Restructure update – CPSU NSW report back on meeting with Australian Unity

Your union met with your employer Australian Unity (AU) on 26 March 2025 to provide to AU the feedback gained from the well-attended members meeting the previous week.

1. Redundancy

   CPSU NSW raised member concerns around the differential in redundancy package information circulating through AU. AU advised that its redundancy package will be applied, not the NES standard.

   Further, AU advised that those staff who may not have secured a role in the new structure would receive redundancy package payout estimates in mid-April.

2. Declining a role offer in the new structure and the impact on redundancy entitlements

   AU have stated that service delivery will be determined by the support requirements and funding packages of customers.

   If an employee in an affected role is matched to the new structure, and decides not to accept a job offer, they will not be entitled to a redundancy package.

   AU advised that whether the role is virtual or in-person, it is only the mode of service delivery which will change for staff in the new structure.

   CPSU NSW were advised that during the pandemic, support was primarily provided in a virtual fashion. AU believe the Virtual Care Partner is akin to how service and support were provided during the pandemic.

   At the meeting, the union raised concerns around shifting to virtual support and the impact of disaffected customers losing in person support and moving to another provider.

   AU did acknowledge this as a valid concern, however, whether customers exit its business in the new model is indeterminate at this point.

3. Disabled member

   At the union meeting, a member self-identified as having a disability and was anxious about limited opportunities to remain in a role post-restructure.

   CPSU NSW made submissions for the member in a de-identified manner to ensure privacy and confidentiality was not compromised.

   AU responded to say that while there is a group approach to the restructure, individual employee issues would be considered on a case-by-case basis.

   While the union advocates broadly for member industrial rights collectively, CPSU NSW does support individual members who may have unique circumstances. The union’s approach will be applied consistently during the current restructure.

4. Parramatta Hub

   At the union member meeting, the past experiences of the Parramatta Hub closure was raised. CPSU NSW spoke to this concern with AU management. AU management did acknowledge that the Parramatta Hub closure was problematic and could have been handled better. AU advised that lessons had been learnt and is applying a different approach to this present restructure.

5. MyHomeCare

   Members raised that in conversations, MyHomeCare employees have said they have all secured jobs in the new structure, and they were not competing for roles in the new structure. AU management advised this was not the case. AU management advised CPSU NSW that MyHomeCare’s business model aligned with the new structure. CPSU NSW were also advised that no secret deal had been made to quarantine MyHomeCare employees from the restructure processes.

6. Long term secondments

   CPSU NSW made submissions to AU about employees who had been on a secondment long term. Primarily around lifestyle changes associated with increased income and reverting to lower pay during times of cost of living pressures. AU acknowledged these concerns and advised that it would consider special arrangements on a case by case basis.

   An exception to this would be for employees on short term secondment, or those who were seconded to projects with a defined period, or where legislation provided that a role was not vacant (eg secondment for parental leave purposes).

What’s next?

AU management advise it has updated FAQs to affected staff. CPSU NSW encourages members to review the latest FAQs and other restructure related material which is available at the AU staff portal.

CPSU NSW requested, and AU have agreed to release our local workplace representatives on paid time to analyse the play books. Feedback flowing from this exercise will be provided to AU management to help with successfully communicating with staff.

Nadine Lewis has decided to step back as a local workplace representative. Leonie Bere has agreed to step up as a local workplace representative. CPSU NSW thanks Nadine for her efforts to date and welcomes Leonie on to the team.

Consultation between CPSU NSW and AU continues

Meetings between AU management and the union are ongoing while the restructuring is in train. Should you have any feedback, please contact your local CPSU NSW representatives so that union can collate feedback and concern for relaying to AU.

Your feedback will help ensure the union’s advocacy is in line with member interests and concerns.

CPSU NSW Union contacts

Julie Smith

Leonie Bere

Shane Elliott (Regional Organiser)

Thomas Gao (Sydney Metro Organiser)

Anthony Wright (Industrial Officer)