How to manage sick leave requests
A complete guide to handling employee sick leave (personal/carer's leave) under Australian workplace law. Learn entitlements, evidence requirements, and tips.
Written by
Georgia Morgan
General information only – not legal advice
This guide provides general information about managing sick leave requests in Australia. It does not constitute legal, HR, or professional advice and should not be relied on as a substitute for advice specific to your business, workforce, or circumstances.
Key facts about sick leave
In Australia, sick leave is part of the "personal/carer's leave" entitlement under the National Employment Standards. Full-time employees receive 10 days per year, which accumulates over time and can be used when unfit for work due to illness or injury, or to care for a sick family member.
Sick leave entitlements by employee type
| Employee type | Annual amount | Accumulates | Paid |
|---|---|---|---|
| Full-time employee | 10 days per year | Yes, indefinitely | Yes |
| Part-time employee | Pro-rata (e.g., 5 days for 0.5 FTE) | Yes, indefinitely | Yes |
| Casual employee | No paid sick leave | N/A | No (loading compensates) |
6 steps to sick leave requests management
Establish clear notification procedures
Define how and when employees must notify you of sick leave.
Tips:
- Specify the required notification time (e.g., before shift starts)
- Define the contact method (phone, app, manager text)
- Clarify who should be contacted (direct manager, HR)
- Include procedures in your employee handbook
Receive and acknowledge the request
When notified, acknowledge the absence and begin planning coverage.
Tips:
- Respond promptly to confirm you've received the notification
- Wish them well – don't interrogate about illness details
- Ask about expected duration if appropriate
- Start arranging coverage for their shifts
Check leave balance and entitlements
Verify the employee has sufficient sick leave available.
Tips:
- Full-time employees: 10 days per year, accumulates
- Part-time: Pro-rata based on ordinary hours
- Casuals: No paid sick leave (but may have unpaid carer's leave)
- Check if leave was taken in advance or awaiting accrual
Request evidence if appropriate
Determine whether to request a medical certificate or statutory declaration.
Tips:
- Check your award or policy for evidence requirements
- Evidence is commonly required for absences over 2 days
- Can request evidence for single days if reasonable
- Accept statutory declarations as alternative to medical certificates
Manage the absence period
Maintain appropriate contact during extended absences.
Tips:
- For short absences: minimal contact, just acknowledgment
- For extended illness: periodic welfare checks are appropriate
- Respect privacy – don't demand medical details
- Keep records of all communications
Process the leave and return to work
Update records and support the employee's return.
Tips:
- Process leave in your payroll/HR system
- Deduct from sick leave balance
- For extended illness, consider a return-to-work conversation
- Address any patterns of concern separately
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When to request evidence
Single day absence
Evidence: Not typically required, but can be requested if reasonable
Check your award – some require evidence for any absence
2+ consecutive days
Evidence: Medical certificate or statutory declaration
Most awards allow this requirement
Absence before/after leave
Evidence: Can be requested for sick days adjacent to approved leave
Helps identify potential leave abuse patterns
Pattern of absences
Evidence: Can request evidence after documented pattern discussions
Must be applied consistently and reasonably
Extended absence (1 week+)
Evidence: Medical certificate with expected return date
May need ongoing certificates for continued absence
Related guides
More resources for managing leave and HR processes.
Frequently asked questions
- Full-time employees are entitled to 10 days of paid personal/carer's leave per year under the National Employment Standards. Part-time employees receive a pro-rata entitlement based on their ordinary hours. Sick leave accumulates from year to year and does not expire.
- No, casual employees do not receive paid sick leave. This is compensated by their casual loading (usually 25%). However, casuals are entitled to 2 days of unpaid carer's leave per occasion to care for an immediate family member.
- They're the same entitlement pool. Employees can use their personal/carer's leave either for their own illness or injury (sick leave) or to care for an immediate family or household member who is sick, injured, or facing an unexpected emergency (carer's leave).
- Generally no. Unlike annual leave, sick/personal leave cannot typically be cashed out. Some awards and enterprise agreements may allow it under specific conditions, but it's not a standard entitlement.
Regulatory sources
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