Starting in a new early childhood setting should feel hopeful, energising, and full of possibility. Instead, some educators walk into environments where the culture is already fractured, where misinformation, inconsistency, and unprofessional behaviour have been normalised.

One of the most destabilising experiences is working under a leader who lies. When a deputy manager or senior educator fabricates information about children, families, or staff, it creates a workplace where trust collapses and psychological safety disappears.

This article explores why this behaviour is so harmful, how it impacts educators, and what practical steps you can take to protect yourself, uphold your professionalism, and make informed decisions about your future.

The following is a directory for NSW early learning services that can access a variety of free incursions that enrich children’s learning. 

If an employee is frequently calling in sick, balance empathy with accountability. Support them by exploring underlying causes, offering flexible arrangements, and connecting them to resources, while also protecting team morale by redistributing workload fairly and setting clear expectations.

In early childhood education, staff wellbeing is critical, but frequent sick leave can create real challenges. Absences affect ratios, compliance, and team morale, often leaving colleagues stretched thin. Leaders must balance compassion for the individual with fairness to the team.

Unfair dismissal can feel overwhelming, but knowing the process helps you take action with confidence. The Fair Work Commission (FWC) is the national workplace relations tribunal that deals with these claims. Here’s a clear roadmap.

In late 2024, the Australian Government announced a 15% wage increase for early childhood educators. The so‑called “15% grant” is actually a government‑funded wage subsidy that delivers a 15% pay rise for early childhood educators. Services must apply for the funding, agree to fee‑cap conditions, and pass the increase directly to staff. Once the grant period ends, services lose the subsidy and must sustain wages through normal operations.

Resigning from a role in early childhood education is a natural part of career progression. Whether you’re moving on to new opportunities, prioritising wellbeing, or navigating personal changes, it’s important to resign with clarity, professionalism, and dignity. This guide outlines notice periods, signs it may be time to leave, what to say, how to write a resignation letter, and strategies for managing difficult situations.

Early childhood educators are being unfairly targeted by fear-driven narratives and reactive policy changes, despite evidence showing they are among the safest and most dedicated professionals in the education system.

Early childhood education is facing a crisis that cannot be solved with more training modules or compliance checklists. Educators are not leaving because they lack skills or passion. They are leaving because they are being treated as expendable, micromanaged to exhaustion, and denied the respect they deserve as professionals and as people.

In early childhood education, numbers matter. Ratios often dominate policy debates, but group size, the total number of children in a room, can be just as critical. As policymakers revisit standards, group size caps are emerging as a safeguard for quality care, protecting both children’s developmental needs and educators’ well-being.

In early childhood education, leadership is not just about titles; it’s about responsibility, trust, and the ability to step in when needed. One role that often sparks discussion is the Second-in-Charge (2IC). What does this position really mean, and how can services set clear expectations to support both staff and children?