Victoria’s registered nurse salaries show that fair pay can be both structured and rewarding. While a simple average won’t capture the full picture, the reality is encouraging: Victoria’s position as Australia’s medical research capital creates diverse, well-compensated career pathways.
From Melbourne’s major hospital networks to regional health services offering lifestyle balance, Victorian RNs can access transparent pay scales and higher earnings through penalty rates and public holiday rates including Melbourne Cup Day. Whether you’re starting your career or seeking advancement, Victoria’s healthcare rewards careful planning and experience.
Understanding VIC RN Awards: Which One Applies to You?
Before diving into salary figures, it’s crucial to understand which award system covers your workplace. Victorian registered nurses are covered by different awards depending on where you work:
Victorian Public Sector Nurses and Midwives EBA
Victorian public hospital nurses and midwives are covered by the Nurses and Midwives (Victorian Public Sector) Single Interest Employer Agreement 2024–2028, negotiated by the Australian Nursing & Midwifery Federation (ANMF) Victorian Branch. This agreement sets the wages, allowances, and entitlements for all nurses and midwives employed in the Victorian public sector.
Covers: Victorian public hospitals, health services, and community health centers
Examples: Royal Melbourne Hospital, Alfred Health, Monash Health, Peninsula Health, Eastern Health, Western Health, Barwon Health (Geelong), Ballarat Community Health
Victorian Public Hospital Award Rates (2025):
| RN Year | Hourly | Weekly (38h) | Annual |
|---|---|---|---|
| 1 | $41.36 | $1,571.80 | $81,734 |
| 2 | $42.41 | $1,611.60 | $83,803 |
| 3 | $43.63 | $1,657.90 | $86,211 |
| 4 | $44.97 | $1,708.70 | $88,852 |
| 5 | $46.48 | $1,766.20 | $91,842 |
| 6 | $48.00 | $1,824.10 | $94,853 |
| 7 | $50.17 | $1,906.30 | $99,128 |
| 8+ | $52.20 | $1,983.70 | $103,152 |
These rates apply from 12 May 2025 under the 2024–28 Victorian public sector EBA. Salary packaging benefits are also available for eligible public sector employees (up to $9,010 for general living expenses + $2,650 meal entertainment).
For more info about wages and allowances, refer to EBA 2024-28 wages table and EBA 2024-28 allowances table.
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) or those covered by enterprise agreements. For other nurses not covered by the Nurses Award MA000034, refer to the Aged Care Award or the Educational Services (Schools) General Staff Award 2020.
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 |
Enterprise Agreements (Negotiated Rates)
Covers: Private hospitals and major healthcare providers with specific union-negotiated agreements
Examples in Victoria:
- Epworth Healthcare: Epworth-ANMF Enterprise Agreement
- Healthscope Victoria: Healthscope-ANMF Enterprise Agreement
- Ramsay Health Care VIC: Ramsay-ANMF Enterprise Agreement
Individual Negotiation (No Specific Award)
Covers: Some private practices, boutique hospitals, agency work, specialist clinics
What This Means:
- Negotiate based on Fair Work Award as minimum
- Rates vary widely
- Often higher casual rates but fewer benefits
- Market demand heavily influences pay
Which Award Applies to You?
Victorian Public Health Sector Award IF you work at:
- Any public hospital (Royal Melbourne, Alfred, Monash Medical Centre, etc.)
- Health services (Peninsula Health, Eastern Health, Western Health)
- Public Community health centers
See the full list of employers from EBA Appendix 1.
Fair Work Award IF you work at:
- Private hospitals without enterprise agreements
- Some private practices
Enterprise Agreement IF you work at:
- Epworth, St Vincent’s Private, Cabrini, or other major private hospital groups
- Facilities with specific ANMF Victoria agreements
- Check your employment contract or ask HR
Individual Negotiation IF you work:
- Agency/locum nursing
- Some specialist private practices
- Some boutique private hospitals without enterprise agreements
- Fair Work minimum rates still apply
Key Takeaway
Victorian public hospitals generally offer competitive base rates and excellent benefits, while some enterprise agreements in private hospitals can exceed public rates through higher base pay and performance incentives.
Always confirm which award covers your specific workplace – check your employment contract or ask your HR department.
Overtime and Penalty Rates: Private vs Public Sector in Victoria
Overtime Rates (Fair Work Nurses Award – MA000034, 2025)
Full-time, Part-time, Casual RNs
| Condition | Rate |
| Overtime (Mon–Sat, first 2 hrs) | 150% of minimum/casual hourly rate |
| Overtime (Mon–Sat, after 2 hrs) | 200% of minimum/casual hourly rate |
| Overtime (Sunday) | 200% of minimum/casual hourly rate |
| Overtime (Public Holiday) | 250% of minimum/casual hourly rate |
Source: Fair Work Ombudsman – Nurses Award MA000034 (from 1 July 2025).
Notes:
- Overtime rates under Clause 19 do not apply to Registered Nurse Levels 4 and 5. Instead, separate conditions apply to those higher classifications.
- For recall provisions, refer to the Award
Penalty Rates (Fair Work Nurses Award – MA000034, 2025)
Full-time, Part-time, Casual RNs
| Condition | Rate | Definition (from Award) |
| Afternoon shift (Mon–Fri) | +12.5% loading (112.5% of minimum/casual hourly rate) | Shift starts not earlier than 12:00 noon and finishes after 6:00 pm. Does not apply if you finish at/before 6:00 pm. |
| Night shift (Mon–Fri) | +15% loading (115% of minimum/casual hourly rate) | Shift starts on/after 6:00 pm and finishes before 7:30 am. |
| Saturday (ordinary hours) | 150% of minimum/casual hourly rate | Midnight Friday → midnight Saturday. (Replaces shift loadings — no stacking.) |
| Sunday (ordinary hours) | 175% of minimum/casual hourly rate | Midnight Saturday → midnight Sunday. (Replaces shift loadings.) |
| Public holidays (ordinary hours) | 200% of minimum/casual hourly rate | Any rostered ordinary hours worked. (Replaces shift loadings.) |
Notes:
- Does not apply to RN Levels 4 and 5.
- The casual hourly rate already includes the 25% loading. Penalties are calculated as a % of this rate.
Victorian Public Sector Overtime (EBA 2024–28)
Full-time & Part-time Employees
| Condition | Rate |
|---|---|
| Mon–Fri, first 2 hrs overtime | 150% (time and a half) |
| Mon–Fri, after 2 hrs overtime | 200% (double time) |
| Saturday overtime | 200% (double time) |
| Sunday overtime | 200% (double time) |
| Public holidays overtime | 200% (Mon–Fri) / 250% (Sat–Sun, inclusive of weekend rate) |
Casual Employees
| Condition | Rate |
|---|---|
| Mon–Fri, first 2 hrs overtime | 175% (time and a half + 25% loading) |
| Mon–Fri, after 2 hrs overtime | 225% (double time + 25% loading) |
| Saturday overtime | 225% (double time + 25% loading) |
| Sunday overtime | 225% (double time + 25% loading) |
| Public holidays overtime | 250% (Mon–Fri) / 312.5% (Sat–Sun, inclusive of weekend rate & casual loading) |
Source: Nurses and Midwives (Victorian Public Sector) Enterprise Agreement 2024–2028, Clause 49 (Overtime) + Clause 56 (Public Holidays)
Victorian Public Sector — Penalty Rates (EBA 2024–28)
Applies to ordinary hours only (not overtime):
| Condition | Full-time / Part-time | Casual | Clause |
|---|---|---|---|
| Saturday (midnight Fri – midnight Sat) | 150% of base rate | 187.5% of casual rate | 48.2 |
| Sunday (midnight Sat – midnight Sun) | 150% of base rate | 187.5% of casual rate | 48.2 |
| Public holiday (Mon–Fri) | 200% of base rate | 250% of casual rate | 56.5(a)(i), 56.5(b)(i) |
| Public holiday (Sat–Sun) | 250% of base rate (inclusive of weekend rate) | 312.5% of casual rate (inclusive of weekend rate) | 56.5(a)(ii), 56.5(b)(ii) |
Source: Nurses and Midwives (Victorian Public Sector) Enterprise Agreement 2024–2028. Ordinary hours only (not overtime).
Notes:
- Some holidays (Christmas, Boxing Day, New Year’s Day, Australia Day) can have extra rules about substitute days. Check Clause 56.3 if working on those days.
- For recall provisions, refer to the EBA.
Strategic Penalty Planning
Victorian RNs can boost income beyond base rates by:
- Working public holidays which carry premium penalty rates.
- Regular weekend shifts, which provide consistent penalty loadings.
- Night shifts, where weekday rostered nights attract extra loadings.
- Casual or agency shifts, which may offer higher rates depending on demand and employer arrangements.
Understanding Victoria Public Sector RN Pay Progression
Under Clause 4.1(yy)(iv)(B) of the 2024–28 EBA, “Years of Experience are relevant to determining the appropriate increment within a grade” and are calculated from an RN’s anniversary date. This confirms that progression is entirely tenure-based.
How Progression Works:
- Years 1–8: Annual increases based on years of service.
- Year 8+: Reach the top of the base RN scale; further progression is through specialist or leadership pathways(e.g. CNS, CNC, NP).
- Recognition of prior experience: Interstate and international nursing experience is usually recognised when determining your starting level.
- Part-time progression: Progression is on a pro-rata basis, for part-time employees
Recent Developments:
Victorian healthcare has seen significant investment:
- Enterprise bargaining: Regular EBAs update pay scales and workplace conditions
- Infrastructure investment: New hospitals creating more opportunities
- Workforce development: Government initiatives supporting career progression
Real-World Examples:
- 1st year RN (Grade 2 Year 1): $41.36/hr × 38 = $1,571.80/week base pay
- 5th year RN (Grade 2 Year 5): $46.48/hr × 38 = $1,766.20/week base pay
- 8th year RN (Grade 2 Year 8): $52.20/hr × 38 = $1,983.70/week base pay
Important Notes:
- Progression typically occurs annually on employment anniversary
- Higher duties allowances available when acting in senior roles temporarily
- Specialist qualifications can open pathways to higher classifications, which carry higher pay rates
These award rates form your foundation, but most Victorian RNs earn significantly more through penalties, overtime, and specialization.
Salary Packaging for Public Sector RNs in Victoria
Victorian public hospital nurses and midwives have access to generous salary packaging benefits, which can significantly increase take-home pay by reducing taxable income, under the Victorian Public Sector Nurses and Midwives Enterprise Agreement (2024–2028). These are managed through approved providers.
How It Works (if eligible)
- General living expenses: Up to $9,010 per FBT year can be salary packaged (e.g. mortgage, rent, credit cards, groceries, utilities) without incurring FBT.
- Meal & entertainment: An additional $2,650 per year can be packaged for restaurant and bistro bills.
- Other benefits: Novated car leasing (if eligible)
Example – RN Grade 2, Year 5 (2025)
- Base salary: $91,842 annually.
- Without packaging: Approx. $20,000 in income tax (depending on bracket).
- With packaging ($9,010 living + $2,650 meals): Taxable income reduced by $11,660 → annual tax saving of $3,000–$4,000.
Private Sector Nurses
Nurses employed in private hospitals or aged care may also have salary packaging, but this depends on their enterprise agreement or employer policy. It is not guaranteed under the Fair Work Nurses Award (MA000034).
Key Takeaway
Salary packaging makes Victorian public sector nursing roles financially more attractive compared to many private employers, often adding the equivalent of several thousand dollars to annual take-home pay.
Industry Context: Why Victoria RN Salaries Are Competitive
Victoria’s healthcare sector benefits from being Australia’s second-largest economy and a major medical research hub.
Current Market Drivers
- Healthcare hub status: Melbourne as Australia’s medical capital
- University partnerships: Strong research and education sector
- Government investment: Ongoing infrastructure and workforce development
- Union advocacy: ANMF Victoria securing regular improvements
Melbourne Advantage
- Major hospital networks: Integrated health services across metropolitan area
- Medical research: Leading institutions driving innovation
- Training opportunities: Extensive professional development ecosystem
- Career mobility: Multiple pathways within large health networks
Common Questions Answered
What’s the highest-paying RN shift in Victoria?
Public holiday shifts that fall on weekends in the public sector offer the highest rates, especially for casual employees. Public holiday overtime in the private sector also provides premium rates generally at 250%.
Can RNs negotiate their base pay above award rates in Victoria?
Public hospitals: Base rates are set by enterprise agreements, but you can negotiate shift preferences to increase earnings.
Private hospitals: If your workplace has its own EBA, rates are fixed. But if it’s only covered by the Nurses Award, experienced RNs can sometimes negotiate above the Award minimum.
Agency work: Can be negotiable based on demand and specialty.
Bottom Line: Victoria RN Earning Reality
Victorian registered nurses have access to competitive salary packages with multiple opportunities to boost earnings through penalty rates, allowances, and agency opportunities.
Victoria’s position as Australia’s healthcare and research hub, combined with competitive award rates and strong union representation, creates excellent earning potential for strategic RNs.
Helpful Tools & Resources
Pay Calculators & Award Information:
- ANMF Victoria Public Sector Agreement — Enterprise Agreement covering all public hospitals and health services in Victoria
- ANMF Victoria EBA Wage Table — Victoria Public Sector nurses and midwives pay rates
- ANMF Victoria EBA Allowance Table — Victoria Public Sector nurses and midwives allowances
- Fair Work Pay Calculator — Check minimum pay rates for private sector positions
Job Search & Market Data:
- Victoria Department of Health Jobs — Official Victorian health service job listings and graduate programs
- Alfred Health Opportunities — Leading healthcare employer career pathways
- Monash Health Jobs — Integrated health service career opportunities
Professional Development:
- ANMF Victoria Education — Union-sponsored professional development opportunities
- Nursing and Midwifery Board of Australia (NMBA) — Professional registration and development information
Looking for NSW? See our full guide: Registered Nurse Salary NSW 2025
Disclaimer:
The information in this guide is for general purposes only. While every effort has been made to ensure accuracy, pay rates, benefits, and conditions can vary by employer, workplace agreement, and individual circumstances. Illustrative examples are provided for information only and may not reflect your exact situation. Nothing here should be taken as financial, legal, or employment advice. For legally enforceable pay and entitlements, always check the relevant Award, enterprise agreement, or Fair Work Commission guidance.