All Hallows’ School in Fortitude Valley is among Queensland Catholic education employers involved in a workplace ballot taking place without agreement between the employers and the education union on key conditions. The dispute involves reproductive health leave, salaries and workloads, with employees being asked to decide whether to endorse the proposed employment package.
The school is identified in the Religious Institute Schools agreement documentation released on 8 October 2026. Eligible employees will vote between 19 and 29 October, following bargaining negotiations that began under the existing Catholic school employment arrangements.
Separate school systems share disputed leave provision
All Hallows’ belongs to the Religious Institute Schools bargaining group, which negotiates under an agreement separate from the diocesan Catholic school system. Both proposed agreements nevertheless contain the same reproductive health leave eligibility provisions, despite covering different groups of school employers.
The Independent Education Union says employers proceeded to the employee ballot without an agreement in principle with the union. Catholic education employers maintain that staff should be given the opportunity to vote on the proposed conditions, which they have presented as an overall package of employment improvements.
Five days of leave under restricted conditions
Clause 8.19 of the proposed Catholic school agreements provides up to five days of paid reproductive health leave each calendar year for eligible employees. The entitlement would not accumulate annually, with part-time and term-time staff receiving a proportionate allowance and casual employees excluded.
Eligibility would require an employee to be absent because of chronic symptoms associated with at least one of eight listed conditions or procedures: endometriosis, adenomyosis, dysmenorrhoea, polycystic ovary syndrome (PCOS), hysterectomy, menopause, perimenopause or prostate disease.
A further restriction applies to accumulated personal or carer’s leave. Full-time employees must have fewer than 10 days remaining, while part-time and term-time staff must have less than a proportionately adjusted balance. Employees would also need to meet the agreement’s notification and evidence requirements.
IVF included in public-sector leave provisions
Queensland public-sector employees have had access to up to 10 working days of paid reproductive health leave annually since 30 September 2024. The entitlement includes fertility treatment such as IVF, chronic reproductive health conditions, preventative screening and specified medical procedures, without requiring employees to exhaust other types of leave first.
The Catholic school proposals do not expressly include IVF among the qualifying reasons for the new reproductive leave entitlement. Other existing leave arrangements may remain available for medical treatment or appointments, depending on the circumstances. The proposed agreements also provide for accumulated personal or carer’s leave to be used for preventative medical advice or treatment, including reproductive health screening.
Union raises pay gaps and workload concerns
The Independent Education Union Queensland and Northern Territory has sought reproductive health leave comparable to the public-sector entitlement, alongside improvements in wages and working conditions. Its bargaining claims also cover teacher workloads, school officer classifications and recognition of specialist and leadership roles.
The union says some Queensland Catholic school classroom assistants earn between 10 and 25 per cent less than workers performing comparable jobs in New South Wales Catholic schools. It also argues that the proposed agreement does not adequately address increasing teaching workloads or the working conditions of specialist staff.
Catholic school employers have proposed teacher wage increases of four per cent in 2026, followed by 3.5 per cent in both 2027 and 2028. Their package also includes changes to certain school officer and services staff classifications, along with proposed improvements to leave arrangements. The union maintains that the offer does not sufficiently address its outstanding claims.
More than 22,000 employees covered by ballot
According to Catholic Education Queensland, the bargaining arrangements cover more than 22,000 employees across 313 schools. Separate proposed agreements apply to schools operated by diocesan Catholic education authorities and those under Religious Institutes or Ministerial Public Juridic Persons.
The online ballot will run from 19 to 29 October 2026, with eligible employees able to vote whether or not they belong to a union. An agreement must receive majority support from employees casting valid votes and subsequently obtain approval from the Fair Work Commission before taking effect.
Backpay remains contested as vote approaches
Employers say approval during the October ballot would secure their proposed retrospective wage payments, including backpay from 1 July 2026 for teachers. If the agreement is rejected, existing employment conditions would continue while a replacement is pursued.
Under the employers’ stated approach, backpay following a later successful ballot would begin from the first day of the month in which that vote occurs. The union has criticised the condition, arguing that retrospective wages should remain part of further negotiations rather than depend on approval of the current offer.
Published 9-Oct-2026
