Victorian VPS cultural and ceremonial leave: what First Nations staff should check
This common policy explains the separate pathways for employees of Aboriginal or Torres Strait Islander descent: one paid day per calendar year for NAIDOC Week activities, specified community meetings, use of accrued leave for qualifying annual general meetings, and up to three paid ceremonial days in a year of employment. NAIDOC and paid ceremonial leave do not carry forward or pay out on termination.
How it works in practice
Check which category fits. The policy says the ceremonial entitlement is not discretionary in the way it was under earlier agreements when the applicable notice and evidence conditions are satisfied. It asks employers to consider cultural responsibilities, the relationship or event and travel time. If prior discussion is not practicable, notify the employer and lodge the request as soon as practicable on return, with any required documents.
Ceremonial leave is separate from compassionate leave; other leave may also be available. If a roster makes attendance difficult, ask who can arrange cover and what evidence is genuinely required. Consider involving an Aboriginal employment contact for culturally informed handling rather than explaining sensitive details to people who do not need them.
Source and status
This Victorian Public Service common policy was listed as updated 3 April 2025. It guides clause 67. The Victorian Government says common policies prevail over inconsistent agency policies, while the agreement and applicable legislation prevail over the common policy. Check coverage before relying on it, particularly outside the Victorian Public Service.
Read the official policy PDF and check the common policy register. General information only.
Read the official policy PDF on this page
© Copyright State Government of Victoria. Unaltered copy of the official source PDF, reproduced under Creative Commons Attribution 4.0. Check the official source for later updates.
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