Opal EBA campaign update: Responses to priority claims of ANMF members

ANMF met with Opal’s negotiating team on 24 September 2026, during which Opal presented a wages offer and responded to some of the priority claims of ANMF members.

With respect to wages, Opal has proposed that retaining separate classification and pay rates along Opal and Blue Cross agreement coverage. Per annum percentage wage increases would be the same, but these would be applied to the different pay rates. Opal have proposed a three-year deal, where wages increase according to the below:

For Blue Cross employees:

• 2026 – Increase of 3% from 1 July
• 2027 – Increase of 3% from 1 July
• 2028 – Increase of 3% from 1 July

For Opal employees:

• 2026 – Increase of 3% from 1 November
• 2027 – Increase of 3% from 1 November
• 2028 – Increase of 3% from 1 November

*Opal have said that they will apply the 1 July 2026 award increases, and the Aged Care Work Value Case increases and apply the 3% on top.

Opal have not yet confirmed their position with respect to allowances (including whether there may be two tiers of allowances for Opal and Blue Cross employees). They have committed to provide this information in the coming weeks.

Please note: the ANMF is waiting to see the figures in writing from Opal.

With respect to entitlements Opal has proposed as follows:

1. PERSONAL LEAVE (SICK LEAVE)

Opal seek to reduce Blue Cross entitlements to the current Opal arrangement:

2. OVERWORK AND REPLACING STAFF

Opal have refused to include a workload management (escalation and understaffing) clause in the new EA, meaning that if accepted there would not be an ability to dispute understaffing or overwork through the enterprise agreement and with the assistance of the Fair Work Commission.

Opal has said they want to ‘manage’ the understaffing concerns outside of the enterprise agreement – the ANMF has, on many occasions, raised member concerns and has not been able to satisfactorily resolve these issues with Opal directly. ANMF considers that the Opal position as put will leave members in worse off.

3. PART-TIME NURSES

No additional week of annual leave for part-time nurses, meaning they miss out on what full-time nurses get (5 weeks base accrual; 6 weeks for shiftworkers).

Opal are behind the industry on this matter – almost all other employers offer the same annual leave for full-time and part-time nurses (which reflects the minimum standard in the Award).

The ANMF will analyse the pay table when we receive it from Opal and send it to members for their thoughts and feedback. We will do the same when we understand what Opal’s position on allowances is.

If you have any questions, you can contact your ANMF Industrial Relations Organiser  by email at records@anmfvic.asn.au.

OPAL HEALTHCARE WORKPLACE ANMF ORGANISER