Following ANZ CEO Nuno Matos’s announcement to slash 3,500 jobs across the bank, FSU members demand that ANZ take immediate responsibility for the consequences of this decision. It is not enough to simply announce job cuts. ANZ must provide both short-term and long-term support to impacted employees and those who remain with the bank.
In FSU consultation sessions, members have been clear: ANZ has a duty of care to its workforce. That means delivering real, tangible support to workers who are losing their jobs and to those who will be left carrying increased workloads and uncertainty. Anything less is unacceptable.
Demand support for ANZ workers here
We are calling for meaningful action from ANZ in the form of:
Choice, control, and consultation
- No forced retrenchments – all exits to be voluntary.
- No final employment date in December – employees should not be required to leave so close to Christmas.
- Redeployment by agreement – redeployment periods should be determined in consultation with the affected employee, not unilaterally imposed.
- Redundancy payments – to be based on the applicable December wage increase.
- Swap systems – where retrenchments are unavoidable, establish a transparent process allowing those who wish to stay to swap with those willing to accept a package.
- Displacement support – one-off displacement payments, in addition to RRR benefits, to all staff made redundant.
- Loyalty leave – paid out on termination due to retrenchment.
- Change impact leave – three days’ paid leave for employees directly impacted, to manage stress, attend appointments, or explore options.
Supporting our future
- Non-compete clauses waived – ensuring no barriers to re-employment.
- Access to support funds – waive six- and twelve-month eligibility requirements for the New Career Training Fund and Past Employee Care Fund programs. Extend the programs to Suncorp Bank employees.
- Preserve benefits – ANZ to continue to honour all staff benefits not covered by the Enterprise Agreement, including concessional loan rates for 12 months.
- Job placement locations and site access – ANZ must provide ongoing access to worksites for all affected employees to undertake job search and placement activities.
- Wellbeing and mental health – provide confidential counselling and wellbeing programs for impacted employees and their families, with ongoing access beyond employment.
- Suspension of KPIs and targets – suspend KPIs and targets for remaining employees for six months, including office attendance requirements.
Last Monday, the FSU filed a dispute with the Fair Work Commission (FWC) over ANZ’s failure to adhere to the consultation provisions in the ANZ Enterprise Agreement. We are awaiting a hearing date from the FWC and will keep members updated.
In the meantime, make sure you stand with our colleagues and demand that ANZ provide real and meaningful support for impacted workers here.
If you have any questions or feedback ahead of the sessions, please email [email protected]and a member of our team will get back to you.
If you are not yet a member of the FSU, now is the time to join. If you are already a member, please encourage a colleague to join with you.
