Bulletin 11 - offer for revised agreement - 27 November 2025

As advised in Bulletin 10, I approached the Fair Work Commission (FWC) to facilitate discussions to assist the parties in working toward a resolution for a new NTPS General Enterprise Agreement.

During the week of 10 November 2025, constructive discussions were held with unions and delegates, resulting in several recommendations from the Fair Work Commission. I am pleased to confirm that I have endorsed these recommendations and introduced additional enhancements that further benefit employees.

To ensure employees can access the new terms, conditions of employment, and allowances as soon as possible, I believe it is now time to provide employees with the opportunity to have their say on the revised Agreement.

Summary of improvements

The summary below outlines significant improvements, as well as the enhanced salary increase. These improvements are in addition to the generous provisions provided in my earlier offer that include CEOs to approve overtime up to the SAO2, improvements to the EO2 salary structure, new leave entitlements including plasma and organ donation, enhancement to flexible work, a commitment to undertake a remote locality review and continual commitment to support and accommodate a diverse and inclusive workplace.

They are also in addition to the existing entitlements available to employees that are above the National Employment Standards such as 6 weeks recreation leave, 3 days Christmas closedown leave and 3 weeks personal leave.

Find out the details of the offer PDF (237.5 KB).

Further improvements

Salary and Allowance Increases

If this offer is accepted when put to a vote, salary increases will be applied as follows:

• 3% from 17 November 2025 (the date of Commissioner Riordan’s recommendation)
• 3% from the first pay period commencing on or after 10 August 2026
• 3.5% from the first pay period commencing on or after 10 August 2027
• 3.5% from the first pay period commencing on or after 10 August 2028 or CPI, whichever is the greater.

This equates to a total minimum salary increase of 13%, or 13.65% on a compounding basis over the term of the Agreement.

Katherine and Alice Springs Retention Allowance*

I am proposing to increase the retention allowance for employees in Katherine and Alice Springs to $2000. This will be paid annually commencing after 12 months of service.

*available to staff who do not already have access to a recruitment and retention allowance

Professional Incentives

Increase in the annual Professional Development Allowance to $1000 for employees with 1 to 3 years of service, and to $2000 for 3 years of more years, with access to 50% of the allowance for new employees with 6 months service as at 1 January.

Dirty Work Allowance

A dirty work allowance of $0.78 an hour will be provided to employees under Schedule 1 and Schedule 3 where the agency agrees work performed outside of an employee’s normal duties is of an unusually dirty or offensive nature.

Toxic Substance Allowance

A toxic substance allowance of $10.07 per week will be provided to employees under Schedule 3 where the agency agrees an employee is required to handle toxic substances that are outside of an employee’s normal duties.

Schedule 8 – Senior Correctional Officers

Concessions have been made to Schedule 8 employees, aligning with the discussions with the CPSU and SPOA including a review of the 28% consolidated allowance during the first 6 months of the Agreement commencing to ensure the allowance compensates officers with the introduction of an 18/7 roster.

Port Service Workers

Port Service Workers will retain their current conditions of employment under Schedule 2, and recreation leave entitlements for current employees will be harmonised with those under this Agreement.

Extreme Heat

A provision in the Agreement that provides employees working in extreme heat will be entitled to unscheduled short rest breaks during work hours to refresh to ensure safe systems of work, noting agency Work Health and Safety obligations apply.

Working from Home

Enhancements to working from home to provide applications will be considered on their merit on a case-by-case basis with no pre-determined position on the frequency with which employees must work from home or the office.

Redeployment and Redundancy

I have agreed to withdraw my claim for proposed changes to remove the 2 year provision for an employee to remain on the redeployee database.

Consultation on changes to By-Laws and Determination, and Inconsistent Provisions including Retrospective approvals

I have agreed to withdraw my claim to revert to the previous provisions that were outlined in the NTPS 2017–2021 Enterprise Agreement, this is inclusive of the proposed retrospective provisions.

Other matters

Radiographers/Sonographers

Department of Health have provided a commitment to examine and review market comparisons of Radiographers and Sonographers in other public sector jurisdictions, and this work is already underway. As necessary I will consider proposals bought forward to respond to identified issues.

Comprehensive review of the Agreement’s Schedules

A commitment is provided to undertake a review of the Schedules to remove legacy provisions, contemporise provisions and consider improved workforce organisation (for example standalone schedule for Allied Health workers), as well as immediate minor adjustments to harmonising conditions across schedules where this is reasonable to do so.

Ballot Timetable

The ballot process will be conducted online by Vero Engagement and Voting Solutions PTY LTD (Vero) and the timeline is as follows:

More information

Information regarding the proposed new agreement can be located on the OCPE website. Alternatively, you may contact OCPE via enquiries.ocpe@nt.gov.au or phone 08 8999 4282 for any other enquiries.

Nicole Hurwood
Commissioner for Public Employment
27 November 2025