Victoria Leave Calculator.
Calculate every leave entitlement for Victoria employees, under the Long Service Leave Act 2018 (VIC), Fair Work Act 2009 (Cth) and the National Employment Standards.
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| Component | Formula | Value |
|---|---|---|
| Accrual rate (FULL-TIME) | 4 wks × 38h ÷ 52 | 2.923 hrs/wk |
| Hours accrued | 2.923 × 52 wks | 152.42 hrs |
| Hourly base rate | - | $35.00 |
| Base leave value | 152.42 × $35.00 | $5,334.62 |
| 17.5% leave loading | base × 0.175 | + $933.56 |
| Total payout | - | $6,268.17 |
Disclaimer: This tool does not constitute legal or financial advice. Results may be inaccurate due to changes in legislation or your circumstances. This tool does not constitute legal or financial advice. We do not recommend taking actions based solely on these results. The calculator makes assumptions and results may be inaccurate due to changes in legislation, modern awards, or your personal circumstances. You use this information at your own risk. We can't guarantee to be perfect, so do note you use the information at your own risk and we can't accept liability if things go wrong. For official guidance, visit Fair Work Ombudsman (fairwork.gov.au). Fair Work Ombudsman.
Three numbers every VIC employee should know.
The NES sets the federal floor; state law adds the long service entitlement and gazetted holidays.
Every VIC leave calculator.
Each calculator below is pre-configured for VIC law.
VIC Long Service Leave
6.07 weeks after 7 yrs. Pro-rata from 7 yrs. Under the Long Service Leave Act 2018.
Open VIC Long Service Leave calculatorVIC Public Holidays 2026 & 2027
14 gazetted holidays in 2026 plus the 2027 calendar. Penalty rates by award, substitute days when a holiday falls on a weekend.
Open VIC Public Holidays 2026 & 2027 calculatorRedundancy Pay (National)
NES sliding scale, 4-16 weeks based on years of service. Small business exemption built in. Section 119 Fair Work Act.
Open Redundancy Pay (National) calculatorAnnual & Personal Leave
Federal entitlements identical across every state, 4 weeks annual + 10 days personal under the NES. National calculator.
Open Annual & Personal Leave calculatorLong service leave is the one entitlement Victoria sets for itself. Under the Long Service Leave Act 2018 (VIC) you reach 6.07 weeks at 7 years, with a pro-rata payout available from 7 years, worked out on VIC long service leave. Whether that pro-rata amount is actually paid depends on why the job ended, which differs by state and is set out in pro-rata long service leave. Victoria also gazettes 14 public holidays in 2026, listed with penalty rates on VIC public holidays.
Everything else comes from the National Employment Standards and is identical in every state: 4 weeks of annual leave, 10 days of personal and carer's leave, unpaid parental leave, and redundancy pay on the section 119 scale. When a job ends, final pay brings the notice, unused leave and redundancy components together. The rules themselves are explained in the National Employment Standards guide.
Victoria long service leave
Victoria accrues long service leave continuously rather than in steps, under the Long Service Leave Act 2018. You earn 1 week for every 60 weeks of continuous employment, which works out to 6.07 weeks once you complete 7 years. There is no waiting for a 10-year cliff.
The full entitlement is 1 week for every 60 weeks of continuous employment, which is 6.07 weeks at 7 years, set by the Long Service Leave Act 2018 (VIC) rather than federal law. Choose long service leave in the calculator above to work out your own balance.
Leaving before 7 years: pro-rata in VIC
Pro-rata long service leave becomes possible at 7 years of continuous service in Victoria. That threshold is necessary, but here it is also sufficient.
The rule for all eight states is side by side in the pro-rata long service leave guide.
What counts as continuous service
Paid or unpaid parental leave does not break continuous employment in Victoria, but for a casual or seasonal employee that protection covers parental leave of up to 104 weeks only (s 12(2)). Up to 52 weeks of unpaid leave, including unpaid parental leave, counts as service for accrual (s 13). Casual and seasonal employees accrue where employment is continuous. Victorian guidance treats a gap of up to 12 weeks between periods of casual work as continuous, and under s 12(3) a longer gap keeps continuity only if it was agreed beforehand, is due to the terms of engagement, is caused by seasonal factors, or the work was regular and systematic with a reasonable expectation of re-engagement. If a job ends and the same employer re-employs you within 12 weeks, continuity is kept but the gap is not counted (ss 12(6), 14).
How the payment is calculated
Victoria pays your normal weekly hours at your ordinary time rate on the day the leave starts (s 15(1)). If your weekly hours are not fixed, or changed in the 104 weeks before the leave, your normal hours are the greatest average over the last 52 weeks, the last 260 weeks, or the whole period of continuous employment, with unpaid leave left out of the average (s 16). That protects workers who have recently dropped to part-time. Where no ordinary time rate is fixed, the rate is averaged over the same three periods (s 15(2)). For a casual, Victorian guidance says the ordinary rate includes the casual loading.
Amara, 7 years with one employer, a Melbourne graphic designer, on $1,580 a week.
6.07 x $1,580 = $9,590.60 gross, whether taken as paid leave or paid out on termination. The tax on a payout depends on when the service was performed: see the long service leave tax calculator.
The VIC catch worth knowing
Victoria is the most straightforward jurisdiction in the country: 7 years, no conditions, and continuous accrual. If you have completed 7 years in Victoria and the job ends for any reason at all, you are owed the balance. That is not true almost anywhere else.
Cashing out long service leave is an offence in Victoria
Victoria is the strictest jurisdiction in Australia on this point, and it is the only one where both sides can be penalised. Under the Long Service Leave Act 2018 it is an offence to give or receive payment instead of the employee actually taking the break from work, and the penalty applies for each day the offence continues, at a higher rate for a body corporate than for a natural person. The purpose of the Act is time away from work, not money, so the prohibition holds no matter how reasonable the circumstances or how willing both parties are. The only time a Victorian employee receives a payment rather than taking the leave is when employment ends. If your employer proposes paying out your balance while you stay on, that is not a favour, it exposes you both.
Business Victoria, penalties for breaches. Verified 11 August 2026.
Victoria counts up to 52 weeks of unpaid parental leave as service
This is one of the most generous treatments of parental leave in the country and it is worth real money. Paid or unpaid parental leave does not break continuous employment under section 12(2) of the Long Service Leave Act 2018, with one limit: for a casual or seasonal employee, the protection covers parental leave of no longer than 104 weeks. Separately, section 13 counts up to 52 weeks of unpaid leave, including unpaid parental leave, as service for accrual purposes, meaning you keep accruing long service leave while you are not being paid. Beyond 52 weeks the Act does not provide for accrual, so anything further depends on a contract or fair work instrument. Compare this with Queensland and the Northern Territory, where unpaid parental leave does not accumulate long service leave at all and simply pushes your anniversary date back. For a Victorian worker taking a year of unpaid parental leave, that difference is roughly a week of long service leave preserved.
Long Service Leave Act 2018 (Vic) ss.12 and 13. Verified 14 September 2026.
Your employer must grant half-pay long service leave unless they have business grounds
In Victoria you can request to take your long service leave over twice the period at half your ordinary pay, so a 13-week entitlement becomes 26 weeks at half rate. What makes Victoria unusual is that the employer must grant the request unless they have reasonable business grounds for refusing, which shifts the default towards the employee. Reasonable grounds include impracticality in rearranging other employees hours, a significant loss of efficiency or productivity, or a significant negative effect on customer service. The reverse arrangement, taking half the leave at double pay, is not permitted, because that is cashing out by another name and cashing out is an offence here. Western Australia allows both half pay and double pay by agreement, but places no obligation on the employer to agree at all.
Business Victoria, how long service leave can be taken. Verified 11 August 2026.
How VIC compares.
Federal annual leave is identical everywhere. State LSL and public holidays differ.
Modern awards common in Victoria.
Industry awards layered on top of the NES. Each award has its own penalty rates, leave loading and (sometimes) RDO arrangements.
VIC-specific leave questions.
How much long service leave do I get in VIC?
When does VIC long service leave become payable on termination?
What's the VIC pro-rata LSL formula?
Do VIC casuals get long service leave?
How many public holidays does VIC have in 2026?
Does VIC substitute public holidays that fall on weekends?
Is annual leave different in VIC?
What law governs long service leave in VIC?
Built on VIC law.
This VIC calculator is built directly from the Long Service Leave Act 2018 (VIC), the Fair Work Act 2009 (Cth), and current VIC Industrial Relations guidance.
Reviewed by a registered HR practitioner based in Melbourne.