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Pembroke agreement delivers South Australian school firsts

(A must read for every member)

Pembroke School employees have secured significant new family-friendly, reproductive health and long service leave conditions through collective bargaining.

You can read the new agreement at: Pembroke School Enterprise Agreement 2026 – 2029

The proposed Enterprise Agreement provides meaningful support for employees managing reproductive health, welcoming a child, building a family, experiencing pregnancy loss or dealing with family and domestic violence.

Up to 10 days paid reproductive health leave (First in SA Schools)

In an SA School first a major gain is the introduction of up to 10 days paid reproductive health leave each year under Clause 9.9.

The entitlement applies to employees other than casual employees and is provided on a pro-rata basis for part-time employees. Leave may be taken in full days, part-days or hours. It is non-cumulative and does not carry over from year to year.

Reproductive health leave may be used for circumstances including:

• fertility treatment (including IVF and ICSI)
• egg or sperm retrieval and embryo transfer procedures
• related medical appointments (including specialist consultations, scans and blood tests)
• unsuccessful fertility treatment cycles
• medically required recovery associated with the above
• pregnancy related illness or medical appointments
• attendance at appointments or procedures as a non-birthing parent, partner or intended parent (including surrogacy arrangements)
• medically diagnosed reproductive health conditions, including Endometriosis and Polyendocrine Metabolic Ovarian Syndrome including for the purpose of obtaining medical assessment, investigation, diagnosis and ongoing treatment
• symptoms associated with perimenopause or menopause where these significantly impact an Employee’s capacity to attend or perform work
• preventative reproductive health care including screening (e.g. breast, cervical, prostate)
• contraception and hormone therapy
• assisted reproductive health procedures
• vasectomy procedures and associated recovery
• supporting a partner for any of the above. The School may approve leave for other comparable reproductive health circumstances on a case-by-case basis.

Reasonable supporting evidence may be required, such as a medical certificate or confirmation from a registered health practitioner. Importantly, the School must adopt a supportive and confidential approach that recognises the sensitive nature of reproductive health matters.

21 weeks paid parental and adoption leave (Highest quantum in SA Schools)

Under clause 9.1, an eligible employee who is, or becomes, the primary carer of a child within 24 months of the child’s birth or placement will receive the first 21 weeks of parental or adoption leave on pay.

Payment is based on the employee’s substantive full-time equivalent fraction immediately before commencing leave. Paid leave under this clause also counts as service when calculating long service leave.

Protection following a stillbirth

Under clause 9.2, an employee who qualifies for paid parental or partner leave remains entitled to that leave following a stillbirth.

The employee can if they choose to elect to cancel the leave by giving the School four weeks’ notice. The clause also preserves access to compassionate leave under the National Employment Standards and any other applicable statutory or agreement-based leave.

This provision recognises that employees experiencing a stillbirth require compassion, financial security and the freedom to make decisions based on their own circumstances.

Miscarriage leave

Under clause 9.3, an employee who experiences a miscarriage is entitled to up to two weeks’ miscarriage leave.

For this purpose, miscarriage is defined as the loss of a pregnancy before 20 weeks’ gestation where the child is not born alive. A non-birth parent remains entitled to compassionate leave under the National Employment Standards.

The School may also approve the use of accrued annual or personal leave where additional time is required.

This dedicated entitlement recognises the significant physical and emotional effects of miscarriage and the need for employees to have appropriate time away from work.

Paid leave for foster carers (Best in SA Schools)

The agreement delivers a substantial new entitlement for employees becoming foster parents.

Under clause 9.4, a non-casual employee who becomes the primary carer of a foster child through a long-term placement is entitled, from the time the child enters their care, to:

• 21 weeks’ paid foster-parent leave where the child is under five; or
• four weeks’ paid foster-parent leave where the child is five or older.

This recognises the considerable responsibilities involved when a child enters long-term foster care. It provides foster carers with meaningful paid time to support the child’s transition and establish a safe and stable family environment.

Breastfeeding and lactation support (Best in SA Independent Schools)

Under clause 9.10, an employee returning from parental leave who wishes to continue breastfeeding or expressing breastmilk may take reasonable lactation breaks in addition to their lunch break.

Employees should be provided with suitable facilities for breastfeeding or expressing milk. By agreement with the School, an employee may also return home or attend another location during a lactation break.

These protections make it easier for employees to return to work while continuing to breastfeed or provide expressed milk to their child.

Stronger family and domestic violence protections

Under clause 9.8, all employees, including casual employees, have access to 10 days’ paid family and domestic violence leave each year in accordance with the National Employment Standards. The entitlement is available in full of the commencement of employment and does not accumulate from year to year.

The agreement strengthens this protection by providing that information disclosed by an employee must be handled confidentially, sensitively and respectfully. The School must also take reasonable steps to ensure that leave, payroll and payslip records do not disclose the nature of the leave or compromise the employee’s privacy or safety.

Leave may be taken in full days, part-days or hours to deal with the effects of family and domestic violence, including:

• attending legal proceedings;
• accessing police or support services;
• attending counselling or medical, financial or legal appointments;
• relocating or securing safe accommodation;
• making safety arrangements for the employee or their children; and
• supporting an immediate family or household member experiencing family and domestic violence.

Where more time is required, the School may, at its discretion, provide up to an additional five days paid leave each year.

Access to long service leave after seven years

The agreement also improves access to long service leave.

Under clause 11, an employee who has completed seven years’ continuous service with Pembroke School may access long service leave based on the employee’s accrued service at that time.

This entitlement operates in addition to the protections provided by the Long Service Leave Act 1987 (SA). It means eligible employees will not have to wait until completing ten years’ service before taking the long service leave they have accrued.

Earlier access gives employees greater flexibility to use their long service leave for rest, recovery, caring responsibilities or other important life circumstances.

A substantial package of improvements. Together, these clauses deliver important protections for Pembroke employees and their families.

These conditions provide practical support at some of the most significant and challenging times in employees’ lives. They also demonstrate what employees can achieve by acting collectively through their union.

Strong membership delivers better conditions that support employees, children and families.

^{22 September 2026}