Personal / sick leave policy template
A comprehensive policy covering personal/carer's leave entitlements under the National Employment Standards. Clarifies sick leave provisions, evidence requirements, notification procedures and support for employees.
Personal leave policy
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Why every business needs a personal leave policy
Personal/carer's leave (often called sick leave) is a minimum entitlement under the National Employment Standards. Full-time and part-time employees accrue 10 days per year, and can use it when they're unwell or need to care for immediate family or household members.
A clear policy helps employees understand when and how to access leave, what evidence may be required, and their notification obligations. It also helps managers handle leave requests consistently and manage attendance patterns fairly.
Without a documented policy, inconsistent treatment of sick leave can lead to grievances, reduced trust and potential Fair Work complaints.
Key elements of a personal leave policy
What your personal / sick leave policy should include
NES entitlements
Personal/carer's leave entitlements under National Employment Standards.
Sick leave provisions
How employees can access leave for personal illness or injury.
Carer's leave provisions
Leave to care for immediate family or household members.
Evidence requirements
When and what evidence can be reasonably requested.
Notification procedures
Requirements for notifying the employer of leave.
Managing patterns
Approach to managing concerning attendance patterns.
What's included in this template
Comprehensive coverage of personal leave requirements
Purpose & scope
Why the policy exists and who it applies to.
Policy statement
The organisation's commitment to supporting employee wellbeing.
Entitlements under NES
Accrual rates, eligibility and leave categories covered.
Personal illness or injury
Using leave for your own medical conditions.
Carer's leave
Using leave to care for immediate family or household members.
Notification requirements
How and when to notify the employer.
Evidence requirements
Medical certificates and reasonable evidence.
Unpaid carer's leave
Provisions when paid leave is exhausted.
Managing sick leave patterns
How patterns of absence may be reviewed.
Support and return to work
Assistance available and return to work planning.
Who should use this template?
Essential for every Australian employer
Legal disclaimer
This template is designed to reflect National Employment Standards and general Australian employment law at the time of publication. It is provided as a general guide only and does not constitute legal advice.
You should review and tailor this template to suit your business, industry and any applicable Modern Awards or enterprise agreements. Consider seeking independent workplace relations advice.
Regulatory sources
This template is aligned with the National Employment Standards under the Fair Work Act.
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Personal leave policy FAQ
- Full-time employees accrue 10 days (76 hours) of paid personal/carers leave per year under the National Employment Standards. Part-time employees accrue on a pro-rata basis. Leave accumulates from year to year and does not expire.
- Yes. Personal leave can be used when an employee is unfit for work due to illness or injury, including mental health conditions. Employees do not need to disclose the specific nature of their illness — only that they are genuinely unfit for work.
- Employers can request evidence that would satisfy a reasonable person the leave is genuine. This includes medical certificates, statutory declarations, or pharmacy receipts. The evidence required should be proportionate to the length of absence. Our guide on managing sick leave requests provides detailed advice.
- Yes. This template provides a solid foundation aligned with the National Employment Standards, but you should tailor it to reflect your specific workplace, any applicable modern award or enterprise agreement, and state-based requirements such as long service leave provisions.
- Distribute the policy during onboarding for new employees and via email or team meetings for existing staff. Have employees sign an acknowledgement form confirming they have read and understood the policy. Using HR software with policy management can automate tracking of acknowledgements.
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Disclaimer
This document is a general HR template provided for informational purposes only. It is not legal advice and may not reflect the latest changes in legislation or apply to every workplace situation. RosterElf Pty Ltd and the template provider accept no liability for any loss arising from reliance on this document. Users should seek independent legal advice and customise the template to ensure it complies with all relevant laws, awards and workplace requirements.