(061)

SERIAL C10037

Crown Employees (Police Officers - 2024) Award

INDUSTRIAL RELATIONS COMMISSION OF NEW SOUTH WALES

Application by Commissioner of Police.

(Case No. 294273 of 2025)

Before Commissioner McRobert

12 September 2025

VARIATION

1. Delete clause 1, Arrangement, of the award published 9 May 2025 (397 I.G. 1238) and insert in lieu thereof the following:

PART A

1. Arrangement

Clause No. Subject Matter

PART A

Section 1 - General

1. Arrangement

2. No Further Claims

3. Definitions

4. Commitment to Professional and Ethical Conduct

5. Anti-Discrimination

6. Inspection of Award

7. Existing Privileges

8. Salary Packaging Arrangements, Including Salary Sacrifice to Superannuation

9. Deduction of Police Association of New South Wales Membership Fees

10. Travelling Allowances

11. Provision of Quarters

12. Remote Area - Living Allowances

13. Part Time Employment

14. Local Arrangements

SECTION 2 - LEAVE

15. Leave Generally

16. Applications for Leave

17. Annual Leave

18. Purchased Leave

19. Extended Leave

20. Sick Leave

21. Sick Leave to Care for a Family Member

22. Parental Leave

23. Leave for a stillbirth

24. Leave for a pre-term birth

25. Leave for a miscarriage

26. Leave for fertility treatment

27. Other accrued leave in conjunction with Parental Leave

28. Incremental Progression while on Parental Leave

29. Family and Community Service Leave

30. Leave Without Pay

31. Military Leave

32. Special Leave

33. Leave for Matters Arising from Domestic Violence

SECTION 3 - ASSOCIATION ACTIVITIES

34. Association Activities regarded as Special Leave

35. Association Activities Regarded as On Duty

36. Association Training Courses

SECTION 4 - NON-COMMISSIONED OFFICERS

37. Salaries (Other Than Detectives and Police Prosecutors)

38. Salaries (Detectives)

39. Salaries (Police Prosecutors)

40. Loading

41. Field Training Allowance

42. Special Duties Allowance

43. Forensic Services Group Expert Allowance

44. Regional Target Action Group (TAG)/Anti-Theft Unit Allowance

45. Tactical Operations Unit Allowance

46. Professional/Academic Qualification Allowance

47. Special Operations Allowance

48. On Call Allowances

49. Hours of Duty

50. Shift Allowance

51. Meals

52. Overtime

53. Recall to Duty

54. Court Attendance Between Shifts

55. Lockup Keepers’ or Sole Detective’s Recall

56. On Call Detectives Recall

57. On Call Telephone Recall (Other than Detectives)

58. Penalty Provisions Not Cumulative

59. Travelling Time

60. Time in Lieu of Payment of Travelling Time and Overtime

61. Relieving Duty

62. Allowance for Officers Relieving into a Detectives Position at Rank

63. Public Holidays

64. Competency Based Incremental Progression

65. Provision of Uniform

66. Air Travel

67. Lockers

68. Work of a Menial Nature

SECTION 5 - COMMISSIONED OFFICERS

69. Salaries

70. Hours of Duty

71. Fixed Term Appointment

72. Non-Renewal Benefit

73. Competency Based Incremental Progression

74. Relieving Duty

75. Travelling Time

SECTION 6 – DISPUTES/GRIEVANCE SETTLEMENT PROCEDURE

76. Disputes/Grievance Settlement Procedure

SECTION 7 – TRANSFERRED OFFICERS ENTITLEMENTS & COMPENSATION

77. Definitions

78. Eligibility for Entitlements under this Section

79. Officers Appointed under Section 66A of the Police Act

80. Special Remote Locations

81. Notice of Transfer

82. Transfer Leave

83. Cost of Temporary Accommodation

84. Excess Rent Assistance

85. Removal Costs

86. Storage of Furniture

87. Cost of Personal Transport

88. Compensation for Depreciation and Disturbance

89. Education of Children

90. Conveyancing and Other Costs

91. Refund of Stamp Duty, Registration of Transfer and Mortgage Fees

92. Incidental Costs Upon Change of Residence

93. Relocation on Retirement

94. Existing Benefits

SECTION 8 - AREA, INCIDENCE AND DURATION

95. Area, Incidence and Duration

PART B - MONETARY RATES

Tables 1a and 1b - Non-Commissioned Officers’ (other than Detectives and Police Prosecutors) Salaries

Tables 2a and 2b - Detectives’ Salaries Tables 3a and 3b - Police Prosecutors Salaries

Tables 4a and 4b - Commissioned Officers’ Salaries Table 5 - Travelling Allowance and Motor Vehicle

Allowances

Table 6 - Remote Areas - Living Allowance Table 7 - Detectives’ Special Allowance Table 8 - Prosecutors’ Special Allowance

Table 9 - Special Duties Allowances (Non-Commissioned Officers)

Table 10 - Forensic Services Group Expert Allowance Table 11 - Professional/Academic Qualification Allowance

(Constable or Senior Constable)

Table 12 - On-Call Allowances (Non-Commissioned Officers)

Table 13 - Meal Allowances (Non-Commissioned Officers) Table 14 - Stocking Allowance (Non-Commissioned

Officers)

Table 15 - Plain Clothes Allowances (Non-Commissioned Officers)

Table 16 - Special Operations Allowance Table 17 - Tactical Operations Unit Allowance

2. Delete paragraph 8.13.5 of Clause 8, Salary Packaging Arrangements, Including Salary Sacrifice to Superannuation, and insert in lieu thereof the following:

8.13.5 Aware Super Act 1992 No 100

3. Delete clauses 22 to 28 and insert in lieu thereof the following:

22. Parental Leave

The following table summarises the entitlements in this section. This table must be read with the relevant clauses. If there are inconsistencies, the provisions in the relevant clause will prevail.

Summary of parental leave provisions
Leave	Paid leave	Unpaid leave	Total leave
Parental Leave	14 weeks for a parent with caring responsibility associated with the birth, adoption, altruistic surrogacy or ongoing placement arrangement of a child	38 weeks	52 weeks
Bonus Paid Parental Leave	2 weeks for single parents or when both parents have taken any Paid Parental Leave offered by their employers		2 weeks
Special Pre-Term Birth Leave	From birth to the end of 36 weeks’ gestation for the parent with the caring responsibility of a child born before 37 weeks, then revert to full-term parental leave provisions		From birth to the end of 36 weeks
Leave for a Stillbirth (the birth of a baby without signs of life, at 20 or more completed weeks or where a child dies shortly after birth)	14 weeks for the officer who gave birth 2 weeks for an officer whose partner gave birth		14 weeks for the officer who gave birth 2 weeks for an officer whose partner gave birth
Requests to extend leave or return part time		52 weeks	52 weeks

22.1 Definitions

22.1.1 For the purpose of clauses 22, 23, 24, 25, 26, 27 and 28:

(a) “Altruistic Surrogacy” means a surrogacy arrangement as defined in the Surrogacy Act 2010 (NSW) and must not be a commercial surrogacy arrangement.

(b) “De facto partner” means a person who is the officer’s partner and lives with them on a genuine domestic basis but is not legally married to the officer.

(c) “Caring responsibility” means a person who meets the child’s physical needs, including feeding, dressing, bathing and otherwise supervising the child.

(d) “Child” means:

(i) For birth-related leave, a child (or children from a multiple birth) of the officer, officer’s partner or officer’s legal surrogate

(ii) For adoption-related leave, a child (or children) who the officer or the officer’s partner will adopt and is not the officer or officer’s partner’s child. The child (or children) is or will be under 18 years of age.

(iii) For ongoing placement arrangement-related leave, a child (or children) under 18 years, placed in the permanent care of the officer or the officer’s partner.

(e) “Confirmation of placement letter” means a letter from the Department of Communities and Justice (DCJ) or their accredited designated agency that:

(i) confirms the officer is an authorised foster carer or relative/kinship carer who is or will be providing continuous care on an ongoing basis for a child or young person who is subject to a legal order allocating parental responsibility to the Minister; or

(ii) confirms the officer is an authorised relative/kinship carer, authorised foster carer or other suitable person who is or will be providing continuous care on an ongoing basis for a child or young person for whom they hold parental responsibility under a legal order, including a guardianship order; and

(iii) confirms the start date of the placement.

(f) “Fertility treatment” means any of the following assisted reproductive technology treatments as defined in the Assisted Reproductive Technology Act 2007 (NSW) including but not limited to:

(i) intrauterine insemination (IUI)

(ii) in-vitro fertilisation (IVF)

(iii) intracytoplasmic sperm injection (ICSI)

(iv) Ovulation induction (OI).

(g) “Full-term birth” means the birth of a live child from 37 weeks.

(h) “Legal order” means an order made by the Children’s Court of NSW under the Children and Young Persons (Care and Protection) Act 1998 (NSW) including:

(i) Parental Responsibility to the Minister (PRM), Relative/Kin (PRR) or Non-Relative (PNR) Interim Orders;

(ii) Short Term Court Order (STCO) allocating parental responsibility to the Minister, Relative/Kin or Non-Relative for a period of at least 12 months;

(iii) Parental Responsibility to the Minister (PRM), Relative/Kin (PRR) or Non-Relative (PNR) Long Term Care to 18 years Final Order; or

(iv) Guardianship Order.

For the purposes of this definition, a legal order made by the Federal Circuit and Family Court of Australia under the Family Law Act 1975 (Cth) includes a final order allocating parental responsibility to relative/kin or suitable person to 18 years provided that the Department of Communities and Justice intervened as a party to the proceedings and the officer is an authorised carer eligible for the out-of-home care carer allowance.

(i) “Legal surrogate” means the birth mother in a surrogacy arrangement as defined in the Surrogacy Act 2010 (NSW).

(j) “Miscarriage” means a pregnancy that ceases before 20 weeks or where the number of weeks is unknown, or the baby weighed less than 400g.

(k) “Ongoing placement arrangement” means the placement of a child or young person who is subject to a legal order of the Children’s Court of NSW or Federal Circuit and Family Court of Australia with an authorised foster carer, authorised relative/kinship carer or suitable person on an ongoing basis. Ongoing placements do not include informal arrangements or emergency, respite care or short-term care with a specified end date.

(l) “Partner” means a spouse, de facto partner, former spouse or former de facto partner.

(m) “Pre-term birth” means the birth of a live child before 37 weeks.

(n) “Stillbirth” means the birth of a baby without signs of life, at 20 or more completed weeks or where a child dies shortly after birth.

22.2 Paid Parental Leave

22.2.1 Officers are entitled to up to 14 weeks Paid Parental Leave if:

(a) they have or will have completed at least 40 weeks continuous service at the expected date of birth, adoption, altruistic surrogacy or ongoing placement, and

(b) they have or will have caring responsibility for the child (or children), or

(c) the officer is a legal surrogate and has or will have completed at least 40 weeks continuous service at the expected date of birth.

22.2.2 Paid Parental Leave must be taken within 24 months of the date of birth, adoption or altruistic surrogacy or ongoing placement.

22.2.3 Pregnant officers may start Paid Parental Leave up to 9 weeks before their expected date of birth.

22.2.4 Officers who are eligible for paid parental leave in accordance with 22.2.1 are entitled to an additional two weeks of Bonus Paid Parental Leave where both parents have exhausted any paid parental leave offered by their employer.

22.2.5 Officers who are single parents or whose partners do not have access to employer paid parental leave will be eligible for the full two weeks of bonus paid parental leave.

22.2.6 An officer is entitled to Bonus Paid Parental Leave, where it can be demonstrated that their partner:

(a) has or will have exhausted the paid parental leave provided by their employer, or

(b) has no access to employer paid parental leave.

22.2.7 A maximum of two officers/employees (if both are working in the NSW Government Sector) can access Paid Parental Leave under this clause per birth, adoption, altruistic surrogacy or ongoing placement arrangement except in the event of an altruistic surrogacy where three officers/employees (two intended parents and one surrogate are all employed in the NSW Government Sector) will be entitled to access Paid Parental Leave.

22.2.8 Where an officer takes paid parental leave in respect of an ongoing placement arrangement and later adopts, becomes the legal guardian or cares for the child (or children) or young person/s under a different legal order, the officer is not entitled to access a further period of paid parental leave in connection with the adoption, guardianship order or other legal order of the same child (or children).

22.2.9 In the event that an ongoing placement arrangement ceases, and the officer no longer has responsibility for the care of the child/children, the officer must notify the Commissioner as soon as practicable. At the cessation of an ongoing placement, the remaining period of paid parental leave ceases. The Commissioner and officer should discuss alternative leave arrangements and/or a return-to-work date.

22.3 Unpaid Parental Leave

22.3.1 In addition, an officer is entitled to unpaid parental leave where:

(a) the officer, their partner or their legal surrogate gives birth; or the officer or their partner adopts; or the officer or their partner have a child placed in the care of the officer or their partner as part of an ongoing placement arrangement, and

(b) the officer has or will have responsibility for the care of the child that is born, adopted or placed in an ongoing placement arrangement, or

22.3.2 Subject to this clause the officer shall be entitled to be granted unpaid parental leave as follows:

(a) For a pregnant officer, a period up to 9 weeks prior to the expected date of birth; and

(b) For all eligible officer’s, a further period of up to 12 months after the actual date of birth, or

22.3.3 An officer on parental leave does not have to return to work to access a further period of parental leave.

22.3.4 Where an officer combines paid and unpaid parental leave, the total period of parental leave taken cannot exceed 12 months except where an officer has applied to extend their period of unpaid parental leave under clause 22.10.1.

22.4 Calculation of Paid Parental Leave

22.4.1 Paid Parental Leave including bonus parental leave is calculated at the officer’s ordinary rate of pay at the time they take leave.

22.4.2 Paid Parental Leave may be paid:

(a) in advance as a lump sum;

(b) fortnightly as normal;

(d) as a combination of full and half pay.

22.4.3 A full-time officer who is on part-time leave without pay when they start parental leave is paid:

(a) at the full-time rate if they began part-time leave 40 weeks or less before starting parental leave; or

(b) at the part-time rate if they began part-time leave more than 40 weeks before starting parental leave and have not changed their part-time work arrangements during the 40 weeks; or

(c) at the rate based on the average number of weekly hours worked during the 40-week period if they have been on part-time leave for more than 40 weeks but have changed their part-time work arrangements during that period.

22.4.4 An officer who commences a subsequent period of parental leave for another child within 24 months of commencing an initial period of parental leave will be paid:

(a) at the full-time or part-time rate, they received before starting the initial leave if they have not returned to work; or

(b) at a rate based on the hours worked before they took the initial leave if they have returned to work and reduced their hours during the 24-month period; or

(c) at a rate based on the hours worked before the subsequent period of leave if they have returned to work and not reduced their hours.

22.5 Concurrency of Paid Parental Leave

22.5.1 Officers /employees can take all Paid Parental Leave concurrently except in circumstances where both parents are employed at the same workplace and operational requirements may prevent concurrent leave. In these instances, officers may take up to four weeks Paid Parental Leave concurrently with their partner. Officers may request to take more than four weeks Paid Parental Leave concurrently with their partner in accordance with clause 22.6.

22.6 Flexibility for taking Paid Parental Leave

22.6.1 An officer may request to use their Paid Parental Leave entitlement in ways other than a single continuous period. The Commissioner will consider this request based on operational requirements and the officer’s personal and family circumstances.

22.6.2 Officers in the same workplace may also request to take more than four weeks of parental leave concurrently.

22.6.3 The Commissioner may refuse a request on reasonable grounds based on the effect on the NSW Police Force workplace including but not limited to:

(a) that the new working arrangements requested would be too costly for the NSW Police Force;

(b) that there is no capacity to change the working arrangements of other officers/employees to accommodate the new working arrangements requested;

(c) that it would be impractical to change the working arrangements of other officers/employees, or recruit new officers/employees, to accommodate the new working arrangements requested;

(d) that the new working arrangements requested would be likely to result in a significant loss in efficiency or productivity; or

(e) that the new working arrangements requested would be likely to have a significant negative impact on customer service.

22.6.4 The Commissioner will consider and respond to the request in writing within 21 days.

22.6.5 If the Commissioner agrees to the officer’s request to use their Paid Parental Leave entitlement in ways other than a single continuous period, the leave period must not extend beyond 24 months of the date of birth, adoption, altruistic surrogacy or ongoing placement of the child. Any public holidays that fall during the leave will not extend the period of leave.

22.7 Pregnancy related illness and alternative duties

22.7.1 A pregnant officer who is sick during their pregnancy may take available paid sick leave, accrued annual or extended leave, or sick leave without pay.

22.7.2 If a pregnant officer finds it difficult to perform their normal duties or there is a risk to their health or that of the unborn child, the Commissioner must consult with the officer and take all reasonable steps to arrange safer alternative duties or adjustments.

22.7.3 Safer alternative duties or adjustments include but are not limited to:

(a) having flexible working arrangements for when and where the officer performs their duties;

(b) changing duties temporarily;

(d) multiskilling;

(e) redesigning their role.

22.7.4 If a pregnant officer gives the employer evidence that the officer is fit for work, but that it is inadvisable for the officer to continue in the officer’s normal duties, and safe alternative duties or adjustments cannot reasonably be provided, the Commissioner must grant the officer paid no safe job leave until the end of the risk period, end of the officer’s pregnancy or expected commencement of parental leave, whichever is the earliest.

22.8 Further periods of parental leave

22.8.1 When an officer, their partner or their legal surrogate gives birth; or the officer or their partner adopts; or the officer or their partner have a child placed in the care of the officer or their partner as part of an ongoing placement arrangement while on parental leave, the officer is entitled to a further period of parental leave.

22.8.2 At the commencement of the new period of parental leave, any remaining unpaid parental leave from the former birth, adoption or ongoing placement arrangement ceases.

22.8.3 Any remaining paid parental leave from the former birth, adoption or ongoing placement arrangement may be retained but must be taken within 24 months of the former date of birth, adoption or altruistic surrogacy or placement of a child or children.

22.9 Leave prior to an adoption

22.9.1 In addition to the paid parental leave available at clause 22.2, an officer seeking to adopt a child is entitled to up to two days unpaid special adoption leave to attend interviews or examinations as are necessary as part of the adoption process.

22.9.2 An officer may also use accrued leave entitlements or flexible working arrangements to attend interviews or examinations. This includes annual leave, extended leave and where applicable, family and community service leave.

22.10 Right to request extension of unpaid parental leave and part-time return to work

22.10.1 To assist officers with parental responsibilities, an officer who has been granted parental leave in line with clause 22.2, Paid Parental Leave, can apply to the Commissioner to:

(a) extend Unpaid Parental Leave for a further continuous leave period of up to 12 months provided the unpaid parental leave does not extend beyond 24 months from the birth, adoption or ongoing placement of the child; and/or

(b) return from full-time parental leave to work part time until the child reaches school age (including the option to return to work on part-time leave without pay).

22.10.2 An officer intending to apply to return from parental leave part time (in line with clause 22.10.1) must write to the Commissioner as soon as practicable. An officer can give notice at any time up to four weeks before their proposed return or extension of leave, or later if the Commissioner agrees.

22.10.3 The Commissioner will consider the request and the officer’s circumstances and respond in writing. The Commissioner can only refuse the request on reasonable grounds based on the effect on the workplace or the Commissioner’s business. This could include:

(a) that the new working arrangements requested would be too costly for the NSW Police Force;

(b) that there is no capacity to change the working arrangements of other officers to accommodate the new working arrangements requested;

(c) that it would be impractical to change the working arrangements of other employees, or recruit new employees, to accommodate the new working arrangements requested;

(d) that the new working arrangements requested would be likely to result in a significant loss in efficiency or productivity; or

(e) that the new working arrangements requested would be likely to have a significant negative impact on customer service.

22.10.4 An officer on parental leave may change the period of leave once without the consent of the Commissioner by providing at least 14 days’ notice in writing. Further changes may be made with the consent of the Commissioner.

22.10.5 An officer who has returned to full-time duty without exhausting their entitlement to 12 months unpaid parental leave is entitled to revert to unpaid parental leave. This may be done once only, by providing a minimum of 4 weeks’ notice (or less if the Commissioner agrees).

22.11 Returning to work

22.11.1 An officer has the right to return to their former role if they have taken parental leave or returned to work part-time under right to request provisions, and they immediately resume duty after the approved leave or part-time work arrangement.

22.11.2 If the role occupied by the officer immediately prior to the taking of parental leave has ceased to exist, but there are other positions available that the officer is qualified for and is capable of performing, the officer will be appointed to a role of the same grade and classification as the officer’s former position.

22.11.3 An officer does not have the right to their former role if they return to work part time. If the Commissioner approves an officer to return to work part time, the officer will be appointed to a role of the same grade and classification as their former role.

22.12 Notice requirements

22.12.1 The Commissioner must inform officers of their entitlements and obligations under this section when it is made aware that an officer or their partner is pregnant, expecting a child through an altruistic surrogacy arrangement, is having a child placed with them as part of an ongoing placement arrangement or is adopting a child.

22.12.2 An officer who is an intended parent in an altruistic surrogacy arrangement must notify the Commissioner at least 8 weeks before the expected due date. The officer must give the Commissioner a copy of the pre-conception surrogacy altruistic surrogacy agreement. This agreement is provided for in the Surrogacy Act 2010 and can be redacted as necessary to protect non-employees’ privacy.

22.12.3 To access parental leave, an officer must give the Commissioner written notice, eight weeks or as soon as practicable, before the expected start of their parental leave, of:

(a) their intention to take leave; and

(b) the child’s expected date of birth, adoption, altruistic surrogacy or ongoing placement; and

22.12.4 At least four weeks before the expected commencement of parental leave, the officer must advise the Commissioner of:

(a) the date they intend to start parental leave; and

(b) the date they expect to return to work.

22.12.5 Once an officer or their partner gives birth, they must notify the Commissioner of the date of birth as soon as convenient.

22.12.6 If an officer changes their intentions because of a pre-term birth or stillbirth, they must notify the Commissioner as soon as practicable.

22.12.7 Before and during Paid Parental Leave, an officer must notify the Commissioner of any changes to their circumstances that might affect their eligibility for this leave as soon as possible.

22.13 Evidence requirements

22.13.1 To access Paid Parental Leave, the officer must provide evidence of the birth, adoption, altruistic surrogacy or ongoing placement arrangement:

(a) or a birth related leave, a medical or birth certificate showing the child’s expected or actual date of birth;

(b) for adoption related leave, an integrated birth certificate or certificate of adoption;

(c) for altruistic surrogacy related leave, the provision of documentary evidence of the altruistic surrogacy agreement and a statutory declaration advising of the intention to make application for a parentage order as required under the Surrogacy Act 2010. A copy of the parentage order (redacted as needed) does not need to be provided before accessing Paid Parental Leave if the order is not available before that time but must be provided as soon as it is obtained;

(d) for an ongoing placement arrangement, a confirmation of placement letter provided by the Department of Communities and Justice, or their accredited designated agency as defined in 22.1.1(k). A copy of the legal order as defined in 22.1.1(h) (redacted as needed) does not need to be provided before accessing Paid Parental Leave if the order is not available before that time but must be provided as soon as it is obtained.

22.13.2 To access bonus paid parental leave Commissioner may require evidence of this such as:

(a) documents from the partner’s employer; or

(b) a statutory declaration from the officer.

22.14 Communication requirements

22.14.1 Where an officer is on parental leave and a definite decision has been made to introduce significant change at the workplace, the Commissioner will take reasonable steps to:

(a) make information available in relation to any significant effect the change will have on the status or responsibility level of the role the officer held before commencing parental leave; and

(b) provide an opportunity for the officer to discuss any significant effect the change will have on the status or responsibility level of the role the officer held before commencing parental leave.

22.14.2 The officer will take reasonable steps to inform the Commissioner of any significant matter that will affect the officer’s decision about:

(a) the duration of parental leave;

(b) whether they intend to return to work; and

22.14.3 The officer will notify the Commissioner of any changes to their address and contact details which may affect the Officer’s capacity to comply with clause 22.14.1.

23. Leave for a Stillbirth

23.1 A officer who gives birth to a stillborn child has access to paid parental leave in accordance with clause 22.2 or may elect to take available sick leave.

23.2 Where an officer’s partner gives birth to a stillborn child the officer can access two weeks Paid Parental Leave.

24. Leave for a Pre-Term Birth

24.1 When an officer or their partner has a pre-term birth (before 37 weeks), the parent with caring responsibility is entitled to paid Special Pre-Term Parental Leave. This applies from the date of birth to the end of 36 weeks. Where both parents are NSW Government Sector employees, only one parent may access the leave.

24.2 An officer is entitled to paid special pre-term parental leave if they have or would have, if not for the pre-term birth, completed 40 weeks continuous service at the expected date of birth.

24.3 Paid Special Pre-Term Parental Leave starts from the date of the pre-term birth at full pay and the officer must take it in one continuous block up to the end of 36 weeks.

24.4 Immediately following the period of paid special pre-term parental leave and at the commencement of 37 weeks, special pre-term birth parental leave will cease, and an officer may commence parental leave in accordance with clause 22.2 and clause 22.3.

24.5 Where a pre-term child dies during a period of paid Special Pre-Term Parental Leave, the rest of that leave is replaced by up to 14 weeks’ Paid Parental Leave in accordance with clause 22.2.

24.6 Officers cannot take paid Special Pre-Term Leave concurrently with any other form of leave.

24.7 When accessing paid Special Pre-Term Parental Leave, the officer must notify the Commissioner as soon as practicable of:

(a) the amount of leave required; and

(b) which other types of leave (if any) will follow the period of Special Pre-Term Parental Leave, including all paid and unpaid leave that officers propose to take, have applied for, or will take.

24.8 To access paid Special Pre-Term Parental Leave, the officer may need to provide evidence, such as:

(a) a medical certificate showing the expected date of birth; or

(b) a statutory declaration or medical certificate confirming caring responsibility; or

25. Leave for a Miscarriage

25.1 When an officer or their partner miscarries, the officer is entitled to one week of paid Special Miscarriage Leave on each occasion a pregnancy ceases by way of miscarriage.

25.2 Paid Special Miscarriage Leave starts from the date of miscarriage. The officer must take this leave in one continuous block before they can take any other leave.

25.3 When accessing paid Special Miscarriage Leave, the officer must notify the Commissioner as soon as reasonably practicable of:

(a) the amount of leave required; and

(b) the anticipated date of return to duty.

25.4 To access paid Special Miscarriage Leave an agency may request evidence, such as:

(a) a medical certificate; or

(b) an early loss certificate from the NSW Registry of Births, Deaths and Marriages.

26. Leave for Fertility Treatment

26.1 Officer’s can take up to one week of paid Special Fertility Treatment Leave each calendar year to undergo fertility treatment. This includes related medical appointments and travel required to access treatment.

26.2 Special Fertility Treatment Leave does not accumulate, and officers may take it in:

(a) part day

(b) single day

26.3 Paid Special Fertility Treatment Leave is not available to the partner of the person undergoing fertility treatment.

26.4 When accessing paid Special Fertility Treatment Leave, the officer must notify the Commissioner as soon as is reasonably practicable of:

(a) the amount of leave required, and

(b) when they expect to return to work.

26.5 To access paid Special Fertility Treatment Leave, the officer may need to provide a medical certificate that confirms the treatment.

27. Other Accrued Leave in Conjunction with Parental Leave

27.1 An officer may take available annual leave or extended leave during the parental leave period as long as it does not extend the total period of parental leave.

27.2 An officer may take available annual leave at half pay with parental leave provided that:

(a) annual leave at half pay is taken within the period of parental leave;

(b) the total period of parental leave is not extended beyond 24 months by the taking of annual leave at half pay;

(c) half of any period of parental leave in respect of which payment was made at the rate of half pay is to be counted as service for the purpose of accruing further recreation, extended and other leave.

27.3 For the purposes of accrual of leave by an officer:

(a) any period of parental leave in respect of which payment was made at the rate of full pay is to be counted as service, and

(b) half of any period of parental leave in respect of which payment was made at the rate of half pay is to be counted as service.

27.4 For the purposes of accrual of leave by an officer, any period of full-time parental leave without pay is not to be counted as service, except as provided by Clause 19.2.4 (c) Extended leave.

28. Incremental Progression While on Parental Leave

28.1 For the purpose of payment of any increment to an officer:

(a) a period of parental leave in respect of which payment was made at the rate of full pay or half pay is to be counted as service, and

4. Delete the word "Year" and insert in lieu the word "Level" under Rank/Incremental Level of Sergeant and Senior Sergeant, of Table 1b in subclause 37.2 of clause 37, Salaries (Other Than Detectives and Police Prosecutors).

5. Delete the word "Year" and insert in lieu the word "Level" under Rank/Incremental Level of Table 2b Detective Salaries in subclauses 38.2 and 38.3 of clause 38, Salaries (Detectives).

6. Delete the word "Year" and insert in lieu the word "Level" under Rank/Incremental Level of Table 3b – Police Prosecutors Salaries in subclause 39.2 of clause 39, Salaries (Police Prosecutors).

7. Delete the word "Year" and insert in lieu the word "Level" under Incremental Level upon completion of the PEP of the table in subclause 39.3 of clause 39, Salaries (Police Prosecutors).

8. Delete the words " Sergeant 5th Year" and insert in lieu the words " Sergeant Level 5" in subclause 50.2 of clause 50, Shift Allowance.

9. Delete the words "1st Year" wherever appearing in clause 61, Relieving Duty, and insert in lieu the words "Level 1".

10. Delete subclauses 64.16 to 64.18 of clause 64, Competency Based Incremental Progression, and insert in lieu thereof the following:

64.16 Sergeants/Senior Sergeants

In addition to the mandatory competency requirements contained within this clause progression beyond Sergeant Level 3 and Senior Sergeant Level 2 will be based on;

64.16.1 Satisfaction of an agreed rigorous performance assessment regime including quarterly and annual review of the Sergeant and, where appropriate, the team’s performance. For the purpose of this paragraph an agreed rigorous performance assessment means the Sergeant and their supervisor participate in feedback discussions on the demonstrated performance, knowledge, skills and abilities of the Sergeant’s performance in their role. Where the requisite performance is not demonstrated then discussions should identify the areas needing attention with agreed courses of action and timeframes for review.

64.16.2 Demonstration of an ongoing commitment to professional development as evidenced by the successful completion of the relevant courses and a commitment to undertake or preparedness to undertake courses that raise skill level.

64.17 Detectives

In addition to the mandatory competency requirements contained within this clause Detectives will be required to satisfy the following for incremental progression;

64.17.1 Progression up to Detective Level 6

Designation as a Detective, or currently undertaking, or being prepared to undertake (by way of written commitment) the Detectives Education Program (DEP). The parties recognise that program availability and other factors may impinge upon a Detective’s capacity to undertake the DEP.

64.17.2 Progression beyond Detective Level 6

(a) Satisfaction of an agreed rigorous performance assessment regime including quarterly and annual reviews of the Detective’s performance. For the purpose of this sub paragraph performance assessment will include, where appropriate, assessment of the Detective’s role as a guide, mentor and trainer of less experienced Detectives.

(b) Completion of or, commitment to undertake or being prepared to undertake courses that raise skill level.

64.17.3 Progression beyond Detective Sergeant Level 3 and Detective Senior Sergeant Level 2

(a) Satisfaction of an agreed rigorous performance assessment regime including quarterly and annual reviews of the Detective Sergeant’s/Detective Senior Sergeant’s and, where appropriate, the team’s performance. For the purpose of this paragraph an agreed rigorous performance assessment means the Detective Sergeant/Detective Senior Sergeant and their supervisor participate in feedback discussions on the demonstrated performance, knowledge, skills and abilities of the Detective Sergeant’s/Detective Senior Sergeant’s performance in their role. Where the requisite performance is not demonstrated then discussions should identify the areas needing attention with agreed courses of action and timeframes for review.

(b) Demonstration of an ongoing commitment to professional development as evidenced by the successful completion of the relevant courses and a commitment to undertake or preparedness to undertake courses that raise skill level.

64.18 Police Prosecutors

In addition to the mandatory competency requirements contained within this clause Police Prosecutors will be required to satisfy the following for incremental progression;

64.18.1 Progression beyond Police Prosecutor Level 6

(a) Satisfaction of an agreed rigorous performance assessment regime including bi-annual and annual reviews of the Police Prosecutors performance. For the purpose of this sub paragraph performance assessment will include, where appropriate, assessment of the Police Prosecutors role as a guide, mentor and trainer of less experienced Police Prosecutors.

(b) Completion of or, commitment to undertake or being prepared to undertake courses that raise skill level.

64.18.2 Progression beyond Police Prosecutor Sergeant Level 3 and Police Prosecutor Senior Sergeant Level 2

(a) Satisfaction of an agreed rigorous performance assessment regime including bi-annual and annual reviews of the Police Prosecutor Sergeant’s/Police Prosecutor Senior Sergeant’s and, where appropriate, the team’s performance. For the purpose of this paragraph an agreed rigorous performance assessment means the Police Prosecutor Sergeant/Police Prosecutor Senior Sergeant and their supervisor participate in feedback discussions on the demonstrated performance, knowledge, skills and abilities of the Police Prosecutor Sergeant’s/Police Prosecutor Senior Sergeant’s performance in their role. Where the requisite performance is not demonstrated then discussions should identify the areas needing attention with agreed courses of action and timeframes for review.

11. Delete paragraph 65.11.2 of clause 65, Provision of Uniform, and insert in lieu thereof the following:

65.11.2 absent on leave without pay (including parental leave without pay); or

12. Delete the word "Year" and insert in lieu the word "Level" under Rank/Incremental Level of Table 4b in subclause 69.2 of clause 69, Salaries.

13. Replace the words "4th Year", "6th Year" and "5th Year" with the words "Level 4", "Level 6" and "Level 5" respectively in subparagraph 73.3.3(b) of clause 73, Competency Based Incremental Progression.

14. Remove the words " (1st Year)." in paragraph 74.3.1 of clause 74, Relieving Duty, and insert in lieu the words "(Level 1)."

15. Delete subclauses 77.2 to 77.4 of clause 77, Definitions, and insert in lieu thereof the following:

77.2 "Desirable Commuter Location" means Brisbane Water, Tuggerah Lakes, Wollongong and Lake Illawarra Police District (PDs).

77.3 "Desirable Location" means a location where demand for placements exceeds the available positions to accommodate them. Desirable Locations are;

77.3.1 Northern Region - all PDs except for the Hunter Valley PD, and Tabulam and Nimbin within the Richmond PD, and,

77.3.2 Southern Region - includes Wollongong PD, Lake Illawarra PD, Shoalhaven PD, Far South Coast PD and Queanbeyan within Monaro PD, and,

77.3.3 Desirable Commuter Locations, and,

77.3.4 Specialist Commands with Units located in the Locations outlined above

77.4 "Location" within the Metropolitan Area means duty at a Police Area Command or duty in a working environment under the auspices of a Region Commander, or a Branch, Squad, Directorate or Bureau. "Location" outside the Metropolitan Area means duty at a Police Station within a Police District or duty in a working environment such as a Branch, Squad, Directorate or Command within the Police District.

16. Delete the word "Year" and insert in lieu the word "Level" under category Rank/Incremental Level in Tables 1b of Part B, Monetary Rates

17. Delete the word "Year" and insert in lieu the word "Level" under category Rank/Incremental Level in Tables 2b of Part B, Monetary Rates.

18. Delete Table 2b - Detective's Salaries, 1 July 2025 and insert in lieu thereof the following:

Table 2b - Detectives’ Salaries

From the beginning of the first full pay period to commence on or after 1 July 2025 – 4%
Rank/Incremental Level	Base Salary	Base Salary for Overtime Purposes	Loaded Salary
		(+ Allowance Equivalent to Grade 3 Special Duties Allowance)	(+ 11.5%, Allowance Equivalent to Grade 3 Special Duties Allowance and Detectives’ Special Allowance)
	Per Annum $	Per Annum $	Per Annum $
Detective Level 1	88,021	93,370	105,831
Detective Level 2	89,517	94,866	107,499
Detective Level 3	98,475	103,824	117,488
Detective Level 4	104,439	109,788	124,137
Detective Level 5	110,408	115,757	130,793
Detective Level 6	113,389	118,738	134,117
Detective Level 7	119,316	124,665	140,725
Detective Level 8	121,623	126,972	143,298


Detective Sergeant Level 1	122,340	127,689	144,097
Detective Sergeant Level 2	126,814	132,163	149,086
Detective Sergeant Level 3	129,800	135,149	152,415
Detective Sergeant Level 4	132,787	138,136	155,746
Detective Sergeant Level 5	134,275	139,624	157,405

Detective Senior Sergeant Level 1	137,255	142,604	160,727
Detective Senior Sergeant Level 2	139,439	144,788	163,162
Detective Senior Sergeant Level 3	141,622	146,971	165,597

19. Delete the word "Year" and insert in lieu the word "Level" under category Rank/Incremental Level in Tables 3b of Part B, Monetary Rates

20. Delete the word "Year" and insert in lieu the word "Level" under category Rank/Incremental Level in Tables 4b of Part B, Monetary Rates.

21. Delete Table 5 - Travelling Allowance and Motor Vehicle Allowances of Part B, Monetary Rates and insert in lieu the following:

Table 5 - Travelling Allowance and Motor Vehicle Allowances

Effective 1 July 2024

Item 1

Capital Cities	Per Day $
Adelaide	323.00
Brisbane	346.00
Canberra	343.00
Darwin	385.00
Hobart	341.00
Melbourne	338.00
Perth	345.00
Sydney	388.00
High cost country centres	Per day $
Albany (WA)	358.00
Albury (NSW)	372.00
Alice Springs (NT)	371.00
Ararat (VIC)	324.00
Armidale (NSW)	331.00
Ayr (QLD)	372.00
Bairnsdale (VIC)	341.00
Ballarat (VIC)	352.00
Bathurst (NSW)	372.00
Bega (NSW)	372.00
Benalla (VIC)	333.00
Bendigo (VIC)	335.00
Bordertown (SA)	329.00
Bourke (NSW)	349.00
Bright (VIC)	345.00
Broken Hill (NSW)	327.00
Broome (WA)	420.00
Bunbury (WA)	343.00
Bundaberg (QLD)	349.00
Burnie (TAS)	343.00
Cairns (QLD)	340.00
Carnarvon (WA)	339.00
Castlemaine (VIC)	327.00
Ceduna (SA)	321.00
Charters Towers (QLD)	333.00
Chinchilla (QLD)	372.00
Christmas Island (WA)	383.00
Cobar (NSW)	372.00
Cocos (Keeling) Islands (WA)	496.00
Coffs Harbour (NSW)	372.00
Colac (Vic)	372.00
Cooma (NSW)	372.00
Cowra (NSW)	372.00
Dalby (QLD)	366.00
Dampier (WA)	364.00
Derby (WA)	357.00
Devonport (TAS)	327.00
Dubbo (NSW)	335.00
Echuca (Vic)	372.00
Emerald (QLD)	344.00
Esperance (WA)	345.00
Exmouth (WA)	400.00
Geelong (VIC)	340.00
Geraldton (WA)	355.00
Gladstone (QLD)	336.00
Gold Coast (QLD)	390.00
Goulburn (NSW)	330.00
Gosford (NSW)	326.00
Grafton (NSW)	337.00
Griffith (NSW)	325.00
Gunnedah (NSW)	345.00
Halls Creek (WA)	369.00
Hamilton (VIC)	335.00
Hervey Bay (QLD)	340.00
Horn Island (QLD)	510.00
Horsham (VIC)	331.00
Innisfail (QLD)	372.00
Inverell (NSW)	372.00
Jabiru (NT)	381.00
Kadina (SA)	372.00
Kalgoorlie (WA)	358.00
Karratha (WA)	453.00
Katherine (NT)	393.00
Kingaroy (QLD)	345.00
Kununurra (WA)	387.00
Launceston (TAS)	339.00
Lismore (NSW)	348.00
Mackay (QLD)	331.00
Maitland (NSW)	352.00
Maryborough (QLD)	372.00
Mildura (VIC)	335.00
Mount Gambier (SA)	329.00
Mount Isa (QLD)	350.00
Mudgee (NSW)	371.00
Muswellbrook (NSW)	325.00
Nambour (QLD)	328.00
Naracoorte (SA)	372.00
Narrabri (NSW)	372.00
Newcastle (NSW)	360.00
Newman (WA)	436.00
Nhulunbuy (NT)	429.00
Norfolk Island (NSW)	421.00
Northam (WA)	385.00
Nowra (NSW)	333.00
Orange (NSW)	380.00
Port Augusta (SA)	372.00
Port Hedland (WA)	431.00
Port Lincoln (SA)	335.00
Port Macquarie (NSW)	355.00
Port Pirie (SA)	372.00
Portland (VIC)	328.00
Queanbeyan (NSW)	372.00
Queenstown (Tas)	372.00
Renmark (SA)	372.00
Rockhampton (QLD)	339.00
Roma (QLD)	347.00
Sale (Vic)	372.00
Seymour (VIC)	329.00
Shepparton (VIC)	332.00
Swan Hill (VIC)	346.00
Tamworth (NSW)	372.00
Taree (NSW)	372.00
Tennant Creek (NT)	372.00
Thursday Island (QLD)	488.00
Toowoomba (QLD)	326.00
Thursday Island (QLD)	339.00
Townsville (QLD)	339.00
Tumut (NSW)	372.00
Wagga Wagga (NSW)	342.00
Wangaratta (VIC)	351.00
Warrnambool (VIC)	34000
Weipa (QLD)	403.00
Whyalla (SA)	332.00
Wilpena-Pound (SA)	437.00
Wodonga (Vic)	372.00
Wollongong (NSW)	347.00
Wonthaggi (VIC)	353.00
Yulara (NT)	735.00
Tier 2 Country Centres	Per day $
None listed for 2025-26




























Other Country centres	293.50

Item 2

Incidental expenses allowance - when claiming actual expenses - all locations

$24.50

Item 3

Meal allowances - when claiming actual expenses on overnight stays

Capital cities and high cost country centres

	$
Breakfast	34.75
Lunch	39.10
Dinner	66.65

Tier 2 and other country centres

Breakfast	31.15
Lunch	35.55
Dinner	61.30

Item 4

Use of Private Motor Vehicle	Cents per kilometre
	$
Official Business	88.00
Casual Rate	35.00
Motor Cycle Allowance (50% of the official business rate)	44.00

22. Delete Table 6 - Remote Areas - Living Allowance of Part B, Monetary Rates, and insert in lieu the following:

Table 6 - Remote Areas - Living Allowance

Item 1

With Dependents	Per Annum
	$
Grade A	2,588
Grade B	3,433
Grade C	4,584

Item 2

Without Dependents	Per Annum
	$
Grade A	1,808
Grade B	2,325
Grade C	3,211

23. Delete Table 13 - Meal Allowances (Non-Commissioned Officers) of Part B, Monetary Rates and insert in lieu the following:

	$
Breakfast	38.65
Lunch	38.65
Dinner	38.65
Supper	14.10

24. Delete Table 16 - Special Operations Allowance of Part B, Monetary Rates and insert in lieu the following:

Table 16 - Special Operations Allowance

	Effective 1 July 2024
Senior Constable Level 3 (loaded hourly rate)	59.90
Incidental Allowance	24.50
Operations Allowance	10.00
Total	94.40

25. This variation will take effect on and from 12 September 2025.

A. McROBERT, Commissioner

____________________

Printed by the authority of the Industrial Registrar.

* to download attachment

IE Users	Right click the attachment - Click 'Save Target As' - Select a location - Click 'Save'
Netscape Users	Right click the attachment - Select 'Save Link As' - Select a location - Click 'Save'