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Tasmanian State Service standard conditions

New and improved Tasmanian State Service standard conditions were approved in the Tasmanian Industrial Commission on 2 May 2023. 

The table below summarises the new (or amended) standard conditions that now form part of the relevant Awards for Tasmanian State Service employees. A series of Fact Sheets and Guides have been developed and are also found below. For more information please refer to the relevant award on the Tasmanian Industrial Commission website.

The effective date for these changes was the first full pay period commencing on or after (ffppcooa) 1 December 2022. Depending on your Agency’s pay cycle, these dates may have varied slightly.

“As Head of the State Service, it is important to me that our working conditions continue to attract people to jobs and careers within the Tasmanian State Service… As one of the largest employers in Tasmania, it is critical that the TSS leads the way in supporting and encouraging contemporary, inclusive workplaces that value diversity and support our people to deliver important services every day.”

Jenny Gale
Head of the Tasmanian State Service

Supporting Guides and Fact Sheets

Aboriginal Cultural Leave

TSS Aboriginal Cultural Leave Guide (Accessible Word version) or TSS Aboriginal Cultural Leave Guide (PDF version); and Aboriginal Cultural Leave Fact Sheet (Word version) or Aboriginal Cultural Leave Fact Sheet (PDF version)

Disability Leave

TSS Disability Leave Guide (Word version) or TSS Disability Leave Guide (PDF version); and Disability Leave Fact Sheet (Word version) or Disability Leave Fact Sheet (PDF version)

Gender Affirmation Leave

TSS Gender Affirmation Guide (Word version) or TSS Gender Affirmation Guide (PDF version); and Gender Affirmation Leave Fact Sheet (Word version) or Gender Affirmation Leave Fact Sheet (PDF version)

Family and flexible leave

Family and Flexible Leave Fact Sheet (Word Version) or Family and Flexible Leave Fact Sheet (PDF version)

Summary of new and/or amended standard conditions

Paid Parental Leave

(increase to current standard and a change to conditions)

Primary Caregiver: 18 weeks paid parental leave

Secondary Caregiver: 4 weeks paid parental leave at the time of the birth.

An additional 12 weeks paid parental leave if the secondary caregiver takes over primary care responsibilities within the first 18 months of the life of the child.

Paid and Unpaid Grandparent Leave

(as part of Parental Leave)

(New entitlement)

To support primary caregivers, TSS grandparents acting as primary caregivers will be entitled to paid Parental Leave: 18 weeks continuous paid parental leave where the grandparent has primary responsibility for the care of a newborn or newly adopted grandchild.

Further including the 18 weeks paid parental leave grandparents acting as primary caregivers are entitled to 52 weeks continuous unpaid leave where grandparents assume primary care giving responsibilities in respect of the birth or adoption of a child.

Foster Leave

(New entitlement)

Up to 10 days paid leave per year to support foster carers, recognising diverse family arrangements.

Surrogacy Leave

(New entitlement)

6 weeks paid surrogacy leave for an employee acting as a surrogate in a formal surrogacy arrangement pursuant to Surrogacy Act 2012.

Bereavement and Compassionate Leave

(Amended entitlement)

Amend the scope of Bereavement and Compassionate Leave to include still birth and miscarriage, enabling employees to take up to 10 days compassionate and bereavement leave in these circumstances.

Aboriginal Cultural Leave

(New entitlement)

5 days paid leave per year for Aboriginal or Torres Strait Islanders, to assist in cultural and ceremonial obligations or community culture events.

Aboriginal Family Relationships

Insert a definition to recognise Aboriginal Family Relationships and expand eligibility to access: Personal (Carers) Leave, Compassionate and Bereavement Leave, and Family Violence Leave.

Disability Leave

(New entitlement)

5 days paid leave per year to be used for activities or appointments associated with the employee’s disability.

Gender Affirmation Leave

(New entitlement)

4 weeks paid leave and 48 weeks unpaid leave for employees undertaking a gender affirmation process.

Family Violence Leave

(increase to current standard)

That the quantum of paid Family Violence Leave be increased to 20 days per personal leave year.

Recreation Leave Clause

Amend the current recreation leave clause in the awards and provide a standard clause to uncap recreation leave and provide flexibility for management to meet operational needs and the ability to direct employees to take leave after excessive accrual and where an employee has an excessive leave accrual, and genuine agreement has not been reached to reduce the excessive leave accrual, the employee may give a written notice to the Head of Agency requesting to take one or more periods of recreation leave.