The IEU has been bargaining since October 2024 for new enterprise agreements (EAs) for teachers and general employees in 10 NSW and ACT Catholic dioceses.
Catholic Schools Parramatta Diocese (CSPD) is joining the meetings with the other dioceses but will make a separate agreement based on the main EA. Broken Bay Diocese has its own EA and Work Practices Agreement (WPA), finalised in 2024.
The EAs will be in force until 9 October 2027, in line with the NSW state award applying to teachers in government schools. The union has also commenced bargaining for EAs for principals employed in the 10 dioceses (not including Broken Bay).
Voting on EAs is conducted by employers – all employees covered by an EA are entitled to vote. The IEU expects that the EAs for teachers and general employees will be voted on in September, with the vote on the Principals EAs likely to be shortly afterwards.
Pay increases for NSW teachers
Pay rises for NSW teachers will reflect the increases paid in NSW government schools:
- 3% October 2024 (already paid)
- 3% October 2025
- 3% October 2026.
Pay increases for ACT teachers
Pay rises for ACT teachers will be as follows:
- about 3% August 2025 (increases to align with ACT government pay scale, but paid earlier, and in current EA)
- 3.5% August 2026.
The increase for ACT teachers in 2027 will be the subject of further negotiations when the outcome for teachers in ACT Education Directorate schools is known, as the current EA for teachers in government schools does not expire until March 2026.
Pay rises for NSW and ACT general employees
These increases will match increases for support staff in NSW government schools:
- 4% July 2024 (already paid)
- 3% July 2025 (paid by some diocese already, but otherwise will be back-dated and paid when the EA commences)
- 3% July 2026.
The 2027 increase (expected from July that year) will be the subject of further negotiations in 2027.
Cost of Living Adjustment (COLA)
The IEU has proposed a clause under “No Extra Claims” Assessment and a relevant trade qualification requiring parties to engage in discussions for a one-off, non-cumulative COLA payment if the Consumer Price Index (CPI) exceeds 4.5% during the life of the agreement – in line with arrangements for teachers and general employees in NSW government schools. Employers are currently considering this proposal.
Improved conditions
The following improved conditions have been agreed:
- Superannuation will be paid on parental leave paid by the employer (this is in addition to payment of super by the federal government from July 2025 on government-funded paid parental leave).
- The non-initial primary caregiver (usually the father) will now be able to take parental leave to be the primary carer of a newborn child within 24 months of birth, rather than the current time limit of 12 months from the date of birth. This will apply in relation to children born after the commencement of the EA.
- Aboriginal and Torres Strait Islander cultural and ceremonial leave: employees identifying as Aboriginal or Torres Strait Islander will be eligible to access up to three days paid leave each year for cultural and ceremonial purposes.
Delegates’ rights, reflecting the new entitlements for union reps under the Fair Work Act, will also be included.
Trade trainers
Trade trainers have been included under the EA for the first time. A trade trainer is employed to teach vocational education and training at a school or trade skills centre, but is not a fully qualified school teacher. A trade trainer usually has a Certificate IV in Training and Assessment and a relevant trade qualification.
Next steps
As soon as the drafting of the EA is finalised, dioceses will send out a copy of the EA and explanatory materials. A vote of employees covered by the EA will then be conducted by the employers. We expect that this will occur in September. We congratulate members for their strength in numbers that has led to pay rises and better conditions.
This article was published in the August 2025 edition of Newsmonth.
