Employees have stared down the inadequate agreement proposed by Queensland Catholic school employers, with IEU Delegates and members playing a pivotal role in the “no” result at ballot.
Employers confirmed 68% of Diocesan school staff and 63.5% of Religious Institute school staff who voted rejected the proposed agreement.
The ballot was held on 19–29 October, with the results declared on 30 October.
Our union had advocated for a NO vote after an overwhelming majority of IEU members rejected the agreement in an advisory vote.
Employers to blame for failed ballot
IEU-QNT Branch Secretary Terry Burke said employers need to show they respect the ballot outcome.
“Employers only have themselves to blame,” he said.
“They balloted an inadequate agreement that did not address the concerns of staff – and they did so without in-principle agreement with our union.
“Employers wasted four months pursuing this ballot when they could’ve been negotiating with our union to address employees’ claims.
“Staff have made it clear that they will not accept an inadequate agreement.
“Staff are not prepared to see salaries fall behind interstate comparators, school support staff treated unfairly and workloads remain unaddressed.
“And staff are understandably angry about the employers’ approach to these negotiations – their delays and their unwillingness to listen,” Mr Burke said.
Interim wage increase
Mr Burke said the onus is on employers to return to negotiations with real intent to resolve the outstanding issues.
“The first thing employers should do now is show they value and respect staff,” he said.
“An essential way to show that respect is by paying an interim wage increase of 4%.
“A 4% wage increase in 2026 is consistent with both the employer and employee claims.
“Our union has written to employers urging them to make this 4% interim increase.
“Making a good faith interim payment would support productive negotiations about the other outstanding matters,” he said.
Outstanding employee claims include:
- Measures to address workload and work intensification.
- Back payment of wage increases.
- Addressing the 10–25% pay inequity facing school officers compared to those in New South Wales Catholic schools.
- Teacher wage increases that keep pace with rates paid in New South Wales and Victoria.
- A reproductive health leave provision that meets sector standards.
- An allowance to recognise staff who administer student medication.
Pay and conditions for specialist and leadership staff including counsellors, librarians, music teachers/tutors, primary program leaders, flexi school staff and senior leaders.
Mr Burke said our union remains prepared to resolve these negotiations in the best interests of employees.
“Employers need to show they are ready to do the same,” he said.
Employee voice cannot be ignored
Our union has provided a strong voice for the tens of thousands of employees covered by the Queensland Catholic schools collective agreement.
Together, through our strong union voice, we are sending a clear message: employees deserve better than an inadequate agreement.
Our union will provide regular member updates as matters progress.
