Update on offer from AHPRA

  28 April 2026

We are listening closely to the views of members and using every opportunity provided to ensure the Australian Health Practitioner Regulatory Authority (AHPRA) hears those views. Despite this, AHPRA seems intent on pushing ahead with a strategy that is divisive and not supported by a majority of its staff.

Here is what staff we’ve surveyed have told us about AHPRA’s first offer:

• 88 per cent reject the wage offer, with most saying increases need to be around 5 per cent or at least keep up with inflation
• 56 per cent don’t support the proposed classification changes, which are delayed until 2028 and do not address cost-of-living pressures facing those at the top of the level
• Just 12 per cent believe the offer adequately addresses workload issues
• Only 7 per cent support removing leave loading for future staff, with most seeing this as the first step towards losing it for everyone
• 64 per cent support 14 days of reproductive health leave being introduced
• A massive 92 per cent support three days Christmas/New Year shutdown leave being made part of the offer, not made conditional on an early YES vote.

When asked what matters most, these are workers’ top five issues:

1. Fair wage increases
2. Protecting annual leave loading
3. Increasing employer superannuation
4. Managing excessive workloads
5. Getting three additional leave days between Christmas and New Year

Overall, 93 per cent said they would definitely vote NO to AHPRA ’s current offer.

AHPRA must address workloads

Members continue to identify excessive and unmanageable workloads as one of the most pressing issues at AHPRA . There is clear concern that without action in this agreement, the situation will worsen.

In the last meeting, AHPRA didn’t have time to hear what you’ve said about workloads.

This is what respondents to our survey have said:

• 91 per cent said their workload is sometimes, often or consistently unmanageable
• Only 7 per cent never work beyond scheduled hours, with 71 per cent working extra hours regularly: 16 per cent work extra hours monthly
• 35 per cent work extra hours weekly
• 20 per cent work extra hours  most days
• 83 per cent said workload has increased in the past two years
• Only 2 per cent said increased workload has had no impact on their team.

The impacts are significant:

• 90 per cent report stress or burnout
• 74 per cent report backlogs or delays
• 72 per cent report increased mistakes or risks
• 70 per cent report reduced quality of work.

Resourcing pressures are also clear: Only 28 per cent of teams report no vacancies.

When vacancies occur:

• 89 per cent say the work is redistributed to existing staff
• 75 per cent report increased delays and backlogs.

Retention is becoming a serious issue:

• 23 per cent say they are likely or very likely to leave in the next 12 months
• 51 per cent have seriously looked for another job in the past year
• Excessive workloads and wages not keeping up with cost of living are the main reasons staff are looking to leave.

These results show workloads are a far more serious issue than AHPRA is willing to acknowledge. Minor wording changes to the workload clause will not address the problem.

AHPRA needs to stop rushing to finalise an Agreement and engage seriously with the issues staff are raising.

Second staff union briefing: 29 April

More than 400 staff attended the first union briefing on Teams last week and shared their concerns about the offer.

Questions from the chat have been compiled and answered here: linktr.ee/ahpraworkers

Next briefing details

Date Wednesday 29 April
Time 12:00pm AEST (10:00am AWST/11:30am ACST)

Join via Teams at this link.