Deakin Professional Staff Redundancy & Major Change - information for staff

9 June 2026 

 

Deakin's obligation to consult around major changes

This information has been prepared by reference to the Deakin University Enterprise Agreement 2023 (the Agreement). The University must consult with staff and NTEU on any major change that it is proposing, including those that result in employees being made redundant, before finalising a decision to proceed with the major workplace change. They must consult on the introduction of the proposed change, the effect it is likely to have on staff, and measures the University is taking to avoid or reduce the adverse effects on staff.  

The University must also provide the following information to staff affected by the change: 

  • Relevant material and documentation to inform them of the purpose and substance of the change;  
  • Details of the likely impacts on staff members; and 
  • An outline of the likely timeframe for change and implementation arrangements. 
The consultation period will normally not exceed two weeks. 

You can be assisted by the NTEU in this consultation. During the consultation period, you or the NTEU can give the University feedback on the proposed change, including suggestions of any ways they can mitigate the adverse effects on you and other staff. This gives you an opportunity to put forward things management might not have thought about – do you know of another staff member who wants to depart in your place?   

If feedback is provided to the University which suggests options to mitigate adverse effects on staff members or suggesting alternative proposals, the University will take a further period of up to two weeks to consider the position before finalising its position. These obligations apply in respect of all employees, including casual and fixed-term staff.
Not a member yet? Join the NTEU today!
 
 

Your questions answered - click the boxes below.

1. What can I do if I've been nominated for redundancy?

Show

If you are directly affected by the change proposal (e.g. your position is likely to be made redundant by the change), you can nominate one of the following options in feedback you provide to the University:

  • Redeployment
  • Retraining
  • Options for taking leave
  • Early retirement
  • Conversion to fixed-term pre-retirement contract
  • Voluntary conversion to part-time or other arrangements
The University does not have to redeploy you but must make “reasonable endeavours” to redeploy staff who nominate for redeployment and consider a nomination for redeployment before implementing involuntary redundancy. If you have been nominated for redundancy, but do not wish to be made redundant – you should provide feedback indicating which of the above options you would like to nominate as an alternative.
 

2. Why happens if my position has been declared redundant?

Show

When you are selected for redundancy, the University must provide advice to the nominated staff members which contains notice of the date on which your employment will end unless you are redeployed. This requires 26 weeks’ notice of the date of termination or a payment in lieu of all or part of that notice.  

This advice must also advise the nominated staff members of their ability to provide feedback and suggestions which would mitigate against the termination of their employment. This is similar to providing feedback on the proposed major change (but at a later point).  

Staff notified of redundancy have 2 weeks from the date of notice to choose between four options: 

Option 1: Write back to HR saying you elect to accept redundancy and depart early. This means that your employment will be terminated and you will receive payment in lieu of the remainder of your notice period in addition to a redundancy payment. 

Option 2: Write back to HR saying you elect to accept redundancy and work through the remainder of your notice period. This means you will receive a redundancy payment. 

Option 3: Write back to HR saying you elect to seek formal redeployment.  

Option 4: Write back to HR advising you seek a review of the decision. (see section below called Can I Appeal my Redundancy?) 

If you choose Option 3 (seeking redeployment), you will continue working for a transitional period of eight weeks during which time the University will discuss reasonable retraining options and offer redeployment where suitable vacant positions exist. If at the expiry of the eight-week transitional period you have not yet been redeployed, the University may: 

  • Terminate your employment and pay you a redundancy payment; 
  • Transfer you to a position of equivalent grade and salary for you are suitable having regard to your qualifications and experience; or 
  • Transfer you to a suitable position of lower grading and maintain your former salary level and incremental progression. 

If you refuse a suitable position to which the University has transferred you, the University may terminate your employment by giving you the notice required under the Fair Work Act (see below).  

3. What is my entitlement to redundancy pay?

Show

If your position is made redundant, you are entitled to:

    1. a 26 week notice period (or equivalent payment in lieu of the notice period);
    2. a redundancy payment (as set out below);
    3. be paid out any accrued recreation leave; and 
    4. you may also be entitled to be paid out any accrued but untaken long service leave so long as you have been employed for more than one year. The amount of unpaid accrued long service leave to be paid out will be calculated on a daily basis equivalent to 1.3 weeks’ leave per year of service.

The following table sets out the redundancy pay entitlement of staff whose employment ends for reason of redundancy under the Agreement:

If you are made an offer of redeployment to a suitable vacant position and you reject this offer, the University can terminate your employment and you will instead only be entitled to be paid your accrued entitlements and the Fair Work Act 2009 (Cth) Redundancy pay, as follows: 

If you were employed on a continuing basis (i.e. permanent ongoing) on 25 November 2013 and were continuously employed until now, you will receive not less than the payment you would have received had your employment been terminated for redundancy under clause 21 of the Deakin University Enterprise Agreement 2009.

 

4. Can I appeal my redundancy?

Show

Clause 69.14 of the Agreement sets out that a staff member who has been advised their position is redundant can seek a review of the decision by making written application to the Chief People and Culture Officer on one or more of the following grounds:

    1. The position was not genuinely redundant; 
    2. The criteria used to select a staff member or members to be identified as excess to requirements were not fair and objective;
    3. The consultation was not genuine and/or adequate. 
 

If you intend to seek a review of the decision to make your position redundant, you should set out in writing the ground(s) you rely on above and provide any supporting material. The Chief People and Culture Officer must then consider the request in accordance with clause 69.15 of the Agreement and advise you whether the redundancy stands. If you are advised the redundancy stands, you will have a further two weeks to elect to take early departure or seek redeployment.

 

5. Can I access support to seek new employment?

Show

If you have been informed your position is redundant, you are entitled to reasonable leave with pay to attend up to three employment interviews. If expenses to attend interviews are not met by the prospective employer, you are entitled to reimbursement of reasonable travel and incidental expenses incurred in attending such interview, however not more than one day’s paid leave or expenses will be granted in respect of each interview.

If you are redeployed to a position involving a geographic relocation, and it is not reasonably practicable for you to remain in your existing residence, you are entitled to all reasonable expenses as determined by the Vice-Chancellor associated with moving to a new place. 

If you are being retrained, any reasonable costs and charges as determined by the Vice-Chancellor and associated with a program of retraining as an agreed measure to mitigate redundancy will be reimbursed to you. 

6. What if I am a casual employee?

Show
Unfortunately, because casual employees are “employed by the hour and paid on an hourly basis”, casual employees do not have redundancy pay or notice entitlements under the redundancy provisions of the Agreement (see clause 14.2. for more information).  
 

7. What if I am on a fixed-term contract?

Show
If you are employed on a fixed-term contract of 12 months’ duration or more, you will be paid the balance of the contract, or a redundancy payment, whichever is less (see clause 16.5 of the Agreement for more information).
 
Disclaimer: This document is issued for general guidance only.  It does not constitute professional advice.  The issues with which it deals are complex and the document necessarily deals only with general principles.  The NTEU accepts no responsibility for the consequences should any person act in reliance on this document without obtaining the appropriate advice.