Industrial hub · Paramedics and ambulance staff · Western Australia

Paramedics and ambulance staff in WA. Know your rights at work.

Your agreements and pay, discipline and registration, PTSD, ramping and safety, and how bargaining works at St John. Every point cites the Act, the clause or the decision it comes from.

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Two paramedics beside the open back doors of an ambulance with a stretcher, outside a hospital entrance

Who do you work for?

Your employer decides your system, your agreement, your union and your time limits.

System: Federal (Fair Work)
Agreement or award: AE529705, the Ambulance Officers’ / Paramedics Enterprise Agreement 2024, nominal expiry 30 June 2027
Union: United Workers Union (cl 7: “Union means United Workers Union”)
If you are dismissed: Fair Work Commission, 21 days: unfair dismissal or a general protections dismissal dispute

A member may appoint the AEAWA, or one of its officers, in writing as bargaining representative for the next agreement (FW Act s 176(1)(c)). It is not a bargaining representative by default (s 176(1)(b)). Read about your group

Guides

Each one cites the Act, the clause or the decision for every point.

Your agreements and payThe paramedics’ agreement clause by clause, the communications, patient transport and administration agreements, pay tables, allowances, overtime, leave and the award.AE529705 cl 3.5 · cl 29 · Appendix 1 · MA000098Read the guide

Discipline, dismissal and registrationWhat clause 14 says and leaves out, unfair dismissal and general protections, the 21-day limits, and Paramedicine Board notifications and immediate action.AE529705 cl 11 · cl 14 · FW Act s 387 · s 394 · National Law s 140Read the guide

Workload, safety and injuryThe PTSD presumption and workers’ compensation, salary continuance, overtime, ramping and fatigue, St John’s safety duties and the assault offences.WCIM Act s 10(2) · r 10 · AE529705 cl 29 · Criminal Code s 318Read the guide

Bargaining, and what is happening nowWho bargains at St John, protected action in an ambulance service, the 2025 round in order, the AEAWA’s registration application and the next round.FW Act s 176 · s 240 · s 424 · AE529705 cl 3.6Read the guide

Time limits that cannot be missed

21 daysFair Work unfair dismissal claim, after the dismissal took effect · FW Act s 394(2)(a)

21 daysgeneral protections dismissal dispute · FW Act s 366(1)(a)

12 monthsto make a workers’ compensation claim · WCIM Act s 25(1)

14 daysfor the insurer to decide a claim, or defer · WCIM Act s 28(1), (4)

Your group at a glance

Find your employer and role in the first column. "Not covered by this guide" means the guide names the system but does not explain that group's pay or conditions.

Your employer and role	System	Main agreement	Union covered by the agreement	The AEAWA	If you are dismissed
St John, on road: student ambulance officer, ambulance officer, paramedic intern, paramedic AP1 to AP3, station officer, extended care, community, special operations, secondary triage or clinical support paramedic	Fair Work	AE529705, the Ambulance Officers' / Paramedics Enterprise Agreement 2024, nominal expiry 30 June 2027 (cl 3.1, cl 3.5(c)). Contract paramedics working on third-party sites under St John's commercial contracts are outside it, though a St John paramedic who also does contract work is covered for the shifts worked under the agreement (cl 22)	United Workers Union (cl 7: "Union means United Workers Union")	A member may appoint the AEAWA, or one of its officers, in writing as bargaining representative for the next agreement (FW Act s 176(1)(c)), with a copy to St John (s 178). It is not a bargaining representative by default (s 176(1)(b))	Unfair dismissal claim to the Fair Work Commission within 21 days after the dismissal took effect (s 394(2)(a)); general protections dismissal dispute within 21 days (s 366(1)(a))
St John, critical care paramedic (including critical care paramedic interns and the aircrew clinician lead)	Fair Work	AE529705, as above. Critical care paramedics have their own terms on rates, tutoring, helicopter duty and life insurance assistance (cl 18)	United Workers Union	As above	As above
St John, State Operations Centre: communications officer, ambulance network coordinator, operations support officer	Fair Work	AE524801, the Communications Officers Enterprise Agreement 2023. Its nominal expiry date was 30 June 2026 (cl 4.4(c)); it keeps operating until replaced or terminated	United Workers Union (St John Ambulance Western Australia Ltd [2024] FWCA 1954 at [11])	As above	As above
St John, patient transport: transport officer, mental health transport officer, medic	Fair Work	AE524905, the Patient Transport Services Enterprise Agreement 2023. Nominal expiry 30 June 2026 (cl 4.4(c)); still operating	United Workers Union (St John Ambulance Western Australia Ltd [2024] FWCA 2064 at [13])	As above	As above
St John, administration and support staff	Fair Work	AE532996, the Administration and Support Services Enterprise Agreement 2026, operating from 4 June 2026, nominal expiry 28 December 2029 (St John Ambulance Western Australia Ltd [2026] FWCA 1392 at [7])	None. The agreement covers only St John and the employees (cl 3.1)	As above	As above
An event, mine-site or industrial paramedic or medic employed by another company	Fair Work if the employer is a trading or financial corporation, as most companies are (FW Act s 14(1)(a)); the WA system if it is a sole trader or partnership	The employer's own agreement, if it has one; otherwise the Ambulance and Patient Transport Industry Award 2020 (MA000098) where the employer is in the ambulance and patient transport industry (cl 4.1–4.2)	Depends on the agreement	Not covered by this guide	21 days in the Fair Work Commission, or 28 days in the WA Industrial Relations Commission for a WA-system employer. Not covered by this guide
The Royal Flying Doctor Service, or any other employer	Depends on the employer	Not covered by this guide	Not covered by this guide	Not covered by this guide	Not covered by this guide
A St John country ambulance volunteer	Neither: volunteers are not employees, and no agreement covers them	None	None	Not applicable	No unfair dismissal right

St John, on road: student ambulance officer, ambulance officer, paramedic intern, paramedic AP1 to AP3, station officer, extended care, community, special operations, secondary triage or clinical support paramedicSystem: Fair Work

Main agreement: AE529705, the Ambulance Officers' / Paramedics Enterprise Agreement 2024, nominal expiry 30 June 2027 (cl 3.1, cl 3.5(c)). Contract paramedics working on third-party sites under St John's commercial contracts are outside it, though a St John paramedic who also does contract work is covered for the shifts worked under the agreement (cl 22)
Union covered by the agreement: United Workers Union (cl 7: "Union means United Workers Union")
The AEAWA: A member may appoint the AEAWA, or one of its officers, in writing as bargaining representative for the next agreement (FW Act s 176(1)(c)), with a copy to St John (s 178). It is not a bargaining representative by default (s 176(1)(b))
If you are dismissed: Unfair dismissal claim to the Fair Work Commission within 21 days after the dismissal took effect (s 394(2)(a)); general protections dismissal dispute within 21 days (s 366(1)(a))

St John, critical care paramedic (including critical care paramedic interns and the aircrew clinician lead)System: Fair Work

Main agreement: AE529705, as above. Critical care paramedics have their own terms on rates, tutoring, helicopter duty and life insurance assistance (cl 18)
Union covered by the agreement: United Workers Union
The AEAWA: As above
If you are dismissed: As above

St John, State Operations Centre: communications officer, ambulance network coordinator, operations support officerSystem: Fair Work

Main agreement: AE524801, the Communications Officers Enterprise Agreement 2023. Its nominal expiry date was 30 June 2026 (cl 4.4(c)); it keeps operating until replaced or terminated
Union covered by the agreement: United Workers Union (St John Ambulance Western Australia Ltd [2024] FWCA 1954 at [11])
The AEAWA: As above
If you are dismissed: As above

St John, patient transport: transport officer, mental health transport officer, medicSystem: Fair Work

Main agreement: AE524905, the Patient Transport Services Enterprise Agreement 2023. Nominal expiry 30 June 2026 (cl 4.4(c)); still operating
Union covered by the agreement: United Workers Union (St John Ambulance Western Australia Ltd [2024] FWCA 2064 at [13])
The AEAWA: As above
If you are dismissed: As above

Show all 8 rowsShow fewer

St John, administration and support staffSystem: Fair Work

Main agreement: AE532996, the Administration and Support Services Enterprise Agreement 2026, operating from 4 June 2026, nominal expiry 28 December 2029 (St John Ambulance Western Australia Ltd [2026] FWCA 1392 at [7])
Union covered by the agreement: None. The agreement covers only St John and the employees (cl 3.1)
The AEAWA: As above
If you are dismissed: As above

An event, mine-site or industrial paramedic or medic employed by another companySystem: Fair Work if the employer is a trading or financial corporation, as most companies are (FW Act s 14(1)(a)); the WA system if it is a sole trader or partnership

Main agreement: The employer's own agreement, if it has one; otherwise the Ambulance and Patient Transport Industry Award 2020 (MA000098) where the employer is in the ambulance and patient transport industry (cl 4.1–4.2)
Union covered by the agreement: Depends on the agreement
The AEAWA: Not covered by this guide
If you are dismissed: 21 days in the Fair Work Commission, or 28 days in the WA Industrial Relations Commission for a WA-system employer. Not covered by this guide

The Royal Flying Doctor Service, or any other employerSystem: Depends on the employer

Main agreement: Not covered by this guide
Union covered by the agreement: Not covered by this guide
The AEAWA: Not covered by this guide
If you are dismissed: Not covered by this guide

A St John country ambulance volunteerSystem: Neither: volunteers are not employees, and no agreement covers them

Main agreement: None
Union covered by the agreement: None
The AEAWA: Not applicable
If you are dismissed: No unfair dismissal right

Key time limits

These are short. Missing one can end a claim.

What	Time limit	Source
Unfair dismissal claim to the Fair Work Commission	21 days after the dismissal took effect. More time only in "exceptional circumstances"	FW Act s 394(2)(a), (3)
General protections dismissal dispute (for example, dismissal after a complaint or because of union or association membership)	21 days after the alleged dismissal took effect. More time only in exceptional circumstances	FW Act s 366(1)(a), (2)
Workers' compensation claim	Made within 12 months after the injury, by giving the employer a completed claim form in the approved form and a certificate of capacity. A late or defective claim is not invalid if the delay came from mistake, absence from the State or another reasonable cause, or would not prejudice the employer's defence	Workers Compensation and Injury Management Act 2023 (WA) s 25(1), (2), (5)
Employer passes the claim to its insurer	Within 7 days after the claim is made. If an insured employer does not, the worker may give the claim to the insurer directly	WCIM Act ss 26(1), 27
Insurer's decision	Within 14 days after it receives the claim: a liability decision notice (accepted, accepted with questions, or not accepted), or a notice that the decision is deferred	WCIM Act s 28(1)–(2), (4)

The short version

Pay

Under the paramedics' agreement, pay rose in three steps from 1 July 2024, 1 July 2025 and 1 July 2026. Station Officer Grade 3 and below and Paramedic Special Operations got 7%, 5% and 5%; critical care paramedics got 9.1% at the first step, then 5% and 5% (St John Ambulance Western Australia Ltd and United Workers' Union and Ambulance Employees Association of Western Australia [2025] FWC 1375 at [8]; AE529705 Appendix 1).

Classification	Base weekly rate from 1 July 2026	Total weekly rate with shift allowance and shift penalty, from 1 July 2026
Ambulance Officer Grade 1 / Paramedic Intern Year 1	$1,416.66	$1,905.97
Ambulance Paramedic AP1	$1,845.88	$2,483.43
Ambulance Paramedic AP3	$2,041.12	$2,746.11 ($143,255.64 a year)
Station Officer Grade 1	$2,083.35	$2,802.92
Critical Care Paramedic	$2,497.66	$3,360.33

Ambulance Officer Grade 1 / Paramedic Intern Year 1Base weekly rate from 1 July 2026: $1,416.66

Total weekly rate with shift allowance and shift penalty, from 1 July 2026: $1,905.97

Ambulance Paramedic AP1Base weekly rate from 1 July 2026: $1,845.88

Total weekly rate with shift allowance and shift penalty, from 1 July 2026: $2,483.43

Ambulance Paramedic AP3Base weekly rate from 1 July 2026: $2,041.12

Total weekly rate with shift allowance and shift penalty, from 1 July 2026: $2,746.11 ($143,255.64 a year)

Station Officer Grade 1Base weekly rate from 1 July 2026: $2,083.35

Total weekly rate with shift allowance and shift penalty, from 1 July 2026: $2,802.92

Critical Care ParamedicBase weekly rate from 1 July 2026: $2,497.66

Total weekly rate with shift allowance and shift penalty, from 1 July 2026: $3,360.33

Night shift on the 224 and day, early, late, night rosters also earns a Night Shift Payment of $99.82 a shift from 1 July 2026 (cl 34.3; Appendix 2). The 1 July 2026 step is the agreement's last; any later rise needs a new agreement.

The communications and patient transport agreements gave their last rise, 4%, on 1 July 2025. From that date a first-year communications officer's base rate is $1,411.79 a week and a first-year transport officer's $1,291.62 (AE524801 Appendix 1; AE524905 Appendix 1).

Administration and support rates rose 4% from 1 July 2026, with steps of 3.25%, 3.25% and 3% on 1 July 2027, 2028 and 2029 (AE532996 cl 29.1(c)). Staff on an "Annual Review" contract are outside those steps and have their salary reviewed individually (cl 29.2).

Under all of them sits the Ambulance and Patient Transport Industry Award 2020. Its Year 3 Ambulance Officer minimum is $1,326.90 a week from 1 July 2026 (cl 16.1). It has no separate minimum rate above "Ambulance Officer (AO)/Ambulance Paramedic (AP)" for a registered paramedic.

Deep page: Your agreement and pay

Hours, overtime, fatigue and ramping

Ordinary hours average 38 a week "plus reasonable additional hours specific to each roster", with a maximum rostered shift of 13 hours (AE529705 cl 23.1). Overtime is double time from the first hour, and double time and a half (250%) "for all time worked past two (2) hours after their shift cessation" (cl 29.1(a), 29.3(a)(v)). An employee may refuse overtime that would make their hours unreasonable, weighing safety risk, the dispatch priority, other resources and family responsibilities (cl 29.2(b)–(c)).

Ramping appears three times:

where a case is downgraded after clinical assessment and is ramped on arrival at hospital, St John must "take reasonable steps to reduce the overtime" (cl 29.2(g));
a takeover crew is sent to relieve a crew ramped at the end of its shift (cl 29.3(a)(iii));
a paramedic intern sent alone to a ramp may only support a standard crew (cl 32.1(d)).

The agreement sets no staffing numbers, response-time targets or ramping limits. Fatigue is recognised as "an issue of primary concern", and fatigue disputes go to the dispute procedure (cl 29.6).

Deep page: Your agreement and pay

Discipline and registration

Clause 14 of the paramedics' agreement, new in 2024, defines performance issues, misconduct and serious misconduct. St John "does not need to issue a warning before ending an Employees employment", though employees "should generally be provided with a chance to fix" performance issues (AE529705 cl 14.3).

The clause sets no investigation steps or time limits, and disputes about "the termination of an Employee's Employment or disciplinary procedures" are outside the dispute procedure (cl 11). A dismissal is tested under the FW Act's unfair dismissal law, which looks at whether there was a valid reason and a fair process (FW Act s 387).

Paramedicine has been a registered profession since 1 December 2018, and "paramedic" is a protected title (Health Practitioner Regulation National Law (WA) s 5, s 113). An employer must notify "notifiable conduct", including "a significant departure from accepted professional standards" (ss 140, 142), and the Paramedicine Board may take immediate action (ss 155–159). One allegation can therefore run as St John discipline and an Ahpra notification at the same time.

Deep page: Discipline, dismissal and registration

Injury, PTSD and safety

Workers' compensation applies to St John staff under WA law. Post-traumatic stress disorder is presumed to have been caused by the employment, unless the employer proves otherwise, for "employment as a paramedic", "employment as an ambulance officer" and "employment as an ambulance emergency communications officer" (WCIM Act s 10(2); Workers Compensation and Injury Management Regulations 2024 (WA) r 10(2)(a)–(c)).

The presumption needs a psychiatrist's diagnosis under DSM-5, and a first diagnosis on or after 1 February 2022 (r 10(3)). "Ambulance officer" is not defined, so whether patient transport staff are covered is open.

A psychological injury that results wholly or predominantly from administrative action, such as discipline, is not compensable unless that action was unreasonable and harsh (WCIM Act s 7(2)(a)); how that rule meets the presumption has not been decided. COVID-19 is also presumed work-related for ambulance officers (r 9(2)(c)).

Assaulting an ambulance officer performing their duties is a serious assault (Criminal Code (WA) s 318(1)(h)(i)). If the officer suffers bodily harm, an adult offender must be imprisoned for at least 6 months, or 9 months if armed or in company, and the term cannot be suspended (s 318(4), (5)(b)).

St John must ensure health and safety so far as reasonably practicable (Work Health and Safety Act 2020 (WA) s 19) and manage psychosocial hazards (WHS Regulations rr 55A–55D).

The paramedics' agreement has no PTSD, trauma, critical incident or peer support term, and no salary continuance insurance term (AE529705; searched 4 November 2026). Sick leave is paid until a workers' compensation claim is accepted, then re-credited (cl 40.6(d)).

Deep page: Workload, safety and injury

Bargaining

St John's agreements are bargained under the FW Act. Protected industrial action is possible after a protected action ballot order and notice, but the Commission "must" suspend or terminate action that threatens "to endanger the life, the personal safety or health, or the welfare, of the population or of part of it" (FW Act s 424(1)(c)). The Act has no list of essential services; that power is the limit.

In the last paramedics' round, St John put a draft agreement to a ballot on 14 March 2025 and it "was voted down by a majority of the workforce" (St John, UWU and AEAWA [2025] FWC 1375 at [3]).

Protected action ballot orders followed on applications by the UWU (United Workers' Union v St John Ambulance Western Australia Ltd [2025] FWC 848) and by the AEAWA (Ambulance Employees Association Western Australia Inc. v St John Ambulance Western Australia Ltd [2025] FWC 857). After a Commission recommendation on 15 May 2025, the agreement was approved on 15 July 2025 (St John Ambulance Western Australia Ltd [2025] FWCA 2337).

The parties to the paramedics' agreement (St John, the UWU and the employees, cl 3.2) "agree to commence negotiations for a replacement Enterprise Agreement at least six (6) months prior to the expiry of this Agreement" (AE529705 cl 3.6(a)): that is, by 30 December 2026. This is a promise in the agreement, not a duty in the Act. The communications and patient transport agreements passed their nominal expiry on 30 June 2026; no replacement had been approved when this page was checked.

Deep page: How bargaining works, and what is happening now

What is happening now

From the public record only, as at 4 November 2026. No view on any outcome.

Fair Work Commission and Federal CourtThe AEAWA’s registration application (D2023/6)The AEAWA applied in 2023 to be registered as an association of employees. The Full Federal Court quashed the Commission’s 2024 decisions in May 2026; it did not register the association. On 4 November 2026 the association was not on the FWC’s list of registered organisations or the WAIRC’s.

15 August 2023 The AEAWA applies for registration under RO Act s 18(b). The UWU objects. AEAWA v UWU [2024] FWCFB 451 [8]–[9]
17 June 2024 A Deputy President dismisses the application as having no reasonable prospect of success. Application by AEAWA [2024] FWC 1573 [9]–[10]
6 December 2024 A Full Bench grants permission to appeal and dismisses the appeal. AEAWA v UWU [2024] FWCFB 451 [74]
8 May 2026 The Full Court of the Federal Court quashes both decisions and orders the FWC to decide the UWU’s summary dismissal application according to law. AEAWA v UWU [2026] FCAFC 62, orders 1–3
13 July 2026 The FWC gives the AEAWA leave under RO Act s 25 to alter its rules 9 and 10. Application by AEAWA [2026] FWC 2651 [13]
2 September 2026 The FWC gives leave to replace rule 30, the rule on how the AEAWA’s rules are altered. Application by AEAWA [2026] FWC 3345 [12]

St John and the Fair Work CommissionThe next agreementsThe communications and patient transport agreements passed their nominal expiry on 30 June 2026 and keep operating. The parties to the paramedics’ agreement have agreed to start negotiating its replacement by 30 December 2026. No log of claims was public on 4 November 2026.

30 June 2026 AE524801, the communications officers’ agreement, reaches its nominal expiry; it continues until replaced or terminated. AE524801 cl 4.4(c)
30 June 2026 AE524905, the patient transport agreement, reaches its nominal expiry; it continues until replaced or terminated. AE524905 cl 4.4(c)
By 30 December 2026 The parties to the paramedics’ agreement have agreed to start negotiating its replacement “at least six (6) months prior to the expiry”. AE529705 cl 3.6(a)
30 June 2027 AE529705, the paramedics’ agreement, reaches its nominal expiry; it then continues until terminated or replaced. AE529705 cl 3.5(c)–(d)

How bargaining works at St John, and the full public record: Bargaining, and what is happening now

Base weekly rates at St John

Weekly rates for 38 hours from 1 July 2026 under the paramedics’ agreement (AE529705 Appendix 1). The total adds the shift allowance and shift penalty. The 1 July 2026 step is the agreement’s last. The communications and patient transport agreements gave their last rise, 4%, on 1 July 2025 (AE524801 Appendix 1; AE524905 Appendix 1).

Your agreements and pay → A call-taker in a headset sits at a desk of dark monitors in an emergency communications centre at night

Student Ambulance Officer – Operations$1,400.29 base; $1,883.94 total

Ambulance Officer Grade 1 / Paramedic Intern Year 1$1,416.66 base; $1,905.97 total

Ambulance Officer Grade 2 / Paramedic Intern Year 2$1,565.75 base; $2,106.54 total

Ambulance Paramedic AP1$1,845.88 base; $2,483.43 total

Ambulance Paramedic AP2$1,943.30 base; $2,614.50 total

Ambulance Paramedic AP3$2,041.12 base; $2,746.11 total

Station Officer Grade 1$2,083.35 base; $2,802.92 total

Station Officer Grade 3$2,166.36 base; $2,914.60 total

Extended Care Paramedic$2,403.41 base; $3,233.53 total

Critical Care Paramedic$2,497.66 base; $3,360.33 total

Communications Officer, 1st year (AE524801)$1,411.79 base, from 1 July 2025

Transport Officer, 1st year (AE524905)$1,291.62 base, from 1 July 2025

Your union

The United Workers Union (UWU) is the only union covered by the paramedics’ agreement, and by the communications and patient transport agreements. The administration and support agreement covers no union.

The Ambulance Employees Association of Western Australia Incorporated (AEAWA) is an incorporated association, not a registered organisation; a member may appoint it, or one of its officers, in writing as bargaining representative for an agreement (FW Act s 176(1)(c)). Its application for registration is pending.

If you are facing discipline or a claim, talk to your union or association first.

Need a lawyer?

We act for employees in the Fair Work Commission, the WA Commission and the Industrial Magistrates Court.

Questions

The things people ask.

Which industrial system am I in if I work for St John?

The Fair Work system. St John Ambulance Western Australia Ltd is a public company and every one of its agreements since at least 2002 has been federal, and the FW Act covers national system employers, mainly constitutional corporations (s 14(1)(a)).

St John delivers ambulance services under a contract with the State and is a "contracted health entity" only to the extent it provides health services to the State (Health Services Act 2016 (WA) ss 6, 7(3)(c), 19(1)(c)), but its staff are its own employees, not State employees. Your dismissal time limit is 21 days, not the WA system's 28.

Is the AEAWA a union?

The Ambulance Employees Association of Western Australia Incorporated (AEAWA) is an incorporated association. It was incorporated on 31 October 2014 under the Associations Incorporation Act 1987 (WA) and continues under the Associations Incorporation Act 2015 (WA) (incorporation number A1018095J; Ambulance Employees Association of Western Australia v United Workers' Union [2024] FWCFB 451 at [3]).

It is not a registered organisation in either system: not under the Fair Work (Registered Organisations) Act 2009 (Cth) (RO Act) and not under the Industrial Relations Act 1979 (WA) (IR Act).

In Ambulance Employees Association of Western Australia Incorporated v United Workers' Union [2026] FCAFC 62 (8 May 2026) the Full Federal Court held that the Commission had misread RO Act s 19(1): an enterprise association that is not federally registrable as such may still apply under s 18(b) as an association of employees and be assessed against the s 19 criteria (at [28]–[29], [85]). As the Commission later put it, the association "is able to become registered as a 'federally registrable association of employees' under s 19 of the RO Act (provided the requirements set out in that section are met)" (Application by the Ambulance Employees Association of Western Australia [2026] FWC 2651 at [3]).

The court quashed the 2024 decisions; it did not register the association or decide the s 19(1) criteria. Its application (D2023/6) is pending, and the Commission has given leave under RO Act s 25 to alter its rules 9, 10 and 30 (Application by AEAWA [2026] FWC 2651 at [13]; Application by the Ambulance Employees Association of Western Australia [2026] FWC 3345 at [12]). On 4 November 2026 it was not on the FWC's list of registered organisations or the WAIRC's, and no Commission decision in D2023/6 later than 2 September 2026 was found.

What the FW Act lets an association that is not registered do:

be the bargaining representative of an employee who "appoints, in writing, the person as his or her bargaining representative for the agreement" (FW Act s 176(1)(c)). The appointment is per employee and per agreement, a copy goes to the employer (s 178), and the appointee must be free from control by, and improper influence from, the employer or another bargaining representative (Fair Work Regulations 2009 (Cth) reg 2.06);
as a bargaining representative, apply for bargaining orders (s 229), for the Commission to deal with a bargaining dispute (s 240), for a protected action ballot order (s 437) and for an intractable bargaining declaration (s 234);
help a member in a dispute under an agreement clause that lets a party be represented or accompanied by "a representative of their choice" (AE529705 cl 11(g)), with the application to the Commission made by the member;
have its members protected: "industrial association" includes an association of employees "whether formed formally or informally" that has as a purpose the protection and promotion of their employment interests (s 12), and adverse action because a person is a member or officer of one, or takes part in its lawful activities, is prohibited (ss 346, 347).

What only a registered organisation has:

default bargaining representative status for its members, without a written appointment (s 176(1)(b));
coverage by an enterprise agreement: only "an employee organisation" may give notice under s 183(1), and "employee organisation" means a registered organisation (s 12);
entry permits and right of entry (ss 481, 484, 512);
standing to sue in its own name for a breach of an agreement, which item 4 of the s 539(2) table gives only to an employee organisation to which the agreement applies, and the officer extension for organising protected action (s 409(7));
in the WA system, standing as an "organisation" in the WAIRC and WA right of entry (IR Act s 7).

Who can represent me in a dispute?

It depends on the stage.

Inside the agreement's dispute procedure.
1. "At all stages of the procedure set out above, either party may appoint or be accompanied by a representative of their choice" (AE529705 cl 11(g)).
2. The clause does not limit the choice to a union, so a member may choose an AEAWA officer, a UWU official, a lawyer or anyone else.
3. If the dispute goes to the Commission, the application is made by the party to the dispute: the member, not the representative.
4. The communications agreement has the same "representative of their choice" wording (AE524801 cl 29), and so does the administration and support agreement (AE532996 cl 8(i)).
What the dispute procedure does not cover.
1. Disputes "relating to the termination of an Employee's Employment or disciplinary procedures" are excluded from cl 11 altogether.
2. A dismissal goes to the Commission as an unfair dismissal claim or a general protections dispute instead.
Workplace delegates.
1. The delegates' rights in cl 13, including to represent employees in disputes and disciplinary processes (cl 13.2), belong to a "Workplace Delegate", defined as an employee elected or appointed "as representatives of Union members at St John", and "Union means United Workers Union" (cl 7).
2. The people a delegate may represent are "members and persons eligible to be members of the delegate's union who are employed by the St John" (cl 7, "Eligible Employees").
Before the Fair Work Commission. A person may be represented by a lawyer or "paid agent" only with the Commission's permission (FW Act s 596(1)–(2)). A "paid agent" is an agent, other than a bargaining representative, "who charges or receives a fee to represent a person in the matter" (s 12). Some people are taken not to be lawyers or paid agents, so need no permission (s 596(4)):
1. an employee or officer of a registered organisation that is representing the person (s 596(4)(b)(i));
2. a bargaining representative, and an employee or officer of a bargaining representative that is representing the person (s 596(4)(b)(iv), (4)(c)). So where the AEAWA, or its officer, is the member's appointed bargaining representative, the exemption applies at least in that bargaining;
3. the exemption written for unregistered associations covers associations of employers only (s 596(4)(b)(ii)). Whether an officer of an unregistered employee association needs permission outside bargaining, for example in an unfair dismissal claim, has not been settled.

When does the paramedics' agreement expire, and when does bargaining start?

Its nominal expiry date is 30 June 2027, and it continues to operate after that until it is terminated or replaced (AE529705 cl 3.5(c)–(d)). The parties agree to start negotiating a replacement at least six months before expiry (cl 3.6(a)), so by 30 December 2026.

My communications or patient transport agreement has expired. Do I still get its conditions?

Yes. Both reached their nominal expiry date on 30 June 2026 (AE524801 cl 4.4(c); AE524905 cl 4.4(c)). An agreement past its nominal expiry date keeps operating until it is replaced or terminated. Neither agreement provides a pay rise after 1 July 2025, so pay stays at the 1 July 2025 rates until a new agreement is made.

How long do I have to challenge a dismissal?

21 days after the dismissal took effect, for both an unfair dismissal claim (FW Act s 394(2)(a)) and a general protections dismissal dispute (s 366(1)(a)). To claim unfair dismissal you must usually have worked for at least six months (ss 382–383). Lodging the general protections dispute first does not stop the unfair dismissal clock (Jessica Davis v Ambulance Victoria [2022] FWCFB 131 at [16]–[18]).

Can St John dismiss me without a warning?

The agreement says St John "does not need to issue a warning before ending an Employees employment, but St John agrees that Employees should generally be provided with a chance to fix and performance issues" (AE529705 cl 14.3, quoted as written). A dismissal without a warning can still be unfair: the Commission considers whether there was a valid reason, whether the employee was told of the reason and had a chance to respond, any refusal of a support person, and, for unsatisfactory performance, whether the employee was warned (FW Act s 387).

Does the PTSD presumption apply to me?

It applies to employment as a paramedic, as an ambulance officer and as an ambulance emergency communications officer, and it is not limited to State employees (WCIM Regulations r 10(2)(a)–(c)). "Paramedic" in the regulation means a person registered in the paramedicine profession (r 10(1)). You need a psychiatrist's diagnosis under DSM-5, and your first diagnosis must be on or after 1 February 2022 (r 10(3)). The presumption covers past prescribed employment, so a former paramedic can rely on it, and the employer can rebut it (WCIM Act s 10(2)).

Is family and domestic violence leave at St John's discretion?

The paramedics' agreement gives ten paid days in each 12 months, but says approval "will be at the discretion of St John, taking into consideration the Employee's particular circumstances" (AE529705 cl 40.26(a), (g)).

The FW Act gives every employee 10 days of paid family and domestic violence leave in a 12-month period (FW Act s 106A(1)), which may be taken when the conditions in s 106B are met, without an employer approval step. St John's undertaking to the Commission says that where the agreement is inconsistent with the National Employment Standards and they give a greater benefit, the National Employment Standards apply (AE529705 undertaking 1).

Is assaulting a paramedic a special offence?

Yes. Assaulting an ambulance officer performing their duties is a serious assault (Criminal Code (WA) s 318(1)(h)(i)). Where the officer suffers bodily harm, an adult offender must be imprisoned for at least 6 months, or 9 months if armed or in company, not suspended (s 318(4), (5)(b)). Grievous bodily harm to an ambulance officer performing their duties carries up to 14 years, with a mandatory unsuspended 12 months for an adult offender (s 297(4)(d)(i), (5)(b), (8)(b)).

I am a St John volunteer. Does any of this apply to me?

Mostly not. Volunteers are not employees, and no St John agreement covers them; the paramedics' agreement deals only with paid staff working beside them (AE529705 cl 36). Volunteers have no unfair dismissal right.

For unions and industrial officers

The same research agent can work through your members' agreement, its history in the Commission, and the decisions on it.

We use our software to generate this content with AI assistance. General information about the law, not legal advice. It takes no side in any current proceeding. Last checked 4 November 2026.