On this page (8 sections)
- Who handles complaints about teachers in each state
- How a misconduct process usually runs
- Victoria, Queensland and WA in brief
- Your first steps if you are told about a complaint
- Suspension, pay and leave during an investigation
- Can you resign during an investigation?
- What it means for your registration
- FAQs
The short answer
If a complaint is made about you, your employer first decides whether it needs action at all. Serious matters go to a central conduct unit, and you get the allegations in writing and time to respond: in NSW at least 14 days for a written reply. Contact your union early, say little until you have advice, and keep records.
- Most complaints are resolved locally or with no action; a formal investigation is not a finding against you.
- You have a right to procedural fairness: to know the allegations and to respond before any decision.
- Some matters must be reported to your registration body and other agencies.
Who handles complaints about teachers in each state
Government school systems send serious complaints to a central unit rather than leaving them with the principal. The names change often, so here are the current ones we could confirm. Catholic and independent schools run their own processes under their agreements and policies.
SA, TAS, ACT and NT processes were not confirmed against official pages. Ask your union or HR for the procedure that applies to you.
Work out your pay rise and back pay
⚙Your details
New pay rates
Default: the new rates' operative date, 9 October 2026.
When the back pay lands. Default: six weeks from today. New rates apply from the following pay.
E.g. a sign-on or cost-of-living payment in the agreement (gross).
Back pay owed (before tax)
$505
New salary
$92,882
+3.0% on $90,177
Rise per fortnight
$104
$71 after tax
Tax on back pay
$162
32% of the lump
Back pay in hand
$344
What this means
From 9 October 2026 you should have been paid $104 more each fortnight. Because the new rates weren't paid yet, the difference builds up and arrives as one back payment: about $505 before tax. After that, your fortnightly take-home goes from $2,723 to $2,794.
Payroll taxes back pay at your marginal rate rather than spreading it, so roughly 32% comes off. That's your actual tax on the money: it doesn't push the rest of your salary into a higher bracket. These are the latest rates already in force: if they are on your payslip, nothing is owed. This shows what you're owed if payroll was late applying them.
Estimate only. Back pay = (new − old) fortnightly pay × fortnights between the two dates, using the pay column in force at the start of each fortnight. Tax uses the ATO marginal-rate method on your annual salary for 2026–27; back pay for an earlier financial year over $1,200 may be taxed differently and is reported as a lump sum E. Old rates: 9 October 2025 column; Crown Employees (Teachers in Schools and Related Employees) Salaries and Conditions Award 2024, verified 16 October 2026.
How a misconduct process usually runs
NSW publishes the clearest version, and the other systems follow a similar shape. Knowing the stages helps, because the early ones often end with no formal action.
The NSW three-stage process (PES)
- 1
Stage 1: initial assessment
A delegate decides what the complaint needs: no action, remedial action, management action, or a formal disciplinary process. Many complaints stop here.
- 2
Stage 2: investigation
An impartial investigator gathers evidence. The allegations are put to you in writing. You get at least 14 days to respond in writing, or 7 days to ask for an interview, with at least 24 hours' notice of any interview.
- 3
Stage 3: decision
A decision is made on the balance of probabilities, with stronger evidence needed for serious findings. Before a final decision you can respond to the proposed outcome (7 days for an interview, 14 days in writing).
- 4
Serious outcomes go to a panel
Possible outcomes include a caution or reprimand, a fine, a salary reduction or demotion, a direction to resign, or dismissal. Demotion, a direction to resign and dismissal go to a Disciplinary Advisory Panel.
From the NSW Department of Education policy PD-2004-0020. Other states use different time limits.
Victoria, Queensland and WA in brief
- Victoria: principals must contact the Conduct and Integrity Division straight away for suspected criminal conduct, child sexual misconduct, reportable conduct, fraud or registration issues. Matters can be resolved locally, handled as misconduct under the Education and Training Reform Act 2006, or as unsatisfactory performance. You are entitled to procedural fairness, and you can appeal a determination to the Disciplinary Appeals Board within 14 days of the written decision. The Division notifies the VIT in some cases.
- Queensland: HR Regional Operations triages allegations and escalates to Integrity where needed. Suspected corrupt conduct goes to the Crime and Corruption Commission. Allegations about harm to students follow a separate child and student protection procedure, and the QCT must be told as soon as practicable about matters involving registered teachers.
- WA: staff must report suspected misconduct to Standards and Integrity as soon as practicable, and child assault allegations immediately. Discipline runs under the Staff Conduct and Discipline Procedures and the Public Sector Management Act 1994.
Your first steps if you are told about a complaint
- 1
Stay calm and don't respond on the spot
You do not have to answer allegations in a corridor conversation. It is reasonable to say you want to see them in writing and get advice before you respond.
- 2
Call your union
NSW Teachers Federation, AEU branches (VIC, SA, TAS, ACT, NT), QTU, SSTUWA, or the IEU in Catholic and independent schools. Ask whether you can have a support person or representative at interviews.
- 3
Read the letter closely
Note each allegation, the deadline for your response and who to contact. Diary the dates. If the deadline is too short to get advice, ask for an extension in writing.
- 4
Write down what you remember now
Dates, times, who was there, what was said, and any emails or messages. Memory fades quickly; notes made close to the time carry weight.
- 5
Follow any directions
If you are told not to contact a student, parent or colleague about the matter, follow it, even if you disagree. Breaching a direction can become a second allegation.
- 6
Look after yourself
These processes can take months and are stressful. Talk to your GP if it is affecting your sleep or health, and use any employee assistance program your employer offers.
Things to avoid
- Discussing the allegations with students, parents or colleagues who may be witnesses.
- Posting about the matter on social media, even without names.
- Deleting emails, messages or files, which can look like hiding evidence.
- Resigning in a hurry before you have advice (see below).
- Sending a long written response without anyone else reading it first.
Suspension, pay and leave during an investigation
In serious matters an employer can move you to other duties or suspend you while it investigates. In Victoria the power is in the Education and Training Reform Act (s2.4.64). Whether a suspension is with or without pay depends on the law and the seriousness of the matter, so ask your union what applies to you.
Suspension is not a finding of guilt. It is a step to protect the process and the people in it. If you are unwell, sick leave is still available on a medical certificate; see teacher sick leave by state. If you have income protection insurance, check whether your policy covers the situation. Our guide to teacher income protection explains how cover inside super works.
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Check what your pay looks like
If a matter means time on leave or reduced hours, see your take-home pay at a different salary or fraction.
Open the take-home pay calculatorCan you resign during an investigation?
You can try, but it may not end the process. In NSW the Department can refuse to accept your notice while you are under investigation. In Victoria an 'employment limitation' can stop resignation being used to avoid a disciplinary process. In WA, an employer must notify the TRBWA within 30 days if a teacher resigns during or after a misconduct or serious incompetence investigation (a rule we have seen reported but not confirmed in the Act).
Resigning can also leave a matter unresolved on your file and with your registration body, with no chance to clear your name. Get union advice before you decide. Notice periods by state are in resigning as a teacher.
What it means for your registration
Teacher registration bodies can act on their own, separately from your employer. Departments must notify certain matters: NSW to NESA (and, depending on the matter, the Children's Guardian, Police, the Ombudsman or ICAC), Victoria to the VIT, Queensland to the QCT and WA to the TRBWA. A registration body may then make its own inquiries.
Two separate processes can run on the same facts
Your employer decides
- Whether you breached the code of conduct
- Discipline: caution, fine, demotion, dismissal
- Suspension or alternative duties
The registration body decides
- Whether you stay registered
- Conditions on your registration
- Suspension or cancellation of registration
For how registration works in each state, see teacher registration in Australia. Keep your registration fees paid during any process, so a lapse does not add a separate problem.
Frequently asked questions
What happens when a complaint is made against a teacher?
How long do I get to respond to allegations in NSW?
Can I bring a support person to an investigation interview?
Will an investigation be reported to my registration body?
Can I be suspended during a misconduct investigation?
Can I resign to stop an investigation?
Can I appeal a disciplinary decision?
Sources we checked · last verified 2026-10-17
- 1.NSW Department of Education: Complaints and misconduct policy (PD-2004-0020)
- 2.VIC Department of Education PAL: Complaints, misconduct and unsatisfactory performance
- 3.QLD Department of Education: Allegations against workers in the area of child and student protection procedure
- 4.WA Department of Education: Staff Conduct and Discipline Procedures
- 5.NSW DoE Teachers Handbook, Chapter 11: Separation from the service
- 6.VIC Department of Education PAL: Cessation of employment, teaching service
About this page
Written and fact-checked by the TeacherPay AU Editorial Team against the enterprise agreements, awards and official pages listed in the sources. It is general information, not personal financial, tax or legal advice. Spotted something out of date? Tell us and we'll fix it, usually within a day. See our editorial policy and how we calculate.
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