We know that when it comes to COVID, most of us have well and truly reached saturation point.

That said, one thing it did highlight is how quickly workplace expectations can shift when it comes to illness, attendance and what’s considered “reasonable”.

Now that we’ve moved past the peak of COVID restrictions, many businesses are still asking the same question:

How do we manage sick employees in the workplace without disrupting operations or creating risk?

Managing sick employees in the workplace

Managing sick employees isn’t just about sick leave anymore.

It’s about balancing:

• keeping your business running
• protecting the health of your team
• and making fair, compliant decisions

The challenge is that there’s no one-size-fits-all approach. Every situation comes down to context, communication and a bit of common sense.

When an employee is unwell – what should happen?

If an employee is unwell, the expectation is simple:

👉 They shouldn’t be at work if they are sick or contagious.

This sounds obvious, but in reality, many employees still turn up because:

• they feel pressure to “push through”
• they don’t want to fall behind
• or they think they’re “not that bad”

From an employer’s perspective, this can create bigger issues:

• illness spreading through the workplace
• reduced productivity
• increased absenteeism overall

What are your obligations as an employer?

When managing sick employees in the workplace, employers need to focus on a few key areas:

1. Personal leave (sick leave)

Employees are entitled to take personal leave if they are unfit for work due to illness or injury.
You can request reasonable evidence (such as a medical certificate), but the key is to apply this consistently.

2. Providing a safe workplace

Under workplace health and safety obligations, you must take reasonable steps to ensure your workplace is safe.

That includes:

• not encouraging sick employees to attend work
• managing risks if someone is visibly unwell
• taking action if illness could spread

3. Clear communication

This is where most businesses fall over.

If expectations aren’t clear, employees will make their own judgement calls.

Be clear on:

• when staff should stay home
• how to notify absence
• whether working from home is an option

What about close contact situations?

During COVID, we saw very specific rules around close contacts and isolation.

While those strict requirements have eased, the underlying issue hasn’t gone away.

Employees may still be:

• exposed to illness
• living with someone unwell
• unsure whether they should attend work

This is where employers need to step back from rigid rules and focus on:

risk + reasonableness

Ask:

• Is the employee showing symptoms?
• Are they able to work safely?
• Is there a risk to others?

Practical approach for employers

If you want to manage sick employees in the workplace effectively, keep it simple:

• Encourage employees to stay home when unwell
• Avoid a culture of “pushing through illness”
• Offer flexibility where possible (e.g. working from home)
• Be consistent in how you manage absences
• Communicate expectations clearly
• The bottom line
• Managing sick employees in the workplace isn’t about policies alone.
• It’s about setting clear expectations and applying a practical, common-sense approach.
• Most issues don’t come from employees being sick — they come from uncertainty around what to do when they are.

Need help?

If you’re unsure how to handle a situation or want to tighten up your approach, the HR Staff n’ Stuff team can help you put something practical in place that works for your business.

Can an employee come to work sick in Australia?

Employees should not attend work if they are unfit for work or contagious. Employers also have a duty to provide a safe workplace, which may require asking an employee to stay home.

Can I send an employee home if they are sick?

Yes. If an employee is clearly unwell and poses a risk to others, you can direct them to leave the workplace and take personal leave.

Do employees need a medical certificate for sick leave?

Employers can request reasonable evidence, such as a medical certificate, particularly for extended or frequent absences.

What if an employee keeps coming to work sick?

This is usually a cultural issue. Employers should address expectations clearly and reinforce that employees should not attend work when unwell.