What Types of Leave Are There in Australia?
Leave is an important part of employment. It gives employees time away from work for rest, illness, caring responsibilities, family matters, community service, public holidays and major life events.
For employers, leave is also a compliance and record-keeping responsibility. Businesses need to understand the minimum entitlements that apply, explain leave rules clearly and keep accurate records of requests, approvals, balances and supporting documents where required.
In Australia, many minimum leave entitlements come from the National Employment Standards, awards, enterprise agreements, employment contracts and state or territory laws. Some entitlements apply to full-time and part-time employees. Others may also apply to casual employees. Long service leave is especially important to check carefully because it is usually handled under state and territory rules.
This page provides a general overview of common types of leave. It is not legal advice, and employers should always check current Fair Work information, relevant awards, agreements and local legislation before making leave decisions.
A clear leave policy should also be explained during onboarding so employees understand how to request leave, what evidence may be needed and who approves the request.
Why leave policies matter
Leave can become confusing when rules are explained informally.
One manager may approve leave by email. Another may ask for a form. A supervisor may not know whether a casual employee is entitled to a specific type of leave. Payroll may need evidence before processing an absence. Employees may not understand whether leave accrues, carries over or resets each year.
A written leave policy helps reduce that confusion.
It should explain the main leave types, how leave is requested, what notice is required, what evidence may be needed and how approvals are recorded. It should also make clear that awards, agreements and legislation may provide minimum rights that the business must follow.
A good policy does not need to be complicated. It needs to be accurate, current and easy to understand.
For new starters, a structured online induction can help introduce leave rules together with other workplace policies, conduct expectations and employment information.
Annual leave
Annual leave allows employees to take paid time away from work for rest and recreation.
Full-time and part-time employees generally accrue annual leave from the first day of employment. Part-time employees accrue leave on a pro-rata basis according to their ordinary hours. Unused annual leave usually carries over from year to year.
In many cases, full-time employees are entitled to 4 weeks of annual leave per year. Some shift workers may be entitled to 5 weeks, depending on the applicable award, agreement or employment arrangement.
Annual leave is important because regular breaks help employees rest, recover and manage life outside work. From a business perspective, it also needs to be managed carefully so staffing levels, rosters, projects and customer service are not disrupted.
Employers should have a clear process for:
- requesting annual leave
- approving or declining requests
- managing leave during busy periods
- handling shutdown periods
- recording leave balances
- paying leave correctly
- managing excessive leave accruals
A good leave policy should explain that employees should not assume leave is approved until the correct process has been followed.
Personal leave and sick leave
Personal leave is commonly called sick leave.
Full-time and part-time employees can use paid personal leave when they cannot work because of personal illness or injury. Part-time employees accrue paid personal leave on a pro-rata basis.
This type of leave helps employees avoid working when they are unwell, injured or unable to perform their duties safely. It can also reduce the spread of illness in workplaces where people work closely together.
Employers may be able to request evidence, such as a medical certificate or statutory declaration, depending on the circumstances, workplace policy and relevant industrial instrument.
A clear policy should explain:
- when sick leave can be used
- how employees should notify the business
- who must be contacted
- when evidence may be required
- how certificates or declarations should be submitted
- what happens if paid leave is exhausted
Personal leave can also connect with broader workplace health and safety responsibilities. For example, a worker who is unwell, fatigued or injured may not be able to perform some tasks safely.
Carer’s leave
Carer’s leave allows an employee to take time away from work to care for or support an immediate family member or household member who is sick, injured or affected by an unexpected emergency.
Paid carer’s leave usually comes from the same personal/carer’s leave balance as sick leave for full-time and part-time employees. Casual employees may have access to unpaid carer’s leave in certain circumstances.
This type of leave is important because employees sometimes need to respond quickly when a family member or household member needs care.
A leave policy should explain who may be considered an immediate family or household member, how the employee should notify the employer and what evidence may be requested.
Managers should handle carer’s leave with consistency and care. Employees may be dealing with stressful personal circumstances, and unclear processes can make a difficult situation worse.
Compassionate and bereavement leave
Compassionate leave, sometimes called bereavement leave, allows employees to take time away from work after certain serious family or household events.
It may apply when an immediate family member or household member dies, suffers a life-threatening illness or injury, or in other eligible circumstances covered by workplace law.
Employees are generally entitled to 2 days of compassionate leave for each eligible occasion. Full-time and part-time employees usually receive paid compassionate leave. Casual employees may be entitled to unpaid compassionate leave.
This type of leave should be handled respectfully.
A policy should explain the entitlement, notice process and evidence requirements, but managers should avoid making the process unnecessarily cold or difficult. Employees may be grieving, supporting family or dealing with urgent personal matters.
Compassionate leave is one area where a clear policy and human judgement both matter.
Family and domestic violence leave
Family and domestic violence leave is a serious and sensitive entitlement.
In Australia, employees may be entitled to paid family and domestic violence leave to deal with the impact of family and domestic violence. This can include making arrangements for safety, attending court, accessing police services, attending counselling or managing other urgent needs connected with the situation.
This leave is available to full-time, part-time and casual employees.
Because of the sensitivity of the issue, employers should handle requests with privacy, care and confidentiality. Payroll, managers and HR staff should understand that information connected with family and domestic violence leave must be managed carefully.
A policy should explain:
- who can access the leave
- how requests can be made safely
- who will see the information
- what evidence may be required
- how privacy will be protected
- how support can be accessed
Businesses should make sure managers are trained to respond appropriately. This is not an area for casual comments, unnecessary questioning or poor record handling.
A strong safety culture includes respect for employee privacy and wellbeing, especially when people are dealing with serious personal risks.
Parental leave
Parental leave allows eligible employees to take time away from work when they have or adopt a child.
Under the National Employment Standards, eligible employees can generally access up to 12 months of unpaid parental leave and may be able to request an extension of up to a further 12 months. Paid parental leave may also be available through government schemes or employer policies, depending on the circumstances.
Parental leave can involve several related matters, including birth-related leave, adoption-related leave, partner leave, return-to-work planning, keeping in touch days and flexible work requests.
Because parental leave can be complex, employers should avoid relying on informal assumptions. They should check current rules, awards, agreements and written requests carefully.
A clear policy should explain:
- eligibility requirements
- notice requirements
- evidence requirements
- unpaid parental leave
- employer-provided paid leave if offered
- keeping in touch arrangements
- return-to-work planning
- flexible work requests
- how the business will communicate during leave
Parental leave is an important part of employee lifecycle planning. It also connects with broader employee onboarding software and HR processes because employees may move in and out of work over an extended period.
Community service leave
Community service leave allows employees to take time away from work for certain community service activities.
This may include jury duty or voluntary emergency management activities, such as helping with eligible emergency response work.
Community service leave under the National Employment Standards is generally unpaid, except for jury duty. Full-time and part-time employees may be entitled to make-up pay for the first 10 days of jury duty. Casual employees may have different payment arrangements.
Employers should have a process for managing community service leave because it can arise unexpectedly. For example, an employee may receive a jury summons, or an emergency services volunteer may need to respond to a major incident.
A policy should explain:
- what community service activities may be covered
- how employees should notify the business
- what evidence may be required
- how jury duty is paid
- how rosters or work arrangements will be managed
Clear communication helps the business plan around the absence while respecting the employee’s legal or community responsibilities.
Long service leave
Long service leave rewards employees for long periods of service with the same employer.
Unlike many other leave types, long service leave is usually governed by state and territory laws, although awards, agreements or contracts may also be relevant. This means the rules can differ depending on where the employee works and which laws apply.
Employers should be especially careful with long service leave because the entitlement may involve:
- length of service
- continuous service rules
- pro-rata entitlements
- termination payments
- transfers of business
- casual employee eligibility in some jurisdictions
- state or territory differences
Businesses with employees in more than one state or territory should not assume the same rule applies everywhere.
Good record keeping is essential because long service leave depends on employment history over a long period. If records are incomplete, the business may struggle to confirm service dates, breaks, transfers or entitlements.
Public holidays
Public holidays are not always described as a “leave type”, but they are an important workplace entitlement.
Employees may have a right to be absent from work on a public holiday. Full-time and part-time employees are generally entitled to be paid their base rate for ordinary hours they would have worked if they are absent because of a public holiday.
The rules can become more complex when employees are asked to work on a public holiday, when awards or agreements provide penalty rates, or when employees work across different states and territories.
Employers should make sure employees know:
- which public holidays apply to their work location
- whether they may be asked to work
- how requests to work on public holidays are handled
- how payment is calculated
- what happens if a public holiday falls during other leave
Public holidays should be managed carefully in rosters, payroll and employee communications, especially for businesses operating across multiple sites.
Workers compensation and injury-related absence
Workers compensation is not the same as ordinary paid leave.
If an employee is injured or becomes ill because of work, workers compensation laws may apply. These rules are generally managed through state and territory systems, insurers and return-to-work processes.
Employers should understand that a work-related injury may involve medical certificates, claims, insurer communication, suitable duties and return-to-work planning.
Because workers compensation requirements vary, businesses should seek current guidance from the relevant state or territory authority and insurer.
A good internal process should make it clear how employees report injuries, who manages claims, how records are stored and how return-to-work arrangements are communicated.
A structured incident reporting process can help businesses record injuries, near misses and hazards clearly before follow-up action is taken.
Leave without pay
Leave without pay may be available when an employee needs time away from work but does not have paid leave available or the absence does not fit another paid entitlement.
This type of leave is usually approved by agreement between the employer and employee, unless an award, agreement, contract or law says otherwise.
Leave without pay may be used for travel, study, personal matters, extended family responsibilities or other situations where paid leave is unavailable or unsuitable.
A policy should explain that leave without pay is not automatic. It may need management approval, and the business should consider operational needs, fairness, employee circumstances and any legal requirements.
Employers should also consider how unpaid leave affects accruals, continuity of service and benefits. These questions should be checked carefully before approval.
Study leave and training leave
Some employers provide study leave or training leave as an additional workplace benefit.
This may allow employees to attend exams, complete professional development, join industry training or study qualifications relevant to their role.
Study leave is not always a minimum entitlement, but it can help businesses build skills and retain staff. Where offered, the policy should explain eligibility, approval requirements, payment arrangements, evidence and whether the study must relate to the employee’s current role.
For businesses that provide ongoing workplace learning, online training can help organise policy modules, role-specific training and refresher courses alongside other employee records.
Cultural, religious and ceremonial leave
Employees may request leave for cultural, religious or ceremonial reasons.
This may include religious observances, cultural events, Sorry Business, community obligations or other significant occasions.
The way this leave is managed will depend on the employee’s available leave, workplace policy, award, agreement, contract and relevant discrimination laws.
Employers should handle these requests respectfully and consistently. A good policy should allow employees to request suitable leave options without feeling uncomfortable or singled out.
This area also connects with inclusive workplace culture. A business that communicates leave options clearly is better placed to support a diverse workforce.
Why leave should be part of induction
Leave policies are often explained too late.
An employee may not read the policy until they are sick, caring for a family member, preparing for parental leave or dealing with a personal crisis. At that point, unclear rules can create stress for the employee and extra work for managers.
It is better to explain leave basics during induction.
This does not mean new starters need a legal lecture. They simply need to know where the policy is, how leave is requested, who approves it, what evidence may be required and where to ask questions.
A short module during induction can explain:
- common leave types
- how to request leave
- notice requirements
- evidence requirements
- emergency contact procedures
- privacy expectations
- where leave balances can be checked
- who to speak with about sensitive leave
Digital e-signatures can also help record that employees have received and acknowledged the leave policy.
Leave records and payroll accuracy
Leave records need to be accurate.
Poor records can create underpayments, overpayments, disputes, payroll corrections and compliance problems. They can also damage employee trust if people believe their balances or approvals are being handled incorrectly.
Employers should keep clear records of leave requests, approvals, evidence, payments and balances.
A central document registry can help organise related documents such as policies, forms, certificates, declarations and supporting evidence. For managers, reporting can also make it easier to review completion of policy acknowledgements and identify whether employees have completed required induction modules.
Strong systems do not replace payroll expertise. They support better communication, cleaner records and fewer manual gaps.
Common leave mistakes employers should avoid
Many leave problems come from inconsistent processes.
A manager may approve leave verbally, but payroll may not know. An employee may assume a text message is enough notice, but the policy may require a formal request. A business may use an outdated policy that no longer matches current rules.
Common mistakes include:
- failing to explain leave rules during onboarding
- using outdated leave policies
- treating casual and permanent entitlements the same
- overlooking award or agreement requirements
- mishandling family and domestic violence leave information
- failing to record approvals properly
- misunderstanding public holiday rules
- assuming long service leave is the same in every state
- losing medical certificates or evidence
- failing to update employees when processes change
For broader compliance context, this guide on why staying OHS compliant is important for every business explains why policies, records and consistent systems matter across workplace management.
How Induct For Work helps with leave policy communication
Induct For Work does not replace payroll, HR advice or legal advice.
However, it can help businesses communicate leave policies clearly during induction and keep records that employees received the information.
Businesses can use Induct For Work to:
- introduce leave policy basics during onboarding
- explain how employees request leave
- share workplace policies and forms
- collect employee acknowledgements
- include short quizzes to check understanding
- update policy modules when rules change
- issue completion records
- keep evidence of policy communication
- assign refresher training where required
For businesses that already have a leave policy, rapid induction setup can help move existing documents, forms and instructions into a more organised digital induction process.
This can reduce repeated manual explanations and give managers a clearer record of what has been communicated.
Start improving your leave policy process
Leave entitlements matter because they affect people’s health, family responsibilities, rest, emergencies, community obligations and major life events.
They also matter because employers need to manage requests, records, payroll and compliance properly.
A clear leave policy should be easy to find, easy to understand and introduced early. Employees should know what types of leave may apply, how to request leave and where to get help when their situation is sensitive or complex.
Induct For Work gives businesses a practical way to include leave policy information in employee induction, collect acknowledgements and keep records organised.
Start your 14-day free trial and see how Induct For Work can help your business communicate workplace policies with less manual administration and clearer records.
Frequently asked questions
Common types of leave include annual leave, personal leave, sick leave, carer’s leave, compassionate leave, family and domestic violence leave, parental leave, community service leave, long service leave, public holidays, leave without pay and workers compensation-related absence.
Casual employees generally do not receive paid annual leave because casual loading is intended to compensate for some paid leave entitlements. Employers should check the applicable award, agreement and current Fair Work guidance.
Sick leave is used when an employee cannot work because of their own illness or injury. Carer’s leave is used to care for or support an immediate family member or household member who is sick, injured or affected by an unexpected emergency.
Yes. Paid family and domestic violence leave is available to full-time, part-time and casual employees who meet the eligibility requirements.
Employees are generally entitled to 2 days of compassionate leave for each eligible occasion. Full-time and part-time employees usually receive paid compassionate leave, while casual employees may receive unpaid compassionate leave.
No. Long service leave is usually governed by state and territory laws, so rules can differ depending on where the employee works and which laws apply.
Public holidays are not always described as a leave type, but they are a workplace entitlement. Employees may have a right to be absent from work on a public holiday and may be entitled to payment depending on their employment type and ordinary hours.
Yes. Leave policies should be introduced during induction so employees understand how to request leave, what notice is required, what evidence may be needed and who to contact for help.
In many situations, employers may request evidence for certain types of leave. The type of evidence and when it can be requested will depend on the leave type, policy, award, agreement and workplace laws.
Yes. Induct For Work can help businesses include leave policy information in onboarding and induction, collect acknowledgements, use quizzes and keep records that employees received the information.
Do you have any questions or great tips to share?
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Author: Anna Milova
Published: 21/03/2017
Updated: 15/06/2026
