The Victorian TAFE sector is taking decisive action to address structural gender barriers facing women in TAFE, under historic new multi‑employer enterprise agreements.
In a first for the Victorian TAFE sector all standalone TAFE teachers and professional staff will now be covered by two multi-enterprise agreements.
The Vic TAFE Teaching Staff Agreement 2024 came into effect on 4 July 2025 and the Vic TAFE PACCT Staff Agreement 2025 was submitted to the Fair Work Commission on 23 December 2025 after staff voted in favour, and is awaiting final approval by the Fair Work Commission.
New modelling from the Victorian TAFE Association (VTA) estimates that the benefits of the new multi-employer agreements will flow to all staff, with women, who make up 60% of the workforce, set to benefit significantly, directly tackling structural barriers to gender equity.
The VTA estimates an average uplift at each pay point, between $11,000 and $22,000 over the life of the agreements.
In real terms, this means an entry-level professional staff member at a typical TAFE will see a salary increase of up to $4000 in the first year. Over the life of the new Agreement, they receive up to $11,000 additional pay, plus additional annual increment increases, raising the overall salary gain to $16,500.
An entry-level teacher receives over $7000 salary increase in the first year, and over the life of the agreement will receive over $16,000, plus an additional annual
These pay rises are complemented by improved working conditions that will benefit women and other marginalised groups to enhance gender equity, including:
- An additional two weeks paid primary carer leave (on top of the existing 14 weeks for a total of 16 weeks)
- Up to 52 weeks superannuation paid at the end of Parental Leave for up to the first 52 weeks of primary care giver parental leave
- 4 weeks of secondary caregiver leave, and an additional 12 weeks paid secondary care giver leave when they assume primary responsibility for child within 78 weeks of birth or placement
- Paid lactation breaks
- Ongoing eligibility for parental leave on premature birth, or where baby is stillborn, or dies within first 24 months of life
- Short term foster and kinship care leave, up to 10 days paid
- Up to 52 weeks unpaid Grandparent leave, for an employee who becomes primary care giver of grandchild
- Up to 20 days paid family violence leave for all employees
- Gender Affirmation leave of up to 6 weeks paid and 46 weeks unpaid
- Cultural and Ceremonial paid leave for Aboriginal or Torres Islander employees
- Introduction of, or improved flexible work arrangements, including individual flexibility arrangements to vary the effect of the Agreement
As public institutions committed to opportunity, inclusion and equity, TAFEs are leading by example. This significant step forward reflects that commitment, not only for students who rely on TAFE to build their futures, but for the dedicated teachers and professional staff who make Victoria’s TAFE sector the best in Australia.
Note: Salary data has been drawn from two metropolitan and one regional TAFE Institute.
Quotes attributable to Alex White, CEO of the Victorian TAFE Association:
“Taking action to reduce structural barriers for women through higher wages and better working conditions sends a clear and powerful message that TAFE values the exceptional women in our sector.”
“This marks an important moment for our TAFE community, and we acknowledge that genuine equity requires ongoing effort and commitment.”