Special schools WHS dispute resolution proposal
Queensland Teachers' Journal, Vol 131 No 2, 2 April 2026, page no 11.
The QTU and the Department of Education have agreed a proposal addressing concerns over unsafe systems of work that emerged in Queensland special schools as a result of reduced staffing allocations introduced at the beginning of 2025.
In late 2025, a QTU Newsflash advised members that the Queensland Teachers’ Union had lodged a work health and safety (WHS) dispute in the Queensland Industrial Relations Commission (QIRC), following the failure of the issue resolution process.
The Union contended that the reduced staffing allocations had created foreseeable and ongoing WHS risks, including:
- heightened exposure to occupational violence and aggression (OVA)
- increased psychosocial harm arising from unsafe staffing levels and unsafe systems of work
- escalating workload impacts that compromise worker and student safety.
While special schools have always carried higher inherent WHS risks, previous staffing allocation models enabled school leaders to better mitigate these risks. The full implementation of the reasonable adjustment resourcing model in 2025 has resulted in significant staffing reductions and increased risk exposure.
The QTU exhausted the WHS issue resolution process under section 80(1)(e) of the Work Health and Safety Act, including the required escalation to the Director-General in November 2025.
Although the existing arrangements were proving insufficient to ensure safe systems of work, sustained QTU advocacy and strong member engagement led to several important interim outcomes:
- “More for the Core” adjustments, including improved early years staffing ratios, additional teacher aide hours for smaller special schools, enhanced leadership thresholds, and continuation of the Whole School Support – Student Learning Resources (WSSSLR) top up. While welcome, these adjustments do not rectify the baseline staffing shortages or the associated WHS risks.
- Introduction of dedicated WHS coordinator positions (0.4–1.0 FTE AO5) for a two year period. These roles acknowledge both the elevated risk profile of special schools and the administrative burden carried by school leaders. However, they do not replace the need for adequate frontline staffing.
- Reduction in administrative red tape for supplementary teacher aide hours for specialised health support, including full year SBS crediting and the removal of reapplication requirements. While administratively beneficial, these changes do not resolve the competing supervision, health, and behaviour related risks.
Collectively, these outcomes demonstrated some systemic responsiveness, but they remained incremental and insufficient to ensure WHS compliance in special schools without further control measures.
At the beginning of 2026, the department indicated a willingness to engage in discussions specifically related to the WHS dispute. Meetings held in early February resulted in progress toward a collaborative resolution.
QTU officers developed a solutions-focused proposal grounded in the WHS orders sought during the conciliation process. In response, and following review of the Union’s proposed milestones, the department suggested a good-faith letter of exchange outlining agreed commitments and a pathway toward a system-wide resolution.
Key commitments include:
- deployment of 30 FTE WHS AO5 officers across all special schools
- development of special school-specific WHS resources and tools, including:
- a special school risk assessment tool
- a special school hazard/risk register
- establishment of a statewide special school health, safety, and wellbeing committee with 50 per cent worker representation
- ongoing consultation aligned with the WHS Act and the department’s Health, Safety and Wellbeing Management System
- commitment to collaborative implementation with the QTU and other representative bodies.
These commitments reflect the core outcomes sought in the QTU’s without prejudice proposal and align with the department’s legislated obligations under the WHS Act. The proposed staffing enhancements, development of specialist tools, and creation of statewide WHS governance structures represent substantial progress toward establishing safe systems of work in special schools. They also directly address the key risks identified by members.
Following written confirmation of the in-principle agreement to the resolution framework, the QTU advised the QIRC that its assistance would not be required at this time and requested that the matter remain held in abeyance rather than dismissed. This approach enables either party to relist the matter within 12 months, preserves the protections afforded by an active dispute, and signals good faith without limiting the Union’s ability to return to the QIRC should the department fail to honour its commitments.
QTU officers continue to work with departmental officers to finalise the good-faith letter of exchange.