The vote by employees on the NSW and ACT Catholic Systemic Schools Enterprise Agreement 2025 (applying in nine dioceses, not including Broken Bay) and the vote on the Catholic Schools Parramatta Diocese Limited – Schools Enterprise Agreement 2025 closed on Friday 31 October.
The provisional voting result for the Catholic Systemic Schools EA was a 98% yes vote. This vote is tallied across all nine dioceses. In the Parramatta Diocese, 99% voted in favour of the EA.
Voting results by diocese
| DIOCESE | RESULT |
| Armidale | 99.2% |
| Bathurst | 94.9% |
| Canberra-Goulburn | 94.6% |
| Lismore | 97.6% |
| Maitland-Newcastle | 98.7% |
| Parramatta | 99.0% |
| Sydney | 98.6% |
| Wagga Wagga | 97.3% |
| Wilcannia-Forbes | 100% |
| Wollongong | 99.0% |
Back pay
The employers have committed to pass on pay increases from the first full pay period following confirmation of a “Yes” vote. The union understands two dioceses, Parramatta and Canberra-Goulburn, have already paid the increases.
Teachers in NSW
The pay rises under the enterprise agreements (EAs) will reflect the increases paid in NSW government schools:
- 3% first full pay period on or after 9 October 2024 (paid)
- 3% first full pay period on or after 9 October 2025
- 3% first full pay period on or after 9 October 2026.
Teachers in the ACT
Pay rises for teachers in the ACT will be:
- Approximately 3% from the first full pay period on or after 1 August 2025 (rates to line up with the ACT government school rates but paid earlier and in the current EA – this has already been paid)
- 3.5% from the first full pay period on or after 1 August 2026.
The increase for teachers in the ACT in 2027 will be negotiated when the outcome for teachers in ACT government schools is known (the current EA for teachers in ACT government schools expires in March 2026).
NSW and ACT general employees
These increases will match those applying to support staff in NSW government schools. The increases are:
- 4% from the first full pay period on or after 1 July 2024 (already paid by all dioceses)
- 3% from the first full pay period on or after 1 July 2025 (will be back paid to July in the next pay period, if not already paid)
- 3% from the first full pay period on or after 1 July 2026.
The pay increase for general employees, expected to apply from July 2027, will be negotiated in that year.
Cost-of-living adjustment
If the annual inflation rate exceeds 4.5% in 2026, there is provision for the parties to discuss a possible one-off lump sum payment in 2026. This will only be paid if the NSW Department of Education makes such a cost-of-living payment to its employees.
Improved conditions
Parental leave
There is now greater flexibility to take parental leave for the non-initial primary caregiver. If this employee becomes the primary caregiver after the initial caregiver has returned to work or study, then a period of up to 12 weeks paid parental leave may be taken.
In the case of babies born or adopted after the commencement date of the EA, such leave may be taken in the period up to two years from the date of birth or adoption (the current period is limited to 12 months).
The commencement date of the EA is seven days after the EA is approved by the Fair Work Commission, likely to be in December. The new flexibility will apply to babies born or adopted from then.
Payment of superannuation on parental leave paid by your employer will also apply from the commencement date.
Ceremonial leave
Employees identifying as Aboriginal or Torres Strat Islander will be able to take up to three days leave each year for cultural and ceremonial purposes.
Teacher workload
Excessive workloads are still a major challenge for teachers.
The union meets regularly with employers and government representatives to seek improvements.
For example, we have insisted that new teaching and learning proposals must always be assessed for their workload impact and whether the proposal replaces existing work or simply adds to it: see bit.ly/changewithoutchurn
We have also sought to limit the extent to which employers, in the name of compliance, impose their own requirements far in excess of what the government requires.
Following consultation with the union, state and federal governments have released Fact Sheets clarifying what is required – and what is not required. Examples include the NCCD Evidence Requirements Fact Sheet; the NESA Curriculum – Programming and Record-Keeping Fact Sheet; and the AITSL Australian Teacher Performance and Development Framework.
Your IEU organiser will be happy to support you in addressing excessive workload at your school. A collective school-by-school approach can achieve real improvements.
Please encourage your colleagues to join our union as we continue to fight for improvements to salaries and conditions in our profession.