Australian long service leave is a state-based entitlement that provides employees with extended paid leave after a long period of continuous service — typically 10 years of service, with an entitlement of 2 months (8.67 weeks) of paid leave, accruing at approximately 1 week per year of service thereafter. Long service leave is not a NES entitlement — each state and territory has its own Long Service Leave Act, with variations in accrual rates, qualifying periods, and portability rules.
This guide covers the state-by-state framework, the standard accrual rates, the qualifying periods, portability rules, and the employer’s obligations under each jurisdiction.
Key takeaways
- Long service leave is state-based, not a NES entitlement — each state and territory has its own Long Service Leave Act.
- The standard entitlement is 2 months (8.67 weeks) after 10 years of continuous service, accruing at approximately 1 week per year thereafter.
- Portability rules allow employees to transfer long service leave entitlements between employers in the same industry in some states (notably Victoria and Queensland).
- The leave is paid at the employee’s ordinary rate of pay — some states require payment at the higher of the ordinary rate or the average rate over the preceding 12 months.
- Employers must record long service leave balances and pay out accrued leave on termination.
State-by-state overview
The following table summarises the key provisions across the major Australian jurisdictions:
| State | Act | Qualifying period | Initial entitlement | Accrual rate | Portability |
|---|---|---|---|---|---|
| NSW | Long Service Leave Act 1955 | 10 years | 2 months (8.67 weeks) | 1 week per year after 10 | Industry-wide |
| VIC | Long Service Leave Act 2018 | 7 years | 1 week per year | 1 week per year | Industry-wide (portable) |
| QLD | Long Service Leave Act 2019 | 10 years | 2 months (8.67 weeks) | 1 week per year after 10 | Industry-wide (portable) |
| SA | Long Service Leave Act 1987 | 10 years | 2 months (8.67 weeks) | 1 week per year after 10 | Limited |
| WA | Long Service Leave Act 1958 | 10 years | 2 months (8.67 weeks) | 1 week per year after 10 | Limited |
| TAS | Long Service Leave Act 2000 | 10 years | 2 months (8.67 weeks) | 1 week per year after 10 | Limited |
| ACT | Long Service Leave Act 1976 | 10 years | 2 months (8.67 weeks) | 1 week per year after 10 | Limited |
| NT | Long Service Leave Act 1981 | 10 years | 2 months (8.67 weeks) | 1 week per year after 10 | Limited |
The key difference between states is portability — Victoria and Queensland have comprehensive portable long service leave schemes that allow employees to carry their entitlements between employers in the same industry.
Victoria — portable long service leave
Victoria’s Long Service Leave Act 2018 is the most comprehensive portable scheme in Australia. Key features:
- Qualifying period: 7 years (reduced from 10)
- Accrual: 1 week per year of service
- Portability: Employees can transfer long service leave between employers in the same industry (e.g. construction, cleaning, security)
- Portable Long Service Leave Board: The Board administers the scheme and tracks employee entitlements across employers
The Victorian scheme applies to specific industries — construction, cleaning, security, and electrical contracting. Employees in these industries can accumulate long service leave across multiple employers.
Queensland — portable long service leave
Queensland’s Long Service Leave Act 2019 also provides portability:
- Qualifying period: 10 years
- Accrual: 1 week per year after 10 years
- Portability: Employees can transfer long service leave between employers in the same industry
- Long Service Leave Board: Administers the portable scheme
Queensland’s scheme applies to the building and construction industry, and the cleaning industry. The portability rules are similar to Victoria’s but apply to different industries.
Payment during long service leave
The payment rules vary by state:
| State | Payment rate |
|---|---|
| NSW | Ordinary rate of pay |
| VIC | Higher of ordinary rate or average rate over preceding 12 months |
| QLD | Ordinary rate of pay |
| SA | Ordinary rate of pay |
| WA | Ordinary rate of pay |
| TAS | Ordinary rate of pay |
| ACT | Ordinary rate of pay |
| NT | Ordinary rate of pay |
The Victorian requirement to pay the higher of the ordinary rate or the average rate is the most generous — it accounts for overtime, shift loadings, and other regular payments that may inflate the employee’s average earnings.
Cashing out long service leave
Most states restrict the cashing out of long service leave:
- NSW: Cannot cash out before 10 years of service (except on termination)
- VIC: Cannot cash out before the qualifying period
- QLD: Cannot cash out before 10 years (except on termination)
- Other states: Generally similar restrictions
On termination, the employer must pay out all accrued long service leave at the applicable rate.
Employer obligations
Six core duties apply to Australian long service leave management:
- Accrue leave correctly — apply the state-based accrual rate and qualifying period
- Record leave accurately — keep records of leave accrued, taken, and paid under the applicable state Act
- Pay leave at the correct rate — apply the ordinary rate (or average rate in Victoria) during leave
- Pay out accrued leave on termination — at the applicable rate under the state Act
- Register with portable schemes — in Victoria and Queensland, register with the Portable Long Service Leave Board if applicable
- Track multi-state obligations — for employers with employees in multiple states, apply the correct state Act for each employee
Common pitfalls
1. Applying the wrong state Act
Long service leave is state-based. An employer with employees in multiple states must apply the correct Act for each employee’s place of work. Using the wrong state’s rules results in incorrect accrual and payment.
2. Not paying out accrued leave on termination
The employer must pay out all accrued long service leave on termination at the applicable rate. Failing to do so is a breach of the state Act.
3. Ignoring portability obligations
In Victoria and Queensland, employers in covered industries must register with the Portable Long Service Leave Board and transfer employee entitlements when employees move between employers.
4. Paying at the wrong rate
The payment rate varies by state. In Victoria, the employer must pay the higher of the ordinary rate or the average rate over the preceding 12 months — paying at the ordinary rate alone may be an underpayment.
5. Not tracking leave across multiple employers
Portable long service leave schemes require tracking leave across multiple employers. The employer must coordinate with the Portable Long Service Leave Board to ensure correct accrual.
For more Australian context, see our guide to Australian annual leave and Australian personal leave.
A leave management system that tracks long service leave accrual per state, applies the correct portability rules, and calculates the payment rate for each jurisdiction keeps Australian long service leave compliance manageable across multi-state operations.
Frequently asked questions
What is long service leave in Australia?
Long service leave is a state-based entitlement that provides employees with extended paid leave after a long period of continuous service — typically 10 years, with 2 months (8.67 weeks) of leave.
How long do I need to work to get long service leave?
The qualifying period is typically 10 years, except in Victoria where it is 7 years for covered industries.
Is long service leave paid?
Yes. Long service leave is paid at the employee’s ordinary rate of pay (or the higher of the ordinary rate and the average rate in Victoria).
Can long service leave be transferred between employers?
In Victoria and Queensland, long service leave is portable between employers in the same industries (construction, cleaning, security). In other states, portability is limited.
Do casual employees get long service leave?
It depends on the state. Some states accrue long service leave for casual employees who work regular and systematic hours. Check the applicable state Act.
Sources
- NSW Long Service Leave Act 1955
- VIC Long Service Leave Act 2018
- QLD Long Service Leave Act 2019
- Fair Work Ombudsman — Long Service Leave
Last updated: 26 July 2026. This article is general guidance, not legal advice. Long service leave entitlements are state-based — confirm current terms with the applicable state’s industrial relations authority.