Leave Entitlements
As an employee of The University of ÐÂÀ˲ÊƱ you are entitled to apply for a range of leave.
Applications for most types of leave are submitted through Staff Services Online, but some leave types require different booking arrangements. See leave types below for further information and consult the Enterprise Agreement for eligibility and conditions.
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Annual Leave
A staff member is entitled to full pay at the rate of 20 working days per year. Part time employees will be prorated.
Annual leave will accrue progressively during a year of service and will accumulate from year to year. If a staff member is part-time the staff member will accrue annual leave on a pro-rata basis.
Clause 4.1.1 within the Enterprise Agreement 2023-2025
A staff member is in excess leave balances if they have a balance of 30 working days or 35 working days for shift workers (pro rata for part time staff)
Automatic scheduling of Academic leave applies as per clause 4.1.6 of The University of ÐÂÀ˲ÊƱ Enterprise Agreement (as amended or replaced)Cashing out of Annual leave is not available
Book leave through
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Long Service Leave
Long Service Leave accrues at the rate of 6.5 working days for each year of service and pro-rata for a part of a year of service with the University from the first day of January 1966;
Long service leave can be taken at 7 years' entitlement and paid at half pay or as single days.
Staff may be eligible to apply for recognition of prior service if previously employed by higher education or government institutions.
Clause 4.11.1 within the Enterprise Agreement 2023-2025
Please refer to clause 4.11.6 within the Enterprise Agreement 2023-2025 for Prior Service eligibility.
A staff member is in excess leave balances if they have a balance of 80 working days - this must be reduced to 30 working days over a 2 year period (pro rata for part time staff)
One full-time day is equal to 7.35 hoursIf the staff member has an entitlement to at least 65 days long service leave the staff member may apply to receive a payment in lieu of their long service leave entitlement (i.e. cashing out).
Please complete the Cashing out of Long Service Leave form
Book leave through
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Personal Leave/Compassionate Leave
Personal Leave
A staff member is entitled to leave of absence with full pay at the rate of 15 working days per year and this leave shall be cumulative without limit. Part-time staff members shall be entitled to 15 working days per year paid on a pro rata basis.
Clause 4.2 within the Enterprise Agreement 2023-2025
Staff members are entitled to personal leave:
(a) if they are unfit for work because of a personal illness, or personal injury that affects them; or
(b) to provide care or support to a member of a staff member’s family, or a member of their household, who requires care or support because of: i. a personal illness, or personal injury; or an unexpected emergency.
Compassionate Leave
Staff members are entitled to a maximum of three (3) paid days of compassionate leave for each occasion when a member of their family, or a member of their household:
(a) contracts or develops a personal illness that poses a serious threat to his or her life; or
(b) sustains a personal injury that poses a serious threat to his or her life; or
(c) dies.
A maximum of three (3) paid days of compassionate leave is also available on each occasion a staff member, or their spouse or defacto partner, has a miscarriage or where a child is stillborn where the child would have been a family member of the staff member, or member of their household if the child had been born alive.
Clause 4.3 within the Enterprise Agreement 2023-2025
Book leave through
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Special Studies Program Leave
All academic staff members (except casuals) are eligible to participate in the University’s Special Studies Program (SSP) provided their contract of employment extends beyond the period of special studies for at least an equal period.
clause 5.7 within the Enterprise Agreement 2023-2025
The accrual of SSP days is not an entitlement to take SSP, which will be subject to consideration and approval process as outlined in this procedure. SSP is accrued in calendar days, not hours.
To apply for SSP please visit the Special Studies leave webpage
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Leave without Pay
Staff members may apply for a period of leave without pay. Approval will be at the discretion of the Area Manager who will determine the conditions under which it will be taken.
Leave without pay will not normally be granted for a period exceeding two (2) years.
Clause 4.10 within the Enterprise Agreement 2023-2025
Book leave through
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Paid Parental Leave
A staff member is eligible to apply for paid parental leave may apply for the relevant type of leave specified in the table below, subject to the specific eligibility rules and requirements specified in the table for the type of paid parental leave.
Clause Type of leave Entitlement Eligibility and requirements 4.5.2.1 Paid Maternity Leave Up to 26 weeks Available to mother of the Child
Eligibility
Available to the birth mother of the child.
Requirements
The staff member must commence maternity
leave within six (6) weeks leading up to the
expected birth date.
A medical certificate of fitness for work is
required if the staff member wishes to remain at
work within the two (2) weeks leading up to the
expected birth date or return to duties within the
first eight (8) weeks after birth.
A minimum of 14 weeks paid leave must be
taken.4.5.2.3 Paid Adoption Leave Up to 26 weeks Eligibility
Available to a staff member who will be the
primary carer of a child aged five (5) years or less
placed for adoption with the staff member.
Requirements
Adoption leave must start on the day of the
placement of the child.
A minimum of 14 weeks paid leave must be
taken.4.5.2.4 Special Paid Parental Leave Up to 26 weeks.
Note: Approval is at the
discretion of the UniversityEligibility
available to a staff member:
• not otherwise eligible for paid maternity
leave or paid adoption leave; and
• who becomes the primary carer of a
child less than one (1) year of age.Requirements
Leave must not start prior to the date on which
the staff member becomes the primary carer of
the child, unless approved otherwise.
A staff member must apply to their Head of
School (or functional equivalent).
A staff member's application must state their
case in order for the Head of School (or
functional equivalent) to fully understand the
circumstance which gives rise to t