Casual sick leave explained

When a casual employee calls in sick, it can raise questions. Do they get paid? How much time can they take off? And what proof can I ask for? 

With casual employees now making up a growing share of Australia’s workforce, it’s important to understand where the boundaries lie.

Here’s a simple breakdown of how sick and carer’s leave works for casuals.

Do casual employees get sick leave?

Casual employment differs from part-time and full-time roles in many ways. A key differentiating factor between casual employment and part-time or full-time employment is the right to sick and carer’s pay. 

Of course, casual workers can take time off when they’re unwell or need to fulfill caring responsibilities for a family member. But unless you include paid sick leave in a workplace policy or agreement, casual employees don’t have a right to pay when they take time off.

That's what casual loading is for. Casual employees typically receive 25% on top of the national minimum wage or base rate stipulated in the modern award they fall under. This is to make up for their lack of paid leave entitlements and the uncertainty of their employment.

Note: The Victorian Sick Pay Guarantee pilot was a fully funded state government initiative run by the Victorian Government. It offered eligible casual and contract workers up to five days of paid sick and carer’s leave per year, with payments made directly at the national minimum wage. The pilot officially ended on 30 June 2024 and isn't accepting claims anymore, despite earlier rumours of an extension.

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How casual sick and carer's leave works

As mentioned, casual employees don’t get paid sick leave. But they still have rights under the National Employment Standards (NES). Here’s what you need to know:

• Unpaid but protected: A casual employee can take unpaid time off if they’re sick, injured, or need to care for an immediate family or household member. You can’t cancel future shifts or end their engagement because they’ve taken this type of leave.

• Letting you know: Casuals should tell you as soon as possible if they can’t work. What’s considered 'reasonable notice' depends on the situation. For example, same-day notice is fine for sudden illness, but not if they’ve known for a few days.

• Evidence and proof: You can ask the employee to provide evidence, such as a doctor’s certificate or statutory declaration, if the situation justifies it. 'Reasonable' depends on the length and nature of the absence. Asking for proof after just one missed shift probably isn't appropriate.

• How long they can take: There’s no fixed cap on unpaid sick or carer’s leave for casuals. As long as the absence is genuine and they keep in touch, they can take what they need. Just remember casuals don’t have guaranteed hours, so ongoing absences can affect how you roster them.

• Good record-keeping: Even though you don't provide casuals with sick and carer's pay, it’s smart to record each absence, any evidence provided, and any changes to the roster. This helps you keep your records clean and avoids confusion or disputes later.

Sick and carer's pay made simple with Rippling

Managing leave for employees isn't straightforward. There’s a range of rules that apply depending on employment type, Award coverage, and state labour laws.

Thanks to Rippling’s all-in-one workforce management software, the process can be far simpler. Rippling connects HR, Payroll, and IT in one system, built on a single source of truth. That means every detail, from a casual’s unpaid sick day to a full-timer’s annual leave, stays accurate across the platform without extra admin.

When someone takes time off, the system automatically updates rosters, records absences, adjusts payroll, and keeps entitlements in sync. You can see balances, approvals, and availability in one place. And you can trust that every change reflects the latest Award and compliance rules.

Rippling offers a faster, more reliable way to manage sick and carer’s leave and to make sure you pay everyone correctly, every time.