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Study leave is a valuable opportunity for employees to further their education, upskill, and enhance their career prospects. However, while the prospect of learning something new is exciting, it also comes with a range of legal and practical considerations that employers need to address. In this guide, we break down the essentials of study leave in Australia, explore the legal framework that governs this type of leave, and offer advice on negotiating terms and avoiding common pitfalls.
What is Study Leave?
Study leave refers to a period of time away from work that allows an employee to attend courses, complete training or pursue higher education. Unlike annual or personal leave, study leave is specifically focused on professional development.
Whether study leave is offered on a paid or unpaid basis is typically determined by the employment contract or internal workplace policy. Some employers choose to offer study leave as a benefit to attract and retain skilled workers.
Legal Considerations for Employers
Study leave is not universally mandated under Australian employment law. This means it’s up to employers to decide how (and whether) to offer it – though any commitments made in contracts or policies are legally binding.
Employment Contracts & Workplace Policies
If your business offers study leave, the details should be clearly set out in the employment contract or staff handbook. Key terms to include:
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Whether the leave is paid or unpaid
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Duration and eligibility criteria
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Notice and approval requirements
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Any conditions for reimbursement or returning to work
Having workplace policies helps ensure consistency, especially when managing multiple employees across departments. A well-drafted policy should also address anti-discrimination protections to avoid complaints from employees who feel unfairly denied study leave.
Statutory Rights & Modern Awards
While the Fair Work Act 2009 (Cth) does not provide a general entitlement to study leave, certain modern awards or enterprise agreements may contain provisions for study or training-related leave.
It’s important to review any applicable awards to see if your business is required to provide study leave under a specific industry scheme.
Is Study Leave Paid?
There is no statutory obligation to pay employees during study leave unless your contract, policy, or applicable award states otherwise. Common employer approaches include:
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Fully paid study leave – Often offered as a benefit to retain top talent
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Partially paid study leave – May involve a capped allowance or reimbursement for course fees
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Unpaid study leave – Most common where study leave is not included as a standard benefit
Whatever your approach, it’s crucial to communicate this clearly to employees and document it properly.
Managing Study Leave Requests: What Employers Need to Know
Before granting study leave, employers should implement a structured approval process to assess requests fairly and efficiently.
Key Steps for Employers
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Check the contract or policy – Is study leave offered, and under what conditions?
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Require a formal application – Ask employees to submit details such as course relevance, dates, and expected benefits to their role.
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Assess business impact – Consider workflow planning, cover arrangements, and overall team performance.
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Document the agreement – Outline any terms related to duration, payment, and post-leave expectations in writing.
Negotiating Study Leave Terms
If you receive an informal or ad hoc request for study leave, you may choose to negotiate terms even if there is no formal policy in place.
Points to Consider
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Will the course benefit your business?
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Is there a commitment to stay after the course (e.g. repayment clause)?
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Is flexible work or part-time leave an option?
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Can you offer support (e.g. paid days off for exams, fee contributions)?
Putting these negotiations in writing protects your business and sets clear expectations. For ongoing arrangements, consider incorporating the terms into an updated Employment Agreement.
Impacts on Employee Benefits and Job Security
Employers should clarify how study leave will affect other employment entitlements, such as:
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Annual or sick leave accrual – Unpaid leave often pauses accrual
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Long service leave or superannuation – May also be impacted if the leave is unpaid
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Career progression – Clear communication can help ensure the employee returns to a meaningful role
Common Pitfalls for Employers
Some of the most frequent issues employers face include:
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Lack of clear policy – Leads to inconsistent treatment across teams
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Verbal-only agreements – Hard to enforce or refer back to if disputes arise
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No formal approval process – Can result in scheduling conflicts or misunderstandings
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Unclear impact on benefits – May confuse employees and cause legal issues if not communicated
Avoiding these risks starts with strong contracts, clear policies, and transparent communication. We can help with all three.
Practical Tips for Employers
To manage study leave effectively:
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Develop a study leave policy that aligns with your business goals
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Make decisions consistently and document them
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Communicate clearly with employees throughout the process
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Support reintegration by checking in during and after leave
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Monitor how the leave contributes to business value over time
A Strategic Investment in Your Team
Study leave, when implemented well, benefits both employer and employee. It builds capability, improves retention, and strengthens employee engagement. By creating a clear framework, you can manage study leave confidently and fairly.
Key Takeaways
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Study leave provides employees with an opportunity to upskill and gain qualifications that can benefit your business.
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Whether study leave is paid, partially paid, or unpaid depends on the terms of the employee’s contract and your company policies.
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Employers should be aware of any obligations under modern awards, enterprise agreements, or statutory frameworks when managing study leave requests.
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A clear approval process, including formal applications and notice periods, helps ensure consistency and avoid disputes.
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Any negotiated study leave terms should be confirmed in writing to protect both parties and minimise legal risk.
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Supporting employees with a clear study plan and maintaining open communication during their leave can lead to better reintegration and long-term benefits.
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Offering flexible arrangements where feasible can enhance employee engagement and support professional development aligned with business goals.
If you would like a consultation on study leave, you can reach us at 1800 730 617 or team@sprintlaw.com.au for a free, no-obligations chat.
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