Independent bargaining round up: Progress and priorities

FROM THE POINT: DETAILS CORRECT AS OF 1 SEPTEMBER

Bargaining through the first two terms delivered gains on salaries, workload and conditions, while key challenges remain around enforceable protections and preserving existing entitlements.

Approved Agreements 2026

Melbourne Girls’ Grammar

St Michael’s Grammar School

Firbank Grammar School

Melbourne Montessori School

St Mary’s Coptic Orthodox College

Hutchins School Teachers Agreement

Presbyterian Ladies College Teachers Agreement

Presbyterian Ladies College General Staff Agreement

Bialik College

Christian Schools Tasmania Teachers Agreement

Christian Schools Tasmania General Staff Agreement

St Leonard’s College

Aitken College

Gippsland Grammar School

Lauriston Girls’ School

Approved - Victoria

The St Leonard’s College Agreement was approved in July following a highly engaged bargaining campaign. It delivers backdated annual salary increases of 4% from 2026 to 2028, improved parental and prenatal leave, superannuation, a 190-day teacher attendance cap, stronger delegates’ rights and increased camp allowances.

Teachers are protected from falling below Victorian government school rates, while Professional Support Staff will have access to classification reviews. The strong turnout and substantial minority ‘no’ vote spurred by concerns around eroding salary premiums over government schools sent a clear message that maintaining competitive salaries must remain a priority in future bargaining.

At Aitken College, collective action secured a substantially improved Agreement after staff rejected the initial offer. The final outcome delivers salary increases totalling 17.25% over four years, 18 weeks’ paid parental leave, six weeks’ annual leave for General Staff, stronger workload protections and the phased elimination of extras. The campaign demonstrates the improvements members can achieve through strong union density and collective resolve.

The Gippsland Grammar Agreement was approved in July following an exceptional campaign of staff solidarity. After rejecting the initial proposal, staff secured an additional 2% for affected Educational Support classifications and the reclassification of almost half of ES employees, alongside important workload, leave and camp allowance improvements. The outcome is an important step forward and provides a strong foundation for rebuilding competitive salaries through future bargaining.

At Lauriston Girls’ School, a strong campaign doubled union membership and secured the school’s first protected industrial action. Collective action shifted the employer from 9% over three years to 12%, plus a $1,600 sign-on payment, 20 weeks’ primary-carer parental leave with superannuation, increased camp allowances, a two-hour weekly meeting cap, reduced teaching loads, and 18 days’ personal leave.

At the table – Victoria

The NECA Education and Carers Log of Claims includes salary increases, work-from-home access on preparation and assessment days, improved classifications and progression.

At Cheshire School, members secured an MSD after the employer declined to share its classification structure. Bargaining is expected this term.

Prace College has responded to some claims but is yet to table a salary offer. A key priority is retaining full school holiday breaks without recall to work.

Following a 4% salary increase through an MOU, Hester Hornbrook Academy members are endorsing their claims.

At Northside Christian College, the College is considering its position following the VGSA outcome. Members strongly oppose a potentially discriminatory statement of faith in the EA.

Members at Bayview College have identified priority claims and drafted a Log of Claims for the upcoming EA negotiations.

Members are developing claims at Alphington Grammar School.

At Lowther Hall Anglican Grammar, the Log of Claims seeks to move policy items into the EA, with salary increases and workload limits.

Preparations have commenced for the next Agreement covering Victoria’s 12 Lutheran Schools, with a staff survey underway.

Fernbrook School’s first Agreement is progressing, with camp payments of $50 rising to $75 by year three, leave loading and a significant salary offer. It also includes 8–12-student classes, a 190-day working year and a 3pm finish. Work remains on General Staff salaries, parental leave and personal leave.

Billanook College claims include salaries 3.5% above state sector teacher rates, a maximum of eight directed out-of-hours events, a 25-student class-size limit with complex-needs students counted as two, 190 attendance days and leave when not required for scheduled duties.

Bargaining priorities at The Knox School include 23% salary increases over three years, leave when free from scheduled duties, $200 camp payments, 20 weeks’ paid parental leave and 20 days’ personal leave.

At Tintern Grammar, members are seeking higher camp allowances, workplace flexibility, payment for co-curricular activities and improved allowances and time release for positions of responsibility.

The IEU opposes Trinity Grammar School’s proposal to replace the Performance & Conduct Management clause with an unenforceable policy document.

At Ballarat Grammar School, members are striving to consolidate two Agreements into one covering all staff.

Members and staff at Ballarat and Clarendon College have been surveyed and developed claims.

Bargaining at Eltham College is nearing completion, with an improved salary offer of 3% backdated to February, followed by 5% and 3.5%. Other gains include three Level 2 School Assistant sub-levels, extra Professional Services leave and reduced extras. Members insist salaries must not fall below VGSA rates and are seeking an enforceable parity clause.

After members rejected a 2.5% pay offer, East Preston Islamic College increased it to 5% for 2026, backdated, followed by 4% and 3%. Members are seeking parity, requiring about 6% annually, alongside improved ES classifications, shorter long service leave, scheduled class time and protection of existing ES annual leave.

Bargaining for the Flinders Christian Community College Teachers Agreement is continuing following an MOU providing an interim 3% salary increase, supported by 75% of members.

Bargaining has commenced at Korowa Anglican Girls’ School following development of a draft Log of Claims based on member survey results.

Bargaining at Geelong College has reached drafting following agreement on a three-year term, 4% annual salary increases and a $120 overnight camp allowance. An MOU will review workloads and co-curricular expectations.

Bargaining at Geelong Grammar School includes payment for additional part-time teacher hours, improved termination and redundancy provisions, increased allowances, broader leave and stronger family and domestic violence leave. The College has agreed to a three-year term.

Cornish College has maintained its 10.15% three-year offer, rejecting front-loaded increases and an enforceable salary parity clause. The 1.25% increase due from April 2026 has been paid. Progress includes three General Staff Christmas close-down days, increased camp and compassionate leave allowances, and improved parental leave.

Preparations are underway for the next Anglican Schools Commission Agreement, with members completing a claim survey.

Bargaining has commenced at Beaconhills College for separate Teachers and General Staff Agreements. Teacher priorities include salaries, attendance days, face-to-face teaching, class sizes and workload; General Staff are seeking a paid 30-minute meal break and six weeks’ annual leave.

Members at Girton Grammar School are seeking salaries 2% above Victorian government rates. The employer wants to remove the government salary link and retain existing entitlements in policy rather than the Agreement, which the union opposes.

The IEU is working with CIRE Community School and an independent ballot provider to finalise arrangements for a ballot on whether employees support negotiating the organisation’s first-ever Agreement.

At the table – Tasmania

Improvements in the proposed Seventh-day Adventist Teachers Agreement include 21-hour primary and 19-hour secondary face-to-face teaching limits, a 195-day attendance cap, protected release time, and flexible end-of-day arrangements. Salary increases are 3.5%, 4.5%, 4% and 3.5%, with members to be consulted on a further 3% in 2029.

Tarremah Steiner School members have secured a 3% salary increase, stronger protection against falling behind DECYP rates, improved parental and family and domestic violence leave, a 195-day attendance cap, and meeting limits. ES staff have gained clearer contact-time provisions, classifications and first-aid allowances. Progress has been delayed by drafting errors; the IEU is seeking clarification before the staff vote.

Early progress on the Launceston Church Grammar School Teachers and General Staff Agreements includes drafting improvements, a right to disconnect, delegates’ rights, and 15 days’ family and domestic violence leave. Unresolved claims include salaries, workload, hours, classifications, allowances, leave and consultation.

Bargaining is progressing at The Hutchins School, with improved teacher entitlements to flow to General Staff. The employer has rejected claims for a minimum 2.5% salary increase, reproductive and renewal leave, and improved redundancy. The IEU opposes the proposed four-year term.

The Friends’ School has rejected the IEU’s single Agreement proposal. The employer proposes increases capped at 4% or Hobart CPI, whichever is lower, with other gains deducted from this amount, plus a three-year term and changes to General Staff classifications. The IEU opposes key conditions remaining in policy and is concerned some senior General Staff roles may fall outside the salary structure.

Scotch Oakburn College members are considering their Log of Claims following the first bargaining meeting.

St Michael’s Collegiate School will combine the Teachers and General Staff Agreements. Teachers are offered 3% annually over three years and General Staff 4%, 3% and 3%. Gains include 25 days’ family and domestic violence leave. Class-size protections and meeting limits remain unresolved.

Fahan School is considering the IEU’s logs of claims for Teacher and General Staff Agreements, seeking four-year terms and a CPI-based salary guarantee. Progress includes improved personal, compassionate, bereavement and communicable diseases leave. Teachers have secured a $75 overnight camp allowance, salary packaging and a redundancy schedule; paid parental and long service leave remain under discussion.