NSW public‑sector nurses and midwives have secured a historic pay rise in 2026, after the Industrial Relations Commission ruled they had been “historically undervalued”, partly because about 90% of the workforce is women. The decision delivers a one‑off reset from 1 July 2025—10% for registered nurses and midwives, 12% for enrolled nurses and 22% for assistants in nursing—followed by two further 3% annual increases, adding up to roughly 16%, 18% and 28% over three years.
This NSW Nurses Pay Rise comes on top of the earlier 3% interim increase and improved night‑shift penalties agreed in 2025, and is expected to benefit around 69,000 nurses and midwives, improve retention and recruitment, and partially close the pay gap with other states.
The long‑running fight over pay for public‑sector nurses and midwives in New South Wales has finally produced a landmark outcome in 2026. After years of wage caps, strikes and disputes, the NSW Industrial Relations Commission (IRC) has awarded a one‑off reset plus staged increases that will deliver around 16% for registered nurses, 18% for enrolled nurses and up to 28% for assistants in nursing over three years.
This article explains exactly what the NSW Nurses Pay Rise decision means in practice: who it covers, how the 2026 salary increase is structured, how it interacts with the earlier 3% interim rise from July 2025, and what it may mean for staffing, recruitment and the future of the profession. You’ll also find practical tips on checking your updated pay, using official calculators, and staying across upcoming adjustments scheduled into 2027 and beyond.
Background: How We Got to the 2026 NSW Nurses Pay Rise
For more than two years, public‑sector nurses and midwives in NSW have been locked in a high‑stakes dispute with the state government over pay and conditions. Key elements of the lead‑up include:
- A legacy of wage caps and “wage suppression” under previous governments, which unions say left nurses underpaid compared to other states.
- The introduction of safe staffing reforms (ratios) alongside ongoing concerns about workload, burnout and retention.
- The NSW Nurses and Midwives’ Association (NSWNMA) campaigning for a 35% pay rise over three years, arguing this was needed to fix historical undervaluation and keep pace with cost‑of‑living pressures.
In September 2025, nurses accepted a 3% interim wage increase from 1 July 2025, plus a 0.5% superannuation top‑up and significant improvements to night shift penalties and rostering protections. That interim deal was explicitly described by both the union and the government as “not the end” but a step ahead of a final determination by the NSW Industrial Relations Commission.
On 15–16 April 2026, the IRC handed down its long‑awaited decision, awarding a “historical” pay rise that resets the base and sets out increases over three years.
The 2026 Pay Decision: Headline Numbers at a Glance
According to coverage from 7NEWS, HealthTimes and independent reporting, the NSW Nurses Pay Rise 2026 decision delivers:
- Registered nurses and midwives:
- Enrolled nurses:
- Assistants in nursing (AiNs):
The IRC’s president, Justice Ingmar Taylor, stated that the nursing and midwifery workforce had been “historically undervalued”, influenced by past wage caps and the fact that roughly 90% of the workforce is women, which pointed to gender‑based undervaluation.
In total, the decision covers nearly 70,000 public sector employees and is estimated to cost around $7.5–10 billion over three years.
How the NSW Nurses Pay Rise Works Over Three Years
One‑off reset plus staged increases
The structure of the NSW Nurses Pay Rise is important for understanding your pay in 2026 and beyond:
- One‑off reset (backdated to 1 July 2025)
- Two further years of 3% per annum increases
- Year 2: +3%
- Year 3: +3%
Over the three‑year period, this compounds to roughly 16%, 18% and 28% total increases respectively, depending on classification.
Relationship to the 3% interim increase
The 3% interim pay rise from 1 July 2025, which NSWNMA members accepted in September 2025, functions as a partial step within this broader decision. The IRC’s “one‑off reset” effectively builds on that interim bump, lifting rates further while preserving improvements to penalty rates and conditions negotiated in 2025.
Workers received the interim 3% (plus 0.5% super) earlier, with the larger reset now formally recognised in the Commission’s decision and applied across the relevant awards.
Current Rates of Pay and Example Salaries
Where to find official pay scales
NSW Health maintains an up‑to‑date “Current rates of pay” page covering nurses, midwives and other public health roles. The NSWNMA also publishes pay calculators and explanatory PDFs to help members understand the new rates.
- NSW Health pay rates (official):
Current rates of pay – NSW Health - NSW Nurses and Midwives’ Association resources:
NSWNMA pay calculators and guides
Example: Registered nurse base salary
HealthTimes reports that after the 2026 decision, annual salaries for registered nurses in NSW start around the $87,000 mark. This remains below the ACT (approximately $103,000) and other leading jurisdictions, but represents a significant uplift compared to recent years.
The exact amount you receive will depend on your classification, years of experience and any loadings or allowances (e.g. remote, qualification allowances). It is therefore essential to check your specific classification against the updated pay tables.
Conditions and Penalties: Night Shift, Super and Other Wins
The story of the NSW Nurses Pay Rise is not just about base salary; conditions have also shifted.
Night shift penalty increases
The 2025 interim agreement, now incorporated into the broader framework, delivered:
- An increase in night shift penalties from 15% to 20%, effective from 1 July 2025.
- Removal of night shift penalty from future arbitration, locking in the higher rate.
Rostering and leave protections
The interim deal also improved rostering and leave conditions, including:
- Guarantee of two consecutive days off.
- No changes to rosters without consultation.
- Protection from being rostered on night shift during approved annual leave (unless requested).
Superannuation
The 3% interim wage increase included an additional 0.5% in superannuation, amounting to 3.5% when you include the super top‑up. The IRC decision builds on this rather than removing it.
Taken together, these changes mean that even before the new IRC pay decision, many nurses saw improvements in take‑home conditions beyond base pay alone.
Why the IRC Awarded a One‑Off Reset
The Industrial Relations Commission’s reasoning is crucial for understanding the scale of the NSW Nurses Pay Rise.
Recognition of historical undervaluation
The IRC explicitly found that nurses, midwives and assistants in nursing in NSW had been “historically undervalued”, likely in part because they work in a female‑dominated profession. In weighing the union’s 35% claim and the government’s position, the Commission considered:
- The impact of previous wage caps on public sector workers.
- High inflation during and after COVID‑19, which eroded real wages.
- Chronic staffing shortages and a “neglected health system”.
- Comparative pay across jurisdictions (e.g. NSW vs ACT).
Justice Taylor concluded that a one‑off reset in year one, followed by standard annual increases, was justified to correct undervaluation without causing what the government argued might be an “economic disaster”.
A compromise between 35% and the status quo
NSWNMA campaigned for a 35% pay rise over three years, while the government initially maintained that there was “no new money” beyond 3% per year. The Commission’s decision falls between these positions:
- More generous than the government’s starting point.
- Short of the union’s full demand, particularly for registered nurses.
This explains why union leaders welcome the pay rise as “historic” but still argue it does not fully value nurses’ work or resolve all workforce issues.
What the NSW Nurses Pay Rise Means for Nurses and Midwives
Financial impact
For many nurses and midwives, the NSW Nurses Pay Rise will mean:
- A noticeably higher base salary, especially after the one‑off reset.
- Improved night shift penalties, making unsociable hours more financially viable.
- Increased superannuation contributions, boosting long‑term retirement savings.
Assistants in nursing, in particular, see the largest proportional increase, recognising how low their starting base had been and how crucial they are to the system.
Professional and emotional impact
Beyond the numbers, the decision sends a clear signal that:
- The work of nurses and midwives is being taken more seriously at a systemic level.
- Gender‑based undervaluation is being addressed, at least in part.
- Industrial action and persistent advocacy can shift outcomes over time.
However, many nurses remain cautious, stressing that pay increases must be matched by safe workloads, adequate staffing and sustained investment in working conditions.
Impact on Staffing, Recruitment and the Health System
Closing the gap with other states
HealthTimes notes that even after the pay rise, NSW RN starting salaries still lag the ACT and some other jurisdictions, but the gap has narrowed. This could:
- Slow the outflow of nurses to higher‑paying states and territories.
- Make NSW more competitive in recruiting locally and internationally.
- Support the rollout of safe staffing ratios by making roles more attractive.
Cost and sustainability
The decision’s estimated $7.5–10 billion price tag over three years will shape budget debates and health policy in NSW. The government has argued that recognising nurse value and stabilising the workforce is essential to fixing a system strained by COVID‑19, demographic change and previous underinvestment.
If the pay rise helps reduce turnover, sick leave and reliance on agency staff, some of the cost may be offset by productivity and continuity of care benefits over time.
Pro Tips and Expert Insights for NSW Nurses in 2026
1. Check your exact classification and step
Don’t rely on headline percentages alone. Use:
- The NSW Health rates of pay page.
- NSWNMA’s pay calculators and guides.
to confirm your updated salary for your specific classification and years of service.
2. Understand back pay and timing
Because the one‑off reset is backdated to 1 July 2025, you may be entitled to back pay depending on when you were employed and your award. Keep an eye on official NSW Health and NSWNMA communications explaining how and when back pay will be processed.
3. Factor in tax and super
A higher base salary and additional super contributions have tax and long‑term wealth implications. It may be worth discussing:
- Adjusting HECS/HELP or salary packaging.
- Optimising additional voluntary super contributions.
with a qualified financial adviser who understands public‑sector remuneration.
4. Keep engaging on conditions and ratios
The pay decision is a significant step but not the end of the story. Ratios, safe workloads and rostering practices remain central to job satisfaction and patient safety. Staying involved with workplace consultation and professional bodies will help ensure the pay rise translates into sustainable careers.
Frequently Asked Questions (FAQ) for NSW Nurses Pay Rise
What is the NSW Nurses Pay Rise 2026?
The NSW Nurses Pay Rise 2026 is a wage decision by the NSW Industrial Relations Commission granting increases of about 16% for registered nurses and midwives, 18% for enrolled nurses, and 28% for assistants in nursing over three years.
Who does the NSW Nurses Pay Rise apply to?
It applies to public-sector nurses and midwives in NSW covered by the Public Health System Nurses’ and Midwives’ (State) Award, including assistants in nursing.
How much more will registered nurses get?
Registered nurses and midwives receive roughly a 10% pay increase in year one, totalling around 16% over three years.
How much more will enrolled nurses get?
Enrolled nurses receive about a 12% increase in the first year, reaching approximately 18% over three years.
How much more will assistants in nursing get?
Assistants in nursing receive the largest increase, with about a 22% initial rise and around 28% total over three years.
When does the NSW Nurses Pay Rise take effect?
The increase is backdated to 1 July 2025, with additional 3% increases scheduled in the following two years.
How does this relate to the 3% interim increase agreed in 2025?
The earlier 3% interim increase (plus super and penalty adjustments) was a preliminary step, with the Commission’s ruling providing a larger overall wage reset.
Why did the Industrial Relations Commission award such a large increase?
The Commission found that nurses and midwives had been historically undervalued, partly due to wage caps and gender-based pay disparities.
Is this the 35% NSW Nurses Pay Rise and Midwives Association asked for?
No. The union requested a 35% increase, but the Commission awarded smaller increases depending on classification.
How do I find my new salary?
Check official pay rates through NSW Health and use NSWNMA pay calculators for your specific classification.
Will I get back pay?
Yes, eligible employees working since 1 July 2025 are likely to receive back pay based on updated rates.
What happens to night shift penalties?
Night shift penalties increased from 15% to 20% starting 1 July 2025 and are now maintained at that level.
Does the NSW Nurses Pay Rise apply to private-sector nurses?
No, it applies only to public-sector nurses. Private-sector wages are set through separate agreements.
How does NSW Nurses Pay Rise now compare with other states?
NSW salaries have improved but may still lag behind places like the ACT, though competitiveness has increased.
Will this fix staffing shortages?
The pay rise may help recruitment and retention, but broader improvements in working conditions are still needed.
How much will this cost taxpayers?
Estimates suggest the increases will cost between $7.5 billion and $10 billion over three years.
Are there further increases due after 2027?
Separate wage decisions under Fair Work Commission may introduce additional increases from August 2026 for other sectors.
How can I stay up to date on pay and conditions?
Follow updates from NSW Health, NSWNMA, and official NSW Government channels.
Does this decision affect student nurses or paid placements?
No, but related policies include expanded paid placements for nursing students to support workforce growth.
Will there be more industrial action?
While this decision resolves a specific dispute, NSWNMA may continue advocacy efforts on pay and working conditions.
Conclusion for NSW Nurses Pay Rise
The NSW Nurses Pay Rise 2026 marks a turning point after years of wage caps, industrial action and under‑recognition of nursing and midwifery work in New South Wales. By delivering a one‑off reset of 10–22% from 1 July 2025, followed by 3% increases in July 2026 and July 2027, the Industrial Relations Commission has acknowledged both the historical undervaluation of a largely female workforce and the critical role nurses play in keeping the health system functioning.
For nurses and midwives, the next steps are practical: confirm your new classification and rate using NSW Health’s official pay tables, check NSWNMA calculators to understand your precise increase and any back pay, and consider how these changes influence your financial planning, career decisions and willingness to remain in or return to the NSW public system.
At the same time, the broader health landscape is shifting fast, with experimental therapies—such as new osteoarthritis drug candidates that appear to reverse joint damage in animal models within weeks—starting to move from lab to clinic. To stay ahead of both workforce and treatment trends, it’s worth reading resources like Experimental Drug Breakthrough: New Study Shows Osteoarthritis Reversal in Weeks alongside official NSW health and industrial relations updates, so you’re informed about how your work is valued and how the care you provide is evolving.
Staying engaged—with your union, with government announcements, and with emerging clinical research—will help ensure this historic pay rise becomes more than a one‑off correction; it can be the foundation for a safer, more sustainable and more rewarding nursing career in NSW over the rest of the decade.