Track your annual leave and personal/carer's leave balance as it accrues, log leave as you take it, and see the public holidays and leave rules that actually apply in your state.
Entitlements checked against the Fair Work Ombudsman and each state's official leave legislationEnter this once. Your balances will then accrue automatically every time you open this page.
Everything is saved automatically in this browser. Export a backup regularly so nothing's lost if this browser's data ever gets cleared.
A common misconception worth clearing up first.
Despite what a lot of people assume, annual leave (4 weeks/year) and personal/carer's leave (10 days/year) come from the National Employment Standards under the federal Fair Work Act — they're the same across every state and territory for national system employees, which covers the vast majority of Australian workers. What genuinely differs by state is public holidays and long service leave, which is why this tool asks for your state.
The NES sets the floor, not the ceiling. Awards, enterprise agreements and individual contracts can (and often do) provide more generous leave than the legal minimum — check your payslip or contract rather than assuming you're only on the base entitlement.
Unused personal/carer's leave carries over year to year with no cap, unlike some workplace conventions might suggest. It's also not paid out when you leave a job, unlike annual leave, which must be paid out in full on termination.
Casuals aren't entitled to paid annual or personal leave under the NES. Instead, casual pay includes a loading (commonly 25%) specifically intended to compensate for the lack of paid leave, job security and notice entitlements that permanent employees receive.
An employer can direct staff to take paid annual leave during a temporary shutdown (a Christmas/New Year closure is the textbook example) if their award or agreement allows it, or if award-free, where the direction is reasonable — which a seasonal shutdown generally is. Most modern awards require at least 28 days' written notice of the shutdown dates. What changed in 2023: employers can no longer direct staff into unpaid leave during a shutdown if they haven't accrued enough paid leave to cover it, for the large majority of awards. If this happens to you, it's worth logging it here with the "employer-directed" flag, both for your own records and so it's clearly distinguished from leave you chose to take yourself.