14 April 2026

Hi team,

Last year, you told us something important – and we listened.

The majority of you voted no to the proposed Enterprise Agreement, and that gave us the opportunity to step back, reflect and take a different approach.

Over the last eight months, we’ve focused on understanding what matters most to you – speaking with teams, holding one-on-one interviews, gathering your feedback, and bringing in an independent workforce sentiment specialist to challenge our thinking.

And the message was clear: pay matters – because it’s key to feeling valued for the work you do.

So, we’ve used your input to shape a revised Enterprise Agreement proposal – with a stronger focus on pay outcomes – and have returned to the bargaining table with your representatives to build a better EA, together.

So, what’s in the revised EA?

Our proposal is focused on delivering improved pay outcomes in a way that is fair, competitive and sustainable – and reflects what we’ve heard from you.

We’re proposing a 3% increase, or 1.5% above the award each year – whichever delivers the higher pay outcome for your role.

This means:

• if the award increases by 3% this year, employees paid at the award rate (e.g. ACE Direct Care 3, Home Care Level 3 etc.) will get an additional 1.5% on top of this. That’s 4.5% in total.
• if you’re already paid more than 1.5% above the award, you’ll receive a 3% increase each year.

We are also working through a potential benefit that recognises the tenure of employees at IRT, and we will keep you updated.

Of course, there’s a lot more included in the proposed EA, and we’ll make sure you have the opportunity to understand it in detail over the coming weeks – through regular updates, team meetings, huddles and roadshows.

Beyond the EA

Separate to the EA, we’re also continuing to invest in a broad range of benefits to support our people – some of which I’ve shared with you previously.

These benefits include:

• new recognition programs, designed to better acknowledge the contribution you make every day – with programs scheduled to roll out later this year.
• a new rewards program, replacing My Rewards, providing you with access to discounted eGift cards, vouchers and exclusive deals.
• upgrades to staff facilities and work environments, with work already well-underway.
• a new communication platform, with the recent introduction of Viva Engage, allowing you to stay up-to-date with IRT news, celebrate wins, share content and ask questions.
• a range of other staff benefits, including salary packaging, Fitness Passport, career development, wellbeing support via Telus Health, generous long service leave and more.

These benefits will not be incorporated into, or form part of, the proposed EA, meaning they can be amended and revised flexibly like any other IRT policy or procedure. However, these benefits are part of our ongoing focus on making IRT a great place to work – now and into the future.

What happens next?

We’ll continue working with your employee representatives and unions to reach an agreement.

We’ll keep you informed every step of the way, so you have the information you need to make an informed decision when it comes time to vote.

You can also visit the EA negotiations hub here for the latest updates and resources.

If you have any questions in the meantime, please refer to the FAQs. You can also chat to your manager or P&C Business Partner, call the EA hotline on 1800 965 055 or send an email to itsyourEA@irt.org.au.

Thank you for the care, commitment and kindness you bring to your work every day. It matters – and so do you.

Let’s get this right, together.

Kind regards,

Ross Gallagher
IRT CEO