Business guide to Coronavirus

Flexible long service leave in NSW

Temporary changes to the Long Service Leave Act in NSW allow greater flexibility for employers and employees to access leave during COVID-19. 

Last updated: 8 April 2021

The amendments to the Long Service Leave Act 1955 (NSW) (LSL Act) allow employees to take their long service leave entitlement in shorter blocks, e.g. one day a week. It also removes the traditional one-month notice period, an employer gives an employee to take their leave, if the employee agrees. 

The legislative changes are aimed at giving businesses additional options to draw down on existing leave options and maintain cash flow. The increased flexibility is important during a time when business owners are doing everything within their means to keep employees on the books. 

If your employee has 10 years of continuous service with you, they are entitled to two months (8.67 weeks) of paid long service leave, to be paid at their ordinary gross weekly wage. 

If you have stood down an employee with no pay between 11 March 2020 and 30 September 2021, but your employee is expected to return to their job when the situation improves, the employee’s long service will continue to accrue at the normal rate.

The temporary amendments to the LSL Act have been extended to 31 March 2022.  

For more information on the LSL Act amendments please refer to the FAQs. For general information on long service leave, read the fact sheet or access the long service leave calculator

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