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.
What Employers Across Australia Must Know
When an employee is injured and holds multiple jobs, 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
Understanding multiple jobs & workers compensation implications is different across each state/territory. We summarise some key aspects:
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
Insights for Employers
We always recommend reviewing current legislation or discussing with an expert before making decisions. Some key insights for employers include:
- Always disclose employment details when requested by the insurer
- Coordinate with other employers if your worker holds multiple jobs
- Act promptly, as delays can affect your worker’s benefits and recovery
Need Help Navigating Workers Compensation?
ABILITY GROUP proudly supports employers by:
- Interpreting state-specific obligations
- When appropriate, liaising with insurers and other employers
- Ensuring compliance and helping injured workers return to work safely
- Helping minimise claim-related premium impacts
Our ABILITY GROUP team can help guide you through the complexities of managing multi-job injury claims, enabling you to focus on your workers and business.
Further information
Source: Icare
Title: Pre-injury average weekly earnings fact sheet: Concurrent employment
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