It starts January 2027 — read more below.
AngliSchools has released an updated workload policy, shaped by teacher and school feedback, to give you more protected time to plan, clearer limits on your week, and greater certainty about your time.
A structure designed around real classroom feedback — to remove ambiguity and protect teacher time.
The previous workload policy was introduced more than 20 years ago and while it has been adjusted several times, the context for schools today is very different.
Since the last update in April 2021, we have found the policy has not kept up with the demands made on teachers, and hasn't given schools the framework they needed to plan and set expectations.
Over the past two years, we have listened to the concerns and ideas of teachers, and their request for greater consistency across AngliSchools. Now, we have transformed the policy to provide greater clarity, fairness and certainty for our staff.
Our commitment to teachers is that the updated policy will be in place for 3 years, with the next review period to start in early 2029.
Four major areas transformed to safeguard teacher wellbeing and workload.
A new 80/20 model guarantees a fifth of your timetabled week is set aside for you to plan, mark and prepare. Your total supervised activity is capped for the first time.
New provisions mean more consistent staff meetings, with schools designating one week day for meetings throughout the year.
We know our teachers are professional and responsive to the needs of students and their parents, but we have set out a process to manage out-of-hours demands.
Camps and other co-curricular activities can require teachers to contribute in different ways. The new policy recognises this contribution and rewards it.
Teachers will still have up to eight days set aside for professional development, planning or preparation each year, but one full day (or equivalent) will be designated as staff-directed time to ensure PD aligns with teacher needs.
If a teacher with a full teaching load's DOTT time is disrupted due to relief supervision, the school will make all practical efforts to restore the DOTT time for the teacher within a reasonable timeframe. If DOTT is lost due to a requirement for supervision, the teacher will be entitled to Teaching Time in Lieu or an Internal Relief payment.
| You asked | We responded |
|---|---|
| For teaching duties to be counted and measured consistently across schools | We've defined the key terms — teaching time, DOTT, term and non-term time — so they mean the same in every school. |
| To stop meetings from running late or starting too early | Aside from the one weekly staff meeting on a consistent day, other meetings now sit within 20 minutes of the school day. |
| To protect your time to prepare and plan | Minimum 20% of the total number of minutes of student instruction time now set aside for DOTT, plus a staff-directed PD and planning day each year. |
| To know your year in advance | Professional development dates are confirmed and published at the start of each year. Staff meeting days locked to one day a week. |
| To have fairer rules and recognition for relief supervision | Relief now follows a set order, drawing first on teachers without a full load. |
| To have clear boundaries for co-curricular activity | Schools now keep a record of co-curricular participation to keep it equitable and transparent. Mandatory overnight camps can now count towards the co-curricular target. |
| To engage on future workload policy development | Under the proposed Enterprise Agreement, AngliSchools has committed to making no significant changes to workload policy without consultation. This provision is not in the current Enterprise Agreement. |
After two years of negotiating a new Enterprise Agreement, we cannot wait any longer to put improvements in place to support our teachers and schools.
We believe these improvements are necessary for a fair, certain and sustainable workload for teachers, which is why we've delivered them through policy now rather than making them contingent on a proposed Enterprise Agreement being voted in.
There are additional benefits proposed in our Enterprise Agreement that we would like to see implemented for 2027, which will have a positive impact on teachers' work-life balance.
We have heard and are considering the request from teachers to move from monthly to fortnightly pay cycles.
When teachers are asked to forfeit their non-instructional time to deliver internal relief, they can access compensation reallocated time.
Work four years on 80% pay, take the fifth year off.
Access two weeks, with super paid across all parental leave.
Increased from two days to three.
More flexible options for taking Long Service Leave.
If the Enterprise Agreement is approved, it will safeguard this policy and you will need to be consulted before any major change is made.
The new policy will still go ahead. These improvements aren't subject to the vote — they're being delivered through policy now. If the Enterprise Agreement is not agreed, you will remain under the existing Agreement until a new one is reached, but the updated workload policy continues.
Questions? Please contact us via email at hr@anglischools.edu.au
Factsheets on each part of the updated policy.
Schools will begin preparing for the policy now, ready to start in January 2027. AngliSchools will be working to support the implementation of new arrangements, with guides to ensure consistency and a streamlined transition.