IEU Independent school bargaining report: members stand firm
IEU members in independent schools are increasingly willing to insist on better outcomes in negotiations, and a series of landmark outcomes are setting new benchmarks for pay and conditions in the sector.
Victoria
Approved
The Berry Street Agreement was approved by the Fair Work Commission in March following a ‘No’ vote in November 2024. Teacher salaries now match government rates, and 3% increases were secured for the length of the Agreement, and there is a $500 payment for all employees, ability to access personal leave for a wellbeing day and 20 days gender transition leave.
The FWC approved the Preshil Agreement in March after a 100% Yes vote. Key outcomes include salary increases of 3%, 3%, and 4% for all staff, and 5%, 3%, and 4% for top-scale teachers, plus a commitment to government school salary parity. Other wins include increased Domestic and Family Leave (paid and unpaid), incremental progression during the first 12 months of unpaid family leave, inclusion of COVID-19 under infectious diseases leave, and a higher camp allowance.
The Kardinia International College Agreement was supported by 86% of voting staff after members rejected the employer’s initial proposal. Key wins include a 5% annual salary increase for 2025-2027, special maternity leave, flexible work arrangements, Consultative Committee provisions, limits on part-time teachers’ hours, and face-to-face teaching caps – 20.83 hours for primary and 18.5 hours for secondary.
For the first time, the St Margaret’s Berwick Grammar Agreement includes scheduled class time limits: 23 hours (ELC), 20 hours (primary), and 18 hours (secondary). The camp allowance has increased to $120 per night and now applies to both national and international trips. Sub-branch Reps are now entitled to three days of paid union training annually and 45 minutes of paid time each week to perform their duties.
The four-year Fintona Girls’ School Agreement delivers an averaged 15% increase over the first three years with a final increase to be negotiated during the third year.
The first Enterprise Agreement at Mt Hira features salary increases of between 2 and 2.5%. Teachers for the first time will now have access to 14 weeks’ of paid parental leave.
At the table
While in-principle agreement was reached at Overnewton College last year, the IEU is yet to receive the draft Agreement for review. However, all salary increases and entitlements have been honoured by the school and implemented. The IEU will soon help members develop a new Log of Claims, while the current Agreement is finalised.
You can read about the important IEU win at Strathcona Baptist Girls’ Grammar here.
At Lauriston Girls’ School, staff are being surveyed to gain key claim priorities for the IEU Log of Claims.
Initial discussions with the employer at Firbank Grammar School have commenced around the proposed timeline for bargaining. A survey to identify the sub-branch’s key priorities will be sent out shortly.
Bargaining has begun at Melbourne Girls’ Grammar School. Reps have been released from duties for on-site training and to develop the draft Log of Claims. An all-staff meeting to present the Log is scheduled, followed by a member meeting to endorse it. The union is seeking to expand coverage to all staff, including boarding house employees.
Pre-bargaining work has commenced at Aitken College with meetings held to discuss potential claims. Surveying of members and the broader staff will commence shortly.
Surveys will soon begin at Presbyterian Ladies’ College to identify claim priorities, with teachers’ and general staff Agreements set to be negotiated.
The sub-branch at St Leonard’s College has discussed key claims and surveying of staff will occur prior to the Log of Claims being drafted.
At Beaconhills College, the employer refuses to combine the General Staff and Teachers’ Agreements into a single comprehensive Agreement. A one-year 5% salary increase has been offered to general staff, along with delegates rights and right to disconnect clauses, but few other items are finalised. General staff are claiming five weeks of annual leave, more Christmas shutdown days, additional classification increments, and five flexible leave days. If progress stalls, the Employee Bargaining team may push for a vote.
Bargaining at Woodleigh School has moved slowly over the past year with a proposed 12% compounded salary increase and a one-hour reduction in face to face teaching down to 21.5 hours per week for primary teachers and 19 hours for secondary teachers, though with up to 10 hours of extras per year. However, staff are concerned the offer will leave them behind government schools by the end of the Agreement, with general staff also lacking pay parity. A vote is being held in late May, and 94% of surveyed members said they would vote No and support industrial action if necessary.
At Hume Anglican Grammar School, members voted down the employer’s proposed Agreement. Staff are seeking an 18% pay rise over three years, compared to the employer’s 10% offer. Key claims include removal of extras, inclusion of assembly and chapel in scheduled class time, and rights for teachers to leave the workplace and for general staff to work from home. Members are considering a protected action ballot.
The proposed Melbourne Montessori School Agreement soon goes to a vote, with members strongly backing a ‘No’ campaign. The employer’s revised offer includes teacher pay rises of 5% in 2025, 3% in 2026 and 2027, with an extra 1% each year if enrolment targets are met. Learning assistants and general staff were offered 3% per year, plus the same conditional 1%. Members oppose linking pay increases to targets outside their control.
At Bacchus Marsh Grammar School, members are currently considering the employer’s proposed 3% salary increase in 2025 and the deferment of bargaining until the state government outcome is known in 2026.
Bargaining at Highview College begins soon, with a survey to prioritise claims coming.
The notice of employee representational rights (NERR) has been issued at Eltham College for the next Enterprise Agreement negotiations. The sub-branch is meeting to discuss its Log of Claims.
At St Mary’s Coptic Orthodox College, the clause withholding pay for insufficient notice has been removed, paid parental leave has been increased to 16 weeks, and a medical allowance has been introduced for general staff. The employer’s minimum 2% salary increase is being considered by members.
Mentone Girls’ Grammar School members voted to accept an interim 3% salary increase in 2024 and defer bargaining until mid-2025. A memorandum of understanding outlining the Agreement has been signed, with work on the pre-bargaining Log of Claims beginning shortly.
Bargaining soon begins for Indie Schools in Bacchus Marsh, Geelong, Greensborough, Mildura, Ringwood, Shepparton, and Wodonga. As this Agreement will cover Indie schools around Australia, the process is being coordinated federally by the IEUA.
Bargaining at Kingswood College has begun, with the employer proposing 3.5% annual increases over three years, additional enrolment incentives and the removal of the student-free staff conference week. Most staff support the offer, though junior school staff are seeking clarity on when planned professional development will occur. Workload and paid parental leave superannuation claims are still under consideration.
Tasmania
Approved
The Launceston Christian School General Staff Agreement has been approved. The Eastside Lutheran College Agreement has been approved. A 3% salary increase has been paid, with 2026 and 2027 increases set at a minimum of 2.5%, subject to further negotiation. Improvements include a Consultative Committee, annual incremental progression regardless of time fraction, redundancy pay aligned with the Victorian Lutheran Agreement, access to negative personal leave balances, 18 weeks paid parental leave for primary carers, 4 weeks for secondary carers, 20 days family violence leave per year, a $100 camp allowance, increased junior rates, and inclusion of face-to-face hours in the Agreement.
At the table
Discussions on the Adventist Teachers Agreement are focused on salary and the teacher incremental scale. The employer’s offer – 3.5% in 2025, 4.5% in 2026, 4% in 2027, and 3.5% in 2028 – remains unchanged. The proposed clause for a Consultative Committee does not allow for genuine employee input. Members are seeking increased parental and partner leave. The employer has agreed to negotiate a separate General Staff Agreement after the Teachers Agreement is finalised.
Pre-bargaining has begun at Hutchins School for the next Teachers’ Agreement. A member survey to identify key claims will be sent shortly, and onsite meetings are scheduled to discuss the process and select bargaining representatives.
At Tarremah Steiner School, members and the union are drafting a Log of Claims covering all staff. The employer will soon issue the NERR, and a bargaining timeline will be agreed upon.
Bargaining will also begin shortly for Indie Schools in Burnie, Devonport, Glenorchy, Kingston, Launceston, and Sorell.