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Wages Cap Timeline

Year	Information
2011	On 16 June, the O’Farrell Government overturns the Industrial Relations Commission’s (IRC’s) 80 years of independence and passes legislation to cap public sector wage increases at 2.5 per cent per annum. The Industrial Relations Amendments (Public Sector Conditions of Employment) Act 2011 gives the Government complete power to determine (or deny) wage increases and conditions through regulations for public sector workers
2011	The ɫ������launches its campaign to scrap the cap. Within days more than 10,000 signatures are obtained on a petition. With this move, the ɫ������was one of the first organisations to take up Mr O’Farrell’s commitment to debate any petition presented to Parliament.
2012	The ɫ������takes the matter to the High Court, arguing that the Act is interfering with the independence of the judiciary, which is one of the basic tenets of a liberal democracy. However, the High Court rules in favour of the NSW Government.
2012	The NSW Government files an application with the IRC for a new Crown Employees (Public Service Conditions of Employment) Award. Some of the proposed cuts to public sector conditions of employment include the abolition of: 5 per cent annual leave loading. The ability for employees to work from home. The allowance for living in a remote area. Paid Family and Community Services Leave
2012	On 8 October ɫ������members hold a half-day stoppage against the proposed changes in conditions. Subsequently the Government withdraws its application
2013	The ɫ������goes to the IRC demanding the Super Guarantee increases due to public servants be paid on top of the salary increase. The IRC decides in the PSA’s favour.
2013	The NSW Government negates the IRC’s decision when it passes legislation that incorporates the Super Guarantee Levy increases into the 2.5 per cent pay increases.
2020	The State Government attempts to freeze Public Sector pays. The ɫ������takes its case to the IRC, which awards Public Sector workers a 0.3 per cent pay increase.
2021	While handing down its 2021/22 Budget NSW Government in June, it awards Public Sector workers a salary increase of 2.5 per cent, but this includes the Super Guarantee increase of 0.5 per cent.
2022	The ɫ������launches a new campaign: The Public Sector Needs a Pay Rise.
2022	The Australian Bureau of Statistics releases the March Quarter figures showing the Consumer Price Index for the year is 5.1 per cent, reiterating the need to scrap the wages cap.
2022	ɫ������members all over the state walk off the job over the pay freeze, which has seen real wages go backwards in the face of a cost-of-living crisis. Macquare Street is filled with ɫ������members demanding a better pay deal from the State Government. There are also rallies in regional centres, including Newcastle, Wagga Wagga, Bathurst, Dubbo, Grafton, Tamworth, Tweed Heads and Broken Hill.
2022	The State Government promises members a 3 per cent pay rise from 1 July 2022 and a potential 3.5 per cent pay rise from 1 July 2023. Both pay rises were inclusive of superannuation. An additional 0.5 per cent increase is offered if productivity and/or efficiency gains were met.
2022	At the 2022 ɫ������CPSU NSW Annual Conference, Opposition Leader Chris Minns says, “Any government I lead will support a fair pay rise, which reflects the value of the work you do and the economic conditions in which you are raising your families.”
2023	The PSA’s campaign against the State Government’s frugality with Public Sector wages pays off. The Labor Party, under leader Chris Minns, had entered the election promising to end the wage cap. Labor wins power with the support of the cross bench.
2023	New Treasurer Daniel Mookhey hands down the 2023-24 NSW Budget, which included a 4.5 per cent pay increase for Public Sector workers, which was the largest pay rise in more than a decade. The increase included the 0.5 superannuation increase.
2024	The State Government offers most workers covered by the ɫ������a three-year pay deal. In 2024, workers are to get a 4.5 per rise, inclusive of a mandated 0.5 per cent superannuation increase. This is to be followed by  two 3 per cent increases, the first of which will have a mandated 0.5 per cent superannuation increase added to it.