Recording Paid Sick Leave in Perth, Western Australia

Labor and Employment Western Australia 3 Minutes Read · published February 11, 2026 Flag of Western Australia

In Perth, Western Australia, employers must record and manage paid sick leave in line with national workplace law and official guidance. This article explains practical recordkeeping steps, what evidence you may accept from staff, how complaints are handled, and where Perth businesses should go for official information and dispute resolution. It summarises employer duties under the National Employment Standards and links to the Fair Work Ombudsman for detailed rules on entitlement, evidence and recordkeeping. Read the Fair Work Ombudsman guidance.[1]

Penalties & Enforcement

Employment entitlements including paid sick leave are enforced at the federal level. Employers who fail to keep proper records or who underpay staff may face compliance action, back-pay orders and civil penalties. Specific monetary penalty amounts for recordkeeping or sick leave breaches are not specified on the cited pages; see official sources for details and current figures. See recordkeeping obligations.[2]

  • Fine amounts: not specified on the cited page; enforcement can include back-payment and civil penalties.
  • Escalation: from information and compliance notices to litigation or court action depending on seriousness; ranges for first/repeat offences are not specified on the cited page.
  • Non-monetary sanctions: orders to pay arrears, enforceable undertakings, injunctive or compliance orders, and court proceedings.
  • Enforcer and complaints: the Fair Work Ombudsman handles workplace entitlements and investigations; disputes can be taken to the Fair Work Commission for hearings and reviews. Contact the Fair Work Commission.[3]
  • Appeal and review: remedies and review routes depend on the instrument ordering the remedy; time limits vary by process and are not specified on the cited pages.
Keep copies of all sick-leave certificates and notes in a secure employee file.

Applications & Forms

There is generally no special City of Perth bylaw form for recording sick leave; employers must follow federal recordkeeping requirements and keep clear pay and leave records. To report suspected underpayment or request an investigation use the Fair Work Ombudsman online complaint and information pages. If a municipal business licence asks about compliance, supply copies of payroll records and company policies as requested.

Evidence and Practical Recordkeeping

Practical steps employers commonly use to document paid sick leave:

  • Record the date and hours/days of absence for each employee and the sick-leave balance adjusted.
  • Keep copies of medical certificates or statutory declarations where provided by the employee.
  • Note when the employer requested evidence and when it was received.
  • Create a written policy explaining acceptable evidence and notification requirements.
A consistent, documented policy reduces disputes over evidence and entitlement.

How employers should respond to requests and disputes

When an employee claims paid sick leave:

  • Ask for reasonable evidence in line with your policy and national guidance.
  • Communicate clearly in writing about any missing evidence and timelines to supply it.
  • If a dispute arises, follow internal dispute procedures, then consider referral to the Fair Work Ombudsman or Fair Work Commission.
Documenting your requests and the employee response is essential if a complaint follows.

FAQ

How much paid sick leave do employees get?
Full-time employees accrue paid personal/carer’s leave under the National Employment Standards; see the Fair Work Ombudsman for entitlement details and calculations.Details at Fair Work Ombudsman.[1]
Can an employer require a medical certificate?
Employers may request reasonable evidence of illness consistent with workplace policy and NES guidance; acceptability of evidence is described by the Fair Work Ombudsman and in employer policies.
Who enforces sick leave recordkeeping?
The Fair Work Ombudsman enforces workplace entitlements and may investigate recordkeeping and pay issues; matters can progress to the Fair Work Commission or courts if unresolved.Fair Work Commission contact.[3]

How-To

  1. Establish a written sick-leave policy that sets notification and evidence requirements.
  2. Log every absence with dates, hours, reason, and supporting evidence in the employee record.
  3. Check entitlements and accrual calculations each pay run and correct any underpayments promptly.
  4. If you cannot resolve a dispute, use the Fair Work Ombudsman complaint process or seek Fair Work Commission assistance.

Key Takeaways

  • Keep clear, dated records of all sick leave and supporting evidence.
  • Use a written policy and communicate expectations to staff.
  • Rely on the Fair Work Ombudsman and Fair Work Commission for enforcement and dispute resolution.

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