Anglischools - The Proposed Agreement: Your Vote, Your Say

Key changes

What the proposed Agreement gives you

The proposed Agreement is built on three pillars that matter most to you:

more pay, paid more regularly
stronger protections for your time
enhanced support.

More in your pay

Paid more often

Fortnightly payintroduced during the life of the proposed Agreement

Fortnightly pay: A transition to fortnightly pay over the life of the agreement.
A bigger graduate allowance: Teachers in their first two years will receive $2,000 a year, up from $1,600.
Pay that stays ahead: Salaries remain 2.5% above equivalent Department of Education rates, and about 35% above the Award at the top of the scale.
Safeguarding a key benefit: Eligible employees will continue to have access to discounted school fees.

See how your pay compares

Greater protections

Written into the proposed Agreement

20%minimum DOTT, set in the proposed Agreement from 2027

Clear, guaranteed DOTT: A clear definition of DOTT, with PCG, Chapel and assembly explicitly counted as teaching time. This protects your DOTT for planning and preparation.
A say in workload changes: The proposed Agreement safeguards the WA Teacher Workloads Policy, including improvements covering compensation for camps and limits on meetings, parent–teacher meetings and staff-directed professional development days.
Compensation for lost DOTT: If your DOTT is taken away, you'll be compensated for it.
Fair pay for part-time staff: Part-time teachers will be paid when asked to work extra hours or attend professional development on a day they don't usually work.

Read about the Workloads Policy Click here for more information

Enhanced support

For life's big moments

2 weekspaid partner leave, new in the proposed Agreement

Deferred Salary Scheme introducedWork four years, fund a fifth year off (find out more).
2 weeks' paid partner leaveNew, for the parent who isn't the primary carer.
Faster access to paid parental leaveThe qualifying period to requalify for paid parental leave has been reduced to 12 months.
Super now paid on paid parental leavePaid parental leave attracts superannuation.
Infectious diseases leave introducedSeparate paid leave, so your sick leave balance stays intact.
Another day of compassionate leaveNow 3 days.
More support for those experiencing family and domestic violence.
More compact timetables for part-time staffA commitment to group part-time hours together, rather than spreading them across the week, where this benefits staff.

See what's new

Current and new

What's new in the Proposed Agreement

Your current Agreement dates from 2019 and still applies until a new one is approved. Here is what the proposed Agreement offers.

Clause 12

Pay frequency

Current

Paid monthly, on the 15th, with casuals waiting up to five weeks to be paid.

New

A guarantee to move to fortnightly pay.

Clause 27

Parental leave

Current

14 weeks' paid parental leave after two years' service. No paid partner leave, and no commitment to pay super on paid parental leave.

24 months requalifying period to take a second instance of paid parental leave.

New

14 weeks' paid parental leave
2 weeks' paid partner leave
Super paid on parental leave
12-month requalifying period
Full accrual of leave entitlements whilst on paid parental leave

Clause 21

Compassionate leave

Current

2 days, on the death or terminal illness of an immediate family member.

New

3 days, on the death or terminal illness of an immediate family member.

Clause 24

Infectious diseases leave

Current

Not included. Was counted as sick leave.

New

Separate paid leave if you catch a listed infectious disease, so your sick leave balance stays intact.

Read the full comparison

Your time

Two changes that protect your time

Workload

A fifth of your week set aside, and your total load capped

The new 80/20 model guarantees that a fifth of your timetabled week is set aside for planning, marking and preparation. For the first time, your total supervised activity is capped.

Current (before 1 January 2027): Up to 24 hours and 10 minutes of supervisory time a week, including teaching time, pastoral care, assemblies and chapel.

New: Duties Other Than Teaching (DOTT) is now clearly defined, with a minimum of 20% of your time set aside for it. Teaching load makes up the other 80% of your weekly class time, which cannot exceed 22 hours and 30 minutes, which is inclusive of all instruction, formal supervision and pastoral care.

The proposed Enterprise Agreement will further safeguard the WA Teacher Workloads Policy, protecting entitlements such as compensation for camps, parent/carer contact time and the staff-directed professional development day from significant change.

The 80/20 model

80/20

up to 1h 40m less supervised time a week

Current

Up to 24h 10m

supervisory time a week, including teaching, pastoral care, assemblies and chapel

New

22h 30m, all included

capped, with 1h 40m less than the current maximum

CurrentNew

$229.44

in Jenny's pocket: 4 hours at $57.36 an hour

Internal relief

DOTT is restored or paid

If you lose DOTT due to internal relief and have a full teaching load, you will either be paid at the Internal Relief Rate or have the lost time returned to you within 10 weeks.

Example

Jenny, a Step 5 teacher with a full teaching load, gives up 4 hours of her DOTT to cover classes. Instead of waiting up to 10 weeks to get that time back, she chooses to be paid for it. At $57.36 an hour, that's $229.44 in her pocket.

How your pay compares

Above the Award at every step

Salaries from 1 December 2025, including leave loading, range from $92,856 at Step 1 to $135,871 at Step 10. Your pay stays 2.5% above Department of Education rates, and far exceeds Award rates.

17%+

above the Award at every step of the scale

35%

above the Award, approximately, at the top of the scale

Your proposed AgreementDepartment of EducationAward minimum

Start of the scale

Step 1: With Leave Loading

Your proposed Agreement

$92,856

Department of Education

$88,178

Award minimum

$76,960Level 1

$4,678 more than the Department of Education

Top of the scale

Step 10: With Leave Loading

Your proposed Agreement

$135,871

Department of Education

$132,557

Award minimum

$99,031Level 4

$3,314 more than the Department of Education

See how this is calculated See how this is calculated

All figures include leave loading. Proposed Agreement salaries are from Schedule 1, effective 1 December 2025. Department of Education figures are the equivalent Department rates. Award figures are minimum rates from the Educational Services (Teachers) Award 2020, effective 1 July 2026, converted to annual salaries. Step 1 is compared with Award Level 1 and Step 10 with Award Level 4, the highest level most experienced teachers reach; your own Award level depends on your registration and service. Both rates change over time, and Agreement salaries rise on the same date as Department of Education increases.

Frequently asked questions

Your questions answered

Why isn't the Workload Policy in the proposed Teachers Agreement?Why isn't the Workload Policy in the proposed Teachers Agreement?

We have identified improvements that are necessary for a fair, certain and sustainable workload for teachers and have delivered them now, ready for 2027, rather than making them contingent on the proposed Enterprise Agreement.

If the Enterprise Agreement is approved, it will further safeguard the Teachers Workload Policy.

Find out more about the Workloads Policy at workload.anglischools.edu.au.

How am I better off under the proposed agreement?How am I better off under the proposed agreement?

Competitive pay: 2.5% above the Department of Education, moving to fortnightly pay during the Agreement.
Guaranteed DOTT: a guaranteed minimum of 20% DOTT from 1 January 2027. If your DOTT is used for internal relief and can't be reallocated within 10 term weeks, you'll be paid at the Internal Relief rate set out in the proposed Agreement.
Greater access to leave:
- 3 days' paid compassionate leave
- 2 weeks' paid partner leave
- Paid parental leave attracts superannuation
- Paid parental leave counts as service for non-term time, personal leave and long service leave
- Paid parental leave is available after two years' continuous service, and for a subsequent child once you've been back at work for at least 12 months
- Paid infectious diseases leave that doesn't come out of your personal leave
Choice to balance work and life: a Deferred Salary Scheme, so you can work four years and fund a year off.

What does "fortnightly pay within the life of the agreement" mean?What does "fortnightly pay within the life of the agreement" mean?

We've listened to your feedback: more pay, more regularly. That's why we've locked in the move to fortnightly pay.

We're committed to introducing fortnightly pay as soon as possible, and the start date will be announced with plenty of notice so teachers and schools have time to prepare.

How will this benefit me as a part-time employee?How will this benefit me as a part-time employee?

Clearer pay when you work additional hours, including payment for professional development on a day you don't usually work
A commitment to limiting the spread of part-time timetabling when requested
The option to take up additional hours before external relief is engaged
Access to the Deferred Salary Scheme

How will this benefit me as a fixed-term employee?How will this benefit me as a fixed-term employee?

First consideration if your position becomes an ongoing vacancy
Fixed-term contracts that are limited to defined circumstances
Fixed-term service that counts towards continuous service, which matters for paid parental leave and long service leave

What does infectious diseases leave cover?What does infectious diseases leave cover?

If a doctor certifies that you caught one of the following diseases through contact at work while carrying out your duties, you get paid leave that isn't taken from your personal leave: German measles, measles, mumps, chickenpox, glandular fever, scarlet fever, whooping cough, rheumatic fever, hepatitis, and hand, foot and mouth disease.

To use it, provide a medical certificate that names the disease and ask in writing for the leave not to be taken from your personal leave.

Voting information