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In an ongoing process, IEU Organisers and Industrial Officers, alongside IEU members on bargaining teams, are actively engaged in the negotiation of many Enterprise Agreements (EAs) across the sectors.

This update provides you, as a member, with a clear view of what’s happening: it might be your own school’s EA negotiations or developments in other schools.

It’s important for members to consider the changes and proposals outlined here. If your school isn’t currently in bargaining, this update may help inform future Log of Claims at your school.

Seymour College

Agreement Wrapped

Seymour College has now proceeded to a staff vote on the proposed EA following an extended bargaining process in which IEU members have secured key improvements, including:

• Improved Salaries: 4.0% in 2025, 3.5% in 2026 and 3.5% in 2027. A Top Step Teacher will earn $124,099 in 2025, rising to $132,938 by 2027—placing Seymour among the top-paying independent schools in South Australia (SA).
• Back Pay: to 1 February 2025 (if voted up on first attempt).
• Parental Leave: Increased to 16 weeks.
• Toileting Allowance: $500 per year (excl. Early Years) for staff supporting students with toileting needs.
• Other Inclusions:
  • Early Career Support Structure
  • Breastfeeding clause
  • Recognition of overseas teaching experience
  • Structured mentoring for new teachers
  • Long Service Leave (LSL) access for single-day special leave
  • Early Years enhancements through member advocacy

We thank all members who contributed to this outcome.

Issues

Despite strong gains, some concerns remain unresolved:

• Definition of NIT: The College insists Non-Instruction Time (NIT) may “at times” involve supervision. The IEU maintains NIT must protect time for preparation and planning with only limited exceptions. The College will not consider further changes this round.
• Toileting Allowance Conditions: Clause 50.3 requires an annual healthcare plan to trigger payment. We’ve raised the risk of unfair impact if families don’t provide documentation. The College maintains the allowance is payable.
• Support Staff Resignation Notice: The proposed agreement increases notice from 2 to 4 weeks for support staff in their second year and beyond. The IEU does not support this change but the College has included it in the final version.

Next Steps

The College has now put the proposed agreement to a vote.

St Peter’s Girls’ School

VOTE NO to the Employer’s Agreement

IEU members at St Peter’s Girls’ have been disappointed by the School’s decision to proceed to a staff vote on their proposed EA, announced with less than a day’s notice and without the agreement or endorsement of the Union.

This move undermines the bargaining process and disregards the serious concerns raised by staff throughout negotiations, which have taken place for over a year. The ballot is expected to open Friday 8 August.

The IEU is urging all members to Vote No, continue planned protected action, and speak with colleagues to do the same.

What members can do:

• Take Action: Continue not attending rostered lunch and recess duties between 31 July and 14 August
• Vote NO to the employer’s agreement
• Talk to colleagues—especially non-members—about what’s at stake

Why Vote No?
The employer’s proposal fails to deliver fair, enforceable conditions:

• Falling Behind on Pay: By 2027, real wages will only just return to 2014 purchasing power, leaving staff 14 years behind.
• No Enforceable Workload Protections: The School has refused to include binding clauses on face-to-face or non-contact time. Instead, workload provisions remain in policy, able to be changed without notice or consultation, as already occurred with the recent reversal of the Teacher Workload Guidelines.
• Conditions Removed or Denied:
  • No support provisions for complex class profiles
  • Parental leave not recognised as service
  • Refusal to pay Temporary Relief Teachers (TRTs) at Step 5
  • No commitment to Early Career Teacher supports
  • No toileting allowance for staff performing these duties

This is not a fair deal for staff. The IEU remains open to continued negotiation to deliver a genuine agreement; one that values your work, provides real protections and supports quality education.

Pedare Christian College

Bargaining Update: Building Momentum for a Fair and Modern Agreement

IEU bargaining at Pedare continues with strong progress across a range of important claims. Since the IEU served its Log of Claims in May, multiple meetings have been held where parties have clarified positions and explored common ground.

Wins So Far: In-Principle Agreements
We’re pleased to report in-principle agreement on a growing list of IEU claims, including:

• Parental Leave Enhancements:
  • 16 weeks paid leave (gender-neutral)
  • 10 days paid partner leave
  • Paid leave to count as service
  • Super paid on parental leave
• Support Staff Improvements:
  • Review of the outdated classification structure
  • Four to five weeks’ notice on termination
  • Uninterrupted meal breaks or overtime if not provided
  • Time Off In Lieu (TOIL) at penalty rates
  • Minimum 3-hour shift for casuals
  • Commitment to first aid training during term time
• New Allowances and Entitlements:
  • $750 toileting allowance (counter to union’s $1,000 claim – still under discussion)
  • Camp/overnight allowance under review (union seeking $200 per night or TOIL)
  • Agreed expansion of LSL to allow access during previously restricted weeks
  • Superannuation to be paid with each pay cycle from the new agreement onward (payday super)
  • Highly Accomplished Teacher (HAT) and LEAD allowance to be at least Department for Education (DfE) level
• Policy and Culture Improvements:
  • Fatigue Management Policy to be developed during the agreement term
  • IEU right of representation clause tabled and under College consideration
  • Risk assessments, parental behaviour, and tech-facilitated harm claims acknowledged as worthy of further College consideration

Outstanding Issues
Negotiations are ongoing for several key claims:

• Workload and Teacher Release Time: A suite of workload protections, including face-to-face limits, release time, and support for early career teachers, remains a priority. We will be raising workload in our next meetings.
• TRT Pay Equity: The College has offered to pay TRTs at Step 5 for the first four days of work only if they are already on Step 5. The union is considering this offer, advocating for full pay parity.
• Compassionate Leave: The College has proposed expanding compassionate leave to three days per occasion, plus one day for non-immediate family. The union is reviewing the wording.
• Casual and General Staff Conditions: The College has proposed removing a clause related to certain casual employment limits. This is under union review to ensure no unintended impacts. If you are impacted by this, please let us know.

Next Steps
The next bargaining meetings will focus on the remaining workload, classification, and salary issues, areas where member advocacy will be essential. Member involvement is powering progress.

Walford Anglican School for Girls

Bargaining is about to begin, and it’s time for you to get involved!

We’ve been notified that bargaining at Walford will officially commence on 27 August 2025. This is your opportunity to shape the future of your working conditions.

Your IEU Organiser, Brian, will be onsite Friday 15 August to connect with members and help develop our Log of Claims. This Sub-Branch meeting is your chance to raise the issues that matter most—whether it’s workload, pay equity or professional voice.

Stay tuned for upcoming meetings, surveys and opportunities to contribute. Your voice will help set the agenda.

St Johns Grammar

Bargaining Kicks Off – Have Your Say!

We’ve received confirmation that bargaining at St John’s will begin in Week 4 of Term 3. The Sub-Branch is already active—meeting in Week 1 to elect your bargaining representatives.

Next step? A member survey is on the way. This is your opportunity to share your priorities for the next agreement; whether it’s better conditions, workload relief or stronger support.

St Peter’s Bargaining: What’s on the Table and Where We Stand

The bargaining team has now completed four rounds of enterprise negotiations with St Peter’s College and our message is clear: we’re fighting hard for a fairer, safer and more respectful workplace.

Backed by a detailed log of claims and member-driven proposals, the IEU is pursuing meaningful improvements to salary, workload, conditions and employee wellbeing provisions.

Our next bargaining meeting will focus on the IEU’s workload claims on Non-Contact Time and Contact Time. At this point in time no items have been agreed in principle, with any offer taken back to the membership for consideration.

As negotiations progress, here is a comprehensive look at what we’ve proposed:

Salary Increases and Backpay: A Point of Principle

We’ve consistently pushed for timely wage increases with an operative date that ensures back pay if delays occur. The employer’s response? A flat rejection.

Their current offer includes annual increases of:

• 4.0% in 2026
• 3.5% in 2027
• 3.5% in 2028

Toxic Substances: A Real Issue, A Weak Offer

Our claim for a $1500 annual toxic and hazardous substances allowance indexed with salary increases acknowledges the risk faced by employees working with or near hazardous materials.

Initially accepted an allowance in principle, the school backtracked, now offering just a one-off $155 payment and a vague commitment to revisit the issue through a classification review.

Right to Disconnect

We’ve submitted a clause affirming employees’ right to disconnect from work communications outside normal hours. With the increasing encroachment of work into personal time and an always-on digital culture, we hope this will empower members to reclaim their time.

Delegates’ Rights

As of 1 July 2024, EAs must include a Delegates’ Rights clause. We’ve proposed one that reflects this legal requirement and gives union delegates the ability to represent and support members effectively. The clause is on the table, and we are waiting for the school’s response.

Family and Domestic Violence Leave.

We’re not settling for the bare minimum. Our proposal includes:

• 15 days paid domestic violence leave
• 10 days additional unpaid leave
• Flexible work options
• Inclusion of casual employees, as required.
• Confidentiality protections
• Training for staff to support affected colleagues
• Proactive safety and referral planning
• Promotion of the provision to all staff so they understand their rights.
• Solidarity leave to support those assisting victims

Employer’s Proposals

The school’s claims arrived late and include:

• Removing boarding staff provisions and taking these employees out of the agreement.
• A new performance framework focused on “professional conduct”.
• Simplified clauses aligned with Awards and National Employment Standards (NES)
• Review of operational staff classifications, proposing a new pay banding system
• Formalising flexible work processes to match the Fair Work Act

Stronger Together:  The Power of Union

Every win at the bargaining table is powered by your solidarity. Talk to your colleagues, attend union briefings, and most importantly, encourage potential members to join. Our voice is strongest when united.

To share your thoughts, contact your bargaining reps directly.

Together, we can shape a better future at St Peter’s.

Progress in Motion: At the Tyndale Bargaining Table

The enterprise bargaining process with Tyndale Christian Group of Schools continues to evolve, with a number of key matters under active discussion. While some employer claims have been supported, most employee claims remain under consideration as negotiations progress.

Employer Proposals

The employer has proposed a three-year salary increase schedule: 4% in 2025, followed by 3% in both 2026 and 2027. They have also suggested a calendar year change beginning in December 2026, which would alter vacation care and working weeks for Early Learning Centre (ELC) staff.

IEU Claims Under Consideration

A significant number of employee claims are still being reviewed by the school. These include:

• Workload and Classification: The school has acknowledged the need to review the SAS Classification Structure and is working on a revised model. Administration workload has been raised, with the employer requesting further examples which have been provided. Teacher workload claims have been outlined and further discussions need to be held to progress this matter.
• Allowances and Entitlements: Claims include a camp allowance of $200–$250 per night, toileting and travel allowances, and a $900 annual first aid allowance. Most of these remain under active consideration.
• Leave Improvements: The IEU has put forward proposals for enhanced leave entitlements, including expanded bereavement, parental, reproductive health, and domestic violence leave, along with improved provisions for long service leave and lactation breaks. Most of these are still being reviewed.
• Work-Life Balance: Proposals such as a “right to disconnect” clause, capped teaching loads, additional NIT time (particularly for ELC staff), and strengthened fatigue management provisions have been tabled.
• Equity and Inclusion: The IEU is advocating for gender-neutral agreement language, gender pay gap analysis and a pay equity action plan—measures supported by evidence of inequity and sector benchmarks.

Next Steps

While a number of claims have not yet been finalised, the IEU continues to engage constructively with the school. The IEU remains committed to securing meaningful improvements for all employees particularly around workload, classification and TOIL/Overtime. Union Sub-Branch meetings are being held across the three campuses with the focus being on the IEU’s Log of Claims and the School’s responses.

We encourage all members at Tyndale to stay informed and engaged as negotiations continue. Your voice matters.

Sunrise Christian Schools

Bargaining has commenced for a multi-enterprise agreement which covers all the Sunrise Schools. The IEU bargaining team, consisting of Tim Oosterbaan (IEU Branch Secretary) and three IEU members, presented the Log of Claims. Highlights from the claim include:

Family Friendly conditions

• Increase parental leave payments from 10-14 weeks to 16 weeks (20 weeks for those employed more than 5 years)
• Increase paid partner leave from 5 to 10 days
• Remove reference to females so that anyone who has caring responsibilities for a newborn has the right to paid leave
• Payment of Super on all paid parental/partner leave
• Personal leave to be provided up front for all staff
• Family special events leave of two days

 Country Incentives

There are a number of policies or initiatives that are currently active at the country school sites that we seek inclusion into the EA.

Teacher Workload

• Days of attendance to be recorded in the EA at the current number of days
• Full time load codified by current face to face teaching loads
• NIT be defined and a minimum set at the current rates

Right to Disconnect

• Clear definition that takes into account teachers hours of work

Delegates and Union Rights

• Union training
• Union communication treated as confidential
• Right to post on union noticeboards by IEU official and school Representative

Sunrise Christian ELC

Bargaining has also commenced for the separate Sunrise Christian Early Learning Centre (ELC) EA. The agreement is quite similar to the Sunrise Christian Schools EA and so our claims are the same. The IEU are the only bargaining representative present during this bargaining. We have presented our log of claims and after the cancellation of our second meeting are expecting a written response from the School to our claims.

Hills Montessori

Member engagement continues in the form of a survey to staff and Sub-Branch meeting which has helped to develop a draft log of claims. This will be endorsed by members shortly, but discussions included parental leave, right to disconnect, IEU Rep/Delegates rights, Camp Allowances, Family Special Events Leave, Teacher Workload and Salary.

Indie School

Enterprise bargaining is well advanced and there remains some further items to be agreed.

Teachers at Pulteney: Bargaining for Justice, Equity, and Respect

Members at Pulteney Grammar School are engaged in a determined round of enterprise bargaining aimed at securing improved conditions that reflect the realities of teaching. The claims tabled are not just about entitlements, they are about restoring work-life balance and recognising our professionalism.

Leave Provisions That Reflect Life

The IEU’s claims call for expanded and flexible leave entitlements. The IEU is seeking:

• Pro-rata access to Long Service Leave after 7 years, and the flexibility to take it in daily increments.
• Five days of Special and Family Events Leave, covering key personal milestones and family responsibilities.
• Additional Personal Leave (15 days per annum) to reflect the growing complexity of work and health pressures.

Paid parental leave has also been prioritised, with claims for 20 weeks gender-blind leave, no qualifying period, full superannuation contributions, and access to leave in the event of stillbirth or miscarriage. This is about providing humane, modern support to teachers at critical life moments.

Workload and Wellbeing: A Tipping Point

Teachers are demanding changes that address unsustainable workloads. Key claims include:

• Defined maximum teaching loads:
  • 18 hours per week for Secondary teachers
  • 20 hours per week for Primary and Preschool
• Increased Non-Instruction Time (NIT) to support preparation, marking, and curriculum development.
• Protected, uninterrupted meal breaks and the introduction of fatigue management protocols.

The IEU is also seeking formal provisions for:

• The Right to Disconnect, mirroring award standards.
• Voluntary participation in co-curricular activities, with appropriate recognition or compensation for out-of-hours work.
• Clarity around teacher duties, ensuring that face-to-face teaching is appropriately defined and supported.

Gender Equity and Safe Workplaces

The IEU has called for the integration of gendered WHS assessments, clear policies on positive duty compliance, and protection against technology-facilitated sexual violence. These claims reflect the union’s broader strategy to embed gender equity and respectful workplace practices into the foundations of every enterprise agreement.

Recognition Through Fair Pay and Career Structure

The IEU’s teacher claims include:

• Formal recognition of Highly Accomplished and Lead Teacher roles.
• A transparent, modernised classification system to support career progression.
• Enhanced Positions of Responsibility (POR) provisions, including structured release time, improved pay, and workload safeguards.

The IEU members are standing firm to ensure their voices are heard and their work properly valued.

Annesley Junior School

The school has issued the Notice of employee representational rights (NERR) and the first meeting date has yet to be confirmed. IEU members have met to discuss preliminary claims and who will represent the Sub-Branch at enterprise bargaining negotiations.