Brisbane City Paid Sick Leave Accruals & Entitlements

Labor and Employment Queensland 4 Minutes Read · published February 11, 2026 Flag of Queensland

Brisbane, Queensland employees generally receive paid personal (sick) leave under the National Employment Standards; this guide explains accrual rates, how entitlements work for council and private sector staff in Brisbane, and where to raise compliance concerns.

Check your contract or enterprise agreement first for higher leave entitlements.

How accruals work

Under Australia’s National Employment Standards eligible full-time and part-time employees accrue paid personal/carer’s leave at a rate that totals 10 days per year for a standard 38-hour week (equivalent to 76 hours per year, or about 1.46 hours per week); leave accrues progressively and accumulates from year to year. Casual employees are not entitled to paid personal/carer’s leave. For official guidance on entitlements and accrual mechanics see the national guidance.

[1]

Employer-specific rules in Brisbane

Brisbane City Council staff entitlements may be set by council enterprise agreements or internal policies that can provide greater benefits than the NES; employees should check council HR pages or their applicable enterprise agreement for precise accrual formulas, notice requirements and any higher leave rates.

[3]

Common situations and calculations

  • Accrual per year — 10 days paid personal/carer’s leave for full-time employees (pro rata for part-time).
  • Hourly accrual — for a 38-hour week this equals 76 hours per year (about 1.46 hours per week); adjust proportionally for different ordinary hours.
  • Unused leave — accumulates from year to year unless an agreement states otherwise.
  • Casual workers — no paid personal/carer’s leave under the NES; other arrangements may apply if specified by employer.

Penalties & Enforcement

Enforcement of minimum paid leave entitlements is handled by the Fair Work Ombudsman; penalties and remedies for contraventions are set under the Fair Work Act and related instruments, but specific fine amounts and escalation steps are not specified on the cited Fair Work pages linked here. Complaints and investigations are managed by the Ombudsman and may lead to compliance notices, enforceable undertakings or court action depending on the matter.

[2]

  • Monetary fines — not specified on the cited page.
  • Escalation — first or repeat offences and ranges of penalties are not specified on the cited page.
  • Non-monetary sanctions — compliance notices, enforceable undertakings and court actions are possible.
  • Enforcer and complaints — Fair Work Ombudsman handles complaints and compliance; use the Ombudsman’s online complaint pathway to report underpayments or contraventions.
  • Appeals/review — outcomes may be challenged through tribunals or courts as set out in the Act; specific time limits are not specified on the cited page.
If a figure or section is not shown on the official page, this guide states that it is not specified on the cited page.

Applications & Forms

No separate application is required to accrue paid personal/carer’s leave; employees use their employer’s leave request process to access leave. To lodge a compliance complaint or request assistance with alleged underpayments, use the Fair Work Ombudsman complaint form.

Council staff should follow their internal HR leave request process before lodging external complaints.

Action steps for employees in Brisbane

  • Check your contract or enterprise agreement for specific accrual rules and any superior entitlements.
  • Keep records of hours worked, leave taken and pay slips to evidence accrual and use.
  • Request leave in writing to your employer following internal procedures; if unresolved, contact the Fair Work Ombudsman to discuss next steps.
  • If you believe underpayments have occurred, lodge a complaint with the Fair Work Ombudsman and keep copies of all correspondence.

FAQ

Who is entitled to paid sick leave in Brisbane?
Full-time and part-time employees are entitled to paid personal/carer’s leave under the National Employment Standards; casuals are not entitled to paid personal/carer’s leave.
How much sick leave do I accrue each year?
Eligible employees accrue 10 days per year for a standard 38-hour full-time week (about 76 hours per year); accrual is pro rata for part-time employees.
What if my employer is a council employee?
Brisbane City Council may provide entitlements through enterprise agreements or internal policies that can exceed the NES; check council HR resources or your enterprise agreement.

How-To

  1. Confirm your applicable agreement or contract and ordinary hours to calculate your accrual rate.
  2. Submit a leave request to your manager following your employer’s procedures and provide medical certificates if required.
  3. If your employer refuses lawful leave or underpays you, gather pay records and contact the Fair Work Ombudsman for advice or to lodge a complaint.
  4. Follow the Ombudsman’s guidance on next steps; escalate to dispute resolution or court only if advised.

Key Takeaways

  • Paid personal/carer’s leave accrues at 10 days per year for eligible full-time staff and accumulates.
  • Brisbane City Council staff should check enterprise agreements for potentially higher entitlements.
  • Enforcement and complaints are handled by the Fair Work Ombudsman using their online complaint pathway.

Help and Support / Resources

  1. [1] Fair Work Ombudsman - Personal and carer's leave
  2. [2] Fair Work Ombudsman - Make a complaint
  3. [3] City of Brisbane - Careers and employment information

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