Latest news

Salaries – what are you bargaining on?

When assessing how green the grass is from this sector update, you can gauge conditions as well as salaries, but of course there can be a lot of information to compare and understand.

To assist members with salary comparison, we present a summary table below. This table will have variations after publishing as negotiations are in constant flux, so this is meant to be a reference snapshot to assist you with an overall picture of what is happening.

Read on below to see what is happening in more detail around the sectors.

St Peter’s Girls

Following our EA update on the St Peter’s Girls Enterprise Bargaining in our October/November edition of Class Action (read here: https://ieusa.org.au/ea-update-around-the-sectors ), the EA has been voted up and is currently with the Fair Work Commission for review and approval.

St Peter’s Woodlands

The school sought to commence bargaining in Week 2 of Term 4, which was earlier than anticipated. IEU(SA) agreed to the request. There have been 3 meetings so far. A newly endorsed IEU(SA) Rep has joined IEU(SA) Industrial Officer Emma Johnson at the bargaining table, as well as one of the Independent Bargaining Reps who has subsequently become an IEU(SA) member. Emma has been leading the negotiations and outlines the key information from the bargaining below.

Some key agreements include:

1. Backpay on expiry of the agreement
2. Increase of camp allowance from $120 – $200 per night plus an agreement for one day of TOIL for 4-day camps.
3. Gender neutral paid partner leave
4. Paid partner leave to be increased to 10 days (from 5).
5. Super to be paid on parental and partner leave.
6. 2 days Family / Special events leave
7. No minimum time required to take paid domestic violence leave
8. ESO redundancy being capped at 16 weeks instead of 12
9. ESO strengthened role review clause
10. Additional clauses for flexible work arrangements, right to disconnect, union delegates rights and general union related rights.

Matters that remain outstanding:

• Pay rise
  • The School has offered 4%, 3%, 3%, 3% with the agreement that if the Department wage increase is higher in their new negotiated agreement, the school will provide an increase no less than the department.
  • The Union countered with 4%, 4%, 3.5%, 3.5% – the School has rejected this offer and maintained their initial pay offer.
• Confirmation of workload in the agreement:
  • The union seeks confirmation of:
    • 197 attendance days. The school has said they will only confirm 200 attendance days (which is 3 days higher than currently been performed by staff).
    • Full time face to face teaching loads codified in the agreement. The school said they will calculate the amount and come back to us.
    • Non-instruction time, to be defined – school agrees to guarantee a minimum of 6 x 45-minute Non-Instruction Time (NIT), but staff are currently receiving 7.

• Other matters that remain unagreed include:
  • increase in personal leave: IEU asked for 12 days instead of 10 which has been rejected by the school.
  • Casual loading increased for ESOs from 20 – 25%.

Please speak to your Rep Mark De Laine if you have any questions or reach out to your Organiser Priscilla Corbell Moore or Industrial Officer Emma Johnson.

St Johns Grammar School

On Tuesday 25 November, after over two months of bargaining, we received the employer response to our log of claims.

The Employer has made a monetary offer of 3.5%, 3% and 3%.  Members have counter offered with 6%, 5%, 4%.

Other items the employer has offered:

• Camp allowance an increase from $120-$125 or $160 for camps where own food is required to be purchased
• HAT Allowance of $5,000 to increase with salary increases
• Lead Teacher Allowance $10,000 to increase with salary increases
• Super to be paid same day as salary
• ESO redundancy Cap to increase to 16 weeks – agreed
• Recognition of OS teaching service – agreed
• Delegates rights clause
• Superannuation to be paid on paid parental leave

There are a still large number of claims still to be agreed, with workload discussions being an ongoing issue.  Members have let the employer know the priority of accessing LSL after 7 years, and also a reduction in service from 2 years – 12 months to access paid parental leave.

Please reach out to your union delegates Meredith Young and Alyssia Angilletta-Hardy, your organiser Juliet Fuller or Industrial Officer Emma Johnson if you have any questions.

Walford Anglican Girls

On 26 November 2025 the union provided the full endorsed log of claims from members (previously only a portion had been endorsed).

The employer also provided a partial reply. Their current offers include:

1. A 3% increase in pay from the first full pay period after 1 February 2026 while bargaining continues.
2. That the current camp allowance remains the same, but that a higher camp allowance of $250 per night be added for camps Friday – Sunday.
3. The current HAT and LT Allowance be increased with the % pay increase agreed.
4. Have provided a response to workload requests by way of a workload policy.

There has been an ongoing discussion in relation to workload. The union had a large number of claims in relation to workload and the school is proposing it get sorted through a workload policy rather than in the EA.   This remains in contention.  The school has put the draft workload policy out to members and staff to review and the union seeks feedback from union members in relation to policy and what are the priorities for members to be included in the EA.

At this stage there has not been a wage offer from the school. We are hoping to receive that at the last meeting being 8 December 2025.

Please reach out to your union delegate Emily Button, EA reps Kate Fisher, Sonya Carroll and Carmen Beaton, IEU Organiser Brian Horan or Industrial Officer Emma Johnson if you have any questions.

Pedare Christian College

Salary offer from the school is 4%, 3.5%, 3.5% and the union’s counteroffer is 6%, 6%, 6%

There have been a large amount of in principle claims agreed.

Matters that are outstanding and remain important for members are:

• Increasing Class sizes
• Extracurricular activities including preparation time and travel time
• Face to face time home group to be included as a part of teacher load
• Camp Allowance / Toil – the members have asked for $200 per night or 2 NIT per night, the employer has offered $125 per night.

The next meeting is Thursday 4^th of December 2025.

Emma will be drafting and sending out a workload survey shortly, please keep an eye out for that.

If you have any questions, please reach out to your union delegates Kai Benyk, Jennifer George, bargaining representatives Christopher Bond, Raelene Lyon and Sarah Mossel, Organiser Brian Horan or Industrial Officer Emma Johnson.

Pulteney Grammar School Bargaining Update

The members have formed a campaign committee and are organising action.

Pulteney members have formed an IEU(SA) EB Campaign Team for the purposes of discussing issues of importance to members, making decisions on the steps to take, engaging potential members across the school, and so forth. They have had several meetings this term. Members have created flyers to share information and have started a What’s App group to facilitate communication and sharing of information. Members are highly motivated to achieve a favourable salary and workload outcome.

Having met with representatives from St Peters Girls and learning from their recent experience and success, the members are developing an action plan to win better salary, improved workload, and respect.

IEU Industrial Officer Dan Farmer has been leading the negotiations.

Negotiation Overview

Members at Pulteney are angry at their low salary, high workload, and with a school that has chosen to ignore these concerns at the bargaining table.

Recent analysis conducted by the IEU(SA) has revealed a concerning reality for teachers at Pulteney Grammar School: despite its strong public profile and long-standing reputation, Pulteney sits near the bottom of the pack when it comes to teacher salaries in South Australia’s independent school sector.

The top teaching step, Pulteney teachers receive $115,045, placing the school firmly within the Lowest Paid category of all SA non-government schools with an enterprise agreement For comparison, the highest-paying schools, including Seaview Christian College, St Peter’s College, Trinity College and Prince Alfred College, offer between $125,000 and $131,000 at their top steps which is up to $16,000 more than Pulteney

The school’s unreasonable salary payments and offer undercuts the sectors norms by thousands of dollars, fails to reflect the professional expertise of staff, and erodes the school’s competitiveness when it tries to attract and retain staff.

This deliberate salary stagnation is more than a table in an agreement, it is at real cost to educators who are delivering high outcomes, in a high expectation school environment.

Members at Pulteney are demanding a significant salary increase, that aligns them with sector benchmarks, and an enterprise bargaining outcome that respects them and values their professionalism.

Annesley Junior School

The current Enterprise Agreement has an expiration date of 31 December 2025. One IEU(SA) EB Rep has been endorsed to attend EB meetings together with IEU(SA) Industrial Officer Dan Farmer. Negotiations are underway, with 6 meetings held so far. Dan Farmer,
IEU Industrial Officer, has been leading the negotiations.

Salary is the key issue at Annesley Junior School,  the current salary offer provides for increases that are below the current inflation rate and would see member salaries decreasing in real terms (See salary table at article start).

The October ABS All Groups CPI for Adelaide is currently 3.7% and nationally the CPI is 3.8%. Rents have increase 4.2% and prices of houses increasing by 34.9% in 3.5 years.

The current offer of 3% for the next 3 years is low and unfair, and the school needs to reconsider.

St Andrew’s School

The current Enterprise Agreement has an expiration date of 31 December 2025. Negotiations have commenced and are moving swiftly. An IEU(SA) EB Rep is assisting IEU(SA) Industrial Officer Dan Farmer at the bargaining table.

The IEU has tabled a comprehensive set of claims aimed at ensuring fair workload, improved wellbeing, equity in conditions, and competitive remuneration for all staff. The key themes are outlined below.

1. Workload & Professional Responsibilities

• Right to Disconnect: Formal clause recognising employee rights not to respond to work communications outside ordinary hours unless unreasonable to refuse.
• Release Time for IEPs: Guaranteed adequate release time to develop and write Individual Education Plans (IEPs).
• Fatigue Management: Development of guidelines on working hours and fatigue within three months of EA approval.
• Release Time for Reporting: One day of release per semester for teachers to complete student reports.
• Review of Reporting Requirements: A full review to remove duplication, reduce administrative load and ensure meaningful processes.
• Yard Duty Allocation: Fair, safe and consultative roster development. Staff not to be required to undertake unreasonable duties.

2. Support for Students with Additional Needs

• Transparency of Funding: Teachers to receive written information on funding and resources allocated for students with special needs.
• ESO Presence: Requirement for at least one ESO in classes with students requiring additional support, except by agreement.

3. Enhanced Leave Provisions

4. Employment Arrangements

5. Salaries & Allowances

The Hills Montessori

After a number of productive meetings we have EA endorsement from members.

Key improvements include:

• 7.5% increase for teachers and a 6.75% increase for general staff for 2026, and 4.75% increases for all staff in 2027 and 2028.
• Increase Paid Parental Leave (PPL) from 12 to 16 weeks.
• Reduction in the time required to be back at the school before your next PPL from two years to 12 months.
• Payment of super on the paid portion of PPL.
• Credit personal leave upfront for all employees.
• Inclusion of Special Paid Family Events Leave of 1 day
• Long Service Leave (LSL) accessible after 7 years
• Support Staff Redundancy payment enhanced
• All Grade 1 classroom assistants to move to Grade 2
• Increase in camp allowance to $125 per night
• Inclusion of the Flexible working arrangement clause into the EA
• Inclusion of a Right to Disconnect Clause that is not just a reference to the Award
• Inclusion of a delegates’ rights clause and retain current Union related matters
• Extension of the non-teaching classification from 4 grades to 6 to better cover potential roles

St Peter’s College

Bargaining Progress

St Peter’s College has moved to balloting members on the employer’s proposal.  Concerns remain regarding teacher workload which has not been addressed as part of this agreement.

The proposed salary increases for next year and beyond may be less than CPI, which at the time of writing was 3.8%. (See salary table at article start)

Improvements won by members so far include:

• Union Delegate Rights: Expanded section, including training access, communication rights, and facility access.
• Additional classification step for general staff: General staff will have the ability to move to an additional salary step if performance is satisfactory
• Right to Disconnect: New clause added in 2026–29 EA establishing a formal right to refuse contact outside working hours (unless unreasonable).
• Miscarriage/Stillbirth Leave: New explicit compliance statement introduced.
• Breastfeeding/Lactation Breaks: New clause requiring reasonable adjustments and facilities.
• Family-Friendly Work Practices: New clause setting clearer expectations on flexible working arrangements.
• Superannuation Payment Frequency: Employer required to pay super fortnightly from 1 July 2026.
• Cocurricular Rate Increase: Increased from $48 to $52.96 per hour (from 2026). To be indexed in line with salary increases

• Family & Domestic Violence Leave: “Discreet application” permitted through line manager or P&C.
• Expanded types of activities included (e.g., financial advice).

Tyndale Christian Group of Schools

Negotiation Status

Negotiations with Tyndale Schools are “reaching the pointy end”, where we are trying to finalise the agreement and agree on the wording to be included in the agreement. We have recently written to the school on outstanding matters that members would like finalised — preferably by the end of the year.

Matters we are seeking to finalise include:

1. Salaries

The school offer current pays more than Department for Education (DfE) and Catholic Education South Australia (CESA). The school has previously committed to not paying less than the DfE. To formalise this guarantee, the IEU has proposed this to be included in the agreement:

2. Positions of Responsibility (PORs)

The IEU has highlighted that current POR allowances fall well below DfE Band 2 leadership allowances. For example:

• Band 0: $8,743 above Step 9
• Band 2: $17,225 above Step 9
• Band 4: $30,695 above Step 9
• Band 6: $53,195 above Step 9

We also raised concerns that many PORs do not have job and person specifications, which is a basic requirement of a transparent classification and remuneration system. The IEU has requested the employer outline clearly how these issues will be resolved.

3. Teacher Workload

Agreement has been reached on reducing teacher workload by 80 to 90 minutes per week. The school is to provide exemplars demonstrating how the proposed 90- and 80-minute workload reductions would be achieved in practice.

4. Right to Disconnect

This has been agreed, and we are working on the wording of the clause.

5. Union Delegates’ Rights

This has been agreed, and we are working on the wording of the clause.

Staff Meetings

IEU members have raised workload concerns associated with frequent and lengthy meetings. The school has committed to address this problem and suggested a semester meeting calendar.

7. Early Learning Centre (ELC) Educators

The employer previously agreed to provide two hours per week of administration time. We have requested written wording for inclusion in the agreement.

9. Breastfeeding and Lactation Breaks

The employer supports the clause but objects to allowing employees to go home for these breaks. We have asked for their proposed wording.

10. Reproductive Health Leave

Agreement has been reached on an abridged reproductive health provision

11. Support and Administration Staff (SAS) Classification Structure

IEU members are extremely disappointed that the promised review has not been completed. As this work was required under the previous agreement, we have requested:

• a clause detailing the terms of reference,
• scope, and
• timeline for completion.

This issue is becoming increasingly urgent.

12. Personal (Sick) Leave

The employer is considering the IEU’s revised claim for increased sick leave for staff who work in the ELC and special education. We have requested a clear response.

Woodcroft College

Four meetings have been held.

Members feel strongly about a number of claims including:

• A salary claim of 6.5% (2026), 5.5% (2027) and 4% (2028)
• Tutor group (home room) counted towards the face-to-face lesson load
• A Teacher Workload Agreement which sets out key workload parameters with Teachers to vote on it

We now have a response to our claims.

• Salary:
  • 2026: 3.75%
  • 2027: 3%
  • 2028: 3%

This would leave a top step teacher on $130,966 by the end of the agreement.

Further responses are not agreed, partially agreed or agreed per the listed below:

Not Agreed

• Inclusion of Tutor group (home room) into lesson load – Not agreed
• Inclusion of a Teacher Workload Agreement – Not agreed
• Cap on after hours events – Not agreed (but with a commitment to clarify which ones are voluntary)
• Class size reduction – Not agreed
• Practical class size reduction – Not agreed
• Reproductive Leave – Not agreed
• Family Special Events Leave of 2 days – Not agreed
• Overseas camps to be included in camp entitlements – Not agreed
• Partial redundancy provisions that Teachers receive to apply to Professional Staff – Not agreed
• Paid Parental leave increased to 18 weeks – Not agreed (further discussion that moving from the current 14 weeks to 16 weeks would probably get member endorsement)

Partially Agreed

• Camp allowance increased from $100 to $150 and TOIL of 1 day – Partially agreed (Increased to $125 and payment for each night) Not agreed is the TOIL claim but a compromise of ½ day TOIL was discussed
• Paid partner leave to increase to 15 days – Partially agreed (increase from 5 days to 10 days)
• Right to Disconnect – Partially agreed (subject to wording)
• Attendance at camps voluntary – Partially agreed (that attendance on camp is expected and there be 1 year level camp per year)

Agreed

• Long Service leave access after 7 years – Agreed
• Redundancy payment for Professional Support Staff to cap at 16 weeks (rather than reduce to 12 weeks after 10 years of service) – Agreed
• Workplace Delegates clause as tabled – Agreed
• Consultation committee changes so that ELC staff are represented and there is equal staff and management and the IEU representative is included by default – Agreed
• Attendance at Learning conversations to be pro-rated for part time staff – Agreed

Investigator College

Members met to discuss with IEU Organiser and Branch Secretary Tim Oosterbaan about the employer offer. A survey has been distributed to members for their views about whether what is currently on offer is acceptable.

The main sticking points appear to be salary with members indicating that that the current offer of

4% (2026), 3% (2027) and 3% (2028) is not quite good enough.

The other major issue indicated by members is the inclusion of teacher workload. Members believe that at least the current face to face teaching time should be included. The school has indicated that those weekly amounts are currently 24.12hrs for Jr school teachers and 22.67hrs for Snr school teachers.

The employer has agreed to the following IEU member claims:

• Pay day super – from commencement of the agreement
• Recognising overseas teaching experience
• 2 days Special Family Events Leave
• Positions Of Responsibility minimum release time
  • POR 1: 2 lessons
  • POR 2: 6 lessons
  • POR 3: 10 lessons
  • POR 4: 12 lessons
• Inclusion of Right to Disconnect
• Right to representation for IEU Officers at meetings that impact employment
• Paid Partner Leave to increase to 10 days
• Superannuation to be paid on Paid Parental Leave

Sunrise ELC and Schools

Bargaining continues for the schools Enterprise Agreement (EA). It has been agreed that the ELC EA negotiations are paused while the school matters are agreed and then what has been agreed will be transferred to the ELC negotiations.

At the last meeting IEU members from Country schools presented the reasoning for including country incentives into the EA. They spoke eloquently about their own struggles to afford removal and rental bonds and how that is a barrier to people moving to the regions. They highlighted the differences offered by the Department for Education and those on offer from Sunrise. The fact that it is not transparent what those entitlements are is also problematic and members at the two country Sunrise schools want that consistency and clarity.

The employer maintains that they wish to match the percentage increases from the Department for Education (DfE). This will mean that teachers at the top step continue to match only Level 8 of the DfE scale (not their top step of Level 9).

This and country incentives remain large obstacles for reaching agreement.

The other important matters still yet to be resolved are:

• Increase in Parental Leave payment (IEU claim is for 16 weeks increasing to 20 weeks for long term staff). Employer response is to go to 14 weeks.
• Increase partner leave to 10 days paid
• Make the parental leave payment gender blind so that male staff can be primary carers and receive the payment.

We have agreement on:

• Super payable on Parental Leave payments
• Days of attendance to be included in the EA (employer response is to include 200 days attendance)
• Flexible work arrangements to be included in the EA
• Workplace delegates clause to be included
• Enhancement of Union rights to communicate with staff
• Family special events leave of 2 days paid.
• Including information about Coordinators into the schedule similar to how Band 2 and HAT/Lead positions are described.

The employer wants to reduce the minimum shift for bus drivers and allow a split shift. We are not willing to agree to both of those measures. They are yet to respond with an amended claim.

We have also rejected their claim to have personal leave accrue, rather than be given up front.

The employer also wants Special Authority to Teach Teachers to commence on step 1. The IEU is assessing the impact and would only consider agreeing if those teaching days are counted towards progression after they become fully qualified.

We have agreed to allow a forced shut down for OSHC staff.