Your Enterprise Agreement

SA Public Sector Allied Health Professionals and Allied Health Assistants are encouraged to come to a PSA online meeting this week, to learn more about why you should VOTE NO to a separate AHP AHA enterprise agreement.

Register for an online meeting here

All AHP/AHA employees are all welcome to attend. 

SA Public Sector AHP & AHA Online Meeting times:

• Monday, 30 June, 2025 at    12:00 noon 
• Monday, 30 June, 2025 at    5:30pm 
• Tuesday, 1 July, 2025 at   12:00 noon

If you can't make it to one of these meetings, but are still interested in receiving information on this, please get in touch email enquiries@psaofsa.asn.au  or call 8205 3200 

What's at stake?

• Inequitable wage increases that don't make up for what's been lost to inflation – and won't keep up with the cost-of-living crisis.
• Slashed job security provisions ('Triple R’) – leaving you vulnerable to job losses, privatisations and reduced job security.
• No right to take industrial action during a dispute.
• Watered down consultation rights – giving you little say in how your workplace runs.
• Forced 24/7 rosters, with 3 months notice and no consultation - effectively forcing members on to a 38 hour week roster.
• No more protections from unreasonable workloads, that PSA members fought for and won.
• Increased inequities between professions.
• Watered down or lost rights and conditions.

Examples of how your workplace rights will be reduced, via excerpts of the proposed agreement.

Industrial action during disputes will be banned 

Job protection clauses will be slashed

Ordinary hours will be changed, effectively creating a sneaky 1.3% pay CUT

Help spread the word!

Download our 'what happens when I vote no' flyer.

What will happen if i vote no to the AHP + AHA separate agreement.pdf

Share our social media content, about our urgent meetings 

Download our flyer to help stop the spread of misinformation and encourage AHPs and AHAs to get more information about this separate agreement. 

DOWNLOAD THE FLYER.pdf

AHP and AHA Newsfeed

1 July 2025 - What will happen when I vote NO to the AHP + AHA separate agreement?

30 June 2025 - VOTE NO: The ballot for the separate enterprise agreement for AHPs + AHAs is about to open

30 June 2025 - VOTE NO - why the AHP + AHA separate agreement is a bad deal

30 June 2025 - MEDIA RELEASE Allied Health workers sold out in proposed new enterprise agreement

27 June 2025 - FAQs: Why AHPs and AHAs should VOTE NO on the separate agreement

27 June 2025 - VOTE NO: Allied Health Agreement - why the rush? You Deserve so much better

24 June 2025 - Vote NO to the AHP AHA Separate Agreement Sellout

23 June 2025 - Urgent Meeting invitation to all SA Public Sector AHPs & AHAs re: Separate Enterprise Agreement and potential ballot

16 June 2025 - The PSA rejects the so called 'Final' offer for public sector Allied Health Professionals and Allied Health Assistants

1 May 2025 - Government’s True Colours Revealed In Revised Offer For AHPs-AHAs

24 April 2025 - AHP—AHA Separate Enterprise Agreement – Revised Offer

28 March 2025 - AHP AHA Separate Agreement - Government makes offer - Part 1

28 March 2025 - AHP AHA Separate Agreement - Government makes offer - Part 2

14 March 2025 -  AHP and AHA separate agreement meeting held today

24 Feb 2025 - The SA Government's move to negotiate a separate agreement for small group of public sector workers is hostile

19 Feb 2025 - Enterprise Agreement Update | SA Government opts for division

FAQs: Why AHPs and AHAs should VOTE NO on the separate agreement

Q: Why do the PSA and PSA members urge you to VOTE NO to the proposed separate agreement?

This separate agreement has an inadequate wage offer that will not keep up with inflation. It also removes or waters down critical workplace rights.

Overall, the proposed separate agreement dramatically shifts the balance of power in favour of the employer.  

The proposed agreement strips out most of the accountability on your employer, and leaves you, as an employee, with very little say about the things that will affect you in your everyday working life.

Q: What’s wrong with the proposed wage rise?

The proposed wage rise is 13.5% over four years (4% in the first year, 3.5% in the second and third year respectively, and 2.5% in the last year). When you consider that wages have eroded by 10% since before the pandemic (as at the end of 2024), in real terms it’s a pathetic 3.5% wage rise.

While the new agreement gives some AHPs an extra 4%, the PSA  believes ALL our AHP/AHA members deserve a strong wage outcome that:

    • restores the real value of public sector wages – which, as at the end of 2024, have eroded by 10% since before the pandemic.

    • protects against future inflation and recognises the value that public servants contribute to South Australia.

    • addresses the current attraction and retention crisis across the state’s public sector by bringing wages into parity with federal and other state public servants and the private sector – and ensures that current conditions are kept or improved.

Q: I’ve heard there are no reduction in conditions in the separate agreement.

This is simply NOT true. Here’s just some of what you stand to lose:

Watered down consultation rights

In the current agreement: employees must be consulted about any change that affects them. This gives you a genuine opportunity to influence decision-making processes about your workplace and conditions. 

If there are problems with the consultation process, the PSA can – and does – lodge disputes and takes agencies to the South Australian Employment Tribunal (SAET) when necessary to fight for your right to real consultation.

The separate agreement: confines the things that need to be consulted on by:

    • empowering the employer to decide whether the change meets their new definition for workplace change

    • empowering the employer to decide whether a change is significant enough to get your feedback

    • removing your right to take industrial action when there is a dispute on

    • stating that a decision to move to seven-day work is exempt from consultation

    • denying the status quo provisions when in a dispute about seven-day work.

Heavily reduced RRR clauses (job security)

The current agreement: Redeployment, Retraining and Redundancy (also known as RRR) offer strong protections to ensure you:

    • don’t get declared excess unnecessarily

    • get proper case management if you’re declared excess 

    • get the support of your employer to be placed in a genuine vacancy

    • receive training for a new role if necessary

    • receive a redundancy payout if there isn’t a suitable role for you, or you choose to move on from the public sector. 

The separate agreement: has reduced the RRR 12 page appendix down to three pages, completely watering down all these protections. If this agreement goes through, all your employer needs to do if you’re declared excess is to:

    • make sure that you're aware of the “I work for SA” website

    • help you access to the pre-employment list, and

    • training (this is not defined in any way).

The onus will be on your to find yourself a job within 12 months, with no accountability on your employer. 

Watered down protection against unreasonable workloads

The current agreement: provides strong protections from excessive workloads, and includes strong avenues members can use to raise disputes about your workloads, including establishing Local Workload Consultative Forums (LWCFs).

The separate agreement: removes the strong protections members previously won, with protections watered down to say ‘workloads shouldn’t be excessive’. It has removed Local Workload Consultative Forums (LWCFs) and moves the dispute process back to conditions from 10 years ago. Basically, it’s removed employer accountability – with no new measures to protect workers. 

Increased ordinary hours or work:

In the new agreement: the default position for ordinary hours of work (the hours you can be expected to work) are 38 hours a week and can be averaged out over a four-week period, rather than the usual 37.5 hours. This is a 1.3% increase in your work hours – with no extra pay.

Ordinary hours for shifts can be from 7.5 up to 12 hours. If you work a 12-hour shift, you won’t receive any overtime for doing so.

Q: Will my current Monday to Friday hours stay the same?

Under the new agreement, your work hours can be changed from Monday to Fridays to a seven-day roster with three months’ notice. This will majorly disrupt your work / life balance.

Under this agreement, no consultation is required about a decision to move to seven-day work.

If you lodge a dispute about the roster, the shifts can be implemented anyway, rather than your hours remaining the same until the grievance is resolved (as it is in the current agreement).

Q: But won’t a separate Agreement for AHPs/AHAs give us wages and conditions that are more relevant just to our profession?

There’s no evidence to support this – in fact:

    • There is nothing in the proposed Separate Agreement that can’t be dealt with in the current Agreement. It already contains specific clauses relevant to AHPs and AHAs which can be kept, expanded and improved on.

    • Separating workers goes against every union’s experience that there is always strength in numbers. 

Q: What happens if we vote NO?

We can go back to the negotiating table to continue to advocate for a strong wage outcome and without removal of critical work conditions. 

In fact, that’s what workers at SA Water and Parliament House recently did when they received  poor offers. They voted them down and went back to demand a better offer. 

Remember, almost every public sector agreement is currently up for negotiation. This proposed separate agreement is the first one going to ballot. It’s the litmus test for all other agreements – including the Salaried Agreement. 

Don’t let the government get away with paying you less than you’re worth and removing your critical work conditions! VOTE NO.

Q. When will we get the voting ballot?

The ballot will open on Monday, 30 June 2025. The PSA strongly recommends that you VOTE NO, and that you encourage your AHP and AHA colleagues to VOTE NO too!

Your enterprise agreement

The Public Service Association is the principal union for public sector employees in South Australia.

Around 40,000 South Australian public sector employees are covered by an enterprise employment agreement titled:

 ‘South Australian Public Sector Enterprise Agreement 2021: Salaried’.

Before the formal enterprise agreement negotiations the PSA created a survey to find out what key areas PSA members want to be addressed in a new agreement.

These key priorities from that survey are:

1. Wages
2. Job Protection
3. Workload
4. Improving conditions

Get caught up on the latest updates

All Member Enterprise Agreement Updates

Enterprise Agreement Newsfeed

The issues that matter to PSA Members - a detailed summary

Get involved

• If you're not a PSA member, join today!
• Organise to host a meeting in your workplace - Contact: youragreement@psaofsa.asn.au
• Follow the PSA on social media to stay in the loop with any updates. Facebook and Instagram.

Key Resources