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Queensland regulation
This is a Queensland government regulation that sets out the rules for superannuation (retirement savings) contributions for Queensland State public sector employees — people who work for Queensland government departments, agencies, and certain government-owned companies.
It came into effect on 1 July 2023 and replaces the previous 2022 version of the same regulation.
Not everything you're paid counts toward super calculations. This law specifies that regular wages and certain extra payments (like shift loadings and commissions) count, but termination payouts for unused sick leave or annual leave do not.
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Direct links to the current provisions in Superannuation (State Public Sector) Regulation 2023.
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View on official registerSourced from Queensland Legislation (legislation.qld.gov.au), CC BY 4.0.
It tells both employers and employees how much they must contribute to super and how often those payments must be made. The rates depend on which 'category' the employer falls into (Part 1 or Part 2 employers, as listed in a separate government notice).
Key rate example: Many employees have their employer paying 12.75% of their salary into super.
Some employees can nominate (choose) how much of their own pay they contribute to super. For certain Part 2 employees, the choices are limited to 2%, 3%, 4%, or 5%.
If you're injured at work and receiving workers' compensation payments instead of your normal pay, your employer must keep paying super as if you were still working normally.
For most listed government employers, if you take parental leave (either long parental leave or unpaid parental leave), your employer must keep paying super contributions for the first 52 weeks of that leave — even if you're not receiving full pay during that time.
If employer contributions would exceed the concessional contributions cap (the annual tax-free limit on super contributions, currently $30,000), employers and employees can agree in writing to reduce the salary used for calculating contributions, keeping you within the limit and avoiding extra tax.
If your pay is set as an all-inclusive package (salary + super + benefits bundled together), you and your Part 1 employer can agree on a super rate — as long as it's at least the minimum required by federal law.