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As even more individuals in 2025 have received their Covid‑19 vaccination, many employers may be wondering about the current rules regarding paid leave in Australia.
- What are my obligations if an employee wants to get vaccinated during work hours?
- What if they’re unwell from the vaccine side effects?
- Should they take annual leave?
- Or can they claim sick leave?
- What arrangements apply for casual employees?
Generally speaking, an employee is not entitled to take sick leave solely to receive the Covid‑19 vaccine. However, if they experience adverse effects post‑vaccination that leave them unfit for work, standard sick leave provisions will apply.
In this article we will cover some common questions we’re receiving from employers and offer practical guidance on supporting your team through these changes. For further insight on employee entitlements, you might also check out our Employment Law resources which are regularly updated for 2025.
During Work Hours?
Unless your workplace hosts an on‑site vaccination clinic, most Australians still need to factor in time during or around work hours to attend their vaccination appointments. Although appointment availability has improved since earlier pandemic years, many employees must schedule their vaccination during work time.
Employees are, of course, able to request annual leave or unpaid leave in accordance with their entitlements. However, for employers keen to support staff vaccination, it’s worth exploring flexible internal arrangements that enable employees to manage their appointments without compromising work commitments.
Can An Employee Take Sick Leave To Get Vaccinated?
Under the National Employment Standards (NES), all permanent employees (other than casuals) are entitled to sick leave (also referred to as personal or carer’s leave). We’ve also written about how many sick days an employee is generally entitled to here. However, sick leave under the NES is designed for instances when an employee is genuinely unwell due to illness or injury-not simply for receiving a vaccination.
In 2025, the Fair Work Ombudsman confirms that using sick leave solely to get vaccinated is not permitted. If employees do feel unwell after the jab, then they can take sick leave in the normal course, supported by any additional provisions in awards or enterprise agreements.
What About Casual Employees?
Casual employees are not entitled to paid annual leave or paid sick leave under the NES. This means there are limited mandatory legal obligations for employers to provide paid time off for casual staff.
That said, it is practical and beneficial to consider ways to support your casual workforce, particularly if your business operates in high customer contact sectors such as retail or hospitality. Flexible work arrangements can help mitigate both economic barriers and workplace health and safety risks for casual staff.
Below are some additional arrangements you might consider to support your staff in accessing their Covid‑19 vaccinations seamlessly.
Flexible Work Arrangements
If an employee needs time off to attend a Covid‑19 vaccination appointment, employers can implement flexible working arrangements designed to support this important health measure. For instance, consider offering options such as adjusted start or finish times throughout the week, which can be especially helpful when appointment slots fall within standard business hours.
You might also consider encouraging staff to work from home on vaccination days where practical. For more detailed guidance on flexible employment practices, our article on Working From Home Legal Issues may be of interest.
Paid Vaccination Leave
In recent years, several high‑profile organisations – including major banks, local government bodies, and NSW public services – have proactively offered ‘special’ paid leave for employees to attend their Covid‑19 vaccination appointments.
While there have been discussions about introducing a National Scheme for Paid Vaccination Leave, such measures would require legislative change. In the meantime, some forward‑thinking employers are choosing to implement paid vaccination leave policies on a voluntary basis. If you’re considering this approach, you may wish to review our insights on Contract Review and Redraft to ensure your internal policies are robust and up‑to‑date.
When designing your paid vaccination leave policy, consider the following factors:
- Duration & frequency – Should the leave be a couple of hours or a half‑day, and will it apply to each vaccination appointment?
- Approval process – Define a clear procedure for employees to request and for managers to approve leave, taking into account reasonable business needs and notice periods.
- Evidence – Decide whether you require proof that the appointment is for a vaccine approved by the Therapeutic Goods Administration (TGA) or similar documentation.
The specifics of your policy will depend on the nature of your business and your overarching employment practices. If in doubt, seeking legal advice can help assess your options and ensure compliance with current standards.
Any Questions?
Running a business in 2025 still comes with its unique challenges, especially when navigating evolving workplace health requirements. If you need assistance with updating your employment contracts or reviewing leave entitlements, our team of expert lawyers is ready to support you.
Some questions we can help you answer include:
- How should I best provide ‘special’ paid leave to accommodate vaccination appointments?
- What type of leave is most appropriate for my employees under current regulations?
- How can I introduce flexible work arrangements that comply with 2025 workplace standards?
If you have any queries or need further assistance, get in touch with us at team@sprintlaw.com.au or on 1800 730 617 for a free, no‑obligations chat.
It’s also important to regularly review your workplace policies and leave arrangements to ensure they remain compliant with any updates to legislation and current workplace standards. Staying informed and adaptive not only protects your business but also reinforces a culture of care and support for your staff. Our comprehensive legal tips and resources are available to help you navigate these changes.
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