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The IEU’s latest salary comparison reveals substantial pay gaps across South Australian non-government schools and reinforces the value of collective bargaining.

This article discusses the updated comparison of salaries for Beginning Teachers, experienced teachers (Top Step Teachers), Education Support Officers (ESOs) and Temporary Relief Teachers (TRTs).

The September 2026 figures show that salaries have continued to increase, because of increases already secured through Enterprise Agreements (EAs).

However, salary growth remained below inflation and significant differences between employers continued.

Beginning Teachers: almost $40,000 above the Award

The highest recorded beginning teacher salaries were:

• Indie School: $115,475; and
• St Peter’s College: $100,757.

South Australia now has two schools paying more than $100,000 to beginning teachers.

The current Teachers Award Level 1 rate is $1,455.40 per week. This is equivalent to approximately $75,943 per year, producing a difference of approximately $39,532 between the Award benchmark and the highest recorded beginning-teacher salary.

This is a significant difference at a time when housing costs, Higher Education Loan Program (HELP) debts and other cost-of-living pressures are having a disproportionate effect on younger workers.

A salary difference of almost $40,000 at the beginning of a teaching career can have a profound effect on an employee’s living standards, borrowing capacity, superannuation and lifetime earnings.

The school at which a beginning teacher works can therefore have a substantial effect on their immediate financial circumstances and long-term financial security.

Experienced teachers: more than $30,000 above the Award

The highest recorded Top-Step Teacher salaries were:

• Seaview Christian College: $135,590;
• St Peter’s College: $133,564; and
• Indie School: $130,104.

The current Teachers Award Level 5 rate is $2,013.70 per week. This is equivalent to approximately $105,075 per year.

The difference between the Award benchmark and the highest recorded top-step salary is therefore approximately $30,515.

A teacher receiving $30,000 less each year is not only receiving a lower annual salary. They also receive lower employer superannuation contributions and reduced payments when accessing salary-based entitlements.

If a $30,000 annual difference continued for 10 years, it would amount to $300,000 in salary alone, before considering the additional effect on superannuation.

Education Support Officer salaries: school rates differ by more than $22,000

The highest recorded school ESO Level 2.2 rates were:

• Trinity College: $82,135;
• Prince Alfred College: $82,126;
• Pulteney Grammar School: $81,856; and
• St Andrew’s School: $81,648.

The Department for Education (DfE) rate of $79,526 provides an additional public-sector comparator.

The lowest comparable school Level 2.2 rate was $59,350 at Horizon Christian School. This produces a school-to-school difference of $22,785.

The current Schools General Staff Award Level 2.2 benchmark is approximately $57,722 per year. When measured from the Award benchmark, the difference increases to $24,413.

These differences are significant. Many ESOs undertake increasingly complex work involving disability support, student health and personal care, behavioural support, literacy and numeracy intervention, and student wellbeing.

Salary structures must properly recognise this skill, responsibility and complexity. Applying the same percentage increase at schools that start from very different salary levels will not close the gap.

Enterprise bargaining must continue to pursue structural salary adjustments, improved classification arrangements, meaningful incremental progression and proper recognition of qualifications, experience and responsibility.

TRT rates range from approximately $364 to $639 per day

The highest recorded TRT rate was $639 per day at Indie School.

The current Teachers Award Level 1 casual full-day rate is $363.85, producing a daily difference of $275.15.

TRT arrangements differ significantly between employers. Some EAs provide a fixed daily rate, while others link payment to a teacher classification or recognise qualifications and previous experience.

Relief teachers placed in charge of a class carry the same fundamental professional responsibilities as other teachers. These include duty of care, behaviour management, student supervision, delivery of learning programs and compliance with registration requirements.

EAs should properly recognise the qualifications and experience of relief teachers rather than treating all relief teaching work as having the same value.

Average recorded salary movement remained below inflation

Compared with the earlier benchmark dataset, the mean salaries increased by:

• 28% for beginning teachers;
• 86% for top-step teachers; and
• 47% for the selected ESO classifications.

Each of these recorded movements was below the national annual CPI figure of 3.5% for July 2026, although the ESO result was only marginally lower.

The comparison indicates that average salaries increased in dollar terms but did not keep pace with the current annual rate of inflation.

The position is more serious for employees who received no increase or remain covered by an expired salary schedule.

Enterprise Agreements make a difference

Much of the positive salary movement in the sector reflects increases already secured through EAs.

A properly negotiated EA provides:

• enforceable salary rates;
• certainty about future increases;
• transparent salary progression;
• access to back pay where negotiated; and
• a framework for pursuing further improvements.

Without an EA, employees may be dependent on employer discretion. Discretionary increases are not a substitute for enforceable wage outcomes.

Several agreements are currently awaiting approval or implementation. Some contain backdated salary increases that are not yet reflected in published salary schedules.

Catholic system bargaining also remains unresolved. When a new Catholic Schools EA is finalised, it is expected to provide back pay to 2025.

Collective bargaining delivers

Many of the sector’s strongest salary outcomes have been achieved where IEU members have organised, developed clear claims, supported their workplace representatives and maintained pressure throughout bargaining.

Where employers delay bargaining, offer salary increases below inflation, refuse back pay or fail to address structural salary inequalities, members may need to consider stronger collective action.

Collective action is most effective when supported by high union membership, active workplace representatives, regular member meetings and a shared willingness to act.

The purpose of collective action is not action for its own sake. It is to create sufficient bargaining pressure to achieve a fair and enforceable enterprise agreement.

The September salary figures reinforce a consistent lesson: where members are organised and bargain collectively, employees are better placed to secure strong salary outcomes.

At a time of continuing cost-of-living pressures and workforce shortages, collective bargaining remains the most effective mechanism available to employees to improve wages and reduce inequality across the sector.

^{^Salary figures are based on the IEU salary comparison dataset current to 1 September 2026. Comparisons depend on the identified classification, salary step, experience and applicable enterprise agreement. Award rates are effective from the first full pay period commencing on or after 1 July 2026. Annual Award equivalents have been calculated from the published weekly rates. The September 2026 analysis applies a revised methodology that removes salary rates that are below the applicable Award, taken from expired schedules or not directly comparable with the classification being examined. As a result, some averages differ slightly from those previously published. E&OE.}

^{22 September 2026}