For most employees in Australia, if they have worked for the same employer for an extended period of time, they are entitled to long periods of leave. But the claim is different for each state and territory. Depending on where they worked, entitlements to long periods of duty leave may vary. The definition of long-term leave in each region includes two key aspects. Our new easy-to-understand e-learning module, Understanding the Essentials of Long-Term Leave in New South Wales, is designed to help citizens across New South Wales better understand the basics of long-term leave and dispel some common myths. Using practical examples from real-world scenarios, it was created to empower employers and employees through self-directed education. Your feedback is welcome as we look to expand our range of digital products. Long leave applies to most NSW employees who are full-time, part-time or casual workers. This remains one of the big demands for working Australians and is inherent in the Australian labour market. The rules on long-term leave entitlements vary between workers depending on their situation and jurisdiction. Section 37 of the Victorian Civil Service Act 1862 states: „If a civil servant wishes to travel to Europe or another distant country, if he has remained in the civil service of the colony for at least ten years and has not been reduced for misconduct or withdrawn from leave under this Act, the Governor of the Council may grant him half-pay leave for a maximum period of twelve months, but during this period of absence, this staff member is not entitled to an annual supplement.  Note: Long periods of service that have already been used will be deducted accordingly. In a limited number of industries, such as construction, coal mining, the wage clean-up industry and the public sector, it is possible to transfer long-term leave entitlements from one employer to another as long as the employee remains in the same state. Known as transferable long-term leave, it is done primarily through specific legal schemes that employers in these industries pay and manage the funds for employees.
 Since the rules of each LSL act are different, the following points must also be taken into account: According to the law, employees are entitled to more than eight weeks (especially eight and two-thirds) long periods of service leave after completing at least 10 years of uninterrupted employment with their employer. In addition, for every additional five years of uninterrupted employment after the first 10 years, employees are entitled to an additional four weeks and one-third of leave. However, employees who have completed an uninterrupted period of service of 7 years but less than 10 years are entitled to a long period of leave on a pro rata basis only if the main reason for dismissal meets the following criteria: the right to a long period of leave is calculated as the number of ordinary hours for the total period of employment divided by 52 multiplied by 8.6667, then divided by 10, as shown below: Under the law, employees are entitled to just over six weeks of leave after completing at least seven years of uninterrupted service. For each additional year of uninterrupted service, employees accumulate another fifth of a month`s leave of service. The law also provides for a pro-rata claim after five years if an employee`s services have been terminated by the employer for a reason other than serious and intentional misconduct or if the employee dies. Long periods of leave do not accumulate during unpaid parental leave, but this leave does not interrupt the continuity of service. An employer cannot refuse an employee`s request to submit their list of long-term leave. The penalty for this offence is 12 punishment units for a natural person and 60 punishment units for a company. Like other forms of leave, long periods of leave entitle employees to pay during their leave period.
However, the amount an employee is entitled to pay during long periods of service depends on the state or territory in which he or she is employed. In most cases, the employee`s normal rate of pay is maintained over a long period of service. It is important to note that the normal rate of pay is the employee`s basic rate of pay for his or her usual hours of work and does not include: in general, the right of employees is derived from state law, unless the associated modern award includes a right to long periods of service leave (which is not the case for most). Below you will find summaries for each state and territory, however, you should emphasize that the information should only be used for illustrative purposes. If you are not sure, please call Employsure. In general, wages are paid at the same rate of pay during the long period of leave of duty at the employee`s normal weekly hours, not including additional benefits and payments. But sometimes it`s not so easy the first thought. An employee`s normal rate of pay or entitlement to wages for a long period of service may vary depending on the situation. So there are two ways to calculate the „normal rate of pay“: Note: Although the number of normal hours varies with seniority, the rest of the formula does not change.
You may have employees who work for your company and have worked with you for an extended period of time. Depending on where your company operates, these employees are entitled to certain things, including a long work leave. Therefore, as an employer, it is important that you are aware of these requests and are able to respond to them. The long period of leave is paid at the usual rate (i.e., without overtime pay) paid to the employee at the time the leave is taken. If an employee is paid above the allocation rate, the long period of leave must be paid at a higher rate. At the end of the employment relationship, an employee may be entitled to remuneration for the balance of the long period of leave accumulated. See „Proportional (pro-rata) remuneration for long-term leave at the end of the employment relationship“ below. From 3 June 2001, after a period of 10 years of uninterrupted employment, entitlement to long-term leave in Queensland is just over eight weeks (or more precisely, eight and two-thirds of weeks).
Beyond ten years of uninterrupted service, employees are entitled to an additional 4,333 weeks of service for each additional five years of uninterrupted service. If payment is permitted under an indemnity or agreement that covers an employee`s employment, an employee may enter into an agreement with his or her employer to pay all or part of his or her accrued long-term vacation entitlements. Such an agreement must be in writing and signed by the employee and the employer. If you were previously covered by federal arbitration or an agreement providing for long-term leave agreements, they may still apply. You must contact the Ombudsman for Fair Work at 13 13 94. An employee receives a long period of leave for the same employer after a long period of work. The right of most workers to long periods of duty leave derives from the long-term service laws in each state or territory. These laws stipulate that in order for an employee to be eligible for long periods of service, he or she must have been continuously employed by the same employer. However, this does not mean that they must have worked in the same position. Even if the employee`s duties, responsibilities, compensation or position have changed over the longer period of time, the employee is still entitled to long periods of leave. You can also visit our Long-Term Leave: Continuing Employment page for more information and examples of how other types of leave affect LSL. A long period of untaken (and pro-rated) service leave is usually paid upon termination, although this may depend on the reason for the termination and the applicable LSL law.
To learn more about long-term vacation rights in your state or territory, contact Employsure today. The right to long periods of leave is based on a waiting period for uninterrupted service. All forms of paid leave are counted in the duration of uninterrupted employment for the LSL delimitation. Examples: annual leave, care leave and long periods of leave. The LSL is calculated as the total number of weeks of employment divided by 60 and multiplied by the normal weekly rate of pay at the time of taking the leave or at the end of the employee`s employment. .