2025 IEU independent school bargaining round up
More members across more schools are empowered, skilled up, and ready to fight for decent deals, leading to a glut of strong outcomes. (Details current at 10 November 2025).
Approved: Victoria
The Fair Work Commission (FWC) approved the Woodleigh School Agreement in September after 85% of participating staff voted in favour. Reaching this outcome was not straightforward. Earlier, 94% of members had indicated they would reject a previous offer and were preparing for a Protected Action Ballot. This strong response influenced negotiations. Although the employer maintained its initial salary offer of 11.5% over three years, they made key concessions – including the right to work offsite, protected planning time, and improved General Staff pay – which led staff to endorse the final Agreement.
The Beaconhills College General Staff Agreement was approved in October, providing a 5% salary increase for one year. Its term now aligns with the Teachers’ Agreement, so future bargaining for both will occur simultaneously.
The FWC approved the Overnewton College Agreement in October after a lengthy process. Due to delays, the parties settled on a short-term Agreement. Members are already preparing the next Log of Claims for the upcoming bargaining round.
At the table: Victoria
After a super majority of Prace College employees joined the IEU, agreement was reached to pursue their first Enterprise Agreement. Formal notice has been issued to the college to begin bargaining.
Members at Lauriston Girls’ Grammar School reviewed the employer’s 3% per-annum salary offer and remain concerned this rate will fall short of outcomes expected under the VGSA or VCMEA. Members are meeting to decide their next steps if the employer does not improve the offer.
Members at Firbank Grammar School are reviewing an offer that includes a 3% salary increase for next year, with top-of scale teachers receiving 4% to widen the gap between the two highest levels. Paid parental leave rises to 16 weeks, partner leave to 2 weeks, prenatal leave of 10 hours is included, and family and domestic violence leave increases to 20 days.
Bargaining at Northside Christian College continues, members confronting the employer’s denial of claims and collaborating to plan their next steps.
At St Michael’s Grammar School members are awaiting the final offer from their employer. The inclusion of Music Tutors has been agreed, though their classification structure is still to be determined. The proposed salary increase for next year ranges from 2.7% to 3%.
In a fundamental shift at Melbourne Girls’ Grammar School, all eligible boarding house employees and school counsellors will now be included in the Agreement. Bargaining has secured additional training days, paid time for the elected Rep, removal of consent to arbitration, and a reduction in SCT. However, there has been little progress on key claims: camp allowance remains at $120, superannuation for paid and unpaid parental leave is unchanged, and General Staff salaries have not been reviewed against VGSA and VCMEA benchmarks. Staff are also concerned that proposed salary increases of 3.5%, 3%, and 3% are inadequate to maintain current salary premiums.
At Aitken College, members are disappointed that the employer has proposed a four-year Agreement that reduces existing entitlements. Employer claims include the removal of remission fees for future employees, require current staff to pay FBT on existing remission fees, recall teaching staff for one week during the three-week non-term period for PD and compliance, and add three additional attendance days at year’s end for further PD and compliance. Negotiations continue in the hope of significant shifts in the employer’s positions.
At Presbyterian Ladies’ College, both employee and employer Logs of Claims have been tabled. The employer has offered 3% annual salary increases over a four-year Agreement. Members claims include five flexible leave days, updated POR allowances, paid meal breaks, a 5% retention bonus, caps on yard duties and meetings, and face-to-face teaching hours of 19 (primary) and 17 (secondary).
Bargaining is in full swing at St Leonard’s College. The current offer includes full personal leave credited at the start of each year, 18 weeks of parental leave, superannuation on paid and unpaid parental leave extended to 52 weeks, 10 hours prenatal leave and 5 hours partner leave, a 190-day maximum for teacher attendance, and a camp allowance of $200 per night ($300 on weekends). The employer later proposed removing the camp allowance for non-teaching staff, instead relying on overtime provisions.
Bargaining has begun for the first ever Agreement at Fernbrook School. The employer has agreed to several employee claims, including conduct management, agreement flexibility, personal leave, Family and Domestic Violence Leave, and Cultural and Ceremonial Leave. Further work is needed to finalise these and reach agreement on other claims.
Employees at Melbourne Montessori School voted against a proposed Agreement, rejecting the employer’s offer of a 1% bonus tied to enrolment targets. Delays in drafting the Agreement after February heightened member frustration, contributing to the No vote. Bargaining has resumed, with members insisting the current salary offer is unacceptable. In the meantime, a Protected Action Ballot will be filed.
In September, a Memorandum of Understanding (MoU) at Mt Scopus deferred bargaining until late next year in exchange for a 5% salary increase, a strong interim outcome that leaves members well placed to negotiate once the VGSA outcome is known.
Discussions are currently underway at Ballarat Grammar School to secure an interim salary increase in an MoU and defer bargaining until next year when the VGSA outcome is known.
Members at Bacchus Marsh Grammar School have secured a MoU ensuring a 5% salary premium above VGSA rates is maintained and that rates will not fall below VGSA levels. The MoU also secures SCT reductions for teaching staff. Bargaining has been deferred until the VGSA outcome is known.
After bargaining began at Highview College, with the employer issuing the NERR, discussions have moved toward an MoU. Members were open to a one-year Agreement, but the employer seeks a longer term, making the MoU beneficial for both parties.
Bargaining at Eltham College continues, with in-principle agreement on parental leave claims, including 10 hours prenatal leave, eligibility after 30 weeks for a subsequent period, and recognition as service. Members are awaiting a salary offer and progress on reducing and including SCT in the Agreement.
At East Preston Islamic College, the IEU Log of Claims has been tabled, and the members are awaiting the employer’s response.
Bargaining continues at Geelong College with the employer due to respond to the IEU Log of Claims, having already made an interim offer for a 3% salary increase for the start of 2026.
At St Mary’s Coptic Orthodox College, the employer is drafting the proposed Agreement. Members have endorsed a conscience vote, reflecting broad satisfaction with a salary increase of at least 3.5% per year over four years and improvements such as one day of TIL for camps over three days, SCT and extras reductions, greater flexibility to leave the workplace when not on duty, and medical allowances for General Staff aligned with VCMEA. Some claims, including SCT reductions, family and domestic violence leave, and personal leave accrual, have not fully met member expectations.
At Cornish College, the IEU Log of Claims was tabled and explored in June, and bargaining didn’t recommence until September. The employer is seeking clarification on several claims and responding verbally to others. The team are awaiting a more fulsome response.
The employer at Gippsland Grammar has presented their Log of Claims. While some matters are agreed, key issues remain unresolved, including salaries, redefining SCT for secondary staff, including ELC employees in the Agreement for the first time, and updating the IMT schedule.
Bargaining has concluded for the Indie School Bacchus March, Geelong, Greensborough, Mildura, Ringwood, Shepparton and Wodonga. This bargaining process was coordinated federally by the IEUA as the Agreement covers schools nationally. The current tabled salary offer is 2.5% per year over four years, however, the salary range for teachers has been reset at $117,000 up to $142,000 in 2026. Improved access to long service leave after five years has been agreed. The Employer will proceed to vote, and the IEU is recommending a Yes vote to members.
At the table: Tasmania
The proposed four-year Agreement for the next Seventh Day Adventists Teachers Agreement has been completed, and the IEU are reviewing the draft to provide feedback to the employer. Salary improvements deliver 3.5%, 4.5%, 4% and 3.5%. The proposed Agreement will go to vote shortly.
Bargaining has concluded at Hutchins School with the IEU running a conscience vote. This position has concerned the employer noting they are unsure if staff will vote in favour if there is no union endorsement of the proposed Agreement. Drafting is occurring and, depending on timing, the vote will occur before the end of the school year.
Bargaining is underway at Tarremah Steiner School. The endorsed IEU Log of Claims has been presented, and members are awaiting the employer’s response.
Bargaining has concluded for the Indie School Burnie, Devonport, Glenorchy, Kingston, Launceston and Sorella. The current tabled salary offer is 2.5% per year over a four-year period, however, the salary range for teachers has been reset at $117,000 up to $142,000 in 2026. Improved access to long service leave after five years has been agreed. The employer will proceed to vote, and the IEU is recommending a Yes vote to members.