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The Tasmanian Government is committed to the establishment of a flexible workplace. This commitment includes implementing work arrangements that help employees balance family and work responsibilities.
Many people can work full-time most of the time but want to take extra periods of time off in the near or long-term future to look after children or elderly relatives, for further study or for travel.
The State Service Accumulated Leave Scheme (SSALS) offers State Service employees a range of flexible work and leave options.
The State Service Accumulated Leave Scheme (SSALS) is a new form of work arrangement where you work full-time over an agreed period but are paid a proportion of your normal salary.
This allows you to bank extra hours that you take as accumulated leave while receiving the same proportional salary.
The basic structure of any SSALS Plan is always the same: a full-time work period followed by accumulated leave. However there is flexibility in the choice of the time frame of the Plan, the proportion of full-time work and thus the relevant pay rate that can be calculated using the following formula:
(Work period ÷ (Work period + period of extended leave)) x 100% = Percentage of normal salary
State Service Accumulated Leave Scheme Calculator
Please note: this calculator is for demonstration purposes only. Please consult your Human Resource section for accurate calculations.
Tony can work full-time but wants to take the Christmas holidays off to spend time with his kids. After initial discussions with his supervisor, he applies for a '40 over 52' SSALS Plan where he will work 40 weeks full-time and take 12 weeks accumulated leave. For the whole year John will receive 76.9% (40/52 x 100%) of his normal full-time salary. He gets to spend time with the kids and has enough money coming in during the leave period to cover all those summer holiday expenses. John also accumulates recreation leave throughout the Plan which can be taken during the year or later.
Sarah wants to improve her qualifications with a second degree. She can study and still work full-time but will need to take four weeks off at the end of each semester for assignments and exams. She discusses this work pattern with her supervisor and signs up for a '10 over 14' SSALS Plan. Each semester she works ten weeks full-time and takes four weeks of accumulated leave. Sarah is paid 71.4% (10/14 x 100%) of her normal full-time salary and still accumulates recreation leave throughout the Plan. The SSALS is a very flexible work arrangement. Sarah could also apply for study leave for the first two years and work a '2 over 3' Plan. Then she could accumulate enough leave for the final year of her degree.
Ian wants to take a year off in three years time to look after his baby daughter when his wife returns to work. He chooses the '3 over 4' year SSALS Plan. He works full-time for three years at 75% (3/4 x 100%) of his normal salary and then takes one year of accumulated leave. He still receives the same 75% of his normal salary during the year of accumulated leave and has also accumulated recreation leave throughout the Plan. Next year she goes to school!
All State Service employees can elect to participate in a SSALS Plan. Approval is granted by your Head of Agency and depends on work requirements and staffing needs. Talk to your supervisor about the sorts of SSALS options that are available in your workplace.
If your election is approved you will have that approval in writing on a document which states the period when you will work full-time, the amount of leave you will accumulate, and the rate of pay you will receive.
Your employer will keep a record that shows the exact amount of leave accumulated by each participating employee.
During the work period of your agreed Plan you will be paid fortnightly as usual (although at the percentage of your hours worked as agreed in the Plan). During the leave period you can be paid fortnightly at the same rate or in a lump sum.
Recreation leave accrues during the Plan and can be taken in the work period of the Plan or after the leave period.
You still get personal leave all the way through the Plan so if you get sick during your leave period you can apply for extra leave days as compensation in the same way as normal annual leave.
The Plan is continued during Parental Leave but the accumulated leave part of the Plan will have unpaid elements.
If the employee is absent on Long Service Leave during the work period of the Plan, the Plan is not deferred and salary payments continue to be paid in accordance with the Plan.
Compulsory and voluntary deductions will also be deducted as normal during the work and leave periods of the Plan.
Your superannuation entitlements will accrue throughout the work period of the Plan and the continuity of your employment will not be affected by the leave period. It is your responsibility to get any personal superannuation advice from the Retirement Benefits Fund Board or from your own superannuation adviser.
You will still be eligible for salary progression and will be paid at the relevant proportional salary rate.
Absence on workers compensation during the Plan period is regarded as a suspension of the Plan. If you are incapacitated by a work related injury or illness and which is accepted as workers compensation, you will be entitled to weekly payments based on your normal salary.
You will need to reach agreement with the Head of Agency in the new job on whether you are able to continue in the SSALS Plan. This will depend on the operational requirements of the Agency. If you can continue in the scheme, the accumulated leave and pay will be transferred to your new Agency. If you aren't able to continue in the scheme you will still be able to take any leave you have accumulated at a time convenient to you and your Agency.
Your Head of Agency has a discretion whether or not to allow you to withdraw from the Plan, which will be exercised having regard to the operational requirements of the Agency. If you are allowed to withdraw you will be able to take the amount of leave that you have already accumulated at a time approved by the Head of Agency.
Any outstanding leave entitlements including leave accrued under the Plan’s arrangements will be paid out.
You can apply again anytime and sign up as long as your application is approved.
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