This article provides guidelines about when to use the different work types, shift conditions, and tags included as part of the pre-built Cleaning Services Award 2020 package. For further information about this award, refer to Cleaning Services Award.
Key updates
Select the current financial year tab to see award updates for the 2022/23 financial year, while all previous updates before this time you can find in the historical financial years tab.
Current financial year
August 2023
23nd
We have made the following updates to the configuration of allowances:
- We have updated the work type to be mapped to Employee's Primary Pay Category for Cold Work Allowance, First Aid Allowance, Toilet Cleaning Allowance, Refuse Collection Allowance, all the Leading Hand Allowances, all the Height Work Allowances, and all the Hot Work Allowances.
- The configuration of Hot Work allowance (between 46 & 54 degrees Celsius) pay category have been updated to "hourly".
- The Stop Allowance Work Type rule only applies to Meal allowance, Motor cycle allowance, and Motor vehicle allowance.
- The rate multiplier used in the Leading Hand Allowance rules are updated to 1.
We have also updated the rule Minimum 8 hr break between shifts to avoid picking up duplicate units.
1st
From 1 August, all employees are entitled to 10 days of paid family and domestic violence leave each year. The (Unpaid) Family and Domestic Violence Leave configuration settings under awards have been updated - the leave category is disabled from award leave allowance templates, and the work type is not enabled automatically for all employees. Please ensure that employees no longer use the unpaid leave category or work type.
July 20231st
We have updated the award to reflect the Fair Work Commission’s National Minimum Wage increase detailed in the Annual Wage Review 2022-23 decision and includes updates to expense-related allowances. You can find information on the Determinations here and here.
These changes come into effect from the first full pay period on or after the 1st July 2023. Please install these updates after you have finalised your last pay run before the first full pay period beginning on or after the 1st of July 2023. We have also updated the Community Service Leave category to make sure it pays at base rate.
Historical financial year
January 2023
31st
We have updated the award to reflect changes made as part of the Fair Work Decision regarding Paid Family and Domestic Violence Leave. You can find further information on what changes we applied to the platform and what you should be aware of within this article. We have created the following new categories:
- New Leave Category: Paid Family and Domestic Violence Leave.
- New Pay Category: Paid Family and Domestic Violence Leave.
- New Work Type: Paid Family and Domestic Violence Leave taken.
We have updated the Leave Allowance Templates to disable the existing unpaid Family and Domestic Violence and we have enabled the new Paid Family and Domestic Violence Leave. We also updated any impacted rule conditions.
As part of Fair Work's ruling, an employee must be paid their full pay rate; this includes their base rate plus any incentive-based payments and bonuses, loadings, monetary allowances, overtime or penalty rates, and any other separately identifiable amount.
January 2023We have updated the rule 14.2 Unpaid Auto Meal Break (non-shift work Mon-Fri) for the Cleaning Services Full-Time and Cleaning Services Casual pay conditions rule sets to include days of the week, Monday to Friday to make sure that paid weekend breaks apply correctly
October 2022We have updated the Cleaning Services Casual rule set and have deleted the Treat Penalty Breaks as Paid Time rule set and made sure the broken shifts and shiftwork rates apply correctly. Any paid breaks for split shifts you will need to add it via the employees timesheet.
September 2022We have updated the Cleaning Services Full Time, Cleaning Services Part Time and Cleaning Services Casual pay conditions rule sets to exclude the Work Type No Break Taken from the Unpaid Auto Meal Break (non-shift work Mon-Fri) rule and to make sure we do not apply break penalties.
July 2022We have updated the award to reflect the Fair Work Commission’s National Minimum Wage increase detailed in the Annual Wage Review 2021-22 decision, and it also includes updates to expense-related allowances. You can find information on the Determinations here and here.
These changes come into effect from the first full pay period on or after the 1st July 2022. Please install these updates after you have finalised your last pay run before the first full pay period beginning on or after the 1st July 2022. We have also disabled Unpaid Pandemic Leave as this entitlement has now expired within this award. Additional information can be found on the Fairwork website.
April 2022We have updated the Cleaning Services Full Time and Cleaning Services Part Time pay conditions rule sets, so that the platform applies the correct Public Holiday not Worked pay category when you select the Public Holiday not Worked work type on timesheets.
January 2022We have updated the Unpaid Pandemic Leave pay category, so it now counts as service for entitlements under awards and the National Employment Standards. If any staff have used this category previously, please adjust their Annual, Personal, and Long Service Leave balances for any period of unpaid pandemic leave previously taken.
November 2021We have updated the award in line with the Australian Tax Offices (ATO's) requirements for Singel Touch Payroll (STP) Phase Two reporting. The reporting of gross earnings now disaggregates into distinguishable categories. We have also updated the Pay Category payment classifications in line with the ATO specification categories.
We have updated the Cleaning Services Full Time, Cleaning Services Part Time, and Cleaning Services Casual pay conditions rule sets to make sure that leave work types are excluded from shiftwork penalties.
August 2021Updates have been made to all rule sets to make sure that employees with the Permanent Night Shift tag receive pament for the relevant Permanent Night Shift pay category for all weekday hours worked, unless overtime is payable. Updates have been made to all rule sets to make sure that employees with the Permanent Night Shift tag receive payment for the relevant Permanent Night Shift pay category for all weekday hours worked unless overtime is payable.
Updates have been made to the Unpaid Pandemic Leave allowance Templates so that the balance is displayed in weeks instead of hours in line with the Fair Work Commission's guidelines Once you install the award update, all employees Unpaid Pandemic leave balances will display in weeks, not hours. It also means that an employee’s balance may now show as 76 weeks.
July 2021We have updated the award to reflect the Fair Work Commission’s National Minimum Wage increase of 2.5% detailed in the Annual Wage Review 2020-21 decision and also includes updates to expense-related allowances. You can find information on the Determinations here and here.
These changes come into effect from the first full pay period on or after the 1st July 2021. Please install these updates after you have finalised your last pay run before the first full pay period beginning on or after the 1st July 2021.
Updates have also been made to the Leave Category Family & Domestic Violence Leave, so that the balance displays in days instead of hours in line with the National Employment Standards. Once you install the update, all employees' Family and Domestic Violcen leave balances will display in days, not hours. It will mean that an employee’s balance may now show as 38 days.
We made the following update to make sure that any new installs of this award conducted since the 1st July now captures the Super Guarantte increase from 9.5% to 10% for all pay categories. If you have installed this award between the 1st July 2021 to the 8th July 2021 for the first time please make sure you select the No option when answering the preserve custom pay categories question. If you were using this award before the 1st July 2021, then you do not need to select the No option.
May 2021We have updated the award pay rate templates to make sure that the legislated superannuation guarantee (SG) rate will increase automatically from 9.5% to 10% effective from the 1st July 2021. Please make sure you install this update before the 1st July 2021 for this change to take effect.
What does this mean? Any pay run with a date paid on or from the 1st July 2021 will automatically calculate SG at 10% of OTE. Additionally, on the 1st of July, we will update references to 9.5% on all applicable screens. To read further information, including any exclusions, check out this article from the ATO.
January 2021 We have updated the Cleaning Services Casual pay conditions rule sets for the Weekly Overtime rule. The rule excludes all overtime already counted towards maximum daily hours and where the employee has worked more than five (5) days per week.December 2020We have updated the award to reflect changes made as part of the Fair Work Decision four-year review of modern awards. specifically on the pay rates for leave taken for part-time employees. Also in this update we have separated part-time shiftworkers and dayworkers by Employment Agreements.
Please reassess any part-time employees and assign them to either the shiftworker or dayworker Employment Agreement. We have also created new Leave Allowance Templates for dayworkers so that dayworkers will receive annual leave loading calculated at 17.5% of the minimum hourly rate. Dayworkers and Shiftworkers will receive the base rate of pay for personal/carer's and compassionate leave as stipulated in clause 22.
As part of clause 21.3, dayworkers will receive payment for annual leave. They receive this payment at the base rate of pay plus the higher of either 17.5% of the minimum hourly rate or the shift, weekend or public holiday penalty rates. The rate received for the employee comes from their ordinary hours of work. Shiftworkers will receive the base rate of pay plus the part-time allowance. They also recieve the higher of either 17.5% of the minimum hourly rate or the shift, weekend or public holiday penalty rates. The rate received for the employee comes from their ordinary hours of work.
If you pay your employees above award rates, you will need to override the rates for National Employment Standards leave taken pay categories in the pay rate templates due to the way leave needs paying for part-time employees and the change in setup.
The Employment Agreements for the part-time shiftworkers contain both the Leave Allowance Templates for Dayworkers and Shiftworkers. In making a selection for the template, you should select the leave template that corresponds as the most applicable to the employee's work/shift arrangements.
For example, if an employee is a shift worker, however, does work some day shifts, then you would select the non-dayworker leave allowance template. If the employee takes annual leave on a day shift, you will need to override the rates to correspond to the correct calculation for a dayworker when taking annual leave, as the template will be calculating as if they were a shiftworker.
The Leave Categories for all paid National Employment Standard leave including personal/carer's and compassionate leave, will need the Use Pay Rate of Employee's Primary Pay Category for Transferred Earnings Line unselecting. Also, the pay category selected for the Report Earnings for the Leave Taken Against Another Pay Category will need to be the pay category associated with the award selected, not the business leave taken pay category.
November 2020We have updated the Cleaning Services Full Time, Cleaning Services Part Time, and Cleaning Services Casual pay conditions rule sets to make sure that an employee working a shift or penalty work will receive a paid meal break of 20 minutes as per clause 14 of the award.
October 2020We have updated for Cleaning Services Full Time, Cleaning Services Part Time, and Cleaning Services Casual pay conditions rule sets to make sure that an employee working a shift or penalty work will receive a paid meal break of 20 minutes as per clause 14 of the award.
August 2020We have updated the award to reflect the High Court's decision on the accrual of personal/carer's leave. The update overturns the decision made by the Full Federal Court of Australia with personal/carer's leave calculated on working days, not hours. You can find information on the decision here.
As such, we have removed the Personal/Carer's (10 days) Leave Allowance Templates and updated associated Employment Agreements. Please note, this update will not remove any of the above from a business where they already installed the award before the 25th August 2020. However, any new award installs from the 25th August 2020 will not display personal/carer's (10 days) leave details.
July 2020We have updated the Cleaning Services Full Time, Cleaning Services Part Time, and Cleaning Services Casual pay conditions rule sets to make sure that an employee working a split shift will receive a broken shift allowance when one of the shifts span into shift work either before 6:00am or after 6:00pm. We have also amended the part-time pay rates in line with the Fair Work pay guides and clause 10.2 of the award; to include a 15% loading on the minimum base rate.
We have updated the award, as part of Group One Awards, to reflect the Fair Work Commission’s National Minimum Wage increase of 1.75%. You can find detailed information in the Annual Wage Review 2019-20 decision, and also includes updates to expense-related allowances. You can find information on the Determinations here and here.
These changes come into effect from the first full pay period on or after 1st July 2020. Please install these updates after you have finalised your last pay run before the first full pay period beginning on or after the 1st July 2020.
May 2020We have updated the Cleaning Services Full Time, Cleaning Services Part Time, and Cleaning Services Casual pay conditions rule sets in line with Clause 19.3 Overtime. We have updated the rules for applying overtime penalties to make sure the overtime worked on a public holiday is paid public holiday overtime rates.
We also updated the awards to reflect changes made as part of the Fair Work Decision four-year review of modern awards. You can find information on the determination here. We amended in this update, the Casual, Part-Time and Full time pay conditions rule sets to remove the option to pay First Aid Allowances and Leading Hand allowances on an hourly basis. The changes come into effect from the first full pay period on or after 4th May 2020. Further information can be found at Fair Work.
April 2020We have updated the Cleaning Services Full Time, Cleaning Services Part Time, and Cleaning Services Casual pay conditions rule sets in line with Clause 26 Breaks. We have created the rules for automatic meal breaks for both shiftworkers as paid time and non-shift workers as unpaid time. We have also created new pay categories and rules for when an employee works through a meal break and should receme pay at overtime rates.
We have updated the award to reflect changes made as part of the Fair Work Decision around flexibility during coronavirus. The new schedule allows employees to take up to two weeks of unpaid pandemic leave. We have created a new Unpaid Pandemic Leave Taken pay category, leave category and work type.
Also, we have updated the rule sets, where necessary, to include/exclude the work type and leave category to some pay conditions. Further, we have updated the Leave Allowance Templates to make sure we enable the new leave category and is now accessible for employees to take this leave when required.
Under the new schedule, employees can take up to twice as much annual leave at a proportionally reduced rate if their employer agrees. The employee's pay rate and leave balance will need adjusting manually to half in each pay run for the period of leave.
February 2020Due to recent changes to the interpretation of personal/carer's leave accrual under the National Employment Standards, we have made updates to the setup of the Award. You can read further information here.
We have created a new Personal/Carer's (10 days) leave category. Also, we have created new Leave Allowance Templates (LATs) specific to 10 days accrual per year for each state. We have also attached the LATs to the current Employment Agreements so you can select it for the employees from their Employee Default Pay Run page. We have also updated any rules impacted by Personal/Carer's Leave with the new leave category.
November 2019We have updated the award to reflect the way the rules were setup for clause 27.1(a)(b) in the Cleaning Services, Full Time, Cleaning Services Part-time and Cleaning Services Casual pay conditions. We have also removed the rule 27.1(a) Ordinary Hours - Night Shift along with Casual - Night Shift, PT - Night Shift, and FT - Night Shift pay category, which we now cover in the following rules 27.1(a) Ordinary Hours - Shiftwork (starting before 6:00am) and 27.1(a) Ordinary Hours - Shiftwork (ending after 6:00pm). We have also updated rule 27.1(b) Ordinary Hours - Permanent Night Shift (Tag) to include when shift end time is between 12:01am and 8:00am.
June 2019We have updated the award to reflect the Fair Work Commission’s National Minimum Wage increase of 3% from its Annual Wage Review 2018-19 decision and also includes updates to expense-related allowances. You can find information on the Determinations here and here.
These changes come into effect from the first full pay period on or after the 1st July 2019. Please install these updates after you have finalised your last pay run before the first full pay period beginning on or after the 1st July 2019.
December 2018We found that the setup you entered within the Payroll Tax-Exempt field on the Payroll Settings Pay Categories page duplicated the Pay as You Go (PAYG) Exempt field rather than creating a unique identity; when installed in your business settings. We carried out an audit across the platform and have now resolved this issue with this update.
September 2018We have added pay rate templates and employment agreements for level two and level three junior employees. The update applies to those working for shopping trolley collection contractors under the award package. We made this update in line with a communication received from the Fair Work Ombudsman on the 10th September. You can find further information here.
August 2018We have updated the award to reflect changes made as part of the Fair Work Decision four-year review of modern awards. You can find information on the determination here. Family and Domestic Violence leave applies from the first full pay period on or after 1st August 2018. You can find more information on the Fair Work website.
Employees, including part-time and casual employees, are entitled to five days of unpaid family and domestic violence leave each year of their employment. The five days renew each 12 months of their employment, but does not accumulate if they do not use the full leave balance.
We have created a new Family and Domestic Violence leave category and a new Family and Domestic Violence Leave-taken work type. We have updated the leave allowance templates and any impacted rule conditions.
July 2018We adjusted new Pay rates for rounding purposes, so only had variances of +/- 1c. We also updated the pay conditions rule sets to include changes to clause 27 in relation to shift work timings.
June 2018We have updated the award to reflect the Fair Work Commission’s national minimum wage increase of 3.5% from its Annual Wage Review 2017-18 decision and also includes updates to expense-related allowances.
These changes come into effect from the first full pay period on or after 1st July 2018. Please install these updates after you have finalised your last pay run before the first full pay period beginning on or after the 1st July 2018.
Additionally, we created a new laundry allowance, pay categories, and rule conditions. We did this to reflect the ATO threshold maximum limits for claiming laundry (not dry cleaning for deductible clothing under the Award. You can find further information in the Cleaning of Work Clothing section of this ATO article.
January 2018Upon further clarification from Fair Work regarding overtime for part-time and casual employees, we have removed the requirement for the 5/7.6 tag to trigger specific rules. All part-time and casual employees are entitled to overtime if they work more than five days at 7.6 hours and if they work more than 38 hours per week.
The following changes are a result of a general award overview and incorporate new enhancements made to pay conditions rules. We created a new 5/7.6 tag you can assign to employees whose 38 hours week is made up of five days at 7.6 hours each day. Otherwise, employees will receive paid overtime after working more than 38 hours per week;
Amended the name of the existing Kilometre Allowance pay category to Kilometre Allowance - Car (up to ATO limit with a unit rate of $0.66. We created a new pay category called Kilometre Allowance - Car (above ATO limit) with a unit rate of $0.12. It is a taxable pay category and will be paid in addition to the Kilometre Allowance - Car (up to ATO limit) pay category. The purpose of separating the pay categories is to make sure PAYG calculations meet the ATO requirements.
The automated meal break rule now is automatically excluded from timesheets created from a leave request. Additionally, the rule will search for any manual breaks recorded before automatically applying a meal break. In addition to the options provided above, full time employees can have their 38-hour week averaged over a four-week period. To do this, choose the rule set period = Four Weekly.
We added a new rule to cover clause 26.3 of the Award, stating that if an employee is interrupted during their normal meal break and directed to work. The employee will receive payment at overtime rates for all work done until the meal break resumes.
Amended the higher duties rule to reflect day criteria as opposed to shift criteria. We have now added award clause numbers to the title of the relevant rule set. It now makes it easier to correlate interpretation with specific Award clauses. When you assign Leading Hand or First Aid work types to a timesheet, the allowances now pay on a per hour basis but also apply to the maximum weekly payment. We have also added tag descriptions.
Install and configure the pre-built award package
To read further details on how to install and configure this pre-built award template, please review the detailed help article. While we make every effort to provide a high-quality service, we do not accept responsibility for, guarantee or warrant the accuracy, completeness or up-to-date nature of the service. Before relying on the information, users should carefully evaluate its accuracy, currency, completeness, and relevance for their purposes. You should also obtain any appropriate professional advice relevant to their particular circumstances.
Work types
Annual leave takenChoose this work type when annual leave is taken.
Community service leave
Choose this work type when community service leave is taken.
Personal/carer's leave taken
Choose this work type when sick leave or carer’s leave is taken.
Long service leave
Choose this work type when long service leave is taken.
Time in lieu takenChoose this work type when time in lieu is taken.
Unpaid leaveChoose this work type when unpaid leave is taken.
Compassionate leave takenChoose this work type when compassionate leave is taken.
TIL of OTUse this work type when an employee elects to receive time off in lieu rather than be paid for any overtime they are entitled to for this shift in accordance with clause 28.9 of the Award.
Cold work allowanceChoose this work type when an employee works for more than one hour in a place or places where the temperature is reduced by artificial means below zero degrees celsius.
Hot work allowance (up to 54 degrees)Choose this work type when an employee works for more than one hour in a place or places where the temperature is raised by artificial means to between 46 degrees celsius and 54 degrees celsius.
Hot work allowance (over 54 degrees)Choose this work type when an employee works for more than one hour in a place or places where the temperature is raised by artificial means to over 54 degrees celsius.
Height work (up to 22nd floor)Choose this work type when an employee is required to clean from a swing scaffold, boatswain’s chair or other similar device on the outside of multi-storied buildings up to and including the 22nd floor above ground level.
Height work (above 22nd floor)Choose this work type when an employee is required to clean from a swing scaffold, boatswain’s chair or other similar device on the outside of multi-storied buildings above the 22nd floor above ground level.
Motor vehicle allowanceUse this work type to record the number of kilometres an employee has travelled using their own motor vehicle in the performance of their duties.
Motorcycle allowanceUse this work type to record the number of kilometres an employee has travelled using their own motor cycle in the performance of their duties.
First aid allowanceUse this work type when an employee who has been trained to render first aid and who is the current holder of appropriate first aid qualifications and is appointed in writing to perform first aid duty.
Leading hand (up to 10 employees)Use this work type when an employee is placed in charge of up to 10 employees.
Leading hand (up to 20 employees)Use this work type when an employee is placed in charge of up to 20 employees.
Leading hand (over 20 employees)Use this work type when an employee is placed in charge of over 20 employees.
Meal allowanceChoose this work type when an employee is required to work an additional two hours without being notified on the previous day or earlier that they will be so required to work and are not supplied with a meal.
Refuse collectionChoose this work type when an employee is engaged for the major part of their time on refuse collection and/or disposal and/or sorting or feeding incinerators, furnaces, or compactors.
Toilet cleaningChoose this work type when an employee is engaged for the major part of a day or shift in cleaning toilets.
No meal breakChoose this work type when a non-shiftworker does not take an unpaid meal break during their shift.
Call backChoose this work type when an employee is directed to attend the employer’s premises and/or the premises of a client, to perform administrative duties, or for disciplinary or counselling interviews after leaving the place of employment.
Unpaid meal breakChoose this work type when a non-shiftworker does take an unpaid meal break during their shift and such break has not been deducted automatically from their shift.
Shift conditions
Cold work allowanceChoose this shift condition when an employee works for more than one hour in a place or places where the temperature is reduced by artificial means below zero degrees celsius.
First aid allowanceUse this shift condition when an employee who has been trained to render first aid and who is the current holder of appropriate first aid qualifications and is appointed in writing to perform first aid duty.
Height work (up to 22 floor)Choose this shift condition when an employee is required to clean from a swing scaffold, boatswain’s chair or other similar device on the outside of multi-storied buildings up to and including the 22nd floor above ground level.
Height work (above 22nd floor)Choose this shift condition when an employee is required to clean from a swing scaffold, boatswain’s chair or other similar device on the outside of multi-storied buildings above the 22nd floor above ground level.
Hot work allowance (up to 54 degrees)Choose this shift condition when an employee works for more than one hour in a place or places where the temperature is raised by artificial means to between 46 degrees celsius and 54 degrees celsius.
Hot work allowance (over 54 degrees)Choose this shift condition when an employee works for more than one hour in a place or places where the temperature is raised by artificial means to over 54 degrees celsius.
Leading hand (up to 10 employees)Use this shift condition when an employee is placed in charge of up to 10 employees.
Leading hand (up to 20 employees)Use this shift condition when an employee is placed in charge of up to 20 employees.
Leading hand (over 20 employees)Use this shift condition when an employee is placed in charge of over 20 employees.
Refuse collectionChoose this shift condition when an employee is engaged for the major part of their time on refuse collection and/or disposal and/or sorting or feeding incinerators, furnaces, or compactors.
Toilet cleaningChoose this shift condition when an employee is engaged for the major part of a day or shift in cleaning toilets.
Tags
2001 - 5000 sqmAssign this tag to a part-time or casual employee who is engaged at a location with a total cleaning area of between 2001 and 5000 square metres where the minimum engagement is three hours.
3001 - 2000 sqmAssign this tag to a part-time or casual employee who is engaged at a location with a total cleaning area of between 301 and 2000 square metres where the minimum engagement is two hours.
5001+ sqmAssign this tag to a part-time or casual employee who is engaged at a location with a total cleaning area of over 5000 square metres where the minimum engagement is four hours.
7 day shift workerAssign this tag if the employee is employed as a seven day shift worker who is regularly rostered to work on Sundays and public holidays for the purpose of accruing an additional 1 week of annual leave.
First aiderAssign this tag to an employee who has been trained to render first aid and who is the current holder of appropriate first aid qualifications and is appointed in writing to perform first aid duty on a regular ongoing basis. If this tag is assigned to an employee, you will not be required to attach the First Aid Allowance work type to the employee's timesheet.
Leading hand AAssign this tag to an employee who is permanently placed in charge of up to 10 employees. If this tag is assigned to an employee, you will not be required to attach the Leading Hand (up to 10 employees) work type to the employee's timesheet.
Leading hand BAssign this tag to an employee who is permanently placed in charge of up to 20 employees. If this tag is assigned to an employee, you will not be required to assign the Leading Hand (up to 20 employees) work type to the employee's timesheet.
Leading hand CAssign this tag to an employee who is permanently placed in charge of over 20 employees. If this tag is assigned to an employee, you will not be required to assign the Leading Hand (over 20 employees) work type to the employee's timesheet.
Permanent night shiftAssign this tag to an employee where the night shifts worked, do not rotate or alternate with other shifts or day work. A night shift is defined as a period of duty ending after midnight and at or before 8am.
Refuse collectorAssign this tag to an employee who is permanently engaged to undertake refuse collection and/or disposal and/or sorting or feeding incinerators, furnaces, or compactors. If this tag is assigned to an employee, you will not be required to attach the Refuse Collection work type to the employee's timesheet.
TIL of OTAssign this tag if the employee elects to always accrue time in lieu rather than be paid overtime.
Toilet cleanerAssign this tag to an employee who is permanently engaged to clean toilets. If this tag is assigned to an employee, you will not be required to attach the toilet cleaning work type to the employee's timesheet.
Further information
Time in Lieu ExplanationTime off instead of payment for overtime leave accrues at the same rate as the number of overtime hours worked. For example, an employee who worked two overtime hours would have the entitlement to two hours’ time off. If you do take time off for overtime and the time off you intend, pay it out, you must pay at the overtime rate applicable to the overtime when worked
It also applies when you terminate an employee and you have to pay out their time in lieu. To pay it out correctly, you will need to record the overtime rate manually while you are processing the time in lieu accrual. We suggest that you record the overtime details in the Notes section of the leave accrual line in the pay run.
If you are required to pay out the time off for overtime either before termination or during termination, you can run a Pay Run Audit Report. It will show the pay runs for the employee where they accrued Time in Lieu, enabling yout to determine the applicable rates.
Next, you can run an Employee Payment History Report to determine if they took any of the time off for overtime. You can then determine the correct balance based on the number of hours worked, by taking off the equivalent overtime payment you made.