- Bullying Prevention
- Cultural Diversity
- - News & Events
- - Science in Australia Gender Equity (SAGE)
- - Vice-Chancellor’s Gender Equality Committee
- - Vice Chancellor's Gender Equality Fund
- - Parenting Support
- - Flexible Working Arrangements
- - Gender Pay Equity
- - Leadership, Talent Identification & Networking
- - Sexual Harassment
- - Domestic and Family Violence
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- - International Women's Day
- - Gender Equity in Higher Education During the COVID-19 Crisis
- Open Fora
- Sexuality and Gender Diversity
- Western Panel Pledge
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Flexible Working Arrangements
Flexible Working Arrangements
- Business Case for Flexible Work
- Flexible Work Options and Services
- Flexible Work at WSU Online Training
- Negotiating Flexible Working Arrangements
VC Statement of Flexible Work at WSU
Providing flexible working options at our University plays an integral role in developing opportunities for increased staff satisfaction, retention, engagement, and sustained organisational knowledge. A flexible workplace is one that recognises the competing demands of its employees in balancing work commitments with personal priorities. Our University has many options available to staff who require flexible working arrangements and I encourage staff to discuss these options with their Manager or HR Advisor. When properly managed flexible working arrangements serve to benefit the overall productivity of our University.
Professor Barney Glover
Vice-Chancellor and University President
As an 'Employer of Choice', Western Sydney University is keen to continue its long standing reputation for fairness and equity in the workplace. The University proactively supports flexible work practices which enable it to attract and retain high quality staff. Flexible workplaces benefit both employees and employers, they make good business sense.
The University also has statutory obligations to ensure that members of staff are not subject to discrimination due to their family responsibilities and that staff have a right to request flexible working arrangements in certain circumstances. Flexible working arrangements need to meet the needs of an individual, and our University.
Flexible Work Options and Services
Western Sydney University has a range of flexible work information, policies, practices and services including:
- Flexible Work at Western Sydney University online training module
- Flexible Work for Staff Fact Sheet (PDF, 57 KB) (opens in a new window)
- Flexible Work Options (opens in a new window)
- Part-time employment
- Job Share
- Purchased Additional Leave (PAL) Scheme (opens in a new window) and Purchase Additional Leave Scheme Policy (opens in a new window)
- Childcare centres (opens in a new window) on campuses
- Salary sacrificing (opens in a new window)to accommodate staff who have children in childcare
- Support for staff with children and breastfeeding mothers (opens in a new window). Western is accredited by the Australian Breastfeeding Association as a Breastfeeding Friendly Workplace.
There are also a range of leave options (opens in a new window) available to assist staff balance work, family and life demands including:
- Personal leave - can be for family, cultural, religious, bereavement or special needs
- Parental leave - maternity, foster care, adoptive and partner leave
- Reduced hours return to work option after parental leave
- Sick leave
- Long service leave
- Australian Defence Force Reserves Training leave
- Emergency Services Call Out leave
- Leave Without Pay
Flexible Work at WSU - Online Training Available
A flexible workplace is one which recognises the competing demands of its staff in balancing work commitments with personal priorities. Our University has many flexible work options available to staff, however it has been identified that increased understanding of these flexible work practices and options could be improved.
To further assist Managers and their staff better understand flexible work at Western Sydney University, an online course in Flexible Work at WSU has been developed. This course includes:
- the definition of flexible work and flexible work arrangements
- benefits of providing a flexible work place
- information about how Western Sydney University supports its staff in working flexibly and available options
- ways to request a flexible working arrangement
- policy information and best practice advice for supervisors
- an outline of relevant staff/manager responsibilities, and
- advice on where to find more information and who to contact for assistance.
Managers and all staff are encouraged to complete this training to ensure they are fully informed on flexible work options and obligations at WSU. This short training course can be accessed by logging into My Career Online (via staff online), and searching 'Flexible Work'.
Negotiating Flexible Working Arrangements
Western Sydney University is committed to its obligation to staff under the Fair Work Act 2009 (Cth). Under the Act, eligible staff have the right to request flexible working arrangements.
You are an eligible employee if:
- you have completed at least 12 months continuous service with the University before making the request or:
- you are a casual employee and have been employed by Western Sydney University on a regular and systematic basis in a sequence of periods totalling at least 12 months, and you have a reasonable expectation of continuing employment at the University,and
- have in your care a child who is school age or younger
- are a carer, as defined in the Carer Recognition Act 2010 (Cth)
- you have a disability
- are 55 or older
- are experiencing family or domestic violence
- are caring for or supporting an immediate family or household member who requires care or support because of family or domestic violence
What you need to do:
You need to submit a formal written request notifying your supervisor that you wish to undertake an individual flexible working arrangement (IFA). The request should set out the details of the change sought and the reason for the requested change.
Here are some helpful hints for when writing your proposal:
- clearly explain your situation and what your needs are
- make sure your request is reasonable and accommodates everyone.
What your supervisor will do:
Once your application has been received your supervisor has 21 days in which to respond to your request in writing. Your request can only be refused under reasonable business grounds. If your request is refused you will receive a written response containing the reason for the refusal. The Fair Work Commission has released several documents relating to the application for a flexible working arrangement and they can be found in the box on the right.