Appendix 2 ꟷ State of the Service additional data

This appendix presents additional data from APSED, the APS Employee Census and the APS Agency Survey.

Classification structures

At 30 June 2025, the most common classification in the APS was APS 6. This continues the trend of the last decade, during which this level has consistently been the most common classification (Table A 4).

Table A 4: Number of APS employees by base classification (at 30 June, 2016 to 2025)

Classification	2016	2017	2018	2019	2020	2021	2022	2023	2024	2025
Trainee	583	620	767	567	617	642	989	953	657	593
Graduate	1,574	1,688	1,525	1,453	1,607	1,627	1,962	2,027	2,025	1,874
APS 1	3,899	2,900	2,673	2,838	2,201	1,545	2,949	2,721	2,698	3,696
APS 2	5,002	4,605	4,701	4,415	6,233	4,674	4,060	4,066	4,315	4,313
APS 3	20,763	18,419	17,208	15,321	15,719	16,813	14,745	15,986	13,712	13,147
APS 4	30,576	29,490	29,443	28,091	27,307	28,222	27,376	28,419	33,506	36,854
APS 5	20,932	21,238	20,854	20,592	21,150	21,703	22,368	24,283	27,075	28,700
APS 6	32,668	33,123	32,974	32,973	33,981	34,324	36,139	39,014	43,262	47,125
EL 1	25,483	25,542	25,656	26,014	26,943	28,497	31,615	34,338	37,888	41,144
EL 2	11,491	11,665	11,754	11,725	11,814	12,674	13,946	15,085	16,294	17,502
SES 1	1,967	1,979	2,024	2,049	2,061	2,088	2,231	2,357	2,539	2,675
SES 2	543	558	553	580	596	625	657	679	725	745
SES 3	126	121	126	140	134	137	142	158	162	161
Total	155,607	151,948	150,258	146,758	150,363	153,571	159,179	170,086	184,858	198,529

Source: APSED

Age profile

At 30 June 2025, the average age of APS employees remained stable at 43.0. The proportion of APS employees under 30 years of age decreased slightly to 15.7%, down from 15.8% at 30 June 2024 (Table A 5).

Table A 5: Number of APS employees by age group (at 30 June, 2016 to 2025)

Age group (years)	2016	2017	2018	2019	2020	2021	2022	2023	2024	2025
Under 20	577	406	456	430	570	580	670	841	889	854
20ꟷ24	5,885	5,508	5,526	5,315	6,294	6,735	7,380	8,553	9,549	9,931
25ꟷ29	14,321	13,650	12,947	12,586	13,126	13,685	14,698	16,639	18,734	20,378
30ꟷ34	20,262	19,177	18,432	17,213	17,049	17,117	17,658	18,963	20,829	22,728
35ꟷ39	21,309	21,262	21,129	20,681	20,985	21,365	21,484	22,589	24,340	25,651
40ꟷ44	21,978	21,280	20,851	20,749	20,967	21,578	22,459	24,100	26,471	28,837
45ꟷ49	21,707	21,789	21,905	21,708	22,007	21,881	22,044	22,955	24,898	26,569
50ꟷ54	22,172	21,260	20,634	19,978	20,150	20,821	21,883	23,125	24,549	26,128
55ꟷ59	16,170	16,361	16,697	16,401	16,757	16,808	16,979	17,415	18,492	19,834
60 and over	11,226	11,255	11,681	11,697	12,458	13,001	13,924	14,906	16,107	17,619
Total	155,607	151,948	150,258	146,758	150,363	153,571	159,179	170,086	184,858	198,529

Source: APSED

Gender

The proportion of women in the APS has increased over the past decade. By 30 June 2025, the proportion of women increased slightly to 60.5%, from 60.4% at 30 June 2024. (Table A 6).

Table A 6: Gender representation in the APS (at 30 June, 2016 to 2025)

Gender	2016	2017	2018	2019	2020	2021	2022	2023	2024	2025
Men	63,675	62,263	61,466	59,132	60,073	60,960	62,670	66,770	72,293	77,419
Women	91,840	89,586	88,671	87,480	90,118	92,351	96,127	102,721	111,700	120,098
X	.	99	121	146	172	260	382	595	865	1,012
Total	155,607	151,948	150,258	146,758	150,363	153,571	159,179	170,086	184,858	198,529

Source: APSED

Diversity

Table A 7 presents the proportion of APS employees identifying in each diversity group.

Table A 7: Proportion of APS employees by diversity group (at 30 June, 2016 to 2025)

Diversity group	2016 (%)	2017 (%)	2018 (%)	2019 (%)	2020 (%)	2021 (%)	2022 (%)	2023 (%)	2024 (%)	2025 (%)
Women	59.0	59.0	59.0	59.6	59.9	60.1	60.4	60.4	60.4	60.5
First Nations	3.4	3.5	3.7	3.8	3.8	3.8	3.8	3.6	3.5	3.4
People with disability	4.1	4.1	4.2	4.2	4.8	5.1	5.3	5.5	5.7	5.8
Born outside of Australia	22.3	22.4	22.4	22.4	22.4	22.8	23.2	24.2	25	25.6
First language spoken not exclusively English	21.4	21.7	22.0	22.2	22.4	22.9	23.5	24.7	25.9	26.8

Source: APSED

Culturally and Linguistically Diverse Employees

Table A 8 presents the proportion of respondents identifying as culturally and linguistically diverse in the APS Employee Census.

Table A 8: Proportion of employees who identified as culturally and linguistically diverse

Do you identify as culturally and linguistically diverse?	%
Yes	27.1
No	72.9

Source: 2025 APS Employee Census

Table A 9 presents the proportion of respondents identifying with a specific cultural background in the APS Employee Census.

Table A 9: Proportion of employees who identified with a specific cultural background

Do you identify as culturally and linguistically diverse?	%
Australian (excluding Australian Aboriginal and/or Torres Strait Islander)	70.2
Anglo-European	14.5
South-East Asian	12.2
Southern and Eastern European	6.0
Southern and Central Asian	4.7
Australian Aboriginal and/or Torres Strait Islander	3.4
North-East Asian	3.2
North-West European (excluding Anglo-European)	2.8
North African and Middle Eastern	1.5
New Zealander (excluding Maori)	1.4
Maori, Melanesian, Papuan, Micronesian, and Polynesian	1.2
Sub-Saharan African	1.2
South and Central American and Caribbean Islander	1.1
North American	0.8

Source: 2025 APS Employee Census
Note: Respondents could select more than one cultural background.

APS employees with disability

Table A 10 presents the proportion of APS Employee Census respondents with an ongoing disability.

Table A 10: Proportion of respondents with an ongoing disability

Do you have an ongoing disability?	%
Yes	12.5
No	87.5

Source: 2025 APS Employee Census

Table A 11 presents the proportion of respondents with an ongoing disability who have shared that information to their agency’s human resource information system.

Table A 11: Respondents with an ongoing disability who have shared that information to their agency’s human resources information system

Have you shared your ongoing disability to your agency’s human resources information system?	% of those with an ongoing disability
Yes	45.2
No	33.6
Not sure	21.2

Source: 2025 APS Employee Census

Table A 12 presents the factors that contribute to those with an ongoing disability not sharing that they have an ongoing disability to their agency’s human resource information system.

Table A 12: Factors that contribute to respondents with an ongoing disability not sharing that they have an ongoing disability to their agency’s human resources information system

Have any of the following contributed to your decision to not share this information?	% of those with an ongoing disability who  have not shared their ongoing disability  to their agency’s human resources information system
I do not see any reason for or benefit in sharing this information with my agency	45.9
I do not require any adjustments to be made to perform my role	41.5
I am concerned about being discriminated against	38.7
It is private information I do not wish to share	33.5
My disability is not relevant to my employment	27.7
I have never been asked for this information	27.0
I am unsure how to update this information	16.6
Other reason	9.0

Source: 2025 APS Employee Census
Note: As respondents could select more than one option, total percentages may exceed 100%.

Understanding neurodiversity in the APS

Table A 13 presents the proportion of respondents who considered themselves to be neurodivergent.

Table A 13: Proportion of employees who considered themselves to be neurodivergent

Do you consider yourself to be neurodivergent?	%
Yes	10.8
No	71.9
Maybe	11.2
I am unsure what neurodivergent means	6.1

Source: 2025 APS Employee Census

Supporting health and wellbeing

Table A 14 presents perceptions about wellbeing support held by APS Employee Census respondents in 2025.

Table A 14: Employee perceptions of wellbeing support

Statement	Level of agreement	%
I am satisfied with the policies/practices in place to help me manage my health and wellbeing	Agree	73
	Neither agree nor disagree	18
	Disagree	10
My agency does a good job of communicating what it can offer me in terms of health and wellbeing	Agree	70
	Neither agree nor disagree	19
	Disagree	11
My agency does a good job of promoting health and wellbeing	Agree	71
	Neither agree nor disagree	19
	Disagree	10
I think my agency cares about my health and wellbeing	Agree	69
	Neither agree nor disagree	19
	Disagree	12
I believe my immediate supervisor cares about my health and wellbeing	Agree	87
	Neither agree nor disagree	8
	Disagree	5

Source: 2025 APS Employee Census

Service to Australians

Table A 15 presents perceptions relating to role and purpose held by APS Employee Census respondents in 2025.

Table A 15: Employee perceptions related to role and purpose

Statement	Level of agreement	%
I understand how my role contributes to achieving an outcome for the Australian public	Agree	93
	Neither agree nor disagree	5
	Disagree	2
I believe strongly in the purpose and objectives of the APS	Agree	89
	Neither agree nor disagree	10
	Disagree	1

Source: 2025 APS Employee Census

Code of conduct

In the 2025 Australian Public Service Agency Survey, agencies reported that 582 employees were the subject of an investigation into a suspected breach of the APS Code of Conduct that was finalised in 2024ꟷ25. Of these, 490 employees were found to have breached the APS Code of Conduct.

Table A 16 presents the number of investigations conducted by agencies into suspected breaches of individual elements of the APS Code of Conduct and the number of breach findings in 2024ꟷ25. One employee can be investigated for multiple elements of the APS Code of Conduct.

Table A 16: Number of investigations into and breaches against individual elements of the APS Code of Conduct (2024ꟷ25)

Element of Code of Conduct	Investigations	Breaches
Behave honestly and with integrity in connection with APS employment, s 13(1)	313	267
Act with care and diligence in connection with APS employment, s 13(2)	117	90
When acting in connection with APS employment, treat everyone with respect and courtesy, and without harassment, s 13(3)	120	92
When acting in connection with APS employment comply with all applicable Australian laws, s 13(4)	39	27
Comply with any lawful and reasonable direction given by someone in the employee’s Agency who has authority to give the direction, s 13(5)	129	96
Maintain appropriate confidentiality about dealings that the employee has with any Minister or Minister’s member of staff,  s 13(6)	1	0
Take reasonable steps to avoid any conflict of interest (real or apparent), and disclose details of any material personal interest of the employee, in connection with the employee’s APS employment, s 13(7)	76	60
Use Commonwealth resources in a proper manner and for a proper purpose, s 13(8)	124	103
Not provide false or misleading information in response to a request for information that is made for official purposes in connection with the employee’s APS employment, s 13(9)	38	31
Not make improper use of: inside information, or the employee’s duties, status, power or authority, in order to: a) gain, or seek to gain, a benefit or advantage for the employee or any other person; or b) cause, or seek to cause, a detriment to the employee’s Agency, the Commonwealth or any other person, s 13(10)	67	44
At all times behave in a way that upholds the APS Values and APS Employment Principles, and the integrity and good reputation of the employee’s Agency and the APS, s 13(11)	422	377
While on duty overseas, at all times behave in a way that upholds the good reputation of Australia, s 13(12)	3	1
Comply with any other conduct requirement that is prescribed by the regulations, s 13(13)	7	4
Total number of elements of the APS Code of Conduct that were investigated and breached	1,456	1,192

Source: 2025 APS Agency Survey
Note: As individual employees can be investigated and found in breach of multiple elements of the APS Code of Conduct, the reported totals exceed the total number of individual employees investigated (582 employees) and found in breach (490 employees).

Table A 17 presents the types of reports which led to finalised APS Code of Conduct investigations (2024ꟷ25).

Table A 17: Reports leading to finalised APS Code of Conduct investigations (2024ꟷ25)

Type of report	Number of reports
A report made to a central conduct or ethics unit or nominated person in a human resources area	257
A report generated by a compliance/monitoring system (e.g. audit)	228
A report made to an email reporting address	39
A report made to a fraud prevention and control unit or hotline	32
A Public Interest Disclosure	5
A report made to an employee advice or counselling unit	5
A report made to another hotline	1
Other	25
Total number of reports leading to finalised APS Code of Conduct investigations	592

Source: 2025 APS Agency Survey
Note: As individual employees may have been reported through multiple avenues, the reported total exceeds the total number of individual employees investigated (582 employees).

Table A 18 presents the outcomes for the 582 APS employees who were investigated for suspected breaches of the APS Code of Conduct during 2024ꟷ25.

Table A 18: Outcome of investigations into suspected breaches of the APS Code of Conduct (2024ꟷ25)

Outcome	Number of employees
Breach found and sanction applied	342
Breach found but no sanction applied ꟷ employee resigned prior to sanction decision	105
No breach found (for any element of the APS Code of Conduct)	63
Breach found but no sanction applied - other reason	43
Investigation discontinued ꟷ other reason	16
Investigation discontinued ꟷ employee resigned	13
Breach found but no sanction applied - employee transferred to another agency before sanction applied	0
Total number of outcomes of finalised APS Code of Conduct investigations	582

Source: 2025 APS Agency Survey

Table A 19 presents the sanctions applied to 342 APS employees found to have breached the APS Code of Conduct during 2024ꟷ25.

Table A 19: Sanctions imposed for breaches of the APS Code of Conduct (2024ꟷ25)

Sanction	Number of sanctions
Reprimand	215
Deductions from salary by way of a fine	148
Termination of employment	70
Reduction in salary	61
Reduction in classification	15
Re-assignment of duties	10
Total sanctions imposed	519

Source: 2025 APS Agency Survey
Note: As individual employees may have received more than one sanction, the reported total exceeds the total number of employees who received sanctions (342 employees).

In the 2025 APS Employee Census, 9.5% of respondents indicated they had been subjected to bullying or harassment in their workplace in the 12 months preceding the APS Employee Census.

Table A 20 presents the types of behaviour perceived by respondents.

Table A 20: Type of bullying or harassment perceived by respondents

Type of behaviour	% of those who indicated they had been subjected to bullying or harassment in their workplace in the previous 12 months preceding the 2025 APS Employee Census
Interference with work tasks (e.g. withholding needed information, undermining or sabotage)	46.6
Verbal abuse (e.g. offensive language, derogatory remarks, shouting or screaming)	40.4
Inappropriate and unfair application of work policies or rules (e.g. performance management, access to leave, access to learning and development)	31.8
Deliberate exclusion from work-related activities	29.0
Cyberbullying (e.g. harassment via IT, or the spreading of gossip/materials intended to defame or humiliate)	10.1
Physical behaviour	4.5
Sexual harassment	4.5
Interference with your personal property or work equipment	4.0
'Initiations' or pranks	2.5
Other	20.5

Source: 2025 APS Employee Census
Note: Percentages are based on respondents who said they had been subjected to bullying or harassment in their current workplace. As respondents could select more than one option, total percentages may exceed 100%.

Table A 21 presents the perceived source of the bullying or harassment indicated by respondents in 2025.

Table A 21: Perceived source of bullying or harassment

Perceived	% of those who indicated they had been subjected to bullying or harassment in their workplace in the previous 12 months preceding the 2025 APS Employee Census
Co-worker	39.5
Someone more senior (other than your supervisor)	32.6
A previous supervisor	24.8
Your current supervisor	19.0
Someone more junior than you	10.5
Client, customer or stakeholder	3.8
Contractor	2.3
Consultant / service provider	0.9
Representative of another APS agency	0.9
Minister or ministerial adviser	0.2
Unknown	1.8

Source: 2025 APS Employee Census
Note: Percentages are based on respondents who said they had been subjected to bullying or harassment in their current workplace. As respondents could select more than one option, total percentages may exceed 100%.

Table A 22 presents the reporting behaviour of respondents who had perceived bullying or harassment in their workplace in the 12 months preceding the APS Employee Census.

Table A 22: Reporting behaviour of bullying or harassment

Reporting behaviour	% of those who indicated they had been subjected to bullying or harassment in their workplace in the previous 12 months preceding the 2025 APS Employee Census
I reported the behaviour in accordance with my agency’s policies and procedures	37.2
It was reported by someone else	7.6
I did not report the behaviour	55.2

Source: 2025 APS Employee Census
Note: Percentages are based on respondents who said they had been subjected to bullying or harassment in their current workplace.

Table A 23 presents the reasons for not reporting bullying or harassment given by respondents who had perceived bullying or harassment in their workplace in the 12 months preceding the APS Employee Census and who did not report the behaviour.

Table A 23: Reasons for not reporting bullying or harassment

Reason	% of those who indicated they had been subjected to bullying or harassment in their workplace in the previous 12 months preceding the 2025 APS Employee Census and did not report the behaviour
I feared possible retaliation or reprisals	52.6
I did not think action would be taken	51.5
I did not want to upset relationships in the workplace	46.1
It could affect my career	42.4
I did not think it was worth the hassle of going through the reporting process	37.6
Managers accepted the behaviour	34.8
I did not think the bullying or harassment was serious enough	17.9
I did not have enough evidence	17.4
The matter was resolved informally	9.3
I did not know how to report it	5.9
Other	10.2

Source: 2025 APS Employee Census
Note: Percentages are based on respondents who said they had been subjected to bullying or harassment in their current workplace and did not report the behaviour. As respondents could select more than one option, total percentages may exceed 100%.

In the 2025 Australian Public Service Agency Survey, agencies reported that 2,159 employees made complaints about bullying or harassment during 2024ꟷ25.

Table A 24 presents the number of recorded complaints against each type of bullying and harassment behaviour made by APS employees within APS agencies during 2024ꟷ25.

Table A 24: Complaints against each type of bullying and harassment behaviour made to agencies (2024ꟷ25)

Type of behaviour	Number
Inappropriate and unfair application of work policies or rules (e.g. performance management, access to leave, access to learning and development)	339
Verbal abuse (e.g. offensive language, derogatory remarks, shouting or screaming)	331
Sexual harassment	244
Interference with work tasks (i.e. withholding needed information, undermining or sabotage)	120
Cyberbullying (e.g. harassment via IT, or the spreading of gossip/materials intended to defame/humiliate)	51
Physical behaviour	41
Initiations or pranks	10
Interference with personal property or work equipment	10
Other	739
Number of complaints about bullying/harassment unable to be categorised	445
Total number of individual bullying and harassment behaviours that were reported	2,330

Source: 2025 APS Agency Survey
Note: As individual employees may have reported a complaint about multiple types of bullying and harassment behaviour, the reported total exceeds the total number of employees who made complaints about bullying or harassment (2,159 employees).

Table A 25 presents the proportion of respondents who, during the previous 12 months, reported they had observed a public official engaging in conduct within their agency that they considered to be corruption.

The definition of corruption and the related questions included in the 2025 APS Employee Census were revised to align with the National Anti-Corruption Commission Act 2022 and the Commonwealth Fraud and Corruption Control Framework. This change in definition and question wording may partially explain differences in the proportion of respondents indicating they had witnessed corrupt behaviour when comparing results in 2025 to those of previous years.

Table A 25: APS employee perceptions of corruption

Potential corruption witnessed	%
Yes	2.0
No	92.2
Not sure	4.1
Would prefer not to answer	1.7

Source: 2025 APS Employee Census

Of those who reported observing potential corruption, the types of corrupt conduct are presented in Table A 26.

Table A 26: Type of potential corrupt conduct witnessed

Type of potential corrupt conduct witnessed	% who had witnessed potential corrupt conduct
Abuse of office	65.2
Adversely affecting the honesty or impartiality of a public official	38.3
Misuse of information or documents	24.5
A breach of public trust	22.0

Source: 2025 APS Employee Census
Note: Percentages are based on respondents who said they observed potential corruption. As respondents could select more than one option, total percentages may exceed 100%.

In the 2025 APS Employee Census, 8.4% of respondents indicated they had been subjected to discrimination during the 12 months preceding the APS Employee Census and in the course of their employment. Table A 27 presents the types of discrimination perceived by respondents.

Table A 27: Type of discrimination perceived by respondents

Category	% of those who indicated they had been subjected to discrimination during the 12 months preceding the 2025 APS Employee Census and in the course of their employment
Gender	28.8
Age	24.6
Race	23.0
Caring responsibilities	17.1
Disability (e.g. loss of hearing or sight, incomplete use of limbs, or mental health issues)	16.9
Religion	6.7
LGBTIQA+	4.8
Identification as an Australian Aboriginal and/or Torres Strait Islander person	3.8
Other	26.0

Source: 2025 APS Employee Census
Note: Percentages are based on respondents who said they had perceived discrimination during the 12 months preceding the APS Employee Census and in the course of their employment. As respondents could select more than one option, total percentages may exceed 100%.

Table A 28 presents the perceived source of the discrimination indicated by respondents in 2025.

Table A 28: Perceived source of discrimination

Perceived source	% of those who indicated they had been subjected to discrimination during the 12 months preceding the 2025 APS Employee Census and in the course of their employment
Within my agency	92.3
A customer, stakeholder or member of the public	8.3
Another agency	4.2
Other	4.3

Source: 2025 APS Employee Census
Note: Percentages are based on respondents who said they had perceived discrimination during the 12 months preceding the APS Employee Census and in the course of their employment. As respondents could select more than one option, total percentages may exceed 100%.

Table A 29 presents the reporting behaviour of respondents who indicated they had been subjected to discrimination during the 12 months preceding the APS Employee Census and in the course of their employment.

Table A 29: Reporting behaviour of discrimination

Reporting behaviour	% of those who indicated they had been subjected to discrimination during the 12 months preceding the 2025 APS Employee Census and in the course of their employment
I reported the discrimination in accordance with my agency’s policies and procedures	18.8
It was reported by someone else	4.4
I did not report the discrimination	76.8

Source: 2025 APS Employee Census
Note: Percentages are based on respondents who said they had perceived discrimination during the 12 months preceding the APS Employee Census and in the course of their employment.

Table A 30 presents the reasons for not reporting discrimination given by respondents who had been subjected to discrimination during the 12 months preceding the APS Employee Census in the course of their employment and who did not report the discrimination.

Table A 30: Reasons for not reporting discrimination

Reason	% of those who indicated they had been subjected to discrimination during the 12 months preceding the 2025 APS Employee Census in the course of their employment and did not report the discrimination
I did not think action would be taken	49.6
I did not want to upset relationships in the workplace	47.8
It could affect my career	43.5
I feared possible retaliation or reprisals	39.1
I did not think it was worth the hassle of going through the reporting process	35.6
I was concerned about adverse consequences beyond the effect on my career	35.0
Managers accepted the behaviour	28.2
I did not have enough evidence	24.7
I did not think the discrimination was serious enough	22.1
I did not know how to report it	6.3
The matter was resolved informally	6.2
Other	9.2

Source: 2025 APS Employee Census
Note: Percentages are based on respondents who said they had been subjected to discrimination during the 12 months preceding the APS Employee Census in the course of their employment and who did not report the discrimination. As respondents could select more than one option, total percentages may exceed 100%.

Ethics Advisory Service

The APSC Ethics Advisory Service provides information, policy advice and guidance to APS employees and leaders on the application of the APS Values and the Code of Conduct, promoting ethical decision-making across the public service. In 2024ꟷ25, the Ethics Advisory Service received 554 enquiries ꟷ 263 from individual APS employees and 158 from agency human resources areas and managers. The remaining 133 enquiries were from contractors or former employees, or were anonymous or out of scope.

Personal and miscellaneous leave

APS agencies provide aggregated figures on personal leave (that is, sick and carer’s leave) and miscellaneous leave (for example, bereavement, compassionate and emergency leave). These figures include instances of leave with or without a supporting medical certificate, whether paid or unpaid. Prior to 2023 this form of leave was reported in the State of the Service Report as unscheduled absences. As some of this leave may be scheduled, a more accurate term is personal and miscellaneous leave.

The personal and miscellaneous leave measure incorporates the staffing size of agencies when calculating the absence rate. In practice, every agency’s personal and miscellaneous leave days and full-time equivalent (FTE) are summed, and the personal and miscellaneous leave rate is calculated by dividing the total number of personal and miscellaneous leave days by the total FTE of the APS.

APS personal & miscellaneous leave rate =

Total days of personal & miscellaneous leave across the APS Total FTE of the APS

Table A 31 compares the personal and miscellaneous leave rate since 2018ꟷ19 across the whole-of-APS and broken down by agency size. During 2024ꟷ25, personal and miscellaneous leave rates increased across the APS and within all three agency size groups.

Table A 31: Personal and miscellaneous leave rates (2018ꟷ19 to 2024ꟷ25) by agency size (expressed as an average number of days)

Year	APS	Small	Medium	Large
2018ꟷ19	13.4	11.0	11.7	13.7
2019ꟷ20	13.1	11.2	11.4	13.3
2020ꟷ21	12.2	9.8	10.5	12.5
2021ꟷ22	12.8	10.1	11.1	13.1
2022ꟷ23	13.2	11.3	11.9	13.4
2023ꟷ24	13.1	11.1	11.4	13.4
2024ꟷ25	13.8	12.4	12.3	14.0

Source: 2025 APS Agency Survey
Note: Within the 0.7 day increase in personal and miscellaneous leave at the APS level, sick leave has increased by 0.2 days, carer’s leave by 0.1 and miscellaneous leave has risen by 0.4 days. There has been a change in definition from previous years - miscellaneous leave now includes cultural, defence reservist, court related, or emergency or natural disaster leave, in addition to bereavement and compassionate leave.

Table A 32 provides personal and miscellaneous leave use and rates by agency for 2023ꟷ24 and 2024ꟷ25 (expressed as an average number of days). Note that for small agencies, a small number of individuals with a large amount of leave taken can influence the personal and miscellaneous leave rate substantially.

Table A 32: Sick, carer’s leave, miscellaneous and total personal and miscellaneous leave rate by agency (2023ꟷ24 and 2024ꟷ25) (expressed as an average number of days)

Agency name	Sick leave 2024ꟷ25	Carer’s leave 2024ꟷ25	Miscellaneous leave 2024ꟷ25	Total personal and miscellaneous leave rate 2024ꟷ25	Total personal and miscellaneous leave rate 2023ꟷ24
Aboriginal Hostels Limited	16.0	0.0*	1.1	17.1	13.8
Administrative Review Tribunal	9.9	1.2	1.4	12.6	11.0**
Aged Care Quality and Safety Commission	11.7	1.2	5.4	18.3	13.4
Agriculture, Fisheries and Forestry	11.6	2.1	0.5	14.2	12.9
Attorney-General's Department	8.9	1.7	0.4	11.1	10.8
Australian Bureau of Statistics	9.4	1.9	1.3	12.5	11.7
Australian Centre for International Agricultural Research	12.4	4.1	6.3	22.9	17.2
Australian Commission on Safety and Quality in Health Care	9.2	1.5	0.7	11.4	8.6
Australian Communications and Media Authority	7.8	1.9	0.8	10.5	12.0
Australian Competition and Consumer Commission	7.9	1.6	0.9	10.4	8.6
Australian Criminal Intelligence Commission	8.9	2.2	3.0	14.1	9.3
Australian Digital Health Agency	8.3	1.0	0.3	9.7	9.3
Australian Electoral Commission	8.7	1.7	0.2	10.6	9.4
Australian Financial Security Authority	9.1	2.0	0.8	11.9	11.3
Australian Fisheries Management Authority	8.4	1.8	0.9	11.1	7.7
Australian Human Rights Commission	6.5	1.4	0.6	8.4	9.0
Australian Information Commissioner	12.3	0.0	6.8	19.2	12.5
Australian Institute of Aboriginal and Torres Strait Islander Studies	9.9	1.8	0.7	12.4	14.2
Australian Institute of Family Studies	4.8	1.8	1.3	7.9	6.2
Australian Institute of Health and Welfare	8.6	1.7	0.5	10.8	11.1
Australian National Audit Office	9.3	1.4	3.2	13.9	11.1
Australian National Maritime Museum	6.9	1.4	0.4	8.7	7.8
Australian Office of Financial Management	6.0	3.0	2.2	11.2	11.1
Australian Pesticides and Veterinary Medicines Authority	9.9	1.9	0.5	12.2	11.1
Australian Public Service Commission	8.8	1.8	0.5	11.1	9.0
Australian Radiation Protection and Nuclear Safety Agency	8.0	2.1	0.5	10.5	9.2
Australian Research Council	9.8	2.4	4.4	16.6	13.5
Australian Skills Quality Authority	9.1	1.5	0.5	11.1	12.5
Australian Submarine Agency	8.0	1.3	3.8	13.1	6.4
Australian Taxation Office	9.7	1.5	0.4	11.6	11.6
Australian Trade and Investment Commission	4.7	0.8	0.2	5.7	11.8
Australian Transaction Reports and Analysis Centre	6.7	2.6	1.1	10.5	11.5
Australian Transport Safety Bureau	7.4	1.3	1.1	9.8	9.7
Australian War Memorial	8.3	2.3	3.5	14.1	10.5
Bureau of Meteorology	7.0	2.3	1.2	10.5	8.1
Cancer Australia	8.1	1.1	1.5	10.7	14.2
Clean Energy Regulator	9.7	2.8	7.7	20.2	18.9
Climate Change Authority	6.5	2.0	1.9	10.4	8.6
Climate Change, Energy, the Environment and Water	10.0	0.1	0.1	10.2	8.0
Comcare	9.8	1.9	0.5	12.1	11.0
Commonwealth Director of Public Prosecutions	7.8	1.4	0.6	9.8	8.6
Commonwealth Grants Commission	8.3	1.5	0.5	10.4	7.2
Commonwealth Ombudsman	14.2	1.9	0.6	16.8	17.3
Defence	10.3	2.0	0.4	12.7	11.9
Defence Housing Australia	8.7	2.2	1.2	12.1	11.8
Digital Transformation Agency	8.6	2.0	1.2	11.8	8.6
Education	8.8	2.4	0.4	11.5	11.1
Employment and Workplace Relations	9.0	2.0	3.9	14.9	11.9
Fair Work Commission	8.2	1.7	0.2	10.1	11.6
Fair Work Ombudsman	10.5	2.4	0.7	13.5	12.2
Federal Court of Australia	5.7	1.5	0.7	7.9	7.2
Finance	9.8	2.3	1.0	13.1	10.5
Food Standards Australia New Zealand	8.7	1.8	2.6	13.1	8.5
Foreign Affairs and Trade	7.9	2.5	0.5	10.9	10.9
Future Fund Management Agency	3.6	1.4	0.5	5.5	4.0
Geoscience Australia	3.6	0.8	0.8	5.2	10.5
Great Barrier Reef Marine Park Authority	13.5	2.9	1.3	17.7	16.8
Health	10.8	1.5	0.6	12.9	11.6
Home Affairs	11.5	3.1	0.5	15.2	15.2
Independent Parliamentary Expenses Authority	4.3	2.8	2.2	9.3	9.6
Industry, Science and Resources	11.0	1.7	1.1	13.8	11.5
Infrastructure, Transport, Regional Development, Communications, Sport and the Arts	10.1	2.0	0.5	12.6	10.7
Inspector-General of Aged Care	4.4	1.0	0.6	6.0	0.0
Inspector-General of Taxation & Taxation Ombudsman	6.2	3.1	1.1	10.5	9.8
IP Australia	2.8	0.5	9.9	13.2	12.0
Murray-Darling Basin Authority	5.6	2.6	3.6	11.8	14.8
Museum of Australian Democracy at Old Parliament House	9.5	1.9	1.1	12.5	9.9
National Anti-Corruption Commission	7.3	1.5	0.6	9.4	4.3
National Archives of Australia	10.5	1.5	0.8	12.8	14.9
National Blood Authority	8.9	1.3	0.4	10.6	12.2
National Capital Authority	7.5	2.5	2.7	12.7	0.0***
National Disability Insurance Agency	12.5	2.3	1.9	16.7	15.4
National Emergency Management Agency	11.7	2.4	0.6	14.7	12.8
National Film and Sound Archive	10.3	1.6	1.2	13.1	15.9
National Health and Medical Research Council	8.2	1.9	0.3	10.5	11.5
National Health Funding Body	9.9	1.5	7.0	18.4	9.3
National Indigenous Australians Agency	8.9	2.3	0.5	11.8	16.3
National Intelligence	10.2	2.8	5.4	18.4	12.2
National Library of Australia	14.0	2.1	0.6	16.7	14.5
National Museum of Australia	11.7	1.6	1.0	14.3	12.7
National Offshore Petroleum Safety and Environmental Management Authority	7.1	1.7	0.2	9.0	7.7
National Portrait Gallery of Australia	8.3	2.1	0.9	11.3	12.6
NDIS Quality and Safeguards Commission	9.8	4.4	0.7	15.0	10.1
Office of the Inspector General of Intelligence and Security	11.6	1.1	0.1	12.8	11.2
Organ and Tissue Authority	10.6	1.8	1.2	13.6	12.2
Parliamentary Counsel	8.4	1.6	0.4	10.4	13.4
Prime Minister and Cabinet	8.7	1.6	0.4	10.7	10.6
Productivity Commission	7.5	2.2	1.0	10.7	8.6
Professional Services Review	11.3	1.0	5.1	17.4	10.5
Royal Australian Mint	11.5	2.9	1.0	15.5	14.3
Safe Work Australia	13.2	1.7	0.6	15.5	15.4
Services Australia	14.4	2.7	0.8	17.9	18.0
Social Services	11.3	1.8	0.5	13.6	13.7
Sport Integrity Australia	8.6	1.2	3.6	13.4	8.3
Tertiary Education Quality and Standards Agency	10.6	2.1	1.3	14.0	13.5
Torres Strait Regional Authority	10.2	2.9	2.2	15.3	17.3
Treasury	9.5	2.1	0.9	12.5	11.5
Veterans' Affairs	10.9	1.8	0.4	13.2	15.1
Workplace Gender Equality Agency	8.3	1.8	0.4	10.5	7.9
APS	10.8	2.1	0.9	13.8	13.1

Source: 2025 APS Agency Survey
*Miscellaneous leave included in sick and carers leave.
** Administrative Appeals Tribunal (2024), Machinery of Government (MoG) change to Administrative Review Tribunal (2025).
*** Data not provided.