Our History

Hospital Boards pushed to increase working hours to 16-hour shifts and a 72-hours a week. The NZRDA agreed, but only with a commitment to reducing hours back to a 60-hour cap over time.

Waikato DHB followed others in cutting paid meals, leading to the Waikato meals case in the Labour Court.

NZRDA secured a major win with the introduction of compensatory payments—ensuring RMOs were financially compensated for working beyond agreed hour limits.

NZRDA launched the nationwide Meals Case, challenging the removal of paid meals for RMOs across the country.

NZRDA secured a shift from compulsory payments to an industrial model, introducing overtime and penal rates. This change ensured RMOs were fairly compensated for the demands of their work.

The Employment Contracts Act (ECA) was introduced, limiting union involvement and requiring single-employer bargaining.

NZRDA won its first case under the ECA (Donnolly v. Otago Hospital Board), proving that employers couldn’t unilaterally change individual employment agreements.

The first Auckland Meals Case was settled, with $1 million awarded for the issues before the Court.

To cut costs, RDA subscriptions shifted to direct credit payments, avoiding a 2.5% fee charged by employers for salary deductions.

NZRDA introduced group life cover for all members.

The CTA (created taking funds from DHBs, then used to “buy back” RMO training) selects one RMO to be our voice.

NZRDA successfully opposed the extension of provisional registration to 2 years.

A modified Calman report circulated, suggesting that RMOs come under the control of University Deans.

NZRDA lobbied the Royal Australasian College of Surgeons (RACS) and the Royal Australasian College of Physicians (RACP) for generalist scopes of practice.

18 DHBs threatened strike action as HHSs attempted to exclude most RMOs from coverage by changing their job titles. Whanganui, Timaru, Nelson, and Tauranga had to strike to secure settlements.

The first challenge was made against a college for unfair treatment of an RMO during training, followed by two further cases against employers for failing to support RMO training.

RMO recruitment and retention issues became critical, with Middlemore Hospital first recognizing that too few RMOs led to excessive hours. This sparked concerns about cover for leave and working conditions. One manager stated, “…no other group of employees would accept working these conditions – my god imagine if we tried to get nurses to work like this, we would have a riot… and they get paid overtime!” 

Protected Training Time and reimbursement for training costs were introduced.

In 2001, there was no bargaining for the first time in NZRDA’s history.

NZRDA began investigating superannuation options for RMOs.

NZRDA negotiated the first national multi-employer collective agreement for RMOs since the 1980s (excluding Gisborne where there were no RMOs were members).

Hawke’s Bay was the last district to finally transition from the industrial model to a salary system.

The Doctors in Training Roundtable was established by the Minister without NZRDA representation.

The locum whirlpool reached its peak, with $20 million spent in the Auckland region alone and 200 vacancies out of 900 positions.

SMOs voted for strike action.

The RMO Commission was formed, proposing a single-employer model as an option, but it was ultimately not adopted. Auckland DHBs investigated the single-employer concept.

Strike action was required to settle the MECA, despite opposition from the CTU President.

An agreement on locum rates was made, capping them at $150.00 per hour.

The RDA celebrated its 25-year anniversary

The issue of limiting to a maximum of 4 nights with 3 sleep recovery days was formally raised.

A decision was made to employ GPEP registrars (effective Dec 2012) by DHBs, but this was later changed to RNZCGP. A trial of Physician Assistants at Middlemore Hospital failed.

The first GPEP1 Registrars joined the program.

RNZCGP became the employer of GPEP registrars, offering inferior IEAs compared to DHB-employed registrars, and NZRDA negotiated the first GPEP CA, covering 174 GPEP1 registrar positions.

BPAC recertification was introduced by MCNZ for House Officers.

The MECA app was introduced for members, providing a guide to the MECA.

The Auckland region initially cut first-year positions from 152 to 50, but after pressure, they increased it to 120, while the rest of New Zealand added 32 more.

MCNZ failed to extend provisional first-year registration to two years.

The third round of interest-based bargaining for the MECA saw a potential settlement overturned by employers, who sought the ability to unilaterally change run descriptions and salaries. Strike action was narrowly averted with a one-year suspension of changes to run descriptions. NREG collapsed amid bargaining tensions.

NZRDA’s safer hours campaign achieved a maximum of 10 days with 4 nights of sleep and 3 recovery days on acute rosters. Social media was actively used for the first time in a NZRDA campaign. Around 20% of house officers undertook a CBA, but Auckland and Waitemata actively resisted offering this opportunity. The RDA also conducted a joint review of the Cognitive Institute’s anti-bullying program in Melbourne. A template IEA was provided for public health registrars working outside DHBs. MCNZ rejected the RDA’s request for representational positions on their medical education committee, maintaining that 3 RMOs out of 15 members was sufficient. The RDA lobbied to remove confidential references and referees to reduce the fear of career retribution.

NZRDA first objected to the MCNZ’s 10-week rule, which required first-years to work 10 out of 13 weeks on any run to gain general registration. Waikato failed accreditation for first years with MCNZ.

Capital & Coast DHB tried to reduce meal options to predetermined “combo” options, but this was unsuccessful.