Working at Cbus

Enjoy our supportive leave options

Cbus Super has a range of leave allowances to suit where you are at in life. We offer great entitlements in addition to your annual leave, as a Cbus Super employee you’ll have access to:

Carer's leave - 5 days a year
Flexi days - 5 days per year which can be used for personal health and well-being
Gender affirmation leave - 6 weeks' paid + 48 weeks' unpaid leave
Gender equal parental leave - regardless of whether they are primary or secondary carers, up to 26 weeks' paid in relation to the birth (including birth by a surrogate) or adoption of a child + 16.5% super paid on unpaid leave, along with a keeping in touch program & parental leave support
Menstrual and menopause leave - 12 days paid per year
End of year - Additional paid leave over end of year closure
Grandparents' leave – so you can be part of your grandchildren’s special moments

Additional super contributions

Cbus Super isn’t only committed to the best retirement outcomes for our members - we also provide increased superannuation contributions of 12% and up to 16.5% to our employees.

Flexibility that works for you

We’ve always provided our people with flexible working arrangements to balance work with, well – life! All Cbus Super employees have access to flexible working arrangements from our organisation. Cbus Super encourages employees to explore arrangements that benefit your individual circumstances.

Grow your career

At Cbus Super, we want our people to feel empowered to drive their own career and development, supported by their People Leader and enabled by Cbus's development programs, tools & resources. We support your professional development by

Explore - Explore what is important to you through your personal and work aspirations, interests and values
Focus - Develop your career goals & development objectives. Consider what activities you could undertake to achieve them
Activate - Have a conversation with your People Leader to finalise your objectives and make them happen!

Supporting your health and wellbeing

Cbus Super employees can enjoy a year-round Health & Wellbeing events and activities program that focus on you being ‘Well at Work’. In addition, you’ll enjoy spending up to $297 every six months on your choice of Health & wellbeing products and services.

Employee engagement

Our key drivers:

Supportive leadership
Member and employer focus
Collaboration
Growth and development
Meaningful work
Reward and recognition

Diversity and inclusion at Cbus Super

At Cbus Super, we’re striving towards a future where everybody feels seen, heard and respected. In our “Listening to Cbus 2024” Employee Engagement Survey, 87% of our people felt that Cbus Super has shown a genuine commitment to workplace diversity and inclusion through its actions. We will continue to cultivate an environment that seamlessly blends our unique personalities and intersecting identities to optimise performance and create a true sense of belonging.

We embed everyday inclusion by supporting new and existing employee-led resource groups.
Empower our people to thrive by creating a safe space for people to connect, learn and grow.
Our leaders at all levels champion and take accountability for inclusion and diversity.

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Gender equity

We are committed in continuing our focus on achieving gender equality and closing the gender pay gap. We have embedded a gender inclusive culture through training, awareness-raising and promoting flexible and hybrid work for everybody.

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LGBTQ+

We foster a safe, inclusive and supportive environment for LGBTQ+ employees and allies at Cbus Super. We empower and uplift LGBTQ+ voices and promote equality so that Cbus Super is a space where everyone can thrive, regardless of sexual orientation, gender identity or expression.

Aboriginal and Torres Strait Islander peoples

Aboriginal and Torres Strait Islander peoples may face distinct challenges that prevent them from managing their superannuation. As such, we’re responding to the diverse needs of Aboriginal and Torres Strait Islander members and communities by embarking on a reconciliation journey to improve financial wellbeing of our members during their working lives, and into retirement.

Workplace Gender Equality

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At Cbus, we are committed to continue our focus on achieving gender equality. Our Cbus Super Enterprise Agreement ensures that we are providing progressive industry-leading conditions for our people including on reproductive and parenthood leave, and increasing paid parental leave to 26 weeks. We are delighted to have finalised this benchmark agreement with the union in 2024.

Here are some notable call outs from WGEA’s 2024 - 25 Gender Equality Reporting period and some key focus areas for Cbus. In many respects, we are leading on gender diversity relative to our industry in the following ways:

Our overall female representation is 50%
We have 57% female representation in the Executive team
Our board female representation remains steady at 36%
54% female representation in non-management roles
52% of parents taking leave were male, demonstrating that the gender-equal benefits are enabling parents to share caring responsibilities and improving women’s options to return to pursue their careers.

We have continued to prioritise flexibility. Our 2025 `Listening to Cbus` employee experience survey data indicates that 86% of our employees have the flexibility they need to manage their work and other commitments.

Under our gender-equal parental leave policy, we provide eligible employees with paid parental leave (regardless of whether they are primary or secondary carers), of up to twelve months in relation to the birth (including birth by a surrogate) or adoption of a child.
Additionally, we pay superannuation on parental leave to ensure that employees continue to build their retirement savings while taking time off to care for their new child. The initiative is designed so that every new parent, regardless of gender, can share caring responsibilities while maintaining their career.
In 2024, 57% of parents taking leave were male, demonstrating that the gender-equal benefits are enabling parents to share caring responsibilities and improving women’s options to return to pursue their careers.
Our grandparents leave also supports our goal to improve employees’ options to pursue their career and provides working grandparents, regardless of gender, the opportunity to stay connected to their growing families and enjoy special moments with their grandchildren.
Employees are entitled to up to 12 days of paid menstrual or menopause leave per year which further recognises and supports care for women. This leave can be accessed if the employee is unable to work due to symptoms associated with menstruation or menopause.
We recognise that not everyone exclusively identifies with the gender they were assigned at birth. Cbus welcomes people of all gender identities and we continue our commitment to creating a safe space where everyone feels included. We offer six weeks of paid gender affirmation leave to undertake social transition, consultation, medical appointments, and gender affirming procedures. Additionally, employees are entitled to 48 weeks of unpaid leave each year for the same purpose.
Our Reproductive and Pathways to Parenthood Leave supports employees to undertake activities relating to the Employee or their partner preparing to undergo, or undergoing any reproductive health-related process, engaging in the process of adopting a child or engaging in the process of long term fostering a child. We partner with Circle In and Acacia to provide access to workshops and information around flexibility, parenting and caring. This includes access to coaches to help support the navigation of work and parenthood.
As at April 2024, our average total remuneration gender pay gap was 12.4% and the median total remuneration was 14.9%.
Our gender pay gap goal of 0% for like-for-like roles (which compares the same or similar roles of equal and comparable value), remains our core focus with a budget being allocated to each business unit to support closing the gender pay gap.
Cbus advocates on gendered issues and policy within our industry, such as the superannuation gender gap, which sees a large gap between the superannuation savings of Australian men and women. Cbus will continue to contribute superannuation on unpaid parental leave as a step toward closing the superannuation gender gap.
We continue in our commitment to support employees who are experiencing domestic and family violence (DFV). There are many components to this support including unlimited special leave, emergency accommodation, advanced pay loan etc. Our focus needs to be on prevention, and we will continue to focus on taking action in the workplace on DFV.
During International Women’s Day this year, we raised awareness on the Beijing Declaration and unveiled to our employees our roadmap to gender equity at Cbus by ensuring fair compensation and remuneration practices, carer and development pathways for women.
We continue to support our Gender Equity Working Group sponsored by Nancy Day, Chief Operating Officer. Our Gender Equity Working Group is made up of diverse employees across the Fund who are passionate about driving change and bridging the gap between genders.