Bulletin 4 - offer for a new enterprise agreement - Issued 15 July 2026
I am pleased to advise that on 15 July 2026 I made a fair and balanced offer to settle the Power and Water Enterprise Agreement negotiations.
The Single Bargaining Unit (SBU) and their delegates; and representatives from Power and Water, and my office, have worked hard to negotiate improved salaries and conditions for a new agreement.
Key improvements built on the current agreement include:
- Salary and allowance increases of 2.75% per annum.
- New and improved allowance payments including attraction and retention payments in the regions.
- Improved leave entitlements and strengthened fatigue, health and safety provisions to further protect employees and improve wellbeing.
The offer summarised below reflects the significant progress made during the negotiation meetings, and addresses a range of both SBU and employer proposals.
Read the details of the full offer and review the information sheet PDF (234.2 KB).
Summary of the offer
Salary increases each year: 2.75% - Year 1 to 4 | - Total salary increase of 11% over 4 years (or 11.46% compounding over the term of the Agreement).
- Payment of the first pay increase from 16 July 2026, on the proviso the offer is approved through a ballot of employees.
- 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.
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Attraction and Retention Payment | - To assist with the attraction and retention of current technical based employees in Katherine and Alice Springs, a new $4000 lump sum attraction payment will be payable as follows:
- $1000 on commencement of the agreement;
- $3000 2 years after commencement of the agreement of continuous service; and
- $4000 for each 2 years of continuous service thereafter.
- To assist with the attraction and retention of current technical based employees in Tennant Creek and Yulara, a new $20 000 lump sum attraction payment will be payable as follows:
- $2500 on commencement of the agreement;
- $17500 after completing the first 2 years after commencement of the agreement of continuous service; and
- $20000 for each 2 years of continuous service thereafter.
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High Voltage Allowance | - The current High Voltage allowance will be increased from $115 to $180 per fortnight (or $4695 per annum) for employees switching HV on regular basis in regional and remote areas; and will increase to $220 per fortnight (or $5739 pa) for employees switching HV on a full-time basis to assist attracting other employees to these HV roles.
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Technical Coordinator / Senior Technical Coordinator Improvements | - Reduce the 265 additional hours currently required by Technical Coordinators to 200 hours pa, before they would be eligible to receive overtime, and allowing Senior Technical Coordinators access to overtime (also after 200 additional hours) at the approval of the Chief Executive Officer (CEO) for exceptional circumstances.
- In addition to the above it is proposed to remove the bottom 2 pay points of the Technical Coordinator salary structure. This will provide Trade Technical employees transferring to Technical Coordinator positions with a significantly increased base salary in recognition of the additional work value between the roles.
- The new provisions will also introduce the mandatory recording of all additional hours of work performed by these classifications so that Power and Water are better able to monitor fatigue, workloads, and improve resourcing. Employees will still be able to work additional hours to accrue towards flexible work arrangements, or count toward overtime payments.
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System Controllers (Operators) | - The 46% annualised allowance will reduce to 42% and will be payable for
- 36% for all relevant shiftwork provisions
- 6% for Availability Allowance.
- Removal of the additional 96 additional hours component with overtime to be payable for all additional hours immediately worked.
- New salary structure for Controllers along with a dedicated pay point for those in training.
- Roster review clause to identify efficiencies, improve fatigue management and reconciliation of rostered hours.
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Strengthening Safety and Healthy Work Environment | - The work health and safety provisions will be strengthened consistent with the Work Health and Safety (National Uniform Legislation) Act 2011, and improved measures will be included for Power and Water:
- to take reasonable and practicable steps to prevent and address psychosocial risks in the workplace; and
- support the establishment of committees and/or workgroups including health and safety representatives.
- Additional improvements to the clause will include:
- employee obligations to promote and encourage safety, and to comply with all relevant policies and procedures;
- workload reviews to provide that management will acknowledge receipt of requests within 7 days; and
- fatigue management provisions (moved from the call out provision).
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Inclusion of PSEM By-laws and Determinations | - The current long service leave provisions contained in By-Law 8 will be enshrined in the new agreement, (consistent with all leave entitlements being included in the agreement) whilst also maintaining the current Power and Water specific long service leave conditions.
- Determination 5 of 2024 – Community Language Allowance provisions will be included, which provides for an allowance of up to $2 546 pa (from 13 August 2026), where an employee meets the eligibility criteria and is required by the CEO to use their bilingual communication skills in their role.
- Determination 1101 of 2023 – Team Leader Allowance provisions will be included, which allows Administrative and Corporate Services level 2, Science and Engineering level 2, Operators (now Assistant Network Controllers), Trade Technicals, and Technical Specialists (up to and including pay point 3) access to the allowance.
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Improved leave provisions | - personal leave to cover medical attendance for preventative health matters
- recredit of recreation leave if on compassionate leave
- new Organ Donor Leave
- improved Blood Plasma Donor Leave
- engage in Voluntary Emergency Management provisions
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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.
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Fair Work Compliance | - 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.
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I consider this offer as a genuine package of contemporary improvements that addresses a number of SBUs claims and strikes an appropriate balance between job security and enhanced conditions for Power and Water employees.
Have your say – your feedback is important
Should you wish to provide feedback or make a suggestion, you can do so by email to enquiries.ocpe@nt.gov.au
More information
More information is available on the OCPE website.
Nicole Hurwood
Commissioner for Public Employment
