Benefits of working for us

We are a diverse and inclusive workplace where people of all ages, backgrounds and abilities feel safe, valued and respected. The principles of employee inclusion and embracing difference are strongly reflected in our culture and values.

We offer an exciting array of career paths and the opportunity to use your training and experience in roles where you will make a positive difference to the lives of many Queenslanders.

We encourage people of all ages, life stages, caring responsibilities, gender identity, sexual orientation, intellectual/physical abilities, cultural background and ethnicity to apply for positions with us.

We will support you in building a rewarding career while maintaining a healthy work-life balance.

Competitive salary and working conditions*

You will enjoy a range of competitive salary and working conditions including:

  • Salary and salary packaging  Each position within the department is given a salary range. A number of salary levels exist within each range. Your appointment to a salary level will depend on your qualifications and experience. In most cases, a new employee will commence at the first level of the advertised position’s salary range and will be eligible for an annual increase until the top of the salary range is reached for that position. The department also offers salary packaging for items such as superannuation contributions, motor vehicle leasing and electricity.
  • Competitive superannuation  While QSuper is the default superannuation scheme for Queensland Government employees, you are able to choose your superannuation provider. No matter who your provider, you can contribute between 2 and 5 per cent of your salary. This is matched by the compulsory employer contribution of between 10.5 per cent and 12.75 per cent. You can also make voluntary contributions, choose to salary sacrifice, transfer money from other funds or make and receive spousal contributions. Further information can be found on the For Government website.
  • Flexible working — Your hours of duty will vary depending on your occupation and type of employment. Some staff are employed on a roster or part-time, others may have variable hours and sometimes staff might have to work outside core business hours. The department has many types of flexible working arrangements available although this will depend on the role you are performing. (See “Support to maintain work-life balance” below).
  • Recreation leave  You will normally receive a minimum 20 working days per year (pro rata for part-time employees) for recreation leave plus 17.5 per cent leave loading. This can vary in certain regions, for example, in some northern and western parts of the state, you will receive recreation leave of 25 working days per year plus additional travel allowances. Some shift workers receive 25 working days per year plus allowances. Recreation leave may be taken at half pay.
  • Sick leave  You will be eligible for 10 working days sick leave (pro rata for part-time employees) each year on full pay that accumulates if not taken. This leave may be accessed for caring responsibilities of immediate family or household members.
  • Long service leave  You accumulate long service leave at the rate of 1.3 weeks per year of service. Generally, you are eligible for long service leave after 10 years, however you may be permitted to take long service leave for a pro-rata period after 7 years continuous service. Long service leave may be taken on half pay.
  • Remote and regional incentives  We offer a range of incentives to staff who are based in remote and regional locations across Queensland.

*Conditions of employment will vary for casual staff.

Our department recognises that, to better support Aboriginal peoples and Torres Strait Islander peoples, our staff should have cultural capability and understand the needs of our staff and clients.

The department also recognises that by working collaboratively with key stakeholder organisations, we facilitate a holistic approach to authentically engaging with our communities. Accordingly, all staff upon commencement undertake cultural capability training  as part of the Aboriginal and Torres Strait Islander Cultural Capability Action Plan.

Some positions may be identified as requiring the role to be undertaken by a person of Aboriginal and/or Torres Strait Islander background due to the particular client group and/or the nature of the work.

Support to maintain work-life balance

As part of our commitment to inclusion and diversity we offer a range of flexible work options which support our employees to maintain an optimal blend of work and life. These include:

  • Accrued time — (also known as flexi-time or accumulated time) where employees can work more than the standard daily or weekly hours and take the accrued time off later as a full or part-day.
  • Flexible start and finish times — work the usual number of hours, but vary start and finish times (within agreed spread of hours).
  • Remote work/Telecommuting — Remote work (or telecommuting) means working away from the central workplace—often at home. It can be for short periods or part of a long-term arrangement and can occur on set days or arranged as the work demands. Remote work may not be practical for all roles such as where the role requires:

    • face-to-face contact with customers, clients or team members
    • use of specialist, non-portable equipment
    • direct supervision
  • Compressed hours — a formal arrangement where normal, full-time hours are worked (e.g. 36 hours, 15 minutes a week) over fewer than normal days. This arrangement is often used to work a nine-day fortnight.
  • Part-time — regular predictable hours, less than full time.
  • Job sharing — sharing the duties of one job between two or more employees.
  • Leave at half pay — long service and recreation leave may be taken at half pay to extend the number of days that can be taken.
  • Purchased leave — Eligible employees may apply to access up to an extra 6 weeks leave over a year. While this is technically without salary, fortnightly deductions from your pay set aside money to fund this extra leave.
  • Parental leave — Eligible employees will be entitled to 14 weeks paid maternity/adoption leave. An employee may also be granted up to 2 years unpaid parental leave (inclusive of the 14 weeks paid leave) to be their child’s primary carer. Employees may also apply to work part-time until their children start school.
  • Carer’s Room — Our department is a family friendly workplace and our employees have access to a room which may be used for short-term emergencies when a dependent has an injury or non-infectious condition and other care is not available, or for staff who require a facility to breastfeed an infant or express milk.
  • Special leave — In any 12 month period, an employee may be granted up to 5 days leave that is reasonably required for an emergency situation or on compassionate grounds.
  • Cultural leave — Staff may access any of the leave types listed here in order to meet obligations under traditional law, customary law and family obligations, and to celebrate religious and cultural observances including, but not limited to, Rosh Hashana, Eid al-Fitr, Orthodox Easter, Diwali, Sorry Business, NAIDOC, Mabo Day and Coming of the Light Festival. In addition, special leave without salary may be provided for up to 5 days cultural or religious leave each year.

The Employee Assistance Service

Employees have access to free confidential counselling and support services to resolve problems impacting their work and/or personal life through an Employee Assistance Service (EAS). This service is also available to an employee's immediate family members.

Professional development

We will offer learning and professional development opportunities throughout your career. The Workforce Capability Strategy provides a commitment to improve our staff's capabilities, attract new staff and deliver better outcomes for our clients.

You will be able to keep your skills up-to-date so you can provide the best support possible to people in need. Mentoring and supervision opportunities are also available.

Leadership competencies for Queensland

Leadership competencies for Queensland describes what highly effective, everyday leadership looks like in the sector. In simple, action-oriented language, it provides a common understanding of the foundations for success across all roles into the future.

This has been developed by the Public Service Commission

Study and research assistance (SARAS)

We value your decision to undertake study or research to further develop your skills.

The Study and Research Assistance Scheme supports employees who undertake further education, provided the area of study or research is relevant to the services we provide and is linked to our strategic outcomes.

As part of the scheme, you may be eligible to receive financial and/or leave assistance.