Queensland Police Enterprise Agreement: What Does the New EB Offer Really Deliver?

A recent announcement by the Queensland Police Union (QPU) confirms that a proposed new Enterprise Bargaining (EB) agreement has been reached with the Queensland Government. The total value of the package has been cited at $540 million—an increase of $163 million above the original government offer—making it the largest police EB deal in Queensland’s history.

Queensland Police Enterprise Agreement: What Does the New EB Offer Really Deliver?

At 1800NOWINNOFEE™, we don’t act for police or their unions, nor do we promote or oppose any specific agreement. However, we advocate for transparency, fairness, and accountability in all employment arrangements—especially those affecting essential frontline workers like police officers. This blog outlines the key facts and context behind this pay deal, so those impacted can assess its merits for themselves.

Key Features of the Proposed Agreement

1. Wages Policy

The proposed wage increases follow the Queensland Government’s Wages Policy:

• 3% in the first year

• 2.5% in each of the following two years

• A CPI uplift clause: If Brisbane’s CPI exceeds 3% in the first year, an additional 0.5% will be paid. For the following two years, if CPI exceeds 2.5%, an extra 1% will be added.

2. Paypoint Restructure

An overhaul of salary paypoints—valued at $63 million—will improve pay for entry-level recruits and long-serving officers alike. Key focus areas include:

• A higher starting salary at Paypoint 1.1

• Increased progression at Paypoints 2.10 and 3.7

• Benefits to apply to overtime and shift allowances

3. General Duties Retention Payment

A $8,000 cash payment (two $4,000 instalments) will be offered to all General Duties officers, aiming to recognise the demands of first-response roles and retain experienced officers in these positions.

4. Night Shift Penalty Increases

Shift penalties will rise significantly:

• Night Operational Shift Allowance (NOSA) to increase to 20%

• Late Night Operational Shift Allowance (LNOSA) to increase to 25%

  
  

  These increases are designed to benefit those working 10pm–6am rosters and apply to both OSA and non-OSA workers.

Additional Benefits

• Double time overtime for all police, including non-shift workers

• NOSA & LNOSA extended to one- and two-officer stations

• Rural and Remote Incentives: $2,000 RLIP increase; new flight benefits for officers in Longreach and Charleville

• PLO Pay Band Enhancements: PLOs, TSIPLOs, AWOs and Police Band members will now progress to higher paypoints more rapidly

• PLO Coordinators to be appointed to a new pay band 6.1

CPI Context

The CPI for Brisbane rose by 2.7% in the year to March 2025—slightly above the national average of 2.4%. Major cost pressures included food and non-alcoholic beverages (+2.9%), housing (+2.0%) and tobacco (+5.9%). The EB’s CPI-linked uplift clause may activate if inflation continues along this trend, which would offer some protection against cost-of-living increases.

Public Reaction and Concerns

The announcement has triggered mixed responses across social media. Some see the agreement as a much-needed investment in frontline policing, especially in terms of retention and recruitment. Others have expressed skepticism—questioning whether the paypoint restructuring and once-off payments will deliver sustainable long-term benefits for rank-and-file members.

There are also broader concerns around consultation, transparency, and the timing of the next union election. Some officers are reportedly waiting for more detail before forming a view, while others say they’ve seen too many EBs deliver more promises than substance.

Comparative Perspective

Many commenters are also asking how this deal compares with police EB agreements in other states. While each jurisdiction differs in structure and bargaining strategy, it is clear that Queensland’s current proposal places significant emphasis on:

• Early career attraction (starting salaries)

• Retention of experienced officers in front-line roles

• Shift penalty compensation

• Regional and remote incentives

How this stacks up against New South Wales, Victoria, or South Australia may come down to the mix of allowances, rostering protections, and base wage indexing used in those jurisdictions.

Final Thought

As an employment and human rights advocacy organisation, 1800NOWINNOFEE™ recognises that public sector workers—particularly in emergency and policing roles—carry substantial responsibilities under difficult and often dangerous conditions. Whether this EB delivers fair and lasting improvements is ultimately for the membership to decide.

What remains essential is that all employees—whether in uniform or not—have access to transparent information, genuine consultation, and the right to question, critique, and participate in the bargaining process without fear of retaliation.

If you’re a Queensland Police officer or public sector worker and want to understand your workplace rights, entitlements, or options for raising concerns—1800NOWINNOFEE™ is here to support you in understanding those rights.