• 01 How WA teacher pay works — Level 2, Level 3, and annual increments 3
• 02 Full government pay scale — Level 2, Senior Teacher, and Level 3 (December 2025) 4
• 03 The 2023 Enterprise Agreement — three-year pay rise and new conditions 5
• 04 Annual progression — satisfactory performance and experience recognition 6
• 05 Level 3 Classroom Teacher pathway — WA's unique $147,077 classroom ceiling 7
• 06 Catholic school pay: CEWA — rates and the entry premium 8
• 07 Independent school pay — Award floor and what schools actually pay 9
• 08 Country Teaching Program and regional incentives — CTP, A&R, district allowances 10
• 09 Take-home pay examples — two scenarios with net figures 11
• 10 How WA compares to other states — interstate salary benchmarks 12
• FAQ Frequently asked questions — six common questions answered 13

WA government school teachers are employed under the School Education Act Employees' General Agreement 2023, negotiated between the State School Teachers' Union of WA (SSTUWA) and the WA Department of Education (DoE). Pay is structured in two main layers: Level 2 (the standard classroom scale, steps 2.1 through 2.9) and Level 3 (an advanced classroom teacher classification requiring a competitive application). Within Level 2, teachers receive an annual increment on 1 January, provided satisfactory performance standards are met. WA uses annual increments — not a triennial (3-year block) system.

The following rates took effect on 6 December 2025, completing the three-year 2023 agreement. [Source: WA Department of Education, teacher-salaries page, December 2025]

The current pay scale reflects the School Education Act Employees' General Agreement 2023, registered in late 2024 following SSTUWA advocacy. It delivered a cumulative 12% pay rise across three December instalments: 5% (December 2023), 4% (December 2024), and 3% (December 2025). For graduate teachers, this lifted entry salary from approximately $78,397 to $88,178 — an increase of $9,781. [Source: WA Government media release, July 2024]

Beyond pay rises, the agreement introduced a new Senior Teacher Level 2 classification, improved leave entitlements (long service, personal, compassionate), an increased graduate allowance, a new district allowance structure for regional and remote staff, and foundations for the Attraction and Retention incentive program for regional secondary schools.

Most WA teachers progress one step per year without interruption. Unlike Victoria, where progression is gated by a formal written P&D outcome, WA's performance review is less prescriptive in terms of public documentation requirements. The bar for satisfactory performance is met by teachers who are actively registered, fulfilling their role, and not subject to formal performance management.

If you are a qualified teacher with prior experience — in WA or another Australian state — you can apply to have that experience recognised. The DoE considers both teaching experience and qualifications when placing you on the Level 2 scale. A teacher with five years of NSW experience may enter above Level 2.1.

Annual increments apply to fixed-term contract teachers in the same way as permanent staff. Continuity of service across fixed-term engagements is relevant to progression — seek advice from your principal or SSTUWA if you have gaps between contracts.

WA's most distinctive pay feature: experienced classroom teachers can reach $147,077 without moving into school leadership. No other Australian state offers a classroom teacher salary ceiling at this level.

A Level 3 Classroom Teacher (L3CT) is a recognition of outstanding teaching practice — not a leadership or management role. L3CTs remain in the classroom. The classification exists to retain the most accomplished teachers at the chalk face rather than pushing them into administration for financial reasons.

• Permanent or fixed-term WA DoE employee at the time of application
• Senior Teacher status is not a prerequisite — teachers apply directly from Level 2
• Teachers acting in promotional positions (deputy principal, head of learning area) are also eligible
• Applications submitted via Ikon (DoE internal system), assessed against five competencies from the Competency Framework for Teachers (Phase 3)
• Two-stage competitive merit process — success is not guaranteed [Source: SSTUWA, November 2022]

Catholic Education WA (CEWA) schools operate under the WA Catholic School Teachers Enterprise Agreement 2023, administered by the IEU WA. January 2026 CEWA salary schedule (published October 2025): [Source: CEWA salary schedules, cewa.edu.au — verify current rates before relying on these figures]

CEWA entry premium: CEWA registered teacher entry ($91,449) is $3,271 higher than WA government Level 2.1 ($88,178). Casual relief: full day $602.71, half day $301.36.

WA independent schools do not have a single enterprise agreement. Each school negotiates its own arrangement or applies the national Educational Services (Teachers) Award 2020 as a floor. Most established independent schools pay at or above government rates for equivalent experience. Graduate starting salaries at larger schools: approximately $88,000–$95,000; mid-career (5–7 years): $105,000–$120,000; senior experienced teachers: $120,000–$140,000+. AISWA does not set salary rates.

146 country schools; financial incentive $5,000–$13,730 per year on top of base salary, depending on school location. Permanency benefit: after two years of continuous satisfactory service at your final CTP placement, you receive permanent employment at that school. Use the DoE allowances and benefits calculator (apps.det.wa.edu.au) to find eligible schools and amounts. [Source: WA DoE, 2025]

67 eligible schools in regional and remote areas (Kimberley, Pilbara, Goldfields, Wheatbelt). Up to $7,000 per year — 25% on commencement, 75% on completing the school year. Available to new and existing teachers. Temporary program extended to 2026; not guaranteed beyond that. CTP and A&R can apply to the same school — check the DoE calculator. [Source: WA DoE, 2025]

District allowances are paid on top of base salary: approx. $415/month (very remote, e.g. Balgo Hills), $356/month (Kimberley, e.g. Kununurra), $272/month (Broome), $76/month (regional, e.g. Esperance). The Metropolitan Teaching Program covers 72 Perth metro schools with challenging socio-economic circumstances, paying up to $3,000/year with a permanency pathway. Note: Bunbury schools are not in the CTP and do not attract significant district allowances.

Estimates based on 2025–26 ATO income tax brackets and Medicare Levy (2%). Employer superannuation (11.5%) is paid separately. Neither example includes HECS-HELP repayments.

The CTP allowance adds approximately $1,271/month net after tax. HECS repayments: at $103,568 gross, the compulsory repayment rate is approximately 3.5%, reducing take-home by ~$3,625 per year. Super guarantee rises to 12% from 1 July 2026 (not deducted from take-home pay).

[Sources: respective state DoE publications, 2025–26]

WA's graduate salary ($88,178) sits below NSW ($92,882) but above VIC and QLD. At mid-career and senior levels, WA becomes more competitive, and the Level 3 Classroom Teacher ceiling ($147,077) is unmatched by any other state for teachers who remain in the classroom.