia from Constable to Senior Sergeant, and 2nd for Superintendent
  • increase the rate of overtime for ‘overtime with prior notice’ from time and a half to double time (except for a public holiday, which will remain at double time and a half)
  • reduce the time before higher duties is paid from 40 hours to one shift
  • for the General Policing Allowance (clause 17(f)), Detectives Allowance (clause 18(f)), Tactical Operators Allowance (clause 19(d)) and School Based Policing Allowance (clause 28(c)), increase the number of days the allowances are payable for while on personal leave without a medical certificate Police Force Consent Agreement 2025 Negotiations Page 2 of 3 in any year from 2 days to up to maximum of 4 shifts or the member’s notional weekly hours, being 40 hours per personal leave year, and for personal leave with a medical certificate from 2 weeks up to a maximum of 120 hours
  • double the additional freight allowance payable under clause 56(g)(6) from $500 to $1,000 for singles, and $1,000 to $2,000 for members with dependents, and provide a mechanism for the Commissioner of Police to approve a higher amount where warranted
  • increase the relocation expenses payable under clause 74(c) by 50% from $1,000 to $1,500 for singles, and $2,000 to $3,000 for members with dependents
  • amend the recognition of prior service (i.e. a gap in employment between periods of service with NT Police) provisions for rank and higher duties to recognise prior service where the break in service is less than 3 years
  • during periods of long service leave approved at half pay, any personal leave granted in lieu will be taken at half pay
  • include New Zealand (NZ) Police as a recognised employer for the purposes of recognition of prior service for long service leave purposes and to recognise any NZ LSL credits at the NZ rate of LSL accrual (i.e. 3 weeks per 10 years of service)
  • automatic cash out of any recreation leave accrued above the maximum 2 year entitlement to members who have been absent from duty on workers compensation for a continuous period of 6 months
  • for consistency, amend the General Policing Allowance, Detectives Allowance, Tactical Operators Allowance and School Based Policing Allowance eligibility provisions by changing current ‘year’ references (calendar year, financial year) to ‘any personal leave year’
  • a commitment to continue to work with the NTPA to address the following operational matters through policy and procedure:
    • The provision of safe staffing levels.
    • Clarifying the definition of ‘reasonably available’ for re-calls to duty through the Remote Regional Locations Working Group and prioritising in the group’s upcoming deliberations.
    • Development of guidelines for mangers and members about leave available to transfer to a new location.
    • Reviewing the Fatigue Management Policy to better support access to meal breaks while on rostered shifts in all but exceptional circumstances.
    • Supporting mandatory stand down periods following critical incidents through the Work Health and Safety Framework.

Incorporation of other agreed matters

The Agreement will also be varied to formalise inclusion of the following matters, that were agreed to or arising from bargaining from the 2022 certified agreement:

  1. Including Special Category locations (Jabiru, Adelaide River, Batchelor, Nhulunbuy) into clause 62, to enable these locations to access electricity, gas and annual pest control at no cost to the officer; date of effect 30 June 2022.
  2. Including at clause 56(e)(i) ‘Special Category – 12%, to ensure officers at Jabiru, Adelaide River and Bachelor receive the higher rate of 12% General Policing Allowance; date of effect 30 June 2022. Members permanently stationed in these locations between 30 June 2022 to 9 June 2023 to receive the allowance.
  3. Reinstating payment of the Consolidated Allowance for the first 4 shifts in a personal leave year (noting it has continued to be provided) (clause 45(f)); date of effect 30 June 2022. Police Force Consent Agreement 2025 Negotiations Page 3 of 3
  4. For consistency, amending ‘calendar year’ to ‘every 12 month period from date of commencement’ in clause 45(f) to align entitlements to a personal leave year. If a member would be disadvantaged by the transition, the date of effect will be from the first anniversary that falls on or after the commencement of the new Agreement.
  5. Amending clause 56(f) to enable the retention of 7% Special Location Allowance for members at the rank of Senior Sergeant and below permanently stationed at Tennant Creek or Superintendents permanently stationed at a specified Isolated Policing Group location who undertake relief duties or training at other locations; date of effect 30 June 2022.
  6. Including provision that varies the rate of higher duties for a Superintendent who acts as Commander in clause 123.2 of Police Arbitral Tribunal Determination 1 of 2011 to 5% of the top salary increment of a Superintendent; date of effect 30 June 2022.

Efficiencies

The Wages Policy requires offsets to be found where an offer is made above the policy. Consistent with this, the parties are committed to work constructively to develop and implement processes and practices that achieve improved management of members utilisation of personal leave to achieve better return to work outcomes at lower overall costs.

Next Steps

We encourage you to consider the offer favourably as it keeps the NT Police remuneration package very competitive nationally, is above expected inflation over its period and provides a number of significant improvement over the current agreement.

More information

The NTPS Enterprise Bargaining Policy 2025-2028 (Wages Policy) can be accessed at: NTPS Enterprise Bargaining Policy 2025-2028 (Wages Policy)

If you have any queries regarding the bargaining process, please contact employee.relations@nt.gov.au

Nicole Hurwood
Commissioner for Public Employment

Martin Dole
APM  A/Commissioner of Police