Official form guide
Form sts notice of requirements to take annual leave for temporar: Sts notice of requirements to take annual leave for temporary shutdown
The STS Notice of Requirements to Take Annual Leave for Temporary Shutdown is a template letter from the Fair Work Ombudsman. Employers use it to tell employees they must use accrued annual leave when the business temporarily shuts down.
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Form Overview
Fair Work Ombudsman Form sts notice of requirements to take annual leave for temporar - Sts notice of requirements to take annual leave for temporary shutdown
The STS Notice of Requirements to Take Annual Leave for Temporary Shutdown is a template letter from the Fair Work Ombudsman. Employers use it to tell employees they must use accrued annual leave when the business temporarily shuts down.
Risk Radar
Scan points- 1Most errors come from not giving the award‑specified notice period.
- 2Failing to check that the award permits directing annual leave
- 3Providing less notice than the award requires
- 4Leaving placeholder text in the final letter
- 5Not including required award clause or loading information
Plain English
If your workplace is closing for a set period, like over Christmas, you may be able to ask staff to take annual leave. This form helps you write a clear, legally‑compliant notice that includes the shutdown dates, reason and required notice period.
Submission Date
- Filing date: Provide the notice at least the minimum written period required by the relevant award – usually 28 days – before the shutdown begins.
- 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 your business is closing temporarily (e.g., over Christmas) and you want employees to use accrued annual leave.
- Only if the relevant modern award or enterprise agreement expressly permits directing annual leave for a shutdown.
- When you must give the minimum written notice required by the award (often 28 days).
- When you need a formal, documented notice that can be kept in employee records.
- Not for stand‑downs, redundancies, or situations where employees lack sufficient accrued leave.
Form selector
Use this form or another form?
Stand‑down of work
Stand‑down affects wage entitlements differently
✓ Verify stand‑down provisions in the award before using this form
Stand‑down notice (Fair Work template)
Redundancy or termination
Different legal obligations and severance pay
✓ Check if the role is being eliminated rather than a temporary shutdown
Insufficient annual leave balance
Employee may need to work without pay or negotiate other arrangements
✓ Confirm leave balance and discuss alternatives before issuing this notice
Deadline or filing window
Give the notice at least the minimum period (often 28 days) before the shutdown starts, unless the award or employee agreement allows a shorter notice.
Before you submit
- 1Print the letter on your business letterhead.
- 2Insert the correct date at the top of the letter.
- 3Enter the employee’s full name and residential address.
- 4Specify the exact clause number and award title that permits the direction.
- 5Provide the shutdown start and end dates and a clear reason for the shutdown.
- 6State the notice period you are giving (e.g., 28 days) and the date the notice is given.
- 7Include your phone number for employee queries.
- 8Delete all purple explanatory text and any placeholder brackets.
- 9Hand‑sign or add a digital handwritten signature.
- 10Deliver the letter to the employee at least the required notice period before the shutdown begins.
- 11Keep a signed copy for your records.
How to file this form
- 1Download the template from the Fair Work Ombudsman website.
- 2Replace all red‑highlighted placeholders with your business and employee details.
- 3Delete the purple explanatory notes once the letter is completed.
- 4Print on official letterhead and sign the document.
- 5Provide the letter to the employee (email or hard copy) ensuring the notice period is met.
- 6File the signed copy in the employee’s personnel file.
- 7Record the notice in your payroll/leave management system.
Known limitations
- 1Template is generic; it does not replace legal advice.
- 2Only applicable where the award explicitly permits directing annual leave for a shutdown.
- 3Does not cover situations where the employee lacks enough accrued leave – separate pay arrangements may be needed.
- 4Public holidays are excluded from the leave requirement, but the template does not calculate them automatically.
- 5Annual‑leave loading and other award‑specific payments must be checked separately.
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.
Almost done reviewing the fields?
Fillable formOpen in Editor->The template was last updated in May 2023 and remains the current Fair Work Ombudsman guidance for directing annual leave during a temporary shutdown.
What changed or needs a fresh check
- Confirm the award allows annual‑leave direction for a shutdown (award clause reference).
- Verify the minimum notice period required by the award (commonly 28 days).
- Check that public holidays within the shutdown period are excluded from the leave requirement.
- Ensure any annual‑leave loading or penalty rates required by the award are noted.
- Update the template with current business name, employee details, dates, reason, and contact information.
Quick Facts
Sources
- SRCForm p.1Definition of temporary shutdown and award requirement to direct annual leave.
- SRCForm p.2Minimum written notice (often 28 days) and need to check award for exact period.
- SRCForm p.2Instruction to replace red <> text with employee‑specific details.
- SRCForm p.3Template letter wording, including clause and award placeholders, public holiday note, and notice period statement.
- SRCForm p.3Guidance on insufficient accrued leave and possible payment of ordinary wages.
- SRCForm p.4Reminder to seek advice via Fair Work Infoline 13 13 94 and that the template is general in nature.
- SRCNot confirmed in official sourceexact list of awards that permit this direction.
- SRCNot confirmed in official sourcewhether digital signatures are formally accepted.
Common confusion points
Mixing up a temporary shutdown with a stand‑down – they have different entitlements.
Assuming the 28‑day notice applies to all awards without checking the specific award.
Including public holidays as part of the required annual leave.
Failing to delete the purple explanatory text before sending the letter.
Not confirming whether the employee has enough accrued leave before issuing the notice.
Overlooking award‑specific annual‑leave loading or penalty rates.
Using the template for employees not covered by an award (e.g., casuals).
Sending the notice after the required notice period has elapsed.
Source transparency
Copyright & Licensing — Australian Government Forms
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