The Fair Work Commission (FWC) has handed down its 2026 Annual Wage Review decision, announcing a 4.75% increase to modern award minimum wages. For many nurses, midwives and care workers, this is welcome relief.
The increase: 4.75% rise to base award rates.
Effective date: Takes effect from the first full pay period on or after 1 July 2026.
The increase applies to workers paid under the relevant modern awards, including:
Nurses Award 2020: RNs, ENs and AINs working in aged care, GP practices and other small private employers.
Aged Care Award 2010: Nurses, personal care workers and nursing assistants.
SCHADS Award: nurses and support workers delivering home-based care or disability services.
I work under an enterprise agreement. Do I get the 4.75%?
Usually not. Nurses in public hospitals or large private facilities are generally covered by enterprise agreements, and their base rates are already higher than the modern award. You would only receive the increase if your specific agreement’s base rate fell below the newly adjusted minimum award rate.
I’m on a modern award but didn’t get the 4.75%, am I eligible?
First, check whether you’re already paid above the award rate. If your current over-award hourly rate is still higher than the new adjusted base award rate after the 4.75% increase, your employer is not legally required to raise it further.
I still think I should be getting the increase, what are my next steps?
Get in touch. Sign in to your member dashboard and complete a member support form so that your NPAA case manager can formally review your payslip and compare it with your award.
The 4.75% annual wage review increase is completely separate from the ongoing Fair Work Commission ‘Work Value’ case for aged care nurses. Any potential pay increase resulting from the Work Value case is not expected until around 1 August 2026. We’ll keep you updated as this case progresses.
NPAA President, Kara Thomas says, "This decision is a benchmark, not a ceiling. When nurses and midwives are absorbing workforce shortages, rising occupational violence and relentless bed pressure, while being offered less-than-inflation pay rises in return, we shouldn't be asking why they're leaving. We should be asking why any of them are staying.”
Source
Fair Work Commission. Annual Wage Review 2026: fwc.gov.au. This article provides general information only and is not legal advice. For advice about your individual circumstances, contact NPAA.
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