Nurse salary NSW: award minimums and how they compare with the national pay floor

Nurse salary NSW: understanding the legal minimum and what it means for your pay

When searching for a "nurse salary NSW", it is important to distinguish between the legal minimum pay floor, award rates, survey averages, and what you may actually negotiate. This guide explains the minimum rates set by the Nurses Award 2020, how they compare with the national minimum wage, and where to find more information.

The Nurses Award sets the legal minimum for most nurses in NSW

The Nurses Award 2020 (MA000034) covers nurses and midwives employed in the health industry across Australia, including NSW . The award contains minimum hourly and weekly rates for each classification, from nursing assistants to registered nurses at various levels. These rates apply to full-time, part-time, and casual employees (casual rates include a 25% loading).

For example, as of 1 August 2026, a Registered Nurse Level 1 Pay Point 1 must be paid at least $32.09 per hour or $1,219.50 per week for a 38‑hour week. A more experienced Registered Nurse Level 2 Pay Point 1 earns at least $39.59 per hour. The full schedule of rates is published in the Nurses Award pay guide from the Fair Work Ombudsman.

How the award minimum compares with the national minimum wage

The national minimum wage from 1 July 2026 is $26.44 per hour or $1,004.90 per week for an adult employee not covered by an award or agreement. The Nurses Award rates are significantly higher: even the lowest classification for an enrolled nurse (Pay Point 1) is $30.00 per hour, 13% above the national minimum. This means that a nurse covered by the award is entitled to at least the award rate, which is the legal minimum for that job.

Award rates vs. survey averages vs. negotiated salaries

It is common to see higher figures quoted in salary surveys or job advertisements. For example, the Australian Bureau of Statistics (ABS) reported in May 2026 that full‑time adult average weekly ordinary‑time earnings across all occupations were $2,083.70. That figure includes many higher‑paid roles and is not a minimum. A nurse’s actual salary may be above the award rate due to:

• Enterprise agreements – many hospitals and health services have negotiated agreements that pay above award.
• Individual contracts – some nurses negotiate higher rates based on experience, specialisation, or location.
• Penalty rates and allowances – weekend, public holiday, shift work, and on‑call allowances can add significantly to base pay.

Always check your employment contract and the applicable award or agreement to see which rate applies.

Superannuation is paid on top

All minimum rates in the Nurses Award are base pay. Employers must also pay the superannuation guarantee, which from 1 July 2026 is 12% of ordinary time earnings, into a complying super fund. This is an additional cost to the employer and an extra benefit for the employee.

Where to find more information

• Rate tables – see the full Nurses Award classification and pay point rates.
• Guides – step‑by‑step help on checking your award coverage and calculating pay.
• The Fair Work Ombudsman’s Pay and Conditions Tool can also help you work out your exact entitlements.

Important notes

• The Fair Work Commission sets the national minimum wage and modern award rates. The Fair Work Ombudsman provides guidance and enforces compliance.
• If you are covered by an enterprise agreement, that agreement may set higher rates than the award. The award acts as a safety net.
• Junior employees, apprentices, and trainees may be paid less than the adult award rate under specific provisions.

Understanding the legal minimum for a nurse salary in NSW helps you know your rights and negotiate effectively. Always compare your pay against the correct award classification, not just the national minimum wage.