Bulletin 6 - negotiations update - issued on the 7 November 2025

This bulletin only applies to employees covered by the Northern Territory Public Sector Fire and Rescue Service 2021-2025 Enterprise Agreement.

Offer for new Enterprise Agreement

I am pleased to advise that on 6 November 2025, I made an offer for a new Fire Fighter enterprise agreement which considers the United Workers Union’s claims and the negotiations that have taken place to date.

The offer is consistent with the Northern Territory Public Sector Enterprise Bargaining Policy 2025 – 2029 (Wages Policy), and the terms comprise a complete package of improvements and amendments to the terms and conditions of employment.

It also incorporates improvements and amendments that have been proposed to the Union as part of the new Northern Territory Public Sector 2025 – 2029 Enterprise Agreement, where such proposals are relevant and aligned with the bargaining environment of the Northern Territory Fire and Rescue Service.

As a result of the salary uplift offered under previous agreements, the NT is positioned among the highest-paying jurisdictions nationally for average firefighter salaries across most classifications, making it one of the most competitive in Australia in terms of remuneration. The NT ranks first for Firefighter (Classes B, C and D) and Leading Firefighter; second for Senior Firefighter, Station Officer and Senior Station Officer; and third for Firefighter Class A and Recruits.

This strong position reflects genuine recognition of the vital and often demanding work firefighters do every day to protect our communities. It demonstrates the NT Government’s commitment to valuing that dedication. This is a good and generous offer that acknowledges the professionalism, courage and contribution of our firefighters, and ensures they are recognised as among the best supported in the nation.

This current offer maintains the NTFRS as a one of the most competitive in Australia and delivers a 3% annual salary increase for all employees, alongside contemporary improvements that achieve an appropriate balance between job security, work–life balance and enhanced employment conditions. Together, these outcomes provide a fair and forward-looking agreement that supports both the workforce and the important service they provide to the people of the Northern Territory.

A summary of the offer is available in the table below. I encourage you to explore the full details to understand what this means for you.

Read the details of the full offer PDF (218.6 KB).

Summary of the offer

3% salary increase each year for 4 years	Total salary increase of 12% over 4 years (or 12.55% compounding over the term of the Agreement) Allowances will continue to be adjusted in line with Darwin Consumer Price Index (CPI) or by the 3% salary increase with no reduction to any current allowances.
General Fire Fighting, Track Station and Day Command allowances	Improvements to clauses to reflect to the interaction of allowances when moving between commands and eligibility for the relevant allowances.
Higher Duty Allowance Provisions	Simplified the clause to permit all employees to perform duties at one level or rank above their substantive and to be paid at that level or rank provided they meet the relevant requirements.
Track Stations	Employees who complete 2–3 years at a Track Station can receive up to $10,000 in retention payments, and after 3 years, have the option to return to Alice Springs or Darwin at NTFRS expense, with placement in the next available role at their current level Completion of 2 years’ service: $4,000 lump sum payment Completion of 3 years’ service: $6,000 lump sum payment.
Shift Duty – Rosters	Enhancements for employees working shiftwork who transfer between watch groups Employees will complete their current roster cycle, including days off before commencing duty with the new watch group Where operational requirements prevent this, hours will be balanced within the roster cycle to ensure employees are not disadvantaged. Where hours cannot be balanced, overtime will be paid.
Recreation Leave	Recreation leave has been improved to provide more flexibility for employees. Programmed Days Off converted to recreation leave will be protected from excess leave rules for three years, and employees will now have the option to take recreation leave at half pay to help better manage their work and personal time.
Other Improvements to leave provisions	New Organ Donor Leave Improved Blood Plasma Donor Leave Improved Voluntary Emergency Management provisions Personal leave to cover for medical attendance and preventative health matters.
Flexible Work / Work Life Balance improvements	Agencies will need to ensure favourable consideration is given with flexible working arrangements Employee right to disconnect provisions will be included in the agreement to assist in maintaining work life balance opportunities.
Work Health and Safety	New provisions to support establishment of committees/work groups including health and safety representatives and to address psychosocial risks in the workplace.
Disability and Diversity	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.
By-laws put into the Agreement	Long Service Leave brought into the Agreement.
Employer efficiencies	Provide for the Commissioner to issue Determinations with retrospective or inconsistent provisions, provided employees are better off overall Revert to the previous provisions and retain the requirement for the Commissioner for Public Employment to consult on any variance to general employment conditions specified in the PSEM By-laws and Determinations. This revision removes the current requirement to reach agreement with affected parties Revert to the previous provisions for the management of redeployees, retaining the existing generous severance arrangements. However, remove the requirement for an employee to remain on the redeployment database for a period of two years before being offered a voluntary redundancy.

In addition to the above, during negotiations the Commissioner of Northern Territory Fire and Emergency Services provided a commitment that when budget approval is obtained for new construction projects for primary builds (Career stations), the NTFES will engage in consultation with the United Workers Union (UWU) and NTFRS members. This consultation will specifically seek feedback on the inclusion of gym facilities as part of the scope.

Have your say – your feedback is important

Should you wish to express a view on the offer or make a suggestion, you can provide your feedback to me by emailing enquiries.ocpe@nt.gov.au.

More information

Regular updates in relation to the bargaining process will be posted to the OCPE webpage.

Information on bargaining in general can be obtained on the Fair Work Commission website or call their information on 1300 799 675.

Read the Northern Territory Public Sector Bargaining Policy 2025-2028.

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