PSA submits Log of Claims during Award negotiations

  23 April 2026

As members may be aware, the Award remains largely unadjusted since its inception in 2003. This has created increasing conflict between members’ current conditions, modern award standards, and the significantly evolved work practices within the NSW Rural Fire Service (RFS).

As part of the recent Supreme Court settlement, the RFS and the Public Service Association (PSA) are required to recommence award negotiations. To progress this, the PSA developed and formally served a Log of Claims on 4 March, informed by member surveys, feedback, and longstanding issues with the current Award.

The Log of Claims seeks to modernise the Award and improve fairness, clarity, and equity across the workforce. The PSA continues to pursue a comprehensive and contemporary Award that reflects the realities of the workforce.

The PSA is currently awaiting a response from the RFS in relation to the Log of Claims.

Bargaining Under the Fair Pay and Bargaining Policy 2024–25

These negotiations are occurring under the NSW Government’s Fair Pay and Bargaining Policy 2024–25, which places clear obligations on the RFS as the employer.

The PSA is currently awaiting advice from the RFS regarding the approved bargaining parameters, as determined through Premier’s Department Industrial Relations (PSIR) processes. This advice is critical to understanding the scope of any offer the RFS is authorised to make.

The RFS is required to:

• Engage in genuine, good faith bargaining with the PSA
• Seek appropriate approvals before making any offer on wages or conditions
• Be transparent in its position, particularly regarding productivity claims
• Properly consult through the union; not bypass it

Lessons from 2021: Why this matters

Members should be aware these obligations arise from real issues in past negotiations.

In 2021, the RFS attempted to engage in direct consultation with employees, contrary to government policy and against the clearly expressed position of the PSA. As reflected in PSA bulletins at the time regarding RFS Award negotiations, this approach undermined collective bargaining and contributed to the failure of negotiations.

At the time, it was like the RFS acting as both player and referee in a football match; while also keeping score. The conflict of interest was obvious, and it highlights why independent union representation is essential.

This ultimately led to the breakdown of negotiations and escalation into the Supreme Court proceedings RFS v PSA concerning overtime entitlements, where the PSA was ultimately successful in securing a favourable outcome.

The PSA’s position

The PSA is committed to securing a fair, modern and enforceable Award that properly reflects the work performed by RFS employees.

While the PSA seeks a consent outcome, it will not engage in unnecessary delay and will proceed to arbitration if required.

Representation matters

The PSA is the only union that represents RFS employees. The RFS represents the employer, the NSW Government.

Independent representation ensures fairness, accountability, and the protection of member entitlements.

Have your say

If you wish to have input into the RFS Award:

• Join the union. The stronger our membership, the stronger our outcomes.
• Contact your local Delegate
• Reach out to PSA staff directly.

If you are not yet a member, join the PSA today to ensure your voice is heard.