• EB12 Offer Base Rate & Conditions Check

    EB12 Offer Base Rate & Conditions Check

    The QNMU has created this tool to give you an estimate of the amount that should be passed onto you from the government's latest EB12 offer. It is not intended as legal, industrial, financial or investment advice and should not be construed or relied on as such.

  • How this EB12 Offer would impact your base rate...

  • ✅ Your Base Rate

    • As of April 2025 your new hourly wage will be ${hidden}. (3% increase)
    • In April 2026 your new hourly wage will be ${hidden21}. (2.5% increase)
    • In April 2027 your new hourly wage will be ${hidden22}. (2.5% increase)
    • In December 2027 your new hourly wage will be ${hidden23}. (3% increase - General Election Commitment Uplift)

  • ✅ Your Backpay

    Increases to your wages and allowances will be backdated to expiry of EB11. This means your new hourly base rate of ${hidden} will be backpaid to 1 April 2025.

  • Other items in this EB12 Offer...

  • Other items in this EB12 Offer...

  • ✅ A New NUM & MUM Allowance

    New NUM and MUM Allowance (ranging from $70 - $150 per fortnight – 1st December 2027)

  • ✅ A New Endorsed Midwife Allowance

    New Endorsed Midwife Allowance ($105.90 per week – commencing 1st July 2026)

  • ✅ A New Enrolled Nurse Qualification Allowance

    Enrolled Nurse Qualification Allowance of 3.5% or 5.5% (commencing 1st July 2026)

     
    ✅ Changes for Enrolled Nurses’ with Sterilising Qualifications

    Enrolled Nurses’ with Sterilising Qualifications to be appointed at a minimum NG3.4

  • ✅ Double Time for Overtime

    Double-Time for Overtime for all shift-workers (commencing 1st July 2027)

  • ✅ More RANIP in more places

    • RANIP to be expanded to all MMM6 and MMM7 sites from 1st July 2026
    • Increase to RANIP Isolation Bonus in line with wages (11%) for the first time in 13 years and included in Schedule 2 to be subjected to automatic indexing in future Agreements   

  • ✅ Woodford Correctional Centre Aggregated Shift Allowance

    Woodford Correctional Centre Aggregated Shift Allowance increased from 28.5% to 31.5%

  • ✅ New pay-point for Registered Nurses and Midwives (NG5.8)

    Addition of a new pay-point for Registered Nurses and Midwives (NG5.8) from 1st December 2027 to be paid at the rate of $4,709.70 per fortnight, or an hourly base rate of $61.98.

    All staff with 12 months or more service at 5.7 on 1 December 2027 to automatically advance to pay point 5.8.  All other NG5 nurses will progress to NG5.8 when they have had twelve months service at NG5.7 - raising the earning potential for more than 23% of QH workforce.

  • The bargaining consensus achieved at negotiations includes some key wins:

    • The biggest wage increase since 2012 – 11% over 3 years (backdated to 1 April 2025) – putting most nurses and midwives on nation-leading pay:
      • 3% pay rise from 1 April 2025 (plus 0.5% CPI uplift adjustment)
      • 2.5% pay rise from 1 April 2026 (plus 1% CUA)
      • 2.5% from 1 April 2027

    • 3% government election commitment pay rise from 1 December 2027.

    • New RN/Midwife pay point (NG5.8), raising the earning potential for more than 23% of nurses and midwives.
    • Nation-leading double time for overtime for ALL shift workers
    • RANIP expansion and increases
    • New or improved allowances including for NUM/MUMs, Endorsed Midwives, Enrolled Nurses, and Woodford Correctional Centre staff.
    • Protection of rights and entitlements threatened by Queensland Health – HR policies, consultation rights, contracting out provisions, and existing entitlements are strengthened and preserved.
    • New rights to increase part-time hours, request permanent night shift, and job-share NUM/MUM roles. The agreement also enshrines 14 weeks’ paid parental leave and 10 days’ Domestic Violence leave.
    • A positive duty on QH to prevent sexual harassment, stronger protections for complainants, recognition of unintentional violence, and new resources on fatigue and bullying.
    • Stronger protections for NUM/MUM indirect hours, recognition of student supervision hours, BPF governance improvements, redeployment guidelines, and rural graduate support.
    • Improved overtime to align with male-dominated sectors, six Gender Equity Project recommendations implemented, and stronger obligations on QH to prevent harassment.

     

    For more information, visit the EB12 website here.

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