Correction: The graph in this article comparing Queensland’s EST Step 2 salary with Victoria’s Classroom Teacher Range 2, 2-6, and the accompanying explanation, contained incorrect salary timings and comparisons. Both have been corrected in this online version. The correction does not alter the broader substance of the article.
The pathway to arbitration and QTU submissions on salary increases
Queensland Teachers' Journal, Vol 131 No 4, 26 June 2026, page no.8&9
The Queensland Teachers’ Union (QTU) pathway to arbitration reflects a structured and member-driven process beginning in 2024 and the decisions of State Council, which comprises elected representatives from across all branches and area councils.
Early consultation on EB11 attracted significant engagement, with more than 1,600 motions submitted. Analysis of these motions confirmed a strong link between teacher salaries and teacher shortages, while also identifying five key areas of member interest. State Council endorsed an interest-based bargaining approach.
Developments through late 2024 and into 2025 shaped the bargaining context. State Council noted the agreement reached in New South Wales, which included annual salary increases of three per cent per annum and additional collaboration time. By mid-2025, the QTU had participated in extensive negotiations through the single bargaining unit, with a focus on strategies to attract and retain teachers.
State Council authorised the conduct of a protected industrial action ballot, and more than 95 per cent of votes cast in the ballot were in favour. The first strike in 16 years occurred on 6 August 2025, followed by a second strike in November.
From 7 August, the QTU and the department participated in conciliation with the assistance of the Queensland Industrial Relations Commission (QIRC). Despite these efforts, negotiations did not result in agreement.
A formal offer from the department was put to members, accompanied by information on arbitration risks, but was rejected by 67.6 per cent of members who cast a vote. Subsequently on 31 December 2025, the matter was referred to arbitration.
Arbitration differs significantly from previous enterprise bargaining rounds, where negotiated offers are ultimately accepted and certified. In arbitration, both the QTU and the state present evidence before the QIRC, which then makes a binding determination. With arbitration underway, the certificate to engage in protected industrial action has lapsed.
While some issues — such as class sizes and non-contact time — are no longer in dispute, the timing and quantum of salary increases remain central disputes.
The QTU’s submissions to the QIRC are supported by independent economic analysis prepared by the University of Sydney Business School. This analysis indicates that restoring real wages and maintaining competitiveness requires salary increases in the range of approximately 21.2 per cent to 25.6 per cent over time. The report applies a credible, evidence-based framework that considers inflation, productivity, and relative pay comparisons across jurisdictions.
| Date of determination | 1 July 2027 | 1 July 2028 | 1 July 2029 | Total |
| 3% | 7% | 7% | 7% | 24% |
The QTU’s submissions are for a 24 per cent increase over the life of the Determination, consisting of quantum increases and guaranteed timing of increases from 1 July.
Dates for the substantive arbitration case have not been set. However, the QTU has filed an application for an interim increase that will be heard in August.
The application for the interim increase consists of quantum and timing arrangements, specifically a 3 per cent increase plus a cost-of-living uplift adjustment (CUA) set at 0.5 per cent, therefore a quantum increase of 3.5 percent. The interim increase seeks backpay to 1 February 2026.
The combined interim and substantive application would deliver 24.5 per cent increases as set out below.
| 1 Feb 2026 | 1 July 2027 | 1 July 2028 | 1 July 2029 | Total |
| 3.5% | 7% | 7% | 7% | 24.5% |
The following chart (below) shows a comparison between the QTU’s and State of Queensland’s submissions. The chart depicts a hypothetical pay point of $100,000, although for context, on 1 July 2024, a Band 3 Step 1 teacher in their fifth year had an annual salary of $100,707.00.
Beginning on 1 July 2024, the blue line shows growth if members voted to accept the Queensland Government’s offer in last year’s ballot. The increase is to about $103,000 last year and then increases to about $107,000.50 this year. Growth ends up at about $110,000 next year. This hypothetical line continues as a dotted line, to show continuation of public sector wage policy on a three-year cycle that could commence next year.
The green line, also beginning on 1 July 2024, applies public sector wages policy as the State of Queensland seeks to apply it through arbitration. The line does not move until 2027, so the $110,000 is not achieved until 2029.
The maroon line shows the QTU submissions, beginning with an interim increase this year.
If the Full Bench finds in favour of the QTU interim application, the $103,000 is effective from 1 February, with back pay to be applied. The substantive application seeks three per cent plus seven per cent by 1 July 2027, which would mean the $110,000 figure is achieved in 2027, and the two subsequent 1 July increases of 7 per cent achieve a salary of more than $126,000 in 2029.
Workforce data shows that about 50 per cent of Queensland’s state school teachers are senior teachers or experienced senior teachers. The following chart (below) compares Queensland’s EST2 classification with the top of the automatic progression in Victoria, that is Range 2, 2.6. The chart assumes acceptance of the in-principle offer. The increases in the chart consider the timing of the in-principle Victorian offer, against the quantum and timing of the QTU’s arbitration submissions.
At the starting point, Victoria is behind Queensland. Queensland remains ahead in May 2026, at $126,795 compared with Victoria at $121,600. However, under the Victorian in-principle offer, Victoria moves ahead in October 2026, reaching $133,456 while Queensland remains at $126,795. Victoria remains ahead in November 2027, at $138,794 compared with Queensland at $135,670. Under the QTU submission, Queensland moves back ahead in November 2028, reaching $145,168 compared with Victoria at $144,346. By November 2029, the gap widens, with Queensland at $155,329 and Victoria at $151,419.
Overall, the QTU’s position seeks to restore real wages, ensure future increases keep pace with economic conditions, and maintain Queensland’s competitiveness in attracting and retaining teachers. The arbitration outcome will be pivotal in determining both immediate salary adjustments and longer-term workforce sustainability.