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Lutheran Schools bargaining is progressing clause by clause. The parties have worked through to clause 45, although progress at the latest reported meeting was limited because the Employer’s Executive Director was an apology and the other employer representatives had not sufficiently reviewed the IEU’s claims.

There has been useful movement.

In-principle agreement has been reached on a definition of primary carer, a new induction clause, recognition of immediate family for kinship purposes, use of the term First Nations people, the model flexibility clause, reproductive health leave and flexible work options, a recall allowance and an increase in the vehicle allowance to $1.01 per kilometre.

Important matters remain parked or unresolved. These include paid parental leave, foster carer leave, stillbirth and miscarriage provisions, domestic and family violence leave, long service leave, agreement coverage, cultural leave, camp and meal allowances, and a toileting allowance.

Member feedback is shaping the next stage.

A recent survey of members showed strong support for improved camp and meal allowances. Camps require extended time away from home, additional responsibility and work beyond ordinary duties and hours.

Members have also raised concerns with the existing requirement to complete training before returning from parental leave. If professional learning is reasonably required, the IEU says it should occur after the employee returns, during paid working time, and must not delay the return. Of note is that most schools are not enforcing the requirement.

The IEU has developed specific clauses to turn claims into rights in the agreement. These include a $1.30 hourly toxic-substances allowance for employees required to use or handle hazardous materials, a student toileting allowance paid fortnightly, up to 20 paid working days each financial year for required Defence Reserve service, and paid leave for an employee who becomes the primary carer under a long-term foster placement. The foster-care proposal provides 21 weeks where the child is under five and four weeks where the child is five or older.

The Lutheran negotiations show why detail matters.

A broad statement of support is not the same as an entitlement employees can understand and enforce. The next phase will require the parties to resolve the parked claims and ensure that improvements are expressed clearly in the agreement.

Lutheran school members are represented in bargaining by Brendan Toohey, Harrison Modra and Meredith Page, with the support of IEU officers.

Member involvement drives bargaining

Member feedback is shaping the IEU’s priorities in Lutheran Schools bargaining. Information about the negotiations, including bargaining updates and the IEU’s claims, is available through the IEU member portal.

We need Lutheran school members to remain informed and active. Members should discuss the proposed enterprise agreement with their colleagues, raise workplace concerns with their IEU representative, attend member meetings and participate in bargaining surveys and activities.

Members also have an important role in speaking with colleagues who have not yet joined the IEU. The Union’s bargaining position is stronger when more employees are members and participate collectively. Better outcomes will depend on Lutheran school employees being informed, organised and prepared to support the claims they have identified as priorities.

^{22 September 2026}