Employment Separation Certificate (SU001) 106-07060050

An SU001 may be required for any person who has ceased paid work within the last 12 months and that person and/or their partner is claiming, or currently in receipt of, any of the following payments:

• Austudy
• Disability Support Pension (DSP) (except customers who are permanently blind)
• Farm Household Allowance (FHA)
• JobSeeker Payment (JSP)
• Parenting Payment Partnered (PPP)
• Parenting Payment Single (PPS)
• Special Benefit (SpB), or
• Youth Allowance (YA)

Note: if the customer is claiming, or currently in receipt of an income support payment not listed above and the customer and/or partner has been paid a lump sum payment when ceasing work, an update of assets may be required. See Leave and termination payments paid by an employer.

Is the customer getting or claiming one of the above payments?

• Yes, and:
• the customer contacts to discuss an SU001, go to Step 2
• the employer contacts to discuss an SU001, go to Step 3
• the customer is completing the job seeker online claim appointment, but an SU001 or equivalent hasn’t been provided, go to Step 7
• No, an SU001 is not required. Procedure ends here

If the customer wants to know more about the SU001, advise them about all of the following.

• The SU001 is required because it provides:
• employer details
• a contact person
• reason for leaving employment
• leave/redundancy payments paid or owing
• the period covered
• The SU001 can be provided to Services Australia by:
• the customer, through their online account
• the employer, who can upload it directly to the NBG or fax it
• Leave and redundancy payments can affect their Centrelink payments. See Income Maintenance Period.

Employment cessation details may pre-fill or during statement reporting for current customers. If the customer asks about this, tell them that employers share this information with Services Australia using Single Touch Payroll (STP).

Customers can check, confirm, or change pre-filled employer-reported data.

Confirmed STP data does not require verification if:

• the amounts paid are unchanged
• it is clear how many days are covered by leave or termination payments

Note: STP data does not pre-fill the number of days or period covered for these payments. Staff must review the days provided by the customer and check if the:

• number of days the leave and/or termination payment relates to is reasonable for the amount paid. For example - $3000 for one day’s leave may not be reasonable and needs to be verified
• amounts have changed

Go to Step 4.

If an employer asks how to provide an SU001, tell them they can:

• give it directly to their former employee
• upload it directly to the National Business Gateway (NBG) where it is automatically attached to the customer's record. NBG makes sure that documents are attached to the right records
• register to use the Services Australia Business Hub to provide an electronic SU001
• fax it to Services Australia. The Scanning and Digitisation Team makes sure that documents are attached to the correct records

Note: if the employer states they have provided cessation details using STP tell them an SU001 is still needed if the customer has requested it.

If the employer is international, get a verbal SU001. Go to Step 8

Tell the employer this information is also available on the Services Australia website.

Most customers and their partners (if applicable) will need to provide an SU001 or equivalent for each employer:

• if they have ceased work in the last 12 months, and
• are claiming or in receipt of an income support payment listed in Step 1.

Review the below circumstances where an SU001 may be required.

STP cessation data may pre-fill for current customers during statement reporting. If the customer confirms the cessation details, an SU001 is not required for that employer, unless:

• changes have been made to amounts paid
• there is any doubt about the number of days for leave or termination payments.

To view confirmed STP cessation data go to the STP Employer Wage Items (EMGI) screen in Process Direct. If the pre-filled cessation data is confirmed by the customer, any unused leave or termination payments will map to the Income Maintenance Period Summary (IMPS) screen. When a customer confirms ceasing employment with the STP employer, the Employer verification field on the Earnings Summary(EANS) screen will update from STP to STC. See Unused leave and termination payments reported by STP Employers.

Note: STP data does not prefill the number of days or period covered for these payments. Staff must review the days provided by the customer:

• Are the number of days reasonable for the amount paid? For example, $3,000 for one day's leave may not be reasonable and needs to be verified.
• Is it possible the amounts or number of days have been altered?

Is an SU001 or equivalent required?

• Yes, go to Step 5
• No, procedure ends here.

• An SU001 is not required when a customer’s working hours are reduced and their employment has not been terminated.

An SU001 is required if their employment has been terminated.

Is an SU001 or equivalent required?

• Yes, go to Step 5
• No, procedure ends here.

If the student/apprentice (or their partner) ceased work within the last 12 months and they:

• have been paid or are due to be paid unused leave and/or termination payment, they may be subject to an Income Maintenance Period (IMP) an SU001 is required, go to Step 3
• have not been paid and do not expect to be paid any unused leave and/or redundancy payments from any previous employers they do not need to provide an SU001

Procedure ends here

Except for students and apprentices claiming Youth Allowance and Austudy, if a customer advises in their online claim that they or their partner have had no or are not expecting any leave or redundancy payments paid, an automatic request for an SU001 may not occur. However, an SU001 is still required. This will establish the reason for ceasing employment and whether any redundancy and/or unused leave payments were made.

Go to Step 5.

If the customer advises in an online claim they are a seasonal, contract or intermittent worker, the information is collected as part of the claim.

If the customer claims via other means (or it is only identified after the online claim has been submitted that the customer was a seasonal, contract or intermittent Worker), an SU496 must be completed and an SU001 is not required. See Seasonal Work Preclusion Period (SWPP).

Procedure ends here.

If the customer is deemed to be self-employed, a Module F - Business Details (MOD F) is required instead of an SU001.

Procedure ends here.

Social security law does not exempt a customer from providing an SU001.

Social security law authorises Services Australia to request relevant information from persons or entities based outside Australia.

Wherever possible, alternative written evidence from the employer (for example, a letter on business letterhead) confirming details of any unused leave and/or redundancy payments paid upon ceasing employment should be provided.

Assess each case individually to check if the customer is able to get the information. If the customer has tried to get the information from the former employer and was unable to get it, take a statement from the customer outlining details of:

• any unused leave and/or redundancy payments paid and
• the reasons for being unable to provide evidence from the overseas employer

Is an SU001 or equivalent required?

• Yes, go to Step 5
• No, procedure ends here

If the customer advises that the employer ceased operations, Service Officers should try to verify this information using available online sources - such as Google, Yellow Pages or Business.gov.au. See the Resources page for links.

If the Service Officer has taken all reasonable avenues to find a suitable contact number and address, they should:

• take a statement from the customer outlining details of:
• unused leave and redundancy payments paid
• the reasons an SU001 could not be provided by the former employer
• request suitable evidence such as:
• the last payslip
• any correspondence from the employer about the closure of the business on the business letterhead, if available.

Service Officers must clearly document what efforts they made to verify the employer has ceased operations and cannot be contacted.

If any contact details are found

• phone the employer, go to Step 7
• if unable to contact the employer send a Q267 letter requesting an Employment Separation Certificate. See Table 2, Step 1

In these cases the customer is not required to provide an SU001 but verification is still required, when they were employed in the last 12 months.

Do not ask the person to provide the SU001. Call the employer to get verification from them. Go to Step 7.

Currently getting a payment and has ceased employment:

Check the customer has been asked to provide an SU001 or equivalent.

Current customers should upload the SU001 via the Upload documents service. Where the customer is not able to use Upload documents, they can lodge the SU001 or equivalent at their local service centre to be scanned to their record.

Check the Documents screen for uploaded documents

To see if an employer has provided an electronic SU001, go to Third Party Information Summary (TPIS) screen on the customer's record.

New claim

An online claim will identify if an SU001 is required and request this as part of the Next Steps process.

Select Tasks in Process Direct to see what documents the online claim asked the customer to provide. If the customer provided the documents online, a hyperlink will display in a blue box.

Select Documents to display scanned documents and documents received through the Upload documents online service.

To check for equivalent documents/evidence:

• A verbal SU001 from the employer check if there is a Verbal SU1: Employer Fast Note on the Documents screen in Process Direct or the Document List (DL) screen in Customer First
• Check the Documents screen for uploaded documents
• a letter written on business letterhead
• a copy of an email from the employer providing the information, or
• written form or statement from the employer, such as payslips showing termination payments

Has an SU001 or equivalent been provided?

• Yes, see Table 3
• No, go to Step 6

A customer may submit a claim without completing all the Required tasks if they:

• are in crisis
• are suffering financial hardship
• have certain vulnerabilities. See Circumstance Change Monitor (CCM)

Outstanding supporting documents must be provided for a claim to be assessed.

Confirm an SU001 is required and the customer has been advised to provide this via either:

• the online claim tasks
• a Request for Information (RFI) (for current customers and new claims).

If the customer:

• was not asked to upload an SU001 via claim tasks or RFI, attempt to contact the employer to obtain a verbal SU001. If the verbal SU001 is:
• provided, record the Verbal SU1: Employer Fast Note
• not provided, attempt to contact the customer to advise of the requirement to supply an SU001. Issue a request for an SU001 to support the claim or current benefit. Procedure ends here.
• was asked to provide an SU001 and has failed to supply an SU001 or equivalent, go to Step 7
• cannot get an SU001 and a Q267 was issued, see Table 2, Step 5

While the customer is responsible for getting an SU001, the agency must try to get a verbal SU001 from the employer on their behalf when:

• completing the job seeker online claim appointment and an SU001 has not been provided
• a request has been made and the customer has not supplied it
• the customer ceased work due to suffering sexual harassment or violence in the workplace

Ask the customer for details of all employers they ceased work for in the previous 12 months including employer, contact name and phone number. See the Resources page for a link to the White Pages if the customer does not know the phone number.

Make one genuine attempt to contact each employer to get a verbal SU001.

Was employer contact successful?

• Yes, go to Step 8
• No, issue a Q267 letter, see Table 2

If contact is successful confirm:

• the employer's identity
• the employer has access to and is authorised to provide the required information
• the employer is willing to provide the evidence verbally

If there is any reason to question the accuracy of the information or the identity of the employer, a verbal SU001 must not be accepted.

Is the employer able and willing to provide a verbal SU001?

• Yes, record the verbal SU001 using the Fast Note – select Auto Text, use Jobseekers > Update > JSK Verbal SU1 from Employer.
• if the customer has a claim in progress (submitted or in draft) run the Request and Manage Customer Tasks guided procedure and set the SU001 - Employment Separation Certificate task to Provided
• to assess the information for current customers, see Table 3
• No, go to Step 9

If the employer is not able or willing to provide a verbal SU001, send a Q267 letter to the employer.

If the employer refuses to provide an SU001 verbally or in writing, a formal request for an SU001 must still be sent.

To avoid placing the job seeker in financial hardship, staff must:

• Tell the employer to return the SU001 to the agency by:
• mail, or
• using the National Business Gateway (NBG)
• DOC the record outlining the conversation with the employer (time, date, phone number, person spoken to and relevant information)
• if the customer has a claim in progress (submitted or in draft) run the Request and Manage Customer Tasks guided procedure and set the SU001 - Employment Separation Certificate task to Provided

Once Next Step tasks are complete the customer can submit their claim. An SU001 is the preferred evidence. However, Services Australia can make a decision about the customer's entitlement to income support if information normally contained in an SU001 is provided in another format. If the customer has not been able to submit their claim, advise them to complete any outstanding Required tasks, including:

• booking their jobseeker new claim appointment as identified at Next Steps,
• submitting their claim in order to progress, requesting the SU001 be returned within 14 days

Send a Q267. See Table 2

The Q267 letter is a notice under Social Security Law that provides the employer with 14 days to supply the required information. This letter also includes information on the options available for the employer to provide the SU001.

Only send a Q267 letter if:

• every reasonable effort has been made by both the customer and Services Australia to source a written or verbal SU001, and
• the employer is not based overseas, and
• the customer cannot supply alternate written evidence from the employer that contains the information normally included in the SU001 (for example, a letter on business letterhead)

Is it necessary and appropriate to issue a Q267?

• Yes, go to Step 2
• No, go to Step 5

Confirm details of the previous employer, including the business name, ABN and location.

Where details have been provided by the customer, verify this information using available online sources such as Google, Yellow Pages and Business.gov.au to ensure the letter is addressed correctly. See Resources for links.

• Create a Q267 letter. Use the appropriate Service Reason, for example if the customer is claiming JobSeeker Payment, use JSP
• Complete relevant details in the body of the letter, including the free text fields. See the Resources page for an example of the free text
• Make sure the request:
• is written in plain English
• will be clear to the employer
• has no grammatical errors
• Finalise the letter and return to the Activity List (AL) screen

Explain to the employer:

• The letter has been sent to the employer. In the interim they can also:
• download the SU001 from the Services Australia website
• provide the information on business letterhead, or
• provide the completed SU001 to the customer directly
• The easiest way for employers to submit an SU001 is online through the Business Hub. Note: there is an issue with the Q267 auto-advising employers they can upload the document to their Centrelink online account using my.gov.au. Tell the employer not to do this and to use the Business Hub instead. See Employment Separation Certificates for employers on the Website
• Employers cannot email electronic copies of the SU001 to Services Australia
• Employers can provide a verbal SU001 at a later time by calling the National Business Gateway (NBG). Note: NBG has a separate fax number for SU001s being returned

If the customer has submitted a new claim, make sure the request is documented on the customer's record, and the new claim activity is held for 15 days after the Q267 was sent.

If the customer has a claim in progress (submitted or in draft) run the Request and Manage Customer Tasks guided procedure and set the SU001 - Employment Separation Certificate task to Provided

Once Next Step tasks are complete the customer can submit their claim. An SU001 is the preferred evidence; however, Services Australia can make a decision about the customer’s entitlement to income support if information normally contained in an SU001 is provided in another format, go to Step 5.

The customer can provide a written statement (letter or Statement form) including all information normally provided on the SU001, if:

• a Q267 letter has been sent and the employer has not responded within 14 days, or
• it is not appropriate to send a Q267 (such as employer overseas), and
• all other avenues including obtaining a verbal SU001 from employers have been exhausted

A written statement must have all the information provided on the SU001 including:

• name of company
• period of employment
• final payment amount on ceasing employment
• breakdown of the payments paid, such as long service leave, annual leave see Leave and termination payments paid by an employer
• date payment paid

The customer must provide any available documentation for example, termination letter or final payslip.

For a claim, once any employment separation details are provided:

• run the Request and Manage Customer Tasks guided procedure and set the SU001 - Employment Separation Certificate task to Provided
• if the customer has not been able to submit their claim, advise them to complete any outstanding any outstanding Required tasks, including:
• booking their jobseeker new claim appointment as identified at Next Steps, and
• submit their claim in order to progress

For current customers, assessment of any waiting and/or non-payment penalty periods can proceed.

To assess the information, see Table 3.

An SU001 is critical evidence used to establish qualification for income support payments, assessment of applicable waiting or non-payment periods and compensation payments. Service Officers must ensure all:

• written evidence (for example, completed SU001s) are scanned to the customer's record and appropriately classified, and
• other evidence (for example, verbal SU001s) are clearly documented on the customer's record - including details of how this evidence was sourced

Employment cessation details, unused leave and/or redundancy payments reported by employers via Single Touch Payroll may pre-fille during a current customer’s reporting statement. Staff can view this information on the STP Employer Wage Items (EMGI) screen in Process Direct. Once confirmed Income Maintenance Period Summary (IMPS) screen is updated with STP. An SU001 is required if the pre-fill amounts change or there is doubt about the duration provided.

Service Officers must review all information contained in the SU001 to determine the job seeker's eligibility and payability for the income support payment.

Note: STP data does not prefill the number of days or period covered for these payments so the customer must provide the duration. Therefore, it is important to review the days provided by the customer is reasonable for the amount paid, example: $3,000 for one day's leave is not reasonable and would need to be verified.

Waiting periods

The information provided in the SU001 or pre-filled via STP will determine if the customer is subject to waiting periods.

The waiting periods for consideration are:

• Unemployment Non-Payment Period (UNPP)
• Unemployment failures (UNF)
• Income Maintenance Period (IMP)
• Seasonal Work Preclusion Period (SWPP)
• Compensation Preclusion Period

For more information, see Waiting periods for income support payments.

• If the customer is subject to:
• UNPP/UNF go to Step 2
• IMP go to Step 3
• SWPP go to Step 4
• If the claimant has a Compensation Preclusion Period go to Step 5

When an STP employer reports an employee ceased work due to reasons of 'voluntary cessation (V)' or 'dismissal (F)', mutual obligation customers are asked to supply more details in their reporting task about why they are no longer employed.

Where an SU001 has been provided (or information collected verbally by the Service Officer from the employer) and the employer has indicated the reason for separation was:

• ceasing work voluntarily
• misconduct as an employee
• unsatisfactory work performance

The Service Officer must consider whether to generate compliance action for further investigation.

Where compliance action is generated, the job seeker must be advised the reason for their unemployment will be further investigated and a penalty may be applied.

Where a compliance event is identified, the compliance investigation and decision regarding any compliance action must occur before the claim can be finalised. Determination has a direct impact on the job seeker's income support payment start date.

For further information, see Unemployment due to a voluntary act or misconduct.

Customers may be subject to an IMP when they cease employment and paid out unused leave and/or redundancy payments. When this occurs, income support payments are not payable for the period covered by the termination payments.

Prefilled STP cessation data (STP)

Unused leave and termination payments reported through STP are pre-filled during statement reporting for customers to check, confirm or change.

Staff using the Earnings and Reporting workflow in Process Direct will have leave and redundancy payments from STP employers pre-filled in the workflow. Staff must discuss the pre-filled information with the customer.

For an IMP to be assessed customers need to advise:

• the number of days the unused leave or redundancy payment relates to, or
• the average weekly wage

Note: it is important to review the days provided by the customer are reasonable for the amount paid, example: $3,000 for one day's leave is not reasonable and needs to be verified. If pre-filled amounts are changed by the customer, or there is any doubt about the duration, check the details against an SU001.

It is the customer's responsibility to check, confirm or change the details. Customer confirmed STP cessation details has a source code of STP on the Income Maintenance Period Summary (IMPS) screen.

Uploaded SU001 document or equivalent - IMP coding:

Unused leave and redundancy payments confirmed by the customer is automatically loaded on the IMPS screen for customers.

Located at question 7 of the SU001, employers provide information regarding leave and entitlements by asking 'On termination, did you pay or will you pay the person, any unused leave entitlements or final gross redundancy?'

Where the information provided by the employer is different to the answers provided by the customer in the online claim, Service Officers must code the information provided by the employer on the IMPS screen.

For more information regarding IMPs, see Income Maintenance Period (IMP) and Leave and termination payments paid by an employer.

When a job seeker or their partner has engaged in seasonal, intermittent or contract work in the 6 months prior to claiming an allowance they may be subject to a SWPP.

Seasonal work reported by an STP employer is pre-filled in Online and Assisted Customer Claims and in the Earnings and Reporting workflow in Process Direct.

When determining if a SWPP applies, staff are to review the SU001.

For more information regarding SWPP, see Seasonal Work Preclusion Period (SWPP) and Leave and termination payments paid by an employer.

Compensation details reported by an STP employer and confirmed by a customer will trigger a Task for a MOD C – Compensation Details form.

Service Officers must make sure all supporting documentation is provided before referring Compensation details to the Compensation Recovery Team (CRT). See Completing the Compensation and damages details via Mod C or verbal lodgement.

For more information regarding Compensation, see Role of staff outside Compensation Teams.