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You might be living a distance from Adelaide, but the IEU hears your concerns.

Country Catholic schools are facing unique and pressing challenges and thanks to strong union advocacy, those voices are now being heard where it matters most.

Jane Gibson, a dedicated country teacher based in Port Lincoln, is representing country IEU members on the Catholic Bargaining Team, ensuring that regional perspectives are front and centre in negotiations.

Feedback from country-based members has been invaluable and it’s clear: workforce shortages, the complexity of distance, unique staffing profiles and a lack of targeted support are key concerns.

Our recent IEU(SA) survey confirmed what many have long known; country Catholic schools are doing it tough.

The staffing profile is distinct, with a higher proportion of Early Career Teachers and Special Authority to Teach (SAT) educators, who often face limited support and steep learning curves.

These realities are not just being heard, they are being raised directly at the bargaining table, where the need for better recruitment and retention strategies, induction support, and incentive structures is being championed by the IEU.

The IEU’s Claims

The IEU continues to advocate for fair and meaningful support for teachers working in country Catholic schools.

The IEU is seeking improvements to country incentives and conditions to attract and retain teachers, in addition to our claims for teacher workload relief, early carer teachers, and opposing the employers claim to cut the salary and conditions of Special Authority Teachers.

Summary of IEU Claims

Country Incentive Zone Allowances

All teachers in regional schools now receive a zone-based allowance according to one of four designated country zones. This:

• applies to all teachers, regardless of fraction (full-time or part-time)
• is paid fortnightly and indexed in line with teacher allowance increases in the Enterprise Agreement (EA)
• is based on the location of appointment (ie. school or preschool)
• recognises the ongoing commitment of regional educators.

Relocation and Removal Expenses

Teachers relocating for six weeks or more are eligible for significant support, including:

• Full reimbursement for return relocation costs
• Essential overnight accommodation
• Packing and furniture depreciation allowances
• Kilometre allowances to offset travel expenses

Medical and Dental Travel Support

Recognising limited local access in some areas, teachers (and their immediate families) to be able to claim reimbursement for travel and accommodation associated with essential medical and dental treatment.

Housing Support

To ease rental burden in tight housing markets, a minimum housing allowance of 25% of rental cost is available to eligible teachers.

Permanent Relief Positions

The appointment of Permanent Relief Teachers in country regions strengthens workforce stability and ensures consistent student support when regular teachers are absent.

Hard-to-Staff Bonuses

An additional incentive payment on top available on top of other allowances in selected hard-to-staff areas such as:

• Roxby Downs
• Port Augusta
• Whyalla

Country Teacher Workforce Survey – Key Findings

The IEU recently conducted a targeted survey to better understand the challenges and conditions facing teachers in country Catholic schools. The results reveal a concerning trend across the workforce, with major implications for attraction and retention.

Critical Challenges Identified

• 62.5% of schools reported having unfilled teaching vacancies
• 82% reported having staff teaching under Special Authority to Teach
• Top concerns driving low retention:
  • Lack of adequate financial incentives
  • Regional isolation and access to services
  • Limited housing and relocation support

Teacher Retention Outlook

• Only 55% of respondents intend to stay beyond 2 years
• 30% are unsure, and 15% say they won’t remain

Incentives Awareness

• 63% are unaware of any location-based financial support
• Only 4 teachers reported currently receiving such incentives

IEU(SA) Membership

• A strong 80% of respondents are already IEU(SA) members, a clear sign of collective strength and commitment to change.