Access to a proposed reproductive health leave entitlement for staff at Stuartholme School in Toowong would depend partly on the number of personal leave days they have remaining. The Catholic school workplace offer introduces paid leave for specified health conditions but requires employees to meet an accumulated leave threshold, prompting objections from the education union.
Stuartholme is among the schools identified in the Religious Institute bargaining documents released on 8 October 2026. Employees covered by the agreement are scheduled to vote from 19 to 29 October on whether to approve the proposed employment arrangements.
Personal leave balances become part of eligibility
Under the proposal, a full-time employee holding 10 days or more of accrued personal or carer’s leave would not meet the eligibility threshold for the additional reproductive leave. The threshold is reduced proportionately for part-time and term-time employees, adding a separate requirement beyond the qualifying medical condition.
The Independent Education Union wants broader reproductive health leave protections and has criticised the limits in the employers’ offer. Stuartholme employees covered by the agreement will vote on the complete package, which also addresses wages and other conditions of employment.
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

























