On Friday at midday AEST, the Socceroos will take on Paraguay in their final group stage match at the World Cup. With a win or draw, Australia would qualify for the knockout stages for only the third time in history. Should they lose, the Socceroos could still sneak through, but it will become much harder, depending on points and other results.
Can I Ask for Time Off at Such Short Notice?
Yes, you can ask for time off at any time. But there’s no obligation on your employer to say yes, if their refusal is reasonable. There is no national standard around the length of notice required to request time off. However, you need to check any specific notice requirements in your workplace award or agreement. The length of notice you give is a relevant factor in your employer’s decision on whether to reasonably say yes or no.
Can I Call in Sick If I’m Not Really Sick?
Before calling in sick, it’s important to distinguish between annual leave and personal leave. Annual leave is for any purpose, including watching sport, as long as you’re not breaching other rules. Personal leave is for when you’re not fit for work yourself or caring for immediate family. If you’re planning to call in sick, you really do need to be sick.
Whether your employer can require a medical certificate depends on your workplace award or agreement. If your employer has a reasonable suspicion that your sick leave request is questionable, they may ask for a medical certificate to substantiate it.
How Soon Should I Ask for Leave for Another Match?
I would ask immediately if the next game falls within your work hours. Other staff may also request leave for the World Cup. Each employer must determine how many requests they can approve based on operational needs. If colleagues have already had leave approved, there may be no capacity to grant more requests. Employers cannot refuse requests unreasonably, but they need to keep their business running. Asking for leave at the last minute makes it harder for them to say yes.
Risks of Claiming the Wrong Leave
Claiming personal leave when not entitled is misconduct and could lead to disciplinary proceedings. The outcome depends on the specific incident and other factors, including any prior disciplinary matters. Dishonesty is not the best approach. If you want time off, be honest with your employer and ask what’s possible. Make sure you ask for the correct type of leave. For watching the Socceroos, that would be annual leave, not personal leave.
Striking the Right Balance
Some employers plan to let staff gather to watch the game on Friday lunchtime. In some workplaces, this match could be a festive end-of-week get-together. But that’s not possible for many businesses where customers need service or products have deadlines. Wherever you work, honesty is always the best policy.
