Media releases

The proposed contracts would also allow AMP to require workers to undergo a medical examination by a doctor chosen by AMP. 

Around 2000 AMP staff were issued new contracts on 17 March 2025, with a requirement to sign and return them by 24 March 2025, giving up important rights such as overtime, penalties and annual leave loading in exchange for a ‘flat rate’ of pay. 

Staff are being “incentivised” to sign these new contracts with a $1,000 share plan grant, and if they do not sign, will not be eligible for employee incentive programs. 

FSU National Assistant Secretary Nicole McPherson said the union was shocked when it saw AMP’s proposed replacement contract and urged workers not to sign it. 

“This is a draconian contract that features some very disturbing surveillance and medical privacy provisions. 

“It is shocking that any employer would propose the right to video monitor its workers in their own homes, force them to undergo a medical examination by the employer’s doctor of choice and give up their right to privacy of medical information. 

“We are advising AMP workers not to sign. It’s not just what’s in the contract but what’s not in it. 

“Because AMP refuses to bargain for a new Enterprise Agreement, important rights are in policy, meaning AMP can remove or change things at any time. For example, the new contract does not contain details of any guaranteed pay increase, leave or redundancy entitlements. 

“AMP needs to come to the table and urgently negotiate an Enterprise Agreement which would give its workers rights and protection.” 

The individual contracts feature: 

• Annualised salary – workers would receive a ‘total fixed package’, which is a salary that is inclusive of entitlements such as overtime, penalty rates, annual leave loading and superannuation (for some employees their salary is currently exclusive of those entitlements). In addition, some contracts include a requirement for employees to work an unspecified amount of additional hours (for no additional pay). 
• Privacy clause that means AMP can give away the personal information of its employees to a third party. This includes using workers’ personal data for whatever suits their business needs. 
• Workplace surveillance – AMP would be able to carry out ongoing and intrusive surveillance, even at employees’ homes, with only one day’s notice. 
• A medical examination clause that says an employee may be required to be examined by a medical practitioner of AMP’s choice to determine their fitness for work. AMP would be able to obtain these results, meaning workers are giving up their right to privacy between them and the doctor. 
• AMP is trying to undermine the right to disconnect by including a clause in some contracts that requires employees to read and respond to contact from AMP and third parties outside ordinary hours. The right to disconnect is an essential entitlement to ensure that employees can keep their work and personal lives separate. It is appalling that when this law has only been in place for a matter of months, AMP is already trying to avoid providing their employees with this basic right. 
• Limitation on damages for breaches of the contract involving personal illness or injury including psychiatric injury. 
• The ability for AMP to change work location at any time. 

The FSU has written to AMP demanding the contracts be revised per the union’s feedback, or that AMP commence negotiations for an Enterprise Agreement that genuinely protects workers. 

The FSU is urging members at AMP to contact its Member Rights Centre on 1300 366 378 for urgent advice. 

Media contact: Rebecca Nicholson – 0409 216 053