Bargaining 2026
NTEU members voted to take protected industrial action, and we will be taking protected action soon.
You can find posters, templates and FAQs for our protected action campaign here Resources
Work Bans
Ongoing work bans (any time by any member):
interrupting work periodically in order to make statements while working explaining why members of the National Tertiary Education Union are taking industrial action. (That just means that you can pause your work to tell/email/make statements to other staff and/or students about the fact that we’re taking industrial action); and
meetings with supervisors, managers and deans.
a ban on participation in staff appraisal processes (this means your APD!)
How do I I start these work bans?
This is protected industrial action, so you are entitled as an NTEU member to undertake this action. You can just start!
If you are frontline staff and want to know how to implement these bans, read the Quick Guide here: Work Ban Staff Guide
If you have concerns about its affect on your work and pay, speak to your local NTEU rep, or contact us for more information.
More information on our Resources page. And more information on Protected Industrial Action here at the Fair Work Ombudsman: Industrial Action Information Sheet
Enterprise Bargaining is the negotiation between Unions and the University on the working conditions and wages at UQ for all staff.
Our previous Enterprise Agreement expired in early 2026, so bargaining negotiations are on right now!
WE NEED YOUR SUPPORT AND ACTION!
We developed our Log of Claims through a deep, broad consultation with UQ colleagues. But we want to know even more, now we are bargaining around the table.
Read on for updates and information about how to be involved in issues relevant to you.
Bargaining Progress Report
NTEU Claims
| Progress | Progress |
|---|---|
| EA coverage for UQ College employees | UQ College will be covered by the next EA. Drafting ongoing (but stalled as management are refusing further bargaining meetings). |
| 20% pay rise over 3 years | Management revised offer 15.5% pay rise over 4 years, 3.875% per year. Lower than current and projected inflation. NTEU revised offer of 17.75% pay rise over 4 years, 4.4375% per year. Slightly above current and projected inflation. |
| Union & delegate rights | Agreed. Improvements to elected officers' time release, Fair Work delegates rights included in agreement. |
| Artificial Intelligence | Management agreed to core NTEU claims, but recent draft would enable AI to make some employment decisions. Agreement if that loophole is removed. |
| Reproductive Leave | You can access before exhausting sick leave, but you'll need to ask Chief HR Officer if you need more that 5 days 🙄 |
| Gender Affirmation Leave | Agreed.5 days paid leave for casual staff and evidence requirements now in line with other types of leave. |
| 17% superannuation for casuals | No progress. Superannuation equity has been flatly refused, no movement. |
| Fixed term & casual staff job security | Academic casuals: Agreed Professional casuals: Movement towards agreement. Drafting and interaction with unsat performance outstanding. Professional fixed term: Drafting around Fair Work 2 year conversions and job categories exempt from conversion. |
| Aboriginal & Torres Strait Islander Employment | Some improvements. 10% cultural load being denied. Drafting to include kinship definition. |
| Professional staff- Workloads | Agreed. |
| Professional staff-Flexible Working | Agreed. |
| Professional staff-Further Compensation | NTEU regrettably withdraws this claim. |
| Academic Staff- Workloads | HDR supervision. Management want out of academic, NTEU want the work unit to be able to decide that. |
| Academic Staff- Sabbaticals | No. Entitlement to AEP denied as well. |
| Leave & Allowances- End of year close down | Management offered 3 days gifted if staff can be directed to take 3 days annual leave in January. NTEU responded with proposal to reduce dates staff can be directed to take leave and reduce quantum. |
| Leave & Allowances- Chronic Illness & Carers | Management refuse to include in EA, refuse to commit to co-design and implement in EA. |
| Leave & Allowances- Additional Responsibilities | No allowances besides First Aid. 2%, one off raise to First Aid Allowance. |
| Agreement expiry | Management have refused to discuss possibility of 3 year agreement. |
All Claims on The Table
Agreed or close to agreed:
| Clause / Claim | Status |
|---|---|
| APD Process for Professional Employees | Agreed |
| Salary Movement Within an Academic Level | Agreed |
| Evaluation of Professional Employee Positions | Agreed |
| APD Process for Academic Employees | APD process agreed, but AEP addition is not. |
| Application of the Agreement | Agreed |
| Continuing Contingent Funded Research Employment | Agreed |
| Unsatisfactory Performance | Agreed |
| Part-Year Employment | Agreed |
| Payment of Salaries, Recovery, Off-Set & Salary Sacrificing | Agreed |
| Professional Employee Workloads | Agreed |
| Right to Disconnect | Agreed |
| Supervisor Training | Agreed |
| Family & Domestic Violence Leave | Agreed |
| Long Service Leave | Agreed |
| Volunteer Leave | Agreed |
| Breastfeeding & Lactation Support | Agreed |
| Compassionate Leave | Agreed (definition of kinship to be included in schedule) |
| Leave Without Pay | Agreed |
| Special Leave | Agreed |
| UQ College Teachers Allowances | Agreed |
| UQ College Teachers Classification Structure | Agreed in principle |
| Misconduct / Serious Misconduct | Agreed |
| Teaching Associate Positions | Agreed |
| Casual Academic Employment | Agreed |
| Facilitation of Union Involvement | Agreed |
| Probation | Agreed |
| Cultural Leave | Agreed |
| Professional Employee Flexible Work & Locations | Flexible work locations are agreed |
| Parental Leave | Unions awaiting revised draft |
| Professional Employee Fixed Term Conversion | Unions waiting revised draft |
Further negotiation required:
| Clause / Claim | Outstanding issues |
|---|---|
| Fixed-Term Employment | Need to resolve unsatisfactory performance clause interaction |
| Personal / Carer’s Leave | Need for treating practitioner for carers certificate is an issue. |
| Committee of Review | NTEU waiting for feedback on including committee or independent reviewer with limitations to avoid rehearing of matters. |
| Organisational Change | Multiple issues remain, mainly around consultation and timeframes. |
| Study Assistance (Employee Development & Career Planning clause) | Together Claim. |
| Academic Enrichment Program (APD for Academic Employees clause) | Management draft does not give entitlement for staff for AEP, does not address NTEU claim. |
| Respect at Work | Together Claim |
| Artificial Intelligence | Issue in latest draft which would allow AI to make decisions in some employment matters. |
| UQ College Teachers Full-Time & Part-Time Arrangements | UQ College matters require discussion and negotiation. |
| UQ College Teachers Workloads Employees clause) | UQ College matters require discussion and negotiation. |
| Aboriginal & Torres Strait Islander Employment | 10% cultural load. |
| Academic Employee Workloads | HDR supervision included in academic workload, or included in workload area determined by work unit. |
| Annual Leave | Shiftworker definition and leave loading. |
| Operation of the Agreement | 3 year agreement vs 4 year agreement. Tied to salary claim. |
| Professional Employee Casual Conversion |
Inclusion of FWA provisions. |
| Professional Employee Arrangements | Shiftworker definition. 10 hour break after all recall. Ambiguous wording could be misinterpreted. Casual loading definition. |
| Public Holidays | NTEU is prepared to consider agreement to this upon receipt of acceptable pay offer. |
| Reproductive Health & Wellbeing Leave | Increase of quantum. Unions are firm that expecting staff to ask Chief HR Officer for more is not reasonable. |
| Salaries | Management propose salary increased below current and projected inflation. |
| Superannuation | Management refuse to negotiate 17% super for casuals. |
| UQ College Teachers Casual Arrangements | Span of hours, max hours per day, casual rates. UQ College matters require discussion and negotiation. |
| Carers & Chronic Illness Framework | Management refuse to include framework, illness passport, or commitment to co-development in agreement. |
| End of Year Closure | Requirement to take 3 days leave, restriction of dates staff can be directed to take leave. |
| Allowances for Additional Responsibilities | UQ has offered one off 2% uplift for First Aid allowance, rejected all other allowances outright. |
| Professional staff at the top of their classification | NTEU regrettably withdraws this claim |
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Enterprise Bargaining (EB) is a regular process to decide the pay and conditions of staff at a workplace, recorded in an Enterprise Agreement (EA).
The National Tertiary Education Union (NTEU) represents all affected staff in EB negotiations at UQ (including those who are not Union members).
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The ‘Log of Claims’ is the list of things that workers want to achieve in negotiations with their employer.
The Log of Claims endorsed by UQ workers at the end of 2025 are:
The NTEU seeks a new Enterprise Agreement at the University of Queensland with the following provisions to apply to all staff.
Coverage
1. That a single Agreement will apply to all University employees, all UQ College employees and the employees of all other wholly-owned subsidiaries of UQ.
Salary
2. The Agreement will provide a salary increase for all staff of 20% (flat).
Expiry
3. The Agreement will, contingent upon reaching agreement within 9 months of expiry of the current Agreement, have an expiry date of 1 September 2029.
Union and Delegates Rights
4. The Agreement will provide improved union and delegates rights via increased time release for union representatives, access to staff email lists, access to staff inductions, and access to at least 10 days trade union leave per member each year.
Artificial Intelligence (AI)
5. The Agreement will include provisions to protect staff against any adverse effects of artificial intelligence systems in the workplace.
Reproductive Health Leave
6. The Agreement will improve reproductive health provisions.
Gender Affirmation Leave
7. The Agreement will improve Gender Affirmation Leave provisions, including increasing the number of days per annum and extending access to casual staff.
Superannuation
8. The Agreement will provide 17% superannuation for casual staff.
Fixed-Term and Casual Job Security
9. The Agreement will strengthen limitations on fixed term employment and insecure work.
Drafting
10. The Agreement will provide for minor changes to drafting, including compliance purposes such as BOOT, FW Act and incorporation of undertakings.
Aboriginal and Torres Strait Islander Employment
11. The Agreement will improve Aboriginal and Torres Strait Islander employment provisions, including: a. Strengthening of the Aboriginal and Torres Strait Islander Employment clause.
b. Adding definitions and approvals.
c. Increase to Aboriginal and Torres Strait Islander cultural leave.
Casual Staff
12. Improvements to casual staff working conditions, including by ensuring casual staff are paid penalty rates on public holidays.
Professional Staff
13. Enforceable workload protections and review procedures for Professional Staff.
14. Enforceable access to flexible working arrangements (including and beyond the NES provisions), including Remote Working (Working from Home) with rights to make collective arrangements for Professional Staff.
15. Access to further compensation in recognition of experience for Professional Staff at the top of their band.
Academic Staff
16. Improved academic workloads, including by establishing a joint union–management committee to ensure that academic workload models are fair and consistent throughout the university.
17. Guaranteed sabbaticals after three years of continuous full-time service for Academic Staff.
Leave and Allowances
18. Provision of paid leave between Christmas and New Year without staff having to access annual leave.
19. Improvements to working conditions, flexibility and support for staff with chronic illness and staff with caring responsibilities, including increasing personal leave.
20. Allowances for additional workplace responsibilities (eg, Health and Safety Representatives, Emergency Wardens, Harassment and Workplace Support Officers, Mental Health First Aid Officers).
Further claims
21. NTEU reserves the right to make further claims.
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Sign up for Solidarity Ink, the branch newsletter, for regular updates.
Take protected industrial action :)
Join one of the Issues Groups - these are coordinating the campaigns to achieve specific items within the Log of Claims (see more, below).
Join the Organisers Council - this is the body that meets monthly to design and coordinate our union’s bargaining campaign. Contact us to join - all members are welcome.
Issues Groups
Issues groups are where union members turn shared concerns into collective action.
They bring together the workers most affected by particular claims to shape demands, build strategy, and drive campaigns forward. If an issue in the Log of Claims affects you, joining one of the issues group is the most direct way to influence outcomes and exercise collective power.
