Quarantine & self-isolation: pay & leave options

Published 29 May 2020 | Updated 4 July 2020

Find out what pay and leave options are available to employees who need to quarantine or self-isolate because of coronavirus.

On this page:

Employees who can’t go to work because of coronavirus

Employees can’t go to work if they need to quarantine or self-isolate because they:

  • have been diagnosed with coronavirus
  • have been in close contact with someone who has been diagnosed with coronavirus
  • are waiting for a coronavirus test result
  • are prohibited from leaving their home because of an enforceable government direction
  • have arrived from overseas and need to self-isolate because of an enforceable government direction.

If an employee can’t go to work because they have to quarantine or self-isolate, they should contact their employer immediately to discuss leave or flexible working options.

Employees can also request not to go to work because of a health condition that puts them at higher risk of getting coronavirus. See Employees who want to stay home as a precaution.

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Unpaid pandemic leave during quarantine and self-isolation

Some employees access to unpaid pandemic leave.

Employees who are employed under one of the affected awards can access up to 2 weeks of unpaid pandemic leave (or more by agreement with their employer) if they can’t work:

  • because they need to self-isolate in line with government or medical authorities, or on the advice of a medical practitioner, or
  • because of measures taken by government or medical authorities in response to the pandemic (for example, an enforceable government direction closing non-essential businesses).

The leave is available to full-time, part-time and casual employees in full immediately. They don’t have to accrue it.

Employees don’t have to use all their paid leave before accessing unpaid pandemic leave.

All eligible employees can take the 2 weeks’ leave. It is not pro-rated for employees who don't work full-time.

Go to Unpaid pandemic leave and annual leave changes to awards to find out which awards have unpaid pandemic leave, and the rules about when and how it can be taken.

Interaction with other entitlements

Unpaid pandemic leave doesn’t affect other paid or unpaid leave entitlements and counts as service for entitlements under:

  • awards
  • the National Employment Standards.

Notice and evidence

An employee has to tell their employer, as soon as possible after the unpaid pandemic leave starts:

  • that they’re taking unpaid pandemic leave
  • the reason for taking the leave.

They should also say how long they expect to be off work.

An employer can ask their employee to give evidence that shows why they took the leave.

An employer can’t dismiss an employee or take any other adverse action against the employee because the employee is entitled to unpaid pandemic leave. Find out more about protections at work.

Example: Taking unpaid pandemic leave

Gerson is a casual shop assistant employed under the Retail Award. He’s received doctor’s advice that he needs to self-isolate because he was in close contact with someone who had coronavirus.

He calls his employer to let them know his situation.

Gerson's employer discusses the different kinds of leave options he has while he's away from work. After talking about it, Gerson decides he'll take unpaid pandemic leave. On his employer’s request, Gerson emails his employer his medical certificate.

JobKeeper scheme and unpaid pandemic leave

An employee can still take unpaid pandemic leave under their award at the same time as receiving payments under the JobKeeper wage subsidy scheme.

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Other leave during quarantine and self-isolation

There are a number of other leave options available during quarantine and self-isolation.

For employers enrolled in the JobKeeper wage subsidy scheme and their eligible employees, see also Leave and the JobKeeper scheme.

More information:

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Pay during quarantine and self-isolation

Employees working from home during self-isolation or quarantine have to be paid for the work they’re doing.

Full-time and part-time employees should also be paid their normal pay if:

  • their employer directs them to stay home in line with advice, such as the Australian Government’s health and quarantine advice
  • they aren’t sick with coronavirus
  • they are ready, willing and able to work.

Employees aren’t entitled to be paid (unless they use paid leave entitlements) if they can’t work because:

  • an enforceable government direction requires them to self-quarantine
  • government-imposed travel restrictions are in place (for example, they’e stuck overseas)
  • they’re sick with coronavirus.

Employers should consider any award, agreement, employment contracts or workplace policies that apply, because they could be more generous.

For information for employers enrolled in the JobKeeper scheme and their eligible employees, see also Pay and the JobKeeper scheme.

More information:

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State coronavirus hardship payments

Some Australian states are providing a one-off hardship payment for workers who don’t have access to paid sick leave and can’t work for reasons relating to coronavirus. Go to:

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