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Queensland Nurses and Midwives’ Union Protected Industrial Action

Patient care will not be impacted by upcoming protected industrial action by nurses and midwives.

We are aware that Queensland Nurses and Midwives’ Union (QNMU) members have voted to take protected industrial action, which will start from 5 June 2025, for an indefinite period.

Preparations are underway to ensure continuity of services and every effort is being made to minimise any potential disruptions during this period.

Proposed wage rates

View the proposed wage rate table and scenarios to see how nurses and midwife salaries will increase under the offer.

We presented a strong offer to the Queensland Nurses and Midwives’ Union (QNMU) and Australian Workers’ Union, Queensland (AWU) on 23 May 2025 for a replacement enterprise bargaining agreement for nurses and midwives.

This offer was rejected on 30 May 2025 however we are committed to working in good-faith with our union partners to understand their concerns and work toward in-principle agreement for our valued nurses and midwives.

What does this offer include?

The offer delivers on our nation-leading wages and conditions for Queensland’s nurses and midwives:

  • A minimum 11% wage increase over 3 years (the life of the agreement)
    • a minimum 3% increase in year 1
    • a minimum 2.5% increase in years 2 and 3
    • a 3% Government Election Commitment guarantee uplift payment from 1 December 2027
    • an inflation adjustment allowance of up to 0.5% in year 1, and up to 1% in year 2 to be added to the base wage if inflation exceeds the scheduled wage increase percentage for that year.
  • Overtime to be paid at double-time rates for continuous shift workers (Nurse Grades 2 to 9) from 1 July 2027 – a first for public sector nurses and midwives in Australia.
  • Introduction of a permanent night shift arrangement in year 2.
  • Improved support for Nursing Unit Managers and Midwifery Unit Managers through an implementation group and in-direct hours guideline.
  • Builds on key initiatives to improve working conditions, including minimum patient and maternity ratios, mentoring, promoting nurse-led models of care and providing further incentives for nursing and midwifery students.
  • Retains all current entitlements and conditions, with a view to modernise these across Queensland Health for our 100,000 strong workforce.

We are also proposing to:

  • Add gender equity as a standing agenda item within Nursing and Midwifery Consultative Forum.
  • Review applicable entitlements for Eventide employees and identify opportunities for improved alignment and clarity with other nurses and midwives' entitlements.
  • Provide guidance clarifying entitlements that apply for public holidays, specifically where someone works or does not work and the associated payment and entitlements.
  • Grade 2 (USIN/USIM) amendment to reference to the timing of eligibility for employment for NRG 2.
  • Update provisions of Workplace Health and Safety to address hazards and risks associated with remote or isolated work when providing healthcare.
  • Review the current HR Policy C5 – Flexible Work Arrangements and determine supportive measures for individuals in NUM/MUM roles to access flexible work arrangements.
  • Introduce common clauses that modernise and standardise our employee agreements.

Allowance increases

Nursing and midwifery allowances will rise in alignment with the wage increases, including:

  • Pharmacy allowance – Public Hospitals
  • Relieving in-charge allowance
  • Operating theatre allowance – Public Hospitals
  • Hyperbaric allowance
  • Mental health environment allowance
  • X-ray and radium allowance
  • Targeted training allowance for Assistants in Nursing
  • Laundry allowance
  • Nurse Practitioner allowance
  • On-call allowances
  • Professional development allowances

Enhanced workforce outcomes

We remain committed to enhancing the nursing and midwifery workforce through continued improvements across:

  • innovation and professional engagement
  • nursing and midwifery workforce planning and excellence
  • a Framework for Lifelong Learning for nurses and midwives
  • clinical supervision, succession management, and mentoring for nurses and midwives
  • increased role in governance and decision-making
  • support and promotion of nurse led models of care and optimisation of scope of practice for all levels of nurses and midwives
  • continuing to support First Nations nurses and midwives to be valued, culturally safe, equipped, empowered, and commensurate to need
  • minimum patient and maternity ratios that support safe staffing and workload as well as enhance patient outcomes
  • a work culture that encourages and supports diversity and flexibility.

Further information for nurses and midwives

If you are a Queensland Health nurse or midwife looking for further information about the offer and bargaining status, please search ‘NMEB12’ on our staff intranet.

Last updated: June 2025

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