We all need to create sustainable workplaces that are ready to meet an increasing range of social, economic, family and environmental challenges.

Research has shown us that across all sectors, workers want to retain the valuable benefits gained through flexible working practices adopted during and after the COVID pandemic.

Reduced hours or days represents an opportunity to continue to explore new ways of working that can enhance mental and physical well-being without sacrificing quality and productivity.

We know from international trials that condensed working hours provide key benefits for workers.

Common findings across studies conducted in Ireland, Iceland and the UK have all found that workers experienced improved levels of health and well-being, reduced absences relating to illness, occupational stress and burnout, and increased job satisfaction.  Similarly, trials conducted in Australia, such as the recent well-publicised trial undertaken by Medibank, have shown that sick leave, work-related stress and work/life conflict fell by two thirds.

CPSU believes protecting the health and well-being of public sector workers is more crucial than ever given the current environment of fiscal constraints and workforce reprioritisations taking place.  

Member Priorities
Prior to the commencement of work developing our new Agreement - the Victorian Public Service Enterprise Agreement 2024 – we
canvassed our membership on a range of flexibility measures to determine our priorities for negotiations.

While salary increases were understandably the first priority for the majority of members given cost of living concerns, the issue that
was ranked second most important in our members’ top five priorities was the opportunity to work a reduced work week without any loss of pay.

Commitment made in BPEC for AWW from our VPS Agreement 2024.
The Alternative Ways of Working Committee (AWWC) was established in November 2024 according to the parameters set out in the Best Practice Employment Commitment (BPEC) from our VPS Agreement 2024 which states;

The State of Victoria recognises the role flexible, hybrid and alternative ways of working may contribute positive organisational and individual outcomes including improved employee wellbeing and work/life balance without sacrificing quality or organisational productivity.

During the life of this enterprise agreement, the parties agree to jointly explore whether new or alternate ways of working or arranging ordinary working hours could be implemented for some or all of the workforces covered by the Agreement. 

This commitment will be enacted as outlined in Attachment A.

Confirmation that a committee has been established to oversee the AWW project.
The composition of the AWW committee, which is overseen by an independent chairperson, includes representatives from CPSU, DTF and the VPSC.  AWW Committee's role is to oversee the development of joint feasibility study to explore alternative ways of working.

The committee has undertaken preparatory scoping work to inform a feasibility study and is finalising the documents to be sent out to the four universities chosen inviting them to participate in the targeted tender process.

The AWW committee is not a determinative decision-making body but will be responsible for undertaking a feasibility study and providing a report to both the Government and the CPSU on the merits of alternative ways of working and how they might be trialled in a VPS context. 

This feasibility study research will be undertaken in the coming months with a view to finalising the report in early 2026.

CPSU has been engaging with public sector employers already about the prospect of their agency hosting an AWW trial.

Further information is available in BPEC and progress will be reported to members.