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Thread: UK nurses V. NZ nurses

  1. #1
    Join Date
    Mar 2007
    was Oxford nr Chch, NZ now UK

    Default UK nurses V. NZ nurses

    I am a UK nurse contemplating the move to NZ. I wondered if anyone could tell me the differences between nursing in the UK and NZ. With the state of the NHS in the UK and job shortages are things any better in NZ? If nurses are on the LTSSL does this mean that things are no better for nurses in NZ - too much work and not enough staff? I know that NZ does not have a national agreed wage scale for nurses but does anyone know the average wage for a nurse with 2 years experience - I can't seem to find this information anywhere?

  2. #2
    Join Date
    Jan 2007
    North Canterbury to UK


    Clare is a nurse too, we found out the info regards pay a while ago but cant lay my hands on it just now, give us a couple of days and I'll see if I can dig it out
    Whereabouts in UK are you? We're Shropshire based and Christchurch bound next Feb hopefully

  3. #3
    Join Date
    Mar 2007
    was Oxford nr Chch, NZ now UK


    We are Bedfordshire - hopefully South Island somewhere near Dunedin next September (2008).

  4. #4
    Join Date
    Sep 2004
    was Runcorn, now Te Awamutu


    I know two nurses out here. One is a psychi nurse on 60k and the other is a Theatre Staff Nurse on between 45-50k. Sorry i can't quote exact figures, but at least you have a little info there.


  5. #5
    Join Date
    Oct 2006

    Default christchurch nurses

    We are heading out from the Leeds area in Sept 07 I am a RGN looking for a job in the Christchurch/Nelson area would appriciate the pay scales if you can find it.Any like minded people feel free to pm me. Would be good to arranges meets etc



  6. #6
    Join Date
    Jan 2007
    North Canterbury to UK


    Changes to general provisions in the proposed National MECA for those currently
    covered by the Canterbury Collective Agreements
    1. Parties – Expanded from one employer party to 21
    employer parties.
    2. Coverage – Collective agreements now include any
    nursing positions up to Associate Director of Nursing
    (or equivalent). Note: Anaesthetic Technicians are
    excluded unless primarily employed as a registered
    3. Hours of Work
    • Normal hours of work now 80 per fortnight for all
    and normally 8 hours per day / shift
    • Minimum part timers’ shift is 4 hours
    • Rosters to be published 28 days in advance and
    provide for a prospective roster of a period of no
    less than 28 days
    4. Meal Periods and Rest Breaks – No more than 5
    hours before entitlement to a meal break.
    5. Overtime
    • T1.5 first three hours and T2 thereafter.
    • T2 midnight Friday to midnight Sunday.
    • Overtime worked between 2200 and 0600
    Sunday/ Monday to Friday/Saturday paid at T2.
    • All overtime worked on a public holiday paid
    at T2.
    6. Penal Rates (Duty Allowances)
    From 1 April 2005 new penal rates take effect.
    • Night rate of T.25 (25% loading on base) for hours
    worked between 2000 and 0600 midnight
    Sunday/Monday to midnight Friday/Saturday
    (replaces afternoon shift and night shift
    • Weekend rate of T.5 (50% loading on base) for
    hours worked after midnight Friday/Saturday until
    midnight Sunday/Monday
    • Public Holiday rate T2 plus alternative day (lieu
    Note: A protection has been built into changes to
    penal rates arrangements to ensure there be no loss
    of pay on a shift by shift basis and that the employee
    must see a benefit from the average pay increase
    for each occupational group.
    7. Transport Allowance for Call Back – Either
    transport provided or actual/reasonable expenses
    reimbursed at IRD mileage rates of:
    • 1 – 3000km 62c per km
    • Over 3000km 19c per km
    (Replaces previous allowance)
    8. On Call – $2.50 for all hours in MECA.
    Note: Canterbury weekend rate of $3.00 retained.
    9. Higher Duties Allowance – Minimum 3-5 days
    inclusive @$21.50 per 8 hour duty. More than 5
    consecutive duties @ the minimum salary for the
    higher position.
    10. Duly Authorised Officer Allowance – Maintained
    at current level during this agreement with a focus
    group to rationalise and standardise nationally DAO
    provisions during currency of the agreement. Any
    changes will be ratified by affected groups.
    11. Meal allowance – $7.14.
    12. Annual Practising Certificate – The employer pays
    full costs of one certificate unless operational
    requirements mean two APCs are required – then
    the employer will pay both.
    13. Midwifery Allowance – Remains until 1/4/05.
    14. First Aid Attendants’ Allowance – Remains until
    15. Public Holidays
    • From 1/04/05 double time paid
    • From 1/4/05 there will be an improvement for the
    rate paid when public holidays are transferred to
    Mondays and Tuesdays. E.g. fully rostered shift
    workers working on Christmas Day, Boxing Day,
    New Years Day and the day after would receive
    T2 + alternative days (lieu days) for two calendar
    days, and T1.5 for working on the transferred two
    days. Monday – Friday workers will receive T2 +
    alternative days for working on transferred days.
    • Alternative day (day in lieu) applied for any work
    on a public holiday. Only one alternative day can
    be received for each public holiday.
    16. Annual Leave
    • 3.4 weeks on appointment
    • 4.4 weeks after 6 years
    • Current employees with the 5 year qualification
    period will retain this.
    • Those who have received 4 weeks on
    appointment will retain this.
    17. Shift leave – Up to 5 days extra annual leave per
    formula. Qualifying shifts defined as at least 2 hours
    work performed outside of 8am – 5pm excluding
    18. On Call Leave – Employees who do not work shift
    work and are on call accrue up to 3 days per annum
    based on each full weekend day on call.
    19. Parental Leave – From 1/04/05 eligible members
    will receive payments for 13 weeks. During the first
    six weeks members will receive full pay (abated by
    the government contribution of $382 per week). For
    the following seven weeks eligible members will
    receive the government statutory provision of $382
    per week.
    20. NZNO Delegate/Workplace Representative - New
    clause recognises the need for delegates to have
    time off work to attend meetings with management,
    other delegates and members. Recognised
    workplace activities outside work hours will be paid
    time or time in lieu.
    21. Continuing Education
    • All current leave practices, grants, scholarships
    and reimbursement practices continue at each
    • The MECA provides for 24 hours per year prorated
    to a minimum of 8 hours for part timers;
    additional leave for the achievement of PDRP
    levels (1 day for proficient and 2 days for expert or
    accomplished); 8 hours leave for HAs/HCAs to
    achieve merit steps; new graduate study days;
    paid leave to meet organisational service
    22. Uniforms and protective clothing
    • Employees who are instructed or required to wear
    civilian clothes instead of the normal uniform, are
    entitled to an allowance $3.07 per day.
    • Laundering provisions as per DHB policy
    23. National Professional Development Recognition
    Programme - New programme to be implemented
    by 1/7/05. $2500 per annum payment for achieving
    proficient levels (for RNs /RMs and ENs)
    • $4000 per annum payment for achieving Expert
    and Accomplished level (for RNs/RMs and ENs).
    • Hospital aides will receive access to two merit
    steps at 1/7/05 of $1000 and $2000 respectively.
    • Payments added to base rates with penal
    payments calculated on the combined rate.
    • A separate midwives’ PDRP will be set up with
    the same payments for levels of practice.
    24. FTE Translation - (MECA Clause 8.1(g) -see below)
    At 1/4/05, Canterbury DHB will move to a process of
    annual salary step progression at employment
    anniversary date, as opposed to the existing system
    of movement up the salary scale after 2086 hours on
    that step.
    This means that all those who have been on their
    existing step of the salary scale (including the first
    year of a two-year progression at the top end of the
    RN scale) will move to the next step in the salary
    scale at their first anniversary date after 1/4/05 or
    upon completion of 2086 hours on that step,
    whichever is earlier.
    In any event, no movement shall occur earlier than
    1/4/05. If the date of completion of 2086 hours on the
    current step is earlier than the next employment
    anniversary date after 1/4/05, it shall become the
    employee’s salary anniversary date for the purposes
    of the future calculation of annual progression
    This further means that there will not be any
    translation by years where part-timers have been on
    the same step for a number of years – they will only
    move to the next step (that is, a one step movement)
    at their first anniversary date after 1/4/05 or upon
    completion of 2086 hours on that step, whichever is
    Canterbury General Collective Agreement Salary Scale Translations
    Initial translation to the new salary scale is to the next highest dollar rate (see arrows). Those not already at the
    top of their scale will move up the salary scales on their anniversary dates and then across to the new rate at the
    next pay increase where that occurs.
    Step Current rates 1/01/05 1/04/05 1/07/05 1/07/06
    5 45000 45000 47780 50000 54000
    4 42529 42529 44030 46180 48600
    3 40336 40336 41750 44000 46000
    2 37883 37883 39210 41200 43300
    1 33917 33917 35000 37000 40000
    4 36291 36291 37380 38501 41000
    3 33855 33855 34871 35917 38000
    2 31755 31755 32708 33689 36000
    1 30476 30476 31390 32332
    6 29005 31935 32574 33226 34500
    5 27997 29932 30531 31142 33890
    4 27618 28170 28733 29308 31765
    3 26549 27212 27756 28311 29894
    2 25358 25774 26289 26815
    1 24117 24639 25132 26635
    RN Positions Paid Above RN Scales
    All RNs in positions paid above RN scales but
    not covered by the Senior Nurses CA (i.e.
    clinical nurse specialists, clinical nurse
    coordinators, clinical nurse educators, clinical
    nurse consultants, nurse practice consultants,
    public health nurses, neo natal nurse
    specialists advanced) will on 1/01/05, receive
    a 7% increase on existing salary and will be
    part of a national scoping exercise.
    The outcome of this exercise will be the
    defining of generic job titles and consistent
    national salary scales.
    If the outcome of this scoping does not
    evaluate the position as belonging on the
    senior nurses’ scale a new scale may be
    developed or the positions will be re-scoped
    back into the RN/RM scale. In any case the
    subsequent pay increases will be applied
    consistently with the increases being applied
    to the top step of the RN/MW scale.

  7. #7
    Join Date
    Dec 2005


    Hi There
    I am currently nursing in Auckland, I was a G grade in the UK, am now level 5 here, which means I get a salary of approx $60000, I have found it much less stressful here, our dept is always fully staffed which is amazing!!
    I work with more English nurses and doctors here than back in the UK and overall, morale is great, such a difference.
    The cost of living is obviously higher here in Auckland but with 2 wages we live really well, and on a positive note I love my job again!
    Good luck
    Last edited by westies; 21st March 2007 at 11:25 AM.

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