What should my final pay be?
Leaving a job—whether through resignation, dismissal, or redundancy—can be stressful. However, one thing that should be straightforward is receiving your final pay.
Many employees don’t realise that their entitlements go beyond just their last wages—you may also be owed accrued leave, redundancy pay, or even notice pay. Unfortunately, some employers delay, underpay, or withhold final payments, leaving workers in financial hardship.
This guide explains exactly what should be included in your final pay, when you should receive it, and what to do if your employer doesn’t pay up.
Where Do My Final Pay Entitlements Come From?
Your Award, Enterprise Agreement, or employment contract determines what’s included in your final pay and how much you should receive.
Modern Awards
An Award is a legally binding document that sets out minimum pay rates and employment conditions for specific industries or job types. The Fair Work Commission establishes these standards to protect workers.
Enterprise Agreements
An Enterprise Agreement (EA) is a workplace agreement between employees and an employer, often negotiated with union involvement.
An EA must always provide better pay and conditions than the Award it replaces.
You can check if your workplace has an EA on the Fair Work Commission’s website.
Employment Contracts
Your employment contract may include additional entitlements, such as higher pay, extra leave, or redundancy entitlements. However, it cannot reduce your legal entitlements.
Some employers try to have employees sign contracts that offer less than the Award or EA. In these cases, the higher entitlements in the Award or EA still apply.
When Should I Receive My Final Pay?
In most cases, you should receive your final pay within 7 days of your last working day. However, your Award, Enterprise Agreement, or contract may specify a different timeframe. Employers should provide a payslip within one business day of making the final payment.
What Should Be Included in My Final Pay?
Your final pay should include the following entitlements:
Outstanding Wages
Pay for all hours worked, including your final shift.
Any penalty rates for weekend, overtime, or public holiday work.
Any allowances such as meal, uniform, or travel allowances.
Accrued Annual Leave Payout
If you’re a permanent employee, you must be paid for any unused annual leave at your base rate of pay.
If your Award or EA includes leave loading (typically 17.5%), this must also be included.
If you work your notice period, you continue to accrue annual leave up until your last day.
If you are paid notice in lieu, your leave stops accruing on your last active workday.
Notice Pay (If Applicable)
If your employer chooses not to have you work your notice period, they must pay you instead (this is called payment in lieu of notice).
If you resign without giving the required notice, your employer may be able to deduct wages equal to the notice period you didn’t work—depending on your Award, EA, or contract.
Long Service Leave Payout (If Applicable)
Long service leave is a reward for years of service with an employer.
After 7 years, you may be entitled to pro-rata long service leave, usually 1.3 weeks per year of service.
After 10 years, you are entitled to 13 weeks of leave, plus 1.3 weeks for each extra year.
If you resign without giving correct notice or are dismissed for serious misconduct, you may lose your entitlement to long service leave.
(Long service leave laws vary by State and Territory—check local legislation if you are outside South Australia.)
Redundancy Pay (If Applicable)
If your role is made redundant, your employer may owe you redundancy pay, in addition to your notice period payment.
Redundancy Pay Entitlements
Years of Service = Redundancy Pay
1–2 years = 4 weeks
2–3 years = 6 weeks
3–4 years= 7 weeks
4–5 years = 8 weeks
5–6 years = 10 weeks
6–7 years = 11 weeks
7–8 years = 13 weeks
8–9 years = 14 weeks
9–10 years = 16 weeks
10+ years = 12 weeks
When Redundancy Pay Is NOT Paid
You will not receive redundancy pay if:
You have worked less than 12 months.
You were hired on a fixed-term contract or as a casual.
You were dismissed for serious misconduct.
You work for a small business (fewer than 15 employees).
What ISN’T Included in Final Pay?
Sick Leave & Personal Leave – This is not paid out, unless your contract or EA says otherwise.
Flex Time / TOIL (Time Off in Lieu) – Some contracts allow TOIL payouts, but most do not.
Superannuation on Certain Payments – Super is not paid on annual leave, sick leave, or redundancy pay.
What to Do If You Haven’t Received Your Final Pay
Step 1: Contact Your Employer
If you feel comfortable, ask your employer when your final pay will be processed. Before reaching out, write down what you believe you’re owed based on your Award, EA, or contract.
Step 2: Seek Professional Help
If your employer delays or refuses to pay. You can:Contact Workplace Justice or Call the Fair Work Ombudsman on 13 13 94.
Check Your Superannuation
Before you leave, confirm that your employer has paid all your super contributions. You can check your balance through:
Your super fund’s online portal.
MyGov (linked to the ATO).
The ATO’s Super Inquiry Line.
If your employer has not paid your super, report it to the ATO—they can investigate and recover unpaid amounts.
Need Help with Your Final Pay?
If your employer has:
Underpaid you.
Withheld your entitlements.
Dismissed you unfairly.
You don’t have to deal with it alone. Workplace Justice can help you recover what you’re owed.
