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IEU Organisers and Industrial Officers, along with IEU members on bargaining teams, are actively involved in negotiations and bargaining of many Enterprise Agreements (EAs).

This update gives you, as a member the chance to see what is happening either in your school EA negotiations, or, what is being negotiated at other schools.

Importantly, members should be taking note of changes or additions discussed here that could be proposed for bargaining in a future Log of Claims for your school EA.

Harvest Christian School

EA negotiations are due to begin by 30 September 2025. As Harvest Christian is now part of the Tyndale Group, there has been a suggestion that a Memorandum of Understanding (MOU) could be used before bringing them into the Tyndale EA at the next round of bargaining. We will work with members to get their views and work towards the best outcome.

Sunrise Christian Schools and Early Learning Centre (ELC)

Sunrise Schools applied to the FairWork Commission (FWC) to bargain for one agreement to cover their metro schools and those in Naracoorte and Whyalla. The approval from the FWC was delayed and this didn’t allow the first meeting to occur. Having now received the approval the first meeting is scheduled for July 3, at which time we will lodge our Log of Claims.

The ELC’s will bargain separately and will also meet for the first time on July 3 where we will also lodge our Log of Claims.

Priority for members are: workload matters, country incentives, parental leave payments and salary.

The Hills Montessori School

Bargaining is due to begin at the end of June 2025. We are working with members to develop a Log of Claim.

Suneden Specialist School

The Suneden EA was voted up and is awaiting approval from the FWC. The new EA gives staff minimum salary increases of 4% in 2025 (already paid), 3.0% from February 2026 and a further 3.0% from February 2027. Other significant changes are:

• Non-teaching staff at Grade 2 and Grade 3 have higher increases of between 4.3% to 5.6% for 2025, which again have been passed on.
• Increases to the Temporary Relief Teacher (TRT) rate to Step 5 (for anyone with more than 2 years’ experience), which would be a current daily rate of $468.81
• Increase of Paid Family and Domestic Violence leave from 10 to 15 days for all employees.
• Superannuation payable on all Paid Parental Leave.
• Introduction of Family Special Events Leave of 2 days per annum.
• Right to Disconnect clause as per the relevant Awards.
• Notice period for non-teaching staff has been reduced from 8 weeks to 4 weeks.
• All permanent and fixed term non-teaching staff can now elect to have their salaries spread evenly throughout the year.
• Bus driver ordinary maximum hours of work per week as been reduced from 38 hours to 37.5 hours. This could lead to a slight increase in fraction and any overtime rates will now apply after 37.5 hrs of work, rather than 38 hours
• Delegates Right’s clause including 5 days of training in the first year and 2 days of training in subsequent years per 25 employees. This will allow members to maintain at least two reps who can access training.

Saint Peter’s Girls School –

Survey Results Shape Updated IEU Offer

IEU members at St Peter’s Girls have again demonstrated their commitment to a better deal, with close to a 90% response rate participating in the latest bargaining survey. These results have directly informed the IEU’s updated counteroffer to the School, which we believe is an offer grounded in the practical needs and clear preferences of staff.

Member Survey Highlights

• Workload– the majority of members supported:
  • a compromise model where key workload protections are in the EA and the remainder sit in a negotiated Teacher Workload Agreement.
  • Retaining the 30-hour maximum position for Co-Curricular
  • Accepting the school’s position on after hours events (12 hrs) and compliance hours (4 hours).
• Pay Frequency
  • The vast majority of respondents accepted the shift to fortnightly pay by 28 February 2027, allowing the IEU to shift focus to securing wins in more contested areas.
• Pay Offer and Action
  • An overwhelming 97.5% of members rejected the School’s current salary offer.
  • When asked about preferred alternatives the vast majority supported action for a strong counteroffer from the IEU.
  • Backpay to 1 February 2025 was deemed non-negotiable by 96% of respondents.

Updated IEU Offer

The IEU has now made a revised formal offer reflecting members’ views, summarised here:

• Salary Counteroffer:
  6.5% (2025), 5.5% (2026), 4% (2027) – back paid to 1 February 2025.
• Workload
  • EA-protected Workload Structure: Key definitions and a change mechanism embedded in the EA, with additional detail in a standalone Teacher Workload Agreement.
  • 30-hour co-curricular cap (down from the school’s 40).
  • Acceptance of 12 hours for after-hours events and 4 hours compliance.
  • Inclusion of teacher supports (extra non-contact time) for students with complex needs and testing responsibilities.
  • Camp Allowance: Maintained at $130 per night with no indexation.
  • Inclusion of a Right to Disconnect policy to clarify expectations around contact outside school hours.
• Equity and Leave
  • Expanded paid parental leave to 16 weeks and partner leave to 10 days.
  • Superannuation on parental leave, reproductive health leave, and improved flexible work arrangements pressed.
  • Support for a toileting allowance for assistants caring for students with incontinence plans.

What’s Next?

Negotiations continue with the IEU team using your voice, your votes, your surveys, and your direct action, as our driving force. Further meetings are expected to test this revised offer against the employer’s position. Stay informed. Stay united. Stay active. Your solidarity remains the key to getting an agreement all can be proud of.

Prince Alfred College

A Strong Result

The PAC EA has now been approved by the FWC and is now in operation. Members should have received both the agreed increases to their salary and the backpay to first pay period after 21 January 2025. A big thankyou goes to all those members actively involved, especially those members who put their hand up to be in the Bargaining Team.

Seymour College Agreement

Nearing the Finish Line

The IEU Bargaining Team at Seymour College has made strong progress in this round of EA negotiations. After sustained advocacy and detailed engagement, just one key matter—how Non-Instructional Time (NIT) is defined and protected—remains unresolved. While the College has declined to further amend its proposed definition, discussions on this issue continue and the union remains committed to securing appropriate safeguards for teacher workload.

Despite this final sticking point, the overall agreement is almost complete and is expected to be put to a staff vote shortly. A number of important wins have been secured thanks to the active involvement of members; particularly in the Early Years and general staff spaces.

Salary Increases and Back Pay:
Teachers will receive a 4.0% increase in 2025, followed by 3.5% in both 2026 and 2027. Top-step teachers will earn $124,099 in 2025, rising to $132,938 by 2027—keeping Seymour among the top-paying independent schools in the state. A back pay clause has been inserted to ensure salary increases are effective from 1 February 2025, if the agreement is voted up on the first attempt.

Final Matters and Next Steps:

The IEU remains concerned about the inclusion of student supervision duties within the definition of NIT. The most recent employer response maintains that such inclusion reflects operational needs. The IEU continues to advocate for NIT protections that uphold teacher planning and preparation time. Final tweaks have been made to other clauses following IEU feedback, including: minor amendments to Clause 12.2 (Consultative Committee composition), Clause 31.1 (dispute matters wording), and Schedule 2.6.4 (leadership position limits). With a final review underway, the College has indicated it is preparing to commence the access period and move to a vote before the end of term.

Pedare Christian College

Building Momentum for a Fair and Modern Agreement

Bargaining at Pedare is progressing steadily. Following the serving of the IEU Log of Claims on  May 7, both parties have now met several times. The IEU’s claim is aimed at achieving meaningful improvements in workload, equality, classification structures and professional voice across the College. At this stage of negotiations, discussions have focused on clarifying the parties’ positions and exploring areas of potential agreement. The College has also tabled its own Log of Claims and meetings have worked through key aspects of both.

Highlights from Recent Meetings
Some progress has been made on the following claims:

Parental Leave:
The College has proposed increasing paid parental leave to 16 weeks (up from 15), and agrees to make the clause gender-neutral, include 10 days paid partner leave, and pay superannuation on paid parental leave. However, it has rejected the claim for 20 weeks after five years of service and the removal of the 12-month recharge period between periods of leave.

Union Representation:
There is in-principle support for the IEU’s claim to formalise members’ right to be represented by a union official in formal employment-related meetings. The union will table wording to insert a new clause to this effect.

Workplace Safety:
A set of safety-related claims was tabled by the union, including proposals for:

• A fatigue management policy aligned with SafeWork SA
• Commitments regarding parental and student behaviour (particularly online abuse), and
• Recognition of technology-related harassment risks.

The College acknowledged the importance of these issues and committed to considering the proposals further.

Fair Conditions for ESOs and Support Staff:
The union has tabled a number of claims to improve equity and clarity for education support staff, including:

• A review of the outdated classification structure
• Guaranteed four weeks’ notice on termination (plus one for employees over 45)
• Uninterrupted meal breaks or overtime where not provided
• Penalty TOIL rates
• A three-hour minimum shift for casuals
• The introduction of an RDO system, and
• A $1,000 toileting allowance for staff performing that work.

The College is considering these proposals and has asked for clarification on some points.

Compassionate Leave:
The IEU is seeking to broaden definitions (e.g. to include “significant others”) and increase the entitlement to three days per occasion. The College has indicated openness to considering this with more flexible, case-by-case language.

First Aid Training:
Following feedback, the College has committed to providing first aid training in Week 9, Term 4, rather than during the school break.

What’s Next?
The next bargaining meetings are expected to focus on progressing key workload and pay claims. Following this, the focus will shift to workload claims, including improved definitions, release time, and protections for early career teachers.

St Peter’s College

Claims Lodged, Talks to Follow

Bargaining has commenced at St Peter’s College, with one meeting held. The IEU’s comprehensive Log of Claims reflects members’ priorities for fair conditions and sustainable workloads. Key claims include:

• Protection and Enhancement of Conditions: No reduction in conditions; all existing entitlements to be preserved.
• Nationally Competitive Pay: Improved salary outcomes, allowances, classification structures and superannuation.
• Timely Salary Increase: Next general increase no later than February 2026 with back pay if delayed.
• Safer Workplaces and Gender Safety: Addressing physical and psychological wellbeing, with specific focus on gender-based safety issues.
• Sustainable Workloads: Fair and manageable workloads across all staff roles.
• Improved Leave and Family-Friendly Policies: Enhancements to leave types including domestic violence, reproductive health leave and better flexible working arrangements.
• Job Security and Equity: Pathways to permanency and a commitment to transparent gender equity planning.

The employer has not outlined its claims but has informed that it would like to change the scope of the agreement and remove Boarding House Staff from the agreement.

The IEU sought a commitment from the employer that the operative date for the pay increase would be February 1, 2026 and if the agreement was delayed that the salary increase would be back dated. The employer rejected this proposal.

Tyndale Christian Schools

Harmonising Agreements, Seeking Progress

Bargaining has begun with two joint meetings held via Zoom, involving 26 IEU Representatives and members. Three agreements need harmonisation and we want to ensure that no member is worse off because of this process. We have written to the employer seeking clarification as to the outcome of a classification review required during the life of the previous agreement.

The employer has paid an interim pay increase of 4 % which was welcomed.

Claims include:

• Secure Conditions: No reduction in existing entitlements, agreements to reflect legislative compliance and formal undertakings.
• Fair Pay and Classifications: Competitive salaries, new and improved classification structures for a wide range of roles and a criteria-based progression model. This is includes addressing key concerns for ELC educators, ESOs working in learning support and school counsellors.
• Workload Relief:  Unreasonable and excessive workloads must be addressed with face-to-face teaching loads and non-instruction time key priorities. Claims for smaller class sizes, better support for student complexity and guaranteed access to meal breaks. Class complexity and work intensification need to be addressed.
• Leave and Wellbeing: Expanded leave including Paid Parental Leave and Reproductive Health Leave.
• Gender Equity and Consultation: A requirement for transparent reporting and staff consultation on all workplace matters.

Pulteney Grammar School

Talks: IEU Driving the Agenda

Four bargaining meetings have been held so far. The IEU has presented its claims, but the employer is yet to share their claims. At the time of writing, the IEU had just received a response from the employer to the IEU claims.

The IEU Log of Claims include:

• Conditions No Less Than Award/Standards: Preservation of all current entitlements.
• Better Pay and Structures: Competitive salaries, better allowances and job recognition.
• Collaborative Culture: A strong focus on staff voice and consultation.
• Workload, Safety and Leave: Sustainable work practices, and expanded leave to support wellbeing and life responsibilities.
• Gender Equity: Actionable plans with regular progress reports.

Wilderness School

Before Fair Work, Concerns Unresolved

The new EA is currently before the FWC.  A FWC hearing is required to determine whether the Wilderness School EA meets the Better Off Overall Test (BOOT), and if the group of employees covered by the EA has been fairly chosen.

The employer’s offer features structured pay increases over the life of the agreement:

• 2.0% from 1 February 2025
• 3.4% from 1 March 2025
• 3.75% from 1 February 2026
• 3.75% from 1 February 2027
  These increases will see Step 10 move from $117,989 in 2025 to $131,322 by 2027, and Grade 2.3 from $74,786 to $83,238.

Willunga Waldorf School

Endorsed by Staff and Approved

Staff voted in favour of the new EA, and it has now been approved by the FWC. The salary outcomes secured are:

• 5.68% from 1 May 2025
• 3.0% from 1 May 2026
• 3.25% from 1 May 2027
  This will lift Step 10 from $119,642.44 to $127,237 over the agreement period. Grade 2.3 will rise from $67,773.64 to $72,075.73.