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The newspaper of the Independent Education Union of Australia NSW/ACT Branch (vol 46 #2) March 2026 PP 100000871 ISSN No: 0728-4845
WORKLOAD TRANSPARENCY Enforcing your hard-won right in independent schools
“Transparency is a vital step towards fairer and more sustainable workloads for members.” Carol Matthews Secretary Members in independent schools deserve to know the key elements of the workload required of them. Workload transparency was a crucial win of the IEU’s ‘Now’s the Time’ campaign in 2024 for better pay and conditions for teachers and support staff in independent schools. Schools must comply with the new workload transparency requirements in clause 16.5 of the Independent Schools (Teachers) Cooperative Multi‑enterprise Agreement (the MEA) by advising teachers about the usual face‑to‑face teaching hours per week or per cycle. Schools must also outline the general requirements for extracurricular duties and the release time provided for teachers in Leadership Level 1 and Level 2 positions. Transparency is a vital step towards fairer and more sustainable workloads for members. Face-to-face load fundamental In Catholic systemic schools, workload expectations are governed by Work Practices Agreements negotiated by the union with each diocesan employer. Face-to-face teaching hours are set in the industrial award applying to teachers in NSW government schools. Previously, some independent school employers refused to disclose the usual face-to-face teaching load in their schools. This meant it was impossible for part-time teachers to know if they were being paid correctly because part-time teachers are paid based on their teaching load compared to the full-time load at their school (see clause 7.12 of the MEA). For full‑time teachers, the issue was that they did not know
whether they were underloaded or overloaded compared to other teachers. This made it difficult to judge whether requests from schools to take on additional duties – such as extras, playground duties or pastoral care classes – were reasonable compared to other teachers. The MEA had always stipulated that face-to-face teaching hours should be contained in letters of appointment, but many schools simply referred to the full-time equivalent (FTE) load of the teacher, not the actual teaching hours. Schools must comply For the first time, the Association of Independent Schools (now Independent Schools NSW) agreed to the union’s demand to include a workload transparency clause in the new MEA. Under clause 16.5, employers must now inform teachers on appointment and from time-to-time of the following: • the usual number of face-to-face teaching hours per week or per cycle for a full-time teacher • the general requirements in relation to extra-curricular activities • any reduction in face-to-face teaching hours for teachers in Leadership 1 and 2 positions. This clause imposes obligations that employers must follow. Many schools provide additional information about teacher workload (for example, the number of extras that teachers may be required to take in a term in secondary schools and release from face-to-face teaching in primary schools). However, the union was unable to achieve a more expansive and prescriptive clause incorporating these elements in the MEA because of employer resistance. IEU reps should keep a copy of the workload requirements for your school to assist with member enquiries.
Some reps have told the union they are unsure if their school has complied with the MEA. As this is obligatory for new appointments, please check with any teachers appointed this year to be sure. Schools that have not complied are in breach of the MEA. The MEA has other provisions about workload. Under clause 16.4, the school should advise staff of term dates and required teacher attendance dates by the end of Term 3 in the preceding year. Clauses 16.6 and 16.7 require the school to give maximum possible notice of school-designated professional development, training and meetings during term time and, where practicable, include the dates in the annual school calendar. Our campaign for transparency IEU organisers are engaging with members in independent schools to ascertain whether their employer is fulfilling their legal obligations. The union offers resources to empower chapters to require employers to comply, including a pro forma letter to formally request information from school leaders (see below). More information • Pro forma letter: ieu.asn.au/ais-workloads • Full campaign info: ieu.asn.au/nows-the-time-campaign
Is your workload clear?
Has your school employer provided clear information? If your employer is not complying with the workload transparency clause, we urge members to contact the union via your organiser. If we are unable to obtain information that confirms the school is complying with its legal obligations under the MEA, the union will not hesitate to act, including seeking the assistance of the Fair Work Commission.
Anti-Bullying Framework What it means for members The NSW Anti-Bullying Framework was presented as a major step toward greater consistency in how schools prevent and respond to bullying of students when it was released in December 2025. For IEU members, the question is more practical: will the framework make day-to-day management of incidents clearer, fairer and better supported? Members know bullying is rarely a straightforward policy issue. It is the student who quietly withdraws. It is the repeated
emails from families seeking answers. It is the matter reported through the proper channel that somehow returns to the classroom unresolved. The IEU will be monitoring the implementation of the framework to ensure it strengthens systems and does not add to already heavy workloads. A broader reform The NSW framework is part of national reforms underway across all education sectors.
Education ministers initiated the AntiBullying Rapid Review in 2025 to examine existing approaches and identify gaps. In February, ministers endorsed an Implementation Plan and renamed the proposed national standard as the National Framework for Addressing Bullying in Australian Schools. Schools are expected to align policies and procedures by Term 1, 2027 and make them publicly available. The national framework sets an expectation
that schools begin to respond within two school days of becoming aware of a bullying matter. The timeframe refers to initiating action to ensure safety, contact families, and engage wellbeing supports (not resolving complex issues within 48 hours). The distinction is important. Prompt responses must not rely solely on individual staff absorbing additional work. Continued on page 3