The Tasmania rules
| Full entitlement | 10 years → 8⅔ weeks, then +4⅓ weeks for each further 5 years |
|---|---|
| Pro-rata | From 7 years, in two tiers. Must be paid: reaching retirement age, death, or your employer ending employment for any reason other than serious and wilful misconduct. May be paid (assessed on the circumstances): leaving due to illness, incapacity or pressing domestic need. |
| Pay basis | Ordinary pay — what you'd earn working normally, including regular shift penalties and loadings but excluding overtime and bonuses. |
Worked example
Eight years at $1,500 a week, dismissed = 6.93 weeks ≈ $10,400 (must-pay tier). The same eight years ending through illness sits in the may-pay tier — same arithmetic, but it needs the circumstances accepted.
Other states differ — sometimes by thousands of dollars. Compare with the all-states calculator.
Frequently asked questions
What's the difference between 'must pay' and 'may pay' in Tasmania?
Must-pay situations create an automatic entitlement. May-pay situations (illness, incapacity, pressing need) require the reason to be genuine and sufficient — keep evidence and, if refused, WorkSafe Tasmania can advise.
Do Tasmanian rules cover mining and the public sector?
This page covers the general private-sector scheme. Mining employees and public-sector staff sit under different arrangements.
Source: WorkSafe Tasmania — pro rata long service leave (checked 1 November 2026). General private-sector rules; portable industry schemes and public-sector arrangements differ.