Enterprise bargaining: What you should know
Queensland Teachers' Journal, Vol 130 No 5, 1 August 2025, page no 27.
As a Queensland state school teacher, your pay, workload and conditions are largely determined through the process of enterprise bargaining. But what exactly does enterprise bargaining mean in the context of state schools and why does it matter to your day-to-day working life?
Understanding the term “enterprise bargaining”
The term enterprise bargaining technically comes from the Fair Work Act 2009 (Cth), which applies to workers in the federal industrial relations system — such as those in Catholic and independent schools. In that system, employers and employees negotiate formal enterprise agreements through the Fair Work Commission.
However, while Queensland state school teachers are covered by a different legal framework — the Industrial Relations Act 2016 (Qld) — the term “enterprise bargaining” is still widely used. In state schools, the outcome of the bargaining process is called a certified agreement, and negotiations occur through the Queensland Industrial Relations Commission (QIRC). Despite these differences, the processes share many of the same features: formal negotiations between the government and unions, voting by members and legal enforcement of the resulting agreement.
So, while “enterprise bargaining” is not the official legal term in the Queensland system, it’s still a useful shorthand that’s commonly used across the sector.
How bargaining works in state schools
Bargaining typically begins when an existing certified agreement is nearing expiry. The Department of Education and the Queensland Teachers’ Union (QTU) negotiate to reach a new deal. This includes discussions on salary, working hours, leave entitlements, professional development time and support for teacher wellbeing.
Once an agreement is reached, all employees covered by it get to vote. If a majority approves it, the agreement is lodged with the QIRC for certification. Once certified, it becomes legally binding.
Each round of bargaining sets the tone for teaching conditions for years. That’s why it’s important for teachers to stay informed and to participate — whether by voting, attending meetings, or submitting feedback.
Protected industrial action
Protected industrial action is a lawful part of the bargaining process. It can be taken by union members when negotiations stall and no agreement has been reached. Under the Industrial Relations Act 2016 (Qld), such action must be approved by the Queensland Industrial Relations Commission (QIRC), and it typically follows a formal ballot of members. Action may include stop-work meetings, rolling work bans, or strikes. At the time of publication, some forms of protected industrial action may already have taken place, or may still be underway, as part of ongoing efforts to secure improved conditions. Participation in protected action is a legal right for union members, and it is an important tool in achieving fair outcomes when negotiation alone is not enough.
What’s been achieved — and what’s next
Over recent bargaining rounds, Queensland teachers have secured important improvements, including:
- pay increases indexed to the cost of living
- additional non-contact time for primary teachers
- improvements in job security and career progression
- commitments to workload reduction initiatives.
For example, EB9 included a staged increase in non-contact time for primary teachers — something the QTU had been campaigning for over many years.
But challenges remain. Teachers continue to raise concerns about curriculum overload, rising administrative demands, and support for inclusive education. These are all live issues for forthcoming negotiations.
Your role in the process
Even if you’re not directly involved in Union leadership or negotiations, your participation matters. As a teacher, you have the right to:
- provide input through workplace meetings and surveys
- vote on the proposed agreement
- attend Union briefings without fear of reprisal.
Union activity is protected under Queensland law and teachers cannot be disciplined for engaging in lawful advocacy or industrial participation.
Why it matters
The outcomes of enterprise bargaining affect much more than your payslip. They shape your capacity to manage workload, plan lessons, access professional development and maintain a sustainable work-life balance.
Certified agreements determine the structure of your work, the support you receive, and the standards that school leaders must uphold. A strong agreement can protect against burnout and turnover. A weak one can leave teachers stretched thin and undervalued.
Conclusion: collective voice, collective strength
The purpose of enterprise bargaining in Queensland state schools is to give teachers a collective voice in shaping their profession. Whether it’s through voting, providing feedback or simply staying informed, every teacher plays a part in that process.