When an employee with at least 7 but less than 10 years of continuous employment resigns, is dismissed, made redundant, or dies, they are entitled to pro rata long service leave on the basis of 8^2/3 (8.667) weeks for 10 years of continuous employment.

This entitlement:

• is calculated on the employee’s entire period of employment; that is, years, months, weeks and days
• applies to employees who resign, are made redundant, die or whose employer has terminated them for any reason other than serious misconduct
• does not apply to an employee whose employer has terminated them for serious misconduct.

The WA long service leave calculator can provide an estimate of an employee’s long service leave entitlement when employment ceases as a result of resignation, dismissal, or redundancy. 

Full entitlement – 10 years or more of continuous employment

An employee who resigns, is terminated for any reason or dies is entitled to:

• 8^2/3 (8.667) weeks of leave if they have completed 10 years of continuous employment
• an additional 4^1/3 (4.333) weeks of leave for each subsequent 5 years after the initial 10 years of continuous employment.

Pro rata entitlement – more than 10 years of continuous employment

When the employment of an employee with more than 10 years but less than 15 years of continuous employment ends, they are entitled to pro rata leave.

This entitlement:

• is calculated on the basis of 0.867 weeks of long service leave for each completed year of continuous employment since they completed 10 years of continuous employment
• is calculated on completed years of employment only; that is, it does not include months, weeks or days
• does not apply to an employee whose employer has terminated them for serious misconduct.

This pro rata entitlement (0.867 weeks of long service leave for each completed year of continuous employment) will also apply to each year of employment since an employee completed 15, 20, 25, 30, 35 years etc. of employment.

The WA long service leave calculator can provide an estimate of an employee’s long service leave entitlement when employment ceases as a result of resignation, dismissal, or redundancy. 

Serious misconduct is unacceptable or improper behaviour of a substantial nature. The onus is on the employer to prove that dismissal for serious misconduct was warranted.

Determining whether an employer has justifiably dismissed an employee for serious misconduct is always assessed according to the facts particular to that situation.

Private Sector Labour Relations at the Department of Mines, Industry Regulation and Safety is able to investigate alleged underpayments of long service leave entitlements under the Long Service Leave Act. Visit the Making a complaint about underpayment of wages or entitlements page for more information.