Additional (Self-funded) leave
Public Service Staff
With the agreement of his/her manager, a staff member may receive a reduced salary relative to the full rate for his/her classification in order to receive leave additional to the four weeks' annual leave that is the entitlement of every staff member. The additional leave (referred to as purchased leave in the VPS Agreement 2006) is granted as leave with pay as the reduced salary is paid over the full year.
This additional leave arrangement will only be approved where it suits the operational requirements of the work unit. Normally it will be expected that the leave entitlement (annual and additional leave) will be used during the same year it accrues. A high level of accrual of leave entitlements under these arrangements is an indicator that the arrangement does not suit the needs of the work unit. It may also increase the potential for disputation if approval is denied for long periods of leave.
The Department will endeavour to accommodate requests for additional leave. Consideration of requests will take account of the impact of such an arrangement on the operations of the work unit, particularly the effect on other employees, such as workload and access to annual leave. Ongoing review is likely to be necessary to ensure these requirements can be met.
The additional leave models available to a staff member, with agreement from his/her manager, are as follows:
| Reduction against 52/52 salary |
Annual leave | Additional leave available | Total leave per year |
| 51/52 | 20 days | 5 days | 25 days |
| 50/52 | 20 days | 10 days | 30 days |
| 49/52 | 20 days | 15 days | 35 days |
| 48/52 | 20 days | 20 days | 40 days |
| 47/52 | 20 days | 25 days | 45 days |
| 46/52 | 20 days | 30 days | 50 days |
| 45/52 | 20 days | 35 days | 55 days |
| 44/52 | 20 days | 40 days | 60 days |
The above does not preclude a staff member and his or her manager from agreeing to a similar type of arrangement that would provide the staff member with additional leave of more than 8 weeks (i.e. below 44/52).
Employees participating in other than a 52/52 mode of employment would normally remain in that mode for a 12 month period. The allocation is made in advance for the year in which it is accruing. A staff member who commences an additional leave arrangement or ceases employment during an accrual cycle shall receive a pro rata amount of additional leave based on 1/12 for each completed month of employment in the year ending 31 December.
The salary applicable under these arrangements becomes the normal salary for all leave and salary purposes, including other types of paid leave.
When a period of additional leave is taken, the staff member is paid at his/her normal salary level which applied immediately prior to the taking of the leave. The additional leave does not attract annual leave loading. All additional leave absences taken by a staff member must be recorded and managed at the local level. It is expected that records of additional leave are to be retained locally and be available for audit purposes. Local reconciliation of these leave records will be required in the event that a staff member resigns or ceases working under these arrangements.
Accrual of sick leave and long service leave by the staff member remains unchanged.
For a staff member in the New or Revised State Superannuation Scheme, his/her superable salary will be frozen at the 52/52 rate at the time of the approval of the additional leave arrangement, until this rate is exceeded by the reduced rate of pay. That salary then becomes the new superable salary. Alternatively, the staff member may make a request to Emergency Services and State Super (ESSS) that the lower salary becomes his/her superable salary.
Other Resources
Procedures & Forms
- For use of VPS Staff only - Additional (Self-funded) Leave (Word - 371Kb) (EduLibrary - EduMail Username and password is required - Word, 120K)
Legislation
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