Members in Catholic Independent Model A schools have won strong gains in pay and conditions in union-negotiated multi-enterprise agreements (MEAs).
The new MEAs were overwhelmingly supported, with a 96% vote in favour of the teachers’ agreement and a 95% vote in favour of the support staff agreement.
The agreements will deliver pay rises and allowance increases of 10.5% over the next three years, as well as improvements to parental leave and workload transparency. Support staff will also gain better conditions.
Teachers and support staff are set to receive the following pay rises:
- 3.75% pay increase from February 2026
- 3.5% pay increase from February 2027
- 3.25% pay increase from February 2028.
The first increase of 3.75% will be backpaid to February 2026 once the MEAs are approved by the Fair Work Commission (FWC).
Wins for all
In addition to the pay increases, the union negotiated improved conditions.
Both teachers and support staff will receive 12 weeks of paid non-initial primary carer’s leave, superannuation on paid parental leave and two days of paid cultural and ceremonial leave for Aboriginal or Torres Strait Islander employees.
Other major wins in this bargaining round for teachers and support staff include:
Teachers
- a unique but competitive six-step classification structure, including two additional steps in Band 2, while retaining the existing Band 3 classification arrangements
- earlier progression to Band 3 once eligibility criteria are met, rather than having to wait until the following February
- a workload transparency clause requiring schools to advise teachers of workload expectations on appointment and from time to time
- retention of 14 weeks of paid parental leave exclusive of non-term time for teachers thanks to the continued pressure of members
- a new Highly Accomplished and Lead Teacher allowance recognising teachers with higher levels of NSW Education Standards Authority (NESA) accreditation.
Support staff
- coverage of the MEA broadened to include counsellors and psychologists
- alignment of the personal leave evidence requirements with teachers, making the requirements fairer and less onerous
- retention of competitive pay rates and classification structures compared to other sectors.
The MEAs will now be submitted to the FWC for formal approval. Once approved, the new pay rates, entitlements and conditions will take effect, and many members will also receive back pay.
The union could only achieve these wins with the active engagement and support of members throughout the bargaining process. We are always stronger together.
We congratulate our members in Model A schools for their strength and solidarity, which has led to strong improvements in pay and conditions.
Published in the June 2026 edition of Newsmonth. Written by Nadia Gubbay-Nemes (Industrial officer)
