Carer’s Leave vs Sick Leave: What’s the Difference?

“Seven in ten Aussies admit to faking a ‘sickie’ in the past year – costing businesses an estimated 24.6 million days off and $7.3 billion annually.”

When you see numbers like that, it’s easy to assume sick leave in Australia is out of control. But dig a little deeper and a different story appears: many people simply don’t understand how sick leave rules actually work – especially the difference between sick leave and carer’s leave.

Should you use your sick leave if your child has gastro? What if your partner has surgery? What if you’re burnt out, or your housemate has a mental health crisis?

If you tick the wrong box, you might miss out on pay, fall foul of your employer’s policies, or feel pressured to “fake” the type of leave you actually need.

At NextClinic, we speak every day with Australians who are unsure whether they need a standard sick leave medical certificate or a medical certificate for carer’s leave, and what they’re entitled to under Fair Work Australia leave rules. We also see how much stress this confusion can cause – especially when you’re already unwell or caring for someone you love.

This article is your clear, practical guide to carer’s leave vs sick leave in Australia. We’ll:

• Explain how the law actually defines each type of leave
• Show when you’re entitled to paid vs unpaid carer’s leave
• Cover your employee rights around evidence and medical certificates
• Walk through real-life scenarios (kids, partners, flatmates, mental health, sexual health and more)
• Show how online telehealth and carer’s certificates can make the process smoother

By the end, you’ll know exactly which leave to take so you get paid fairly, stay on the right side of workplace rules, and protect your health and your relationships.

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The quick answer: carer’s leave vs sick leave in Australia

Let’s start with the short version.

Under the National Employment Standards (NES), what most people call “sick leave” and “carer’s leave” are actually part of the same legal entitlement: paid personal/carer’s leave.

The difference is:

• Sick leave (personal leave):

You’re unfit for work because of your own illness, injury or medical condition (including mental health and pregnancy-related conditions).

• Carer’s leave:

You take time off to care for or support someone else in your immediate family or household who is sick, injured, or facing an unexpected emergency.

For full-time and part-time employees, both types of time off usually come out of the same pool of 10 days of paid personal/carer’s leave per year (pro-rata for part-timers).

So the key question is not “Which bucket of days does this come from?” but:

"“Am I staying home because I’m unwell, or because someone else needs my care or support?”"

Once you answer that, you can decide whether you’re on:

• Sick leave (you’re the patient), or
• Carer’s leave (you’re the carer).

Now let’s unpack where these entitlements come from, and how they actually work in day-to-day Australian workplaces.

Where do these leave entitlements come from?

The role of the National Employment Standards

In Australia, minimum leave entitlements are set by the National Employment Standards (NES), enforced by the Fair Work Ombudsman (often still casually called “Fair Work Australia”).

The NES apply to most employees, whether they’re covered by an award, enterprise agreement or just an employment contract. An employer can add to these minimums, but they can’t undercut them.

For sick and carer’s leave, the NES provide:

• 10 days of paid sick and carer’s leave per year for full-time employees
• A pro-rata amount for part-time employees
• Accrual from the day you start work, based on your ordinary hours (it’s often calculated as 1/26 of your ordinary hours per year)
• Leave that rolls over from year to year if you don’t use it

This combined entitlement is officially called “paid personal/carer’s leave”, but many workplace systems still label it as “sick leave”.

Who gets paid sick and carer’s leave?

According to Fair Work Australia leave rules:

• Full-time and part-time employees are entitled to paid sick and carer’s leave.
• Casual employees do not get paid personal/carer’s leave, but they do get:
  • 2 days of unpaid carer’s leave per occasion, and
  • 2 days of compassionate leave per occasion.

The Australian Bureau of Statistics estimates that around 2.6 million employees (22% of employees) have no paid leave entitlements – a good reminder that not everyone has the same safety net.

If you’re not sure whether you’re casual or permanent, check:

• Your contract or letter of offer
• Your payslip (look for a “casual loading”)
• Your award or enterprise agreement

What counts as sick leave in Australia?

You’re on sick leave when you’re unable to work because of your own:

• Illness (e.g. flu, COVID, gastro, migraine)
• Injury (e.g. sprained ankle, back injury, post-operative recovery)
• Mental health condition (e.g. anxiety, depression, burnout)
• Pregnancy-related illness (e.g. hyperemesis, bleeding, severe fatigue)
• Sexual or reproductive health issues (e.g. severe period pain, STI symptoms, recovery after an abortion or miscarriage)

The Fair Work Ombudsman is clear: if you can’t work because of a personal illness or injury, you’re entitled to take paid sick leave (if you’re not casual and you have leave accrued).

Sick leave isn’t just for “being at death’s door”

Many Australians still feel guilty accessing sick leave unless they’re completely bedridden. That’s not how the law sees it.

If you’re:

• Too unwell to safely do your job
• Medicated in a way that makes work unsafe (e.g. strong painkillers)
• Contagious and likely to infect colleagues
• Experiencing severe mental distress or burnout that makes work impossible or unsafe

…then you may well be unfit for work and entitled to sick leave.

A Macquarie University study found that young workers (18–29) alone miss 26 million workdays each year due to psychological distress, costing workplaces an estimated $17 billion.

That’s personal illness – even if you can’t “see” it – and it absolutely falls under sick leave.

What about routine appointments?

Routine check-ups or planned appointments (dentist, optometrist, Pap smear, STI screening, contraception counselling) aren’t always black-and-white.

Legally, sick leave is for when you’re unfit to work, not just for any appointment. But in practice, many employers:

• Let you use a few hours of sick leave for necessary medical appointments, or
• Agree to flex-time, early starts/finishes, or annual leave for these visits

Your exact options depend on your contract, award, and workplace culture – but nothing in the NES forbids using your personal leave hours for essential care, provided it’s reasonable and agreed.

What counts as carer’s leave in Australia?

You’re on carer’s leave when you take time off work to care for or support someone else in your immediate family or household because they:

• Are sick
• Are injured, or
• Are affected by an unexpected emergency

Who counts as “immediate family” or “household”?

The Fair Work Ombudsman defines immediate family quite broadly. It includes your:

• Spouse or former spouse
• De facto partner (including same-sex) or former de facto
• Child (including adopted, step or ex-nuptial)
• Parent or step-parent
• Grandparent
• Grandchild
• Sibling
• The child, parent, grandparent, grandchild or sibling of your spouse or de facto (or former spouse/de facto)

You can also take carer’s leave for any person who lives in your household, even if they’re not related – for example, a flatmate.

That’s especially important for younger Australians and those in share houses: if your housemate has a serious bout of gastro or a mental health crisis, and they rely on you for support, that can be valid carer’s leave.

What situations qualify as carer’s leave?

Here are some classic carer’s leave Australia examples:

• Your toddler has a high fever and can’t go to daycare
• Your partner has wisdom teeth out and needs help with pain meds, food, and transport
• Your elderly parent has a fall at home and you rush them to hospital
• Your housemate you live with has a severe anxiety attack and you stay with them to stabilise and get to care
• Your child is suddenly sent home from school with suspected COVID or gastro and must isolate

In all of these, the other person’s condition or emergency makes it necessary for you to provide care or support.

Carer’s leave is not intended for:

• Routine school events (sports carnival, concert)
• Normal childcare arrangements (school pick-up, daycare runs)
• Planned social events

Your employer may still agree to annual leave, unpaid leave, roster changes or flexible hours for those, but they’re not what the NES means by carer’s leave.

Does the other person have to live with you?

Not always.

Because “immediate family” covers parents, children, grandparents, grandchildren and siblings (including in-laws), you can usually take carer’s leave to support them even if they don’t live with you.

For example:

• Driving your mum to hospital for chemotherapy
• Staying overnight with your grandparent after surgery
• Caring for your adult child who lives out of home but is recovering from a procedure

What matters is that:

1. The person is in your immediate family or your household, and
2. They need care or support because of illness, injury or an unexpected emergency.

Paid vs unpaid carer’s leave: how it actually works

This is where a lot of people get tripped up.

Paid carer’s leave

For full-time and part-time employees, carer’s leave is usually paid, coming out of the same personal/carer’s leave balance as sick leave.

• You accrue up to 10 days per year (pro-rata if part-time).
• You can use those days as either sick leave or carer’s leave, or a mix of both.
• If you don’t use all your days, the balance rolls over year to year.

Example: You’ve built up 12 days of personal/carer’s leave. Your child gets RSV, and you take 2 days of carer’s leave to look after them. That leaves you with 10 days for the rest of the year, which you might later use as sick leave if you catch the same virus.

Unpaid carer’s leave

Everyone – including casuals – is entitled to 2 days of unpaid carer’s leave per occasion when an immediate family or household member needs care or support due to illness, injury or an unexpected emergency.

But there’s an important rule:

• Full-time and part-time employees can only take unpaid carer’s leave if they have no paid personal/carer’s leave left.
• Casual employees go straight to unpaid carer’s leave, because they don’t accrue paid personal/carer’s leave.

So if you’re permanent and you still have some paid leave available, your carer’s leave will generally be paid, not unpaid.

Can you take part-days?

Yes. Carer’s leave can often be taken as part of a day (say, 3 hours) by agreement with your employer. The law talks in terms of your ordinary hours of work, not necessarily whole calendar days.

So you might:

• Work from 12–5 pm and take the morning as carer’s leave so you can attend a specialist appointment with your child, or
• Leave early to pick up a sick kid from school and take the last 3 hours as carer’s leave

Check your workplace policy, but this flexibility is common and consistent with Fair Work guidance.

Evidence & medical certificates: what your boss can (and can’t) ask for

This is where NextClinic comes in a lot: people know they may need proof, but they’re not sure when, or what kind of proof is acceptable – especially for carer’s leave.

Notice requirements

Under Fair Work rules, you must tell your employer as soon as practicable that you’re taking sick or carer’s leave, and let them know how long you expect to be away (or how long you think it will be).

“As soon as practicable” can be:

• Before your shift starts, if you know in advance
• After the leave has started, if there’s an emergency (e.g. your partner collapses and you go straight to hospital)

When can your employer ask for evidence?

An employer can legally ask for evidence for as little as one day (or less) of sick or carer’s leave.

That evidence must be “reasonable in the circumstances”, and often includes:

• A medical certificate, or
• A statutory declaration

If you don’t provide evidence when reasonably requested, your employer can refuse to pay you for that sick or carer’s leave.

Medical certificates for sick leave

A standard sick leave certificate usually says that:

• You were examined on a certain date, and
• You’re unfit for work for a specific period

It does not need to say:

• Your diagnosis
• Detailed test results
• Sensitive private information

Your detailed health information is confidential. As we explain in our article “Sick Leave & Employee Privacy Rights” on the NextClinic blog, you generally don’t have to tell your employer exactly what is wrong – only that a qualified practitioner says you’re not fit for work.

Medical certificate for carer’s leave

For carer’s leave, your employer can ask for evidence that:

• A member of your immediate family or household is ill, injured or facing an unexpected emergency, and
• You need to care for or support them.

In practice, a medical certificate for carer’s leave might say something like:

"“[Name] is required to provide care and support to an immediate family or household member on [date(s)] due to illness/injury/emergency.”"

Again, it doesn’t need to disclose your family member’s diagnosis. Protecting their privacy is just as important as protecting yours.

At NextClinic, we issue online carer’s certificates that state you’re required to provide care, without oversharing sensitive details. Our doctors are AHPRA-registered and understand what’s required to satisfy Fair Work Australia leave rules while preserving privacy.

Are telehealth medical certificates valid?

Yes. The Fair Work Ombudsman recognises medical certificates as valid evidence – it does not distinguish between in-person and telehealth consultations. What matters is that the certificate:

• Is issued by a registered health practitioner
• Looks professional and authentic
• States that you were unfit for work, or required to care for someone, for specific dates

As we discuss in our article “Medical Certificates for Remote Workers”, telehealth certificates are widely accepted across Australian workplaces and carry the same weight as a certificate from a bricks-and-mortar clinic.

Real-life scenarios: which leave should you actually take?

Let’s make this concrete. Below are some common situations and how they usually map to sick leave vs carer’s leave.

"Note: This is general information – awards, agreements or employer policies can add extra detail, so always check your own documents or speak to Fair Work if you’re unsure."

1. You have influenza and a high fever

• Situation: You can’t concentrate, you’re contagious, and your GP says you need 4 days off.
• Leave type: Sick leave (paid personal leave) if you’re full-time/part-time and have leave available.
• Evidence: A standard medical certificate stating you’re unfit for work.

2. Your toddler has gastro and can’t go to daycare

• Situation: They’re throwing up, need constant supervision and can’t attend childcare.
• Leave type: Carer’s leave – you’re caring for an immediate family member who is ill.
• Paid or unpaid?
  • If you’re permanent and have personal/carer’s leave left: paid carer’s leave.
  • If you’re casual or out of leave: unpaid carer’s leave (2 days per occasion).
• Evidence: Your employer may ask for a medical certificate for carer’s leave or a stat dec.

3. Your partner is having an abortion or pregnancy-related procedure

• Situation: They need you to drive them, monitor them post-procedure, and provide emotional support.
• Leave type:
  • For your partner: sick leave for their own medical procedure and recovery.
  • For you: carer’s leave, as you’re providing care/support to an immediate family member during illness/injury.
• Evidence: A medical certificate indicating you are required to provide care is usually sufficient.

4. You have severe period pain or endometriosis flare

• Situation: Pain is intense, you can’t sit comfortably, concentrate, or commute; medications make you drowsy.
• Leave type: Sick leave – you’re personally unfit for work due to illness or injury.
• Evidence: Your doctor can provide a standard medical certificate; they don’t need to spell out gynaecological details unless you want them to.

5. Your housemate (who lives with you) has a panic attack

• Situation: You stay home to help them stabilise, attend a GP or ED, and make sure they’re safe.
• Leave type: Carer’s leave – they’re a member of your household who is ill and needs support.
• Evidence: A carer’s certificate or stat dec outlining your caring responsibilities.

6. Your elderly parent has a fall and is in hospital

• Situation: You rush to emergency, speak with doctors, and help organise post-discharge care.
• Leave type: Carer’s leave – immediate family member, illness/injury, unexpected emergency.
• Paid vs unpaid: Depends on your employment type and leave balance, as above.

7. You’re burnt out and your doctor says you need time off

• Situation: You’re experiencing severe anxiety, insomnia and can’t perform your job safely or effectively.
• Leave type: Sick leave – mental health conditions are treated as personal illness under Fair Work.
• Evidence: A medical certificate stating you’re unfit for work for a defined period.
• Tip: Our article “The Hidden Costs of Working While Sick: Why Rest Matters” dives deeper into why taking this time is important for your health and long-term productivity.

8. Your child’s school closes suddenly due to flooding

• Situation: There’s an unexpected emergency; your child is sent home and must stay with you.
• Leave type: Often carer’s leave, as it’s an unexpected emergency affecting an immediate family member, and you need to care for them.

9. You’re taking your child to a routine dental check-up

• Situation: No illness or injury; just a standard check-up booked months ahead.
• Leave type: Technically not sick or carer’s leave under NES, because there’s no illness or emergency. Employers often allow:
  • Annual leave
  • Flex-time / roster changes
  • Unpaid leave by agreement

10. Your grandparent (who doesn’t live with you) has major surgery

• Situation: You want to be at the hospital during and after the operation.
• Leave type: Carer’s leave – grandparents are part of your “immediate family” under Fair Work, even if they don’t live with you.

Employee rights (and obligations) under Fair Work Australia leave rules

Understanding the difference between carer’s leave and sick leave is only half the story. You also need to know your rights and responsibilities.

Your rights as an employee

Under the NES and Fair Work Australia leave framework, you generally have the right to:

• Accrue paid personal/carer’s leave if you’re full-time or part-time (10 days per year, pro rata)
• Take sick leave when you’re unfit for work due to personal illness or injury
• Take carer’s leave to provide care or support to an immediate family or household member who’s sick, injured or facing an unexpected emergency
• Access unpaid carer’s leave (2 days per occasion) if you’re casual or you’ve run out of paid leave
• Access compassionate leave (2 days per occasion) to spend time with an immediate family or household member who has a life-threatening illness or injury, or following a death, stillbirth, or miscarriage in specified circumstances
• Have your employer recognise mental health and pregnancy-related illnesses as valid reasons for sick leave
• Keep your (and your family’s) medical information private, beyond what’s reasonably required as evidence

Employers cannot legally reduce these minimum entitlements, and you’re protected against adverse action for using them in line with the law.

Your obligations as an employee

With rights come responsibilities. You’re expected to:

• Give notice as soon as practicable that you’ll be away and for how long (or your best estimate)
• Use leave honestly – not calling it carer’s leave when it’s really a beach day
• Provide reasonable evidence (like a medical certificate or stat dec) when your employer asks
• Follow any requirements in your award, registered agreement or workplace policy around notice and evidence (as long as they’re consistent with the NES)

While news headlines about fake sickies make for catchy reading, the law is actually designed to support genuine illness and caring responsibilities – not punish people for being human.

If you’re ever unsure about whether your employer’s demands are reasonable, you can contact the Fair Work Ombudsman for free, confidential advice.

How telehealth and NextClinic can make sick & carer’s leave easier

When you or someone you love is unwell, the last thing you want is a stressful fight over paperwork.

That’s one reason telehealth has taken off in Australia – especially following COVID. Instead of dragging yourself (or your child) to a waiting room, you can now:

• Speak to a doctor online
• Get a medical certificate for sick leave
• Or a medical certificate for carer’s leave
• Have prescriptions sent to your preferred pharmacy
• Receive referrals for tests or specialists

…all without leaving home.

At NextClinic, we:

• Provide online doctor’s certificates for 1–2 days of sick leave, with the option for longer periods through a telehealth consultation
• Offer single-day and two-day carer’s certificates for when you’re looking after a sick child, partner, parent or housemate
• Use AHPRA-registered Australian doctors, so your certificates are legitimate and accepted Australia-wide
• Only charge you if your certificate request is approved
• Respect your privacy – our certificates don’t disclose more than is necessary for your employer

If you’re working remotely, our article “Medical Certificates for Remote Workers” breaks down how telehealth fits into flexible work arrangements and your obligations as a remote employee.

And if you’re anxious about what your boss is allowed to know, our blog post “Sick Leave & Employee Privacy Rights” digs into what information you do and don’t have to share.

The goal isn’t just ticking boxes – it’s helping you rest, recover, and care for others without sacrificing your rights or your paycheck.

Bringing it all together: choosing the right leave, every time

Let’s recap the key points:

• Sick leave vs carer’s leave isn’t about two separate pools of days. Legally, they’re both part of your personal/carer’s leave under the National Employment Standards.
• You’re on sick leave when you are unfit for work due to illness or injury (including mental health and pregnancy-related illness).
• You’re on carer’s leave when you’re caring for or supporting someone else in your immediate family or household who is sick, injured or facing an unexpected emergency.
• Full-time and part-time employees get up to 10 days of paid personal/carer’s leave per year, pro rata, which can be used as sick or carer’s leave.
• Everyone, including casuals, is entitled to 2 days of unpaid carer’s leave per occasion when a family or household member needs care.
• Employers can ask for evidence – usually a medical certificate or stat dec – even for short absences, but that evidence doesn’t have to reveal private medical details.
• Telehealth services like ours can provide fast, legitimate medical certificates for sick leave and carer’s leave without you needing to leave home.

Understanding these employee rights under Fair Work Australia leave rules doesn’t just protect your income – it also helps you:

• Be honest and confident when requesting time off
• Support loved ones when they need you most
• Take care of your own physical, mental and sexual health without guilt

Your next step: put this into practice this week

Knowledge only helps if you use it.

This week, choose one small action to put this guide into practice:

• Log in to your HR portal and check your current personal/carer’s leave balance
• Read your workplace leave policy to see how it lines up with the NES
• Bookmark the Fair Work Ombudsman’s sick and carer’s leave page so you have an authoritative reference next time there’s confusion
• Talk with your partner, housemate or family about what you’d do if someone suddenly became unwell or there was an emergency
• If you’re already facing a situation where you need time off, consider whether it’s sick leave or carer’s leave – and, if you need a medical or carer’s certificate, book a telehealth consult rather than putting it off

We’d love to hear from you:

Which strategy are you going to try this week – and what situation are you preparing for?

Share your plan or your experience in the comments. Your story might help another Aussie finally feel confident about choosing the right leave and standing up for their rights at work.

References

• One act most Aussies admit to faking
• Sick and carer’s leave and compassionate leave - Fair Work Ombudsman
• Sick and carer's leave - Fair Work Ombudsman
• Paid sick and carer's leave - Fair Work Ombudsman
• Working arrangements, August 2024 | Australian Bureau of Statistics
• Gen Z's mental health days costing Australian workplaces millions of days off
• Notice and medical certificates - Fair Work Ombudsman
• Sick Leave & Employee Privacy Rights | NextClinic
• Doctor's Certificate Online | NextClinic
• Medical Certificates for Remote Workers | NextClinic
• The Hidden Costs of Working While Sick: Why Rest Matters | NextClinic
• Sick and carer's leave - Fair Work Ombudsman

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