The features of the Agreement include:
- annual pay increases totalling 12 per cent over the life of the agreement
- a once off $5,600 lump sum payment (pro-rata for part-time and eligible casual employees), and will be paid to all employees, regardless of classification, who are employed on 28 June 2024
- shift workers (including casuals employed on a regular and systematic basis) will also be entitled to an additional once off lump sum payment of $1,000 pro-rata for part-time and eligible casual employees, in recognition of the important face-to-face Government services these employees continue to deliver. This lump sum will be payable to eligible shift workers employed on 1 October 2024
- an increase to the lump sum payment – from 1 per cent to 1.5 per cent – which is paid to employees classified at the top of their grade or value range who are assessed at the end of the performance cycle as having met their progression criteria.
These benefits are in addition to existing access to annual progression payments and the mobility payment.
The parties have also agreed to a number of other improvements to reflect the Government’s commitment to promoting gender equality and secure employment in the public service. These include:
- removing the eligibility service period to access paid Parental Leave
- extending the period for which superannuation payments will be made with respect to a period of Primary Caregiver Parental Leave to 104 weeks
- an employee (other than a casual employee), subject to meeting agreed criteria, will be entitled to take up to five days (pro-rata for part-time employees) per year of service paid Reproductive Health and Wellbeing Leave where the employee is unable to work due to a range of reproductive health issues including endometriosis, polycystic ovary syndrome, menopause or menstruation, or is undertaking a medical procedure associated with fertility treatment (including egg harvesting or embryo implantation)
- allowing for shift workers on Primary Caregiver or Additional Secondary Caregiver Parental Leave to continue to receive shift penalties they would have received had they not been on leave
- new fixed term and casual conversion arrangements.
A range of other improvements have also been included to support the operation, implementation of and access to existing entitlements, including processes to support flexible work in the public service.