FAQs - Weekly Compensation, Leave and Payroll

Who manages WorkSafe Payments?

Schools are responsible for managing any over/underpayments of salary to WorkSafe claimants as well as ensuring employee entitlements are paid/ceased where appropriate.

Select the link to the Managing WorkSafe or WorkSafe Policy Guide

How should I manage an Employees WorkSafe Leave and Payroll?

When an employee lodges a WorkSafe claim for weekly benefits (a time lost claim) and presents a WorkSafe Certificate of Capacity, leave is recorded by schools on eduPay as being ‘personal leave pending WorkSafe’. The dates entered on Certificates are the dates used for leave recording purposes.

For these claims CGU Workers Compensation (CGU) will notify the claimant and the principal in writing of the acceptance or rejection of the claim within 28 days of having received the claim. If the claim is rejected by CGU, leave will continue to be recorded as ‘personal leave’ on eduPay.

If the claim is accepted by CGU the employee’s leave and payroll record should be immediately adjusted to the appropriate WorkSafe leave code.

It is Schools who are responsible for the recording of WorkSafe leave and related payroll transactions on eduPay. When Schools receive WorkSafe certificates, they are responsible to record the leave on eduPay and forward the WorkSafe certificates to CGU.

For operational information of WorkSafe leave recording refer to WorkSafe Leave and Payroll Procedures

When are employees entitled to WorkSafe Weekly Benefit Payments?

Injured employees may be entitled to compensation for loss of earnings (weekly benefits) by lodging a WorkSafe Worker’s Claim for Compensation Form and a WorkSafe Certificate of Capacity with their principal.

WorkSafe weekly benefits are calculated as a percentage of the employee’s average gross weekly wage.

Comprehensive information concerning management and administration of WorkSafe claims is in the Managing WorkSafe and WorkSafe Policy Guide

How are Worker’s Earning Details Calculated (PIAWE)?

The 'WorkSafe Employer’s Claim Report' form (section 6 Workers Earnings detail) requires details of the injured worker's weekly pay prior to injury. This is the pre-injury average weekly earnings (PIAWE).

This is calculated on an individual basis and includes Higher Duties allowances.

When calculating the PIAWE for Principal Class Officers’ WorkSafe claims, deduct the Employer Superannuation Contribution from their total remuneration package.

Please contact the Schools HR Services on 1800 641 943 for advice on the PIAWE calculation.

What is WorkSafe “Make-Up Pay” (MUP)?

The Department is required to pay Make-Up Pay (MUP) to injured employees to bridge the gap between the legislated WorkSafe weekly benefit and what the injured worker would be entitled to be paid had they not been injured.

Make-Up Pay is payable in respect of a particular injury or incapacity for a continuous period of 52 weeks, or an aggregate of 261 working days if the absence is not continuous.

For further details refer to the Managing WorkSafe and the WorkSafe Policy Guide.

If an Employee is ceased does it affect their WorkSafe Entitlement?

Section 155A of the Accident Compensation Act 1985 requires employers keep an injured worker’s position open for 12 months from the date of claim’s acceptance. If the worker has a current work capacity during this period the employer must provide suitable employment.

Termination of a worker’s employment does not cease the employee’s entitlement to receive WorkSafe weekly benefits. Schools HR Services (contact number 1800 641 943) is responsible for the payment of weekly benefits to ceased employees.

If a school is aware that a WorkSafe claimant with an ongoing entitlement to weekly compensation payments employment will or has ceased, they should contact Schools HR Services to provide leave and payroll details to ensure the WorkSafe claimant continues to receive their weekly compensation payments in accordance with the legislation.