KU has reinforced its longstanding reputation as an employment leader in early childhood education and care (ECEC) with the introduction of a newly negotiated enterprise agreement for its early childhood teachers, one that sets a powerful new benchmark for the sector.
With an overwhelming 97.1 per cent of voting staff in support, the KU Children’s Services – Teachers Enterprise Agreement has been met with resounding endorsement. The agreement introduces a host of new and expanded entitlements that further elevate KU’s employment offer and reflect the organisation’s deep respect for the contribution of teachers across its services.
An agreement shaped by values and collaboration
The new agreement is the result of a comprehensive consultation and negotiation process, with a strong focus on continuing KU’s legacy of supporting teachers with conditions that reflect their vital role in delivering high-quality outcomes for children and families. It builds on KU’s commitment to workplace excellence and reflects the feedback and priorities of the organisation’s teaching teams.
“Finalising this agreement is a reflection of KU’s commitment to continuous improvement and its deep respect for the professionalism of early childhood teachers,” said KU CEO, Christine Legg.
“From sector-leading paid parental leave to newly introduced entitlements for emergency circumstances, the updated agreement recognises the complexity of teachers’ work and the importance of wellbeing, flexibility and recognition.”
Key benefits at a glance
Among the most significant enhancements are:
- Annual salary increases of 4 per cent through to 2026, ensuring that remuneration keeps pace with cost of living and reflects teachers’ ongoing contributions
- Additional Directors Discretionary Days, increasing the opportunities for Directors to dedicate time to key areas of interest and focus
- Expanded child-free time, providing teachers with more opportunities for planning and reflection, ensuring high-quality educational experiences
- Educational Leader Time, supporting these key pedagogical roles to have dedicated time to guide practice and mentor team members
- Enhanced paid parental leave, now up to 15 weeks, representing a significant increase in paid time available to new parents
- Introduction of paid leave for staff experiencing miscarriage or stillbirth, acknowledging the personal impact of loss and providing space for recovery and support
- Gender affirmation leave, designed to support staff undergoing gender affirmation processes with paid time off
- New paid disaster, emergency and pandemic leave, ensuring financial security during unforeseen events that affect attendance or operations
- Staff discounts on KU’s long day care fees, supporting affordability for families employed by KU
These benefits are offered in addition to KU’s already robust and respected employment conditions, including a comprehensive wellbeing portal, and recognition programs that reinforce KU’s positive workplace culture and lead to KU’s sector-leading retention rates.
A culture of care, equity and innovation
KU celebrates its 130th anniversary as Australia’s longest serving and most trusted not-for-profit provider of early education and care. Its approach to leadership and workforce development continues to centre on integrity, inclusion, innovation and deep respect for children, families and professionals alike.
As part of its broader employment strategy, KU continues to invest in staff benefits that promote professional growth and sector engagement. These include access to:
- High quality professional learning for all staff
- The KU Annual Conference which explores the latest thinking in quality pedagogy and innovation; elevates current practices; celebrates achievements; and honours long serving staff across the organisation.
- A dedicated online wellbeing platform with a focus on emotional, physical and financial health
- Recognition through awards and long-service celebrations
KU’s staff are the heart of KU and everything KU does is designed to foster long-term careers in early education, with KU’s organisational structures enabling teachers and educators to influence decisions, contribute to policy through the KU Staff Association, working parties and communities of practice.
Recognition, retention and impact
KU’s recognition as an Employer of Choice and a certified Great Place to Work is supported by its strong retention figures, which consistently exceed sector averages. These accolades, alongside the high level of staff engagement and satisfaction demonstrated during the agreement process, highlight a culture built on purpose and professionalism.
For educators and teachers seeking more than a transactional employment experience, KU offers a career pathway defined by meaningful recognition, practical support, and shared values.
“Our new agreement is more than a set of entitlements; it’s a reflection of who we are as an organisation. It’s a recognition of the work our teachers do every day and an investment in the future of quality early education.” said Christine Legg.
A message to future teachers and educators: now is the time
As the ECEC sector continues to face challenges in workforce attraction and retention, KU is proud to stand out as an employer that delivers on its commitments and actively supports the growth, wellbeing and success of its people.
The organisation is currently welcoming expressions of interest from qualified teachers and educators who are looking to join a values-driven, inclusive and forward-thinking workplace.
Whether you are new to the sector or looking to take the next step in your career, KU’s Careers team is available to provide individualised advice and support.
To learn more about KU’s career pathways, benefits, and current opportunities, visit KU Careers.
