Private sector employers and employees
Telephone: 1300 655 266
Mailing address
Locked Bag 100
East Perth WA 6892
This information is only relevant to employers and employees in the WA state industrial relations system.
This is general information on the minimum entitlement to annual leave based on the state Minimum Conditions of Employment Act 1993. WA awards, industrial agreements and contracts of employment may provide an employee with a more beneficial entitlement.
Full time and part time employees are entitled to paid annual leave. Casual employees are not entitled to paid annual leave.
Full time employees are entitled to four weeks of annual leave for each year of completed service, paid up to a maximum of 152 hours. Part time employees are entitled to annual leave of four weeks per year but paid on a pro rata basis according to the number of hours they work. For example if an employee works 20 hours per week they are entitled to 4 weeks of annual leave paid at 20 hours per week. Annual leave is a cumulative entitlement, which means that any leave that is not taken can be carried over to the next year.
Annual leave accrues on a weekly basis. A full time employee accrues 2.923 hours of annual leave for each completed week of work (based on the standard 38 hour week), and a part time employee will accrue the relevant proportion of 2.923 hour annual leave for each completed week of work. The Annual Leave Calculation Guide outlines the steps in calculating an annual leave entitlement.
Annual leave must generally be taken by agreement between the employer and employee. An employer can give an employee a general direction to take annual leave, but cannot direct them as to when they must take the leave (i.e. cannot direct them to take the leave at a particular time). A WA award or industrial agreement which has a provision that enables an employer to require an employee to take annual leave at a particular time is of no effect. Where an employee has accrued their annual leave more than 12 months ago, an employee can take annual leave with two weeks’ notice to their employer, and the employer cannot refuse their request to take annual leave. If the leave has not yet been accrued for 12 months, the employee needs to reach an agreement with their employer about taking the leave. Employees are to be paid their current rate of pay when they take annual leave. Commission-only and piece rate employees are to be paid the highest of the following for a period of annual leave: Where the rate of payment for a period of annual leave is being calculated according to the employee’s average weekly earnings over the 365 days before the leave is taken, any period during which the employee was on unpaid leave and any period during which the employee was stood down in accordance with an award, industrial agreement or legislative provision is not included in the calculation. There is not a minimum entitlement to be paid annual leave loading when taking annual leave. Employees who are not covered by an award or agreement do not receive annual leave loading unless it is specified in a contract of employment. WA awards and industrial agreements may require annual leave loading (usually 17.5%) to be paid when an employee takes annual leave, and may require payment of annual leave loading when annual leave is paid out when an employee's employment ends. Awards and agreements may also require payment of certain allowances during annual leave. An employee is entitled to be paid out annual leave when employment ends. All untaken annual leave an employee has accrued, including pro rata annual leave, is paid out when employment ends if: If an employee does not leave their employment lawfully (e.g. they resign without giving the required notice) or they are dismissed for misconduct there is not a minimum entitlement for the employee to be paid out any pro rata annual leave. In the case of misconduct, an employee will also not be entitled to the payout of accrued annual leave that relates to a year of service that was completed after the misconduct occurred. Some WA awards and industrial agreements may require an employee to be paid pro rata leave when employment ends regardless of whether they leave employment lawfully or in cases of misconduct, and may require payment of annual leave loading when annual leave is paid out. It is compulsory for employers to keep employment records, including all leave taken. It is also compulsory for employers to provide employees with a pay slip. Learn more on the Employment records - Employer obligations page. This section outlines some of the key questions about annual leave asked by employers and employees. An employee who believes they have not been paid an annual leave entitlement due when employment ends can follow the process outlined on the Making a complaint page to make a complaint to Private Sector Labour Relations at the Department of Mines, Industry Regulation and Safety. Where an employee is covered by a WA award or an industrial agreement, an employee can only cash out annual leave if there are is a specific provision in the award or agreement which allows annual leave to be cashed out. Most WA awards do not contain provisions which allow cashing out of annual leave. If an award or industrial instrument does allow cashing out, employers and employees must comply with the specific requirements on cashing out provided in the award or agreement. Employees who have queries about the specifics of cashing out provisions in an industrial agreement should contact their employer for information. Where the employee is not covered by an award or industrial agreement, employers and employees can agree to cash out annual leave if certain requirements are met. The Minimum Conditions of Employment Act 1993 allows that after the end of any year of employment, the employer and employees may agree that the employee may forgo taking their annual leave in relation to that year, if all of the following circumstances are met: Any agreement to cash out annual leave must be kept as an employment record, as part of an employer’s record keeping obligations. An employer cannot: Generally, an employee needs to work for 12 months before they can take annual leave unless the employer agrees that the employee can access the annual leave earlier. Some awards contain specific provisions to enable annual leave to be taken earlier. For instance, the Restaurant, Tearoom and Catering Workers' Award provides that the employer and employee may agree in writing that annual leave may be given and taken before the completion of 12 months' continuous service. Annual leave must generally be taken by agreement between an employer and employee. Furthermore, under the Minimum Conditions of Employment Act, an employer cannot direct an employee to take annual leave at a particular time. This means that an award or industrial agreement provision which enables an employer to require an employee to take annual leave at a particular time, such as during a Christmas close down, is of no effect. Where an employee is award free and they have a written contract of employment that allows their employer to direct the employee to take annual leave during a Christmas close down, it is likely the parties have ‘agreed’ that some of the employee’s annual leave is to be taken during a Christmas close down. It will therefore be lawful for the employer to direct the employee to take annual leave at that time. However, the direction to take annual leave must also be reasonable in the circumstances. Where an employee is award free and they do not have a written contract of employment that allows their employer to direct the employee to take annual leave during a Christmas close down, the employer cannot lawfully direct the employee to take annual leave during the close down. There is not a minimum entitlement to convert annual leave to personal leave if the employee was sick during a period of annual leave. Some WA awards and industrial agreements may contain provisions regarding converting annual leave to personal leave. There is no obligation on an employer to grant an employee time off (paid or unpaid) for annual leave if there is no entitlement. If an employee is on a period of paid annual leave, they do not have a minimum entitlement to payment for a public holiday because they are not required to work solely because it is a public holiday, but rather are absent because they are on a period of annual leave. However, a WA award or industrial agreement may provide for employees to have paid public holidays which fall during a period of leave. Key provisions on taking annual leave
What must employees be paid when taking annual leave
Annual leave loading
Annual leave entitlement when employment ends
Record keeping and pay slip obligations
Frequently asked questions about annual leave
What can an employee do if they have not been paid an annual leave entitlement?
Can employees cash out their annual leave?
Employees covered by WA awards or industrial agreements
If the employee is not covered by an award or industrial agreement
Does an employee have to work 12 months before they take any leave?
Can an employee be required to take annual leave if a business is closed down over Christmas?
If an employee was sick while on annual leave, can this be changed to personal leave?
What happens if the employee doesn’t have enough annual leave – can they still go on holiday?
What happens when a public holiday falls during a period of annual leave?
Last modified: