Early Childhood Teacher Pay in Australia: How ECT Rates Work

Which award applies?

In most early childhood services, a degree-qualified teacher employed as an ECT is covered by the Educational Services (Teachers) Award 2020. Certificate III and Diploma educators are usually covered by the Children’s Services Award 2010.

Some employers use an enterprise agreement instead, and some kindergarten programs have their own arrangements. Your contract or letter of offer should name the award or agreement and your classification. If it does not, ask.

How classification levels work

The Teachers Award sets minimum rates by classification level. Your level generally reflects your registration status and your years of teaching service, and the award explains how service is counted.

Keep records that support your level: statements of service, registration documents and dates of employment. When you change employers, ask how prior service will be recognised before you accept.

What has been changing pay

Three separate things have affected early childhood pay recently. They are often confused, so it helps to keep them apart. These details were current when this guide was written in November 2026.

• The Annual Wage Review. The Fair Work Commission adjusts minimum award rates each year, usually from the first full pay period on or after 1 July. The increase was 3.5% in 2025 and 4.75% in 2026.
• The Worker Retention Payment. A government-funded increase for eligible workers at services that have opted in. It was introduced in two steps, 10% from December 2024 and a further 5% from December 2025, and applies to workers under both awards. It is not automatic for every service.
• Gender undervaluation increases. Staged increases to the Children’s Services Award began in March 2026, with further steps scheduled. These apply to educators under that award, and they interact with the Worker Retention Payment instead of simply adding to it.

Rates and dates change. Use the Fair Work Ombudsman for the current position before relying on any figure, including these.

Minimum rates and what services offer

An award sets the minimum. Services may pay above it, and an enterprise agreement may set different rates and conditions. When you compare roles, compare the whole arrangement.

• The base rate, and whether it already includes the Worker Retention Payment.
• Hours, rostering and the rooms or programs you would teach in.
• Planning or non-contact time and how it is protected.
• Paid professional development and support with registration.

Questions to ask before accepting an offer

1. Which award or agreement applies, and what is my classification level?
2. How have you counted my prior service?
3. Does the service take part in the Worker Retention Payment, and is it included in the rate you have quoted?
4. How much planning time is included each week?
5. What support is there for provisionally registered teachers?

Ask for the answers in writing. A clear employer will not mind.

How to check your own rate

1. Find the award or agreement and your classification on your contract or payslip.
2. Look up the current minimum using the Fair Work Pay and Conditions Tool.
3. Compare it with your payslip, including any allowances.
4. Raise questions with your employer first. If it is not resolved, contact the Fair Work Ombudsman or your union.

This guide is general information. It is not industrial or legal advice.

Common questions

Pay and your job search

Pay is one part of choosing a role. The first-job guide covers how to compare settings, and the registration guide explains a requirement that can affect your classification. For where to look, see the ECT job-search guide.