Woolworths staff have been encouraged to cease any industrial reaction after the result of the vote to a new workplace agreement was made public.

Corpvote has confirmed that, out of those who voted, 62 per cent of Woolworths staff voted “yes” to approve the agreement, and 38 per cent voted “no” to not approve the new working conditions.

The result means it was a majority “yes” vote.

Know the news with the 7NEWS app: Download today

A Woolworths spokesperson has confirmed that the agreement — detailed in full at the bottom of the page — will come into effect from October 21, 2024, provided it’s approved by the Fair Work Commission.

The representative also said increased pay rates will take effect from July 1 of this year.

Despite losing the vote, the Retail And Fast Food Workers Union (RAFFWU), who opposed the agreement, have discouraged its members from walking off the job.

In an email written by members of the RAFFWU Woolworths Bargaining Team, which has been leaked to 7NEWS.com.au, the union celebrated the fact that more than 35,000 members — or 38 per cent — opposed the agreement, describing it as a national record.

But it said that it was “important” that members not take any action while the RAFFWU considers its next steps.

“Members have run the largest ever campaign for a better agreement in Australian history. Well done to every member who moved heaven and earth in our fight for a fairer agreement,” the email reads.

“Unfortunately, the vote result has been declared as a NO vote of 38 per cent of those who voted. This is 35,998 no votes - an Australian record.

“Of course, this means the result declared by CorpVote for Woolworths is a yes vote of 62 per cent. CorpVote has said 94,754 of 124,590 voted or 76 per cent. This is much more than in 2019 when only 62 per cent participated. Last time, only 6.5 per cent voted No. We have increased the No vote by 500%! The ballot declaration is attached.

“It is important that for now members cease any industrial action they had in place. We do not concede we cannot take action, but to be safe we are stopping action as of now.

“We are now considering what steps we need to take. We have so many reports of misrepresentations, pressure and other concerns that we will carefully assess how we put relevant evidence to the Fair Work Commission when Woolworths applies for approval of the agreement.”

In the correspondence, the union addressed claims that some members had experienced difficulty voting.

“We have received reports workers tried to vote, only to be blocked because CorpVote had them registered as already voted. We need you to get in touch with us if this happened to you or someone you know,” the email continues.

“RAFFWU isn’t going anywhere and we will continue to be the fighting union for all Woolworths workers. The 36 per cent NO vote is a massive outcome - not what we wanted but a far bigger concern for Woolworths and SDA than they could have imagined just a few weeks ago.

“We have not given up on a fairer deal - we will assess the case we can run and we need evidence from members to put our best case forward. “

Members were then encouraged to take the union’s survey or contact them with more information.

What Woolworths workers will get

A Woolworths spokesperson told 7NEWS.com.au about the result, saying: “Subject to approval from the Fair Work Commission, the new agreement will take effect from 21 October 2024 (or the first full pay period at least 7 days after the agreement is approved by the FWC).

“However, Woolworths has previously confirmed that the increased pay rates under the agreement will take effect earlier than required and from 1 July 2024.

“The agreement includes:

• Passing on in full the 3.75 per cent increase to base rates of pay ordered by the FWC in 2024 as well as provisions for the base rates of pay to increase in 2025, 2026 and 2027 at the percentage increase ordered each year by the Fair Work Commission as part of the Annual Wage Review;
• The opportunity to work a four-day week for team members;
• The opportunity to work across our brands, e.g. Supermarket team members can work in a Metro store;
• Increasing minimum part time contract hours from 10 to 12 hours a week; and
• 10 days compassionate leave for the death of a spouse, de facto partner or child.