Quarantine and isolation leave is authorised absence from work for employees who are required to self-isolate because they have been exposed to or diagnosed with an infectious disease. The concept became widely formalised during the COVID-19 pandemic, when governments introduced mandatory isolation periods and employers needed clear policies to manage workplace absence during public health emergencies. While many pandemic-era mandates have been relaxed, quarantine leave remains relevant as a component of workplace health and safety planning.
Key Takeaways
- Quarantine leave covers employees who must self-isolate due to exposure to or diagnosis with an infectious disease
- During COVID-19, many jurisdictions introduced special paid pandemic leave provisions that have since been modified or repealed
- Employers should maintain quarantine leave policies as part of business continuity planning for future health emergencies
What Is Quarantine Leave?
Quarantine leave is a specific form of absence that applies when an employee is legally required or medically advised to self-isolate to prevent the spread of an infectious disease. It is distinct from standard sick leave in that the employee may not be unwell — they are isolating as a precaution because they have been in close contact with someone who has a contagious condition or because they have tested positive for an infectious disease.
During the COVID-19 pandemic, quarantine leave became a critical workplace issue. Governments worldwide introduced mandatory isolation periods of seven to fourteen days, and employers needed policies to manage the resulting absence. In many jurisdictions, special provisions were enacted to ensure employees received paid leave during mandatory isolation, recognising that requiring employees to use their existing sick leave balances was both inequitable and a public health risk.
The rationale for quarantine leave extends beyond individual employee welfare. If employees are forced to come to work while potentially infectious, they risk spreading disease to colleagues and customers, creating a larger business disruption. Providing paid quarantine leave encourages compliance with public health orders and reduces workplace transmission.
As pandemic-era restrictions have been wound down, quarantine leave has not disappeared from employment law. Many jurisdictions retain the ability to reinstate isolation requirements during future outbreaks, and employers are increasingly recognising the value of maintaining quarantine leave policies as part of their broader health and safety framework.
Who Is Eligible for Quarantine Leave?
United Kingdom
The UK does not have a specific statutory quarantine leave entitlement. During the COVID-19 pandemic, the Government introduced Statutory Sick Pay (SSP) from day one for employees isolating due to COVID-19, but this measure was repealed in March 2022. Employees who need to isolate may now use standard sick leave, annual leave or unpaid leave depending on the employer’s policy. Employers are encouraged to maintain flexible policies for future public health emergencies.
Australia
During the COVID-19 pandemic, the Australian Government introduced the Pandemic Leave Disaster Payment through Services Australia, providing financial support to employees who could not work because they had COVID-19, were caring for someone with COVID-19, or were in isolation. Each state also introduced specific provisions — for example, Victoria’s Paid Pandemic Leave entitlement provided two weeks of paid leave for workers in high-risk industries. Most of these specific provisions have been repealed, but the Fair Work Act’s personal/carer’s leave provisions continue to cover infectious disease-related absences.
United States
There is no federal statutory right to quarantine leave. During the COVID-19 pandemic, the Families First Coronavirus Response Act (FFCRA) provided up to two weeks of paid sick leave for employees isolating due to COVID-19, but this expired in December 2021. Some state and local governments have since enacted permanent paid sick leave laws that cover quarantine situations. California, New York, New Jersey and several other states provide paid sick leave that can be used for quarantine or isolation.
Quarantine Leave Entitlements by Country
| Country | Statutory Provision | Pay | Key Detail |
|---|---|---|---|
| UK | No specific quarantine leave | SSP available if unwell | Pandemic-era day-one SSP repealed March 2022 |
| AU | Pandemic leave provisions repealed | Personal/carer’s leave applies | Federal Pandemic Leave Disaster Payment ended |
| US | No federal quarantine leave | State paid sick leave applies | FFCRA expired December 2021 |
How to Request Quarantine Leave
- Follow public health guidance — if you are required to isolate, follow the current guidelines from your national or local health authority.
- Notify your employer promptly — inform your manager or HR that you are unable to attend work due to quarantine or isolation requirements.
- Provide evidence if requested — this may include a positive test result, a public health order, or a medical certificate advising isolation.
- Work from home if possible — if your role allows remote work, continue working from home during the isolation period.
- Return when cleared — follow the guidance of the health authority and your employer before returning to the workplace.
Employer Obligations for Quarantine Leave
- Follow public health orders — ensure that employees who are required to isolate do not attend the workplace
- Provide paid leave — where quarantine leave is not separately mandated, apply existing sick leave or personal leave provisions
- Support remote work — enable employees to work from home during isolation where their role permits
- Maintain workplace safety — implement appropriate hygiene measures, ventilation and social distancing for employees who remain on-site
- Plan for future emergencies — develop or update quarantine leave policies to ensure readiness for future public health events
Common Mistakes
- Requiring employees to use annual leave for quarantine periods instead of sick or personal leave
- Pressuring employees to return to the workplace before their isolation period has ended
- Failing to plan for quarantine leave as part of business continuity and pandemic preparedness
- Not providing clear guidance on what evidence is required to support quarantine leave requests
- Applying absence triggers to quarantine-related absences during public health emergencies
FAQ
What is quarantine leave?
Quarantine leave is authorised absence from work for employees who must self-isolate because they have been exposed to or diagnosed with an infectious disease. It covers situations where an employee is legally required or medically advised to isolate.
Is quarantine leave still available after COVID-19?
Most specific pandemic leave provisions have been repealed, but employees can still access quarantine-related absence through existing sick leave, personal leave or employer policies. Employers are encouraged to maintain quarantine leave policies for future health emergencies.
Is quarantine leave paid?
During the COVID-19 pandemic, many jurisdictions introduced paid quarantine leave. Most of these provisions have since expired, but employees may be able to use paid sick leave or personal leave for quarantine periods. Check your employer’s policy for current provisions.
Can I work from home during quarantine leave?
If your role allows remote work, many employers will expect you to work from home during quarantine rather than taking formal leave. This is a practical solution that maintains productivity while respecting isolation requirements.
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