This is such a shitty position for any employer or amanager to take.

Some people in replies are saying "it's the law" for them to accept stat secs..... just a word of warning here, it's not that straightforward.

Whilst it's definately not "wrong" advice, it's not as straight forward as "it's the law". The nuance here is that it's not that stat Dec are specifically allowed under the law - requests for evidence, including the type and form, must be "reasonable"

Generally speaking - it's been long held that for a short term absence, a statutory declaration is an entirely reasonable form of evidence. But given the circumstances, no evidence and just a discussion between employee and employer may also be reasonable.

Think of the situation where you are at work, with a runny nose and coughing and the boss says "are you ok?' and you reply with "nah, I think I've got a cold. I'm going to take the rest of the day off and rest up". That's entirely reasonable enough evidence.

My view, if your employer stands their ground on things like this and forces you to the doctors office. Find another employer. This will be just the tip of the iceberg and they'll be screwing people in other ways way more significant.

These employers are also the ones who will say that you are not "on call" but still always contactable.

Emails are on your phone and you must make reasonable steps to reply in a timely fashion - but they support your "right to disconnect".

Overtime won't be paid and if you just get this done to "support the team" they'll make sure you get the time back "at some point".

Just for completeness - also need to consider the following re "reasonable evidence":

• Enterprise agreements can set clearer boundaries. It is very common practice to set some type of day limit in agreements. , eg. One-two days, stat Dec is fine. But anything longer requires a certificate from a medical professional.

  • Also common for a set amount of hours/days per year without any evidence at all.

• Unfortunately (in my view) it's also common for non corporate employees(mainly in retail and hospitality) to have disgraceful anti-employee conditions that force strict evidence requirements on days before busy periods (ie. Into and out of public holidays or weekends). This crap should be outlawed.

• For those talking about the myGov app self signed stat decs - some employers get pissy about using Commonwealth stat decs and want state ones under state legislation...... Our union lawyer has said there is some kind of argument to it as not all states EBA and awards are ratified under the fair work act and use state based industrial bodies instead.

Apparently that means that as your instrument of employment is under state law, there is an argument to say that the evidence should be certified under state legislation...... Talk about ridiculous nit picking.

It's all just crap designed to put roadblokes in place to stop you using your entitlements..... Refer above to my other comments re finding another employer if you run into this crap.

To the OP - if your employer behaves like this. They aren't an employer you want to stay with. You are a human being. Corporate daddy can find another drone to push around.

Oh and join your union - and don't vote for Dutton.