2025 Federal Election - FAQs

​​Introduction 

This document covers employment related questions following the calling of a federal election. 

Impacts to employment are guided by Section 14 of the Members of Parliament (Staff) Act 1984 (MOP(S) Act), which sets out the triggers for an automatic termination and the Members of Parliament (Staff) (Employment Arrangements) Determination 2025 which outlines deferral periods. The MOP(S) Enterprise Agreement 2024-27 (EA) outlines terms and conditions of employment.  

This animation video will provide you with an understanding of the process, as well as the tools, resources and supports that are available to you. 

If you have any additional questions, please feel free to reach out to the relevant contacts below. 

• The PWSS HR Advice team provides advice and support to parliamentarians and their staff on employment conditions.  The team can be contacted during business hours (9am to 5pm AEST/ADST) on 1800 747 977 (Option 2) or by email at hr@pwss.gov.au.  
• The PWSS Counselling and Support team provide 24/7 confidential trauma-informed support and assistance and can be contacted on 1800 747 977 (Option 1) or by email at support@pwss.gov.au.  Alternatively, you can SMS 0487 112 755.  
• The Ministerial and Parliamentary Services (MaPS) Helpdesk provides advice on MoP(S) Act employee remuneration and final entitlements and can be contacted on (02) 6215 3333 (Option 3) or via email at mpshelp@finance.gov.au.  
• The PBR Office Expenses team can be contacted for office expenses support on (02) 6215 3333 (Option 2) or via email at mpshelp@finance.gov.au.  
• IPEA provides advice on travel expenses and can be contacted on (02) 6215 3000 or via email at enquiries@ipea.gov.au.  

Counselling and Support 

Where can I access counselling and support?  

We appreciate that change affects everyone differently and it is not uncommon to experience a range of emotions over the coming weeks. The Parliamentary Workplace Support Service (PWSS) is available for support on 1800 747 977 (Option 1) or SMS to 0487 112 755. The PWSS are an independent and confidential support service available 24/7 for current or former MOP(S) Act staff and parliamentarians.   

You and your family can also seek assistance and support by contacting the Employee Assistance Program. The EAP is an independent professional counselling service available 24/7 by contacting 1300 360 364.   

Automatic termination and deferral periods 

What is an automatic termination of employment?  

Section 14 of the Members of Parliament (Staff) Act 1984 (MOP(S) Act) outlines certain events which trigger an automatic termination of employment for staff. These triggers are linked to changed arrangements for your employing parliamentarian, and the timing of those events.  

How do I determine any impact to my employment when the election is called? 

If your employing parliamentarian is impacted by a trigger event that terminates employment, your employment may be affected. There are many variables that determine impacts to employment, including whether your parliamentarian is standing or not standing at the next election, if they are elected or not elected, and if they cease to hold a relevant office. Circumstances are also dependent on whether you are an electorate or personal employee, and your employment type (ongoing, non-ongoing or casual). 

To assist with determining any impacts to your employment, we have developed a Deferral Advice Tool.  There are also resources available on the PWSS election page. 

The PWSS HR Advice team will write to you if you are affected by an automatic termination trigger event to advise of your individual circumstances and next steps.  

When referring to automatic terminations, what is a ‘deferral period’?   

A ‘deferral period’ is a period of time between an automatic termination trigger event and your cessation date. Instead of an automatic termination taking effect immediately, for some employees termination can be deferred for a period of time, as prescribed in the Employment Arrangements Determination 2025. 

In some circumstances, the Special Minister of State (SMOS) may determine an alternative deferral period. If this occurs, impacted staff will be advised.  

For non-ongoing employees termination will be deferred until the earlier of the employees current employment agreement, or the end of the deferral period that applies. For example, if a non-ongoing employee has four weeks remaining on their contract at the trigger of the termination, and there is a prescribed eight-week deferral period, the deferral of termination would only be four weeks instead of eight so as to not extend their current contract of employment.  

For casual employees no deferral period applies, and employment will cease on the day of the trigger event under Section 14 of the MOP(S) Act. This means that casual employees must have their Record of Hours approved before their parliamentarian ceases and cannot work as a casual MOP(S) Act employee past this date.  

Are there impacts to my employment if my employing parliamentarian is re-elected?  

There are circumstances where electorate employees may not be impacted by an automatic termination. Mainly, if your employing parliamentarian is re-elected and they are not an ‘office-holder’ (i.e. a person who holds a relevant office or a parliamentarian who holds a section 4 determination to employ personal staff), there is no automatic termination trigger for electorate staff.  

There is no automatic termination for electorate employees in the instance that their employing parliamentarian has their relevant office revoked by the Governor-General and on the same day is appointed another relevant office or starts to be covered by a Section 4 Determination. Please note that this circumstance would trigger an automatic termination of employment for personal employees.  

The Deferral Advice Tool can provide further information to assist individuals in determining what circumstances apply to them.  

If my employing parliamentarian is defeated at the election, what happens to my employment?  

For personal and electorate employees of Members and Territory Senators: 

When a Member or Territory Senator is defeated at election, the day on which they are taken to have ceased is the day before polling day. For casual employee’s employment ceases on the day of the automatic termination trigger event (which is the day before polling day).  

The following deferral period applies to ongoing and non-ongoing, personal and electorate employees of Members and Territory Senators: 

For personal and electorate employees of State Senators: 

When a State Senator is defeated at election, the day on which they are taken to have ceased is the last day of their term, being 30 June following the election. For casual employee’s employment ceases on the day of the automatic termination trigger event (which is 30 June following the election) if not before.  

The deferral period for electorate and personal employees is as follows: 

Who can I contact if I want to further discuss my employment arrangements?  

The PWSS HR Advice team can assist you and can be contacted during business hours (9am and 5pm AEST/ADST) by phoning 1800 747 977 (Option 2) or by emailing hr@pwss.gov.au. Before you contact us, we recommend that you first try the Deferral Advice Tool and review the resources available on the PWSS website.  

How do I determine which date is the ‘trigger’ for the automatic termination?  

There are a number of trigger events which are detailed at Section 14 of the MOP(S) Act. The deferral period is calculated from the trigger event date. For example, if the trigger event is the day on which your employing individual ceased to be a parliamentarian at the dissolution of the House of Representatives, and you have an eight week deferral period, then the eight week deferral period commences on the day the House of Representatives is dissolved, and your employment ceases eight weeks later. 

If your employment is impacted by an automatic termination trigger, you will be contacted by the PWSS with relevant information.  

What do I do during the deferral period?  

During the deferral period, you remain a MOP(S) Act employee, and it is expected you will continue to undertake the duties of your role. However, you may also use this period to seek alternative employment or apply to take leave. Any queries about your employment during this time should be referred to the PWSS HR Advice team, at hr@pwss.gov.au.  

What is the Notification of employment status form? 

All MOP(S) Act staff who are impacted by an automatic termination trigger event will need to complete the Notification of employment status form to inform MaPS and the PWSS of your future employment intentions. 

What if I do not want to stay a MOP(S) Act employee for the entire deferral period?  

You do not have to remain a MOP(S) Act employee for the duration of your deferral period. In order to request a shortened deferral date, you will need to complete the Notification of employment status form and select the option to seek approval from the SMOS to bring forward the end of deferral of termination. Once the form is submitted, a request will be submitted to the SMOS who will consider the request and if agreed, sign a direction to shorten the deferral date.   

How does this affect employees on parental leave?   

In the instance that an employee is absent from duty and in receipt of pay in accordance with clauses 55.7 and 55.8 of the EA and their employment is subsequently terminated in accordance with Section 14 of the MOP(S) Act, the employee is entitled to receive payment equal to the amount the employee would have been entitled to had the employee’s employment not been terminated. This payment is less than any payment the employee has already received for the period of absence from duty.  

If you are on a period of leave and your employment is impacted, the PWSS HR Advice team will provide advice on your individual circumstances to your personal email address.  

I am an APS employee on leave without pay. How does this impact an automatic termination?  

If you are currently on leave from the APS, it is expected that you will make the necessary arrangements to return to your home department as soon as possible prior to the end of the deferral period. As an APS employee on leave without pay to undertake MOP(S) Act employment, you are not eligible for severance benefits under the EA.   

If you are returning to your APS agency prior to the end of your deferral period, you will need to complete the Notification of employment status form and select the option to return to public sector employment. Once the form is submitted, it will assist MaPS with transferring your accrued leave entitlements to your APS agency.   

Alternatively, if you have resigned, or intend to resign from your APS agency, the resignation must take effect before the termination date of your MOP(S) Act employment for severance benefits to be paid under the EA. Severance benefits will be paid at your MOP(S) Act salary and allowance rates (as applicable) and are only based on the length of your continuous MOP(S) Act service.  

Authorisations and approvals 

What travel arrangements will be supported during the deferral period?  

During a deferral period, travel for official business is generally approved between an electorate or other office, and Canberra. Requests to undertake travel on official business between other locations will be assessed on a case-by-case basis.   

Does an authorised officer continue to hold authority to grant approvals during a deferral period?  

This is contingent on whether your employing individual has ceased to be a parliamentarian. 

If your employing individual has ceased to be a parliamentarian, then they and the authorised officer no longer hold authority to grant approvals. In this case, for employees in deferral, the CEO (or delegate) of the PWSS can step in to exercise most of the powers of an employer. For example, the CEO may provide approval for matters relating to leave or travel and this is coordinated by the PWSS HR Advice team. 

If your parliamentarian is standing for re-election, and the results are not yet known, their powers continue for the purposes of leave or travel. Additionally, in cases where a parliamentarian is re-elected but they have personal staff in deferral they would continue to hold authority to grant approvals for their staff in deferral as they are still a parliamentarian. 

During a deferral period, where do I send my request for travel or leave in the absence of an authorised officer?  

Requests for travel or leave in the absence of an authorised officer, must be directed to the PWSS HR Advice team at hr@pwss.gov.au. There are templates available on the PWSS website to ensure that you provide all the necessary information for your request to be considered, and must be provided prior to any travel being undertaken. This mailbox is monitored during business hours (9:00am – 5:00pm AEST/ADST) and you should provide 24 hours processing time where possible. 

What should I do once I receive PWSS approval for travel?  

Once your travel has been approved by the PWSS delegate, you will receive an email confirmation from the HR Advice team and you will need to complete the relevant form (below) in order for your travel to be processed and paid by IPEA.  

• For travel and motor vehicle allowance, please use the Staff travel and/or motor vehicle allowance claim form 
• For travel expense reimbursement (such as Uber or taxi) please use the Staff travel expenses reimbursement claim form.  

Completed forms and the email from PWSS approving the travel can be sent through to forms@ipea.gov.au for processing.    

How do I seek approval to work from an alternative work base during the deferral period?  

Information on working from an alternative work base can be found on the MaPS website.  

For MOP(S) Act employees whose employing individual has ceased to be a parliamentarian, the PWSS delegate will need to first endorse any alternate work base requests (in place of a parliamentarian or authorised officer). Please email your request to hr@pwss.gov.au. If approved, the PWSS will liaise with MaPS to progress your request to the office of the Special Minister of State for consideration.  

I have an approved working from home arrangement, during the deferral period does this remain in place? 

Information on working from home arrangements can be found in the Working from Home Guideline. Any pre-existing working from home arrangements will need to meet the requirements as outlined in section 16-22 of the Guideline. This includes that your arrangement has been previously approved by your employing parliamentarian (if less than 5 consecutive days) or by the Special Minister of State (in all other circumstances). If your current arrangement meets these requirements and is documented, you are not required to seek further approval and may continue during a deferral period. 

Any changes to your existing arrangement, or a new request to work from home will require endorsement by your employing parliamentarian or authorised officer, or in the case where your employing individual has ceased to be a parliamentarian, the PWSS delegate. 

We have outstanding invoices that need to be paid during a deferral period.  What do we do with these?  

The PBR Helpdesk at MaPS can assist with any office expenses and PEMS enquiries. They can be contacted on (02) 6215 3333 (Option 2).   

Post-Election 

If my parliamentarian is not re-elected, when does access to the APH suite cease? 

Defeated parliamentarians will have two weeks from the declaration of the poll to clear their suites or at a date negotiated with the applicable Entity Access Authority which includes the Serjeant-at-Arms, Usher of the Black Rod or Manager Ministerial Wing Support.   

Final Monies 

If my employment is terminated, will I receive a severance benefit?  

You can find information regarding severance benefits for eligible ongoing employees at clause 73 of the EA. It is recommended that staff read the relevant clause to determine eligibility, however, a table providing high level details of the benefit is below.   

Under clause 74 of the Enterprise Agreement severance benefits payable under clause 73 are increased by 30% if an employee’s MOP(S) Act employment terminates as a result of the employing parliamentarian ceasing to hold office per section 14 of the MOP(S) Act.  

The MaPS Helpdesk can assist you with any questions on final entitlements and can be contacted on (02) 6215 3333 (Option 3) or via email at mpshelp@finance.gov.au.  

Under what circumstances would I not be eligible for severance as an ongoing employee?   

There are some circumstances where severance is not payable, including but not limited to:   

• APS employees currently on leave for the purposes of undertaking MOP(S) employment;  
• employees on probation; and   
• employees who are re-employed under the MOP(S) Act without a break in MOP(S) Act employment (whether that employment is with the employee’s original parliamentarian or another).   

If I am terminated as a non-ongoing or casual employee, what am I entitled to? 

Non-ongoing employees, employees on probation and casual employees are not entitled to severance. Non-ongoing employees will have any remaining annual leave entitlements paid out upon cessation.  

If I am terminated, is a Career Transition Payment (CTP) available?  

A payment of up to $1,000 (GST inclusive) is payable to former MOP(S) Act employees for career transition counselling, training or financial advice in circumstances where severance benefits are payable. Eligibility criteria is outlined at clause 75 of the EA. This includes that the employee received severance, the counselling/training/financial advice must occur within 6 months of termination. Part-time employees are able to access the full amount.  

Pre-approval must be sought from the PWSS HR Advice team. The request should outline the intended service, date of service and expected cost. While services can be engaged prior to an ‘automatic’ termination of employment taking effect, the reimbursement is only processed following the termination. If approved, the costs may be paid by the PWSS to the service provider or will be borne by the employee and reimbursed by the PWSS upon the production of receipts. Further information on the CTP, is available on the PWSS website.    

Where do I find more information on my final entitlements for ceasing employment?  

MaPS have developed an extensive suite of guidance material and self-help tools to assist you, including advice on final entitlements and a final entitlements estimator. The estimator is best used once an expected date of cessation is known. If you require assistance completing the final entitlements estimator, please reach out to the MaPS Helpdesk on (02) 6215 3333 (Option 3) or at mpshelp@finance.gov.au  

When will I receive my final monies for ceasing employment?  

At the end of a deferral period, MaPS will conduct an audit of your employment file in order to calculate your final entitlement. Once complete, you will receive a letter that will clearly outline and provide a breakdown of the final monies that were, or will be, paid to you. 

Re-employment 

I have been told that I am going to be re-employed by my parliamentarian after my termination. Do I need a new contract?  

Yes, your previous agreement no longer stands following the automatic termination. Any staff who are re-commencing must complete a new employment agreement. This advice is included in the Notification of employment status form.  

Following termination, can I be re-employed by another parliamentarian?  

Yes. However, it is a matter for a parliamentarian to determine who is employed in their new office.  

Can I take a break in service to receive the severance benefit? 

Clause 73.6 of the Enterprise Agreement outlines that an employee may take a break in service (of at least 1 business day) in order to receive any eligible severance benefits. In order to do so, the employee will need to make an irrevocable written election during the severance pay period that they waive their option to have their prior service recognised for severance and/or annual leave purposes for the period of their current period of employment.  

Communication from the PWSS 

Will I receive formal communication from the PWSS about my employment?  

Yes, the PWSS HR Advice team will send correspondence to you via email regarding any impacts to your employment once confirmed.  

Glossary of Terms 

Within the Deferral Advice tool you will find a Glossary of Terms.