If you’re asking “how much do registered nurses earn in NSW?” you’re probably hoping for a simple answer. But here’s the truth: registered nurse salaries in NSW are more complex than a single average figure can capture.
NSW has some of Australia’s most competitive registered nurse pay rates, driven by severe staffing shortages and strong union advocacy. Whether you’re a nursing student, career changer, or experienced RN considering a move, understanding the real earning picture will help you make better decisions about your future.
Understanding NSW RN Awards: Which One Applies to You?
Before we dive into salary figures, it’s crucial to understand which award system covers your workplace. NSW registered nurses are covered by different awards depending on where you work:
Public Health System Nurses’ and Midwives’ (State) Award (NSW Health Award)
NSW public hospital nurses are covered by the Public Health System Nurses’ and Midwives’ (State) Award, as set by the NSW Industrial Relations Commission. The NSW Nurses & Midwives’ Association (NSWNMA) negotiates pay rises and publishes tools (like the Pay Calculator) to help nurses understand their entitlements.
Covers: All NSW public hospitals, Local Health Districts, community health services
Examples: Royal Prince Alfred, Westmead, John Hunter, Prince of Wales, Liverpool, all public hospitals across NSW’s 15 health districts
NSW Health Award Rates (2025):
| RN Year | Hourly | Weekly (38h) |
|---|---|---|
| 1 | $36.39 | $1,382.80 |
| 2 | $38.36 | $1,457.80 |
| 3 | $40.34 | $1,533.10 |
| 4 | $42.47 | $1,613.80 |
| 5 | $44.58 | $1,693.90 |
| 6 | $46.67 | $1,773.60 |
| 7 | $49.07 | $1,864.80 |
| 8+ | $51.09 | $1,941.40 |
These rates rose by 3% in July 2024, with salary packaging benefits expanded to 100%.
Sources: NSW IRC Award tables; NSWNMA pay guide (nswnma.asn.au).
For penalty and overtime rates, see the NSWNMA Pay Calculator and the Public Health System Nurses’ and Midwives’ (State) Award.
Nurses Award MA000034 (Fair Work Nurses Award) – Private Sector Baseline
This award sets the minimum pay and conditions for nurses in the private sector under the Fair Work Commission (FWC). The rates below apply to full-time registered nurses, other than those in aged care (who have separate rates) and other nurses covered by enterprise agreements. If you’re not covered by the Nurses Award, check the Aged Care Award MA000018 or the Educational Services (Schools) General Staff Award 2020 (nurses in private schools).
Covers: Private hospitals and other healthcare providers without specific enterprise agreements
Fair Work Award Rates (2025):
| Classification | Hourly | Weekly (38h) |
|---|---|---|
| RN Level 1 – Pay Point 1 | $30.64 | $1,164.20 |
| RN Level 1 – Pay Point 2 | $31.27 | $1,188.10 |
| RN Level 1 – Pay Point 3 | $32.03 | $1,217.20 |
| RN Level 1 – Pay Point 4 | $32.88 | $1,249.60 |
| RN Level 1 – Pay Point 5 | $33.89 | $1,288.00 |
| RN Level 1 – Pay Point 6 | $34.87 | $1,325.20 |
| RN Level 1 – Pay Point 7 | $35.88 | $1,363.50 |
| RN Level 1 – Pay Point 8+ | $36.82 | $1,399.00 |
| RN Level 2 – Pay Point 1 | $37.79 | $1,436.20 |
| RN Level 2 – Pay Point 2 | $38.39 | $1,459.00 |
| RN Level 2 – Pay Point 3 | $39.06 | $1,484.30 |
| RN Level 2 – Pay Point 4+ | $39.70 | $1,508.60 |
| RN Level 3 – Pay Point 1 | $40.98 | $1,557.20 |
| RN Level 3 – Pay Point 2 | $41.73 | $1,585.80 |
| RN Level 3 – Pay Point 3 | $42.45 | $1,613.20 |
| RN Level 3 – Pay Point 4+ | $43.21 | $1,642.10 |
| RN Level 4 – Grade 1 | $46.77 | $1,777.30 |
| RN Level 4 – Grade 2 | $50.12 | $1,904.60 |
| RN Level 4 – Grade 3 | $53.05 | $2,015.80 |
| RN Level 5 – Grade 1 | $47.19 | $1,793.40 |
| RN Level 5 – Grade 2 | $49.70 | $1,888.70 |
| RN Level 5 – Grade 3 | $53.05 | $2,015.80 |
| RN Level 5 – Grade 4 | $56.35 | $2,141.40 |
| RN Level 5 – Grade 5 | $62.16 | $2,361.90 |
| RN Level 5 – Grade 6 | $68.01 | $2,584.20 |
Source: Fair Work Ombudsman website Pay Guide: Nurses Award MA000034 (from 1 Jul 2025).
For penalty and overtime rates for weekends, public holidays and certain shifts, see full breakdown on Fair Work penalty and overtime rates.
Enterprise Agreements (Negotiated Rates)
Covers: Private hospitals and healthcare providers with specific union-negotiated agreements
Examples in NSW:
- Ramsay Health Care: Ramsay-NSWNMA Enterprise Agreement (often above Fair Work rates)
- St Vincent’s Private: St Vincent’s-NSWNMA Enterprise Agreement
- Various Private Hospitals Enterprise Agreements: Private Hospitals NSWNMA agreements
- Various Aged Care Enterprise Agreements: Aged Care NSWNMA agreements
Typical Enterprise Agreement Benefits:
- Base rates often above Fair Work minimums
- Enhanced penalty rates and shift allowances
- Better leave entitlements and professional development
Individual Negotiation (No Enterprise Agreement)
Covers: Some smaller private practices, agency work, specialist or sole practitioner clinics
What This Means:
- Negotiate based on Fair Work Award as minimum
- Rates vary widely ($35-$65+ per hour)
- Often higher casual rates but fewer benefits
- Market demand heavily influences pay
Which Award Applies to You?
NSW Health Award IF you work at:
- Any public hospital (Royal Prince Alfred, Westmead, etc.)
- Community health centers
- Public mental health services
- Any facility operated by NSW Health or Local Health Districts
Fair Work Award IF you work at:
- Private hospitals without enterprise agreements
- Some aged care facilities
- Private day surgery centers
- Some private practices
Enterprise Agreement IF you work at:
- Ramsay, or other major private hospital chains
- Facilities with specific NSWNMA agreements
- Check your employment contract or ask HR
Individual Negotiation IF you work:
- Agency/locum nursing
- Specialist private practices
- Boutique private hospitals
- Consulting or non-traditional roles
- Must comply to Fair Work minimums award
Key Takeaway
Nurse pay rates in NSW vary depending on whether you’re covered by the NSW Health Award, the Fair Work Nurses Award, or an enterprise agreement. Each system has different base rates, penalties, and benefits. Always check specific Award or agreement to confirm.
High-Demand Specialisations: What They Actually Pay
Specialties such as ICU, Emergency, Perioperative, and Mental Health often reach higher pay grades faster because of strong demand. ICU and ED are especially short-staffed, offering frequent overtime and quicker career progression, while mental health has growing pathways into advanced roles like Nurse Practitioner.
Under the NSW Health Award, these senior classifications attract significantly higher salaries:
- Clinical Nurse Specialist: $105,000+ (Grade 1) to $112,000+ (Grade 2)
- Nurse Practitioner: $139,000+ to $149,000+
- Nursing Unit Manager: $126,000+ to $136,000+ depending on level
- Nurse Educator: $109,000+ to $141,000+
Specialized areas often offer:
- More overtime opportunities due to critical staffing needs
- Higher penalty rates for on-call and emergency situations
- Casual rates often $40+ to $70+ per hour for experienced specialists
Salary Packaging Under NSW Health Explained
Under the NSW Health Award, employees may elect to package part or all of their salary into approved benefits, in line with the NSW Health Policy Directive PD2018_044 Salary Packaging. The scheme operates under the ATO Fringe Benefits Tax (FBT) exemption cap of $17,000 (grossed-up), and amounts above this cap will attract FBT. Employees should check the current NSW Health policy for details.
Salary packaging is a tax-effective way of receiving part of your pay as non-cash benefits (such as rent, mortgage, or car payments) instead of taxable salary. By reducing the portion of your salary that is taxed through PAYG (Pay-As-You-Go) withholding, you can lower your taxable income and increase your overall take-home value. The packaged amount is used for approved expenses before tax is applied, while the remainder of your salary is taxed as normal and paid into your bank account.
Sydney vs Regional NSW: Location Impact on Earnings
While award rates remain consistent across NSW, your actual earning potential varies significantly by location due to cost of living, opportunities, and market dynamics.
Sydney
- More overtime and agency shifts available due to high patient volumes
- Greater access to specialist units and career development
- Higher living costs reduce your effective income
Regional NSW
- Extra allowances for rural and remote areas
- Relocation bonuses and housing assistance often offered
- Lower cost of living compared to Sydney
- Faster career progression with earlier leadership opportunities
Takeaway: Many nurses start in Sydney for experience, then move regional for better lifestyle and career advancement.
Industry Context: Why NSW RN Salaries Are Strong
According to Jobs and Skills Australia, the median weekly earnings for Registered Nurses is $2,156, significantly higher than the national median across all occupations. This reflects the strong demand and competitive pay in nursing, driven by workforce shortages and the growing complexity of patient care.
Common Questions Answered
Do casual RNs really earn more than permanent staff?
Yes — casual RNs receive 25% loading on top of base rates, but lose annual leave, sick leave, and job security. Best for those wanting flexibility or supplementing permanent income.
Is it worth working agency vs permanent hospital roles?
Agency roles often advertise higher hourly rates than award-based hospital positions, but usually come without benefits or job security. Many nurses keep a permanent role for stability and pick up agency shifts for extra income.
Bottom Line: NSW RN Earning Reality
NSW registered nurses have access to some of Australia’s most competitive salaries, with multiple ways to boost earnings above base award rates.
Key Earning Strategies:
- Master penalty rates: Target weekends, nights, and public holidays for premium pay
- Consider specialization: CNS roles can add $10,000+ to annual base salary
- Strategic location choices: Balance opportunities vs. cost of living
- Maximize salary packaging (if entitled): The amount saved varies but can add up to several thousand dollars annually depending on personal circumstances.
- Supplement with casual work: Higher hourly rates can boost overall income, with the total benefit depending on how many shifts you take on.
The nursing shortage works in your favor. With strategic planning around shift patterns, specialization, and location choices, NSW RNs can build both rewarding careers and strong financial security.
Helpful Tools & Resources
Pay Calculators & Award Information:
- Public Health System Nurses’ and Midwives’ (State) Award — Official PDF with current award pay scales for all RN classifications in NSW Health
- NSWNMA Pay Calculator — Includes penalties, allowances, and overtime for NSW Health nurses
- Fair Work Nurses Award — Covers private sector nurses not under enterprise agreements; sets the minimum pay and conditions
- Fair Work Pay Calculator — Check minimum pay rates and entitlements
Job Search & Market Data:
- NSW Health Careers Portal — Official NSW Health job listings and graduate programs
- SEEK Salary Insights — Current market salary data for NSW RNs
- Indeed Salary Guide — Real-time salary information from job postings
Industry Information:
- ABS Average Weekly Earnings — National healthcare industry salary trends
- Jobs and Skills Australia — Registered nurse occupation profile and projections
Professional Development:
- NSWNMA Professional Development — Union-sponsored education and career advancement opportunities
Looking for Victoria? See our full guide: Registered Nurse Salary Victoria 2025
Disclaimer:
The information in this guide is provided for general information purposes only. While every effort has been made to ensure accuracy, salary figures, benefits, and conditions may vary by employer, workplace agreement, and individual circumstances. Nothing in this article should be taken as financial, legal, or employment advice. For legally enforceable pay and entitlements, always refer to the relevant Award, enterprise agreement, or Fair Work Commission guidance.