Your agreements and pay as a WA police officer. Two final rises, not one.

1. Coverage. The Police Agreement binds the Employer and sworn officers "and Aboriginal Police Liaison Officers appointed under the provisions of the Police Act 1892 (WA) (except those whose salaries are recommended or determined pursuant to the Salaries and Allowances Act 1975 (WA))" (cl 5.1). The estimated number covered was 7,286 (cl 1.4).
2. Area. All of WA, plus any Multi-Functional Policing Facility outside the State and work travel outside the State (cl 5.2).
3. The award. The Police Agreement "consolidates all relevant provisions of the Police Award 1965, with the intention that no Award provision applies in addition to this Agreement", and prevails on any inconsistency (cl 2.1).
4. Replacement. It cancels and replaces the 2022 agreement (cl 1.2).

1. It operates "from the date of its registration to 30 June 2027" (cl 4.1).
2. The increased salary and allowances are payable "as from 1 July 2024" (cl 4.2), which is about 10 months before registration (computed).
3. After expiry it continues "until such time as either party withdraws from this Agreement by notification in writing to the other party and to the Western Australian Industrial Relations Commission" (cl 4.4).
4. The IR Act has its own rules: an agreement continues after its term until replaced, except for a party who retires by filing a notice (s 41(6), (7)). The Police Agreement's clause is worded on its own terms and does not mention the Act's 30-day notice.

The Police Agreement sets annual salaries at three dated steps (cl 10.1). The agreement prints no percentages. Across all 106 rows the steps work out at 5%, 4% and 3.75% (computed), and the government's release of 13 December 2024 gives the same three figures. That release calls it "12.75 per cent", which is the simple sum. Compounded it is about 13.3% (13.295%, computed).

Commissioned officers

Senior Sergeant

Sergeant: base, and officer in charge

Sergeant Categories A to C

These categories are a grandfathered transition for those who were Sergeants qualified for promotion to Senior Sergeant on 31 July 1992, and others as cl 10.1(n)(ii) to (iv) provide (cl 10.1(n)).

Senior Constable, First Class Constable, Constable and Recruits-in-Training

Aboriginal police liaison officers

1. Commissioned officers' rates "include an allowance for duties performed beyond 40 hours per week and for work performed on public holidays and at weekends", subject to cl 16.4 (cl 10.1(b)).
2. Officer in charge salaries include an allowance for all duties beyond 40 hours in a week, other than Operational Duties on weekly leave days (cl 10.1(c)). The positions are in Schedule H. Changing that Schedule needs the union's agreement, which it may not unreasonably withhold (cl 10.1(f)).
3. Increments follow two years' satisfactory service (cl 10.2(a)). A Constable moves to the third-year increment on satisfactory completion of probation (cl 10.2(b)).
4. Commanders, Superintendents and Inspectors "will be recommended for permanent appointment at that rank" after three years of substantive satisfactory service (cl 10.4).
5. Overpayments are recovered at an agreed rate, not less than the rate overpaid or $100 a fortnight, whichever is less (cl 10.10). Underpayments over 10% of Normal Salary are made good within two working days of notice (cl 10.11).
6. The formulas are in cl 10.13:
   1. fortnightly rate: annual salary × 12 ÷ 313;
   2. daily rate: fortnightly rate ÷ 10;
   3. hourly rate: annual salary ÷ 313 × 12 ÷ 80.

1. Ordinary hours average 40 a week or 80 a fortnight, and may be rostered on any day including weekends and public holidays (cl 11.2(a)). This excludes commissioned officers, officers in charge on an officer in charge salary, and Multi-Functional Policing Facility staff (cl 11.2(b)).
2. Rosters must, among other things, "support work life balance" and comply with the WorkSafe Working Hours Code of Practice 2006 (WA), "including the use of forward rotating shifts" (cl 11.1).
3. There are three roster types (cl 11.3(a)):
   1. standard: 5 × 8 hours or 4 × 10 hours in a week, or 7, 8, 9 or 10-hour shifts over 80 hours a fortnight (cl 11.4(a));
   2. extended settlement period: up to 12 weeks, developed in consultation, though "The Employer retains the right to determine the arrangements" (cl 11.5);
   3. flexible: 6 to 12-hour shifts, if at least 66% of those affected genuinely agree by secret ballot and the parties endorse it, with a 12-week trial possible (cl 11.6).
4. Rosters are posted by 1300 hrs on the Tuesday before the fortnight (cl 11.4(c)).
5. Shift types: day starts 0600 to 1030, afternoon 1100 to 1630, evening 1700 to 1930, and night 2000 to 0530 (cl 11.7(a)).
6. Starting times may vary within the shift type, with 24 hours' notice where Practicable (cl 11.7(c)). "Practicable" is the Employer's fair and reasonable opinion, and a dispute about it goes to the dispute procedure (cl 6.36).
7. A roster may be varied or suspended in an Emergency or the Public Interest (cl 11.7(h)). Both definitions exclude "normal police activity" (cl 6.15; cl 6.38).
8. Breaks and time off:
   1. paid meal breaks, from 35 minutes for a 7-hour shift to one hour for a 12-hour shift (cl 11.8(a));
   2. 10 consecutive hours between rostered shifts, other than in an Emergency or the Public Interest and where Practicable (cl 11.9);
   3. four rostered weekends off in each 12 weeks, where Practicable (cl 11.11);
   4. one Christmas Day and one New Year's Eve off in each three years, where Practicable (cl 11.13).
9. Commissioned officers have "no set starting or finishing times", and "a maximum number of hours is not prescribed", though "There is no expectation that a specific number of hours beyond 40 are required" (cl 11.16).
10. Off-duty contact. Officers need not take a work phone home, and those who do not access work information off duty "will not be disadvantaged" (cl 14).

1. "An Employee may be required to work reasonable overtime" (cl 13.1). The Police Agreement has no list of factors for refusing it.
2. The rate is "time and one half for the first three hours and double time thereafter" (cl 13.3).
3. Minimum payments at overtime rates on a return to work outside rostered hours (cl 13.5):
   1. on weekly leave days, three hours plus one hour's travelling time;
   2. in any other off-duty period, one hour plus one hour's travelling time.
4. If authorised overtime prevents a 10-hour break, overtime rates apply until release, then 10 consecutive hours off without loss of pay, including shift allowance (cl 13.6).
5. Overtime is rounded: nothing for under 15 minutes, then 30-minute units (cl 13.8(b)).
6. The 44-hour week. The Employer may determine localities where a regular additional shift of eight hours a fortnight, or four hours a week, is worked; the eight-hour shift is paid at "13 times the base hourly rate" (cl 13.9).
7. Overtime does not apply to commissioned officers, other than under cl 13.9 (cl 13.11), or to voluntary paid duty at sporting or Public Events (cl 13.10).
8. Time off in lieu is at the officer's election, cleared within two months unless agreed, otherwise paid (cl 13.12).
9. Meal allowances on overtime are in cl 13.7(d). The table is headed "With Effect From: 13 November 2015". Those rates are adjusted administratively under cl 29.1, so the printed figures may be out of date, and this page does not repeat them.

The allowance applies when an officer is authorised to hold themselves available (cl 15.1, cl 15.2). There is a four-hour minimum payment (cl 15.4).

Clause 15.2 says the allowance is paid "in accordance with the following scale". It does not state the unit. The Police Auxiliary Officers Agreement's matching clause says "hourly", but that word is not in the Police Agreement, so check before treating these figures as hourly rates.

Paid for each ordinary eight-hour shift, and pro rata otherwise, but not to Recruits-in-Training except as cl 11.19 provides, or for voluntary event duty (cl 16.1; cl 16.2). Commissioned officers get it only when specifically rostered to such a shift (cl 16.4).

Other allowances carry no dated steps:

1. forensic qualifications, 10% of substantive base salary, with eligibility at the Employer's "Sole discretion" (cl 17.8);
2. Internal Affairs investigators, 10% (cl 17.10);
3. Tactical Response Group, 10% (cl 17.11);
4. country deployment, $20 a day, up to $100 a week (cl 17.12);
5. civilian clothing and pregnancy clothing, $1,299 a year each, pregnancy clothing pro rata (cl 17.5, 17.6);
6. covert allowance on base salary, in lieu of shift, weekend, public holiday, recall and on-call payments and up to an average of 10 hours a week of overtime over eight weeks (cl 17.13(a), (b)):
   1. Surveillance Unit, 40%;
   2. Police Technical Unit, 45%;
   3. Witness Protection Unit and Undercover Police Unit, 55%;
   4. Inspectors in all units, 10%.

Higher duties are paid from one full shift (cl 22.1). Camping, relieving, travelling and motor vehicle allowances are in cl 20 and 23 to 27 and the Schedules; disturbance allowance (cl 24) reimburses actual expenditure. cl 29.1 ties those rates to the Public Service Award 1992 and the District Allowance (Government Officers) General Agreement 2010 (DIS013) "administratively", so the Schedule figures may have moved.

1. District allowance: the District Allowance Agreement 2010, or any replacement, forms part of the Police Agreement (cl 19.1). It is not paid while an incapacitated officer and family are away from the region beyond six continuous weeks (cl 38.7).
2. Lodging, where no quarters are provided: $600 a year outside the metropolitan area. In the metropolitan area, $155 a year for a commissioned officer and $145 for others, but not for anyone "who commenced employment on or after March 1st, 1988" (cl 17.3).
3. Locality allowance: the amounts and towns south of the 26th parallel are "determined from time to time by the Employer in consultation with the Union" (cl 17.4). The agreement prints no amounts.
4. Housing: "fully subsidised housing will be provided to Employees stationed at the towns listed in Schedule G" (cl 17.14), and a Country Officer in Charge "shall be provided with accommodation" (cl 17.15).
5. Multi-Functional Policing Facilities, 12 remote sites (cl 28.1):
   1. a loading of 40% of the Senior Sergeant base rate for the Officer in Charge and 40% of the Sergeant base rate for others, in place of overtime and shift allowance (cl 28.4);
   2. a $3,500 remote community allowance, free housing, free electricity and water (cl 28.6);
   3. 160 hours of remote community leave for each completed year (cl 28.7).
6. North West: an extra 40 hours of annual leave (cl 30.1(b)). "North West" is north of 26 degrees south, plus Shark Bay (cl 6.31).

Rest days are in cl 31 of the Police Agreement. No other instrument here gives a rest days entitlement, though the word appears elsewhere, for example in roster clauses.

1. Entitlement: "three rest days on full pay each year in recognition of the unique working environment and associated rigours of policing" (cl 31.1). Part-time officers get them pro rata (cl 31.2).
2. Crediting: on 31 March, provided the annual leave balance at the preceding 31 December was not more than six weeks or 240 hours, with the extra North West leave left out of the count (cl 31.4).
3. A cancelled November or December leave application can save the entitlement, on the conditions in cl 31.5.
4. Use: a single day or up to three days consecutively, and not in conjunction with annual leave (cl 31.6).
5. Notice: "as far in advance as possible", with an application "as soon as practicable" (cl 31.7).
6. They do not accrue from year to year, must be taken within 12 months of crediting (cl 31.3), and are not paid out on leaving (cl 31.8).

Rest days are not the same as the "weekly leave days" that rosters use for ordinary days off (cl 11.4(c)(i)). They began in a 2021 order under IR Act s 42G, made when the agreement was registered ([2021] WAIRC 00047 at [318]–[320]).

1. Consultation "must occur prior to the Employer's decision to make a change" (cl 7.2(a)).
2. After a decision there are at least 14 calendar days to respond, during which the change is not implemented unless agreed (cl 7.3(b)). But "decisions will continue to be made by the Employer" (cl 7.3(e)).
3. A Joint Consultative Committee of Employer and union nominees convenes within 28 days of a written request, and unresolved matters go to cl 8 (cl 58).

1. Scope: "Any questions, difficulties or disputes arising in the course of the employment" (cl 8.1). A union representative may accompany the officer at all stages (cl 8.2).
2. The steps (cl 8.3 to 8.6):
   1. three working days with the manager;
   2. a further three working days with the manager's superior;
   3. referral to the Employer or nominee;
   4. if not resolved within five working days of that referral, "either party can refer the matter to the WAIRC".
3. The union may raise disputes affecting several officers directly (cl 8.8, cl 8.9).
4. Two limits on what the WAIRC can do:
   1. it must not regulate suspension, discipline, dismissal or reinstatement where another Act provides for it and for an appeal (IR Act s 23(3)(d)). It has applied that to orders about threatened discipline, and held that Sch 3 cl 2(3) "does not lead to a conclusion that police officers are to be treated differently" ([2026] WAIRC 00789 at [49], [53]);
   2. it has no jurisdiction over "any matter relating to or arising from the transfer, demotion, reduction in salary, suspension from duty, removal, discharge, dismissal or cancellation of the appointment under the Police Act 1892" of a police officer, auxiliary officer or liaison officer (IR Act Sch 3 cl 2(3)).
5. A contractual benefits claim by a former officer failed for want of jurisdiction, on the footing that officers are not employees ([2015] WAIRC 00515 at [11]–[12]). Part of that reasoning rested on the Public Service Arbitrator, which was abolished on 31 January 2025. The position since then is untested.
6. Time limits are strict. An appeal to the Full Bench is 21 days, and the abolition of the Arbitrator "had no effect on the appeal period" ([2026] WAIRC 00371 at [21]).
7. A minimum condition may be enforced under IR Act s 83 as an entitlement provision (MCE Act s 7). That is not a holding that an officer can always sue under s 83.

The clause reads, in full: "There shall be no further claims during the term of this Agreement" (Police Agreement cl 9.1). The Police Auxiliary Officers Agreement has the same words (Police Auxiliary Officers Agreement cl 9.1). The published decisions on it were about the same words in the Police Agreement's predecessor, the 2022 agreement. As a legal point:

1. a claim made for one member can be caught by such a clause ([2026] WAIRC 00371 at [33]);
2. a claim that would prescribe how a discretion in the agreement must be exercised was held to be a further claim ([2026] WAIRC 00046 at [24]–[27]);
3. a claim that does not alter the operation of the agreement in any material way, or confer an additional benefit, may not be caught ([2026] WAIRC 00371 at [34], describing an earlier Full Bench decision);
4. the Full Bench said the issue "may be a contentious one", in refusing an extension of time, and "[w]ithout concluding that the grounds of appeal are hopeless" ([2026] WAIRC 00371 at [36]). So this is not a settled appellate ruling on the merits.

1. Discipline. No discipline clause and no disciplinary procedure. The word appears in that sense once, about family and domestic violence (cl 40.3). Discipline is under the Police Act.
2. Removal. Loss-of-confidence removal is not mentioned. The clause headed "Retirement, removal or death" is about fitness only (cl 43.2), and is covered on the injury page.
3. Legal assistance or indemnity. None. See the injury page for what the union's rules say.
4. Industrial action. No clause on industrial action, strikes or bans, for or against.
5. Union dues and right of entry. No clause on either. Neither should be read as a missing right, because both may be dealt with elsewhere.
6. Union rights it does contain: recognition of representatives and paid time off (cl 51), leave for union business (cl 52.1), and up to five paid days of trade union training a calendar year, or up to 10 with averaging over two years (cl 53).

1. The Police Auxiliary Officers Agreement extends to "all Police Auxiliary Officers appointed under Part IIIB of the Police Act 1892 (WA)" (cl 3.1), about 419 officers (cl 1.4).
2. The named parties are the Commissioner of Police, the WA Police Union and the CSA (cl 1.3). "Union" means either, "whichever is applicable" (cl 6.37).
3. It excludes the CSA's award, the Civil Service Association Western Australia Police Auxiliary Officers' Award 2013 (CIV004), "and any other Award" (cl 2.1). Other than statutory entitlements, it is intended to set out all terms and conditions (cl 2.2). The MCE Act applies where it gives a greater benefit (cl 2.3).
4. It remains in force "until 1 November 2027 or until a replacement industrial agreement is registered" (cl 5.1).

Annual salaries, from cl 14.1, which prints the steps of 5%, 4% and 3.5%. Compounded that is about 13.0% (computed).

1. Progression is by annual increments after 12 months' continuous service at each point, unless an adverse report on performance and conduct recommends otherwise (cl 14.2). The officer is shown the report and may comment in writing (cl 14.2(b)).
2. The fortnightly, daily and hourly formulas match the Police Agreement's (cl 14.3).
3. A "Police Auxiliary Cadet" under this agreement (cl 6.24) is not the same as a police cadet under Police Act s 7(2).

1. Fixed-term contracts and their conversion are in cl 10 and cl 11. Part-time is in cl 16, and casuals are in cl 17.
2. Probation is nine months for officers outside the Cadet Program (cl 13.1), and may be extended by up to three months, to a maximum of 12 months in total (cl 13.1(a)(ii)). The clause also speaks of ending services on one week's notice or payment in lieu (cl 13.1(a)(iii)).
3. Probation under the Cadet Program is six months (cl 13.2).
4. How cl 13.1 sits with Part IIB of the Police Act has not been decided in anything read for this guide. See Discipline, removal and appeals.

1. Hours average 40 a week or 80 a fortnight (cl 15.3), and a Work Area's permanent roster pattern changes on at least one month's notice (cl 15.3(b)).
2. Rosters are posted by 1300 hours on the Tuesday before the week or fortnight (cl 15.8).
3. Starting times may vary within the shift type, with 24 hours' notice where Practicable (cl 15.8(c)).
4. Off-duty contact is dealt with in cl 19.

1. The Employer may require reasonable overtime (cl 18.2(a)).
2. The Police Auxiliary Officers Agreement has an express right to refuse overtime that would result in unreasonable hours, having regard to (cl 18.2(b)):
   1. any risk to health and safety;
   2. personal circumstances, including family responsibilities;
   3. the needs of the workplace;
   4. the notice given;
   5. any other relevant matter.
3. The rate is "time and one half for the first three hours in a week and double time for any additional overtime hours worked in that week" (cl 18.3). The words "in a week" are not in the Police Agreement.
4. Minimum on a return to duty, with prior notice: three hours on a weekly leave day, and one and a half hours before or after prescribed hours (cl 18.5(a)).

Here the clause says "hourly allowance" (cl 21.2), with a four-hour minimum payment (cl 21.4).

Paid for each ordinary eight-hour shift (cl 22.1), and pro rata otherwise (cl 22.2).

1. Civilian clothing, $985 a year (cl 35.1), and pregnancy clothing, $985 a year pro rata (cl 35.2).
2. Country deployment, $20 a day, up to $100 a week (cl 25.1).
3. Forensic qualifications, 10% of base salary, subject to approval (cl 34.1).
4. District allowance through the District Allowance Agreement 2010 (cl 26.1).
5. Motor vehicle, travelling, transfer, removal, relieving, camping and overtime meal rates are adjusted administratively (cl 20.1).
6. The Police Auxiliary Officers Agreement has no equivalent of the investigative, covert, housing or Multi-Functional Policing Facility provisions in the Police Agreement.

Evidence for personal leave is dealt with in cl 36.12. The injury clause is cl 36.17: see the injury page.

The Police Auxiliary Officers Agreement has no rest days entitlement. Clause 15.8(a) says a roster "will show hours of duty and rest days for the ensuing week or fortnight", and in that clause the words mean the roster's days off (cl 15.8).

1. Disputes follow the same three-stage path to the WAIRC as the Police Agreement (cl 8), and the same limits apply. The no further claims clause is cl 9.1.
2. Redundancy: the Public Sector Management Act and its 2014 Regulations "provide the legislative framework", and the Regulations prevail (cl 60.1).
3. Notice: "Notice of termination by the Employer for eligible Employees over 45 years of age is subject to the minimum notice of termination provisions of the Fair Work Act 2009 (Cth)", to be read with Parts IIB and IIC of the Police Act (cl 61.1). This does not show that the federal Act reaches auxiliary officers. Whether Part 6-3 does is not decided, and this guide does not cover it. For a sworn WA officer, Part 6-3 probably does not reach, and no decision on s 742 was found: see Discipline, removal and appeals.
4. Reviews. The Police Auxiliary Officers Agreement promises reviews of the casual conversion mechanism (cl 17.13) and the fixed-term conversion mechanism (cl 11.9).

The Police (Commissioned Officers) Industrial Agreement, No 49 of 1976 has a misleading title.

1. It applies "to all members of the Western Australian Police Force" (cl 2), not only commissioned officers.
2. It has no pay or conditions. It sets ratios: one commissioned officer to 25 lesser ranks (cl 4) and non-commissioned ratios (cl 5), with proportions that may be increased "to meet Departmental requirements" (cl 6).
3. Its term was 12 months from 1 July 1976 (cl 1). The WAIRC lists it "In Force", which is consistent with IR Act s 41(6) and is not evidence of reach.
4. It uses ranks that are not in the Police Agreement, and the Police Agreement neither cites nor cancels it. Whether it is applied today is not on the public record found.

Commissioned officers are paid under the Police Agreement (cl 10.1(g)).

The Police Award 1965 covers "all members of the Western Australian Police Force and Aboriginal Police Liaison Officers" other than those paid under the Salaries and Allowances Act (cl 4). Its parties are the WA Police Union and the Commissioner of Police (cl 34).

It remains on the WAIRC's list, varied each year by State Wage orders. The Police Agreement consolidates it, so it matters mainly if the agreement fell away. The rates below are from cl 6(1), as at the 1 July 2026 State Wage order. The award's ranks do not map one to one onto the Police Agreement, so the right-hand column is a guide chosen for this page (computed).

Where the award differs from the Police Agreement:

1. hours average 38, worked as 40 with accrued time off (cl 7(1), (2));
2. the break between shifts is eight hours (cl 7(8)(b)), against 10 in the Police Agreement;
3. it has no separate rest days entitlement: its "rest days" are roster days, and its annual leave of 42 days includes 12 rest days (cl 23(1)(a)) (cl 7(7)).

The District Allowance (Government Officers) General Agreement 2010 is listed "In Force" although its three-year term ended in 2013. It is live for officers because the Police Agreement cl 19.1 and the Police Auxiliary Officers Agreement cl 26.1 make its terms part of each agreement. Its schedule of rates is dated 1 July 2008 (Schedule C), and rates are adjusted administratively. Do not quote the printed figures as current. The current rates were not found.

The Civil Service Association Western Australia Police Auxiliary Officers' Award 2013 is the CSA's award, and the WA Police Union is not a party to it (cl 10). The Police Auxiliary Officers Agreement excludes it. Rates from 2 November 2026 under the Police Auxiliary Officers Agreement are above the award in every row, on a rough annualised comparison (computed).

1. Ranks above Commander. The Police Agreement and the award both exclude those paid under the Salaries and Allowances Act 1975 (WA), and the Salaries and Allowances Tribunal sets their rates.
2. Special constables, under Part III of the Police Act. No instrument was found.
3. Police cadets, who are "not members of the Police Force" (Police Act s 7(2)). This guide does not cover them.
4. Police staff, who are public service officers under Police Staff Agreement 2016 and Public Sector CSA Agreement 2024. Their union is the CSA. A proposed rule covering people "Engaged by the Commissioner of Police in some other capacity undertaking work currently or traditionally performed by a member of the Police Force" was refused in 2011 ([2011] WAIRC 00789).
5. School traffic wardens, on-road assessors and survey officers, under School Traffic Wardens Agreement 2011. Their union is the CSA, and they are not Police Act appointees. The School Traffic Wardens Agreement 2011's last scheduled rates are from 2013 and are not current.