Gender Affirmation Leave
Claim
7. The Agreement will improve Gender Affirmation Leave provisions, including increasing the number of days per annum and extending access to casual staff.
Clause
An employee is entitled to 30 days’ paid leave per annum (non-cumulative) for the purpose of affirming their gender. An employee is entitled to a further 10 days’ unpaid leave per annum for the purpose of affirming their gender. This entitlement will be pro-rata for part-time and casual employees.
An employee is entitled to 10 days’ paid leave per annum for the purpose of supporting, accompanying, assisting or caring for a person who is affirming their gender, including a member of the immediate family, household, chosen family, kinship network, or a person nominated as a significant support person. This entitlement will be pro-rata for part-time and casual employees.
Gender affirmation leave may be used for the purpose of attending medical appointments, recovering from medical procedures, attending to any legal matters, or any other activity related to an employee’s gender affirmation.
An employee will only be required to provide such evidence as would satisfy a reasonable person that the leave is being used for the purpose intended by this clause. Such evidence may be a medical certificate from a treating practitioner, a letter from a legal practitioner, or a statutory declaration. Disclosure pertaining to an individual’s use of gender affirmation leave within the University will limited to that required by legislation.
This leave is provided in addition to any other leave that may be available to the employee. If an employee has used all of their paid leave the employee may apply for further unpaid leave. Such leave will not be unreasonably refused.
The University will provide reasonable flexible working arrangements for an employee affirming their gender, including working from home, altered hours, flexibility to attend appointments, temporary adjustment of duties, or changes to work location, where requested by the employee. Such requests will be dealt with promptly and will not be unreasonably refused.
Presented on 8/4/26
Management Response
The bargaining team presented this claim to management on 8/4/26. Management did not provide any response
Management have not provided any response since, management wants to group all claims with a leave component to respond.