Who can I take carer's leave for?

Immediate family is broader than a dependent child

Fair Work includes a spouse or former spouse, de facto partner or former partner, child, parent, grandparent, grandchild or sibling. It also includes those family relationships through a spouse or de facto partner. These relationships are not limited to people living at your address. Fair Work sick and carer’s leave guidance

Explain the relationship accurately when notifying work. You do not need to make a relative sound financially dependent on you if that is not the situation. The relevant questions are who needs care, why care or support is needed and how that affects the time you would otherwise work.

A household member does not have to be a relative

The household category can include someone who lives with you even when you are not related. A housemate may therefore fall within the relationship requirement. That does not mean every inconvenience affecting a housemate automatically qualifies: there must also be a relevant illness, injury or unexpected emergency and a need for your care or support. Fair Work sick and carer’s leave guidance

A friend who lives elsewhere is a different situation. Do not assume the household category applies simply because you are close. Ask payroll about other available leave or flexible arrangements if the person does not fit the applicable definition.

What counts as needing care or support?

Give concrete information about the circumstances. You might need to supervise an unwell child, accompany someone who needs assistance or provide support during an unexpected emergency. The assessment should reflect the actual need, rather than simply record that another person has a health problem.

An appointment alone does not settle entitlement. A planned routine visit, an illness requiring assistance and an unexpected emergency raise different questions. Check the relevant workplace arrangement and explain what care is needed during your rostered hours. Fair Work's notice and evidence guidance is the starting point for employment requirements. Fair Work guidance on notice and medical evidence

Paid and unpaid leave are different

Eligible full-time and part-time employees use their paid personal/carer's leave balance. Casual employees do not receive paid personal/carer's leave under the National Employment Standards, but unpaid carer's leave can be available. Permanent employees may also have access to unpaid carer's leave when the relevant paid entitlement is exhausted. Fair Work sick and carer’s leave guidance

A certificate does not convert unpaid leave into paid leave. Ask payroll which entitlement applies before treating a document as confirmation of payment. Awards, agreements and employer policies may provide additional arrangements, so check your own position rather than relying on a colleague's experience.

Whose medical information should be shared?

Tell the clinic that the request concerns carer's leave, including who needs care and whether they can participate in an assessment. The clinician must have a proper basis for any opinion they provide. Do not assume a description from a third party is always enough to certify another person's condition. Avant: Medical certificates — your responsibilities

Medical information about the person receiving care is still private. Explain any consent or communication difficulties before the appointment. Ask what information belongs on the document and what can remain within the clinical record; an employer's evidence request is not a reason to circulate an entire medical history.

What should I do first?

Notify your employer as soon as possible, estimate the absence and ask what reasonable evidence is required. Keep the request and relevant dates together. Fair Work recognises medical certificates and statutory declarations as examples of evidence, depending on the circumstances. Fair Work guidance on notice and medical evidence

Read Doccio's carer's certificate guide if medical assessment is needed. A doctor decides what can appropriately be documented. If the issue is mainly disagreement about employment entitlement, take the written workplace requirement to Fair Work, your union or an employment adviser rather than asking a doctor to resolve the employment dispute.