The aim of this document is to ensure that employees and managers are aware of the

requirements when employees end their employment, including the Award notice periods,

the forms required to be completed, the importance of exit interviews and surveys and the

need for an appropriate handover to occur.

Separation of employment – ceasing of employment by resignation, transfer to another

Health District or NSW Public Sector agency, retirement, medical retirement, dismissal,

voluntary redundancy or completion of a fixed or other term employment.

paid through the NSW Health payroll and whose records are maintained in the StaffLink

system. Contingent Workers may include Students, Volunteers, Contractors, Chaplains,

Clinical Observers, Visiting Medical Officers, Visiting Dental Officers, Honorary Medical

Officers and Health Executive Service Officers.

• Provide the relevant period of notice as per their Award

• Complete a Separation eForm via StaffLink Employee Self Service (ESS) and a

• Update personal details including postal address and payslip delivery address for any

• Ensure a Separation eForm has been completed at least one week prior to effective

• Conduct an exit interview with exiting employees, and to encourage the employee to

• Ensure appropriate handover with the existing employee

• Advise the Health Safety and Wellbeing Unit the employee is ending employment if the

• Submit the last roster in HealthRoster to ensure the employee is paid for hours worked

• Approve and forward the online Computer Network Access Form

• Ensure temporary employment contracts do not extend past their end date without

• Conduct exit interviews if the employee does not wish to undertake the interview with

• Ensure the separation paperwork is completed for employees exiting SESLHD due to

• Notify the appropriate Superannuation Authority when an employee retires

• Ensure that final payments are processed once the Separation eForm has been

• Provide (when requested) a Statement of Service to the exiting employee

• Provide (at the end of the financial year) a final Payment Summary to the exiting

Resignation from employment is the most common form of ending employment. To resign

an employee must make an unequivocal statement expressing a clear decision to end

retirement who are members of State Government Superannuation schemes should seek

advice from their Superannuation Authority regarding the superannuation aspects of their

decision to retire. In all cases where an employee who is a contributor to a State

Superannuation fund retires SESLHD is required to notify the appropriate Superannuation

Authority on the relevant form.

When employees transfer within the NSW Health Service a Separation eForm is not

(LRA) team) a LHD Transfer Report daily. The LRA team will contact the manager to

confirm transfer date (last working day with SESLHD) and ADO balance to be paid out (or

recouped for those in a negative balance if applicable).

Where an employee’s appointment is terminated by the Chief Executive in one

employment across the NSW Health Service. All other NSW Health organisations where

Managing Excess Staff of the NSW Health Service.

Voluntary redundancies may be offered to employees whose positions have been

discontinued; where there is no likelihood of redeployment; or where the skills of the

excess employee are not in demand. Before expressions of interest for voluntary

Managing Excess Staff of the NSW Health Service.

Separation eForm must still be completed.

Casuals, who have an employment history greater than 10 years’ continuous service, will

need to apply for payment of Long Service Leave (LSL) at the time of ending their

Service (SMOS) Unit a notification of resignation. This can be in the form of a letter; a

separation form is not required. SMOS will process the change via a recruitment process.

4.2). A Separation eForm is required to be completed and actioned via Senior Medical

Officers Services unit.

A Contingent Worker is an employee of NSW Health in StaffLink but who is not paid

through the NSW Health payroll.

• Students, Volunteers, Contractors, Chaplains, Clinical Observers

• Health Executive Service (HES)

• Visiting Medical Officers (VMOs), Visiting Dental Officers (VDOs)

• Honorary Medical Officers (HMOs), Clinical Observers

Staff must notify the managers of each position.

A Separation form will need to be completed where an employee’s appointment is

terminated due to their death. A certified copy of the death certificate or a notice of death

should be attached to the Separation form. All monies owing to the deceased employee

will be made payable to their estate. Advice must be provided to HR Advisory Services

/People & Culture as soon as possible after notified of an employee’s death.

superannuation scheme of choice and submit these directly to HealthShare. This allows

for prompt processing of superannuation payments. Advice and information relating to the

appropriate superannuation form may be obtained from HealthShare.

Provided sufficient notice is given and all LHD property is returned, all termination

payments, including final normal pay are paid in accordance with the Award.

Sick leave may also be transferred from one NSW Public Sector organisation to another;

however it cannot be paid out.

Annual leave loading is not payable when an employee is paid the monetary value of

annual leave to the employee’s credit in resignation.

Employees who cease working in the NSW Health Service and who commence working

immediately in another public sector organisation may be entitled to transfer their annual

leave loading entitlement under the government sector mobility arrangements. Employees

who move between the NSW Health Service and a non-declared affiliated health

organisation and who are entitled to elect to transfer their annual leave to the new

employer will also have their annual leave loading entitlement transferred.

would have been payable had such leave been taken.

On termination from the NSW Health Service, an employee is entitled to receive the

monetary value of all long service leave accrued and not taken at the date of termination,

if employee has more than seven years service.

Employees who have completed at least five years’ service and less than seven years’

service and whose services are terminated for any reason other than serious and wilful

misconduct, who resign their employment on account of illness, incapacity or domestic or

other pressing necessity, are entitled to request the payment of the pro rata payment for

long service leave on the basis of two months leave for ten years’ service. Such

applications should be made in writing to Human Resources Advisory Services.

accumulate. Unless the sick leave credit is transferred with the employee to another NSW

and cannot be revived even if the employee resumes service with the same employer at a

later date.