Workers’ Comp for Multiple Jobs in Australia

by | Nov 26, 2025 | Breaking News, Consulting, Work Health & Safety

When an employee is injured and holds more than one job, navigating workers’ compensation can be complex. Each Australian state and territory has its own rules for calculating Pre-Injury Average Weekly Earnings (PIAWE) and determining entitlements. Here’s a breakdown of your obligations and how multiple jobs are handled across jurisdictions.

Read more: Workers’ Comp for Multiple Jobs in Australia

Managing Injured Workers with Multiple Jobs: What Employers Across Australia Must Know

When an employee is injured and holds more than one job, navigating workers’ compensation can be complex. Each Australian state and territory has its own rules for calculating Pre-Injury Average Weekly Earnings (PIAWE) and determining entitlements. Here’s a breakdown of your obligations and how multiple jobs are handled across jurisdictions.

State-by-State Overview of PIAWE for Multiple Jobs

New South Wales (NSW)

  • PIAWE Calculation: Sum of earnings from all employers.
  • Example: $1,000/week from Job A + $500/week from Job B = $1,500/week total PIAWE.
  • Employer Obligation: Provide accurate wage details. The insurer will collect data from other employers.
  • Source: icare NSW Concurrent Employment Fact Sheet

Victoria (VIC)

  • PIAWE Calculation:
    • Full-time: Highest hourly rate applied to 38 hours.
    • Part-time: Average hourly rate across all jobs × total hours worked.
  • Employer Obligation: Submit wage records promptly and confirm employment status.
  • Source: WorkSafe VIC Claims Manual

Queensland (QLD)

  • PIAWE Basis: Determined by the state of connection—where the worker usually works.
  • No formal formula, but insurers typically consider all earnings.
  • Employer Obligation: Confirm employment details and assist with state-of-connection checks.

ACT & Comcare

  • Guidance: No explicit rules for multiple jobs.
  • Employer Obligation: Provide wage details and cooperate with claim administration.

SA, TAS, WA, NT

  • Guidance: Limited public information.
  • Practice: Insurers often aggregate earnings similar to NSW/VIC.
  • Employer Obligation: Respond quickly to insurer requests for wage data

Comparison

NSW- Sum of earnings from all employers

VIC- Structured: highest rate for full time, average for part time

QLD- Based on state of connection; no detailed formula

ACT / Comcare – No explicit guidance, insurers request wage details

SA – No specific rules, insurers likely aggregate earnings

TAS – No detailed guidance, general principles apply

WA- No published guidance, insurers likely aggregate earnings

NT – No published guidance, insurers likely aggregate earnings

Key Takeaways for Employers

  • Always disclose employment details when requested by the insurer.
  • Coordinate with other employers if your worker holds multiple jobs.
  • Act promptly—delays can affect your worker’s benefits and recovery.

Need Help Navigating This?

ABILITY GROUP supports employers by:

  • Interpreting state-specific obligations.
  • Liaising with insurers and other employers.
  • Ensuring compliance and helping injured workers return to work safely.

Let ABILITY GROUP guide you through the complexities of managing multi-job injury claims, so you can focus on recovery and resolution.