In this series of posts we look at the concept of ‘long service leave’ (LSL) within each respective State and Territory. If you’re thinking about what entitlements you have to LSL and pro-rata, you’ve come to the right place. For an overview of LSL entitlements in general, click here.
In 2018, the Victorian Government made significant changes to long service legislation. The primary focus of these reforms was to make the provisions more suitable for women, parents and carers.
As of November 1 2018, LSL entitlements in Victoria are governed by the Long Service Leave Act 2018. The Act states that;
- At any time after completing 7 years of continuous employment with one employer, an employee is entitled to an amount of long service leave on ordinary pay equal to 1/60th of the employee’s total period of continuous employment less any period of long service leave taken during that period.
The following is a list of the key amendments made to the old 1992 version of the Act:
- You will now be able to apply for LSL after seven years of continuous employment (as opposed to the previous minimum of 10).
- Any period of paid parental leave and up to 12 months of unpaid parental leave will count as service.
- No period of parental leave will break continuity of employment
- You can now take LSL in as many periods as you wish, as long as each period is not less than 1 day.
- Casual and seasonal employees can take up to 104 weeks of paid/unpaid parental leave before continuity of employment will break.
Furthermore, if you want to calculate your LSL payment within Victoria, click here.
Still unsure what you’re entitlements are? Contact a LawPath consultant on 1800LAWPATH to learn more about Long Service Leave.