Employment conditions and entitlements

Find the answer to your question more quickly by selecting one of the questions below.

  • All bus drivers and maintenance staff covered by awards in Regions 7, 8 and 9 will be offered employment with the new operator(s) on the same award terms and conditions, including the transfer of accrued entitlements, recognition of service and continuity of superannuation entitlements and with a two-year employment guarantee.
  • Operational staff who are covered by the Senior and Salaried Officers Award will also be offered employment with the new operator(s) on the same award terms and conditions, including the transfer of accrued entitlements, recognition of service and continuity of superannuation entitlements and with a two year employment guarantee.
  • Non-operational Senior and Salaried Officers Award staff may also have the opportunity to apply for a role with the new operator(s), but this is not guaranteed and will depend on the needs of the new operator(s).
  • The new operator(s) will be required to identify if they have any vacancies that are comparable to current State Transit non-operational roles.
  • Any vacancies will be advertised through an Expression of Interest process.
  • If you are successful in being appointed to a comparable role with the new operator(s), you will receive the same transfer arrangements as other transferring award staff. Details about the transfer arrangements can be found at www.stayinformed.com.au/statetransit .
  • State Transit and TfNSW will also work with non-operational staff to maximise your redeployment opportunities, both within the Transport cluster and more broadly in the NSW Public Sector as part of the Government’s Placement Strategy.
  • We will engage with you over the coming weeks to talk about this process further.


  • Yes. Award conditions will carry across to the new operator(s), as will accrued entitlements such as annual leave, sick leave, long service leave and superannuation. Service with State Transit will also be recognised.
  • The Engineering and Maintenance Award will be renegotiated this year, by 31 December 2019, while the current Bus Operations Award and the Salary and Senior Officers Award will be renegotiated by 31 December 2020. The length of the new Awards and any other changes will be approved in accordance with Wages Policy and subject to the agreement of the parties.

  • Under the two year employment guarantee, both the transferred award conditions and your employment are protected for the two years.
  • In addition, under the transfer of business rules of the Fair Work Act, Awards in place at the time of the transfer must stay in place until a new federal enterprise agreement is negotiated with the relevant staff and their representatives or for up to five years, whichever comes first.
  • This means that all award conditions, including any pay increases in the Award due after the transfer date, must be recognised by the new employer.
  • Yes. Staff who are guaranteed employment with the new operator(s) will be offered the same job at the same level and with the same status.
  • Agreed part-time or flexible employment arrangements in place at the time of transfer will continue under the new operator. Any variation to these arrangements will be subject to the terms of the relevant Award or Enterprise Agreement in place at the time.
  • Any changes to working arrangements, including changes to rosters, will be made in accordance with the relevant Award or Enterprise Agreement and policies in place at the time.
  • Yes. Staff will continue to be a member of their current superannuation scheme, including defined benefits superannuation schemes such as SASS (State Authorities Super Scheme).
  • There will be jobs for the majority of Award staff with the new operator(s).
  • Under government regulation, you will not be eligible for a redundancy payment if:
    • you reject an offer of comparable employment with a new operator(s), or
    • you are notified of an available comparable role with an operator(s) and do not apply for it.
  • Comparable employment is where:
    • your prior service with State Transit is recognised by the new operator(s), and
    • the work you will perform for the new operator(s) is similar to the work you performed for State Transit, and
    • the terms of any Award or Enterprise Agreement that would apply to your role with the new operator(s) are substantially similar to and, overall, no less favourable than the terms of your State Transit Award, and
    • the role with the new operator(s) would not involve an unreasonable increase in your journey to work.
  • You do not need to do anything at this stage. State Transit will continue to provide bus services in Regions 7, 8 and 9 until the new operator(s) commences in mid 2021.
  • Employee travel passes and the ability to accrue service for the Gold Pass will transfer to the new operator(s) for a period of three years. This will include the ability to use the employee travel pass on the services of the new operator(s) over that period.
  • You will be eligible to keep your Employee travel pass while you are employed in an award or enterprise agreement role within the Transport Service (TfNSW or Sydney Metro), Sydney Trains or NSW TrainLink and service for the Gold Pass will continue to accrue. This will include the ability to use the employee travel pass on the services of the new operator(s) over that period.
  • Requests for transfers between regions or depots will continue to be managed in accordance with State Transit’s staffing needs and policy until further notice.
  • Your annual leave, sick leave and long service leave will carry over to the new operator. Your service with State Transit will also be recognised and your superannuation will carry over and continue.
  • Yes. Your Award conditions will carry across to the new operator.

    The Engineering and Maintenance Award will be renegotiated this year, by 31 December 2019, while the current Bus Operations Award and the Salary and Senior Officers Award will be renegotiated by 31 December 2020. The length of the new Awards and any other changes will be approved in accordance with Wages Policy and subject to the agreement of the parties.
  • Under the two year employment guarantee, both the transferred award conditions and your employment are protected for the two years.

    In addition, under the transfer of business rules of the Fair Work Act, Awards in place at the time of the transfer must stay in place until a new Federal enterprise agreement is negotiated with the relevant staff and their representatives or for up to five years, whichever comes first.

    This means that all Award conditions, including any pay increases in the Award due after the transfer date, must be recognised by the new employer.
  • Yes. Staff will continue to be a member of their current superannuation scheme, including defined benefits superannuation schemes such as SASS (State Authorities Super Scheme).
  • Yes. Staff who are guaranteed employment with the new operator(s) will be offered the same job at the same level and with the same status.
  • Agreed part-time or flexible employment arrangements in place at the time of transfer will continue under the new operator. Any variation to these arrangements will be subject to the terms of the relevant Award or Enterprise Agreement in place at the time.
  • Yes you will be able to keep your employee travel passes. This will include the ability to use the employee travel pass on the services of the new operator(s) for three years.
  • Employee travel passes and the ability to accrue service for the Gold Pass will transfer to the new operator(s) for a period of three years.

Find the answer to your question more quickly by selecting one of the questions below.

  • All bus drivers and maintenance staff covered by awards in Regions 7, 8 and 9 will be offered employment with the new operator(s) on the same award terms and conditions, including the transfer of accrued entitlements, recognition of service and continuity of superannuation entitlements and with a two-year employment guarantee.
  • Operational staff who are covered by the Senior and Salaried Officers Award will also be offered employment with the new operator(s) on the same award terms and conditions, including the transfer of accrued entitlements, recognition of service and continuity of superannuation entitlements and with a two year employment guarantee.
  • Non-operational Senior and Salaried Officers Award staff may also have the opportunity to apply for a role with the new operator(s), but this is not guaranteed and will depend on the needs of the new operator(s).
  • The new operator(s) will be required to identify if they have any vacancies that are comparable to current State Transit non-operational roles.
  • Any vacancies will be advertised through an Expression of Interest process.
  • If you are successful in being appointed to a comparable role with the new operator(s), you will receive the same transfer arrangements as other transferring award staff. Details about the transfer arrangements can be found at www.stayinformed.com.au/statetransit .
  • State Transit and TfNSW will also work with non-operational staff to maximise your redeployment opportunities, both within the Transport cluster and more broadly in the NSW Public Sector as part of the Government’s Placement Strategy.
  • We will engage with you over the coming weeks to talk about this process further.


  • Yes. Award conditions will carry across to the new operator(s), as will accrued entitlements such as annual leave, sick leave, long service leave and superannuation. Service with State Transit will also be recognised.
  • The Engineering and Maintenance Award will be renegotiated this year, by 31 December 2019, while the current Bus Operations Award and the Salary and Senior Officers Award will be renegotiated by 31 December 2020. The length of the new Awards and any other changes will be approved in accordance with Wages Policy and subject to the agreement of the parties.

  • Under the two year employment guarantee, both the transferred award conditions and your employment are protected for the two years.
  • In addition, under the transfer of business rules of the Fair Work Act, Awards in place at the time of the transfer must stay in place until a new federal enterprise agreement is negotiated with the relevant staff and their representatives or for up to five years, whichever comes first.
  • This means that all award conditions, including any pay increases in the Award due after the transfer date, must be recognised by the new employer.
  • Yes. Staff who are guaranteed employment with the new operator(s) will be offered the same job at the same level and with the same status.
  • Agreed part-time or flexible employment arrangements in place at the time of transfer will continue under the new operator. Any variation to these arrangements will be subject to the terms of the relevant Award or Enterprise Agreement in place at the time.
  • Any changes to working arrangements, including changes to rosters, will be made in accordance with the relevant Award or Enterprise Agreement and policies in place at the time.
  • Yes. Staff will continue to be a member of their current superannuation scheme, including defined benefits superannuation schemes such as SASS (State Authorities Super Scheme).
  • There will be jobs for the majority of Award staff with the new operator(s).
  • Under government regulation, you will not be eligible for a redundancy payment if:
    • you reject an offer of comparable employment with a new operator(s), or
    • you are notified of an available comparable role with an operator(s) and do not apply for it.
  • Comparable employment is where:
    • your prior service with State Transit is recognised by the new operator(s), and
    • the work you will perform for the new operator(s) is similar to the work you performed for State Transit, and
    • the terms of any Award or Enterprise Agreement that would apply to your role with the new operator(s) are substantially similar to and, overall, no less favourable than the terms of your State Transit Award, and
    • the role with the new operator(s) would not involve an unreasonable increase in your journey to work.
  • You do not need to do anything at this stage. State Transit will continue to provide bus services in Regions 7, 8 and 9 until the new operator(s) commences in mid 2021.
  • Employee travel passes and the ability to accrue service for the Gold Pass will transfer to the new operator(s) for a period of three years. This will include the ability to use the employee travel pass on the services of the new operator(s) over that period.
  • You will be eligible to keep your Employee travel pass while you are employed in an award or enterprise agreement role within the Transport Service (TfNSW or Sydney Metro), Sydney Trains or NSW TrainLink and service for the Gold Pass will continue to accrue. This will include the ability to use the employee travel pass on the services of the new operator(s) over that period.
  • Requests for transfers between regions or depots will continue to be managed in accordance with State Transit’s staffing needs and policy until further notice.
  • Your annual leave, sick leave and long service leave will carry over to the new operator. Your service with State Transit will also be recognised and your superannuation will carry over and continue.
  • Yes. Your Award conditions will carry across to the new operator.

    The Engineering and Maintenance Award will be renegotiated this year, by 31 December 2019, while the current Bus Operations Award and the Salary and Senior Officers Award will be renegotiated by 31 December 2020. The length of the new Awards and any other changes will be approved in accordance with Wages Policy and subject to the agreement of the parties.
  • Under the two year employment guarantee, both the transferred award conditions and your employment are protected for the two years.

    In addition, under the transfer of business rules of the Fair Work Act, Awards in place at the time of the transfer must stay in place until a new Federal enterprise agreement is negotiated with the relevant staff and their representatives or for up to five years, whichever comes first.

    This means that all Award conditions, including any pay increases in the Award due after the transfer date, must be recognised by the new employer.
  • Yes. Staff will continue to be a member of their current superannuation scheme, including defined benefits superannuation schemes such as SASS (State Authorities Super Scheme).
  • Yes. Staff who are guaranteed employment with the new operator(s) will be offered the same job at the same level and with the same status.
  • Agreed part-time or flexible employment arrangements in place at the time of transfer will continue under the new operator. Any variation to these arrangements will be subject to the terms of the relevant Award or Enterprise Agreement in place at the time.
  • Yes you will be able to keep your employee travel passes. This will include the ability to use the employee travel pass on the services of the new operator(s) for three years.
  • Employee travel passes and the ability to accrue service for the Gold Pass will transfer to the new operator(s) for a period of three years.