Every job ends differently. You might resign and move on to something else, your employer might decide your role isn’t continuing, or a casual role might simply stop being rostered without either side making it official. Which of these applies to you determines what you need to do first, starting with notice.
Giving notice when you’re resigning
If you’re in a permanent role and decide to resign, the notice you need to give comes from whichever document sets out your pay and conditions, your award, enterprise agreement, or employment contract. If none of these mention notice, you’re not legally required to give any, though it’s considered good practice to give some so your employer has time to adjust.
You can give notice verbally, but it’s worth putting it in writing too, including the date you intend to work until. This gives both you and your employer a clear record of when your employment ends.
If your employer ends your employment
If your employer is the one ending things, they generally need to give you notice based on how long you’ve worked there:
- Less than 1 year: 1 week
- 1 to 3 years: 2 weeks
- 3 to 5 years: 3 weeks
- More than 5 years: 4 weeks
You could also be entitled to an extra week if you’re over 45 and have worked there for at least two years. If your employer doesn’t want you to work out this notice period, they can pay you instead of having you come in. This is known as payment in lieu of notice.
There are exceptions. Your employer doesn’t need to give any notice if you’re dismissed for serious misconduct. If your role is being made redundant because the business no longer needs it done, you may be entitled to separate redundancy pay on top of your notice. This doesn’t apply to everyone. Casual employees, staff who’ve worked there for less than 12 months, and staff at small businesses with fewer than 15 employees generally aren’t entitled to redundancy pay, even if the redundancy meets all the legal requirements.
Casual work and notice
A casual role doesn’t come with the same notice requirements as a permanent one. Since there’s no ongoing guarantee of shifts on either side, a casual role can end because you stop being available or because you’re no longer being rostered on, without a formal resignation or dismissal taking place. Neither side is usually required to give notice in this situation, though it’s still worth letting your employer know your last day, or checking in if you’re unsure whether you’re still expected on the roster.
We’ve covered how casual work differs from part-time and full-time roles, including what that means for entitlements, in our article on the difference between casual, part-time, and full-time work.
Your last day
On your last day, you should be paid for every hour you’ve worked, including any penalty rates (extra pay for things like weekend or public holiday shifts) or allowances owed. You may be asked to return anything belonging to the workplace, like uniforms or equipment, and some employers use the opportunity to ask for feedback on your way out. You’ll usually get a final payslip covering the period between your last regular pay and your final day.
What your final pay includes
Your final pay is the last payment you receive after your employment ends. Along with pay for hours worked, it should include:
- Any unused annual leave you’ve built up, plus leave loading if your job includes it, an extra percentage some workers are paid on top of their normal rate while on leave
- Payment in lieu of notice, if your employer chose not to have you work out your notice period
- Redundancy pay, if your role was made redundant & you meet the requirements
- Accrued long service leave, extra paid leave you may be entitled to after many years with the same employer
Not every item applies to every situation. A casual role ending, for example, usually won’t involve any of these, since casual employees don’t build up annual leave in the same way.
What doesn’t get paid out
Unused sick and carer’s leave isn’t paid out when your employment ends, no matter how much you’ve built up. This is different to annual leave, which does get paid out. It’s worth understanding the difference well before you leave a job, since it’s an easy detail to miss if you’ve been saving personal leave rather than using it. We’ve covered this in more detail in our article on sick leave vs personal leave.
When you should get paid
Most employers need to pay your final pay within seven days of your last day, though the exact timing can depend on your award or employment contract. Superannuation, the retirement savings your employer contributes on your behalf, is a separate process. Since 1 July 2026, employers have needed to pay super at the same time as wages rather than once every three months, and it needs to reach your super fund within seven business days of payday. This applies to your final pay too.
What to do if something doesn’t add up
If your final pay looks off, start by checking it against your payslips and the hours you’ve actually worked. It’s reasonable to ask your employer or payroll to explain how it was worked out. If you’ve asked and things still don’t line up, the Fair Work Ombudsman has free tools and guidance that can help you work out what you’re owed.
Note: information is accurate as of September 2026, but workplace rules around pay and leave are reviewed regularly, so it’s worth checking the Fair Work Ombudsman directly if you want the specifics that apply to your situation.
If you’re new to working life and want to build a broader understanding of how jobs work, you can find more in our Jobs & Careers section.
