What can you use sick leave for? Appointments, injuries, stress and other common questions

What counts as a reason to take sick leave?

The test is simple: you can take paid sick leave when you can’t work because of a personal illness or injury. There’s no official list of approved conditions. What matters is whether the illness or injury stops you from working.

The Fair Work Ombudsman notes that personal illness can include stress and pregnancy-related illnesses.

It also gives an example involving menopause. Fiona, a full-time senior accounts manager, had severe dizziness and joint pain associated with menopause that was affecting her work. Her doctor found she wasn’t fit for work and recommended two weeks off. She used her accumulated paid sick leave and gave her employer a medical certificate covering the period.

Can you use sick leave for a medical appointment?

Only in some cases. Pre-arranged medical appointments and elective surgery can be covered by sick leave only if you can’t work because of a personal illness or injury. The Fair Work Ombudsman says it depends on the individual circumstances.

Your employer can ask for evidence confirming you were unfit for work. That evidence helps decide whether the time off should be paid as sick leave or as a different type of leave or entitlement.

If you’re fit to work and simply need time for a routine appointment, sick leave may not be the right fit. Check your award, registered agreement or workplace policy, and talk to your employer about options.

Can you take sick leave for stress?

Yes, if it means you can’t work. Stress is one of the examples the Fair Work Ombudsman gives of personal illness. The same notice and evidence rules apply as for any other sick leave.

If you’re finding it hard to raise this with your manager, our guide on how to talk to your employer about taking sick leave may help.

Can you take sick leave for an injury?

Yes. Personal injury is covered in the same way as illness. If the injury keeps you away for a long time, there are protections from dismissal. With evidence of your injury, you’re protected from being dismissed because of your absence while you’re still using paid sick leave, or if you’ve been away for less than 3 consecutive months, or less than 3 months in total over the last 12 months.

If your injury happened at work, state and territory workers compensation and rehabilitation laws may also apply, including additional protections from dismissal. Those schemes sit outside the sick leave rules covered here.

Can you use sick leave to look after someone else?

Not as sick leave, but you can use carer’s leave from the same balance. Carer’s leave covers caring for or supporting a member of your immediate family or household who is sick, injured or affected by an unexpected emergency. A household member is anyone who lives with you. Our guide to carer’s leave in Australia explains who counts and what evidence you might need.

Which leave applies to common situations?

Situation	Leave that usually applies
Your own illness or injury stops you working	Paid sick leave
Stress or a pregnancy-related illness stops you working	Paid sick leave
Pre-arranged appointment or elective surgery	Sick leave only if you’re unfit for work; otherwise possibly another type of leave
Caring for a sick or injured family or household member	Paid carer’s leave, or 2 days unpaid each time once paid leave is used up
An unexpected emergency affecting a family or household member	Carer’s leave
Bereavement	Compassionate (bereavement) leave, a separate entitlement
Family and domestic violence	Family and domestic violence leave, a separate entitlement

For how these names overlap, see personal leave vs sick leave vs carer’s leave.

What notice and evidence do you need?

Tell your employer you’re taking sick leave as soon as possible. That can be after the leave has started. Let them know how long you expect to be away.

Your employer can ask for evidence for as little as one day or less off work. It has to convince a reasonable person that you were genuinely entitled to the leave. Medical certificates and statutory declarations are both examples, and your award or registered agreement can say when evidence is needed and what type, as long as it’s reasonable.

The Fair Work Ombudsman’s example: Anna, a full-time retail employee, was told when she started that a medical certificate was needed for any sick day taken on a Monday. She caught a cold over the weekend and took Monday off, but couldn’t get a doctor’s appointment. She gave her employer a statutory declaration on Tuesday instead and was paid for the day. Our guide to statutory declarations for sick leave explains how they work.

The Fair Work Ombudsman also says it isn’t reasonable for an employer to attend a medical appointment with you unless you ask, or to contact your doctor for more information.

Where can the rules be different?

Awards, registered agreements and contracts can give more than the National Employment Standards, and can set their own evidence rules. Casual employees don’t get paid sick leave at all. If you’re not sure what applies to you, check your award or agreement or call the Fair Work Ombudsman on 13 13 94. This guide is general information, not legal or medical advice.

If you’re unwell now and need evidence for work, you can request an online assessment. A registered practitioner reviews your request, typically within 48 hours, and a certificate is issued only when clinically appropriate. Certificates aren’t backdated.