Launceston City Council is poised to implement a groundbreaking change in its work structure, potentially allowing staff to work four days a week on full pay. This proposal, if approved in a vote next month, could be a significant shift in the council’s employment strategy.
The council’s management, in collaboration with the Australian Services Union (ASU), has reached an in-principle agreement. This deal would enable employees to work 30.4 hours over four days while receiving their full salaries. If ratified, these conditions will be incorporated into the council’s enterprise agreement for two years starting July 2026.
Addressing Workforce Challenges
Sam Johnson, the council’s chief executive officer, emphasized that the proposal aims to tackle ongoing issues related to attracting and retaining staff. “Which tells me we haven’t responded to that group in the workforce,” Johnson noted, highlighting the need for innovative solutions.
Johnson also referred to historic industrial changes in Australia, such as the introduction of the 38-hour work week, as a precedent for this proposal. “We’ve got to lean into it in a positive way,” he stated, underscoring the importance of seizing this opportunity while maintaining productive relations with stakeholders like the ASU.
Operational Adjustments
To accommodate this new work schedule, the council plans to stagger days off across different teams. Johnson assured that this would not lead to increased dependency on private contractors or higher overtime expenses, even if staff are occasionally needed on their days off.
Notably, the conditions of the proposal will not apply to senior executives. However, part-time employees could see pay increases if they meet specific criteria. The agreement also promises a 2 percent pay increase over the two-year period.
Concerns from the Business Community
The local business community has voiced significant concerns regarding the proposal, fearing potential repercussions on service quality and costs. Michael Bailey, chief executive of the Tasmanian Chamber of Commerce and Industry, criticized the plan as effectively a “20 percent reduction in hours for the same pay.”
“Council is a monopoly provider of essential regulatory services — businesses can’t ‘shop around’ for a faster planning department,” Bailey remarked. “If service slows down, projects are delayed, costs blow out, and investment is put at risk.”
Bailey also argued that the move could “wedge” local businesses by establishing a new standard that many small and medium enterprises might struggle to meet.
Union Support and Broader Implications
Despite the business community’s apprehensions, the proposal has garnered significant support from union members. Tash Wark, ASU branch secretary for Tasmania, highlighted the appeal of the proposal for those seeking a better work-life balance. “We know sometimes there are issues for employers in that area of trying to attract staff and retain staff,” she explained.
This development follows a broader trend in work culture, where flexibility and work-life balance are increasingly prioritized. The proposal, if successful, could set a precedent for other councils and organizations across Australia, potentially influencing national employment practices.
As the vote approaches, all eyes will be on Launceston City Council to see if this bold step will be embraced, potentially reshaping the local employment landscape and setting a new benchmark for work conditions in the public sector.
