If you already work in the Australian Public Service and want to move to another agency, a section 26 transfer<\/strong> is often the mechanism that makes it happen. For many APS employees, this is one of the fastest and cleanest ways to move across government without resigning and starting again from scratch.<\/p>\n But there is still a lot of confusion around how APS section 26 inter-agency transfers<\/strong> work in practice. People commonly ask:<\/p>\n This guide explains the policy settings<\/strong>, the practical process<\/strong>, and the salary negotiation issues<\/strong> that matter most when moving between APS agencies.<\/p>\n If you are preparing for an internal APS move, promotion, or interview linked to a cross-agency opportunity, you may also want to read our APS Pay Scales 2026 guide<\/a>, our government classification comparison<\/a>, and our APS interview tips and resources hub<\/a>.<\/p>\n A section 26 transfer is the movement of an ongoing APS employee<\/strong> from one APS agency to another. It is not a brand new APS engagement. Instead, it is an internal movement mechanism under the Public Service Act<\/em> framework that allows an employee to move at level<\/strong> or, in some cases, to a lower classification<\/strong>.<\/p>\n In plain English, it means you stay in the APS, but your employer changes from one agency to another.<\/p>\n This can happen in a few common ways:<\/p>\n If the move happens under section 26, the new agency becomes your employer<\/strong>, including during a temporary transfer. That is a key point because it affects the enterprise agreement that covers you, your pay treatment, and how local policies apply while you are there.<\/p>\n APS employees often use the words secondment<\/em> and temporary transfer<\/em> as if they mean the same thing, but they are not identical.<\/p>\n In APS mobility guidance, a secondment<\/strong> usually means you move to a host organisation but remain employed by your home organisation. By contrast, a temporary transfer<\/strong> is a movement between APS agencies under section 26, where the gaining APS agency becomes your employer for the term of the transfer.<\/p>\n This difference matters because salary, conditions, and approval pathways can look very different depending on which arrangement is used.<\/p>\n If you are moving from private sector, local government, ADF, or state government into the APS, read our private to public sector transition guide<\/a> and private to public coaching page<\/a>.<\/p>\n Generally, section 26 movement is available to ongoing APS employees<\/strong>. It is not the pathway used for someone outside the APS to join as a new recruit.<\/p>\n That means if you work in:<\/p>\n you would usually need to apply through a normal recruitment process rather than relying on section 26.<\/p>\n That is one reason APS candidates should understand the difference between being already inside the APS<\/strong> versus trying to enter it from outside. If that is your situation, our APS pitch statement and cover letter guide<\/a> and selection criteria and pitch support page<\/a> may help.<\/p>\n One of the major benefits of a section 26 transfer is that your accrued leave entitlements and service history generally transfer with you<\/strong>, subject to the requirements of the relevant agency employment instrument.<\/p>\n That is a big reason why section 26 moves are often seen as less disruptive than leaving the APS entirely and re-entering later.<\/p>\n However, employees should still check:<\/p>\n A permanent section 26 transfer<\/strong> is the most straightforward version. You are moving from one APS agency to another on an ongoing basis.<\/p>\n Where the move is not associated with promotion<\/strong>, the transfer date is usually agreed between:<\/p>\n If no date is agreed, the movement generally occurs 4 weeks after the employee informs their current agency head in writing<\/strong>.<\/p>\n This is important because many APS employees wrongly assume their current agency can simply hold them indefinitely. In an at-level permanent section 26 move, there is a policy mechanism that prevents open-ended delay.<\/p>\n In practice, agencies may try to negotiate timing, especially where there are business pressures, a hard-to-replace capability gap, or a sensitive project underway. But where there is no agreed release date, the APSC guidance points to the movement occurring 4 weeks after written notice by the employee.<\/p>\n That does not mean every workplace conversation will be smooth. It does mean employees should understand their position and communicate professionally, in writing, and early.<\/p>\n A temporary section 26 transfer<\/strong> is often used when:<\/p>\n For a temporary move, the written agreement generally requires consent from:<\/p>\n The date of effect and the duration of the move are meant to be agreed in writing.<\/p>\n Unlike some temporary labour arrangements, APS guidance does not prescribe a fixed minimum or maximum period for a temporary section 26 transfer. In real life, this means agencies have flexibility, but it also means employees should pay very close attention to the wording of the written offer.<\/p>\n At the end of the agreed term, the employee usually returns to their original agency unless one of the following happens:<\/p>\n This is why it is smart to think about your end game before<\/em> accepting a temporary move. Are you testing the waters? Building capability? Looking for a permanent exit from your current agency? Wanting to stay mobile but reduce risk?<\/p>\n Those are career strategy questions, not just HR paperwork questions.<\/p>\n Yes, temporary transfers are more dependent on agreement than permanent at-level moves. APS guidance says a temporary move requires written agreement between all parties.<\/p>\n However, there is an important wrinkle: where the original agency does not agree to the temporary transfer, but the employee commences duties at the new agency, the move may be treated as ongoing<\/strong> rather than temporary.<\/p>\n That is exactly why agencies usually try to make sure the paperwork is clear before a move starts.<\/p>\n Sometimes employees take a temporary opportunity in another agency at a lower classification<\/strong> for strategic reasons:<\/p>\n APS guidance makes an important distinction here. If you temporarily move to a lower classification, your substantive classification remains your higher classification<\/strong>. In other words, it is not necessarily a permanent reduction in classification just because you are doing lower-level duties for a temporary period.<\/p>\n On cessation of the arrangement, you usually return to duties at your substantive classification in your home agency.<\/p>\n The APSC guidance indicates that salary in this situation is determined by the applicable industrial instrument. In many cases, the employee continues to receive salary at their substantive classification<\/strong>, unless the relevant industrial instrument allows payment at the lower temporary classification.<\/p>\n This is a very important point for anyone considering a \u201cstrategic step sideways\u201d or \u201cstep down to step across\u201d move.<\/p>\n A permanent move to a lower classification can also happen, usually at the employee\u2019s request<\/strong>. This is more significant than a temporary arrangement because it is treated as a real reduction in classification, not just a temporary assignment of duties.<\/p>\n If you do this, you should assume the impact is lasting. You generally remain at that lower classification unless you later win promotion through a merit-based recruitment process.<\/p>\n That means this option should be approached carefully, especially if the motivation is mainly short-term frustration rather than long-term career logic.<\/p>\n This is where most APS employees become nervous.<\/p>\n The short version is:<\/p>\n APS agencies do not all pay identical salaries at each classification. An APS6 in one agency may sit on a materially different salary range from an APS6 in another. The same issue arises at EL1 and EL2 level, where market differences, specialist capability, and agency-specific bargaining outcomes can produce noticeable gaps.<\/p>\n That is why section 26 transfers can create anxiety for people who are already on a high salary point<\/strong> in their current agency.<\/p>\n Not automatically in every case.<\/p>\n Some enterprise agreements include explicit provisions for employees moving from another agency at level, especially where the employee\u2019s current salary is above the new agency\u2019s top salary point for that classification. Some agreements provide for salary maintenance arrangements or a method for setting pay within range. Others are more restrictive.<\/p>\n The practical lesson is simple: never assume<\/strong>. Ask for the salary treatment in writing before accepting.<\/p>\n If you are already near the top of your band, or above the gaining agency\u2019s ordinary range for that classification, you should clarify:<\/p>\n This matters even more in a fragmented APS pay environment, where some agencies sit above others for the same classification.<\/p>\n It is also worth remembering that APS bargaining guidance has addressed maintained salaries above an agency\u2019s applicable salary range in some contexts, with employees being maintained until subsumed within range. That does not mean every transfer is identical, but it does show why enterprise agreement wording matters.<\/p>\n If you are moving between agencies and want to protect a higher salary, do not frame the conversation emotionally. Frame it commercially and administratively.<\/p>\n Here is a practical negotiation structure.<\/p>\n Do this before you resign yourself mentally to the move. Once you are emotionally committed, your leverage often weakens.<\/p>\n Ask:<\/p>\n Do not make it sound like a personal favour request. Make it about retaining capability, reducing ramp-up time, and recognising proven APS performance.<\/p>\n Useful talking points include:<\/p>\n The APSC says written offers should include the employee\u2019s pay on commencement. That means salary should not be an ambiguous afterthought.<\/p>\n If the offer is silent or vague, ask for written confirmation before accepting.<\/p>\n Before you accept, look for clauses dealing with:<\/p>\n Do not just rely on verbal assurances from a manager who may not control HR decisions.<\/p>\n Sometimes the best move is still worth making even if salary is not a perfect match. Consider the full package:<\/p>\n If the agency is better aligned to your future goals, a short-term salary compromise can sometimes be rational. But it should be a conscious decision, not a surprise discovered after you start.<\/p>\n Employees also ask what happens if a temporary transfer is not working out.<\/p>\n The first point is that the written agreement<\/strong> matters. Temporary section 26 arrangements should document the date of effect and the duration, and agencies can also include practical wording around extension, variation, or cessation.<\/p>\n Broadly, temporary arrangements may end because:<\/p>\n If you are considering ending a temporary transfer early, approach it carefully. Think about:<\/p>\n Do not treat it like an informal internal shuffle. A temporary section 26 is still a formal employment movement, and poor handling can affect your reputation.<\/p>\n This happens more often than people think.<\/p>\n If you are on a temporary transfer and then accept an ongoing role in another agency<\/strong>, a new section 26 transfer generally occurs. The agreement about timing is then between:<\/p>\n If there is no agreed date, the usual 4-week written notice rule can apply to the agency that is currently your employer.<\/p>\n This is one reason employees on temporary transfer should stay organised about documentation and notify the relevant parties properly.<\/p>\n The APS guidance says agencies should, at a minimum, include:<\/p>\n That gives you a very practical checklist. If any of those points are unclear, ask questions before signing or accepting.<\/p>\n A section 26 transfer can be smart when it helps you:<\/p>\n But not every section 26 is automatically a good idea.<\/p>\n Be cautious if:<\/p>\n Sometimes the better decision is to wait for a promotion round, a merit pool pull, or a more strategic vacancy.<\/p>\n Related reading: What is a merit pool?<\/a>, APS vs State Government<\/a>, and career coaching<\/a>.<\/p>\n If you are interviewing for a role that may convert into a section 26 transfer, you should be ready to explain:<\/p>\n This is where many APS candidates underperform. They talk about wanting \u201ca new challenge\u201d but fail to connect their move to capability, outcomes, and value.<\/p>\n If you need help preparing for that conversation, see our interview coaching services<\/a>, STAR method interview guide<\/a>, APS interview questions guide<\/a>, and EL1 interview coaching<\/a> if you are aiming higher.<\/p>\n No. It is a movement mechanism within the APS, not a fresh external engagement.<\/p>\n Yes. Temporary section 26 transfers are specifically recognised, but they require written agreement and clarity on duration and start date.<\/p>\n Generally, accrued leave entitlements and service history transfer with you, subject to the new agency\u2019s employment instrument requirements.<\/p>\n Yes. This can happen temporarily or permanently, but the consequences are very different, so employees should understand the distinction before agreeing.<\/p>\n A temporary move requires agreement, but APS guidance also notes that if the employee commences duties in the new agency without the original agency agreeing, the move may be treated as ongoing.<\/p>\n Yes, and you should. Especially if you are already on a high salary point, transferring into a lower-paying agency, or bringing specialist capability.<\/p>\n APS section 26 transfers can be one of the best career mobility tools in government. They can help you move faster, keep continuity of service, preserve leave, and open doors to stronger teams and future promotion.<\/p>\n But they are not just administrative formality. A section 26 transfer can materially affect your pay, conditions, classification pathway, and long-term promotion strategy<\/strong>.<\/p>\n Before accepting any move, make sure you understand:<\/p>\n If you want help preparing for an APS interview connected to a cross-agency move, promotion, or internal government opportunity, visit our free consultation page<\/a>, explore our pricing page<\/a>, or review our coaching case studies<\/a>.<\/p>\n Need help preparing for an APS interview, pitch, or promotion conversation?<\/strong> This is one of the most confusing parts of a Section 26 transfer \u2014 and it causes a lot of frustration in practice.<\/p>\n Many APS employees assume their current (losing) agency can fully control when they leave. That is not entirely correct<\/strong>.<\/p>\n This is based on APS Commissioner\u2019s Directions, which are designed to prevent agencies from blocking movement indefinitely<\/strong>.<\/p>\n Your current agency (the losing agency) can:<\/p>\n But here is the key point:<\/p>\n They do not have absolute veto power over your transfer timing.<\/strong><\/p>\n If agreement cannot be reached, the default rule applies \u2014 and the move proceeds after 4 weeks.<\/p>\n In practice, Section 26 transfers involve delegates from both agencies<\/strong>:<\/p>\n These delegates are usually SES-level or formally authorised HR delegates under each agency\u2019s instrument of delegation \u2014 not necessarily the Secretary personally.<\/p>\n If your agency\u2019s delegation register is unclear, that is an internal governance issue \u2014 it does not override the APS-wide movement rules<\/strong>.<\/p>\n This is where many APS employees get stuck or confused.<\/p>\n If your losing agency:<\/p>\n Then you can rely on the fallback position:<\/p>\n The transfer can proceed 4 weeks after you notify your current agency head (or delegate) in writing.<\/strong><\/p>\n This is why experienced APS employees always:<\/p>\n The APS mobility framework is designed to support:<\/p>\n If losing agencies had full control, they could effectively block mobility<\/strong> \u2014 which would undermine the entire APS workforce model.<\/p>\n That is why the 4-week rule exists as a safeguard.<\/p>\n Even though the policy supports movement, how you handle it matters for your reputation.<\/p>\n Best practice:<\/p>\n The APS is smaller than it looks \u2014 how you exit one agency often follows you to the next.<\/p>\n The losing agency can influence timing \u2014 but cannot indefinitely prevent your Section 26 transfer.<\/strong><\/p>\n If no agreement is reached, the system defaults to movement after 4 weeks from written notice.<\/p>\n Understanding this gives you clarity, confidence, and control when navigating APS career moves.<\/p>\n\n
What is a Section 26 transfer in the APS?<\/h2>\n
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Section 26 vs secondment: what is the difference?<\/h2>\n
Who can use a Section 26 transfer?<\/h2>\n
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What happens to your leave and service history?<\/h2>\n
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Permanent Section 26 transfers<\/h2>\n
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Can an agency stop a permanent transfer?<\/h3>\n
Temporary Section 26 transfers<\/h2>\n
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What happens at the end of a temporary transfer?<\/h3>\n
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Can a temporary transfer be blocked?<\/h3>\n
Temporary transfer to a lower classification<\/h2>\n
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What happens to pay if you temporarily move down?<\/h3>\n
Permanent move to a lower classification<\/h2>\n
What happens to pay in a Section 26 transfer?<\/h2>\n
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If I transfer at level, do I keep my exact salary?<\/h3>\n
What if I am already on a high salary in my current agency?<\/h3>\n
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How to negotiate pay for a Section 26 transfer<\/h2>\n
1. Ask for the salary position early<\/h3>\n
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2. Emphasise the value you are bringing<\/h3>\n
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3. Ask for the offer in writing<\/h3>\n
4. Review the gaining agency enterprise agreement<\/h3>\n
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5. Think beyond base salary<\/h3>\n
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Terminating a temporary Section 26 transfer<\/h2>\n
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What if you accept another job while on temporary transfer?<\/h2>\n
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What should be in the written offer?<\/h2>\n
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Career strategy: when is a Section 26 transfer a smart move?<\/h2>\n
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How to position a Section 26 move in interviews<\/h2>\n
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APS Section 26 transfer FAQs<\/h2>\n
Is a section 26 transfer the same as resigning and being re-hired?<\/h3>\n
Can I do a temporary section 26 transfer?<\/h3>\n
Do I keep my leave if I transfer?<\/h3>\n
Can I transfer to a lower level?<\/h3>\n
What if my current agency does not agree to a temporary transfer?<\/h3>\n
Can I negotiate salary in a section 26 move?<\/h3>\n
Final word<\/h2>\n
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\nPS Interview Coach helps APS and state government candidates position themselves more strongly for interviews, internal moves, promotions, and career transitions. Start with our contact page<\/a> or book a free consultation<\/a>.<\/p>\nWho decides your Section 26 transfer date? (Losing vs Gaining Agency Explained)<\/h2>\n
The short answer<\/h3>\n
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What does the “losing agency” actually control?<\/h3>\n
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Who actually signs off the transfer?<\/h3>\n
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What if the losing agency refuses to agree?<\/h3>\n
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Why this rule exists (and what agencies won’t say)<\/h3>\n
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Real-world tip: how to handle this professionally<\/h3>\n
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Bottom line<\/h3>\n