EBA Campaigning Heats Up: Australian Teachers Demand Fair Pay and Conditions

What Are Enterprise Bargaining Agreements in Australian Education?

Enterprise Bargaining Agreements, commonly known as EBAs, are collective agreements negotiated between employers, such as state education departments or school associations, and employee representatives like teachers' unions. These agreements set out wages, working conditions, professional development allowances, and other entitlements for educators in public schools, independent schools, Catholic systemic schools, and TAFE institutes across Australia. EBAs typically last three to four years and are legally binding once approved by the Fair Work Commission.

In the education sector, EBAs are crucial because they directly impact the ability to attract and retain qualified teachers amid ongoing staffing shortages. For K-12 teachers, principals, education support staff, and early childhood educators, these negotiations address core issues like salary scales, class sizes, workload management, and leave provisions. Unions such as the Australian Education Union (AEU) for public schools and the Independent Education Union (IEU) for non-government sectors lead the bargaining process, often through member ballots and campaigns to build pressure for better outcomes.

The process begins with a 'log of claims' submitted by unions, outlining demands based on member surveys and economic data. Negotiations can span months or years, sometimes escalating to protected industrial action like stoppages if no agreement is reached. Recent EBA campaigning reflects broader pressures: inflation eroding real wages, rising living costs, and a national teacher shortage estimated to affect thousands of positions annually.

Why Is EBA Campaigning Surging in 2026?

Australia's education workforce faces unprecedented challenges entering 2026. Teacher vacancies have surged, with secondary subjects like maths and science hit hardest, particularly in rural and remote areas. Government reports highlight that up to 50% of new teachers leave within five years due to burnout and inadequate pay. EBAs are at the forefront because current agreements are expiring, prompting a nationwide push for updates.

Economic factors play a key role: post-pandemic recovery, housing affordability crises, and competition from other sectors have made teaching less attractive. Unions argue that without substantial pay rises—ideally matching or exceeding inflation plus productivity gains—schools will continue bleeding talent. Parents and principals echo these concerns, as understaffed classrooms disrupt learning. This perfect storm has fueled EBA campaigning, with unions mobilizing members through rallies, petitions, and social media drives.

Victoria's Historic Teacher Strike Marks a Turning Point

Victoria has emerged as the epicenter of EBA campaigning in 2026, with the Australian Education Union (AEU) leading a high-stakes battle against the state government. On March 24, tens of thousands of teachers, principals, and support staff walked off the job in the first statewide strike in 13 years. Up to 500 schools were significantly disrupted, with protesters marching through Melbourne demanding a 35% pay rise over four years, smaller class sizes, and more non-teaching days.

The AEU's log of claims stems from data showing Victorian public school teachers as the lowest-paid nationally. Graduate salaries start at around $79,589, topping out at $118,063 for experienced classroom teachers—well below neighbors like Western Australia. Negotiations, ongoing since mid-2025, stalled when the government offered 17-18.5% over four years, which the union deemed insufficient amid a 12% pay gap with NSW. A protected action ballot saw 98% support for industrial action, underscoring deep frustration.

Stakeholders are divided: Premier Jacinta Allan called the offer 'very significant,' citing budget constraints, while principals warn of worsening shortages. Parents faced childcare dilemmas, but many supported the action, recognizing long-term benefits for public education. This strike has galvanized national attention, pressuring other states to act.

Queensland's Mixed Results: Wins for Support Staff, Teachers Hold Firm

In Queensland, EBA campaigning has seen partial victories. March 2026 ballots overwhelmingly approved landmark offers for teacher aides (91.8% yes) and school cleaners (95.9% yes), including 8% wage increases over three years plus CPI adjustments up to 10.5%. These deals, certified by the Queensland Industrial Relations Commission, include backpay and better incentives, easing pressures on vital support roles.

However, classroom teachers under the Queensland Teachers' Union (QTU) remain in protracted talks. Previous rejections of 8% offers led to 2025 strikes—the first in 16 years—and ongoing disputes. The Crisafulli Government emphasizes amicable progress, but unions push for higher base salaries to combat rural shortages. Graduates earn competitively, but top-of-scale lags behind leaders like NT.

NSW Independent Schools: IEU's 'Now's the Time' Delivers Gains

The Independent Education Union (IEU) in NSW and ACT launched the 'Now's the Time' campaign in 2024, targeting Multi-Employer Agreements (MEAs) for independent schools expiring in 2028. Key wins include workload transparency, 4% pay rises in 2025 rising to 3.5% in 2026-27, with top-step teachers reaching $132,938 by 2027. Members voted on rushed school-specific deals, but the campaign secured broader protections like professional allowances.

Catholic systemic negotiations continue, with IEU delegations lobbying MPs for fairer bargaining. This grassroots effort highlights non-government educators' role in EBA campaigning, addressing unique challenges like diverse school funding models.

Western Australia and Other States: Steady Progress Amid Pressures

Western Australia boasts some of the highest salaries post-2024 EBA: graduates at $88,178, principals up to $147,077, with rural incentives. The State School Teachers' Union secured 5% in 2023, tapering to 4%. South Australia sees ongoing talks, with past strikes pushing for 10.5% over three years. Tasmania's AEU eyes new offers, while NT approved a 2024-27 deal with strong ballot support.

These variations fuel inter-state migration, exacerbating shortages in lower-paying regions.

TAFE Educators Demand Equity in Vocational Training

TAFE teachers, vital for vocational pathways linked to K-12, are ramping up EBA efforts. NSW's Teachers and Related Employees Agreement 2025-28 promises improvements, while Victoria's standalone TAFEs won pay boosts after sustained AEU campaigning. WA targets dual school-TAFE EBAs in 2026. Demands mirror schools: addressing workloads amid declining funding and competition from private providers.

Core Demands Driving the Campaigns

• Pay Parity: 25-35% rises over 3-4 years to close state gaps and beat inflation.
• Class Sizes: Caps at 20-22 students, especially early childhood and secondary.
• Workload Relief: More release time, limits on out-of-hours work, mental health support.
• Allowances: Higher rural/remote incentives, professional development funding.
• Conditions: Extra non-contact days, better leave for carers.

These reflect data: OECD reports Australia second-highest for lower secondary shortages.

Teacher Salaries: A State-by-State Comparison

Note: Figures approximate post-EBA adjustments; leadership roles higher. Source: Union logs and department data.

Impacts on Schools, Students, and the Job Market

Prolonged EBA disputes mean temporary teachers fill gaps, reducing curriculum quality. Students in high-needs areas suffer most, with larger classes hindering personalized learning. For early childhood centers, underpaid aides strain operations. Positively, strong EBAs boost retention; WA's deals correlate with fewer vacancies.

The job market sees interstate poaching—Victorian teachers eyeing WA postings—driving demand on platforms like TeachingJobs.com.au.

Future Outlook: Resolutions and Reforms Ahead

As 2026 progresses, expect more ballots and potential actions. Federal initiatives like the National Teacher Workforce Action Plan aim to standardize attractions, but state-level EBAs remain pivotal. Success in Victoria could set a benchmark, while failures risk deeper shortages.

Educators should join unions, vote in ballots, and explore opportunities via state-specific job boards. Balanced negotiations promise a stronger public education system for all Australians.