Workplace Relations Service
Get FREE support to access the government-funded 15% pay rise for early childhood and OSHC
What is the Workplace Relations Service?
After months of advocacy, It Takes A Village (ITAV) and Community Early Learning Australia (CELA) were successfully granted funding to support services in accessing the government-funded pay rise for educators and teachers. Using this funding, we have partnered to create the Workplace Relations Service, which informs, educates and guides services who want to access the pay rise.
What kind of support can we offer?
Eligible early childhood and OSHC services can access information and support from our Workplace Relations Team FOR FREE including:
- In-depth information through our Options Pack, which outlines options for your service to access the grant
- Resources and phone support to understand the Worker Retention Payment / Worker Retention Grant
- Advice on options to comply with grant requirements, including the requirement to be covered by an eligible workplace instrument
- Comprehensive support to join onto the ECEC Multi-Employer Agreement
- Access to other workplace instruments including approved Individual Flexibility Arrangements (IFAs)
- Support to apply for the Worker Retention Payment.
To get the most out of our service, we recommend you read the information on this page, and in the Options Pack, or visit the Australian Government’s early childhood wages web page before contacting us. That way, we provide information, support and advice that’s tailored to you.
When you are ready, you can reach one of our sector specialists by phoning 1300 346 818 or by emailing adminWRS@itav.org.au.
How can you get started?
To support providers to understand the WRP and how to access it, we have created an Options Pack, which details the workplace instruments available to meet this grant condition and how we can support you.
There is absolutely no obligation once you have received the Options Pack.
Register through the link below to find out how our Workplace Relations Team can help your service.
Have questions specific to your service? Call us on 1300 346 818.
Coming soon: A comprehensive step-by-step guide to making or varying an enterprise agreement.
How to find out more
Contact our Workplace Relations Team. You can reach one of our sector specialists by phone on 1300 346 818 or email adminWRS@itav.org.au.
For more information on the Worker Retention Payment, visit the Australian Government’s Department of Education website or contact the CCS Helpdesk on 1300 667 276 or via email: ccshelpdesk@education.gov.au.
FAQs for providers just starting out
The following FAQs have been compiled by the Workplace Relations Team drawing on the key questions providers have asked us. These cover all stages from initial interest in participating, through to implementation of the funding once it has been received.
We encourage you to take a look at the FAQs before calling, as they may well address your questions!
For more complex questions, please complete the short survey to receive the Options Pack along with additional information on contacting the Workplace Relations Team with your specific query.
What is the role of ITAV and CELA?
It Takes A Village (ITAV) and Community Early Learning Australia (CELA) are peak bodies representing members across community managed, not-for-profit, small providers and government education and care services.
ITAV and CELA have been advocating for the sector for over 30 years and have negotiated this historic deal on behalf of community and small providers. This moment is a significant milestone in recognising the valuable contribution ECEC makes to Australia.
Through our jointly formed Workplace Relations Team, we are now working to help early childhood and OSHC providers and their services to understand their options and access the 15% increase as quickly as possible.
What is the ECEC Worker Retention Payment (WRP)?
In December 2024, the Federal Government committed $3.6 billion to fund a 15% increase in early childhood wages. This recognises the urgent need to address chronic workforce shortages in the early childhood sector by funding services to pay professional wages without the need to increase fees.
The increase is being delivered in the form of a payment to qualified providers, as this is the most efficient method to quickly get the funds in the pockets of employees.
More information on the ECEC Worker Retention Payment can be found at the Department’s website.
Who is eligible?
The payment will cover eligible ECEC workers who:
Work at an eligible CCS-approved Centre Based Day Care or Outside School Hours Care service that opts in to the payment, and
- Are covered by either the Children’s Services Award 2010, the Educational Services (Teachers) Award 2020 or a state-based ECEC award, or
- Undertake the duties included in the Children’s Services Award 2010 and the Educational Services (Teachers) Award 2020.
This may include early childhood teachers, educators, cooks, coordinators, room leaders and support workers.
What are the payment conditions?
To be eligible for the Worker Retention Payment (WRP) providers will need to:
- Limit fee growth to 4.4% from 8 August 2024 – 7 August 2025 and 4.2% from 8 August 2025 – 7 August 2026
- Engage in a workplace instrument that meets the payment conditions
- Apply for the payment
- Pass on all funding to eligible workers through increased wages.
When is the deadline to apply?
Although the applications do not close until 30 September 2026, any provider that applies before 30 September 2025 and meets the eligibility criteria will have their payments backdated from 4 December 2024.
This backdating means that even if you apply later, you can still receive the payment for your staff and apply it from 4 December 2024.
Please take into consideration it may take time to establish a workplace instrument as part of the eligibility of the payment, so don’t leave this to the last minute.
Applications are now open, and grant guidelines are available at the Department website.
What is the first step we need to take to apply?
The first step for you is to request a no obligation, free Options Pack from the Education and Workplace Relations Team.
This Options Pack details the workplace instruments available to meet this grant condition and how we can provide support, with all pathways and decisions optional by you, the provider.
Once you have requested this, you will receive ongoing updates and be able to access the team for any questions specific to you.
There is no commitment to participate in any workplace arrangement when requesting the Options Pack; it is a tool to help you understand all your options.
Are state-funded preschools eligible for the funding?
ITAV and CELA are working to expand the benefits of the federally funded pay increases to state-funded preschools / kindergartens. A supported Bargaining process for 103 NSW community-managed preschools is currently underway. Regular updates are provided via our member communications.
Questions about the workplace instrument
Why do I need a workplace instrument?
Workplace instruments are legally binding. They provide assurance that funding is being passed on to workers through increased wages. You must have an eligible workplace instrument to receive the funding.
What is a workplace instrument?
A workplace instrument sets out terms and conditions of employment, like:
- Pay rates
- Penalties and loadings
- Working hours
- Leave entitlements.
Workplace instruments can be negotiated through a bargaining process. Workplace instruments are legally binding and provide assurance that funding is being passed on to workers through increased wages.
You must have an eligible workplace instrument to receive the funding.
What are some eligible workplace instruments?
Some examples of workplace instruments that you could use to meet the grant conditions include:
- A workplace agreement approved by the Fair Work Commission which may be:
- A multi-employer workplace agreement
- A single employer enterprise agreement
- Individual Flexibility Arrangements (IFA) for all eligible staff.
These instruments need to be made in accordance with the Fair Work Act and meet the conditions set in the grant guidelines.
How do I access my chosen workplace instrument?
Once you have considered what best suits your service though our Options Pack, our Workplace Relations Team can support you to access an eligible workplace instrument.
Here’s how to access each instrument:
- ECEC Multi-Employer Agreement Register for MEA:
- Registering is the first step to join your service onto the ECEC Multi-Employer Agreement. You will receive:
- A copy of the ECEC Multi-Employer Agreement
- A summary document explaining the terms of the agreement
- An explanation of the process on joining the ECEC Multi-Employer Agreement including support from the Workplace Relations Team.
- Registering is the first step to join your service onto the ECEC Multi-Employer Agreement. You will receive:
- Professional Community Standard Multi-Employer Agreement:
- The Professional Community Standard is currently being renegotiated. Once completed, new services will be able to join. To express your interest in joining the PCS 2025, email adminWRS@itav.org.au.
- Individual Flexibility Arrangements:
- Individual Flexibility Arrangements (IFAs) are made between employers and each individual employee. To be sent an IFA pack, email adminWRS@itav.org.au
- Our IFA pack includes:
- Approved templates for Children’s Services Award staff including trainees and Educational Services (Teachers) Award staff
- Detailed step-by-step instructions on how to make IFA’s.
What does the workplace instrument need to include to be eligible for the payment?
To be eligible for the Worker Retention Payment, a workplace instrument must:
- Include an obligation to pay workers at or above the minimum rates in the grant guidelines and in accordance with section 4.3 of the grant guidelines
- Apply for the full 2 years of the payment.
What should I consider when choosing a workplace instrument?
When considering which workplace instrument is the best option for your service/s, it’s important to consider:
- The type of service you provide
- The numbers of eligible staff
- The predominant form of employment of your staff (permanent/casual)
- Whether you currently have an existing workplace agreement and your current level of wages and conditions
- The operational complexity of making the workplace instrument and any ongoing compliance requirements
- Any costs associated with making and maintaining the workplace instrument.
Can the Education and Care Workforce Relations Team help us determine which instruments to use?
Our team can provide guidance as to which instrument is best suited for your service/s, but the final choice is up to you. This decision should be based on the considerations outlined above, along with any specific requirements or conditions of your service/s.
Can I use the Children's Services Award as my instrument?
No, The Children’s Services Award doesn’t currently reflect the minimum funded rates required under the grant guidelines, and as such are not sufficient to meet the funding conditions.
What is the Early Childhood Education and Care Multi-Employer Enterprise Agreement 2024–2026?
The National Early Childhood Education and Care Multi-Employer Agreement is a new workplace agreement for employers and employees in the long day care sector. It has been negotiated with representatives across the sector, including ITAV and CELA, representing community managed and small providers, and others representing private providers and large providers.
It provides a simple and straight-forward way for long day care providers to comply with the requirement to have a workplace instrument to deliver funded ECEC wage increases.
For more information on the ECEC Multi-Employer Agreement, see: https://www.fwc.gov.au/hearings-decisions/major-cases/early-childhood-education-and-care-supported-bargaining-agreement.
What is the Professional Community Standard Multi-Employer Agreement (PCS)?
The Professional Childcare Standard (PCS) is an existing multi-employer agreement for community managed long day care services. Originally made in Victoria, any long day care service is eligible to join this agreement.
The PCS has supported community managed services to offer improved pay and conditions since 2008. This Agreement will be renegotiated to ensure it complies with the conditions of funding required for the Worker Retention Grant. This process is already underway and will likely be concluded in the coming months.
If we have an existing enterprise agreement, can we use that?
If you have an existing agreement, whether it’s expired or not, it’s only eligible to be used if it contains the current pay schedule. This means it must pay at least the rates included on the Department of Education website.
To remain eligible, the instrument must maintain rates that are in compliance with the minimum prescribed rates throughout the funding period.
What is an IFA?
Individual Flexibility Arrangements (IFAs) are written agreements made between an employer and an individual employee to amend a term of the award or agreement that covers the employee. If you are an OSHC service or your employees are on an existing agreement, this might be the best option to use to be eligible for the grant.
What if I work in family day care or in home care?
The Department says it will consult with the family day care and in home care sectors to understand how support can be extended to their workforce.
Will it cover on-costs?
The Department says the funding will contribute towards associated on-costs of a wage increase, as long as the funding received is first expended on wages.
Eligible on-costs are:
- Superannuation contributions
- Employee entitlements
- Leave loadings
- Workers’ compensation insurance
- Payroll tax.
Commonly asked questions
What happens after 30 November 2026?
Supporting the workforce to provide high quality ECEC is a priority for the Australian Government. Central to this is the need to ensure ECEC educators are valued as professionals and fairly remunerated for the critical work they do.
The Worker Retention Payment, ceasing 30 November 2026, is an interim measure while the Fair Work Commission finalises its Gender Undervaluation Priority Awards Review and the Government charts a course towards a universal ECEC system informed by the Australian Competition Consumer Commission (ACCC) and Productivity Commission (PC) reports.
The Australian Government is committed to ensuring the cost of fair wages for ECEC workers is not passed on to families through higher fees.
What are the Gender Undervaluation Proceedings?
The Fair Work Commission is reviewing modern award classifications and minimum wage rates on work value grounds to remedy potential gender undervaluation, starting with 5 priority awards. The Children’s Service Award 2010 is one of the awards being considered. The Fair Work Commission has published a timeline on its website and stated an intent to have the review completed by the 2024-25 Annual Wage Review announcement, expected in the first half of 2025.
Can my service apply for an Alternative Fee Growth Percentage Cap? What are the eligibility guidelines and timing?
A provider may request an Alternative Fee Growth Percentage Cap (AFGCP) for one or more services in exceptional circumstances:
- The provider must be able to demonstrate that the standard fee growth cap would seriously impact a service’s financial viability. For example, if it would result in a reduction or drop in the service’s offerings.
- A provider can submit a request for each impacted service:
- While completing the grant application, or
- Separately at any time.
- You will need to provide each service’s:
- Current and proposed fees schedule, including for different times and cohorts
- Financial information like current and anticipated revenue, expenditure and profit/loss information.
The Department will process complete and accurate AFGCP requests as quickly as possible.
Is my service eligible for a funding review, and if so, how do I apply?
The funding review process supports providers for whom the standard payment calculation method is not appropriate. A provider must be approved for the Worker Retention Payment and smooth funding across services before requesting a funding review.
The provider must operate services that:
- Have a unique staffing profile, or
- Have stand-alone jurisdiction-funded preschool rooms, or
- Are First Nations, remote or very remote, or
- Get the Community Child Care Fund and have a unique operating model, or
- Cannot be provided consistent and smoothed funding by the provider across a financial year.
How to apply for a funding review
If you meet the above criteria, contact ccshelpdesk@education.gov.au to request a funding review.
You will be given access to an application form in SmartyGrants. The application must be completed by a person with management or control.
Applicants will be asked for information about the services they operate and will need to provide supporting evidence which demonstrates their ongoing need for a funding review.
If your application is approved:
- We will update your grant agreement
- You will still get your standard payment every month.
You will be required to submit de-identified employment data in SmartyGrants each quarter. The employment data will be used to calculate your quarterly ‘top up’ if required.
Can the Department of Education provide an update on the progress of a Worker Retention Payment (WRP) application to Engagement Program providers if they have been supporting that provider through the application process?
Due to privacy requirements, the Department is only able to respond to enquiries regarding the progress of an application when that enquiry is from a person of management and control. Therefore, the Engagement Program Team is not able to provide this information. The best course of action is for the provider’s person of management and control to contact the CCS helpdesk with their application number to enquire about the status of your application.
CCS Helpdesk contact information:
Phone: 1300 667 276
Email: ccshelpdesk@education.gov.au
How do we communicate about the Worker Retention Payment (WRP) and what are the guidelines around communicating the information?
Engagement Program providers should use their own branding when producing materials about the WRP Engagement Program and include a text only acknowledgment about Australian Government funding.
Example wording below:
<insert org name here> receives Australian Government funding to support the worker retention payment.
The use of Department of Education branding or the Australian Government logo should not be used unless prior written consent has been granted.
The Department has developed a stakeholder toolkit for ECEC providers regarding the WRP, which can be accessed on the Department’s website: Worker retention payment communication toolkit – Department of Education, Australian Government.
If a Provider submits the Alternative Fee Growth Percentage Cap Application before submitting their application for the Worker Retention Payment (WRP), is an estimated timeframe able to be provided as to whether the provider may be informed whether the application has been successful?
The Department is currently reviewing applications and is endeavouring to provide an outcome as soon as possible. The applicant can submit both Alternative Fee Growth Percentage Cap applications (AFGPC) and WRP applications at the same time, but in some circumstances, depending on factors such as the size of the provider and number of services, an approval for an AFGPC application is required before the WRP application can be considered and approved.
If a Provider increases their fees prior to (and in anticipation of) making an Alternative Fee Growth Percentage Cap application, are they still eligible to make that Application and if it is approved, to apply for the Worker Retention Payment (WRP)?
The WRP fee growth cap of 4.4% is for the period from 8 August 2024 to 7 August 2025 and 4.2% from 8 August 2025 to 7 August 2026. If a Provider has increased their fees by more than 4.4% since 8 August 2024, they can still make an application for an Alternative Fee Growth Percentage Cap (AFGPC). However, the AFGPC will only be approved in exceptional circumstances. As part of this application, providers must demonstrate that the standard fee growth cap would have seriously impacted the services financial viability. In this situation, this service will only become eligible for the WRP if their alternative fee growth percentage cap application is approved.
Still have questions?
Get in touch with one of our sector specialists by phone on 1300 346 818 or email adminWRS@itav.org.au.
