{"id":"public-sector-regulations-2025","name":"Public Sector Regulations 2025","slug":"public-sector-regulations-2025","collection":"regulation","jurisdiction":"sa","status":"in_force","isInForce":true,"actNumber":null,"makingDate":null,"administeringDepartment":null,"currentVersion":{"id":236842,"registerId":"sa-public-sector-regulations-2025-current","compilationNumber":null,"startDate":"2026-04-06","status":"InForce","reasons":null,"registeredAt":null},"sections":[{"sectionNumber":"1","sectionType":"section","heading":"Public Sector Regulations 2025","content":"South Australia\nPublic Sector Regulations 2025\nunder the Public Sector Act 2009\n\nContents\nPart 1—Preliminary\n1\tShort title\n2\tCommencement\n3\tInterpretation\n4\tSubstantive remuneration level (section 3 of Act)\n5\tRemuneration level (section 3 of Act)\nPart 2—Public sector principles and practices\n6\tRules relating to movement of employees within public sector (section 9(5) of Act)\n7\tAnnual reports by public sector agencies (section 12 of Act)\nPart 3—Reporting on certain official travel\n8\tReporting on certain official travel\nPart 4—Commissioner for Public Sector Employment\n9\tPublication of public sector code of conduct (section 15(5) of Act)\n10\tApplication of Commissioner's determinations (section 16(1)(b) of Act)\n11\tPublication of Commissioner's determinations (section 16(3)(d) of Act)\n12\tCommissioner's annual report (section 21(2)(c) of Act)\nPart 5—Public Service\n13\tChief executive's contracts (section 35(3) of Act)\nPart 6—Public sector employment\nDivision 1—Application of Part 7 of Act\n14\tApplication of Part 7 (section 41 of Act)\nDivision 2—Executives\n15\tExecutives' contracts (section 42(3) of Act)\nDivision 3—General employment processes and conditions\n16\tEngagement as term employee (section 45(3)(c) of Act)\n17\tMerit‑based selection processes (section 46(1) of Act)\n18\tExceptions to merit‑based selection processes (section 46(2)(d) of Act)\n19\tExcess employees (section 53 of Act)\nDivision 4—Leave and working arrangements\n20\tFlexible leave and working arrangements (section 51 of Act—Schedule 1 clause 1)\n21\tOrdinary business hours (section 51 of Act—Schedule 1 clause 2)\n22\tRecreation leave (section 51 of Act—Schedule 1 clause 5)\n23\tSick leave (section 51 of Act—Schedule 1 clause 6)\n24\tLong service leave (section 51 of Act—Schedule 1 clauses 7, 8 and 9)\n25\tConversion of skills and experience retention entitlement (Schedule 1 clause 7(4a) of Act)\n26\tAdjustment to leave rights based on prior service (section 51 of Act—Schedule 1 clause 10)\nDivision 5—Review of employment decisions (other than dismissal)\n27\tCertain matters excluded from right of review (section 59(2) of Act)\n28\tInternal review (section 61 of Act)\n29\tApplication for external review (section 62 of Act)\n30\tConduct of review (section 62 of Act)\n31\tWitness fees\nPart 7—Miscellaneous\n32\tService and receipt of notices (section 80 of Act)\nSchedule 1—Application of Part 7 of Act (regulation 14)\n1\tReferences to industrial instruments\n2\tLong service leave\n3\tTAFE SA\n4\tUrban Renewal Authority\n5\tEducation and Early Childhood Services Registration and Standards Board of South Australia\n6\tLifetime Support Authority of South Australia\n7\tLegal Profession Conduct Commissioner\n8\tHealth Care Act 2008\n9\tCommissioner for Children and Young People\n10\tSouth Australian Housing Trust\n11\tTeachers Registration Board of South Australia\n12\tRegional landscape boards\nSchedule 2—Repeal and transitional provision\nPart 1—Repeal of regulations\n1\tRepeal of Public Sector Regulations 2010\nPart 2—Transitional provision\n2\tTransitional provision\nLegislative history\n\nPart 1—Preliminary\n1—Short title\nThese regulations may be cited as the Public Sector Regulations 2025.\n2—Commencement\nThese regulations come into operation on the day on which they are made.\n3—Interpretation\nIn these regulations—\nAct means the Public Sector Act 2009;\neffective service has the same meaning as in Schedule 1 clause 7 of the Act.\n4—Substantive remuneration level (section 3 of Act)\nAn employee's substantive remuneration level is—\n\t(a)\tif the employee is currently a term employee or casual employee of a public sector agency but has a right to return to duties as an ongoing employee of a public sector agency (whether the same or a different agency)—the remuneration level applicable to the employee as an ongoing employee under the right of return; or\n\t(b)\tif the employee is currently a term or casual employee of a public sector agency but has a right of return to duties as a term employee of a public sector agency (whether the same or a different agency)—the remuneration level applicable to the employee as a term employee under the right of return; or\n\t(c)\tin any other case—the remuneration level currently applicable to the employee.\n5—Remuneration level (section 3 of Act)\nIf there is no determination of the Commissioner under the Act that is applicable to an employee, the remuneration level of the employee is to be determined according to any applicable award or agreement under an industrial relations law.\nPart 2—Public sector principles and practices\n6—Rules relating to movement of employees within public sector (section 9(5) of Act)\n\t(1)\tThis regulation applies to the movement of employees within the public sector in cases where—\n\t(a)\tan ongoing employee of a public sector agency (the home agency) accepts an offer of, or is transferred to, term or casual employment in another public sector agency (the receiving agency); or\n\t(b)\ta term employee of a public sector agency (the home agency) accepts an offer of, or is transferred to, term or casual employment in another public sector agency (the receiving agency) for a period that is shorter than the term of engagement with the home agency.\n\t(2)\tThe employee is to transfer to the receiving agency with a right to return to the home agency (a temporary transfer).\n\t(3)\tAn employee may not exercise the right to return to the home agency earlier than the end of a term of engagement with a receiving agency except with the agreement of the home agency.\n\t(4)\tIf an employee has been absent from a home agency for more than 2 years (or, instead, such other period agreed by the home agency and receiving agency) under a temporary transfer, the home agency may, by notice in writing, require the employee to make an election to return to the employment of the home agency on or before a specified date, or a date agreed to by the home agency, or lose the right to return to the home agency.\n\t(5)\tIf the employee does not make an election within a period (of at least 28 days) allowed in the notice or does not return to the home agency in accordance with an election, the employee will be taken to have lost the right to return to the home agency.\n\t(6)\tIf the employee makes an election within the period allowed in the notice to return to the home agency, the temporary transfer will end on the date specified or agreed to by the home agency with the result that the employee returns then to the employment of the home agency.\n\t(7)\tA receiving agency must notify the home agency in writing (or in some other form approved by the home agency) if—\n\t(a)\tthe employee ceases to be employed by the agency; or\n\t(b)\tthe term of engagement of the employee by the agency is extended; or\n\t(c)\tthe basis of engagement of the employee by the agency is changed; or\n\t(d)\tthere is any other change in the employee's employment or circumstances that might affect the employee's return to the home agency.\n\t(8)\tWhen an employee returns to the employment of a home agency—\n\t(a)\tthe basis on which the employee is engaged by the home agency is to be the same as before the temporary transfer; and\n\t(b)\tthe employee is to be assigned duties by the home agency (although, subject to any agreement with the employee to the contrary, the duties may be different to the duties of the employee before the temporary transfer).\n\t(9)\tThe chief executive or principal officer of a public sector agency—\n\t(a)\tmay determine that this regulation is not to apply in relation to a specified area of the agency's operations (as a home agency) if satisfied that the determination is warranted in the circumstances having regard to the urgency or significance of the operations; and\n\t(b)\tmay vary or revoke such a determination; and\n\t(c)\tmust ensure that employees affected by a determination are aware of the determination and its effect.\n\t(10)\tThe chief executive or principal officer may not delegate the power to make, vary or revoke a determination under subregulation (9).\n\t(11)\tA public sector agency must report to the Commissioner the making, variation or revocation of any determinations under subregulation (9) (providing details of the circumstances warranting the determinations) within 1 month after the end of the financial year in which they were made, varied or revoked.\n7—Annual reports by public sector agencies (section 12 of Act)\nA public sector agency's annual report to the agency's Minister must contain information (including relevant statistics) with respect to the following:\n\t(a)\tthe functions and objectives of the agency;\n\t(b)\tthe legislation administered by the agency;\n\t(c)\tthe organisation of the agency;\n\t(d)\tthe agency's relationship to other agencies within the Minister's area of responsibility;\n\t(e)\tthe agency's operations and initiatives (including an assessment of their effectiveness and efficiency);\n\t(f)\tthe agency's strategic plans and the relationship of the plans to Government objectives;\n\t(g)\texecutive employment in the agency;\n\t(h)\temployment opportunity programs;\n\t(i)\tthe agency's performance management and development systems (including an assessment of their effectiveness and efficiency);\n\t(j)\tthe number of instances and nature of fraud detected in the agency and the strategies implemented to control and prevent fraud;\n\t(k)\tthe number of occasions on which public interest information has been disclosed to a responsible officer of the agency under the Public Interest Disclosure Act 2018;\n\t(l)\tthe financial performance of the agency including—\n\t(i)\taudited financial statements prepared in accordance with the Treasurer's instructions and the report of the Auditor‑General on the financial statements; and\n\t(ii)\tany other financial information in respect of the agency's operations required to be reported to Parliament under another Act;\n\t(m)\tthe work health, safety and rehabilitation programs of the agency (including an evaluation of the programs and their effectiveness);\n\t(n)\tthe extent to which external consultants have been engaged by the agency, the nature of the work undertaken by the consultants and the total cost to the agency of the consultancies.\nPart 3—Reporting on certain official travel\n8—Reporting on certain official travel\nFor the purposes of section 12B(8) of the Act, a report prepared under that section must be in writing.\nPart 4—Commissioner for Public Sector Employment\n9—Publication of public sector code of conduct (section 15(5) of Act)\nThe Commissioner must cause the public sector code of conduct, and each variation of the code, to be published on the Internet and in the Gazette and must cause a consolidated copy of the code to be published on the Internet and made available for inspection at the Commissioner's office.\n10—Application of Commissioner's determinations (section 16(1)(b) of Act)\n\t(1)\tIn this regulation, a reference to an enterprise agreement includes a reference to all industrial instruments made in substitution for that agreement.\n\t(2)\tFor the purposes of subregulation (1), an industrial instrument will be taken to have been made in substitution for an enterprise agreement irrespective of whether the later instrument covers all employees bound by the earlier instrument.\n\t(3)\tSubject to subregulation (4) and without limiting the operation of subregulation (5), public sector employment outside the Public Service to which Part 7 of the Act applies is employment to which section 16 of the Act applies.\n\t(4)\tA determination of the Commissioner applies to employment by virtue of the operation of subregulation (3) only to the extent that the determination is relevant to the application of the provisions of Part 7 of the Act that apply to the employment and, if those provisions are modified in their application to the employment, to the extent that the determination is relevant to the application of those provisions as so modified.\n\t(5)\tIn addition to the operation of subregulations (3) and (4), public sector employment outside the Public Service that is covered by the South Australian Public Sector Enterprise Agreement: Salaried 2021 is employment to which section 16 of the Act applies.\n\t(6)\tA determination of the Commissioner applies to employment by virtue of the operation of subregulation (5) only to the extent that the determination is relevant to—\n\t(a)\tthe management of excess employees; or\n\t(b)\tspecial leave with pay.\n\t(7)\tIn addition to the operation of subregulations (3) and (4), public sector employment outside the Public Service that is covered by the ForestrySA Enterprise Agreement 2023 is employment to which section 16 of the Act applies.\n\t(8)\tA determination of the Commissioner applies to employment by virtue of the operation of subregulation (7) only to the extent that the determination is relevant to the management of excess employees.\n\t(9)\tIn addition to the operation of the other provisions of this regulation, but subject to subregulation (10), all public sector employment outside the Public Service is employment to which section 16 of the Act applies.\n\t(10)\tA determination of the Commissioner applies to employment by virtue of the operation of subregulation (9) only to the extent that the determination relates to special leave with pay and is relevant to domestic/family violence leave.\n11—Publication of Commissioner's determinations (section 16(3)(d) of Act)\nA determination of the Commissioner under section 16 of the Act must be published as follows:\n\t(a)\tthe Commissioner must distribute copies of the determination to the public sector agencies that the Commissioner considers may be affected by the determination;\n\t(b)\tthe public sector agency must, on receipt of a determination, take reasonable steps to—\n\t(i)\tmake the contents of the determination known to all employees of the agency who are affected by the determination; and\n\t(ii)\tkeep copies of the determination readily available for inspection by any such employee.\n12—Commissioner's annual report (section 21(2)(c) of Act)\nThe Commissioner's annual report to the Minister must include information with respect to the following:\n\t(a)\tthe issuing by the Commissioner of—\n\t(i)\tvariations or substitutions of the public sector code of conduct; and\n\t(ii)\tpublic sector employment determinations; and\n\t(iii)\tguidelines relating to public sector employment matters,\nduring the financial year to which the report relates;\n\t(b)\tthe number of occasions on which public interest information has been disclosed to the Commissioner under the Public Interest Disclosure Act 2018 during the financial year to which the report relates.\nPart 5—Public Service\n13—Chief executive's contracts (section 35(3) of Act)\nA contract of employment of a person as a chief executive of an administrative unit may not exclude or modify section 35 of the Act.\nPart 6—Public sector employment\nDivision 1—Application of Part 7 of Act\n14—Application of Part 7 (section 41 of Act)\nPursuant to section 41 of the Act—\n\t(a)\tPart 7 of the Act, or provisions of that Part, apply to public sector employment outside the Public Service; and\n\t(b)\tthe application of Part 7 of the Act, and of provisions of that Part, to public sector employment outside the Public Service is modified,\nas set out in Schedule 1.\nDivision 2—Executives\n15—Executives' contracts (section 42(3) of Act)\nA contract of employment of a person as an executive employee of a public sector agency may not exclude or modify section 9 or 42 of the Act.\nDivision 3—General employment processes and conditions\n16—Engagement as term employee (section 45(3)(c) of Act)\nA person may be engaged as a term employee for a specified term not exceeding 5 years if—\n\t(a)\tthe functions are to cease to be public sector functions within a period of 5 years; or\n\t(b)\tthe public sector agency is satisfied that the engagement is to be funded wholly or substantially by grants or payments from a government other than the State Government or from a private or community body; or\n\t(c)\tthe engagement is as a result of a transfer under section 9 of the Act and immediately before the transfer the person was a public sector employee to whom Part 7 of the Act did not apply and the person's employment was under a contract for a fixed term; or\n\t(d)\tthe engagement is for the person to perform duties in the office of a Minister (other than under section 71 of the Act); or\n\t(e)\tthe engagement is in accordance with obligations or potential obligations under the Return to Work Act 2014.\n17—Merit‑based selection processes (section 46(1) of Act)\n\t(1)\tThis regulation sets out how a public sector agency is to conduct selection processes on the basis of merit.\n\t(2)\tA public sector agency must, for the purpose of engaging an employee to perform particular duties—\n\t(a)\tcause applications to be sought in accordance with this regulation and an applicant selected on the basis of merit; or\n\t(b)\tcause an applicant to be selected on the basis of merit from amongst applicants in a pool of applicants that has been established in accordance with this regulation.\n\t(3)\tA public sector agency may establish a pool of applicants from which further selections may be made to engage employees to perform duties of a particular class as from time to time required—\n\t(a)\tby causing applications to be sought in accordance with this regulation and causing selections to the pool to be made on the basis of merit; or\nNote—\nThe pool could be established on a whole‑of‑government basis (for example, a pool of graduates, apprentices or scholarship candidates) or for the purposes of the particular agency.\n\t(b)\tby causing selections to be made on the basis of merit from amongst a pool or pools of applicants established under paragraph (a) by the agency or some other agency; or\n\t(c)\tby causing selections to be made on the basis of merit from amongst persons who were unsuccessful applicants for public sector employment involving similar duties within the previous 12 months.\n\t(4)\tSubject to any determinations of the Commissioner, a public sector agency may choose to seek and accept applications from public sector employees only.\n\t(5)\tApplications are to be sought by notice published as required by the Commissioner.\n\t(6)\tIf appropriate, other additional means may be used to seek applications, including advertising in newspapers or specialist publications, on Internet sites or by email or through recruitment agencies.\n\t(7)\tAn applicant must supply any information required in connection with the person's application and must ensure that the information contained in or supplied in connection with the application is accurate and complete.\n18—Exceptions to merit‑based selection processes (section 46(2)(d) of Act)\n\t(1)\tSection 46(1) of the Act does not apply—\n\t(a)\tto the transfer of an employee between public sector agencies, or within a public sector agency, provided, subject to paragraphs (b) and (c), that the employee is not promoted to a higher remuneration level; or\n\t(b)\tto the engagement of a person as a term employee, or the temporary promotion of an employee (including through a temporary transfer between public sector agencies or within a public sector agency), for duties required to be performed because of the absence of another employee or while selection processes are conducted in respect of the duties; or\n\t(c)\tto the engagement of a person as a term employee, or the temporary promotion of an employee (including through a temporary transfer between public sector agencies or within a public sector agency), for duties that are otherwise of a temporary nature provided that the term of the engagement or temporary promotion does not continue beyond a total of 2 years; or\n\t(d)\tto changing the basis on which a person is engaged as an employee of a public sector agency to engagement as an ongoing employee, or re‑engaging a person as a term employee, if the person was engaged following a selection process conducted on the basis of merit and the person is to continue to perform the same or similar duties; or\n\t(e)\tto the return of an employee to a home agency following a movement within the public sector to which regulation 6 applies; or\n\t(f)\tto the engagement of an employee in accordance with obligations or potential obligations under the Return to Work Act 2014; or\n\t(g)\tto the engagement of an employee who is excess to the requirements of a public sector agency; or\n\t(h)\tto the promotion of an employee as the result of a determination of the Commissioner affecting classification structures; or\n\t(i)\tif, in a particular case, a chief executive or principal officer of a public sector agency determines that special circumstances exist warranting the engagement of a person without the conduct of merit‑based selection processes in accordance with these regulations taking into account—\n\t(i)\tthe person's abilities, aptitude, skills, qualifications, knowledge, experience (including community experience) and personal qualities relevant to the carrying out of the duties in question; and\n\t(ii)\tif relevant—\n\t(A)\tthe manner in which the person carried out any previous employment or occupational duties or functions; and\n\t(B)\tthe extent to which the person has potential for development.\n\t(2)\tThe chief executive or principal officer may not delegate the power to make a determination under subregulation (1)(i).\n\t(3)\tA public sector agency must report to the Commissioner any determinations made under subregulation (1)(i) (providing details of the circumstances warranting the determinations) within 1 month after the end of the financial year in which they were made.\n\t(4)\tIn this regulation—\nabsence of an employee from duties means the absence of an employee in circumstances in which the employee may return to the duties.\nNote—\nSection 46(2) of the Act provides that section 46(1) does not apply—\n\t(a)\tto the engagement of a casual employee; or\n\t(b)\tto the promotion of an employee by way of reclassification of the employee's remuneration level in accordance with the regulations; or\n\t(c)\tto the engagement of an employee under an employment opportunity program.\n19—Excess employees (section 53 of Act)\nIf an employee's remuneration level is reduced under section 53(1)(a) of the Act, the employee is, in the absence of an award or enterprise or industrial agreement covering the matter, entitled to be paid for such a period and subject to such conditions as may be determined by the Commissioner—\n\t(a)\tadditional salary so that the employee's salary is the same as that payable before the reduction of the remuneration level; and\n\t(b)\tsuch allowances and monetary or other benefits (if any) as may be determined by the Commissioner having regard to the employee's remuneration and other benefits before the reduction of the remuneration level.\nDivision 4—Leave and working arrangements\n20—Flexible leave and working arrangements (section 51 of Act—Schedule 1 clause 1)\n\t(1)\tThe determinations of the Commissioner under Schedule 1 clause 1 of the Act must include arrangements under which an employee of a public sector agency—\n\t(a)\tmay be granted up to 15 days leave with pay in a 12 month period for special purposes; and\n\t(b)\thas an entitlement to be granted accrued sick leave as family carer's leave as required by the employee up to a maximum of 10 days in a 12 month period; and\n\t(c)\thas an entitlement to be granted a specified amount of leave with pay on the grounds of giving birth to a child or taking custody of an adopted child; and\n\t(d)\thas an entitlement to be granted leave without pay as required by the employee to enable the employee to be on leave for up to a specified maximum period to undertake the care of a young child not of school age of whom the employee is a parent or is exercising parental responsibilities.\n\t(2)\tThe determinations of the Commissioner may include conditions, limitations and exceptions in relation to leave entitlements or granting of leave, including, without limitation, for any of the following purposes:\n\t(a)\tspecifying application and other processes (including presentation of relevant supporting documentation) relating to the granting of leave;\n\t(b)\tspecifying the purposes for which, and the circumstances in which, leave may be granted;\n\t(c)\tproviding for the circumstances in which leave for special purposes, rather than sick leave, may be granted as family carer's leave;\n\t(d)\trequiring a minimum period of continuous service before an employee becomes entitled to be granted leave;\n\t(e)\tif both parents of a child are public sector employees, limiting the circumstances in which leave may be taken concurrently by those employees, or requiring aggregation of their entitlements to leave, for the purposes of undertaking the care of the child;\n\t(f)\tpreventing a period of leave without pay extending past the end of the term of a contract of a term employee;\n\t(g)\texcluding casual employees from entitlements.\n\t(3)\tThe following provisions apply in relation to part‑time employment:\n\t(a)\tan employee engaged in part‑time employment is required to attend at the employee's place of employment as determined by the agency rather than throughout the hours fixed as ordinary business hours in relation to the agency;\n\t(b)\tthe Commissioner's determinations may include—\n\t(i)\tprovisions for pro rata adjustments to entitlements to leave, remuneration during periods of leave, or the calculation of service for the accrual of leave entitlements or the taking of leave, to accommodate part‑time employment;\n\t(ii)\tin relation to the taking of long service leave by an employee whose effective service includes part‑time employment, an arrangement under which the employee may nominate whether the adjustments are to apply so as to affect the remuneration to be paid during the leave, the period of the leave or both the remuneration and the period.\n21—Ordinary business hours (section 51 of Act—Schedule 1 clause 2)\nFor the purposes of Schedule 1 clause 2 of the Act, the ordinary business hours for a public sector agency are 8.45 am to 5.00 pm Monday to Friday inclusive.\n22—Recreation leave (section 51 of Act—Schedule 1 clause 5)\n\t(1)\tRecreation leave may only be granted to an employee of a public sector agency on application made to the agency in a form approved by the agency.\n\t(2)\tRecreation leave must be applied for by an employee of a public sector agency and granted so that the employee's recreation leave entitlement is taken within 24 months after its accrual.\n\t(3)\tFor the purposes of subregulation (2), an employee will be regarded as having taken recreation leave within 24 months after its accrual if the leave or any remaining balance of the leave is taken in a continuous period commencing before or at the end of that 24 months.\n\t(4)\tA public sector agency may require or permit an employee to take recreation leave in anticipation of its accrual, without application or later than 24 months after its accrual having regard to—\n\t(a)\tthe organisational convenience of the agency; and\n\t(b)\tany other relevant considerations.\n23—Sick leave (section 51 of Act—Schedule 1 clause 6)\n\t(1)\tSubject to this clause and the determinations of the Commissioner under Schedule 1 clause 1 of the Act, sick leave may only be granted to an employee of a public sector agency if—\n\t(a)\tthe employee, as soon as reasonably practicable, notifies the public sector agency of the employee's unfitness to work due to illness or injury and of the probable duration of the employee's absence; and\n\t(b)\tthe employee has made an application to the agency in a form approved by the agency; and\n\t(c)\tin the case of an absence for a continuous period of more than 3 working days or if required by the public sector agency, the employee has supported the application by furnishing a medical or other certificate or certificates in accordance with this regulation.\n\t(2)\tA public sector agency may refuse an employee's application for sick leave if the agency is satisfied on the basis of evidence that has come to its notice that the employee was or is not in fact unfit for work due to sickness or injury for the period for which the leave has been claimed.\n\t(3)\tA public sector agency may grant sick leave otherwise than in accordance with subregulation (1) if the agency determines that it is appropriate to do so.\n\t(4)\tIf an absence of an employee of a public sector agency is claimed by the employee to be or have been due to sickness or injury, the public sector agency may—\n\t(a)\tif satisfied that there are circumstances justifying such action, require the employee to submit to a medical examination by a medical practitioner selected by the employee from a panel of medical practitioners nominated by the agency; and\n\t(b)\tif the employee refuses or fails to submit to such an examination, refuse to grant sick leave in respect of the absence.\n\t(5)\tThe public sector agency must furnish the employee with a copy of any report on the results of a medical examination required under subregulation (4).\n\t(6)\tA medical certificate referred to in subregulation (1) must—\n\t(a)\tbe signed—\n\t(i)\tby a medical practitioner; or\n\t(ii)\tin the case of sickness or injury that gives rise to an absence for a continuous period of not more than 5 working days, by a person (other than a medical practitioner) of a kind approved under the determinations of the Commissioner; and\n\t(b)\tcertify as to—\n\t(i)\tthe period (specifying its commencing and concluding days) for which the employee has been or will be unfit for work as a result of sickness or injury; and\n\t(ii)\tif the employee is suffering from a sickness of a contagious or infectious character, the date on which the employee's presence at work would no longer create any risk of contagion or infection.\n\t(7)\tIf an employee is absent for a continuous period exceeding 1 working week, the employee must for the purposes of subregulation (1), if so required by the public sector agency, furnish medical certificates in respect of each working week and part of a working week for which the employee is absent.\n\t(8)\tAn employee's sick leave entitlement must be debited according to the length of time (counted to the nearest quarter of an hour) for which the employee is absent on sick leave.\n\t(9)\tIn this regulation—\nworking week of an employee means the number of working days on which the employee is required to work in a week.\n24—Long service leave (section 51 of Act—Schedule 1 clauses 7, 8 and 9)\n\t(1)\tLong service leave may only be granted to an employee of a public sector agency on application made to the agency in a form approved by the agency.\n\t(2)\tSubject to any determinations of the Commissioner, long service leave is to be taken at times and for periods agreed on by the employee and public sector agency.\n\t(3)\tEvery day occurring during a period of long service leave is (whether it is a working day or not) to be regarded as a day of that leave.\n\t(4)\tAn employee may elect to take long service leave on half salary, and in that event—\n\t(a)\tthe period of leave is to be twice the period to which the employee would otherwise have been entitled; and\n\t(b)\tthe first half of the leave is to be taken to be on full pay; and\n\t(c)\tthe second half of the leave is to be taken to be leave without pay.\n\t(5)\tIf an employee has been transferred to some other position in the public sector at a lower level of remuneration—\n\t(a)\tunder section 77 of the repealed Public Service Act 1967 or on the ground that the employee was unfit to discharge the employee's duties due to injury or illness under section 78 of that Act; or\n\t(b)\tunder section 59, 60, 60A or 73A of the repealed Government Management and Employment Act 1985; or\n\t(c)\tunder section 50, 51, 52 or 68 of the Public Sector Management Act 1995; or\n\t(d)\tunder section 53(1)(a), (b) or (c) of the Act,\nthen, for the purposes of Schedule 1 clause 8 of the Act, additional salary equal to the difference between the salary to which the employee would have been entitled if the employee had continued to be employed at the higher level of remuneration and the salary appropriate to the employee's position during the long service leave will be payable to the employee for a part of the employee's long service leave proportionate to the part of the employee's effective service up until when the employee ceased to be employed at the higher level of remuneration.\n\t(6)\tIf an employee of a public sector agency who is entitled to long service leave dies or ceases for any reason to be an employee of the agency, then—\n\t(a)\tin the case of death—the employee's personal representative; or\n\t(b)\tin the case of cessation of service for any other reason—the employee,\nmust be paid, in addition to the amount payable under Schedule 1 clause 9 of the Act—\n\t(c)\tif the employee's service ceases during a year of service—a sum that bears to the salary or wages that would have been payable in respect of long service leave for that year of service if it had been completed the same proportion as the number of complete months served in that year bears to 12; and\n\t(d)\tthe allowances (if any) determined by the Commissioner.\n25—Conversion of skills and experience retention entitlement (Schedule 1 clause 7(4a) of Act)\n\t(1)\tFor the purposes of Schedule 1 clause 7(4a) of the Act—\n\t(a)\tthe amount of $249 (indexed) for each working day of skills and experience retention leave accrued during a particular financial year (which will be reduced on a pro rata basis in relation to a part of a working day and in relation to part‑time work) is fixed by these regulations; and\n\t(b)\tan entitlement to such leave may be converted to the amount fixed under paragraph (a) if an election is made to a public sector agency (or an office or division within a public sector agency) nominated by the Minister, in a manner determined by the Commissioner, by 31 August immediately following the financial year in which the entitlement accrues; and\n\t(c)\tan amount payable on account of an election under paragraph (b) will be paid to the employee at a time, and in a manner, determined by the Commissioner for the purposes of this paragraph; and\n\t(d)\tan amount payable in relation to a part of a working day or part‑time work will be determined in a manner determined by the Commissioner.\n\t(2)\tThe amount of $249 (indexed) referred to in subregulation (1)(a) is to be adjusted on an annual basis (commencing in relation to days accrued in the 2025/2026 financial year) by multiplying that amount by a proportion obtained by dividing the Consumer Price Index for the March quarter in the immediately preceding financial year by the Consumer Price Index for the March quarter, 2024 (with an adjustment applying according to when a leave entitlement accrues rather than when a payment is made).\n\t(3)\tAn amount determined under subregulation (2) is to be rounded up or down to the nearest $1 (and if the amount to be rounded is 50 cents, then the amount is to be rounded up).\n\t(4)\tIn this regulation—\nConsumer Price Index means the Consumer Price Index (All groups index for Adelaide) published by the Australian Bureau of Statistics.\n26—Adjustment to leave rights based on prior service (section 51 of Act—Schedule 1 clause 10)\nThe following are prescribed for the purposes of Schedule 1 clause 10 of the Act:\n\t(a)\tofficers or employees employed by bodies approved by the Commissioner;\n\t(b)\tofficers or employees specifically approved by the Commissioner.\nDivision 5—Review of employment decisions (other than dismissal)\n27—Certain matters excluded from right of review (section 59(2) of Act)\nPart 7 Division 4 Subdivision 2 of the Act (Review of employment decisions (other than dismissal)) does not apply to the following decisions:\n\t(a)\ta decision of a Minister;\n\t(b)\ta decision of the Commissioner under Part 4 of the Act;\n\t(c)\ta decision to the extent that it affects an executive employee;\n\t(d)\ta decision on an application for employment as an executive employee;\n\t(e)\ta decision to the extent that it affects a casual employee (other than a decision on an application by an employee under section 49(3) of the Act);\n\t(f)\ta decision not to re‑engage a term employee at the end of the employee's term of employment;\n\t(g)\ta decision to select an employee as a consequence of selection processes conducted on the basis of merit to the extent that it affects an employee other than an employee who made due application in accordance with the selection processes for the particular duties and was eligible for appointment;\n\t(h)\ta decision to engage, transfer or promote an employee in accordance with the Act and these regulations to the extent that it affects another employee (but not so as to limit the right to apply for review of a decision to select an employee as a consequence of selection processes conducted on the basis of merit);\n\t(i)\ta decision to change the duties of an employee to the extent that it affects another employee;\n\t(j)\ta decision to suspend an employee from duty under section 57(1) of the Act (but a decision under section 57(3) of the Act that the suspension is to be without remuneration is subject to review);\n\t(k)\ta decision to give a direction under section 69(2) of the Act for reduction in salary arising from an employee's refusal or failure to carry out their duties.\nNote—\nSee also section 59(2) of the Act.\n28—Internal review (section 61 of Act)\n\t(1)\tAn application for internal review of an employment decision of a public sector agency must be made to the agency, in a form approved by the agency—\n\t(a)\tin the case of a decision to select an employee as a consequence of selection processes conducted on the basis of merit—within 7 days after the day on which the employee is notified by the agency of the outcome of the selection processes; or\n\t(b)\tin any other case—within 21 days after the day on which the employee is notified by the agency of the decision.\n\t(2)\tA public sector agency may, in a particular case, extend the period within which an application for internal review must be made.\n\t(3)\tAn application for internal review may be withdrawn by notice in writing signed by the employee and delivered to the public sector agency (or by some other form of notice approved by the agency).\n\t(4)\tAn internal review of a decision must commence within 21 days after the making of the application for internal review.\n\t(5)\tAn internal review of a decision must be completed within 21 days after the applicant has finished providing information and making submissions on the application.\n\t(6)\tThe public sector agency may extend the time for completion of a review but only if there are special reasons in the circumstances of the individual case for doing so.\n\t(7)\tIf the employment decision subject to internal review was made personally by the public sector agency or by the chief executive or principal officer of the public sector agency, the review must be conducted by a person who is not an employee of the agency.\n\t(8)\tAn internal review must be conducted—\n\t(a)\tas quickly, and with as little formality, as a proper consideration of the matter allows; and\n\t(b)\tin accordance with the rules of natural justice.\n\t(9)\tThe parties to an internal review are not to be legally represented, but nothing prevents the applicant from being assisted by a person other than a legal practitioner in presenting their case.\nNote—\nUnder section 60 of the Act, a public sector agency is required to endeavour to resolve its employees' grievances by conciliation (regardless of the fact that employees may apply for review of its decisions).\n29—Application for external review (section 62 of Act)\n\t(1)\tAn employee aggrieved by an employment decision of a public sector agency may apply to SAET for a review of the decision without having applied for an internal review of the decision if—\n\t(a)\tthe decision was made on an internal review; or\n\t(b)\tthe decision is a decision to select an employee as a consequence of selection processes conducted on the basis of merit.\n\t(2)\tIf an application is made under subregulation (1), it must be made as follows:\n\t(a)\tin the case of a decision made on an internal review—within 21 days after the day on which the employee is notified by the agency of the outcome of the review;\n\t(b)\tin the case of a decision to select an employee as a consequence of selection processes conducted on the basis of merit—within 7 days after the day on which the employee is notified by the agency of the outcome of the selection processes.\n\t(3)\tAn employee aggrieved by an employment decision of a public sector agency may apply to SAET for a review of the decision without an internal review of the decision having been completed if—\n\t(a)\tan application for internal review was made after the period allowed for such an application and SAET is of the opinion that the refusal of the agency to extend the period was unreasonable; or\n\t(b)\tthe agency has extended the time for completion of a review and SAET is of the opinion that the extension was unreasonable.\n\t(4)\tIf an application is made under subregulation (3), it must be made as follows:\n\t(a)\tin the case of a refusal to extend the period for an application for internal review of a decision—within 7 days after the day on which the employee is notified by the agency of the decision to refuse the extension;\n\t(b)\tin the case of an extension of time for completion of an internal review of a decision—within 7 days after the day on which the employee is notified by the agency of the decision to grant the extension.\n\t(5)\tIf an internal review of an employment decision has been completed, an application to SAET for a review of the decision must be made within—\n\t(a)\tin the case of a decision to select an employee as a consequence of selection processes conducted on the basis of merit—7 days; or\n\t(b)\tin any other case—21 days,\nafter the day on which the employee is notified by the agency of the outcome of the internal review of the decision.\n\t(6)\tSAET may extend a limitation of time under this regulation.\n30—Conduct of review (section 62 of Act)\n\t(1)\tThis regulation applies in relation to proceedings under section 62 of the Act.\n\t(2)\tIf an employee of a public sector agency attends proceedings before SAET to give evidence, the employee—\n\t(a)\twill be taken not to be absent from work for the period for which the employee's presence is required for the purposes of the proceedings; and\n\t(b)\twill, if attendance at the proceedings necessitates the absence of the employee from the employee's usual place of employment, be entitled to be reimbursed from the funds of the public sector agency for expenses in respect of travel, accommodation and meals in accordance with rates determined by SAET.\n\t(3)\tAt the conclusion of a review, SAET must, at the request of a party to the review, provide the party with a statement of the reasons for SAET's decision on the review.\n31—Witness fees\nIf an employee of a public sector agency attends as a witness on a summons, or gives evidence at the request of a party, in proceedings under the Act, the employee is not entitled to an allowance but—\n\t(a)\twill be taken not to be absent from work for the period for which the employee's presence is required for the purposes of the proceedings; and\n\t(b)\twill, if attendance at the proceedings necessitates the absence of the employee from the employee's usual place of employment, be entitled to be reimbursed from the funds of the public sector agency for expenses in respect of travel, accommodation and meals in accordance with rates determined by the Commissioner.\nPart 7—Miscellaneous\n32—Service and receipt of notices (section 80 of Act)\n\t(1)\tEvery public sector agency must keep a record of the residential address of each of its employees and, for that purpose and for the purposes of section 80 of the Act, an employee must give the public sector agency notice of their current residential address in writing or in some other form approved by the agency—\n\t(a)\twhen so required by the agency; and\n\t(b)\twhen there is any change in the employee's residential address.\n\t(2)\tIn any proceedings, the date of receipt by an employee of a notice or document required or authorised to be given to or served on the employee may be proved by a certificate in writing certifying—\n\t(a)\tthat the copy of the notice or document on which the certificate is endorsed is a true copy of the notice or document in question; and\n\t(b)\tthat the person making the certificate served the notice or document on the employee personally on the date specified in the certificate, or sent the notice or document on the date specified in the certificate by post addressed to the employee at the employee's residential address as last notified under subregulation (1).\n\t(3)\tExcept where the Act or these regulations provide that a notice must be given in writing or in some other form approved by a public sector agency, a notice may be given directly to an employee by word of mouth or by telephone, fax or email.\n\t(4)\tA notice or document will be taken to have been given or delivered to a public sector agency if the notice or document is given or delivered to the employee for the time being occupying a position or performing duties nominated by the agency for the purpose of the receipt of such notices or documents.\nSchedule 1—Application of Part 7 of Act (regulation 14)\n1—References to industrial instruments\n\t(1)\tA reference in this Schedule to an award or enterprise agreement includes a reference to all industrial instruments made in substitution for that award or agreement.\n\t(2)\tFor the purposes of subclause (1), an industrial instrument will be taken to have been made in substitution for an award or enterprise agreement irrespective of whether the later instrument covers all employees bound by the earlier instrument.\n2—Long service leave\n\t(1)\tSection 51 of the Act to the extent that it provides that the rights of an employee of a public sector agency to leave are governed by Schedule 1 Part 6 (Long service leave) of the Act applies to—\n\t(a)\tpolice officers; and\n\t(b)\temployees of the South Australian Fire and Emergency Services Commission, South Australian Metropolitan Fire Service, South Australian Country Fire Service or South Australian State Emergency Service; and\n\t(c)\tpublic sector employees bound by the South Australian Metropolitan Fire Service Enterprise Agreement 2022; and\n\t(d)\tofficers of both Houses of Parliament and persons under the separate control of the President of the Legislative Council or the Speaker of the House of Assembly or under their joint control (other than a person appointed to an office under the Parliament (Joint Services) Act 1985); and\n\t(e)\tpublic sector employees who do not have an entitlement to long service leave under an Act or under their conditions of employment (other than a person who is remunerated solely by fees, allowances or commission or a person employed by a statutory corporation).\n\t(2)\tHowever, the provisions of Schedule 1 Part 6 of the Act that provide for an entitlement to skills and experience retention leave under clause 7(1a) of Schedule 1 of the Act will not apply to—\n\t(a)\tany person who is bound by the South Australia Police Enterprise Agreement 2021;\n\t(b)\tany other person who is entitled under a determination of the Commissioner of Police to leave that corresponds to Police Service Leave under clause 38 of the South Australia Police Enterprise Agreement 2021 (including a determination made before that clause came into effect).\n\t(3)\tSection 51 of the Act to the extent that it provides that the rights of an employee of a public sector agency to leave are governed by Schedule 1 clause 7(1), (1a), (2)(a) and (4a) to (5) (inclusive) of the Act applies to persons employed by the Return to Work Corporation of South Australia under Part 5 of the Return to Work Corporation of South Australia Act 1994.\n\t(4)\tSection 51 of the Act to the extent that it provides that the rights of an employee of a public sector agency to leave are governed by Schedule 1 clause 7(1), (1a), (2)(a), (2a) and (4a) to (5) (inclusive) of the Act applies to—\n\t(a)\tpersons employed under section 72 of the Act; and\n\t(b)\twithout limiting paragraph (a), persons employed in the position of Assistant or Research Officer to a Member of Parliament.\n\t(5)\tFor the purposes of this clause, the service or effective service of an employee includes service that would be counted as service or effective service (as the case requires) under Schedule 1 clause 10 of the Act if the employee were a Public Service employee.\n3—TAFE SA\n\t(1)\tPart 7 of the Act applies to an employee of the chief executive of TAFE SA under the TAFE SA Act 2012 if—\n\t(a)\tthe employee is bound by—\n\t(i)\tthe S.A. Public Sector Salaried Employees Interim Award; or\n\t(ii)\tthe South Australian Public Sector Enterprise Agreement: Salaried 2021; or\n\t(b)\tthe employee is employed in executive level administrative duties.\n\t(2)\tSection 51 of the Act to the extent that it provides for an entitlement to skills and experience retention leave under Schedule 1 Part 6 of the Act (and to the extent that it does not apply under subclause (1)) applies to all employees of the chief executive of TAFE SA under the TAFE SA Act 2012.\n4—Urban Renewal Authority\nPart 7 Divisions 3 and 4 of the Act apply to an employee of the Urban Renewal Authority if, immediately before the commencement of the Public Sector Regulations 2010, Part 7 Division 3 of the Public Sector Management Act 1995 applied to the employee.\n5—Education and Early Childhood Services Registration and Standards Board of South Australia\n\t(1)\tPart 7 of the Act, as modified by subclause (2), applies in relation to an employee of the Education and Early Childhood Services Registration and Standards Board of South Australia (the Board) under theEducation and Early Childhood Services (Registration and Standards) Act 2011 if—\n\t(a)\tthe employee is bound by—\n\t(i)\tthe S.A. Public Sector Salaried Employees Interim Award; or\n\t(ii)\tthe South Australian Public Sector Enterprise Agreement: Salaried 2021; or\n\t(b)\tthe employee is employed in executive level administrative duties.\n\t(2)\tFor the purposes of subclause (1), Part 7 of the Act is modified as follows:\n\t(a)\tsections 42, 45(3), 46, 54(2) and 54(3) do not apply in relation to an employee of the Board;\n\t(b)\tsection 48 is taken to be modified such that each employee of the Board is, when engaged as an employee of the Board, at first on probation for 12 months, unless the Board determines that no probation is required or determines a lesser period of probation.\n6—Lifetime Support Authority of South Australia\n\t(1)\tPart 7 of the Act, as modified by subclause (2), applies in relation to an employee of the Lifetime Support Authority of South Australia (the Authority) under the Motor Vehicle Accidents (Lifetime Support Scheme) Act 2013 if the employee is bound by—\n\t(a)\tthe S.A. Public Sector Salaried Employees Interim Award; or\n\t(b)\tthe South Australian Public Sector Enterprise Agreement: Salaried 2021.\n\t(2)\tFor the purposes of subclause (1), Part 7 of the Act is modified as follows:\n\t(a)\tsections 42, 43, 44, 45(3), 46, 53(2), 54(2) and 54(3) do not apply in relation to an employee of the Authority;\n\t(b)\tsection 48 is taken to be modified such that each employee of the Authority is, when engaged as an employee of the Authority, at first on probation for 12 months, unless the Authority determines that no probation is required or determines a lesser period of probation.\n7—Legal Profession Conduct Commissioner\n\t(1)\tPart 7 of the Act, as modified by subclause (2), applies in relation to an employee of the Legal Profession Conduct Commissioner (the Commissioner) under the Legal Practitioners Act 1981 if the employee is bound by—\n\t(a)\tthe S.A. Public Sector Salaried Employees Interim Award; or\n\t(b)\tthe South Australian Public Sector Enterprise Agreement: Salaried 2021.\n\t(2)\tFor the purposes of subclause (1), Part 7 of the Act is modified as follows:\n\t(a)\tsections 42, 43, 44, 45(3), 46, 53(2), 54(2) and 54(3) do not apply in relation to an employee of the Commissioner;\n\t(b)\tsection 48 is taken to be modified such that each employee of the Commissioner is, when engaged as an employee of the Commissioner, at first on probation for 12 months, unless the Commissioner determines that no probation is required or determines a lesser period of probation.\n8—Health Care Act 2008\n\t(1)\tPart 7 of the Act, as modified by subclause (2), applies in relation to an employee of an employing authority under the Health Care Act 2008 if—\n\t(a)\tthe employee is bound by the South Australian Public Sector Enterprise Agreement: Salaried 2021; or\n\t(b)\tthe employee is employed in executive level administrative duties. \n\t(2)\tFor the purposes of subclause (1), section 45(3) of the Act does not apply in relation to an employee referred to in that subclause.\n9—Commissioner for Children and Young People\n\t(1)\tPart 7 of the Act, as modified by subclause (2), applies in relation to an employee of the Commissioner for Children and Young People under the Children and Young People (Oversight and Advocacy Bodies) Act 2016 (the Commissioner) if the employee is bound by—\n\t(a)\tthe S.A. Public Sector Salaried Employees Interim Award ; or\n\t(b)\tthe South Australian Public Sector Wages Parity Enterprise Agreement: Salaried 2014.\n\t(2)\tFor the purposes of subclause (1), Part 7 of the Act is modified as follows:\n\t(a)\tsections 42, 43, 44, 45(3), 46, 53(2), 54(2) and 54(3) do not apply in relation to an employee of the Commissioner;\n\t(b)\tsection 48 is taken to be modified such that each employee of the Commissioner is, when engaged as an employee of the Commissioner, at first on probation for 12 months, unless the Commissioner determines that no probation is required or determines a lesser period of probation.\n10—South Australian Housing Trust\n\t(1)\tPart 7 of the Act, as modified by subclause (2), applies in relation to an employee of the Chief Executive of the South Australian Housing Trust if the employee is bound by—\n\t(a)\tthe S.A. Public Sector Salaried Employees Interim Award; or\n\t(b)\tthe South Australian Public Sector Enterprise Agreement: Salaried 2021.\n\t(2)\tFor the purposes of subclause (1), Part 7 of the Act is modified so that sections 45(3) and 54(3) do not apply to an employee referred to in that subsection.\n11—Teachers Registration Board of South Australia\n\t(1)\tPart 7 of the Act, as modified by subclause (2), applies in relation to an employee of the Teachers Registration Board of South Australia (the Board) under the Teachers Registration and Standards Act 2004 if the employee is bound by—\n\t(a)\tthe S.A. Public Sector Salaried Employees Interim Award; or\n\t(b)\tthe South Australian Public Sector Enterprise Agreement: Salaried 2021.\n\t(2)\tFor the purposes of subclause (1), Part 7 of the Act is modified as follows:\n\t(a)\tsections 42, 43, 44, 45(3), 46, 53(2), 54(2) and 54(3) do not apply in relation to an employee of the Board;\n\t(b)\tsection 48 is taken to be modified such that each employee of the Board is, when engaged as an employee of the Board, at first on probation for 12 months, unless the Board determines that no probation is required or determines a lesser period of probation.\n12—Regional landscape boards\n\t(1)\tPart 7 of the Act, as modified by subclause (2), applies in relation to a member of the staff of a regional landscape board who is employed under section 35(4) of the Landscape South Australia Act 2019 if the employee is bound by—\n\t(a)\tthe S.A. Public Sector Salaried Employees Interim Award; or\n\t(b)\tthe South Australian Public Sector Enterprise Agreement: Salaried 2021.\n\t(2)\tFor the purposes of subclause (1), Part 7 of the Act is modified as follows:\n\t(a)\tsections 42, 43, 44, 45(3), 46, 53(2) and 54(3) do not apply to an employee referred to in that subclause;\n\t(b)\tsection 48 is taken to be modified such that each employee referred to in that subclause is, when engaged as an employee of the employing authority, at first on probation for 12 months, unless the employing authority determines that no probation is required or determines a lesser period of probation.\nSchedule 2—Repeal and transitional provision\nPart 1—Repeal of regulations\n1—Repeal of Public Sector Regulations 2010\nThe Public Sector Regulations 2010 are repealed.\nPart 2—Transitional provision\n2—Transitional provision\nA determination or approval made or given under or for the purposes of the repealed Public Sector Regulations 2010 that is in force immediately before the commencement of these regulations continues in force as a determination or approval made or given under or for the purposes of any corresponding provision of these regulations, subject to—\n\t(a)\tthe conditions (if any) of the determination or approval; and\n\t(b)\tamendment or repeal under these regulations.\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\n98\nGazette 28.8.2025 p3613 \n28.8.2025: r 2\n","sortOrder":0}],"analysis":{"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"},"issue_detection":{"absurdities":[],"contradictions":[]},"flash_summary":{"complexity_score":7,"scope_assessment":{"changed":false,"description":"The regulations largely consolidate and replace the 2010 regulations without expanding statutory reach beyond the Public Sector Act 2009. They preserve prior determinations in force (Schedule 2) and specify how Part 7 applies to particular agencies (Schedule 1), so they modify application details rather than widening or narrowing the Act’s core scope."},"complexity_factors":["Extensive cross-references to the Public Sector Act 2009 and to Schedule 1 (multiple provisions rely on the Act for effect)","Multiple procedural timelines and deadlines for internal and external review (regs 28–30)","Numerous agency- and role-specific exceptions and modifications in Schedule 1 for particular bodies","Discretionary powers reserved to senior officers and the Commissioner (non‑delegable in key cases: regs 6(9)–(10), 18(2))","Reporting and publication obligations with fixed formats and distribution duties (regs 7, 9, 11, 12)","Detailed leave rules including indexing and conversion mechanics (regs 20, 24, 25) creating administrative and payroll complexity","Transitional continuity for prior determinations and repeal of the 2010 regulations (Schedule 2) requiring review of existing instruments"],"plain_english_summary":"These regulations set detailed rules under the Public Sector Act 2009 for employment in South Australia — covering pay levels, movement of staff between agencies, selection and review processes, leave and working hours, reporting requirements, publication duties and the Commissioner’s powers. \n\nThey affect public sector agencies, chief executives, the Commissioner and ongoing, term and casual employees: agencies must pay entitlements, publish codes and determinations, make statutory reports, follow merit, transfer and review timelines, and exercise specified discretions set out throughout the regulations (see regs 6, 9–12, 16–31; Schedule 1)."},"kimi_summary":{"content_quality":"ok","complexity_score":7,"scope_assessment":{"changed":false,"description":"The regulations appear to maintain the established scope of governing public sector employment conditions, processes, and agency operations under the Public Sector Act 2009. The 2025 version replaces the 2010 regulations with updated provisions but does not appear to expand significantly beyond the original purpose of operationalising the Act. The Schedule 1 modifications for specific agencies continue a long-standing approach of tailoring employment law application to different public sector bodies."},"complexity_factors":["Extensive cross-referencing to the Public Sector Act 2009 and other legislation (e.g., Return to Work Act 2014, Health Care Act 2008)","Schedule 1 contains 12 separate clauses modifying how Part 7 of the Act applies to different agencies, with inconsistent exclusions (e.g., some agencies exclude sections 42-46, others exclude different combinations)","Multiple nested exceptions in regulation 18 (exceptions to merit-based selection), including a non-delegable power for 'special circumstances'","Complex conditional logic for temporary transfers (regulation 6) with time limits, notice requirements, and automatic loss of rights","Detailed procedural requirements for reviews (regulations 28-30) with varying time limits (7 days vs 21 days) depending on decision type","Indexed monetary amounts (regulation 25) with CPI adjustment formulas and rounding rules","Multiple definitions of 'working week', 'effective service', and 'industrial instruments' that vary by context","Regulation 10 has 10 subregulations with cascading application rules for Commissioner's determinations to different employment categories"],"plain_english_summary":"This legislation sets out the detailed rules for how public sector employees in South Australia are hired, paid, moved between jobs, and managed. It covers everything from annual reports to sick leave, and from merit-based hiring to how employees can challenge unfair decisions.\n\n**Key things it does:**\n\n- **Defines pay rules** — Explains how to calculate an employee's pay level, especially for temporary or casual workers who have a right to return to a permanent role.\n\n- **Manages moving between agencies** — Sets up a system where employees can temporarily transfer to another government agency while keeping the right to return to their original job within 2 years (or longer if agreed).\n\n- **Requires annual reporting** — Forces public agencies to report on their operations, finances, fraud cases, whistleblower disclosures, and use of consultants.\n\n- **Sets hiring rules** — Requires most jobs to be filled through merit-based selection (competitive hiring), but lists specific exceptions like temporary replacements, transfers without promotion, or special circumstances.\n\n- **Covers leave entitlements** — Details rules for sick leave, recreation leave, long service leave, and flexible arrangements including parental leave and family carer's leave.\n\n- **Handles job reviews and appeals** — Gives employees the right to internal and external review of employment decisions (except dismissals, which are handled separately), with strict time limits and procedures.\n\n- **Applies differently to different agencies** — Uses a complex schedule to apply employment rules differently to specific bodies like TAFE SA, police, fire services, health workers, and various boards and authorities.\n\n**Who it affects:**\n- All South Australian public sector employees, including permanent, temporary, and casual staff\n- Chief executives and senior managers of government agencies\n- The Commissioner for Public Sector Employment\n- Various specific agencies listed in Schedule 1 (like emergency services, health authorities, and registration boards)\n\n**Why it matters:**\nThis is the operational rulebook for South Australia's public service. It protects employee rights (like return rights and review processes), ensures transparency in hiring and reporting, and gives flexibility for agencies to manage their workforce while maintaining fairness standards."},"summary":{"complexity_score":1,"scope_assessment":{"changed":false,"description":"Scope assessment is not possible. The submitted content contains no legislative text — only a 404 error page from the SA legislation website. No comparison between original intent and enacted provisions can be made."},"complexity_factors":["No legislative text was provided — only a website error page was submitted for analysis","Cannot assess complexity of the underlying regulations without access to their content","Score of 1 reflects absence of analysable material, not simplicity of the law itself"],"plain_english_summary":"## ⚠️ Content Unavailable\n\nThe legislation you've attempted to analyse — the **Public Sector Regulations 2025 (SA)** — could not be retrieved. The link provided returns a **404 'Page Not Found' error** from the South Australian legislation website.\n\nThis means the actual text of the regulations was not supplied for analysis. This may be because:\n- The URL or bookmark was created **before 24 March 2026** and is now incompatible with the updated SA legislation website\n- The regulations may have been **renumbered, renamed, or moved**\n- There may be a **technical fault** with the website\n\n**What you can do:**\n- Visit [www.legislation.sa.gov.au](https://www.legislation.sa.gov.au) and search directly for 'Public Sector Regulations 2025'\n- Report broken links to: OPCWeb@sa.gov.au\n\n*No substantive legal analysis can be provided without the actual legislative text.*"}},"importantCases":[],"_links":{"self":"/api/acts/public-sector-regulations-2025","history":"/api/acts/public-sector-regulations-2025/history","analysis":"/api/acts/public-sector-regulations-2025/analysis","conflicts":"/api/acts/public-sector-regulations-2025/conflicts","importantCases":"/api/acts/public-sector-regulations-2025/important-cases","documents":"/api/acts/public-sector-regulations-2025/documents"}}