The National Terms and Conditions for the Employment of Registrars (NTCER) outlines the minimum terms and conditions of GP registrars.
The National Terms and Conditions for the Employment of Registrars (NTCER) is an agreement that outlines the minimum employment terms and conditions for all GP registrars*.
Accreditation standards for all training practices require that the terms and conditions in registrar employment agreements must not be less than the NTCER minimum.
View the 2017/18 NTCER. The NTCER covers:
- working hours
- education and supervision (protected and non-protected teaching time, educational release)
- remuneration (base salary, payment for on-call and after-hours work, billing cycle, SIP and PIP payments, allowances and expenses)
- leave (annual, personal, carers study or parental leave)
- other matters such as medical indemnity insurance, OH&S, termination of employment and more.
The NTCER is not a registered award. Your signed employment agreement is the legal document under which you are employed. The current NTCER agreement applies to the 2017/18 training years and supersedes the NTCER 2015/16 agreement.
The NTCER is negotiated every two years in its entirety (2016, 2018, 2020) by GPRA and General Practice Supervisors Australia (GPSA).
If you're negotiating your 2019 employment agreement, here is our advice for those starting placement in 2019 before the 2019 NTCER is released.
The NTCER is the minimum; you can negotiate for terms and conditions higher than the NTCER. Negotiate based on the value you bring to your practice; you are more likely to be successful in negotiating terms and conditions above the NTCER past GPT2/PRRT2.
Do not start work at a practice unless you have signed employment agreement — this protects both you and your employer against employment breaches and ensures you and the practice are on the same page.
Do not rely on verbal agreements — get everything in writing; even if it seems small, such as dates for your annual leave or rostering arrangements, be sure to get confirmation in writing.
Registrars should be treated as employees. Legal advice we have obtained as well as information provided by the Australian Tax Office states registrars are legally viewed as employees. It is illegal to treat employees as contractors if they are not a contractor.
View the 2017/18 NTCER.
Essential preparation tools
Read, research and prepare before you enter into your employment negotiations.
- The GPRA Terms and Conditions Benchmarking Report provides an overview of GP registrar working conditions and wages, employment conditions, billing profiles, earning capacity, and more. Knowing this information can give you confidence in negotiating your employment.
- View an explanation of the key terms in the NTCER
- View a list of things you need to consider before negotiating
- Prepare for your interview with our negotiation checklist to make sure you do not miss any important items in your employment agreement
- Read our negotiation guide
- Watch our free webinar on how to negotiate your employment.
Employment agreement template
See our employment agreement template. This template is a standard contractual agreement with room to add additional items and requirements.
Take time before you sign: read and understand your employment agreement; contact your Registrar Liaison Officer (RLO) or GPRA if you do not understand anything.
*The NTCER does not apply to those in community controlled health, Australian Defence Force Registrars, some Aboriginal Medicine Services, and registrars on remediation.
Tips to maximise your income
Try to be paid via billings rather than by receipts. Being paid via receipts means that your income can be spread out over a longer period. You may also find that you have some exposure to bad debts.
Negotiate a short billing cycle (the amount of time after which your practice calculates your billings/receipts vs your base wage). Shorter billings cycles can be financially advantageous.
Annual leave will be paid to you upon termination if you do not use it. According to the NTCER, annual leave is paid at your base rate. If you are earning more than your base rate and have a longer billing cycle, taking annual leave will be financially disadvantageous, as it may be consumed by your payment for billings/receipts (unless specified otherwise in your employment agreement). However, remember your wellbeing is important, so the desire for extra income must be balanced with the need for time out.
If you have a fortnightly billing cycle and want to take two weeks annual leave, align your leave with your billing cycle.
If your billing cycle is longer than a fortnight, you may be financially better off taking leave without pay. In this way, your annual leave will be paid out upon termination at your base rate. Note that you do not accrue leave during periods of leave without pay.