Home
Page 2

FAQ: Medicare Compliance

Resource currently being updated – contact admin@gpsa.org.au to be notified when this is online.

Date reviewed: 15 July 2026

Please note that while reasonable care is taken to provide accurate information at the time of creation, we frequently update content and links as needed. If you identify any inconsistencies or broken links, please let us know by email.

This website uses cookies. Read our privacy policy.
Home
Page 2

Checklist: Before the Registrar Starts

It is important to plan for the arrival of a new registrar so that they feel safe, welcome, and ready to start on their first day. It is a complex undertaking with many forms and templates to be completed.

This document outlines the key tasks that need to be performed, alongside the supporting resources, from 2-3 months before a new registrar starts through to their first day.

Once the registrar commences, refer to the relevant RACGP orientation checklist or ACRRM orientation checklist.

It is also prudent to prepare your practice for the arrival of new learners by establishing a well-structured, best practice learning environment.

For convenience, you can read through this resource here, or use the pdf tools at the top of the document to download and / or print the file. 

Date reviewed: 23 June 2026

Please note that while reasonable care is taken to provide accurate information at the time of creation, we frequently update content and links as needed. If you identify any inconsistencies or broken links, please let us know by email.

This website uses cookies. Read our privacy policy.
Home
Page 2

GPCLE: Framework

This resource outlines the General Practice Clinical Learning Environment (GPCLE) Framework, designed to support quality training in general practice settings. It provides essential guidance for creating effective learning environments for medical trainees.

For convenience, you can read through this resource here, or use the pdf tools at the top of the document to download and / or print the file.

Date reviewed: 07 July 2026

Please note that while reasonable care is taken to provide accurate information at the time of creation, we frequently update content and links as needed. If you identify any inconsistencies or broken links, please let us know by email.

This website uses cookies. Read our privacy policy.
Home
Page 2

Registrar Employment under the NTCER

How familiar are you with your responsibilities as an employer? 

Are you aware of the Fair Work Act 2009 (Cth) and the obligations enshrined in the National Employment Standards (NES) for your employees?

The GPs-in-Training you engage under the National Terms and Conditions for the Employment of Registrars (NTCER) enter into a legal relationship with you which – apart from a few key points of difference – is virtually the same as the employment relationship you have with your reception team and practice nurse.

The Fair Work website offers a wide range of tools and resources, training modules and templates to assist you with your current obligations as an employer in Australia’s frequently-changing industrial relations environment.

Assuming you already have systems in place to manage the below employment requirements for your other employees, our Employment FAQs focus specifically on your responsibilities as the employer of a registrar in compliance with the NTCER. 

Clause 9.3 of the NTCER outlines the protected time registrars are given throughout their working day to complete their administration without extending their day beyond the hours for which they are rostered.

The practice will accommodate administration time of 0.5 hours per half-day session, to a maximum of 5 hours per week, in the registrar’s roster.  This is intended to enable the completion of administration within scheduled rostering and, in doing so, address work/life balance, fatigue management and registrar safety.

This administration time cannot be accumulated and used at other times by the registrar, nor should it be used to extend a lunch break for purposes other than administration.

This administration time can, however, be used flexibly for personal study on a day-to-day basis if administration is complete. The registrar is not to use administration time to leave the practice before the conclusion of their rostered shift without obtaining written permission from management.

Examples of how administration time can be included in the registrar’s roster include:  

a)15 minutes at the beginning of the session and 15 minutes during the session marked off for administration; or

b)30 minutes at the end of the session marked off for administration.

 

For more information, see the Administration Time section in the Training Requirements FAQs.

Educational release forms part of the AGPT registrar’s ordinary hours. This form of remuneration is designed to facilitate the registrar’s attendance of out-of-practice educational sessions deemed “mandatory” by their training provider.

Clause 9.2 of the NTCER explains educational release and how this is applied across a number of training variations outside the ‘typical’ full-time registrar working an even spread of 38 hours across a standard 5-day week:

a) Registrars will not be paid for educational release if it occurs on a weekend or after hours, noting “after hours” refers to all time outside the ordinary hours defined by the MBS as 8am-8pm Monday-Friday and 8am-1pm Saturday.
b) Educational release forms part of the AGPT registrar’s ordinary pay; as such it is not an allowance accrued or paid on top of the total hours for which the registrar is contracted by the practice.
c) Educational release is not an allowance that practices should seek to avoid by changing the registrar’s standard roster around the training provider’s schedule of educational sessions.
d) Before agreeing to the standard roster to be worked in the training practice, the registrar must confirm the schedule of educational sessions for the corresponding training semester with the relevant training provider and advise the training practice of these dates; where the training provider has not confirmed these dates before the registrar’s standard roster needs to be set, the registrar must advise the practice in writing as soon as these dates are known so that any adjustments can be made immediately to rosters and/or employment documentation
e) Registrars employed in a part-time capacity must note that, while encouraged to complete the full-time educational load by their training provider, the training practice is under no obligation to pay them to attend, or accommodate their attendance of, more than the number of hours of out-of-practice education that corresponds with the FTE fraction agreed to in their employment contract.
f) Training practices receive pro-rata support under the National Consistent Payment framework (NCP) for their AGPT registrar’s attendance of these sessions; training practices should note that it is unlikely that any increase in a part-time registrar’s contracted hours after the commencement of the training semester will alter the amount of support the practice would receive under the NCP for any increased attendance of educational sessions.
g) If the registrar is required to attend a session during ordinary hours as defined above at (a) but this day is not on their usual roster, the training practice will grant them educational release as paid time out of the practice on the previous or next rostered day, using the calculations described below at (k) and (l).
h) Where a part-time registrar is splitting their training across 2 training practices, they must use their best endeavours to ensure the burden of educational release is shared equitably between both employers and not claim an unfair amount of time out of the practice from either.
i) Where a registrar works an irregular pattern of hours on their usual roster, the educational release granted for their absence will not exceed the average of the hours they would otherwise work on the previous or next rostered day.
j) Attendance at the training provider’s educational sessions in the registrar’s standard rostered hours must be paid at the base hourly rate.
k) Where the registrar is required to attend a session for 4 hours or less within the registrar’s normal roster, this will be treated as the greater of 4 hours or a half-day against the hours the registrar would otherwise work in the training practice on that day. For part-time registrars, this applies until the total number of pro-rata hours of educational release under their employment contract has been exhausted.
l) Where the registrar is required to attend a full-day training provider orientation or educational session of more than 4 hours,
a. the full-time registrar is entitled to be absent from the practice for the entire day and be paid the total number of hours they would otherwise have worked in the practice that day up to the average daily hours across a 38-hour 5-day week.
b. the part-time registrar is entitled to be absent from the practice for the entire day and be paid the total number of hours they would otherwise have worked in the practice that day until the total number of pro-rata hours of educational release under their employment contract have been exhausted.
m) Practices will grant full-time registrars who work 38 hours over 4 days and attend an educational release on the 5th day in a normal working week educational release hours using the calculations described above at (k) and (l) on the day immediately preceding or day immediately following the educational release day in order to comply with clause 16.2 Fatigue Management. As this is intended to address fatigue management, these hours cannot be accumulated and used at other times.

 

For more information, see the Educational Release section in the Training Requirements FAQs.

Clause 5 of the NTCER refers to the statutory obligations that standardly apply to employment arrangements under the Fair Work Act 2009, noting that specific National Employment Standards (NES) provisions do not apply to the employment of GP registrars, the most significant being the NES requirements around

  1. notice periods for the termination of employment (not relevant given the end of the contract is determined by the 6-month training semester aligned with the validity of their Medicare Provider Number (MPN)) and
  2. paid parental leave 

Fixed term contracts are treated differently to ongoing employment contracts under the Fair Work Act 2009 and have specific requirements for the employer:

“…employment of registrars under GP specialist training programs falls under the definition of fixed term employment, which differs from permanent employment and invalidates certain NES entitlements. In addition to the Fair Work Information Statement, the Fixed Term Contract Information Statement must be provided to the registrar with their employment documentation.”

Under clause 6 of the NTCER, registrars and practices have mutual responsibilities when it comes to managing registrar leave: 

  1. Registrar to check any impact on training of timing / duration of leave
  2. Registrar to check impact of leave on ongoing validity of MPN
  3. Registrar to minimise impact on patient care and practice stability
  4. Training practice must not ‘unreasonably’ refuse any leave applications including unpaid leave
  5. Training practice has ultimate right to accept or refuse leave applications

“All parties – training practice, employer (where this may be an entity other than the training practice), supervisor, supervision team and registrar – must work together to minimise any compromise to, or disruption of, patient care, and ensure operational stability of the training practice can be sustained through the registrar’s requested absence.“

NOTE:

Due to the need to change employers throughout the training program, registrars are able to access leave entitlements prior to it accruing. This means that registrars can apply for and take paid leave as soon as they start their placement (subject to approval by the training practice).

 

Detailed FAQs relating to Leave Entitlements can be found here.

Clause 10.3 of the NTCER defines ordinary hours of work for registrars as:

  1. the time between commencing and finishing work each day
  2. not including on-call time and meal breaks
  3. needing to be in blocks no shorter than 3 hours and no longer than 12 hours.

PART-TIME REGISTRARS

If the registrar is employed on a part-time basis, all the conditions in the NTCER Agreement apply on a pro-rata basis.

Clause 10.8 of the NTCER sets out specific reminders:

Reminder for the registrar

  • The hours negotiated for a part-time contract must comply with the training provider’s requirements in terms of educational release and teaching time.

Reminder for the practice

  • Supervisor availability for the hours requested by the part-time registrar must be confirmed before agreeing to registrar’s standard roster, especially with respect to protected teaching time

FULL-TIME REGISTRARS

Clause 10.4 of the NTCER clarifies the maximum number of hours a full-time registrar can work in the practice as no more than 76 hours per fortnight.

This distinction: 

  • complies with fatigue management policy
  • allows for a maximum of 1 x 5.5-day roster per fortnight (with make-up time in lieu in the same 2-week period)

Clause 10.9 of the NTCER refers to “Additional Ordinary Hours” that the registrar may agree to work through negotiation with the practice:

Where this is done during the ordinary span of hours it shall be paid at the registrar’s ordinary hourly rate.

a) Registrars may decline employer requests to work additional ordinary hours without penalty or disadvantage. It is noted additional ordinary hours are different to special circumstances as outlined in clause 16.1 Workload.

b) All ordinary hours including those additionally worked by the registrar, whether part-time or full-time, are treated as “ordinary hours” for the purposes of leave accrual.

Note in particular 10.9(b), which differs from overtime.

Overtime is not included in leave accrual and is instead paid either as time off in lieu at the registrar’s ordinary rate or 1.5 times the base hourly rate for the ours worked. 

As employees, registrars are entitled to the same paid leave as other employees under the National Employment Standards (‘NES’). This is:

  1. Annual leave – 4 weeks per year (2 weeks per 6-month fixed term), pro-rated for part-time registrars
  2. Personal leave – 2 weeks per year (1 week per 6-month fixed term), pro-rated for part-time registrars
  3. Compassionate leave – 2 days (for full details, see: https://www.fairwork.gov.au/leave/compassionate-and-bereavement-leave#amount-of-compassionate-leave)
  4. Parental Leave – not applicable under the current training model. Information about government-funded paid parental leave is available at https://www.servicesaustralia.gov.au/
  5. Study Leave – not paid, but available as unpaid leave by negotiation and with consideration of implications on training time and progress through the program.
  6. Family and Domestic Violence Leave – 10 days in a 12-month period, not pro-rated for part-time registrars (ie: same amount of time available whether for full-time or part-time registrars). Full details available at https://www.fairwork.gov.au/tools-and-resources/fact-sheets/minimum-workplace-entitlements/personal-leave-and-compassionate-leave#family-and-domestic-violence-leave.

 

For more information, see the Registrar Leave Entitlements FAQs.

The minimum base rates of pay outlined in the NTCER are reviewed at the beginning of each financial year and adjusted in line with the most recent indexation of the MBS, level 23 consultation item.

Clause 11.1 of the NTCER deals with Indexation:

New base rates of pay take effect in the next full pay period immediately following 1st July.

As a result of the 2024 NTCER review, 2 consecutive increases of 3.5% were agreed upon for the base rate payable to GPT1/CGT1 registrars on the AGPT pathway.

  • The first of these has been incorporated in the GPT1/CGT1 base rate for Semester 1 of 2025 in Schedule A – Remuneration (AGPT).
  • The second will be applied in Semester 1 of 2026 according to the calculation outlined under “Formula for adjusting base rate of pay for GPT1/CGT1 registrars in 2026.1” in that Schedule.

Under the NTCER, registrars have two (2) regular forms of remuneration: 

  1. Base rate, calculated hourly and paid at least once every 2 weeks, and
  2. A percentage of either the billings or receipted income (“receipts”) attributed to their clinical work, calculated and paid at least once every month* as the difference between (a) the agreed percentage of the total billings/ receipts and (b) the base salary payable for the same period: noting that, if paying billings monthly rather than 4-weekly and base salary fortnightly, this calculation will inevitably involve the base rate for days of the month that fall into an upcoming fortnightly salary cycle (i.e. for days already worked in the month, but not due to be paid until the next fortnight’s pay).

Additional information is outlined in the NTCER’s Schedule A – Remuneration (AGPT).

* Until the end of Semester 2 in 2024 (2024.1), the minimum billing cycle under the NTCER is 13-weekly.

On our Registrar Remuneration page, you can download the current Registrar Earnings Calculator valid for 2024.2 and test the impact of different variables including MBS percentage and frequency of calculations by inputting a sample set of billings / receipts where indicated.

Ahead of the commencement of 2025.1, a new calculator will be added to that webpage with the new option of the monthly billing cycle.

Yes. As GP registrars on the AGPT program are practice employees under the NTCER, their wages are typically included in the calculation of payroll tax for the practice.

Payroll tax is a state-based tax which varies between jurisdictions. Practices should speak with their accountant or lawyer to determine their individual payroll tax obligations.

Yes. The AGPT program requires the registrar to attend an orientation at the training practice as soon as possible after commencing their employment.

Clause 9.4 of the NTCER serves as a reminder for practices to include their orientation to the practice under the registrar’s paid hours, ideally on their agreed roster:

The practice will schedule the orientation during the registrar’s ordinary hours and pay the registrar for their attendance at their base rate of pay.

a) If the registrar is directed to attend a day of orientation at the practice before the commencement of their employment, the practice will pay them the total number of hours at the contracted base rate of pay.

b) If the registrar is directed to attend a day of orientation at the practice on a day not on their agreed roster, the practice will pay them the total number of hours at the contracted base rate of pay and give them the next rostered day off in lieu.

 

For more information, see the Orientation section in the Training Requirements FAQs.

From Semester 1 2026 registrars are able to apply for up to 5 days or 38 hours (pro-rata) paid study leave through Servies Australia National Consistent Payment (NCP) Framework.  Registrars apply directly to Services Australia but should first request leave from their employer.  Practices are not responsible for paying study leave wages however they must approve leave in line with training requirements.  

Under clause 7 of the NTCER, in compliance with the Superannuation Guarantee (Administration) Act 1992, when referring to or negotiating the percentage of billings/ receipts with your registrar, superannuation must not be included but added on top of the percentage amount.

Other superannuation information included in the NTCER is equally relevant to your other employees in the practice:

  • Rate from 01/07/2025 = 12%
  • Until 30/06/2026, Superannuation Guaranteed (SG) contributions must be paid into the employee’s nominated super fund at least every 3 months; from 01/07/2026, SG contributions must be paid with salary and wages.

Additional information is available in the Registrar Remuneration FAQs.

Date reviewed: 18 June 2026

Please note that while reasonable care is taken to provide accurate information at the time of creation, we frequently update content and links as needed. If you identify any inconsistencies or broken links, please let us know by email.

This website uses cookies. Read our privacy policy.
Home
Page 2

Common Payroll Mistakes

At GPSA, we despair at seeing practice time and dollars being spent on payroll errors.

We are all about making your life easier!

We love hearing from practice managers and supervisors wanting to do the right thing by both the practice and the registrar. Getting payroll correct is imperative to the employee/employer relationship as much as the sustainability of the practice.

Payroll errors, particularly the ones in a registrar’s favour, have the potential to turn a once positive relationship on its head. This is not to suggest GP registrars want to be overpaid or rort the system; it simply highlights the importance of getting your calculations correct from the outset and clearly setting out entitlements, rights and responsibilities in the employment contract (see our contract templates here).

Under the NTCER, registrars are required to be released from your practice to attend mandatory education sessions run by their training provider.

The registrar is required to be paid at the base rate for this time, or pro-rata in the case of part-time registrars.

The common error that occurs here is that practices pay their registrar their full base salary and then add the base hourly rate for out-of-practice education on top of this.

Educational release is a component of the AGPT registrar’s base salary, not an additional entitlement.

32/38 = 0.84 Full-Time Equivalent (FTE)

If your registrar is working less than a 38-hour week, or – more technically -less than an average of 76 hours per fortnight, they are part-time.

Clause 10 of the NTCER clearly explains the definition of full-time versus part-time employment in the context of GP training.

The practice is free to determine a percentage of billings over the minimum stated in the NTCER, however this is a business decision which in any other industry would be made based on an established benefit to the organisation not for the purpose of motivating employee performance.

When you unpack professional behaviours and expectations it is important to remember that, in the early terms of a GP registrar, it takes time to become efficient and proficient. That said, reasonable billing targets can be set as your registrar gains confidence.

If a registrar is not motivated at 44.79% billings, increasing their billings percentage to the same as a fellowed GP (say 60%) will not make them any more or less efficient/ proficient or motivated. Teaching your registrar how to bill appropriately/effectively is all part of their training – the hidden curriculum if you will.

Remember too: superannuation is payable on top of the negotiated percentage, so the true cost to the business is considerably more than the amount the registrar sees in their pay.

Your registrar will attempt to negotiate a higher percentage; some are known to ask for as much as the independent Fellowed GPs working in the practice. Unlike those Fellows, your registrar is an employee, and as such (in stark contrast with independent GPs who bear their own costs) adds to your expenses with payroll tax, workers compensation insurance, annual leave, personal leave and the potential cost to the practice’s reputation.

Negotiation of the percentage you pay must therefore be done with care and in full awareness of risk versus reward. 

The reward is often more than the obvious addition of a clinician to ease your patient’s waiting time for an appointment. GPs-in-Training can make wonderful employees and colleagues, renewing the entire practice team’s passion for learning. 

But knowing what a sustainable percentage of billings might be for your practice is not just a financial imperative – honestly, from the experience of many GPSA members across the years, this is vital for a successful training outcome…

Nothing is more damaging to the practice-registrar relationship than the strain caused by the well-meaning agreement to financial terms during negotiations that soon prove unsustainable.

While we encourage practices to pay above the minimum terms outlined in the NTCER, at the same time we emphasise the need to ensure this does not put the business under financial strain.

When it comes to offering a percentage of billings as high as 60% for a registrar, you need to be mindful of

  1. the additional on-costs the business incurs, and
  2. the cliff this is setting the registrar on, noting that even if they maintain this percentage when they become tenant doctors post-Fellowship – i.e. paying the fairly standard 40% service fee – they will effectively be earning less than they did as a trainee GP.

Without factoring in unreimbursed supervision-related costs, the additional on-costs on 44.79% already take the practice cost to roughly 60%: 

  • Superannuation (11.5%, increasing to 12% in July 2025)
  • Payroll Tax – varies state by state (e.g. VIC = 4.85%)
  • Workers Compensation Insurance – varies by state and size of payroll (eg  0.5%)

The NTCER sets out the minimum you need to pay your registrar. This is a base line from which you have the flexibility as a business to offer more, but only if feasible in terms of sustainability.

GP registrars are entitled to access leave in advance, but not more than what would be accrued in any six month block. In this scenario, the registrar was entitled to pro rata six months, which translates into 5 days personal (sick) leave and 10 days annual leave.

Leave in excess of these amounts is purely a business decision, but we would recommend additional leave being treated as leave without pay to manage the risk of overpayment should a registrar terminate their contract earlier than expected.

If the employment contract is terminated early, the employer is entitled to deduct overpayments from the registrar’s final payment. Clause 6.2 of the NTCER refers to the Fair Work template you can use to minimise any confusion about the rights and responsibilities of both parties by documenting the agreement between you at the time of the leave being granted. All documentation should be provided in reconciliation of the final payment to ensure transparency. 

If in doubt, we encourage you to seek professional accountant assistance to finalise termination payments. 

Date reviewed: 02 July 2026

Please note that while reasonable care is taken to provide accurate information at the time of creation, we frequently update content and links as needed. If you identify any inconsistencies or broken links, please let us know by email.

This website uses cookies. Read our privacy policy.
Home
Page 2

General Practice Clinical Learning Environment

GPCLE wheel with icons

Why structure a learning environment?

Structuring a learning environment creates consistency of practice, improves patient safety, and helps both the supervisor and registrar know what is expected of them. It enables GP supervisors to utilise the whole context to promote learning. It allows practices to plan for, establish, and regularly appraise the quality of their learning environment for improved educational outcomes.

What is the General Practice Clinical Learning Environment (GPCLE)?

The GPCLE is a holistic and evidence-based framework to guide the development of best practice clinical learning environments in general practice. The framework is particularly applicable for new teaching practices, new supervisors and for benchmarking and planning quality improvement for existing practices.

The GPCLE framework comprises six elements, 19 objectives, and 53 descriptors of quality.

Resources

Date reviewed: 18 June 2026

Please note that while reasonable care is taken to provide accurate information at the time of creation, we frequently update content and links as needed. If you identify any inconsistencies or broken links, please let us know by email.

This website uses cookies. Read our privacy policy.
Home
Page 2

Workplace Discrimination, Bullying and Harassment Policy

GPSA is committed to providing a safe, flexible and respectful environment for staff and stakeholders free from all forms of discrimination, bullying and sexual harassment.  Check out GPSA’s Workplace Bullying, Discrimination and Harassment Policy.

Training practices which implement zero tolerance policies for bully and harassment are happy places to work. If you need a policy for your own practice, or an updated policy read on.

Workplace discrimination, bullying and harassment policy template

This template will help you create your own workplace discrimination and harassment policy. It covers topics relevant to the following Federal laws:

Sex Discrimination Act 1984 (Cth)
Racial Discrimination Act 1975 (Cth)
Disability Discrimination Act 1992 (Cth)
Age Discrimination Act 2004 (Cth)
Australian Human Rights Commission Act 1986 (Cth).

Other Federal and state/territory laws may also apply to your workplace.

CLICK HERE to view more information and download a copy of the template.

For further information on bullying and harassment in the workplace, download a copy of GPSA’s guide Bullying and Harassment: Pursuing Zero Tolerance in General  Practice.  The guide explains how to recognise and manage this behaviour, fostering a healthy work culture which benefits staff and patient care.  Use the Guide as a tearoom, team building and induction resource to complement your other educational activities.

Resources

For resources pertaining to the following topics, please visit the webpages

Date reviewed: 02 July 2026

Please note that while reasonable care is taken to provide accurate information at the time of creation, we frequently update content and links as needed. If you identify any inconsistencies or broken links, please let us know by email.

This website uses cookies. Read our privacy policy.
Home
Page 2

Templates for Registrar Employment

Having an appropriate employment contract in place before your registrar commences in your practice is an incredibly important piece of the puzzle.

While the two are interdependent to an extent, this contract is distinct from the training agreement, serving as the document to which you and your registrar will refer if there is ever anything in question about their employment conditions.

Getting this right is not always easy. An overly-lengthy contract is rarely read in full, and a contract that’s oversimplified is liable to under-explain the two-way protections – rights and responsibilities of employer and employee – that need to be set out in an employment agreement.

GPSA has proudly supported our members since 2016 with an employment contract template developed in line with both Fair Work Australia’s National Employment Standards (NES) and the National Terms and Conditions for the Employment of Registrars (NTCER).  These templates are now separated for convenience into part-time and full-time to ensure greater clarity around key responsibilities for both parties.

GPSA’s downloadable employment templates and tools can be accessed by logging into your free GPSA Community account here and clicking on the below links:

Employment Resources

Date reviewed: 30 July 2026

Please note that while reasonable care is taken to provide accurate information at the time of creation, we frequently update content and links as needed. If you identify any inconsistencies or broken links, please let us know by email.

This website uses cookies. Read our privacy policy.
Home
Page 2

Medicare Provider Numbers

The Medicare provider number (MPN) application process applies to GP registrars when they join or renew placements under the Australian General Practice Training (AGPT) Program. This work now resides with the Access Policy Section in the Rural Access Branch of DOH.

Medicare has advised that the majority of delays relating to MPN applications from GP registrars are due to inconsistencies between the name used on the AGPT program placement documentation and the name used on the MPN application form. Any delays that currently apply to assessing these applications can be significantly reduced if GP registrars always fill in documentation using their name as it appears on their current registration with the Australian Health Practitioners Regulation Agency (AHPRA). This will ensure the expeditious location and processing of MPN applications when required from GP registrars.

In broad terms, there are two separate application processes that apply when a GP registrar requires Medicare access for a training practice:

  • The AGPT placement process, which satisfies 3GA 6E of the Health Insurance Act 1973 (the Act).
  • The provider number application process.

This process requires the college to submit a complete AGPT placement form to the Access Policy Section of DOH. The placements are always submitted electronically to agptmpnapplications@health.gov.au. The Access Policy Section of Health provides an auto-confirmation that the placement has been received in response to this email.

The placements are assessed within 72 hours of receipt by the Department of Human Services (DHS). In cases where the Access Policy Section cannot process the placement, the College(s) will be contacted for further information. This contact will occur within 72 hours of the Access Policy Section receiving the placement and such subsequent contact generally leads to the placement being processed.

The MPN process for GP registrars is more complicated and warrants careful consideration. It is firstly important to understand that DHS – Medicare does not always require a MPN application to be submitted when a GP registrar is granted a new placement on the AGPT program.

A MPN application must be submitted by a GP registrar when undertaking a new AGPT placement if:

The registrar is subject to section 19AB of the Act and requires a section 19AB(3) exemption from the Access Policy Section of Health for the new placement
The registrar is not subject to section 19AB but they have not held a prior AGPTP placement at the practice location.

In cases where the registrar is not subject to section 19AB, DHS – Medicare can arrange Medicare access for a new semester placement without a formal MPN application if the doctor has had a prior AGPTP placement for the practice. DHS – Medicare can arrange Medicare access without a formal application in these cases because the registrar:

Is not subject to an exclusion on their Medicare eligibility under section 19AB;


The existence of the prior AGPT placement means there is no need to establish a business relationship between the registrar and employer for the purpose of paying Medicare rebates.

In cases where the above two conditions are satisfied, DHS – Medicare can extend Medicare access once the AGPT placement process has been completed and the registrar submits a letter requesting that the extension be processed.

When the GP registrar is seeking Medicare access for the first AGPT semester, they will need to complete an Application for an initial Medicare provider number for a medical practitioner form (HW019).

When the registrar is seeking Medicare access for any subsequent AGPT semester, and it can be established from the rules set out above that an MPN application is required, they will need to complete an Application for an additional location Medicare provider number for a medical practitioner.

MPN Application forms need to be sent to:

By email:

provider.registration@humanservices.gov.au

By mail:

Medicare Australia
Provider Eligibility Section
GPO Box 9822
in your capital city

By fax:

NSW/ACT (02) 9895 3439
QLD (07) 3004 5634
VIC/NT (03) 9605 7984
SA/TAS (08) 8274 9307
WA (08) 9214 8201

In cases where the registrar requires a section 19AB exemption for Medicare access, DHS – Medicare will apply to the Access Policy Section for this as part of the MPN application process. There is no separate application form that needs to be completed by the registrar to ensure this application takes place. DHS – Medicare will be able to identify that a registrar is subject to section 19AB by the information they provide when completing the MPN.

The section 19AB assessment process occurs without contacting the applicant doctor to advise that an exemption application has been received on their behalf. The Access Policy Section does not provide this information to ensure expedient assessment of applications. The Access Policy Section will only contact an applicant registrar if additional information is required to grant the exemption. The registrar is notified in writing once the exemption is granted. DHS is advised immediately so that a provider number can be granted to the registrar.

If a registrar is seeking confirmation of an exemption application, the Access Policy Section can be contacted at 19AB@health.gov.au

 

Q: How will I know my application has been received?

A: Registrars can seek confirmation of receipt of their application by calling 132 150. This contact is effective where the registrar applies using their name as it appears on their AHPRA registration and their application can be found by DHS–Medicare.

 

Q: How long will it take to process my application?

A: It can take up to 28 days to process especially in peak periods.

 

Q: My application has been delayed, why?

A: DHS–Medicare has advised that the majority of delays relating to MPN applications from GP registrars are due to inconsistencies between the name used on the AGPT placement documentation and the name used on the MPN application form. Any delays that currently apply to assessing these applications can be significantly reduced if GP registrars always fill in documentation using their name as it appears on their current registration with the Australian Health Practitioners Regulation Agency (AHPRA).

 

Q: Is there any way to check the status of my registrar’s Medicare provider number application?

A: There is currently no way to check the status of a specific Medicare provider number application online or by phone. DHS staff can only confirm receipt of the application if the registrar who submitted the application contacts them.

Resources

For resources pertaining to the following topics, please visit the webpages

Date reviewed: 02 July 2026

Please note that while reasonable care is taken to provide accurate information at the time of creation, we frequently update content and links as needed. If you identify any inconsistencies or broken links, please let us know by email.

This website uses cookies. Read our privacy policy.