If the following information does not resolve your question, please get in touch with us.
All eligible employees working in the black coal mining industry are eligible for long service leave. It includes people:
An 'eligible employee' is defined in the legislation as a person who is:
If you're unsure of your/your employee's eligibility, please get in touch with us.
The black coal mining industry includes:
It doesn’t include:
An 'eligible employee' is a person who is:
The definition of eligible wages in section 3B of the Coal Mining Industry (Long Service Leave) Payroll Levy Collection Act 1992 is specific about which amounts are included e.g. in some circumstances an employee’s overtime or penalty rates and other allowances are eligible wages. Refer to the legislation for details.
Qualifying service is service as an ‘eligible employee’ of one or more employers. It does not include certain absences such as unpaid or unauthorised leave.
After you have accrued eight years of qualifying service, you have a long service leave entitlement. An entitlement remains until you have accessed it.
If you don’t have eight years of qualifying service and you stop being an eligible employee for eight continuous years or more, any service before this break is no longer considered as qualifying service.
However, if you recommence work as an eligible employee with any employer after a break period of less than eight continuous years, your service from prior to the break period will still be considered qualifying service.
If your employment ceases for reasons such as redundancy, retirement, ill health or death, other provisions may apply to enable early access to your long service leave entitlement. For more detail about qualifying service, refer to Part 5A – Entitlement to long service leave, Division 1, Section 39A of the Coal Mining Industry (Long Service Leave) Administration Act 1992.
Employees may grant access to their spouse/partner or other trusted third party to access information about their long service leave record on their behalf.
This involves a process of validating: employee approval; third party contact details; third party access level. Access level may involve permission to only obtain information or to also make changes to the employee record.
The employee must initiate this process using the relevant form (for an individual or for an organisation); these are available under the Employee Resources panel.
Some employees can choose to make a ‘waiver agreement’ with their employer instead of accruing leave, depending on the nature and duration of their role in the black coal mining industry. A waiver agreement is a mutual arrangement between an employee and an employer to waive their long service leave accrual. Instead of accruing leave, they can be paid, or salary sacrifice into superannuation, the leave levy that their employer would have paid for them. This agreement must be approved by Coal LSL.
The Coal Mining Industry (Long Service Leave) Administration Act 1992 (Part 5A) defines who can make waiver agreements. They include an eligible employee:
Pro‑forma waiver agreements are available under Employer Resources.
Coal LSL has been using some terms, such as termination and cessation, interchangeably for some time.
However, ‘termination’ can mean different things in different legislation. Also, an employee may cease work or become an ‘ineligible employee’ regarding access to long service leave, but not always because they’re being ‘terminated’ by their employer. Instances where an employee may cease to be eligible can include leaving the Australian black coal mining industry, retirement, redundancy, death or changing positions into a role which does not fit the definition of an eligible employee.
Therefore, we’re in the process of aligning some terms to current long service leave legislation for consistency and clarity. These terms are changing:
There are many documents and locations where this needs to be updated so you may see both terms used until we complete the work.
The Coal Mining Industry (Long Service Leave) Administration Act 1992, along with other legislation, specifies:
When your employer advises us that you are an eligible employee, you are given an individual long service leave number known as your LSL Number.
This number is used for all interactions about your leave record and is required for logging into the employee self-service portal.
If you ever forget your LSL Number, contact our friendly Service team who will be happy to assist.
When you first register with Coal LSL you are given your unique LSL Number and a temporary password to access the self-service portal. The login details are sent separately to your initial welcome letter, for security reasons. Your LSL Number is used to login to the portal, as well as the password, which you should change at first access. If you lose your login details, contact us for a reminder.
Coal LSL is working on improvements that enable employees to view their leave accrual information online through the self-service portal.
We’ve completed the technology upgrades. However, the most time consuming stage involves detailed data quality checks for more than 110,000 eligible employees in the black coal mining industry. You can imagine, this a big job! It’s underway; however, we still have a little way to go.
This means that some employees can currently view their leave accrual information when logged into the portal. Please note that when an update is reported by an employer, your information will temporarily be unavailable while we process the update.
We are progressively working through verifying leave entitlement information for the remainder of employees.
We want to provide you with reliable information that’s as current as possible so please bear with us while we complete the improvement.
If your leave accrual information is not available when you log into the employee portal, you can email us or call us on 1300 852 625 from Monday to Friday between 8:30am and 5:00pm (AEST).
In order to administer entitled long service leave funds for you, your employer must be registered with Coal LSL. All administration of the scheme is conducted through your employer.
You accrue leave credits for each week during which you are an eligible employee.
Each week you work in the black coal mining industry as an eligible employee counts towards your qualifying service. After eight years’ qualifying service you accrue 13 weeks’ long service leave entitlement.
Each week you work in the black coal mining industry as an eligible employee counts towards your qualifying service. Entitlement accrues at a rate which reflects the number of hours worked each week. The maximum accrual is the equivalent of a full-time employee.
You accrue qualifying service in each week you’re employed at any time as an eligible employee. It accrues at a rate which reflects the number of hours worked each week. The maximum accrual is the equivalent of a full-time employee.
If you meet the definition of eligible employee, you’re entitled to take leave after eight years of qualifying service.
Qualifying service is service as an eligible employee of one or more employers. It does not include certain absences.
For service since 1 January 2000, all service as an eligible employee counts towards your qualifying service, unless you stopped being an eligible employee for eight continuous years or more (a break period). In most cases, any service before a break period will stop being counted as qualifying service.
For service prior to 1 January 2000 to count towards your qualifying service, it must be ‘continuous service’.
If you have eight years’ qualifying service (continuous or in total) as a full-time worker, you’re entitled to 13 weeks’ leave.
If your service (or part of it) was as a part-time or casual worker, you’re still entitled to leave after eight years’ qualifying service. However, the amount of leave you’ll receive is based on the leave credits you’ve accrued over your eight years of qualifying service.
All interactions about your leave application are conducted through your employer.
To access your long service leave entitlement, you must submit an application through your current or most recent employer. Once your desired leave period is agreed with your employer, they will lodge the application with us.
When we've validated that your service history reflects the minimum qualifying service, we'll notify your employer who will pay your leave entitlement. Your employer then claims reimbursement from the Coal LSL fund after you've taken your leave.
If you wish to claim long service leave but your employer is no longer registered with us or no longer a registered business, please get in touch with us.
The Coal Mining Industry (Long Service Leave) Administration Act 1992 provides your minimum entitlements for long service leave, which are:
A range of options are available for accessing your leave when your employment changes and may vary according to your individual circumstances:
Missing service is any service you have worked as an eligible employee which is not reflected in your Statement of Service held by Coal LSL.
If you think your record may be missing some of your qualifying service, you can apply to have this matter investigated by Coal LSL.
Refer to the Service Review information for details about eligibility to apply and the review process.
The long service leave scheme is legislated under the Coal Mining Industry (Long Service Leave) Administration Act 1992 (the Act ).
Employers of eligible employees have legal obligations to ensure those employees can access their long service leave entitlements when eligible to do so. Obligations include, for example:
In addition to matters such as eligibility and entitlement, the legislation addresses:
Non-compliance and breaches of the Act can lead to civil or criminal penalties against an employer and, in certain circumstances, its officers.
Coal LSL has the power to seek civil penalties up to the value of 300 penalty units, which is currently the value of $63,000*. Coal LSL can also require people to produce information or documents relating to the employment of an eligible employee or which Coal LSL needs to perform its functions.
Civil proceedings may also be brought by an employee, employee organisation or industrial association for breaches or potential breaches of the Act. The Court may order compensation, injunctions or other orders.
Fair Work Australia also has power to deal with certain disputes between an employer and an eligible employee in relation to leave.
*Penalty units are defined by legislation and are subject to change. Coal LSL has represented the value of a penalty unit as at June 2017.
If you employ people who fit the definition of ‘eligibility’, you are legally obligated to register your business with Coal LSL. More information and registration form.
If your business is in the process of closing, going into liquidation or no longer operational, you need to de-register with Coal LSL. Please get in touch with us to facilitate that process and to learn what obligations you still have to fulfil under the legislation as part of your close-out processes.
The Employer Reimbursement rules outline how Coal LSL calculates reimbursement amounts payable to employers under the Act.
The current rules came into effect on 1 July 2017. Under these rules, on administration approval, an employer will be reimbursed in full for a reimbursement claim.
Employers are only able to claim and be reimbursed for the actual amount paid to the employee for their long service leave entitlement.
The long service leave levy is based on your employee’s eligible wages. What makes up each employee’s eligible wages is defined in section 3B of the Coal Mining Industry (Long Service Leave) Payroll Levy Collection Act 1992. The levy is payable monthly and, effective 1 July 2018, is 2.0% of eligible wages.
To ensure fund sufficiency, every three years we seek advice from an actuary on the adequacy of the levy rate. In 2017 Coal LSL engaged Mercer Consulting (Australia) Pty Ltd (Mercer) to complete the review. The review determined that the fund was in a strong financial position, which provided us the ability to reduce the levy. For the first time in nearly a decade, the levy rate was reduced from 2.7% to 2.0%.
The change to payroll regulations was supported by our responsible minister and completed the required parliamentary review.
A change in levy rate does not impact employee long service leave entitlements or reimbursements to employers.
Levy rates through time
The legislation provides the minimum entitlements for long service leave, which are:
The changes to the legislation in 2012 are documented in the Coal Mining Industry (Long Service Leave) Administration Act 1992 (the Act).
The key changes were:
Coal LSL is working towards an online processing environment. In future, employers will be able to submit leave applications, cancellations and levy advice forms online via the employer portal.
To prepare for this change, we’ve introduced a leave cancellation form and process that enables us to capture all the information we need to process a cancellation quickly. We understand that plans can change and the new form and process ensure all parties have a record of that change.
In future, you'll be able to complete and submit this form online. We’ll keep you informed of changes as things progress.
You can access the form from Employee Resources under the Employer Resources panel.
Goods and Services Tax (GST) is not applied to levy payments. Long service leave levies are neither goods nor services. Levies are not a taxable supply under the GST legislation, therefore, we do not issue tax invoices. Your Levy Advice forms, details of submission and proof of payment should be retained for record keeping purposes.
It is a legislated requirement upon employers of eligible employees. Non-compliance may result in civil and criminal penalties.
Civil proceedings may also be brought by an employee, employee organisation or industrial association for employer breaches or potential breaches of Coal LSL’s governing legislation.
An annual audit report provides an auditor’s opinion as to whether an employer has paid the correct levy amount (including any additional levy) and claimed the right reimbursements.
Any issues with levy advices and payments discovered during auditing must be detailed in your audit report as described in our support materials.
Important note regarding casual employees: legislation requires employers to report and pay a levy on ALL hours worked and paid to eligible casual employees. When carrying out your audit, please check that your organisation has reported on, and paid a levy for, all hours worked by its eligible casual employees. Errors result in incorrect levies paid, which will need to be remedied.
Under Section 10 of the Coal Mining Industry (Long Service Leave) Payroll Levy Collection Act 1992, annual audit reports must be lodged within six months of the end of the financial year.
Non-compliance may result in civil and criminal penalties. For an audit report not submitted by the due date, a company may incur a penalty of $8,400 (40 penalty units, currently valued at $210 per unit) for an individual or $42,000 (200 penalty units) for a body corporate.