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WA long service leave calculator
The WA long service leave calculator can provide an estimate of an employee’s long service leave entitlement when employment ends as a result of resignation, dismissal, redundancy, or the death of an employee.
If an employee is taking long service leave while still employed please do not use this calculator. The Long service leave - Taking long service leave page has information on an employee’s entitlement to take long service leave while remaining in employment.
The WA long service leave calculator is relevant to employees covered by the Western Australian Long Service Leave Act 1958. The Long Service Leave Act applies to most private sector full time, part time and casual employees in Western Australia, including employees covered by national modern awards. Full details of who is covered by the Long Service Leave Act 1958 are on the Long service leave – Who is covered by the Long Service Leave Act? page.
Many employees in the construction industry are covered by the construction industry portable paid long service leave scheme - please visit www.myleave.wa.gov.au for more information.
Please note – The results from the WA long service leave calculator are estimates only based on the information you provide. The calculator and information provided are intended as a general guide only and are not designed to be comprehensive or to provide legal advice. The Department of Energy, Mines, Industry Regulation and Safety does not accept liability for any claim which may arise from any person acting on, or refraining from acting on, this information.
Information you need to gather to input into the WA long service leave calculator
- The employment start date. If business ownership has changed and there has been a transmission or transfer of business, the start date will be the date the employee commenced employment with the previous employer. More information is available on the Long service leave - What happens when business ownership changes? page.
- The employment end date [this can be a future date].
- The number of weeks of long service leave previously taken by the employee, including any long service leave in advance if applicable.
- The number of weeks of 'non-counted absences' the employee has had throughout their period of employment. ‘Non-counted absences’ are absences that do not count towards an employee’s period of continuous employment, but do not break an employee’s continuity of employment. More information on continuous employment and the effect of different types of absences and interruptions is available on the Long service Leave – What is the entitlement when employment ends? page.
Please note that an employee's long service leave entitlement may be impacted if the employee is terminated for serious misconduct. More information is available on the Long service Leave – What is the entitlement when employment ends? page.
Long service leave calculator: Pro rata long service leave between 7 and 10 years
Use this calculator to estimate how many weeks of pro rata long service leave an employee is entitled to if the employee resigns, is dismissed, made redundant or dies after at least 7 years of continuous employment but before completing 10 years of continuous employment.
When employment ends for a full time, part time or casual employee with at least 7 but less than 10 years of continuous employment, they are entitled to pro rata long service leave on the basis of 8.667 weeks for 10 years of continuous employment.
This entitlement:
- is calculated on the employee’s entire period of continuous 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.
Detailed information on what counts as part of an employee’s period of continuous employment is available on the Long service leave – What is continuous employment? page.
Step 1:
Calculate the period of continuous employment for pro rata long service leave based on employment start and end dates
What was the employee's start date?
What is the date employment ended / will end?
Step 2:
Subtract any 'non-counted absences' the employee has had during the period of employment
Information on non-counted absences
Enter the number of weeks of non-counted absences
Step 3:
Subtract any long service leave taken in advance
Information on long service leave in advance
Enter the number of weeks of long service leave taken in advance. If single days have been taken, you can enter a decimal value, for example 1.5 weeks.
Number of weeks of pro rata long service leave entitlement: {{ output }}
Work out the payment amount for the pro rata long service leave entitlement
The payment amount for the pro rata long service leave entitlement for an employee is based on:
- the number of weeks of pro rata long service leave entitlement as calculated above
- the normal weekly number of hours worked during the period of continuous employment
- the employee's ordinary pay
Normal weekly number of hours
If a full time, part time or casual employee's normal weekly number of hours of work have varied during their period of continuous employment, their normal weekly number of hours is the average weekly number of hours worked by the employee during their period of continuous employment. If the hours worked by the employee over their period of continuous employment are not known, their hours are averaged on the basis of the hours that are known.
An employee’s normal weekly number of hours will include overtime hours if the employee regularly worked overtime during their period of continuous employment.
Averaging the hours worked by a casual, seasonal or FIFO employee takes into account periods when their employer did not provide them with work in accordance with their terms of engagement. Absences which are not counted when calculating the length of an employee’s continuous employment are not included when averaging the employee’s hours. Visit the Long service leave – casual and seasonal employees page for more information.
Ordinary pay
Ordinary pay is remuneration for an employee's 'normal weekly number of hours of work' calculated on their ordinary time rate of pay. The ordinary time rate of pay:
- is the rate of pay that applies to the employee when their employment ends
- does not include shift premiums, overtime, penalty rates or allowances
- does include the cash value of any board or lodging provided to the employee
For casual employees, ordinary pay includes casual loading.
Ordinary pay for an employee who is employed on piece rates, commission or any system of payment by results is the average rate earned by the employee during the previous 365 days ending on the day immediately preceding that on which the employee was last in employment. Any periods of unpaid leave and stand down are excluded from the 365 day period, but any periods of paid leave are included in the calculation.
Long Service Leave Calculator – 10 years or more of continuous employment
Use this calculator to estimate how many weeks of long service leave an employee is entitled to if the employee resigns, is dismissed, made redundant or dies after 10 or more years of continuous employment.
Full entitlement – 10 years or more of continuous employment
An employee whose employment ends for any reason is entitled to:
- 8.667 weeks of leave if they have completed 10 years of continuous employment
- an additional 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 long service 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 competed 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.
Detailed information on what counts as part of an employee’s period of continuous employment is available on the Long service leave – What is continuous employment? page.
Step 1:
Calculate the period of continuous employment for long service leave based on employment start and end dates
What was the employee's start date?
What is the date employment ended / will end?
Step 2:
Subtract any 'non-counted absences' the employee has had during the period of employment
Information on non-counted absences
Enter the number of weeks of non-counted absences
Step 3:
Subtract any long service leave already taken or long service leave taken in advance
Information on long service leave in advance
Enter the number of weeks of long service leave previously been taken or taken in advance. If single days have been taken, you can enter a decimal value, for example 1.5 weeks.
Number of weeks of long service leave entitlement: {{ output }}
Work out the payment amount for the long service leave entitlement
The payment amount for the long service leave entitlement for an employee is based on:
- the number of weeks of long service leave entitlement as calculated above
- the normal weekly number of hours worked during the period of continuous employment
- the employee's ordinary pay
Normal weekly number of hours
If a full time, part time or casual employee's normal weekly number of hours of work have varied during their period of continuous employment, their normal weekly number of hours is the average weekly number of hours worked by the employee during their period of continuous employment. If the hours worked by the employee over their period of continuous employment are not known, their hours are averaged on the basis of the hours that are known.
An employee’s normal weekly number of hours will include overtime hours if the employee regularly worked overtime during their period of continuous employment.
Averaging the hours worked by a casual, seasonal or FIFO employee takes into account periods when their employer did not provide them with work in accordance with their terms of engagement. Absences which are not counted when calculating the length of an employee’s continuous employment are not included when averaging the employee’s hours. Visit the Long service leave – casual and seasonal employees page for more information
Ordinary pay
Ordinary pay is remuneration for an employee's 'normal weekly number of hours of work' calculated on their ordinary time rate of pay. The ordinary time rate of pay:
- is the rate of pay that applies to the employee when their employment ends
- does not include shift premiums, overtime, penalty rates or allowances
- does include the cash value of any board or lodging provided to the employee
For casual employees, ordinary pay includes casual loading.
Ordinary pay for an employee who is employed on piece rates, commission or any system of payment by results is the average rate earned by the employee during the previous 365 days ending on the day immediately preceding that on which the employee was last in employment. Any periods of unpaid leave and stand down are excluded from the 365 day period, but any periods of paid leave are included in the calculation.
Disclaimer:
The results from this calculator are based on the information you have provided and are estimates only. This leave calculator is provided as a general guide only and is not designed to be comprehensive or to provide legal advice.
The Department of Energy, Mines, Industry Regulation and Safety does not accept liability for any claim which may arise from any person acting on, or refraining from acting on, this information.
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