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It’s becoming common for early childhood services to place teaching staff on casual or fixed‑term contracts – when the role is ongoing and really should be permanent.

Since the government changed pay‑parity rules to exclude all non‑permanent teaching staff, we’re hearing from teachers that some employers are now using casual and fixed‑term contracts to avoid paying qualified and certificated teachers the pay‑parity rates they receive funding for. This can mean lost income, fewer rights, and less job protection for teachers who should legally be permanent.

It’s more important than ever to understand your rights and know what type of employment you actually have – not just what your contract says.

Log in with your member details to read the full guidance. If your membership has lapsed or you’d like to join, get in touch and we’ll help you get set up quickly.

If this is happening to you or to a colleague, it matters. You need to know your rights and be certain about the type of employment you actually have.

If you work in your own home under a licensed home‑based agency, or in a family’s home as a nanny or home‑based educator, you may be asked to sign an agreement saying you’re an independent contractor.

But being incorrectly hired as a contractor can cost you real money, key employment rights, and important protections. Many educators don’t realise the risks until it’s too late – which is why it’s crucial to check whether your work arrangement actually meets the legal test.

Log in with your member details to read the full guidance. If your membership has lapsed or you’d like to join, get in touch and we’ll help you get set up quickly.

Here we help you to learn how to tell if you’re truly a contractor or if you should legally be an employee, and what to do if something doesn’t look right.