Official form guide
Form agreement to cash out annual leave: Agreement to cash out annual leave
The Agreement to Cash Out Annual Leave form is a Fair Work Ombudsman document that records a worker’s consent to receive payment instead of taking accrued annual leave. Use it when an employer and employee agree to cash out part or all of the employee’s leave entitlement.
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Form Overview
Fair Work Ombudsman Form agreement to cash out annual leave - Agreement to cash out annual leave
The Agreement to Cash Out Annual Leave form is a Fair Work Ombudsman document that records a worker’s consent to receive payment instead of taking accrued annual leave. Use it when an employer and employee agree to cash out part or all of the employee’s leave entitlement.
Risk Radar
Scan points- 1The most common mistake is cashing out more than 10 days of leave in a year.
- 2Exceeding the 10‑day annual cash‑out limit
- 3Cash‑out without a written agreement
- 4Incorrect leave balance used
- 5Missing employee signature
Plain English
If you and your boss decide you’d rather get money for your holiday time, you’ll need to fill out this simple agreement. It just captures the details of how much leave you’re cashing out and the payment you’ll receive.
Submission Date
- Filing date: Complete and sign the form before the cash‑out occurs, typically at the time of the payroll run or when the leave is scheduled to be paid.
- Preparation window: collect IDs, supporting records, and signatures in advance.
- Final review: verify names, dates, and required fields before submission.
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What this form is for
- When an employee wants cash instead of taking time off
- When the employer offers a cash‑out as part of a flexible work arrangement
- When the cash‑out is part of a redundancy or termination payout
- When the employee’s leave balance is sufficient for the requested cash‑out
Form selector
Use this form or another form?
Requesting unpaid leave
No payment involved
✓ Use only if no cash is paid
Termination of employment
Records end of employment details
✓ Not for cash‑out only
Changing work hours
Adjusts hours, not leave cash‑out
✓ Use for schedule changes
Deadline or filing window
The agreement must be signed before the payroll date on which the cash‑out payment will be made.
Before you submit
- 1Employee’s full name and ABN (if applicable) entered correctly
- 2Accurate leave balance reflected
- 3Cash‑out days do not exceed 10 days in the year
- 4Payment amount calculated using the employee’s ordinary rate of pay
- 5Both employee and employer signatures present
- 6Date of agreement filled in
- 7A copy retained by the employer for at least 7 years
- 8Employee receives a copy of the signed agreement
How to file this form
- 1Obtain the latest Agreement to Cash Out Annual Leave form from the Fair Work Ombudsman website
- 2Enter employee details and leave balance
- 3Agree on the number of days to cash out (max 10)
- 4Calculate the payment amount and record it
- 5Have both parties sign and date the form
- 6Provide a copy to the employee and store the original with payroll records
Known limitations
- 1Only applicable to full‑time or part‑time employees, not casuals
- 2Cannot be used for long service leave or other types of leave
- 3Limited to 10 days per employee per year
- 4Employer must retain the original for audit purposes
Field map
Compact field-by-field guide
Applicant
1 items
Full name (and representative, if any), postal address, email, and phone number of the person or organisation lodging the application.
Respondent
1 items
The exact legal name and ABN of the employer or other party the application is made against.
The Matter
2 items
Identify the kind of matter — for example, unfair dismissal, general protections, or an agreement application.
A clear description of what happened, relevant dates, and the outcome you are seeking.
Dates
1 items
Relevant dates such as the date of dismissal or the date the issue arose — these determine whether you are within time.
Supporting
1 items
Any documents that support your application, such as letters, contracts, or notices.
Declaration
1 items
Sign and date the form. Applications may also require a fee or an application for a fee waiver.
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Fillable formOpen in Editor->The form is currently valid for the 2024‑25 financial year. No major revisions have been announced recently.
What changed or needs a fresh check
- Confirm the form header shows the latest Fair Work Ombudsman branding
- Check that the maximum cash‑out limit (10 days) is still stated
- Verify there is a field for both employee and employer signatures
- Ensure the date format matches Australian DD/MM/YYYY
Quick Facts
Downloads & source
Sources
- SRCForm title and issuing agency inferred from name and agency code
- SRCMaximum 10‑day cash‑out limit based on Fair Work Act provisions
- SRCRequirement for written agreement and signatures from Fair Work guidelines
- SRCRetention period (7 years) aligned with standard payroll record‑keeping rules
- SRCNot confirmed in official source: exact layout of the form fields
- SRCNot confirmed in official source: whether casual employees are excluded
Common confusion points
Mixing up cash‑out of annual leave with cash‑out of personal/carer leave
Assuming casual employees can cash out leave
Forgetting the 10‑day annual limit
Not calculating payment using the ordinary rate of pay
Leaving the form unsigned or missing a date
Failing to give the employee a copy of the signed agreement
Source transparency
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