NAB Pay Rates 2026: Branch, Call Centre & Banking Award Pay

NAB employs around 41,000 people. Most non-executive staff — branch customer advisers, call-centre and NAB Assist operators, processing and back-office roles — sit under the NAB Enterprise Agreement 2024, approved by the Fair Work Commission in September 2023. Its safety net underneath is the Banking, Finance and Insurance Award 2020 (MA000019).

The agreement sets pay bands above the award, and many NAB roles are paid by individual contract above the agreement again — but neither a contract nor the agreement can price below the award for the hours actually worked. One date matters right now: the agreement's nominal expiry is 31 December 2026. It keeps operating past that date until replaced, but this is the window where the next deal gets negotiated — the award figures below are the floor any replacement must clear.

For how the other big four bank structures this, see our Commonwealth Bank pay rates 2026 page.

From 1 July 2026, the Banking, Finance and Insurance Award adult minimums are:

Source: Fair Work Commission modern awards pay database, rates operative from 1 July 2026 (annual figures are the FWC's own annualised equivalents). NAB agreement and contract salaries sit above these — the check that matters is whether your salary still covers the award for the hours you actually work.

NAB's contact centres run well beyond branch hours, and the award prices that. Under the award, for full-time and part-time staff:

• Early morning shift: 112.5% of the base rate
• Afternoon shift: 120%
• Night shift: 125% (130% for permanent night shift)
• Overtime Monday to Saturday: 150% for the first three hours, 200% after
• Sunday overtime: 200% — public holiday: 250%

The enterprise agreement has its own spans and loadings that must leave you better off overall than this floor. If you work evenings or weekends in a contact centre and your payslip shows base rate only, pull out the agreement's hours-of-work clauses and check — flat "all-hours" rates are a recurring source of finance-sector underpayment remediation.

The finance sector's underpayment record is mostly about time, not rates:

• Unpaid overtime — logging in before opening, balancing after close, staying on after the call queue clears. If it's expected, it's work time.
• Annualised salary reconciliation — salaried staff doing regular extra hours should see an annual true-up against what the award or agreement would have paid for those hours.
• Classification lag — acting in a higher-banded role (2IC, specialist lending) for sustained periods without the higher band's pay.
• Agreement expiry drift — once the 2024 agreement passes its 31 December 2026 nominal expiry, scheduled agreement increases run out; the award floor above still rises each 1 July regardless.

Gather six months of payslips and your actual working hours (system login records help), and price the gap with our back-pay calculator. Raise it in writing through your leader or HR; the FSU can act on agreement matters. Unresolved, it goes to the Fair Work Ombudsman on 13 13 94 — recovery reaches back six years.