Summary of this Summary
This bargaining update marks a transition from introductory discussions to substantive negotiations between the NTEU and University management. The Union is pressing for active resolution of claims throughout bargaining, while management prefers a “whole of package” approach, taking into account final costings, which the NTEU argues may delay outcomes and undermine staff confidence in concluding negotiations by the end of 2026.
Key matters discussed included: strengthened protections for freedom of expression, including protections for protected speech and protest activity; proposals to eliminate forced redundancies and equalise redundancy pay across staff groups; unfilled professional staff roles; and management’s proposed “secure academic employment package” aimed at reducing casualisation through a number of new or updated teaching-focused ongoing and fixed-term roles. The Union raised questions and expressed concerns about workload, career pathways, and potential impacts on existing academic roles.
Parental leave proposals were also debated, with the NTEU advocating expanded access, concurrent leave for university-employed parents, and improved superannuation and return-to-work facilities. Upcoming meetings will focus on our Aboriginal and Torres Strait Islander claims, AI governance, disability rights, and professional staff conditions.
From Start of Bargaining to Initial Negotiations
Bargaining has begun to move from broad introductions of claims and questioning about their substance and practical elements toward initial negotiation over claims at the table. This transition is likely to accelerate from these meetings onwards, as the positions of the respective parties become clear.
The Union will be pushing for this going forward, as the preferred approach to bargaining by the NTEU and Management is quite different over some matters, and the NTEU has made it explicit that we want to substantively bargain at the table, and achieve resolution on matters as we go. Management have expressed a preference for a “whole of package” approach, which we feel would mean that fewer claims would be resolved throughout the course of the process.
In our opinion USYD staff need to see that progress is being made, to give confidence that we want to finalise bargaining – as mutually agreed – by the end of 2026.
Substantive Matters under Discussion
Four very important substantive matters were discussed at the bargaining table this week.
Freedom of Expression
The NTEU brought its Freedom of Expression claim to the table with the provision of a set of proposed changes to the Agreement to strengthen and clarify the existing provisions in the Agreement.
This issue has been subject to considerable debate in recent years, and the Union’s proposals strengthen explicit protections for freedom of expression already in the Agreement, remove the risk of disciplinary action from protected speech, while maintaining protections against harassment, intimidation and vilification. The Union proposal also clarifies the appropriate use of University space, in the context of the joint traditions of academic free inquiry, and campus protest and activism (for example, the University’s key role in the Freedom Rides).
Job Security
The NTEU presented its proposed clause changes to remove forced redundancies from the Agreement, as well as equalising redundancy pay for professional and academic staff.
The rationale for the former is that this is in line with the current provisions of the Agreement aimed at maintaining the level of university employment and avoiding involuntary redundancies. In a workforce of 22,000 people, the Union believes that the number of staff who are made redundant involuntarily each year, which is a very small number, can be redeployed with appropriate training, and that this right to redeployment would require staff to undertake appropriate training and accept reasonable alternative work.
The Team also outlined the reasons why redundancy pay (which would only be for voluntary separations under the previous proposal) should be equalised, and discussed the changing nature of employment in our sector and the development of “third space” workers who sit between “pure” academic and professional activities. Management rejected this proposal at the table, but the Bargaining Team will provide additional information on rationale for this claim.
Managements “Secure Academic Employment Package”
A considerable discussion was held with management over their proposals to address casualisation through the creation of new types of ongoing roles with majority teaching focus, and expansion of PhD Fellowships. This is an ongoing discussion and the Union flagged with management the desire to get more detail or the proposal / options for a robust and fulsome discussion at the upcoming General Members Meeting. The Union was clear that this was the type of sweeping proposal that would require the membership of the union to be deeply involved in considering.
These proposals were probed by the Bargaining Team, and the Union raised a variety of questions with regards to:
- How many of these roles would likely be created (as the Union continues to pursue the existing 20% decasualisation clause in the last Agreement);
- What would prevent these roles expanding beyond their proposed use in replacing insecure with secure work to displacing Education Focused and balanced academic roles (404020s);
- How staff in these positions would maintain their expertise without research allocations as proposed;
- What pathways into other roles would exist, and;
- Whether the workload expectations are achievable within the 37.5 hour weekly norm.
Parental Leave
Management introduced a set of proposed changes to parental leave in the first week of bargaining and published those details to the intranet (https://intranet.sydney.edu.au/news/all/2026/04/20/parental-leave-enhancements-to-create-a-more-inclusive-workplace.html) in advance of the NTEU’s presentation of our published claim on parental leave. This matter came back to the table and the Union put forward its proposals which include:
- A longer period of leave
- Greater access in the first year of employment
- Ability for parents who both work at the University of Sydney to take leave concurrently if they desire
While not strictly related to leave, the Union also used this opportunity to outline the importance of superannuation payments of parents taking unpaid parental leave (a problem known to exacerbate superannuation shortfalls for women) and return-to-work comfort and breastfeeding facilities (the provision of which is very variable across the University).
Unfilled professional staff positions
The Union provided a briefing on our suggestion about filling unfilled professional staff positions and the importance of this in ensuring professional staff workloads are not overburdened due to average 50+ days taken to fill these positions currently.
What’s coming up?
At the Table
The next two sessions will focus on:
- 20th May: Possum (Cheryl) and Tracey will be at the table negotiating our Aboriginal and Torres Strait Islander claims (from the Log of Claims: “Aboriginal and Torres Strait Islander claims to reach population parity in employment and protect cultural rights”). By agreement Management and the NTEU (only) have Aboriginal and Torres Strait Islander teams scheduled to work through their respective claims. It is unclear at this time what Management wants to promote for Aboriginal and Torres Strait Islander staff. We believe that Management’s representatives will have items they wish to bring forward.
- 2nd and 3rd June: These meetings will feature two NTEU claims: one related to Artificial Intelligence governance and controls; and a broad set of claims around Disability and Chronic Health conditions. Specific matters related to professional staff (career development, flexible work, workloads, and the Professional Staff Development Fund) will also be worked on based on proposals put forward by all the parties.
On the Ground
A members’ meeting will be held on Thursday, 21st May. Please register here if you haven’t already.
