Track annual, personal/carer's and long service leave for your whole team — from a single employee to as many as you need. Pick a staff member and every leave type they've accrued shows up automatically, ready to print or email.
Entitlements checked against the Fair Work Ombudsman and each state's official leave legislationUsed to brand your printed and emailed leave reports. Saved once, applies to every staff member.
Select a staff member to see their leave balances, or add a new one. There's no limit on how many you can add.
Select a staff member above (or add your first one) to see their leave balances, log leave, and produce reports.
A one-page summary of every staff member's current balances — handy for a payroll review or a quick team-wide check.
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 businesses. What genuinely differs by state is public holidays and long service leave, which is why this tool asks for each staff member's state.
The NES sets the floor, not the ceiling. If any of your staff are covered by a modern award or enterprise agreement, check it before assuming the base entitlement applies — some awards provide extra annual leave (e.g. for shift workers) or other loadings on top.
Unused personal/carer's leave carries over year to year with no cap. It's also not paid out when an employee leaves, unlike annual leave, which must be paid out in full on termination — worth remembering when budgeting for a resignation.
Casuals aren't entitled to paid annual or personal leave under the NES. Casual pay instead includes a loading (commonly 25%) specifically intended to compensate for the lack of paid leave, job security and notice entitlements that permanent staff receive.
You can direct staff to take paid annual leave during a temporary shutdown (a Christmas/New Year closure is the textbook example) if your 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. Since 2023, staff can no longer be directed into unpaid leave during a shutdown if they haven't accrued enough paid leave to cover it, for the large majority of awards — worth checking each staff member's balance here before setting shutdown dates.