Long Service Leave Calculator NSW: How to Calculate Your Entitlement Step by Step
NSW has the most generous pro-rata long service leave threshold in Australia — just 5 years — and uses a “month = 4⅓ weeks” formula that trips up most calculators. This guide covers the full NSW calculation with worked examples and a live calculator.
The NSW Long Service Leave Act 1955 is the oldest state LSL legislation in Australia. It has its own language — “months” instead of weeks, and “2 months after 10 years” instead of a simple accrual rate. This trips up many employees and payroll teams. Once you understand that 1 NSW LSL month = 4⅓ weeks, the entire calculation becomes straightforward.
- Formula: weeks = years of service × 0.8667 (= 1 month per 5 years, where 1 month = 4⅓ weeks)
- After 10 years: 2 months = 8.6667 weeks · After 15 years: 3 months = 13 weeks · After 20 years: 4 months = 17.333 weeks
- Pro-rata threshold: 5 years — the most generous in Australia
- Pro-rata reason: Any reason except serious and wilful misconduct (including resignation)
- Casual employees: Included where service is regular and systematic
- Legislation: Long Service Leave Act 1955 (NSW)
- Governing body: NSW Industrial Relations
Why NSW says “months” — and what that actually means
The NSW Long Service Leave Act 1955 defines entitlement in months, not weeks. This is unusual — every other state uses weeks or a fraction. The Act defines 1 month of long service leave as 4⅓ weeks (written as 4 and one-third, or 4.3333 recurring weeks).
This definition comes from dividing a 52-week year by 12 months: 52 ÷ 12 = 4.3333. It’s the same conversion used in monthly salary calculations. The key thing to know is that NSW’s “month” is not a calendar month of 4 weeks — it’s 4.3333 weeks.
NSW LSL “months” → weeks conversion
The Act grants 2 months at 10 years, then 1 additional month for every further 5 years. Expressed as an annual accrual rate: 8.6667 ÷ 10 = 0.8667 weeks per year — identical to Victoria, Queensland, WA and Tasmania.
The NSW LSL formula — step by step
Count from your start date to today (or termination date). Include partial years — if you’ve worked 6 years and 8 months, that’s 6.667 years.
years = (end date − start date) ÷ 365.25
The NSW accrual rate is 8.6667 weeks ÷ 10 years = 0.8667 weeks per year. This is the decimal equivalent of 1 month (4⅓ weeks) per 5 years of service.
weeks = years × 0.8667
Use your base pay for ordinary hours. Exclude overtime, discretionary bonuses and irregular allowances. Annual salary ÷ 52, or hourly rate × ordinary hours per week.
weekly pay = annual salary ÷ 52
This gives the gross LSL payout or leave payment before PAYG withholding.
gross payout = weeks × weekly pay
NSW Long Service Leave Calculator
NSW · LSL Act 1955Enter your years of service, ordinary weekly pay and reason for leaving to calculate your NSW LSL entitlement instantly — including the 5-year pro-rata rule.
Gross figure before PAYG withholding. Tax is assessed at ordinary marginal rates. Use the Annual Leave Payout Tax Calculator for the after-tax estimate.
Full LSL calculator — all 8 statesThe NSW 5-year pro-rata rule — the most important thing to know
Under the NSW Long Service Leave Act 1955, pro-rata LSL is payable when employment ends after 5 years of continuous service for any reason except serious and wilful misconduct. This includes voluntary resignation — which most other states do not allow before the full qualifying period. Victoria allows it after 7 years. Queensland does not allow it on general resignation at all before 10 years.
This means an NSW employee who resigns after 5 years and 3 months has a legitimate LSL payout — most don’t realise it. At $1,500/week after 5.25 years: 5.25 × 0.8667 × $1,500 = $6,825.56 gross.
Worked examples: calculating NSW LSL
Resignation after 5 years · $1,400/wk
Full entitlement · 10 years · $1,800/wk
25 hrs/wk · $30/hr · 8 years
Long service · 20 years · $2,000/wk
NSW LSL entitlement at every milestone — reference table
| Years | NSW months | Weeks | Hours (38/wk) | At $1,200/wk | At $1,600/wk | At $2,000/wk |
|---|---|---|---|---|---|---|
| 5 yrs ★ | 1.00 | 4.333 | 164.7 | $5,200 | $6,933 | $8,667 |
| 6 yrs | 1.20 | 5.200 | 197.6 | $6,240 | $8,320 | $10,400 |
| 7 yrs | 1.40 | 6.067 | 230.5 | $7,280 | $9,707 | $12,133 |
| 8 yrs | 1.60 | 6.933 | 263.5 | $8,320 | $11,093 | $13,867 |
| 9 yrs | 1.80 | 7.800 | 296.4 | $9,360 | $12,480 | $15,600 |
| 10 yrs ★ | 2.00 | 8.667 | 329.3 | $10,400 | $13,867 | $17,333 |
| 12 yrs | 2.40 | 10.400 | 395.2 | $12,480 | $16,640 | $20,800 |
| 15 yrs ★ | 3.00 | 13.000 | 494.0 | $15,600 | $20,800 | $26,000 |
| 18 yrs | 3.60 | 15.600 | 592.8 | $18,720 | $24,960 | $31,200 |
| 20 yrs ★ | 4.00 | 17.333 | 658.7 | $20,800 | $27,733 | $34,667 |
★ Milestone years where the Act expressly defines the entitlement in months. All other years use the continuous 0.8667/year rate.
How NSW compares to other states
What counts as continuous service in NSW?
The NSW Act defines continuous employment broadly. These do not break continuous service:
- All paid leave — annual leave, sick leave, parental leave all count toward continuity and accrual.
- Unpaid parental leave — doesn’t break continuity but the period may not count toward accrual depending on the arrangement.
- Temporary stand-down — industrial action or direction to stand down generally doesn’t break continuity unless the gap is more than 3 months.
- Transfer of business — if your employer sells the business and you transfer to the new owner, your continuity carries across under the Fair Work Act. The LSL clock keeps running.
- Re-engagement after redundancy — if you’re made redundant and re-engaged within 2 months by the same or an associated employer, the break may not reset your LSL clock. Check your specific circumstances.
Long service leave in NSW after 20 years — the 4-month entitlement
One of the most common specific searches is “long service leave nsw 20 years calculator.” Here’s the exact answer:
After 20 years of continuous service in NSW, an employee is entitled to 4 months of long service leave. Using the NSW definition of 1 month = 4⅓ weeks:
4 months × 4.3333 weeks = 17.333 weeks
The entitlement builds up as follows: 2 months at 10 years, plus 1 month for every further 5 years — so 3 months at 15 years, 4 months at 20 years, 5 months at 25 years, and so on. Each additional 5-year block adds exactly 4.3333 weeks.
At $1,600/week: 17.333 weeks × $1,600 = $27,733 gross. At $2,000/week: 17.333 × $2,000 = $34,667 gross.
NSW portable long service leave — the building and construction scheme
Under the Building and Construction Industry Long Service Payments Act 1986 (NSW), eligible construction workers in NSW carry their LSL entitlement across employers within the industry. The scheme is administered by the Long Service Corporation (LSC), not individual employers. Workers can check their balance and lodge claims at longservice.nsw.gov.au.
The scheme covers a wide range of trade workers — labourers, carpenters, plumbers, electricians, bricklayers and more — as well as some non-trade roles within the construction industry. If you’ve worked across multiple construction employers in NSW, your entitlement is almost certainly held by the LSC, not your current employer.
Check your LSC balance → longservice.nsw.gov.auCommon mistakes when calculating NSW long service leave
- Using 4 weeks instead of 4⅓ weeks per month. The most common error. NSW’s “1 month” is 4.3333 weeks, not 4 weeks. Treating 2 months as 8 weeks instead of 8.6667 weeks understates the entitlement by almost a week — about 5% less than what’s owed.
- Not knowing about the 5-year pro-rata rule. Many NSW employees who resign after 5–9 years assume they’re not entitled to anything. They are — and failing to claim it is simply leaving money on the table.
- Using the Victorian or QLD threshold. NSW uses 5 years, not 7. If your payroll system defaults to 7 years (VIC standard), it will miss legitimate NSW pro-rata entitlements.
- Including overtime in the rate. LSL is paid at the ordinary rate — base pay for ordinary hours only.
- Forgetting the LSC construction scheme. NSW construction workers may have portable entitlements registered with the Long Service Corporation that don’t appear on employer payslips.
- Miscounting years when calculating 20-year entitlement. The 20-year entitlement is 4 months — but only if the employee has genuinely completed 20 years of continuous service. Part-year leave periods, unpaid breaks and business transfers can all affect the count.
This article reflects the NSW Long Service Leave Act 1955 and the Building and Construction Industry Long Service Payments Act 1986 as understood at June 2026. For official guidance and dispute resolution, contact NSW Industrial Relations or call 13 16 28. WorkCalc Australia is independent and not affiliated with the NSW Government.
NSW long service leave — frequently asked questions
Plain-English answers on the NSW LSL formula, the 5-year pro-rata rule, 20-year entitlements and the construction portable scheme.
How do I calculate long service leave in NSW?
Multiply your years of continuous service by 0.8667 to get the number of weeks, then multiply by your ordinary weekly pay. The 0.8667 figure comes from 1 month per 5 years of service, where the NSW Act defines 1 month as 4⅓ weeks (4.3333 weeks). Example: 8 years × 0.8667 × $1,500/week = $10,400.40 gross. Use the calculator above for your exact figure.
How much long service leave do you get after 10 years in NSW?
Under the NSW Long Service Leave Act 1955, employees receive 2 months of paid LSL after 10 years of continuous service. The Act defines 1 month as 4⅓ weeks, so 2 months equals 8.6667 weeks. After the 10-year mark, an additional 1 month (4.3333 weeks) accrues for every further 5 years of service.
Can I get long service leave after 5 years in NSW?
Yes — NSW is the only state in Australia with a 5-year pro-rata threshold. After 5 years of continuous service, you’re entitled to a pro-rata LSL payout if employment ends for any reason except serious and wilful misconduct. This includes voluntary resignation — an entitlement that most other states don’t provide until 7 years. The payout is: years × 0.8667 × ordinary weekly pay.
What is the NSW long service leave entitlement after 20 years?
4 months of long service leave — which equals 17.333 weeks (4 × 4.3333). The entitlement builds as: 2 months at 10 years, +1 month per further 5 years. At $1,600/week: 17.333 × $1,600 = $27,733 gross. At $2,000/week: $34,667 gross.
What does “month” mean in the NSW long service leave formula?
The NSW Long Service Leave Act 1955 defines 1 month as 4⅓ weeks (4.3333 recurring weeks) — not 4 calendar weeks. This comes from dividing 52 weeks by 12 months (52 ÷ 12 = 4.3333). So 2 months at 10 years = 2 × 4.3333 = 8.6667 weeks. Using 4 weeks per month instead of 4.3333 is the most common NSW LSL calculation error.
Are casual employees entitled to long service leave in NSW?
Yes. Casual employees are entitled to long service leave in NSW if their employment has been regular and systematic with the same employer. The entitlement is calculated on average hours worked over the period of continuous service. A regular casual who has worked consistent shifts with the same employer for 10 years qualifies for the same 8.6667-week entitlement as a full-timer.
Is there a portable long service leave scheme for NSW construction workers?
Yes. The Building and Construction Industry Long Service Payments Act 1986 (NSW) operates a portable scheme through the Long Service Corporation (LSC). Eligible construction workers accumulate LSL entitlements with the LSC across different employers within the industry. Check your balance at longservice.nsw.gov.au or call 13 14 41.
How is NSW long service leave different from Victoria?
Both produce the same annual accrual rate (0.8667 weeks/year) but differ in three key ways: (1) NSW pro-rata kicks in at 5 years vs VIC’s 7 years; (2) NSW expresses entitlement in months (2 months at 10 years) while VIC uses a continuous 1/60 fraction; (3) NSW’s full qualifying period is 10 years while VIC’s is 7 years. In practice, a 9-year employee is better off under NSW (eligible for 7.8 weeks pro-rata) than VIC (eligible for 7.8 weeks too — but VIC’s 7-year threshold would have been reached at 7 years).