South Australia’s community services sector plays a critical role in supporting individuals, strengthening communities, and delivering essential care. However, the industry has long struggled with workforce turnover, as many workers move between employers due to the nature of funding models, contract work, and career progression. That is about to change.
The Portable Long Service Leave Act 2024 will ensure that eligible workers in the community services industry can accrue long service leave entitlements, even if they change employers within the sector. This reform ensures that their years of service count, regardless of where they work, helping to strengthen the sector.
What is Portable Long Service Leave?
Traditional Long Service Leave laws require an employee to stay with one employer for a set period (often ten years) to qualify for long service leave. This model doesn’t align with the reality of the community services sector, where workers frequently move between employers due to the nature of funding models and contract work.
The SAPLSL scheme recognises this by allowing workers to carry their long service leave entitlement across different employers within the industry. Regardless of whether they change jobs within community services, their service to the sector will continue to count toward their long service leave entitlement.
Why does this matter for South Australia’s Community Services Industry?
1. Strengthening Workforce Longevity
The SAPLSL scheme supports the long-term careers of community services workers by ensuring their years of service are counted, even when they move between roles. This provides a pathway for eligible workers to stay in the sector without sacrificing their long service leave, helping to retain experience and expertise within the industry.
For workers, this means:
A sustainable career path - Long Service Leave supports longevity in the sector.
Flexibility without penalty - they can explore new roles while retaining their long service leave entitlement.
Recognition for ongoing commitment - years of service are counted across the industry.
2. Stronger retention and attraction for employers
Employers often struggle to retain skilled, experienced workers in community services. The SAPLSL scheme provides an opportunity for businesses to offer Long Service Leave as a competitive advantage while maintaining an engaged, long-term workforce.
For organisations, this means:
A more attractive employment offering.
Reduced turnover costs.
A more sustainable industry, with experienced workers staying in the sector.
3. A more resilient Community Services Sector
Community services operate in a high-pressure environment, with fluctuating funding models and evolving workforce demands. By recognising long service leave across multiple employers, SAPLSL ensures South Australia has a stable, experienced workforce capable of delivering high-quality care— - a win for workers, employers, and the communities they serve.
How will the scheme work?
The SAPLSL scheme applies to eligible community services workers who:
Work full-time, part-time, or casually within an organisation covered by the scheme.
Move between different employers within the community services sector.
Satisfy the eligibility criteria to accumulate Long Service Leave.
Employers will be required to register with the scheme, contribute a levy, and ensure compliance. In return, they gain access to a sustainable system that supports their workforce while reducing the administrative burden of tracking Long Service Leave internally.
More details, including compliance requirements and registration processes will be available in the coming months.
A proven model across Australia
Portable Long Service Leave is not new - several other Australian states and territories have already implemented similar schemes, providing valuable insights into how it works in practice. Victoria, Queensland and the ACT have successfully introduced Portable Long Service Leave for community services workers, ensuring they retain long service leave regardless of employer changes.
These states have shown that a well-managed system benefits both workers and employers. Workers gain the ability to build long-term careers in the sector without losing their long service leave entitlement, while employers operate within a clearer, more consistent framework for managing Long Service Leave.
South Australia can learn from these experiences to ensure a smooth rollout. By understanding what has worked elsewhere, we can refine processes, provide better support, and create a system that is both sustainable and beneficial for our community services sector.
What’s next?
The SAPLSL scheme officially launches later this year, but preparation starts now. Over the coming months, businesses and workers will have access to information sessions, online resources, and direct support to ensure a smooth transition.
If you’re an employer:
Start reviewing your obligations and preparing for registration.
Engage with industry networks to understand the benefits for your workforce.
Stay informed through SAPLSL’s official updates.
If you’re a worker:
Understand what it means for you.
Follow upcoming events to get your questions answered.
Talk to your employer about their plans for compliance.
This is a major step forward for South Australia’s community services industry. The SAPLSL scheme recognises the commitment of workers who dedicate their careers to supporting others and provides businesses with a framework to retain and reward their teams.
In the coming months, we’ll provide clear guidance on what this means for both employers and workers. Stay engaged, ask questions, and be part of the transition.