Update on wages negotiations and revised offer (22 Oct 2025)
Dear colleagues,
I write to update you on the status of wages negotiations with public sector unions.
Today, the government has provided unions with a revised wages offer which will remain open until 5pm, 28 November 2025.
The revised offer provides a 3 per cent wage increase for one year, together with the inclusion of several standard employment conditions that strengthen and modernise our existing agreements relating to the introduction of reproductive leave, changes to the parental leave qualifying period, and other important changes to conditions.
New standard employment conditions included in offer
Reproductive Leave (new entitlement) | Five days per personal leave year (non-cumulative) if an employee’s personal leave balance is 15 days or less. |
Parental Leave (amendment to qualifying period) | Reduction of the qualifying period for Parental Leave from 12 months to 40 weeks. |
Pregnancy Loss (new clause) | Amend two existing clauses (with existing entitlements) to create a single new stand-alone clause titled ‘Pregnancy Loss’ that combines, and provides, 10 days paid leave for still birth and loss of a pregnancy (previously Bereavement Leave) and an entitlement to 52 weeks of Parental Leave (including 18 weeks paid primary care giver leave) in circumstances where the pregnancy of an employee terminates other than by the birth of a living child, not earlier than 28 weeks before the expected date of birth. Subject to intent and drafting. |
Personal Leave (to attend medical appointments) | Expand the circumstances for which personal leave can be taken to include medical appointments with health care practitioners. Subject to intent and drafting. |
Gender Affirmation Leave (amendment) | To enable greater flexibility as to when an employee can access entitlement to Gender Affirmation Leave. Currently an employee can use the entitlement up until 52 weeks after they commence the process of affirming their gender. It is proposed that this time limit be removed. Noting there is no change to the ‘up to 4 weeks’ paid and ‘up to 48 weeks’ unpaid component of this leave type. |
HDA/MRDA (for 1 day in certain circumstances) | One day HDA/MRDA (that has been agreed for application in specified circumstances, in DPFEM and DoJ) to be able to be applied more broadly across the State Service, in the same limited circumstances, ie emergency requirements and being directed to perform certain work |
These improvements reflect the evolving needs of our workplaces and employees and support our aim to ensure the Tasmanian State Service remains an attractive employer while continuing to deliver essential services to the Tasmanian community.
It is important to note this offer remains a one-year agreement. We will return to the bargaining table to progress longer-term agreements in December. Once the State Budget is handed down on 6 November, it will provide greater clarity on Tasmania’s financial outlook.
The government’s offer reflects the best possible position in the current fiscal environment. While it was our initial goal to secure longer-term agreements this year, the timing of the State Election, caretaker period and formation of government reduced the opportunity to do so. These are complex matters that deserve focused attention once the broader budget position is known.
I am aware that some unions have foreshadowed industrial action in the coming weeks. This is disappointing as it may delay progress toward an outcome that would see employees receive their pay increase as anticipated. I remain committed to respectful and constructive discussions to finalise this offer as soon as possible.
My objective remains clear: to see our hardworking State Service employees receive their well-earned pay rise before the end of the year, while laying the groundwork for longer-term, sustainable agreements in 2026.
I will continue to keep you informed.
Kind regards,
Kathrine Morgan-Wicks
Head of the State Service
Secretary, Department of Premier and Cabinet
22 Oct 2025
