The Police Association has secured a significant pay round result for its constabulary members, with the final offer arbitrator accepting the association’s claim in full.

The decision means members covered by the G-J Constabulary Collective Agreement will receive a 3.1% general wage increase, backdated to July 1, 2026, along with a 3.1% increase to allowances.

The award also includes employer-funded vision and hearing checks every 24 months, with reimbursement of up to $200 towards corrective lenses, hearing aids or other devices where required following the checks.

Police has advised the association that the pay and allowance increases are expected to be processed in the pay cycle ending either December 2 or December 16. The increases will be backdated to July 1.

The outcome is a clear win for the association’s constabulary claim. In a 24-page determination, Andrew Dallas and the majority of the arbitration panel found the association’s final offer better met the statutory criteria set out in the Policing Act 2008.

The majority considered the association had the stronger case on five of the seven criteria, with the remaining two assessed as neutral. Those criteria included recruitment and retention, fairness and equity, changes in the nature of policing work, employment relativities and other relevant considerations.

The panel was persuaded by evidence of recruitment and retention pressures, rising job demands, cost-of-living challenges, wellbeing concerns and the unique risks associated with policing. It also noted that hearing and vision checks were common in other public sector agreements and already provided for in some Police agreements.

The determination also referred to the association’s Repay the Risk campaign, describing its narrative as compelling and recognising the distinctive risks faced by police staff.

Association president Steve Watt says the decision recognises the demands placed on members.

“This is a strong result for constabulary members. The arbitrator has recognised the reality of modern policing – the workload, the risks, the pressure on people and the challenges of attracting and retaining staff. It is good to see those arguments acknowledged in a decision that delivers a pay increase and practical wellbeing support for members.”

National secretary Erin Polaczuk says the result is important not only for the pay increase, but for the recognition of the burden and risks members have consistently raised.

“We wanted recognition of the pressures members are working under, and practical measures that would make a difference to their wellbeing. This decision gives us that recognition while validating the association’s arguments about cost-of-living pressures, workload, wellbeing, recruitment and retention.”

This pay round, the association went into arbitration with a deliberately modest and targeted claim, Erin says. 

“However, we also had an eye firmly on the future. A new clause in both the constabulary and managers’ agreements binding Police to collaborate on a whole remuneration system redesign is evidence of that. That’s a big promise and already a future big win for us."

Managers: A different result

The outcome was less favourable for managers, whose separate collective agreement also went to final offer arbitration.

The arbitrator was neutral on five of the seven statutory criteria. Police’s final offer was successful on only the remaining two, meaning eligible managers will receive the employer’s $1500 gross lump-sum payment rather than the association’s claim for a 3.1% pay increase.

“We are disappointed we weren’t successful with the managers’ pay claim, but I wouldn’t describe the outcome as a comprehensive defeat,” Erin says

“For managers, getting the remuneration redesign right is probably the biggest opportunity we have to make a meaningful difference to their conditions. Moving away from the current performance-pay system and having a clearer, more transparent framework is a significant part of that.”

The managers’ agreement does include a package of improvements, including a new payment for eligible additional hours, shift loading, health checks, changes to KiwiSaver payments while on parental leave support and a stronger commitment to remuneration redesign.

What happens now?

Police is responsible for implementing the changes arising from the arbitration decisions and the agreed matters. The association has met with Police to check progress.

For constabulary members, Police has indicated the 3.1% pay and allowance increases are expected in the pay cycle ending December 2 or 16, with backdating to July 1.

Constabulary members in G-J bands should continue to keep a record of any occasions when the 10-hour break requirement is not met. Police has indicated that remediation payments for breaches dating back to July 1 may not be included in the December pay cycles.

G-J band members who have taken parental leave since July 1, 2026, will be contacted about eligibility for the new parental support payment arrangements.

The updated collective agreements will be made available on the Police Association website once finalised. Members with questions about their entitlements can contact the association's employment team at employment.issues@policeassn.org.nz.

The next major piece of work is the Remuneration Design Group, which is tasked with developing a simpler remuneration framework. Both Police and the association have committed to continuing that work, with most outstanding matters to be completed over the next 12 months.

What members have secured

While the arbitration outcomes differed, both groups secured a range of improvements through bargaining and facilitated bargaining. These include a one-year agreement term, a Police-funded Sick Leave Bank, stronger staff protection and restructuring provisions, career and employment support and a formal commitment to the ongoing Remuneration Design Group work.

Some provisions are shared in principle but have different settings between the agreements. For example, the initial Police-funded Sick Leave Bank allocation is 6000 hours for constabulary and 600 hours for managers. Other changes are specific to each group, reflecting their different working arrangements and remuneration structures.

(Members should refer to the agreement covering their role for the precise wording and eligibility requirements.)

Constabulary

Pay, leave and career provisions

The G-J agreement runs for one year, from July 1, 2026, to June 30, 2027. A Base Salary column will be added to the Total Remuneration scales, and promotion or re-banding to a higher band will attract a minimum increase of 4% of printed Total Remuneration, subject to the agreed exception for the initial transition to the new remuneration framework.

A member’s total remuneration when being paid the current Higher Duties Allowance – calculated at 5% of the midpoint for acting one band higher, or 8% for two or more bands higher – must at least equal the minimum of the higher band. 

New provisions also clarify how remuneration is adjusted when a member moves to a lower band, including arrangements for those who return to a higher band within two years.

The Sick Leave Bank will become Police-funded, with an initial allocation of 6000 hours. Employees will not need to donate or have leave deducted to establish the bank. The joint Police, association and Police Leaders’ Guild committee will continue to administer it and review usage annually.

The parental support provisions have been replaced with a new scheme. Eligible employees can receive a payment equivalent to 60 days’ leave before tax for a qualifying birth or adoption, with the amount pro-rated where the employee works fewer than 40 hours a week. The scheme covers a child born to the employee or their partner, or an adopted child up to and including age five, where the employee assumes or intends to assume primary care. 

The agreement provides for only one entitlement where both parents are eligible Police employees and also limits the entitlement where a partner is a public-sector employee eligible for a parental leave payment. A non-public-sector partner's payment does not affect eligibility. 

Other leave and wellbeing changes include:

• Sick leave explicitly covers reproductive health-related issues and necessary treatment or recovery.
• Employees can buy additional annual leave through salary sacrifice from October 1, 2026.
• Annual leave accumulation is capped at 42 days.
• Provisions protecting employees returning from leave without pay are extended from three to six months.
• New reintegration provisions support employees returning after an extended absence, including discussion of a return plan, training and certification needs, wellbeing support and workplace adjustments.
• A new Career and Employment Change clause provides for career planning with an HR adviser, internal and external career advice, reduced hours, applications for non-constabulary Police roles, and options such as leave without pay or secondary employment to explore other work. It also includes support for retirement planning, counselling and exit discussions.

Fatigue, overtime and workplace rights

Fatigue management is a significant part of the constabulary agreed changes.

The minimum break between rostered shifts increases from nine to 10 hours, with 12 hours to be provided where possible. Where overtime is worked, members must receive a clear 10-hour break. If the break is not provided, time worked until a compliant break is taken attracts overtime at time-and-a-half (T1.5). The agreement sets out limited exceptions, including circumstances involving imminent danger to life or property.

The changes also include:

• A reduction in the minimum election period for time off in lieu (TOIL) from four months to two months.
• Clearer definitions of a roster cycle and overtime, with overtime calculated daily for time worked beyond rostered normal hours.
• Overtime at T1.5 for off-duty interruptions where no return to the workplace is required, after 15 minutes of work or cumulative interruptions.
• Double time for approved callbacks on a public holiday when the member is not on standby. The payment covers travel from home to the workplace and the return journey and also applies to qualifying work that does not require a return to the workplace.
• Further evidence-based consideration of fatigue arising from off-duty interruptions by the National Health and Safety Committee, with recommendations to inform 2027 bargaining.

Managers

Pay and working arrangements

The Managers’ Collective Agreement also has a one-year term, from July 1, 2026, to June 30, 2027. Its coverage is amended to Grades 21–26, replacing the previous Grades 20–26 coverage.

A new ad hoc shift loading applies to eligible managers who are not normally required to work rostered shifts. It provides an additional 5% of their Total Remuneration ordinary hourly rate for eligible hours worked on weekends, public holidays or after 6pm Monday to Friday. The relevant District Commander, director or delegate must approve shift changes.

The agreement also clarifies expectations around managers’ hours. Normal hours are 40 a week over five days, with an eight-hour day including paid meal and rest breaks. Additional hours should be necessary, recorded by the manager and, where they may affect wellbeing, discussed with their supervisor. Managers should receive reciprocal time off as soon as possible.

Remuneration, leave and support

Managers promoted or re-banded to a higher grade will receive a minimum increase of 6%, rising to 8% when promoted from sergeant or senior sergeant, subject to the agreed exception for the initial transition to the new framework.

The agreement also sets out arrangements for managers who move to a lower band under an agreed career development plan, with protection of current remuneration for up to two years and specific arrangements if the employee is not promoted or returns to the higher grade. 

Police will match a manager’s KiwiSaver contributions while they are on parental leave, up to the maximum employer contribution rate set by Government. A further 0.5% increase in the employer KiwiSaver contribution is to apply in 2028, or earlier if legislation changes, and will not be funded from the employee’s Total Remuneration.

The managers’ agreement also includes:

• A Police-funded Sick Leave Bank, with an initial 600 hours from August 1, 2026, and no requirement for employee leave donations.
• A new Career and Employment Change clause, providing career planning, advice, options to explore other work, retirement support, counselling and exit discussions.
• Staff protection and restructuring provisions, including consultation, representation and employee assistance support.
• Industrial democracy provisions encouraging structured meetings between workplace delegates and local management, using an interest-based approach to resolve issues.
• Updated motor vehicle reimbursement rates from April 1, 2026, reflecting Inland Revenue rates.
• A commitment to link the Grades 21-26 managers’ remuneration framework with the wider RDG work, supporting alignment across the constabulary, Police employee and managers’ agreements.