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Transport for NSW Workplace Presence Policy: key changes announced

  30 October 2025

Following consultation and consideration of ɫ������submissions on the proposed changes to the TfNSW Flexible Working Arrangements Procedure (Workplace Presence), TfNSW has announced their determined policy. You can view the determined policy, and a FAQ document on TfNSW’s workplace presence portal page.

Discretionary basis of “Standard Agreement” removed

One major component of the ɫ������submission was that the original policy stated the “default” arrangement was 100 per cent attendance in the office, with the option of a “Standard Hybrid Agreement”, or an “Individual Hybrid Agreement” for any other mode of attendance.

While the “Standard Hybrid Agreement” was outlined as 50 per cent workplace attendance over a period of a month, it required manager approval for this agreement to be provided.  The discretionary basis of this agreement was a huge concern in providing fairness and flexibility to TfNSW staff.

In the determined policy, TfNSW have removed this discretionary basis, by renaming it a Standard Hybrid Arrangement, and removing the requirement for approval.  This enshrines, as a true standard, the ability to work from home 50 per cent of the time over a period of a month.  All references to a default 100 per cent attendance model have been removed.

Individual Hybrid Agreements

The ability for employees to request greater flexibility than the Standard Arrangement remains, with the length of any individual agreement extended from 12 months to 2 years. The determined policy states that Individual Hybrid Agreements may be for a variety of reasons, including:

• caring responsibilities, or due to a disability or chronic illness
• the employee living a long commute from an approved Transport Workplace (which may be the employee’s Position Location or another approved workplace with bookable drop-in desks where required)
• living and working from a regional NSW Local Government Area (LGA) with the Position Location in a Metropolitan LGA or vice-versa
• living and working from one NSW regional LGA with the Position Location in another NSW regional LGA.

Importantly, the above requests will not be unreasonable refused.  This is another key change the ɫ������sought, as it assists us with raising any issues for our members that may not be receiving the flexibility they require.

Workplace Adjustments

The ɫ������wishes to clarify that Workplace Adjustments are separate from, and take precedence over, flexible work arrangements.

Workplace adjustments specifically relate to Transport’s legal obligations under the Disability Discrimination Act 1992 (Cth) and the Anti-Discrimination Act 1977 (NSW).

For those with a workplace adjustment in place, this will continue with no change, and TfNSW have confirmed that you do not need to have a separate hybrid agreement or submit a new workplace adjustment request.

Transition period

The changes to the workplace presence policy are proposed to come into effect from 1 February 2026, or two weeks after a branch’s stand up date, whichever is later.

The policy has been developed following extensive discussion and consultation since the August 2024 announcement and Premiers Circular issued by the NSW Government of a requirement to work “principally” from the office.

Operating Model Member meetings next week

The ɫ������have been conducting member meeting fortnightly throughout the consultation period of the Operating Model changes.  There will be further member meetings to update members next week, details below.

Meeting details

Date Wednesday 5 November 2025

Time 12:00�賾–1:00�賾

Microsoft Teams

Meeting ID 432 410 645 707 0

Passcode u2Y8Gb7d

Date Thursday 6 November 2025

Time 1:00�賾–2:00�賾

Microsoft Teams

Meeting ID 431 417 691 842 5

Passcode d5ht2ed6