CPSU NSW: TAFE Christmas closedown 2025/2026

Every year TAFE NSW shuts down the majority of campuses and offices across the state so staff can enjoy the festive season or religious holidays. The date of the closedown is different every year and follows the Premier’s memorandum.

But not all campuses closedown during this period, and in recent years, the main campus to be open during the Christmas closedown is typically TAFE Ultimo.

Can I be directed to take annual leave because of the Christmas closedown?

The CPSU NSW encourages members to take time with your friends and family over the closedown period to rest and recover.

However, just because your campus or office is closing does not mean you can be directed to take annual leave to cover the closedown period.

There are many reasons why members may wish to save their leave. Such as to use at an alternate time including an upcoming holiday, utilising leave in other holiday periods to care for school age children or having a low leave balance.

Can I be directed to work during the Christmas Closedown?

Discretion is available for agency heads to determine the extent of the closedown, including the granting of exemptions. Any exemptions should be limited to employers who have workers with frontline responsibilities, such as police and medical staff as well as the undertaking of critical work with statutory deadlines that can’t be shifted; or working on significant Government priorities that need to be completed.

However, TAFE NSW do not have any staff who are considered ‘frontline’ workers. You cannot be directed to work during a part, or all, of the Christmas closedown period without consideration of your right to access leave.

If you have been directed to work, and you feel this is not accurate and/or without justification, the CPSU NSW recommends you reserve your right to have all leave considered on an individual basis and encourages you to submit leave via TAFE’s internal system.

Where possible, seek written confirmation that you are to work during this period as well as if your leave has been rejected without reasonable reasons. Contact the CPSU NSW member support centre to receive support, on 1800 772 679, or [email protected].

When can I be directed to take annual leave?

You can only be directed to take annual leave if your accumulated annual leave balance exceeds 40 working days (50 for shift workers). Then, and only then you can be directed to reduce the accrued leave to below 40 days.

If you have accrued over 40 days, the Agreement allows for you to “conserve” leave for operational or personal reasons with the approval of the Managing Director.

A blanket directive for all staff to proceed on leave during the Christmas closedown, without taking into account accrued leave balances, is a breach of your Enterprise Agreement.

What if my campus or office is shut?

If your TAFE campus or office is shut over the Christmas new year period and you want to keep working, a reasonable alternative work arrangement must be made available to you.

TAFE may ask you to work at another location, but you cannot be expected to travel unreasonable distances.

Working From Home is considered the most reasonable alternative if there are no open campuses close to you, but you should discuss all available options with your manager directly.

Am I required to put up a justification or “business case” about why I do not want to take my leave?

No.

Can I be directed to take extended leave?

You cannot be directed to take extended leave (or long service leave) under any circumstances.

In Union

Contacts

Lisa Nelson Senior Industrial Officer

Michael George Organiser
[email protected]

It pays to be union: winning for members

The PSA got the Crown Employees (Child Protection) Award made by the Industrial Relations Commission. Coming after years of campaigning by your union, this provides separate classification, grading, and pay structures for the child protection workforce, recognising the distinct responsibilities and pressures of their roles. The PSA secured revised salary ranges, automatic advancement of increments, 100 new “Leading Caseworker” roles, and abolished the practice of forfeited hours.

In October, the NSW Government announced its intention to transition the Mount Druitt Family Violence Service from a government-led model to delivery by non-government organisations effective 1 July 2026. General Secretary Stewart Little took immediate action and within hours this disastrous decision was reversed. Mount Druitt Family Violence Services will now be exempt from the commissioning process and funding decisions that threatened the service’s future. The doors will remain open and continue to be delivered by our dedicated DCJ Caseworker members.

Quick action by the Prison Officers Vocational Branch has gained media attention for an inadequate sentence handed down to an inmate who attacked four Prison Officers. The inmate, who could have been released from prison the week the sentence was handed down, now remains in custody in Goulburn. The PSA is campaigning to ensure future sentencing better matches community expectations when prison staff are attacked.

TAFE NSW Administrative, Support & Related Staff now have a new Enterprise Agreement (EA) which gives them a back-paid 4 per cent salary increase for 2024. There will be further increases of 3 per cent in each of the following two years automatically.

Senior Catering Officers at the Office of Sport will not have to transfer to a private employer after 60 roles were outsourced.

The CPSU NSW secured a 12 per cent three-year pay deal for staff at the privately run Clarence Correctional Centre. In addition, there are overtime loading top ups, a retention bonus, improved higher-duties clauses, and better rostering consultation.

Members in Manager Supported Living roles at Aruma have received the 2025 Fair Work Commission annual wage review increases of 3.5 per cent where their wages were aligned with the relevant Award.

Thanks to the PSA, Corrective Services NSW (CSNSW) can no longer subject members facing misconduct allegations to long delays. At the initial stage the matter will be reviewed to ensure there is a sufficient and proper basis to proceed with misconduct allegations. CSNSW must inform staff what the allegation is within four weeks. And there are set timelines for the remainder of the process.

The PSA has been front and centre in the media and the Industrial Relations Commission (IRC) regarding Transport for NSW’s proposal to cut 950 jobs. Our dispute in the IRC has so far found an additional $103 million in savings from reductions in labour hire and senior executives, reducing the number of job cuts for Award staff. There is more work to do, but the PSA is continuing the fight for members’ jobs.

Without the support of the PSA, which intervened and took the matter to the NSW Industrial Relations Commission, a member at the NSW Parliament would have been denied the right to be consulted and the right to procedural fairness.

There is still work to be done, but the PSA has made progress on the formula used to calculate how many General Assistants are required to staff a school. Previously this was solely dependent on how many students were enrolled, rather than factors such as land size and topography.

When a number of staff at the Rural Fire Service were told of a move from Bankstown Airport to Glendenning, the PSA intervened on behalf of several members whose pre-existing work arrangements to accommodate caring responsibilities were at risk. The PSA intervened and a better relocation arrangement was introduced.

The PSA has settled a significant industrial dispute against the NSW Police Force concerning a failure to pay administrative shift workers who are rostered on ‘recurrent leave days’ on public holidays. The parties are currently working through some outstanding issues, but the PSA anticipates that members will be backpaid for the full limitation period by Christmas.

The casual to permanent process in Corrective Services NSW (CSNSW) has been implemented. It is now live on the CSNSW portal and advertised on the broadcast.

On 1 August 2025, the PSA and the State Government finalised their settlement of the PSA’s proceedings regarding the Rural Fire Service’s contravention of its award and failure to pay overtime. The settlement sees the distribution of $5 million to affected employees, who will be paid before Christmas.

The PSA has commenced proceedings on behalf of a delegate of the Fisheries Officers Vocational Branch. The delegate was victimised when his manager withdrew his acting-up opportunity and issued a caution in response to him speaking to the media in support of the PSA’s bans on unsafe work.

Without the PSA stepping in, a member’s accumulated leave entitlements from the Art Gallery and NSW Parliament would have been lost.

All Digital Driver Licence staff have been made permanent at their location with a right of return.

The Corrective Services NSW Acute Crisis Management Unit is due to be reopened. This is occurring with consultation and can be pushed back if staff or facilities are not ready.

Meetings regarding one-out medical escorts have occurred with the PSA providing feedback to CSNSW to have the risk assessment and escort procedures changed.

The PSA has successfully demanded extensions to consultation times in a number of restructures. In many instances, the union has successfully demanded the standard two weeks be extended, allowing our union to seek appropriate and necessary input from delegates and members across the board.

While a PSA request to record sick leave reviews was knocked back by the CSNSW, the union succeeded in its request for a support person for all sick leave reviews.

Congratulations: Clarence Correctional Centre now has a CPSU NSW Advisory Group

The CPSU NSW is proud to announce the formal creation of the Clarence Correctional Centre Advisory Group. This group mirrors the rules of the Public Service Association’s Prison Officer Vocational Branch (POVB) so we can future proof the site when it returns to public system. Your union will never give up on this!

Congratulations to this group. We have some new faces and experienced Delegates.

Delegates

Correctional Case Officer
Kody Richards (IAT)
Mark Bathgate
Luke Binskin
Isabella Cassidy

Supervisor
Keri Parbery

Trade Instructor
Heather Christie

We are still looking for a Delegate to represent our Non-custodial members. If you are interested, please contact the CPSU NSW.

Contact your Delegates before our Delegates Consultative Committee on the 4 December if you have any issues to raise, or join us to discuss what you want us to focus on in 2026 at the end of year catch up on 10 December 2025.

CPSU NSW Industrial staff are looking forward to working with our Advisory Group and members in 2026.

Contacts

Rebecca Reilly Regional Organiser
[email protected]
0419 980 503

Mik Smart Regional Organiser
[email protected]
0429 060 499

Celebrate the end of year with the CPSU NSW: Catch up at the Crown Hotel

Let’s mark the end of year with an after work catch up on the CPSU NSW. Its been a big year for our members with the finalisation of the Enterprise Agreement. We have also started a Delegate Advisory Group with a couple of new faces.

Drop in after work or come along on your day off to the Crown Hotel in Grafton on Wednesday 10 December from 6:00pm.

This will allow members to catch up with Delegates and CPSU NSW industrial staff to discuss the way forward for 2026 and debrief on this year.

We look forward to seeing you there.

Contacts

Rebecca Reilly Regional Organiser
0419 980 503
[email protected]

Mik Smart Regional Organiser
0429 060 499
[email protected]

Domestic and Family Violence Workplace Support Policy

Following on from consultation with your union, the NSW Government has published a new Domestic and Violence Workplace Support Policy and Guiding Principles, which replaces c2020-07 Domestic and Family Violence Workplace Support Policy – Guiding Principles for Agencies.

You can access the updated policy HERE.

The new policy reflects an evolving understanding of the impact of Domestic and Family Violence (DFV) and a need for strong workplace support systems in several ways:

Greater detail in the definition – recognising a wider range of behaviours as abusive (emotional, financial and digital rather than just physical), as well as details on the impact of DFV on a diverse range of experiences, such as LGBTQIA+ people, people with a disability and those from culturally and linguistically diverse backgrounds
Expanded workplace support – increase in leave provisions (reflecting leave enhancements that were increased in 2022 with Determination No 5 of 2022 Support for Employees Experiencing Domestic and Family Violence), more detailed guidelines for workplace safety and WHS obligations around safety in the workplace.
Broader focus on creating a trauma informed workplace culture
More information on the need for training for managers and staff to identify signs of DFV
Stronger emphasis on employee privacy and confidentiality and recording of data
Provisions for employees supporting a family member experiencing DFV
Guidelines on how to respond to an employee showing signs of experiencing DFV.

The PSA does have concerns about the introduction of a new requirement around evidence that has been added to the policy after consultation that is not in the 2022 determination and have raised our concerns with Public Sector Industrial Relations (PSIR). The new policy states evidence is required when an employee accesses more than five consecutive days of DFV leave and more than 10 days in a calendar year. However, the determination which contains the leave entitlement states an approving manager should use discretion when asking for evidence and should only require evidence in exceptional circumstances.

The policy does however state that it is an employee’s choice whether, when and to whom they disclose information about experiencing domestic violence. It further states “An employee may not feel safe or comfortable disclosing their experience of domestic and family violence to their direct manager and may seek the assistance of an alternative manager, their union representative, their HR or People and Culture teams to apply for the leave. Any information shared with the employer is required to be treated with confidentiality and sensitivity, and cannot be shared in the workplace, on payslips or rosters.

Members who have issues with accessing DFV leave or other support in their workplace in relation to experiencing DFV, should contact their union on 1800 772 679 or by email to [email protected]

Support Policy is welcome, but greater funding certainty needed

Whilst both State and Federal Governments have announced funding aimed at preventing violence before it starts and supporting victim survivors, it is vital that this funding is used effectively to assist victim survivors. Frontline services, such as the government-led Mount Druitt Family Violence Service, need to be expanded and supported.

In October, the NSW Government had announced its intention to transition the Mount Druitt Family Violence Service from a government-led model to delivery by non-government organisations effective 1 July 2026. Whilst PSA CPSU NSW General Secretary Stewart Little took immediate action on behalf of members and delegates, and the decision was reversed, it is vital that this government-led model is not only protected, but expanded by rolling out similar Family Violence Services across the state.

If you or someone you know need any support or further information about domestic and family violence, remember you can access this through our website.

TAFE Disability Assistants conversion case update

This Thursday 27 November 2025 at 2:00pm is an information session for TAFE Disability Assistant staff with TAFE Business Partners, People and Culture and Workforce Alignment. Your organiser and CPSU NSW staff will be in attendance to support all DA staff. It is strongly recommended that you attend this information session as your options, and rights for choosing your schedule model of either Annualised or Pay as you go. As well as giving DA staff an opportunity to ask questions in relation to your permanent employment

Information session details

Date Thursday 27 November 2025

Time 2:00pm

Location Microsoft Teams

Join the meeting now

Meeting ID 450 971 611 631 0

Passcode bu9KN2iV

What can you do to help?

Currently we are aware there are over 500 DAs in TAFE NSW spread across the state, with 90 DAs with an active conversion cases. We are trying to reach all DAs to spread this news that you can be converted to a permanent employee. So, if you are seeing this, please share this bulletin with a colleague, your workplace and your disability assistant group! Good things are happening, and we don’t want any DAs to miss out.

Contacts

Member Support Centre 1800 722 679
[email protected]

Lisa Nelson CPSU NSW Senior Industrial Officer

Michael George CPSU NSW Organiser
0473 658 074 [email protected]

CPSU NSW visiting your campus: WSU Campbelltown

Come and meet your CPSU NSW delegates and industrial officers. We will be visiting your campus to discuss current issues affecting members and provide an update on the Reset Western change plans and EBA.

Meeting details

Date Thursday 27 November 2025

Time 10:30am – 1:30pm

Location The Daily Dose Coffee Shop (Building 6) Campbelltown

Bring a colleague along with you and come and say hello.

Your input is important, we encourage all members to come along, have a chat.

See you there!

Contacts

Scott Pendlebury Branch President
[email protected]

Mike Galvez CPSU NSW Industrial Officer
[email protected]

Jose Vasquez CPSU NSW Organiser
[email protected]

Member Support Centre 1800 772 679

CPSU visiting Clarence Correctional Centre: call for agenda items for Delegates’ Consultative Committee

Delegates and CPSU industrial staff will be meeting with the General Manager on 4 December 2025 for our bi-monthly Delegates Consultative Committee (DCC). If members have any issues or concerns they would like the CPSU to raise, please contact either your delegates or CPSU Industrial staff before 28 November.

After the DCC meeting industrial staff will be in the lunchroom if any members would like to catch up. We will have a list of those who are in the Justice Legal Fund, and forms for those who would like to join.

Alternatively, if you’d like to meet with industrial staff individually, we can organise a private room.

Minutes of October Delegates Consultative Committee

On 8 October your delegates and CPSU industrial staff met with the General Manager of Clarence Correctional Centre for the bi-monthly Delegates Consultative Committee (DCC). Minutes from that meeting can be found HERE.

An issue that has been on the agenda for some time has now been closed. The concern raised by members is that all staff are made to stay back when one unit gets muster incorrect. The General Manager advised staff will be paid if it is an incident; however, if the issue is an incorrect muster, staff will not be paid overtime.

Each incident will be assessed on a case-by-case basis. Overtime will be paid based on the Shift Functional Managers approval. Additionally, if the roll is correct from 5:45pm onwards staff should be let out.

Member Benefits

CPSU NSW membership gives you more than just support in the workplace. Find all the great benefits HERE.

If you have colleagues who are not yet a member of the PSA/CPSU please send them this bulletin and ask them to join the union.

Contacts

Send agenda items to Regional Organiser Rebecca Reilly via email [email protected] or via phone 0419980503

CPSU NSW visiting your campus: Western Sydney University Penrith

Meeting details

Date Monday 24 November 2025

Time 10:30am – 1:30pm

Venue Piccolo Me Coffee Shop Penrith

Bring a colleague along with you and come and say hello.

Your input is important, we encourage all members to come along, have a chat.

See you there!

Contacts

Scott Pendlebury Branch President
[email protected]

Mike Galvez CPSU NSW Industrial Officer
[email protected]

Jose Vasquez CPSU NSW Organiser [email protected]

Member Support Centre 1800 772 679

It pays to be union: Campaigning stops disastrous cuts to workers’ compensation

Campaigning by the PSA CPSU NSW, in tandem with other unions in our state, has seen the State Government fail to pass legislation slashing access to workers’ compensation.

The State Government wanted to make it harder for injured workers to access help by raising the “whole-person impairment” benchmark for psychological injury to 30–31 per cent.

The PSA CPSU NSW was among a number of unions that opposed the changes, encouraging members to lobby local politicians, including the cross benchers whose support was vital for the legislation to pass.

On Friday 14 November 2025, Premier Chris Minns admitted the changes would not pass.

The PSA CPSU NSW thanks all members who helped campaign against these unjust changes to a workers’ compensation scheme that protects the people who do so much for our state.

WaterNSW: CPSU NSW members’ meeting

The CPSU, as part of the Combined Water Unions (Australian Services Union, Australian Workers Union, Electrical Trades Union, and Professionals Australia) have been meeting weekly with WaterNSW for the past three months and we would like to meet with all union members to provide some insights and discuss Enterprise Agreement negotiations in 2026.

Meeting Details

Date Wednesday 19 November 2025

Time 12.00pm

Location Teams

Join the meeting now

Meeting ID 455 298 369 114

Passcode Kp3xf9KR

Contact

Xanthe Thomson
[email protected]

CPSU NSW visiting your Campus: Western Sydney University Hawkesbury

Please come and meet your CPSU NSW delegates and industrial officers this Friday. We will be visiting your campus to discuss current issues affecting members and provide an update on the Reset Western change plans and EBA.

Meeting details

Date Friday 21 November

Time 10:30am–1:30pm

Location Piccolo Me coffee shop (building K4)

Bring a colleague along with you and come and say hello.

Your input is important, we encourage all members to come along, have a chat.

See you there!

Contacts

Scott Pendlebury Branch President
[email protected]

Mike Galvez CPSU NSW Industrial Officer
[email protected]

Jose Vasquez CPSU NSW, Organiser
[email protected]

Member Support Centre
1800 772 679

CPSU NSW: TAFE Christmas closedown 2025/2026

Recent News

It pays to be union: winning for members

Recent News

Congratulations: Clarence Correctional Centre now has a CPSU NSW Advisory Group

Delegates

Contacts

Recent News

Celebrate the end of year with the CPSU NSW: Catch up at the Crown Hotel

Contacts

Recent News

Domestic and Family Violence Workplace Support Policy

Support Policy is welcome, but greater funding certainty needed

Recent News

TAFE Disability Assistants conversion case update

Information session details

What can you do to help?

Contacts

Recent News

CPSU NSW visiting your campus: WSU Campbelltown

Meeting details

Contacts

Recent News

CPSU visiting Clarence Correctional Centre: call for agenda items for Delegates’ Consultative Committee

Recent News

CPSU NSW visiting your campus: Western Sydney University Penrith

Meeting details

Recent News

It pays to be union: Campaigning stops disastrous cuts to workers’ compensation

Recent News

WaterNSW: CPSU NSW members’ meeting

Meeting Details

Contact

Recent News

CPSU NSW visiting your Campus: Western Sydney University Hawkesbury

Meeting details

Contacts

Recent News

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