Tasmanian public sector introduces sweep of new, improved leave entitlements

Tasmania’s public sector union is hailing “progressive” changes to working conditions, including extending paid parental and family violence leave and introducing gender affirmation leave. SEE FULL ENTITLEMENTS

The state’s key public sector union is hailing “progressive” changes to working conditions which include extending paid parental and family violence leave and introducing gender affirmation leave.

The changes also include paid leave for Aboriginal and Torres Strait Islander employees to engage in cultural practices.

Thirza White CPSU secretary. Picture: Nikki Davis-Jones

Community and Public Sector Union secretary Thirza White said the changes would lead to more “modern, diverse and caring workplaces” for 30,000 public sector workers.

“Not only will these changes make our public sector more inclusive, but they also help to increase our state’s competitiveness in a tight job market and to recruit much needed workers to our public services”, she said.

“They will advance the rights of women, LGBTQIA+ workers, workers with a disability, and recognise Aboriginal family relationships.

“The new rights are broad. They will begin to break down the gender gap, with superannuation for women on unpaid parental leave and there are dedicated leave days for workers with disabilities, those with formal surrogacy arrangements, people undertaking activities associated with affirming their gender, those who are foster or kinship carers.”

Department of Premier and Cabinet secretary Jenny Gale said the new Tasmanian State Service Standards reflected the government’s commitment to be a “progressive and contemporary employer that recognises and values diversity in the workplace which is reflective of the Tasmanian community it serves”.

Department of Premier and Cabinet Secretary Jenny Gale. Picture: Chris Kidd

The changes came into effect this week. The gender affirmation leave creates a new entitlement of four weeks paid leave and up to 48 weeks unpaid leave for employees undertaking activities associated with affirming their gender.

Paid family violence leave increases from 10 to 20 days per year.

Ms White said the changes were negotiated late last year and a second tranche was due before the Industrial Commission this month.

“It shows what can be achieved when the government works with unions, unencumbered by irrelevant ideological positions and focused solely on making our workplaces fairer, more diverse and more productive,” she said.

Ms Gale said the extending paid parental leave to 18 weeks and enabling secondary caregivers to take over primary responsibility for their child promoted greater gender equality.

“It brings the Tasmanian State Service in line with interjurisdictional best-practice entitlements,” she said.

“The new entitlements for our workforce, including surrogacy leave, gender affirmation leave, and the extension of bereavement and compassionate leave to include miscarriage and still birth will help our valued employees balance their work life and home life.”

TCCI CEO Michael Bailey said “it is always interesting for business to see the substance of government enterprise agreements”.

“Often these agreements provide a guide for the private sector when such issues are recognised as important in a specific workplace.

“We must also remember that any leave that is outside the traditional framework requires a sensible approval process and supports workers at critical times in their lives.”