IEU independent bargaining report, Term 1, 2025
The IEU is finalising deals in schools of all kinds, setting new benchmarks on pay and workload provisions.
Approved, 2025:
✅ Braemar College
✅ Christ Church Grammar
✅ Kilvington Grammar School
✅ Lauriston Girls’ School
✅ Monash College
✅ Plenty Valley Christian College
✅ Ruyton Girls’ School
✅ St John’s College
✅ Toorak College
✅ Westbourne Grammar
✅ Yarra Valley Grammar (General Staff)
✅ Yarra Valley Grammar (Teachers)
✅ Tasmanian Independent Christian Schools
✅ Methodist Ladies’ College
Approved: Victoria:
After eight months of bargaining, the new Agreement at Braemar College was approved by the Commission in February, with 61% of staff voting in favour. Key gains include reduced face-to-face teaching, increased parental leave (16 weeks for primary caregivers, 4 weeks for non-primary), and recognition of travel time between campuses. However, concerns remain over salary increases in the final years of the Agreement.
The Kilvington Grammar School Agreement, approved in January, followed four months of bargaining and was supported by 93% of voting staff. The Agreement, valid until 2029, includes improvements like coverage for instrumental music and drama tutors, increased camp allowances, and reduced extras for teaching staff. Wages are set at 2% for this year and next, with negotiations for future years.
The Monash College Foundation Year Agreement was approved in February after a 97% yes vote late last year. Members secured a 6% salary increase, with additional increases of 2% in January 2025, and 2% in July 2025and 2026. Key gains include gender affirmation leave and workload improvements, such as reduced extras and consultation on class sizes.
The St John’s College Agreement, approved in January with a 92% vote in favour, now covers both general and teaching staff. A significant 11% salary increase over two years was secured. General staff will now accrue Long Service Leave at the same rate as teaching staff. Key changes include a reduction in maximum attendance days from 205 to 193, inclusion of flexible leave, 16 weeks of parental leave, 3 weeks of partner leave, and a new infectious disease leave clause offering 5 extra days of paid leave. The ability to withhold money for insufficient notice was removed, and a better redundancy scale was achieved. The Agreement also includes a delegates rights clause, right to disconnect, capped meetings (two per week, 1 hour each), and personal leave credited at the start of the year. Additional improvements include adoption leave, family and domestic violence leave, fee reductions, the right for teachers to absent themselves when not scheduled, and general staff's ability to work from home during non-term time. Face-to-face teaching hours have been reduced to 19 in secondary and 20 in primary, with a substantial decrease in extras (from 10 in 2025 to 3 in 2027).
The Toorak College Agreement, approved in January, includes four annual 3.25% salary increases, and an increase in paid parental leave from 14 to 18 weeks, with superannuation now paid on this leave. Paid partner leave was also extended from 5 to 10 days, and staff can use two days of accrued personal leave for flexible special leave. The Agreement now has separate sections for boarding staff and instrumental music teachers, clearly outlining their entitlements and conditions. Improved Consultative Committee provisions allow staff direct participation in decision-making, including setting annual maximum Scheduled Class Time limits. The camp allowance increased to $130 per night, also covering overseas trips, and staff attending camps over the weekend will receive time off in lieu at a mutually agreed time.
The Westbourne Grammar School Agreement, approved in January, was passed by a slim margin after a strong No campaign by IEU members. The Agreement includes a 10% wage increase, a 10% increase in Position of Responsibility allowances, 5 days of compassionate leave per permissible occasion, single-day access to long service leave for teachers and general staff, and a camp allowance increase to $120 per night. However, no workload claims were included, which was the reason for the IEU’s campaign for a No vote.
The Methodist Ladies’ College Agreement, approved in February 2025 after five months of bargaining, is a 4-year deal covering Teachers and Technicians. It includes salary increases of 3.2% in 2025, 3.25% in 2026, 3.5% in 2027, and 3.5% in 2028. Other gains include additional flexibility leave, 16 weeks of paid parental leave for the primary carer (4 weeks for the secondary carer) and 15.2 hours of paid leave for pregnancy-related medical appointments. Partners can access 7.6 hours of paid leave for the same. Superannuation contributions will continue during parental leave, and paid family and domestic violence leave has increased to 20 days. CRT payments increased to $440 per day, and the camp allowance is now $120 per night. A significant win was preventing the Employer’s claim for 3 mandatory professional learning days during non-term time.
Preshil: The 100% vote from members led to an Agreement with improved salaries increasing by between 3% and 5% annually for three years, increased Domestic Violence and Family Leave, and inclusion of Covid in infectious disease leave.
Tasmania
The Multi-enterprise Agreement for Teachers in Tasmanian Independent Christian Schools was approved by the Commission in January. Five schools saw voter approval rates over 90%, while Southern Christian College had a lower turnout and a 56% yes vote. Key improvements include the elimination of suspension without pay, improvements to the redundancy scale, salary increases of 16% to 20% over four years, an increased camp allowance, 14 weeks of paid parental leave for the primary carer and 2 weeks for the secondary carer, and 15 days of paid family and domestic violence leave.
At the table - Victoria:
Fintona Girls' School: A 4-year deal is being negotiated with a 15% average wage increase over the first 3 years, . members are seeking a 3-year deal instead. Bargaining is nearing completion, with a vote expected soon.
Berry Street: After 14 months and a No vote in November 2024, 60% of 910 staff voted in favour of a new Agreement with wins including matching government teacher salaries, 3% salary increases, $500 payment for all employees, personal leave for wellbeing days, and 20 days gender transition leave.
Strathcona Baptist Girls' Grammar: Bargaining has improved the salary offer from 8% over three years to 10%. However, the employer continues to refuse to address workload concerns and arbitration consent – members are considering their options around how to proceed.
Beaconhills College: Bargaining for the General Staff Agreement has started, with discussions on combining Agreements with Teaching staff. Awaiting employer response.
Hume Anglican Grammar: A proposed Agreement has been reached, containing a 10% salary increase over 3 years and other gains, including 6 weeks annual leave for general staff, reduced face-to-face teaching (Secondary 17.5 hrs, Primary 19 hrs), 18 weeks parental leave, and $150 camp allowance. Voting to occur soon.
Melbourne Montessori School: Bargaining has stalled after the employer’s offer of 5% salary increase for Teachers and 3% for Learning Assistants and general staff. Members oppose the 1% enrolment-target-based increase.
Bargaining has commenced at St Mary's Coptic Orthodox College, where the IEU Members’ Log of Claims has been tabled and the employer is considering their response. Employee bargaining Reps would like to see more frequent bargaining meetings locked in.
At the table: Tasmania:
Launceston Christian School General Staff: Gains include 4% average salary increase, clearer classification structure, removal of performance-based progression, reimbursement for Working with Vulnerable People cards, additional leave for personal circumstances, and miscarriage/stillbirth inclusion in compassionate leave. Voting to occur soon.
Bargaining for the Adventists Teachers Agreement has begun. A dual salary schedule will be included, clarifying un-tithed and tithed salary scales. Face-to-face hours will be set at 21 hours for primary and 19 hours for secondary. A new clause will protect teacher release time, and maximum attendance days will align with DECYP standards. An improved redundancy scale, overnight camp allowance or TIL, and specified breaks for relief teachers are included. The employer has not agreed to a comprehensive Agreement covering all staff. The initial wage offer is 3.5% in 2025, 4.5% in 2026, 4% in 2027, and 3.5% in 2028, which is under consideration by the members.