The NTEU UQ Branch Newsletter Issue 11

Wednesday, 15 July 2026

UQ WORKERS ENDORSE MOVE TO INDUSTRIAL ACTION

15 July 2026

Read on for:

• an update on bargaining;

• outcomes from today’s all-member meeting, and next steps; and

• an explainer of the proposed forms of industrial action.

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Bargaining Update

Today your union’s bargaining team met with management to go through our list of claims. Your union’s ‘Log of Claims’ can be found here.

Bargaining Update: Progress Depends on Pressure!

At today's bargaining meeting (Wednesday, 15 July), management presented a timeline that would see bargaining concluded in principle by 4 September. That timeline is achievable—but only if management starts reaching agreement instead of delaying. From the outset, the NTEU has called for more frequent and longer bargaining meetings. After months of pressure, management has finally agreed to increase the number and duration of meetings over the next six weeks.

We also worked through management's proposed changes to leave provisions. The union rejected the vast majority of these proposals because they would shift more administrative burdens onto staff, expand management discretion over entitlements, and weaken existing conditions. We made it clear that we will not agree to any reduction in members' rights or conditions.

On academic workloads, we advanced four key claims designed to tackle excessive workloads and improve transparency. Management rejected two outright: working parties to develop models and measures to redress marking overload. However we secured partial movement on two others: recognising time to obtain teaching credentials as workload (we want it counted as teaching workload), and committing to regular reviews of workload models (we wanted all models reviewed before Semester 1 next year). There is still a long way to go.

Every improvement won at the bargaining table has come because members have organised and applied pressure. If we want a stronger agreement, NOW is the time to stay engaged, attend union events, and be ready to take collective action.

Immediately after today's bargaining meeting, the NTEU bargaining team joined an all-staff union meeting attended by more than 200 staff. Following an update on management's position at the bargaining table, members voted unanimously to move to industrial action.

That vote sends a powerful message: staff are united, determined, and ready to fight for an Enterprise Agreement that delivers fair pay, manageable workloads, secure jobs, and stronger rights at work. When members stand together and take collective action, we have the power to win.

Like and share our video updates at https://www.instagram.com/uq_solidarity/

What is a Protected Action Ballot Order (PABO)?

At today’s all member meeting, UQ staff voted to move to industrial action. Under Australian law, workers who wish to take industrial action to improve their wages and conditions must apply for a Protected Action Ballot Order (PABO). A PABO is, in essence, a vote by union members that will enable them to take protected industrial action (that is, legal forms of disruption to work).

What do I need to do?

You just need to vote. This vote is secret and each potential action is voted on individually. We need at least 50% of UQ NTEU members to respond for the Protected Action Ballot to be approved by the Fair Work Commission.

—All NTEU members at UQ will receive an electronic link where they will be asked to vote on 7 separate types of industrial action (see below).

We are asking all members to VOTE YES for all 7 items!

Voting ‘yes’ does not mean that YOU need to undertake the action; rather, you will enable any union member to take that form of industrial action.

Proposed work bans - an explainer

At the all staff meeting (Wednesday, 15 July), more than 200 UQ staff unanimously endorsed a motion to move to protected industrial action.

The 7 bans that will go to members for vote are:

(1) Stoppages of work of between 5 minutes and 24 hours in duration.

This means that workers in a particular work unit (or the whole university) can hold a stop-work (a strike) for a specified period.

(2) Indefinite stoppages of work.

This does not mean workers go on strike until management agrees to all our claims. It means members can stop work and they decide when they go back to work.

(3) Interrupting work periodically, over an indefinite period or for specified periods, in order to make statements while working explaining why members of the National Tertiary Education Union are taking industrial action?

This enables union members to tell others why we’re taking industrial action.

(4) A ban on participation in staff appraisal processes.

Union members can elect to not participate in appraisal processes - meaning, you can skip your APD! Huzzah!

(5) A ban on the use of online systems.

The particular online system/s will be specified when the NTEU notifies management. For example, members may decide to stop using Teams for 24hrs, or maybe decide to stop using Blackboard for a week. Work units can decide how/when to use this one :)

(6) A ban on meeting with supervisors, managers and/or deans.

Always very popular - union members can enact this one at their own discretion!

(7) A ban on attending any physical campus or site of UQ or UQ College.

Members will be able to offer to continue to do their work, just from home/not on campus.

Vote YES for all 7 in the PABO!

NEXT STEPS: From Workplace Conversations to Collective Action

A divided workforce suits management. Our strength comes from organising ourselves in every school and workplace, talking to our workmates and building the confidence to act together. Industrial action is most effective when it involves large numbers of workers across the University, not just a small group of committed members. We need to know when the time comes, everyone who can take action is ready to take action.

That starts with conversations now. Over the next few weeks, talk to people in your workplace about what is happening in bargaining, why action is necessary, and what is at stake for staff. Find out who already is a union member, encourage non- members to join, and identify people who are willing to help organise your workplace. Bring colleagues to any meetings, share updates, and talk together about what it would take to get your whole team school or workplace involved.

Every conversation, every new member, and every person who gets involved makes us stronger. Our power comes from our numbers and our willingness to act collectively for better conditions for everyone. 

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