{"id":"portable-long-service-leave-regulations-2025","name":"Portable Long Service Leave Regulations 2025","slug":"portable-long-service-leave-regulations-2025","collection":"regulation","jurisdiction":"sa","status":"in_force","isInForce":true,"actNumber":null,"makingDate":null,"administeringDepartment":null,"currentVersion":{"id":236265,"registerId":"sa-portable-long-service-leave-regulations-2025-current","compilationNumber":null,"startDate":"2026-04-06","status":"InForce","reasons":null,"registeredAt":null},"sections":[{"sectionNumber":"1","sectionType":"section","heading":"Portable Long Service Leave Regulations 2025","content":"South Australia\nPortable Long Service Leave Regulations 2025\nunder the Portable Long Service Leave Act 2024\n\nContents\n1\tShort title\n2\tCommencement\n3\tInterpretation\n4\tAllowable absence\n5\tCorresponding law\n6\tMeaning of work\n7\tOrdinary weekly pay\n8\tApplication for registration as registered employer\n9\tNotification of refusal to cancel registration\n10\tRegister of employers\n11\tRecovery of amount paid for leave allowed before entitlement accrues\n12\tNotification of rejection—cessation of employment\n13\tMeaning of remuneration\n14\tPenalty for late payment\n15\tRefund of overpayments\n16\tSelf‑employed contractors and working directors\n17\tNotification of refusal—salary sacrifice arrangements\n18\tPrescribed period—salary sacrifice arrangements\n19\tTransitional provisions—employers\n20\tTransitional provisions—modification of Schedule 3 clause 7(7)\nLegislative history\n\n1—Short title\nThese regulations may be cited as the Portable Long Service Leave Regulations 2025.\n2—Commencement\nThese regulations come into operation on the day on which section 74 of the Portable Long Service Leave Act 2024 comes into operation.\n3—Interpretation\nIn these regulations—\nAct means the Portable Long Service Leave Act 2024;\nbroken shift means a shift that consists of 2 or more distinct periods of work separated by a break or breaks (not including a meal break) for which the designated worker is not paid;\ncommunity service leave means leave taken for the purpose of—\n\t(a)\tattendance for jury service, including attendance for jury selection; or\n\t(b)\tassisting in a response to an emergency (however described) by a member of an organisation whose functions including responding to such emergencies;\nsleepover means a shift of work during which a designated worker is required to stay overnight at premises other than their ordinary place of residence.\n4—Allowable absence\nFor the purposes of the definition of allowable absence in section 3(1) of the Act, the following kinds of absence are prescribed:\n\t(a)\tan absence in respect of which a designated worker receives payment from their employer;\nNote—\nFor example, paid annual leave, compassionate or bereavement leave, family and domestic violence leave, parental leave, sick leave or carer's leave (however described).\n\t(b)\tan absence as a result of taking long service leave (whether under the Act or the Long Service Leave Act 1987);\n\t(c)\tan absence as a result of taking community service leave;\n\t(d)\tan absence due to a work injury (within the meaning of the Return to Work Act 2014) in respect of which a designated worker is entitled to weekly payments under that Act.\n5—Corresponding law\nFor the purposes of the definition of corresponding law in section 3(1) of the Act, the following laws are prescribed:\n\t(a)\tthe Long Service Leave (Portable Schemes) Act 2009 of the Australian Capital Territory;\n\t(b)\tthe Community Services Sector (Portable Long Service Leave) Act 2024 of New South Wales;\n\t(c)\tthe Community Services Industry (Portable Long Service Leave) Act 2020 of Queensland;\n\t(d)\tthe Long Service Benefits Portability Act 2018 of Victoria.\n6—Meaning of work\nFor the purposes of section 3(3) of the Act, the prescribed number of consecutive hours is 2.\n7—Ordinary weekly pay\nPursuant to section 3(4)(c) of the Act—\n\t(a)\tthe following payments made to, or for the benefit of, a designated worker must be included for the purposes of a determination or calculation under section 3(4):\n\t(i)\tany payment related to annual leave (other than a payment in the nature of an annual leave loading);\n\t(ii)\tany payment related to sick leave or carer's leave;\n\t(iii)\tany payment related to community service leave made to, or for the benefit of, the designated worker by their employer;\n\t(iv)\tany payment related to parental leave made to, or for the benefit of, the designated worker by their employer (other than parental leave pay paid under the Paid Parental Leave Act 2010 of the Commonwealth);\n\t(v)\tany payment related to compassionate or bereavement leave;\n\t(vi)\tany payment in the nature of a casual loading;\n\t(vii)\tany payment in the nature of penalty rates or a shift work allowance for any of the following:\n\t(A)\twork performed on a weekend, a public holiday or a part‑day public holiday;\n\t(B)\twork performed late at night or early in the morning;\n\t(C)\twork performed on a broken shift;\n\t(viii)\tany payment in the nature of a sleepover allowance;\n\t(ix)\tany payment related to a day off work for a public holiday;\n\t(x)\tany payment related to a rostered day off work;\n\t(xi)\tany payment related to salary packaging or salary sacrifice;\n\t(xii)\tany weekly payments paid in respect of a work injury under the Return to Work Act 2014;\n\t(xiii)\tany payment in the nature of a first aid allowance;\n\t(xiv)\tany payment related to a stand down;\n\t(xv)\tany other payment made to, or for the benefit of, a designated worker (other than a payment of a kind referred to in paragraph (b)); and\n\t(b)\tthe following payments made to, or for the benefit of, a designated worker must be excluded for the purposes of a determination or calculation under section 3(4) of the Act:\n\t(i)\tany payment in the nature of an annual leave loading;\n\t(ii)\tany payment related to parental leave (other than a payment contemplated by paragraph (a)(iv));\n\t(iii)\tany payment in respect of superannuation (other than a payment related to salary packaging or salary sacrifice);\n\t(iv)\tany payment in the nature of a reimbursement;\n\t(v)\tany payment in respect of overtime or paid at overtime rates;\n\t(vi)\tany payment in respect of unused time off in lieu;\n\t(vii)\tany payment in the nature of a bonus;\n\t(viii)\tany payment made on the retirement or retrenchment of the worker, or in relation to any redundancy, other than for back pay;\n\t(ix)\tany payment in respect of fares or in the nature of a vehicle or travelling allowance;\n\t(x)\tany payment that is in the nature of a special rate paid to the worker on an irregular basis to compensate for occasional disabilities under which work is performed (other than where the rate is paid during a period of leave with pay).\n8—Application for registration as registered employer\nFor the purposes of section 25(3)(c) of the Act, the prescribed period within which an employer must apply for registration on the register of employers for a designated sector is 28 days after the employer becomes an employer within the designated sector.\n9—Notification of refusal to cancel registration\nFor the purposes of section 29(4) of the Act, if an industry board refuses to grant an application for cancellation of an employer's registration, the board must give the employer written notice of its decision (setting out the reasons for the decision) within 14 days after the decision is made.\n10—Register of employers\nFor the purposes of section 33(3) of the Act, a register of employers must be kept available for inspection during ordinary office hours at the principal office of the relevant industry board, and the register, or extracts of the register, may be made available by electronic means.\n11—Recovery of amount paid for leave allowed before entitlement accrues\nFor the purposes of section 38(5) of the Act, if—\n\t(a)\tan industry board for a designated sector makes a payment to a person under section 38(4) of the Act in accordance with an agreement entered into under that section (other than an enterprise agreement referred to in section 37(9) of the Act); and\n\t(b)\tthe person ceases to work as a designated worker in the relevant designated sector for a continuous period of 12 months or more,\nthe board may recover from the person an amount equal to the amount paid by the board to the person under section 38(4) of the Act.\n12—Notification of rejection—cessation of employment\nFor the purposes of section 39(2) of the Act, if an industry board rejects an application by a person for payment of an amount in connection with a designated worker ceasing work in a designated sector, the board must give the applicant written notice of its decision (setting out the reasons for the decision) within 14 days after the decision is made.\n13—Meaning of remuneration\nPursuant to section 48(5) of the Act—\n\t(a)\tthe following payments made to, or for the benefit of, a designated worker will be taken as constituting remuneration for the purposes of section 48:\n\t(i)\tany payment related to annual leave (other than a payment in the nature of an annual leave loading);\n\t(ii)\tany payment related to sick leave or carer's leave;\n\t(iii)\tany payment related to community service leave made to, or for the benefit of, the designated worker by their employer;\n\t(iv)\tany payment related to parental leave made to, or for the benefit of, the designated worker by their employer (other than parental leave pay paid under the Paid Parental Leave Act 2010 of the Commonwealth);\n\t(v)\tany payment related to bereavement leave;\n\t(vi)\tany payment in the nature of a casual loading;\n\t(vii)\tany payment in the nature of penalty rates or a shift work allowance for any of the following:\n\t(A)\twork performed on a weekend, a public holiday or a part‑day public holiday;\n\t(B)\twork performed late at night or early in the morning;\n\t(C)\twork performed on a broken shift;\n\t(viii)\tany payment in the nature of a sleepover allowance;\n\t(ix)\tany payment related to a day off work for a public holiday;\n\t(x)\tany payment related to a rostered day off work;\n\t(xi)\tany payment related to salary packaging or salary sacrifice;\n\t(xii)\tany weekly payments paid in respect of a work injury under the Return to Work Act 2014;\n\t(xiii)\tany payment in the nature of a first aid allowance;\n\t(xiv)\tany payment related to a stand down;\n\t(xv)\tany other payment made to, or for the benefit of, a designated worker (other than a payment of a kind referred to in paragraph (b)); and\n\t(b)\tthe following payments made to, or for the benefit, of a designated worker will not be taken as constituting remuneration for the purposes of section 48 of the Act:\n\t(i)\tany payment in the nature of an annual leave loading;\n\t(ii)\tany payment related to parental leave (other than a payment contemplated by paragraph (a)(iv));\n\t(iii)\tany payment in respect of superannuation (other than a payment related to salary packaging or salary sacrifice);\n\t(iv)\tany payment in the nature of a reimbursement;\n\t(v)\tany payment in respect of overtime or paid at overtime rates;\n\t(vi)\tany payment in respect of unused time off in lieu;\n\t(vii)\tany payment in the nature of a bonus;\n\t(viii)\tany payment made on the retirement or retrenchment of the worker, or in relation to any redundancy (other than for back pay);\n\t(ix)\tany payment in respect of fares or in the nature of a vehicle or travelling allowance;\n\t(x)\tany payment that is in the nature of a special rate paid to the worker on an irregular basis to compensate for occasional disabilities under which work is performed (other than where the rate is paid during a period of leave with pay).\n14—Penalty for late payment\n\t(1)\tFor the purposes of section 51(1)(a) of the Act, the prescribed rate of penalty interest is 20% per annum.\n\t(2)\tFor the purposes of section 51(1)(b) of the Act, the prescribed amount is $75.\n15—Refund of overpayments\nFor the purposes of section 53(1) of the Act, the period of 21 days after the board becomes aware of the overpayment is prescribed.\n16—Self‑employed contractors and working directors\n\t(1)\tFor the purposes of section 57(6)(b) of the Act, the following periods in respect of each financial year are prescribed:\n\t(a)\t1 January to 31 March;\n\t(b)\t1 April to 30 June;\n\t(c)\t1 July to 30 September;\n\t(d)\t1 October to 31 December.\n\t(2)\tFor the purposes of section 57(6)(c)(i) of the Act, the prescribed number of months of effective service entitlement to be credited by the board to the registered person in respect of each period prescribed under subregulation (1) for which the registered person has made a payment under section 57 of the Act is 3 months.\n\t(3)\tFor the purposes of section 57(13)(c) of the Act, the period of 3 years is prescribed.\n17—Notification of refusal—salary sacrifice arrangements\nFor the purposes of section 58(5) of the Act, if an industry board refuses to grant an application by a registered employer for payment of an amount that would otherwise be payable to a designated worker on account of an entitlement to, or a payment in respect of, long service leave, in connection with a salary sacrifice arrangement between the employer and the designated worker, the board must give the employer written notice of its decision (setting out the reasons for the decision) within 14 days after the decision is made.\n18—Prescribed period—salary sacrifice arrangements\nFor the purposes of section 58(8) of the Act, the prescribed period is 21 days after the payment to the worker is made.\n19—Transitional provisions—employers\n\t(1)\tFor the purposes of clause 7(2)(c)(ii) of Schedule 3 of the Act, the amount payable to the designated worker is to be calculated by multiplying the designated worker's ordinary weekly pay (determined in accordance with the Long Service Leave Act 1987) by the period of long service leave taken, or in respect of which payment is to be received, by the designated worker.\n\t(2)\tSubject to this regulation, for the purposes of clause 7(3)(a) of Schedule 3 of the Act, the amount an employer is liable to pay to the Board is to be calculated as follows:\n\nwhere—\nA is the amount payable\nOWRP is the person's ordinary weekly rate of pay, determined in accordance with the Long Service Leave Act 1987\nM is the person's period of continuous service accrued under the Long Service Leave Act 1987, calculated immediately before the designated day (expressed in months).\n\t(3)\tFor the purposes of subregulation (2), a person's ordinary weekly rate of pay is to be determined by reference to the person's weekly rate of pay as at the day on which long service leave is commenced or an entitlement to payment in lieu of long service leave arises.\n\t(4)\tIn the case where a person—\n\t(a)\tbecame a designated worker on the designated day; and\n\t(b)\tafter the designated day, became entitled to long service leave, or a payment in respect of long service leave, under the Act; and\n\t(c)\tchanges employer before taking the accrued long service leave, or receiving a payment in respect of the long service leave,\nthe person's ordinary weekly pay is to be determined as at the date on which the person ceased to be an employee of the original employer.\n\t(5)\tFor the purposes of clause 7(3)(c) of Schedule 3 of the Act, the amount payable to the designated worker is an amount equal to the amount paid, or liable to be paid, to the Board by the employer under subregulation (2).\n\t(6)\tFor the purposes of clause 7(7)(c) of Schedule 3 of the Act, an agreement must be provided by the employer to the Board in the manner and form approved by the Board.\n\t(7)\tPursuant to clause 7(8) of Schedule 3 of the Act, if an employer and an employee enter an agreement under clause 7(6) of that Schedule, the employer must, within 28 days after the payment is made pursuant to the agreement, in the approved form, provide the Board with evidence of the payment.\n20—Transitional provisions—modification of Schedule 3 clause 7(7)\n\t(1)\tPursuant to clause 7(8) of Schedule 3 of the Act, an agreement under clause 7(6) of Schedule 3 of the Act may be entered into at any time after the designated day.\n\t(2)\tTo avoid doubt, subregulation (1) operates in place of clause 7(7)(a) of Schedule 3 of the Act.\nLegislative history\nNotes\n\t•\tFor further information relating to the Act and subordinate legislation made under the Act see the Index of South Australian Statutes or www.legislation.sa.gov.au.\nPrincipal regulations\nYear\nNo\nReference\nCommencement\n2025\n59\nGazette 17.7.2025 p2652 \n1.10.2025: r 2\n","sortOrder":0}],"analysis":{"flash_summary":{"complexity_score":6,"scope_assessment":{"changed":false,"description":"These regulations primarily operationalise and clarify the Portable Long Service Leave Act 2024 rather than expanding its substantive scope. They prescribe definitions, timeframes, calculation rules, administrative procedures and transitional arrangements necessary to implement the Act (notably regs 4, 7, 13, 16 and 19). The regulations do not introduce new categories of entitlement or extend coverage beyond the Act; they instead specify how the Act's powers and duties are to be applied. The most consequential policy choices here are technical (which pay items count toward leave, penalty rates, and transitional calculation methodology) rather than a substantive broadening of the scheme's reach."},"complexity_factors":["Multiple cross‑references to the Portable Long Service Leave Act 2024 (regs 3, 6, 7, 11, 13, 16, 19, 20) increasing need to read both instruments together","Detailed inclusion and exclusion lists for \"ordinary weekly pay\" and \"remuneration\" duplicated across regs 7 and 13 (15+ subitems each)","Several short prescribed timeframes creating procedural complexity (28 days, 21 days, 14 days, and quarterly/periodic prescriptions in reg 16)","Transitional calculation formula with defined variables (reg 19(2) and related subregs) requiring numeric computation and reference to the Long Service Leave Act 1987","Prescribed monetary and interest penalties (20% p.a. and $75) requiring interaction with payment enforcement rules (reg 14)","Provisions affecting different participant types (employees, self‑employed contractors/working directors, registered employers, industry boards) with differing rules (regs 11, 16, 19)","Operational requirements for industry boards (register availability, electronic extracts, notice content and timing) that increase administrative duties (regs 9, 10, 12, 17)","Cross‑jurisdictional prescription of corresponding laws (reg 5) requiring coordination across different state schemes"],"plain_english_summary":"**What these regulations do (mechanics)\n\n- Set definitions and administrative details needed to operate the Portable Long Service Leave Act 2024 (the Act). They do not create new entitlements themselves but fill out how parts of the Act are to operate in practice (see regs 3, 4, 5).\n\n- Prescribe which absences count as \"allowable absence\" for accruing portable long service leave (paid leave, long service leave under other laws, community service leave, and certain weekly work‑injury payments) (reg 4).\n\n- Specify a short minimum continuous work period for \"meaning of work\" (2 consecutive hours) used when calculating a period of service (reg 6).\n\n- Define what payments must be included or excluded when calculating a worker's ordinary weekly pay and \"remuneration\" for long service leave purposes (detailed inclusion and exclusion lists) (regs 7 and 13).\n\n- Prescribe time limits and processes for employer registration and board decision notices: employers must apply for registration within 28 days of becoming an employer in a designated sector (reg 8); industry boards must notify employers of refusal to cancel registration or of rejection of certain applications within 14 days (regs 9 and 12); similar 14‑day notice obligations apply for refusal of salary‑sacrifice related payment requests (reg 17).\n\n- Require employer registers to be available for inspection at the industry board's principal office and permit electronic extracts (reg 10).\n\n- Allow industry boards to recover payments made to a worker for leave taken before entitlement accrues if the worker ceases work in the sector for 12 continuous months or more (reg 11).\n\n- Prescribe penalties and timing for financial compliance: penalty interest for late payment is 20% p.a. and a prescribed amount of $75 for certain late payment breaches; boards have 21 days after becoming aware of an overpayment to seek a refund (regs 14 and 15).\n\n- Set rules for self‑employed contractors and working directors who elect to participate: the financial year is split into four prescribed periods; each prescribed period gives 3 months' effective service credit for each completed payment; a 3‑year period is prescribed for a different statutory test (reg 16).\n\n- Prescribe timeframes connected with salary sacrifice arrangements (21 days for required documentation after payment) (regs 17 and 18).\n\n- Provide transitional calculation rules for amounts payable by employers and workers that arose under the previous Long Service Leave Act 1987 regime and set documentary requirements and timing for transitional agreements and evidence (regs 19 and 20).\n\n\nWho is affected\n\n- Designated workers in sectors covered by the portable scheme (their pay components and service accruals are affected) (regs 4, 6, 7, 13).\n- Employers in designated sectors (registration duties, payment and reporting obligations, possible liability for transitional amounts, and exposure to penalty interest) (regs 8, 11, 14, 19).\n- Industry boards that administer registration, payment, recovery and review functions (timing and publication obligations) (regs 9, 10, 11, 12, 17).\n- Self‑employed contractors and working directors who opt in (how and when they receive credited service) (reg 16).\n\n\nWhy it matters (stated purpose and operational effect)\n\n- The regulations operationalise the Act by specifying exact inclusions/exclusions for pay calculations, timing rules for registration and notices, recovery and penalty processes, and transitional arrangements. The stated purpose is to create clarity about how to calculate entitlements and how administrators and employers must act (multiple regs, notably 7, 13, 19).\n\n\nTesting the stated purpose against costs, incentives and implementation trade‑offs\n\n- Who pays: Employers bear most direct compliance and cash‑flow costs (registration, making payments to the Board or workers, providing documentary evidence, possible recovery actions if early leave is paid) (regs 8, 11, 19(2), 19(7)). Workers may face recovery of paid leave if they stop working in the sector for 12 months after receiving leave paid before entitlement accrues (reg 11).\n\n- What decisions are centralised: Industry boards have discretion to accept or refuse cancellations, salary‑sacrifice claims and cessation payments, and must provide reasons in writing within prescribed timeframes (regs 9, 12, 17). That concentrates administrative decision‑making at the board level and creates a compliance burden on boards to meet deadlines and publish registers (reg 10).\n\n- Incentives and behavioural effects: Making many allowances and regular loadings part of \"ordinary weekly pay\" (regs 7 and 13) raises the base on which leave is paid, increasing employer liabilities for leave (and therefore likely increasing the Board's payment obligations and employer contributions in practice). At the same time, excluding overtime, bonuses and some irregular payments narrows the base in other respects, reducing volatility in entitlement calculations (regs 7(b), 13(b)).\n\n- Compliance burden and implementation risk: Multiple short time limits (28 days for registration and evidence, 14‑day notice obligations, 21‑day refund windows) combined with the detailed inclusion/exclusion lists and transitional formulae increase administrative complexity for employers and industry boards (regs 8, 9, 12, 14, 15, 19). The 20% p.a. penalty interest rate is a clear financial deterrent for late payments but may be a high compliance cost for small employers (reg 14(1)).\n\n- Cross‑jurisdictional alignment: The regulations expressly list corresponding portable long‑service laws in other jurisdictions to enable portability recognition (reg 5). That simplifies cross‑state portability but requires alignment of record‑keeping and entitlements across systems.\n\n- Concentration of benefits and costs: Benefits from clearer calculation rules (predictability and reduced disputes) are broadly dispersed among workers and employers. Costs (administrative, cash flow, higher leave bases for certain workers) fall primarily on employers and industry boards. Risk of disputes is concentrated where transitional liabilities or salary‑sacrifice arrangements occur (regs 17, 19).\n\n\nPractical steps for affected parties\n\n- Employers: apply for registration within 28 days of entering a designated sector; ensure payroll systems include/exclude the listed payments correctly; retain documentation and be prepared to provide evidence to the Board within 28 days of agreed transitional payments (regs 8, 7, 13, 19(7)).\n- Workers: check which pay components will be counted toward your long service leave calculations, and be aware that leave paid early may be recoverable if you leave the sector for 12+ months (regs 7, 11).\n- Industry boards: prepare to meet the short notice and publication obligations, administer recovery powers and apply inclusion/exclusion rules consistently (regs 9, 10, 11, 12).\n\n(References are to the regulation numbers in the Portable Long Service Leave Regulations 2025.)"},"kimi_summary":{"content_quality":"ok","complexity_score":5,"scope_assessment":{"changed":false,"description":"The regulations remain tightly scoped to operational implementation of the Portable Long Service Leave Act 2024. All provisions directly support the Act's machinery: defining terms, setting procedural timeframes, prescribing calculation methodologies, and managing transition from the predecessor regime. No expansion beyond the Act's original purpose of establishing portable long service leave for designated community services sectors."},"complexity_factors":["Extensive cross-referencing to the parent Act (Portable Long Service Leave Act 2024) with 20+ specific section references requiring simultaneous reading of both instruments","Duplicated substantive content: Regulations 7 and 13 contain nearly identical 15-item inclusion lists and 10-item exclusion lists for 'ordinary weekly pay' and 'remuneration' respectively, creating maintenance risk","Mathematical formulas in Regulation 19 with algebraic variables (A, OWRP, M) and conditional timing rules for determining pay rates","Nested conditional logic in Regulation 11 (recovery of overpayments) requiring satisfaction of multiple criteria before action permitted","Interaction with multiple external statutes: Long Service Leave Act 1987, Return to Work Act 2014, Paid Parental Leave Act 2010 (Cth), and four other jurisdictions' portable leave laws","Transitional provisions modifying Schedule 3 of the Act with override clauses (Regulation 20(2) explicitly displaces primary legislation clause)"],"plain_english_summary":"These regulations set out the detailed rules for how South Australia's portable long service leave scheme works in practice. The scheme lets workers in community services (like disability support, aged care, and similar sectors) build up long service leave entitlements even when they change employers.\n\n**Key things these regulations do:**\n\n- **Define what counts as 'work'** – at least 2 consecutive hours in a shift counts toward your service record.\n\n- **Spell out what payments count toward your leave calculations** – includes penalty rates, casual loadings, parental leave payments (except Commonwealth Paid Parental Leave), and even workers compensation payments. Excludes things like overtime, bonuses, and superannuation contributions.\n\n- **Set deadlines** – employers must register within 28 days of becoming an employer in the sector; industry boards must give reasons within 14 days if they refuse applications.\n\n- **Handle tricky employment situations** – rules for broken shifts, sleepover allowances, and self-employed contractors who want to opt into the scheme.\n\n- **Set financial penalties** – 20% annual interest plus $75 flat fee for late levy payments to the scheme.\n\n- **Manage the transition** – detailed formulas for converting old long service leave entitlements under the previous 1987 Act into the new portable scheme.\n\n**Who this affects:**\n- Community services workers in South Australia (disability support workers, aged care staff, etc.)\n- Their employers, who must register and pay levies into the scheme\n- Industry boards that administer the funds\n\n**Why it matters:**\nThis is the operational manual that makes the Portable Long Service Leave Act 2024 actually function. Without these regulations, employers wouldn't know exactly what payments to include in levy calculations, workers wouldn't know what absences count toward their service, and the transition from the old system to the new portable scheme would be chaotic."},"flash_summary_failed":{"failed":true,"reason":"Unauthenticated. Configure AI_GATEWAY_API_KEY or use a provider module. Learn more: https://ai-sdk.dev/unauthenticated-ai-gateway","source":"analysis-cron"},"summary":{"complexity_score":1,"scope_assessment":{"changed":false,"description":"Unable to assess whether scope changed from original intent — the full text of the Portable Long Service Leave Regulations 2025 (SA) was not retrievable due to a website error. No comparison with the enabling Act or explanatory materials was possible."},"complexity_factors":["No legislative text was retrievable — the source returned a 404 error page","Complexity cannot be meaningfully assessed without access to the actual regulations","Score of 1 reflects absence of content to analyse, not simplicity of the underlying law"],"plain_english_summary":"The Portable Long Service Leave Regulations 2025 (SA) would be subordinate rules implementing a portable long service leave scheme: setting how entitlements are calculated and administered and which industries and employers are covered. \n\nThey affect mobile-workforce employees (e.g. construction, community services, cleaning), their employers and scheme administrators — and matter because they determine how long‑service leave is preserved and transferred when workers change jobs."},"issue_detection":{"absurdities":[],"contradictions":[]}},"importantCases":[],"_links":{"self":"/api/acts/portable-long-service-leave-regulations-2025","history":"/api/acts/portable-long-service-leave-regulations-2025/history","analysis":"/api/acts/portable-long-service-leave-regulations-2025/analysis","conflicts":"/api/acts/portable-long-service-leave-regulations-2025/conflicts","importantCases":"/api/acts/portable-long-service-leave-regulations-2025/important-cases","documents":"/api/acts/portable-long-service-leave-regulations-2025/documents"}}