Start here: the guides serving officers use most
Most questions from serving officers fall into a handful of areas: when the next pay rise lands, whether promotion is worth it, how to move to another force, what leave you're owed, and what happens if you're hurt or investigated. These are the core guides, each built from the force's own agreement or award rather than second-hand summaries.
The guides are organised the way an officer's working life is. Pay and pay deals come first, because they change every year. Promotion and transfers are the big career decisions, where knowing the numbers before you apply can save you a costly mistake. Leave, injury and wellbeing are the entitlements you need when life gets in the way of the roster. Discipline and your association cover the day you hope never comes, and who to ring when it does.
Every table on this page reads from the same force data files as our pay pages, so when a new pay table starts or a date passes, the hub updates on the next build.
We're independent: not a force, a union or a government body. Where a figure is calculated by us, or reported but not confirmed in the instrument, we say so. Nothing here is legal, financial or tax advice; your association, your force's HR area and the relevant scheme are the people who can confirm your individual entitlement.
Where your pay deal stands, every force
Read from each force's data file, so it updates the day a new table or date is added.
- Pay instrument
- Crown Employees (Police Officers - 2024) Award
- Current rates from
- 1 July 2026
- Next change
- 1 July 2027: A 5% rise from the first full pay period on/after 1 Jul 2027 is inferred, not gazetted. unconfirmed
- Pay instrument
- Victoria Police (Police Officers, Protective Services Officers, Police Reservists and Police Recruits) Enterprise Agreement 2025
- Current rates from
- 1 June 2026
- Next change
- 1 June 2027: 3% rise to the pay table
- Pay instrument
- Queensland Police Service Certified Agreement 2025 (QIRC CB/2025/116)
- Current rates from
- 1 July 2026
- Next change
- 1 July 2027: 2.5% rise to the pay table
- Pay instrument
- Western Australia Police Force Industrial Agreement 2024
- Current rates from
- 1 July 2026
- Next change
- December 2026: Negotiations for a replacement agreement are due to start 6 months before the 30 June 2027 expiry (cl 4).
- Pay instrument
- South Australia Police Enterprise Agreement 2021 (read with the Police Officers Award)
- Current rates from
- 1 January 2026
- Next change
- 1 January 2027: PROPOSED, not ratified: 4% from the first full pay period on or after 1 Jan 2027 under the new enterprise agreement announced by PASA on 16 Sep 2026. unconfirmed
- Pay instrument
- Police Award No. 2 of 2026 (Consolidated)
- Current rates from
- 1 December 2025
- Next change
- 1 December 2026: 3% rise to the pay table
- Pay instrument
- Northern Territory Police Force Consent Agreement 2025
- Current rates from
- 7 August 2026
- Next change
- 7 August 2027: Year three of the 2025 Consent Agreement: 3% increase, expected from the first pay period on or after about 7 August 2027 (date inferred from the 7 Aug 2025 start and annual steps). unconfirmed
- Pay instrument
- Australian Federal Police Enterprise Agreement 2024-2027 (FWC AE526995)
- Current rates from
- 9 December 2025
- Next change
- 9 December 2026: 2.7% rise to the pay table
| Force | Pay instrument | Current rates from | Next change |
|---|---|---|---|
| NSW Police | Crown Employees (Police Officers - 2024) Award | 1 July 2026 | 1 July 2027: A 5% rise from the first full pay period on/after 1 Jul 2027 is inferred, not gazetted. unconfirmed |
| Victoria Police | Victoria Police (Police Officers, Protective Services Officers, Police Reservists and Police Recruits) Enterprise Agreement 2025 | 1 June 2026 | 1 June 2027: 3% rise to the pay table |
| QPS | Queensland Police Service Certified Agreement 2025 (QIRC CB/2025/116) | 1 July 2026 | 1 July 2027: 2.5% rise to the pay table |
| WA Police | Western Australia Police Force Industrial Agreement 2024 | 1 July 2026 | December 2026: Negotiations for a replacement agreement are due to start 6 months before the 30 June 2027 expiry (cl 4). |
| SAPOL | South Australia Police Enterprise Agreement 2021 (read with the Police Officers Award) | 1 January 2026 | 1 January 2027: PROPOSED, not ratified: 4% from the first full pay period on or after 1 Jan 2027 under the new enterprise agreement announced by PASA on 16 Sep 2026. unconfirmed |
| Tasmania Police | Police Award No. 2 of 2026 (Consolidated) | 1 December 2025 | 1 December 2026: 3% rise to the pay table |
| NT Police | Northern Territory Police Force Consent Agreement 2025 | 7 August 2026 | 7 August 2027: Year three of the 2025 Consent Agreement: 3% increase, expected from the first pay period on or after about 7 August 2027 (date inferred from the 7 Aug 2025 start and annual steps). unconfirmed |
| AFP | Australian Federal Police Enterprise Agreement 2024-2027 (FWC AE526995) | 9 December 2025 | 9 December 2026: 2.7% rise to the pay table |
'Next change' is the next scheduled pay table or the next dated item in the force's data file, including nominal expiry. Items marked unconfirmed are reported but not yet in a registered instrument.
Three forces need watching over the next year. South Australia's proposed enterprise agreement is awaiting a member vote and tribunal approval. NSW's award and WA's agreement both nominally end on 30 June 2027 with no further rises written in, so bargaining will start before then. Queensland's agreement includes a CPI uplift mechanism that depends on the March 2027 Brisbane CPI.
Follow every deal on the pay deal tracker
The status of all eight agreements, the next rise, expiry dates, vote results and how back pay works, with alerts for your force.
Promotion and ranks: what the next step is worth
Every force promotes to sergeant on merit after you qualify, but the money involved varies widely. Comparing the top of the senior constable scale with the first sergeant point, the step is worth $18,867 a year in Victoria Police, the largest of the eight. In the AFP, Band 5.3 and Band 6.1 pay the same, so the gain comes later.
- Top senior constable
- $139,688
- Top sergeant
- $157,203
- Top senior constable
- $118,945
- Top sergeant
- $149,358
- Top senior constable
- $118,127
- Top sergeant
- $133,671
- Top senior constable
- $124,558
- Top sergeant
- $135,005
- Top senior constable
- $117,542
- Top sergeant
- $135,363
- Top senior constable
- $107,420
- Top sergeant
- $125,625
- Top senior constable
- $120,539 calc
- Top sergeant
- $139,008 calc
- Top senior constable
- $111,861 calc
- Top sergeant
- $132,185 calc
| Force | Top senior constable | Top sergeant |
|---|---|---|
| NSW Police | $139,688 | $157,203 |
| Victoria Police | $118,945 | $149,358 |
| QPS | $118,127 | $133,671 |
| WA Police | $124,558 | $135,005 |
| SAPOL | $117,542 | $135,363 |
| Tasmania Police | $107,420 | $125,625 |
| NT Police | $120,539 calc | $139,008 calc |
| AFP | $111,861 calc | $132,185 calc |
Headline figures from each force's data file. NSW includes its 11.5% loading and Victoria its 13% commuted penalty. 'calc' marks figures calculated by us.
Our ranks and promotion guide lines up all eight rank structures with pay at each rank, and the sergeant exam guide explains how each force qualifies officers and how to study around shifts.
Moving to another force
There's no national transfer scheme. You resign from one force and join another through its lateral program, so rank, probation, super and long service leave all need checking before you go. The upside can be real: Queensland offers a $20,000 relocation incentive to interstate and overseas police, the NT reimburses up to $20,000 and SA up to $10,000.
Shortest lateral course
12 weeks
NSW PMP and Tasmania ATP
SA prior service recognised
Up to 7 years
for probation and Constable increments
Victoria
No lateral transfer
prior service recognised instead
Leave: what you're entitled to
Police leave is generous by public-sector standards, but the detail differs: how much annual leave you get, whether there's a loading, when long service leave starts, and how many paid weeks of parental leave you have. Here's the headline from each force's agreement or award.
- Annual leave
- 6 weeks (228 hours) a year for NCOs.
- Parental leave
- 14 weeks paid (after 40 weeks' continuous service), plus 2 weeks bonus paid parental leave in some cases, plus 38 weeks unpaid (52 weeks in total), with a right to request a further 52 weeks (cl 22 as varied 12 Sep 2025).
- Annual leave
- 9 weeks (342 hours) a year: 7 weeks (266 hours) recreation leave plus 10 days (76 hours) accrued time off, credited at the start of each financial year (cl 130.1-130.2).
- Parental leave
- Primary caregiver: 16 weeks paid plus up to 36 weeks unpaid.
- Annual leave
- 6 weeks a year (0.62466 hours per calendar day); 6 weeks 3 days (0.68712 hours per day) in the Northern and Western parts of the state (north of 22°S and west of 147°E, including Moranbah).
- Parental leave
- 14 weeks' paid leave for the primary carer and 1 week for the other parent, after 12 months' service, under Directive 08/24 (applied through cl 63).
- Annual leave
- 240 hours (6 weeks) a year on full pay, calendar-year basis, plus 40 hours a year for service in the North West (cl 30.1).
- Parental leave
- 52 weeks' parental leave, including 560 hours (14 weeks) paid (cl 35).
- Annual leave
- 6 weeks (30 working days / 240 hours) a year (EA cl 36.5).
- Parental leave
- Paid maternity, adoption and conforming surrogacy leave: 16 weeks after 12 months' service, 20 weeks after 5 years' service; total paid and unpaid leave up to 104 weeks (cl 32.3).
- Annual leave
- 228 hours a year (6 weeks) for officers entitled to the shift and penalty allowance (Police Service Regulations 2023, reg 7); maximum accumulation 2 years' entitlement.
- Parental leave
- 18 weeks paid primary caregiver leave and 4 weeks paid secondary caregiver leave, each after 12 months' continuous service (award).
- Annual leave
- 7 weeks a year appears to be the standard (the main salary table is labelled 'Seven weeks leave'; a higher-paying 'Six Weeks Leave' table also exists).
- Parental leave
- Primary caregiver: 14 weeks paid after 12 months' service (pro-rata from 39 weeks), 18 weeks paid after 5 years, up to 3 years in total.
- Annual leave
- 228 hours (6 weeks) a year for Bands 1-8 and Technical Specialists; 190 hours (5 weeks) for Executive Level.
- Parental leave
- Primary caregiver: 18 weeks paid (or 36 weeks at half pay) within a 24-month parental leave period, from day one.
| Force | Annual leave | Parental leave |
|---|---|---|
| NSW Police | 6 weeks (228 hours) a year for NCOs. | 14 weeks paid (after 40 weeks' continuous service), plus 2 weeks bonus paid parental leave in some cases, plus 38 weeks unpaid (52 weeks in total), with a right to request a further 52 weeks (cl 22 as varied 12 Sep 2025). |
| Victoria Police | 9 weeks (342 hours) a year: 7 weeks (266 hours) recreation leave plus 10 days (76 hours) accrued time off, credited at the start of each financial year (cl 130.1-130.2). | Primary caregiver: 16 weeks paid plus up to 36 weeks unpaid. |
| QPS | 6 weeks a year (0.62466 hours per calendar day); 6 weeks 3 days (0.68712 hours per day) in the Northern and Western parts of the state (north of 22°S and west of 147°E, including Moranbah). | 14 weeks' paid leave for the primary carer and 1 week for the other parent, after 12 months' service, under Directive 08/24 (applied through cl 63). |
| WA Police | 240 hours (6 weeks) a year on full pay, calendar-year basis, plus 40 hours a year for service in the North West (cl 30.1). | 52 weeks' parental leave, including 560 hours (14 weeks) paid (cl 35). |
| SAPOL | 6 weeks (30 working days / 240 hours) a year (EA cl 36.5). | Paid maternity, adoption and conforming surrogacy leave: 16 weeks after 12 months' service, 20 weeks after 5 years' service; total paid and unpaid leave up to 104 weeks (cl 32.3). |
| Tasmania Police | 228 hours a year (6 weeks) for officers entitled to the shift and penalty allowance (Police Service Regulations 2023, reg 7); maximum accumulation 2 years' entitlement. | 18 weeks paid primary caregiver leave and 4 weeks paid secondary caregiver leave, each after 12 months' continuous service (award). |
| NT Police | 7 weeks a year appears to be the standard (the main salary table is labelled 'Seven weeks leave'; a higher-paying 'Six Weeks Leave' table also exists). | Primary caregiver: 14 weeks paid after 12 months' service (pro-rata from 39 weeks), 18 weeks paid after 5 years, up to 3 years in total. |
| AFP | 228 hours (6 weeks) a year for Bands 1-8 and Technical Specialists; 190 hours (5 weeks) for Executive Level. | Primary caregiver: 18 weeks paid (or 36 weeks at half pay) within a 24-month parental leave period, from day one. |
First sentence of each entitlement from the force's data file. Queensland's paid parental weeks follow a public-sector directive and aren't confirmed.
Injury, workers compensation and medical retirement
If you're hurt at work, which scheme covers you depends on your force, and so does what you're paid while you recover. Victoria's agreement makes up pay to 100% for the first 52 weeks; NSW officers get top-ups through the Enhanced Police Support Scheme; the AFP goes through Comcare. WA is the outlier, relying on paid injury leave and a medical retirement compensation scheme.
- Workers compensation
- NSW police are 'exempt workers' under the Workers Compensation Act 1987, so the 2012 reforms don't apply to them: no 95%/80% weekly step-downs, no 260-week cut-off and no time limits on medical costs.
- Status
- Partly unconfirmed
- Workers compensation
- Victorian WorkCover (Workplace Injury Rehabilitation and Compensation Act 2013).
- Status
- Partly unconfirmed
- Workers compensation
- Workers' Compensation and Rehabilitation Act 2003 (Qld), WorkCover Queensland.
- Status
- Verified
- Workers compensation
- WA police officers are excluded from the Workers Compensation and Injury Management Act 2023 (reg 16(2) of the 2024 Regulations).
- Status
- Partly unconfirmed
- Workers compensation
- SA public sector workers, including SAPOL officers, are covered by the Return to Work Act 2014 (SA): weekly payments generally end after 104 weeks unless the worker is 'seriously injured', which since 1 January 2023 means at least 35% whole person impairment for physical injury or 30% for psychiatric injury.
- Status
- Partly unconfirmed
- Workers compensation
- Police are covered by the Workers Rehabilitation and Compensation Act 1988 (Tas), which has a presumption for PTSD in police and other first responders (s 28A, 2019).
- Status
- Verified
- Workers compensation
- Members are covered by the Return to Work Act (NT) (CA 2022 cl.46).
- Status
- Verified
- Workers compensation
- Safety, Rehabilitation and Compensation Act 1988 (SRC Act), administered by Comcare (referenced in AFP Act s32(3)).
- Status
- Verified
| Force | Workers compensation | Status |
|---|---|---|
| NSW Police | NSW police are 'exempt workers' under the Workers Compensation Act 1987, so the 2012 reforms don't apply to them: no 95%/80% weekly step-downs, no 260-week cut-off and no time limits on medical costs. | Partly unconfirmed |
| Victoria Police | Victorian WorkCover (Workplace Injury Rehabilitation and Compensation Act 2013). | Partly unconfirmed |
| QPS | Workers' Compensation and Rehabilitation Act 2003 (Qld), WorkCover Queensland. | Verified |
| WA Police | WA police officers are excluded from the Workers Compensation and Injury Management Act 2023 (reg 16(2) of the 2024 Regulations). | Partly unconfirmed |
| SAPOL | SA public sector workers, including SAPOL officers, are covered by the Return to Work Act 2014 (SA): weekly payments generally end after 104 weeks unless the worker is 'seriously injured', which since 1 January 2023 means at least 35% whole person impairment for physical injury or 30% for psychiatric injury. | Partly unconfirmed |
| Tasmania Police | Police are covered by the Workers Rehabilitation and Compensation Act 1988 (Tas), which has a presumption for PTSD in police and other first responders (s 28A, 2019). | Verified |
| NT Police | Members are covered by the Return to Work Act (NT) (CA 2022 cl.46). | Verified |
| AFP | Safety, Rehabilitation and Compensation Act 1988 (SRC Act), administered by Comcare (referenced in AFP Act s32(3)). | Verified |
From each force's data file. 'Partly unconfirmed' means some details come from secondary sources.
Report it, even if it seems minor
Lodge an injury report for every work injury, including psychological ones, as soon as you can. A record made at the time is much easier to rely on later if the injury turns out to be worse than it first looked.
Mental health and wellbeing
Policing exposes officers to trauma most people never see, often repeatedly and on rotating shifts. Support exists inside and outside the force, and using it early makes a difference. Your force's welfare and psychology services and your police association are the first places to call; several associations run critical incident support.
Lifeline
13 11 14
24/7 crisis support
Beyond Blue
1300 22 4636
24/7 support
Emergency
000
if life is at risk
Some agreements build recovery time in. Queensland's certified agreement gives up to 3 days' paid Critical Incident Leave after a critical incident. Tasmania and Queensland are reported to have presumptive provisions for PTSD in first responders, though we haven't confirmed either from the legislation itself.
Asking for help after a bad job is part of the job. Call before it builds up, not after.
Discipline, complaints and your rights
Being the subject of a complaint or investigation is stressful even when you've done nothing wrong. Each force has its own professional standards process and oversight body, and your police association's legal scheme is usually your first port of call. Cover often depends on contacting them early.
If you're notified of a complaint or investigation
- ✓ Call your police association before giving any statement about your own conduct
- ✓ Write down what you remember, with times, while it's fresh, and keep it private
- ✓ Ask in writing what you're alleged to have done and under which rule
- ✓ Keep copies of every notice and letter, and note every deadline
- ✓ Use your force's welfare service: being investigated is a recognised stressor
Guides for your force
Promotion, leave and workers compensation guides for each force, plus its salary page.
NSW Police
- Promotion
- Promotion
- Leave
- Leave
- Workers comp
- Workers comp
- Pay
- Salary
Victoria Police
- Promotion
- Promotion
- Leave
- Leave
- Workers comp
- Workers comp
- Pay
- Salary
QPS
- Promotion
- Promotion
- Leave
- Leave
- Workers comp
- Workers comp
- Pay
- Salary
WA Police
- Promotion
- Promotion
- Leave
- Leave
- Workers comp
- Workers comp
- Pay
- Salary
SAPOL
- Promotion
- Promotion
- Leave
- Leave
- Workers comp
- Workers comp
- Pay
- Salary
Tasmania Police
- Promotion
- Promotion
- Leave
- Leave
- Workers comp
- Workers comp
- Pay
- Salary
NT Police
- Promotion
- Promotion
- Leave
- Leave
- Workers comp
- Workers comp
- Pay
- Salary
AFP
- Promotion
- Promotion
- Leave
- Leave
- Workers comp
- Workers comp
- Pay
- Salary
| Force | Promotion | Leave | Workers comp | Pay |
|---|---|---|---|---|
| NSW Police | Promotion | Leave | Workers comp | Salary |
| Victoria Police | Promotion | Leave | Workers comp | Salary |
| QPS | Promotion | Leave | Workers comp | Salary |
| WA Police | Promotion | Leave | Workers comp | Salary |
| SAPOL | Promotion | Leave | Workers comp | Salary |
| Tasmania Police | Promotion | Leave | Workers comp | Salary |
| NT Police | Promotion | Leave | Workers comp | Salary |
| AFP | Promotion | Leave | Workers comp | Salary |
Each force also has a full profile covering pay, recruitment, ranks, super and recent news: start at the forces hub. For allowances that change what you take home, see overtime and penalty rates and the planned guides to remote incentives and detective pay below.
Tools for serving officers
Check what you really take home
Pick your force and pay point, add your roster and overtime, and see your fortnightly pay after tax. Built from each force's own pay table.
Free email alerts
Your force's pay deal news, the day it happens
Pick your force and we'll email you when an offer is announced, a vote opens, a new pay table starts or a promotion rule changes. Nothing else.
- ✓Pay offers, votes and new rates for your force
- ✓Promotion and lateral intake changes
Frequently asked questions
When is the next police pay rise in Australia?
It depends on your force. The next scheduled change across the eight forces is WA Police, December 2026. NSW and WA have no further rises scheduled in their current instruments, and South Australia has a proposed new agreement awaiting a member vote. The pay deal tracker lists every force's next date.
How do I get promoted in the police?
Every force promotes to sergeant and above on merit, after you qualify through an exam, qualifying program or assessment. The constable ranks mostly progress in situ with service, study and training requirements. Our ranks and promotion guide sets out each force's rules and what each step is worth.
Can I transfer to a police force in another state?
Not directly. You resign and join the other force through its lateral or transition program, which usually means a 12 to 15 week course, recognition of some prior service for pay, a capped rank and a new probation period. Our transfer guide compares every program.
How much annual leave do police get in Australia?
At least 6 weeks a year in every force we cover, and more in some: Victoria credits 7 weeks of recreation leave plus 10 days of accrued time off, and the NT's main pay table is the 7 weeks' leave table. Some forces add extra leave for remote service or for working Sundays and public holidays.
Are police covered by workers compensation?
Mostly yes, but the scheme differs. NSW, Victoria, Queensland and the NT use their state or territory schemes, often with force top-ups, and Tasmania's is reported to apply; how SA's scheme applies to SAPOL isn't confirmed. The AFP uses the Commonwealth Comcare scheme. WA police have historically sat outside the ordinary scheme and rely on paid injury leave and a medical retirement compensation scheme.
Where can police get mental health support?
Start with your force's own welfare and psychology services and your police association. For immediate support, Lifeline is 13 11 14 and Beyond Blue 1300 22 4636, and call 000 in an emergency. Queensland's agreement also gives up to 3 days' paid Critical Incident Leave.
Do I have to be in the police association?
No. Membership is voluntary, but coverage is high and associations provide legal and disciplinary support, welfare and a vote on your pay deal. Our associations guide lists all eight and what each publishes about its legal cover.
Evidence
Sources and how we checked them
Every figure on this page comes from the sources below, read on 9 October 2026. Pay rates and rules change when new agreements are made, so check the source for the date you're reading this. Where we couldn't confirm something from an official source, the page says so instead of guessing. Spotted an error? Read our corrections policy.
- Crown Employees (Police Officers - 2024) Award — NSW Police pay and conditions
- Victoria Police (Police Officers, Protective Services Officers, Police Reservists and Police Recruits) Enterprise Agreement 2025 — Victoria Police pay and conditions
- Queensland Police Service Certified Agreement 2025 (QIRC CB/2025/116) — QPS pay and conditions
- Western Australia Police Force Industrial Agreement 2024 — WA Police pay and conditions
- South Australia Police Enterprise Agreement 2021 (read with the Police Officers Award) — SAPOL pay and conditions
- Police Award No. 2 of 2026 (Consolidated) — Tasmania Police pay and conditions
- Northern Territory Police Force Consent Agreement 2025 — NT Police pay and conditions
- Australian Federal Police Enterprise Agreement 2024-2027 (FWC AE526995) — AFP pay and conditions
- Lifeline Australia — 13 11 14
- Beyond Blue — 1300 22 4636
Related guides
Serving officers
More in this series
General information, not advice. This guide explains published rules and rates. It doesn't consider your personal circumstances and isn't financial, legal, tax or credit advice. Confirm anything you rely on with your force, your police association, the ATO or a licensed professional.