Your Employment and Leave

UniSA is committed to minimising the impact of the current pandemic on its staff wherever it is feasible for us to do so. We appreciate the uncertainty staff may be experiencing and are keen to provide clarity about our employment considerations and the support available for you from the University.   

Employment Principles 

The COVID-19 Key Employment Principles (PDF 865kb) have been developed to provide clarity for staff on how we will manage employment considerations, such as fixed term employment and leave in the event a staff member needs to self-isolate, is quarantined or contracts the virus.

These principles will be reviewed and evolve as we continue to navigate the current situation.  Where appropriate, we have signalled specific review dates for principles and activities but if there is anything that is not clear here or you would appreciate additional information, please email


Self-isolation or quarantine due to COVID-19

The University has introduced an Exceptional Special Leave with pay provision as a discretionary benefit to support staff impacted by COVID-19 in the following circumstance:

  • For continuing or fixed term staff who are directed by their public health authority to self-isolate or quarantine due to COVID-19, and who are not able to carry out their duties working remotely, exceptional special leave with pay will be provided for up to 14 calendar days per year.
  • Part time staff will be provided exceptional special leave with pay for the ordinary hours they would have worked in that 14-calendar day period.

If you are self-isolating in quarantine due to the above circumstance you can locate the exceptional special leave option within the myUniSA online staff portal when lodging your leave request. Using the correct leave type will assist us to ensure you are provided with the correct method of reimbursement and enable us to monitor the impact of COVID-19 on our workforce.

Please note that in the event a staff member is confirmed as having COVID-19, they will be required to access personal leave, or other accrued leave entitlements, to cover the period of their absence.

Where a staff member is in self-isolation or quarantine required following overseas or interstate travel undertaken for personal reasons, staff may work remotely as agreed with their supervisor, access their accrued leave entitlements. If your leave entitlements have been exhausted, speak to your manager about accessing special leave without pay.

Casual Staff

If a contracted work of a casual staff member is unable to be performed due to the impact of COVID-19, the staff member will be paid for time they have worked to date, as approved by their time sheet approver, up until the date the work was no longer able to be performed.

  • Casual staff members may be able to work remotely, subject to the duties required and the approval of the supervisor.
  • Where a casual staff member is caring for a member of their household, the provisions of clause 43 of the University’s Enterprise Agreement apply and the staff member may access up to 2 days unpaid carer’s leave for each occasion it is required.
    • Where this leave is sought, a casual staff member should submit their timesheet for approval as normal.