Professional staff at the University of Melbourne have launched a bold push for transformative changes in their working conditions as enterprise bargaining kicks off for a new agreement. Represented by the National Tertiary Education Union (NTEU), these non-academic employees—responsible for everything from IT support and library services to administrative operations and student services—are demanding a four-day work week without loss of pay, alongside a substantial 20 percent pay increase for all staff. This move comes amid growing concerns over burnout, excessive workloads, and the looming threat of artificial intelligence (AI) automating roles. The claims, formally lodged on March 12, 2026, mark the opening salvo in negotiations to replace the current University of Melbourne Enterprise Agreement 2024, set to nominally expire later this year.

With over 13,000 academic and professional staff supporting Australia's top-ranked university, professional roles constitute a significant portion of the workforce, often handling the backbone operations that enable teaching and research. Yet, these employees report chronic overwork, with many exceeding standard 38-hour weeks amid rising student numbers and administrative burdens. The NTEU argues that the proposed reforms would boost productivity, retention, and wellbeing, drawing on global evidence while addressing sector-specific pressures like funding squeezes from international student caps.

The centerpiece of the demands is a 20 percent reduction in weekly hours for professional staff—from 38 to approximately 30.4 hours—while maintaining full-time pay equivalent to 38 hours. This equates to a true four-day work week or flexible equivalent, without impacting full-time equivalence (FTE). NTEU Branch President David Gonzalez highlighted consultations revealing professional staff's exhaustion, stating, "The University of Melbourne prides itself on being evidence-led. It's time to apply that to its own working conditions."

Evidence supports the feasibility. Australasian trials by 4 Day Week Global, involving companies and monitored by universities like Queensland and Sydney, showed no productivity drop, with 95 percent of participants preferring to continue. Benefits included 54 percent reporting higher productivity, reduced burnout by 71 percent, and improved mental health. A University of Melbourne-led Pursuit article noted potential economic boosts from stagnating productivity, estimating four-day weeks could enhance output through better focus.

• Productivity maintained or increased in 92 percent of trial firms.
• Absenteeism fell, retention rose.
• Health gains: lower stress, more family time.

Critics question scalability in service-heavy roles like student support, but proponents cite UK and Icelandic trials where public sectors thrived.

A flat 20 percent salary increase across all staff levels addresses inflation outpacing recent rises (typically 3-4 percent annually). Average professional staff salaries hover around AU$90,000-$110,000, lagging academics (AU$120,000+ for lecturers). With living costs surging—Melbourne rents up 10 percent yearly—the NTEU claims this realigns pay with demands.

In context, recent agreements like Monash's offered 3-3.5 percent yearly. Broader bargaining sees unions pushing above-inflation hikes amid ACTU campaigns. The university welcomes talks but emphasizes "sustainable" adjustments.

Provisions to mitigate AI's impact include ethical use clauses, transparency, and human oversight—mirroring Adelaide University's model. Professional staff fear role obsolescence in admin and data tasks. NTEU seeks binding rules to prevent adverse effects, amid global concerns (e.g., ChatGPT automating clerical work).

NTEU Log of Claims PDF details open protections for negotiation.

Academics seek committees (majority non-managerial) for evidence-based workload allocation, with staff ballots for changes. Job security limits fixed-term contracts, conversion paths for research casuals, and protections for Indigenous staff. Insecure work affects 50 percent of uni employees nationally.

Enhanced leave: reproductive health, gender affirmation (up to 10 days), paid sick for casuals, end-of-year shutdown.

Professional staff (~60-70 percent of total) manage ops amid rising enrolments (50,000+ students). Burnout surveys show high stress; restructures exacerbate insecurity. For career advice on roles, see higher ed career advice.

Past NTEU strikes at UniMelb (e.g., 2023 week-long, longest since 1850s) secured gains but bargaining drags. 2026 sees cuts (4,000 jobs 2025), intl caps hurting revenue. Other unis negotiate similar: pay 3-4 percent, workloads.

Students support via campaigns; experts back 4DWW evidence. Uni: "Pleased, committed to stability." Potential strikes loom if stalled.

Photo by Houng SLX on Unsplash

Success could pioneer uni 4DWW; failure risks strikes. Trials prove viable; links to higher ed jobs for opportunities.

In summary, these demands signal pushback against intensification. Explore Rate My Professor or university jobs amid changes.