We鈥檝e made it clear to Ahpra what needs to change
7 May 2026
Thanks to all of you who attended the last union briefing. We heard your views and we鈥檝e written to Ahpra to tell them exactly what changes they need to make to their offer to have it supported by staff. We are committed to bargaining a fair outcome and we hope Ahpra are too.
Here is what we told them:
1. Wages must not go backwards. An above-inflation wages offer is crucial to this agreement with specific
provision for a CPI guarantee should CPI rise above annual pay increases.
2. The proposed changes to the classification structure must provide incentive for those at the top of their band earlier than July 2028.
3. Workloads need to be addressed with a detailed clause providing for relief mechanisms and dispute
procedures.
4. Removal of the changes to the part-time clause preventing part time employees from receiving overtime.
5. Explicit provision made to prevent an ADO or RDO accrued as part of a flexible working arrangement from falling on a public holiday.
6. Reform of professional development leave to reduce managerial discretion in approvals, improve quantity of entitlement and facilitate freedom of registered practitioners to self-select relevant PD.
7. Retention of leave loading and concessional leave days for all employees. Further to this, no grandfathered entitlements at all.
8. A standalone entitlement to reproductive health leave.
9. Confirmation of the end of year shut down leave currently in the draft EA.
10. A clause ensuring internal job advertisements are subject to an open work location.
11. Job security and redundancy improvements specifically in relation to AI.
12. Inclusion of the further entitlements offered by AHPRA as part of the 鈥渋n-principle agreement鈥 scenario:
a. Additional natural disaster leave
b. Additional compassionate leave
c. Superannuation payable on unpaid parental leave
d. Foster and kinship leave
e. Gender affirmation leave
On the understanding that this will be taken to the Board, the Combined Unions implore the Board to genuinely reflect on the value of these claims and return to the bargaining table with a reconsidered offer.
Draft EA includes some worrying changes
An initial review of the draft EA provided by Ahpra has highlighted some worrying changes 鈥 most of which have not been discussed in bargaining. These include reductions in rights such as removing the right to a cash advance when travelling, restrictions on who can request flexible working arrangements and removing the right to a taxi home if required to work
past public transport being available.
The proposed changes that have resulted in the most feedback from members are the amendments to the work level descriptors. Again, these have not been discussed in bargaining. Some staff are telling us that if those changes go ahead some roles are at risk of being classified at a lower level. For example, team leaders have been included in example roles for level 5 whereas many team leaders are currently classified at level 6. Overall, the proposed changes seem to be aimed at reducing classifications.
Unions and delegates are reviewing the draft in detail and will raise all our concerns with Ahpra. If the draft EA raises concerns for you then let your union know.
Next National Union Staff Meeting
We are keen to organise another national union staff briefing but thought we should wait until we have a revised offer back from Ahpra. We understand the Board is meeting on 12 May, so we expect to hear something after that. There are still time pressures because Ahpra has reconfirmed it will withdraw the end of year shutdown offer unless there is a YES vote before 5 June 鈥 a very optimistic position given we don鈥檛 have a final offer.
Authorised by Stewart Little (CPSU SPSF Group), 160 Clarence Street, Sydney NSW 2000; Annie Butler (ANMF), 1/365 Queen Street, Melbourne VIC 3000; and Alex Scott (Together Queensland), Level 4, 43 Peel Street, South Brisbane QLD 4101.