July 3, 2022

public health and coronavirus

Public health employee information for COVID-19

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The NSW Nurses and Midwives’ Association is providing support and advice to any members seeking information regarding the novel coronavirus (COVID-19).

Join the NSWNMA to ensure you’re covered at work.

If members are concerned their employer is not following these guidelines, the NSWNMA can provide assistance to ensure appropriate measures are in place. Contact us.

Click here for the latest Workforce Advice for NSW Health staff

Click here for the latest WHS Advice for NSW Health staff

As the COVID-19 outbreak continues to grow, it’s important you know your rights and entitlements when it comes to special leave, sick leave and workers’ compensation. The following information applies to nurses and midwives working the NSW public health system.

Close contact changes

From 6pm Friday, 22 April, close contacts will no longer have to isolate provided you are asymptomatic and comply with guidelines on this page for seven days.

As per NSW Health advice, this removes the requirement for Health Care Workers (HCW) to seek an exemption to attend work if you’re a close contact, however there’s still a need for health services to undertake a risk assessment prior to your return to work.

Alongside the current risk assessment process, additional advice sent to NSW Health Chief Executives contains the following mitigation strategies which will be adopted:

Potential exposures in the workplace will continue to be assessed utilising the Health Care Worker COVID-19 Exposure Risk Assessment Matrix.

Sick leave will still apply if you’re unable to return to work because you’re symptomatic or have returned a positive test result. Remember, you can apply for additional sick leave if you’ve run out of sick leave for reasons related to COVID-19.

If you’re COVID-19 positive and there is a possibility the exposure occurred at work, then you should submit a workers’ compensation claim. You do not need to be able to prove you contracted COVID-19 at work. Once your claim is approved, any sick leave you’ve taken will be recredited to you.

Paid special leave will continue to apply if you are an asymptomatic close contact and have tested negative for COVID-19, but you’re unable to return to work due to the outcome of a risk assessment.

Having at least two doses of a COVID-19 vaccine remains as a condition of employment for all NSW Health staff under the existing Determination of the Health Secretary. Public Health Orders requiring aged care and disability workers to be appropriately vaccinated will remain in effect.

Check out our Public Health Sector Webinar- COVID-19 and Leave Entitlements Webinar below.

Paid Special Leave provisions for employees (pandemic leave)

With respect to COVID-19, paid special leave of up to 20 days in total may be granted to employees who are unable to work because they are:

  • Self-isolating in line with public health advice due to being a COVID-19 contact (if not symptomatic and not COVID-19 positive)
  • Caring for family members sick with COVID-19
  • Caring for family members due to closure of school/daycare
  • Unable to attend work due to transport disruptions or workplace closure
  • A vulnerable health worker who following completion of a risk assessment is unable to be redeployed to a lower COVID-19 risk environment and is unable to work from home or self-isolation.
  • COVID-19 Vaccination in the particular circumstances described below

Special leave is paid at the base rate (excluding allowances and penalty rates) and should be made available to you before other forms of leave.

After the 20 days total paid special leave has been used, your employer may grant additional NSW Health special leave on a case-by-case basis. If you’ve exhausted your 20 days special leave and you require further special leave, please apply through your employer in the first instance.

Paid Special Leave for casuals

Casual employees are generally not entitled to paid special leave. If a casual is required to self-isolate due to close contact COVID-19 exposure in the workplace, each situation should be considered by the Health agency on a case-by-case basis including such things as:

  • length of the casual engagement and
  • Whether the casual has regular and systemic shifts

Paid special leave may be appropriate for shifts which are already rostered during the self-isolation period.

Paid Special Leave for Vaccination for COVID-19

Health agencies will continue to make arrangements to support employees to access the COVID-19 vaccination whilst on duty, where it is possible to do this and with the need to ensure service delivery is maintained.

If an employee receives the vaccine and experiences an adverse reaction, they may access paid sick leave entitlements. Where sick leave is exhausted, Agency heads may grant special sick leave on a case by case basis.

Employees that receive a COVID-19 Booster vaccination on or after 7 December 2021 are eligible for a special leave payment of two hours per COVID-19 Booster vaccination if unable to be undertaken in work time.

Leave due to COVID-19 positive test

If an employee is sick due to COVID-19 or any other reason, current sick leave entitlements and conditions apply. This includes situations where an employee is:

  • Self-isolating on paid special leave and becomes sick for any reason; at that point the employee should transition onto sick leave.
  • Symptomatic (including a temperature with/ without other symptoms) and requires testing for COVID-19. Sick leave is applicable for the period from where the staff member becomes symptomatic; through to testing and until a negative COVID-19 test result is received by the staff member, regardless of whether the staff member becomes asymptomatic during the period.

Where sick leave is exhausted, your employer may grant additional sick leave on a case-by-case basis. If you’ve exhausted your sick leave due to COVID-19 and you require further sick leave, please apply through your employer in the first instance.

COVID-19 positive during annual leave or long service

If you are COVID-19 positive and sick for one week or longer during a period of annual leave or long service leave, then you are entitled to have the relevant period of leave recredited to you and to be placed on sick leave instead. You will need to provide a medical certificate as evidence of the period of illness. Please note that this entitlement does not apply if the period of leave occurs prior to resignation or other termination of employment.

Please read on in case workers compensation rights are applicable to you.

Workers Compensation

If you have contracted COVID-19 and transmission is likely to have occurred in the workplace, you are entitled to make a claim for workers compensation. There is currently a law in place that health workers are presumed to have contracted the virus at work or while working (something the NSW Government is trying to overturn), it should be workers compensation. Whilst you may be placed on sick leave initially, this should be recredited when your workers compensation claim is accepted.

For advice on what steps to take if you believe you are eligible for workers’ compensation, please read the Workers Compensation section found on this page.

Isolation exemption

On 31 December, the NSW Health Minister signed an exemption to the Public Health Order in an attempt to alleviate widespread staffing shortages across the healthcare system.

Under the change, asymptomatic workers in public and private hospitals who are close contacts of a positive COVID-19 case will be allowed to leave self-isolation and return to work, if they are identified as critical to the service.

This decision is not without risks.

The NSWNMA has urged the Ministry of Health to ensure all necessary steps are taken to protect staff from further exposures.

The rise of COVID-19 cases in the community and in health workers is clearly compromising staffing capacity across the hospital system. The Ministry of Health, guided by the Public Health Unit and the Clinical Excellence Commission, have made these decisions with brief consultation with the health unions.

The NSWNMA will continue advocating for the safety of nurses and midwives but we also recognise your safety and that of your patients is dependent on safe staffing levels, which are clearly unable to be supplied in the current circumstances.

Risk Matrix

NSW Health has updated risk escalation and guidance documents that provide advice for health care workers who have been exposed to COVID-19 in the community or while in the workplace. You can view the latest advice on the Clinical guidance and resources page.

If you have been exposed in the workplace, then your exposure will be assessed based on the PPE you were wearing at the time of the exposure, the nature of the contact and your vaccination status. Further information about how the assessment is made can be found on the NSW Health “Health Care Worker COVID-19 Risk Assessment Matrix” which you can find here.

If you have any questions or concerns about how the matrix works, please contact the Association.

Management of Heat Stress: Outdoor COVID-19 testing clinics

Working in heat can be hazardous. Your employer has an obligation to ensure your safety at work, this includes doing everything reasonably practicable to make sure that you are not exposed to harm from working in heat.

The NSWNMA made representations to NSW Health to ensure risks associated with working in hot conditions are managed appropriately, especially important for nurses working in outdoor COVID-19 testing clinics, where PPE requirements compound the risks of dehydration and heat stress.

NSW Health have since shared resources with Local Health Districts to make sure all appropriate steps are followed. Please refer to the following documents from the NSWNMA, SafeWork NSW and NSW Health:

If you have concerns the measures put in place to protect you from heat stress are inadequate or not being followed correctly, please contact the Association.

COVID-19 testing during paid work hours

The Ministry of Health has advised the NSWNMA that the up to two hours of paid special leave (at base rate of pay) to facilitate vaccinations (C2021-14 Employment Arrangements during COVID-19) will now be made available and extended to booster vaccinations for all government sector workers.

This special leave applies for a COVID-19 booster vaccination received on or after 7 December, 2021.

COVID-19 testing during paid work hours

Wherever possible, NSW Health agencies will facilitate the opportunity for affected NSW Health staff ​​​​​to undertake the required COVID-19 testing during normal working hours.

  • Where the COVID-19 test is available at the site where the staff member usually works, NSW Health agencies will facilitate the opportunity for employed staff to undertake the required testing during a rostered shift or normal working day wherever possible.
  • Where the COVID-19 test is only available at a site that is not the staff member’s usual work location, NSW Health agencies will facilitate wherever possible the release of staff for part of their rostered shift or working day to undertake the required COVID-19 testing at a site where it is available.
  • Where the NSW Health agency determines that neither option listed above is possible, employed staff who attend for the required testing outside of normal working hours will need to be paid for such attendance.

Personal Protective Equipment (PPE)

For detailed advice on PPE, visit this page.

Administration of COVID-19 vaccine

To access FAQs on administering COVID-19 vaccines, click here.

Vaccine preparation and procedure

A number of resources have been developed to support clinicians in the process of preparing vaccines, including labelling requirements. These have been developed separately for both of the vaccines:

Vaccination in work time

Ministry advice is that vaccination for health workers should occur in work time, although it is recognised that when scheduling the second dose it may not align with rosters issued for that day or if scheduled for three months time when the roster is unknown. The Ministry preference for the second dose to occur in work time (rostered shift) but in any event is to be treated as paid time if this is not possible.

Expanding the vaccination workforce

In advice issued 28 June 2021, the NSW Chief Health Officer expanded the classification of registered health professionals who can now assist in administering COVID-19 vaccinations at designated hubs, under appropriate supervision, and provided they have completed identified training. Such professionals will be engaged and remunerated at their relevant classification rate.

This decision makes it possible for certain health professional students to be engaged as ‘Vaccination Workers’ and hired as casuals under the Public Health System Nurses’ and Midwives’ (State) Award. Rates of pay for these staff will be determind by the Ministry.

The Statewide Protocol for the Supply or Administration of COVID-19 Vaccine sets out the framework and protocol for the supply and administration of vaccines that encompasses this additional workforce.

​As stated by the Ministry of Health, healthcare workers considered for prioritisation in Phase 1a of the vaccination program include:

  • Ambulance and patient transport staff
  • Emergency department staff
  • Critical care ward staff (ICUs and HDUs, ECMO and medical retrieval teams)
  • COVID clinic and COVID testing staff (public and private)
  • COVID ward staff
  • COVID immunisation clinic staff
  • COVID pathology lab staff (public and private)
  • Workers at the Special Health Accommodation facility

Vaccination position statements and supportive evidence

As professional leaders in this area, nurses and midwives can find the NMBA’s position statement on vaccination here.

Ahpra’s position statement on Registered health practitioners and students and COVID-19 vaccination is available to view here.

The National Boards and Ahpra have published a joint statement to help registered health practitioners and students understand what’s expected of them in giving, receiving and advising on and sharing information about COVID-19 vaccines. It can be viewed here.

The ANMF’s policy on vaccination is here.

ANMF Evidence on the COVID vaccine is here.

International Staff Travel for Recreational Purposes

Australian State and Territory borders are subject to varying degrees of quarantine or self-isolation requirements as a result of the COVID-19 pandemic. If you have been outside Australia in the previous 14 days and return to NSW, you must not go to any high-risk settings, such as aged care, disability care, healthcare, and correctional facilities until you receive a negative result from your day 7 test.

If you choose to travel overseas; regardless of the COVID-19 status of the destination, you will not be granted for example some form of paid special leave to cover your exclusion from the workplace upon return to New South Wales. Staff returning from private overseas travel will need to negotiate access to their own leave entitlements for the 7 day period.

Vulnerable Staff

The Australian Health Protection Principal Committee (AHPPC) considers that, based on the limited current evidence, the following people are, or are likely to be, at higher risk of serious illness if they are infected with the virus:

  • Aboriginal and Torres Strait Islander people 50 years and older with one or more chronic medical conditions
  • People 65 years and older with chronic medical conditions. Conditions included in the definition of ‘chronic medical conditions’ will be refined as more evidence emerges. The most current list can be accessed on the Department of Health website
  • People 70 years and older
  • People with compromised immune systems (see Department of Health website)

AHPPC recommends that where vulnerable workers undertake essential work, a risk assessment must be undertaken. Risk needs to be assessed and mitigated with consideration of the characteristics of the worker, the workplace and the work. This includes ensuring vulnerable people are redeployed to non-customer based roles where possible. Where risk cannot be appropriately mitigated, employers and employees should consider alternate arrangements to accommodate a workplace absence. In this case, those workers should be able to access the paid special leave (for COVID-19).

AHPPC recommends that special provisions apply to essential workers who are at higher risk of serious illness and, where the risk cannot be sufficiently mitigated, should not work in high risk setting. (AHPPC advice, 30 March 2020)

There is limited evidence regarding the risk in pregnant women. Currently there is no evidence of an increased risk of miscarriage, teratogenicity or vertical transmission of the COVID-19 virus. There is a possibility of an increased incidence of premature birth but there is insufficient evidence at this point in time. The Royal Australian and New Zealand College of Obstetricians and Gynaecologists recommends that, where possible, pregnant healthcare workers be allocated to patients, and duties that have reduced exposure to patients with confirmed or suspected COVID-19 infection.

Further information on PPE

Further information for private health nurses and midwives

The NSWNMA will continue to provide further updates for members as we receive them. Contact us here.

Aged Care information on COVID-19

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The NSW Nurses and Midwives’ Association is providing support and advice to any members seeking information regarding the novel coronavirus (COVID-19).

Ensure you’re covered at work by joining the NSWNMA.

If you’re working for a private aged care provider, please check this page for information around self-isolation and your workplace entitlements

Click here for the latest advice from the Chief Health Officer

The evolving nature of the COVID-19 outbreak means our public health advice will continue to change. One thing remaining consistent however, is the contribution frontline nurses and health sector professionals are making to address it.

The Commonwealth Department of Health website contains detailed guidance for health sector workers and is updated regularly.

Refer to NSW Health advice for Residential Aged Care Facilities (RACFs) for latest advice.

Check out our Aged Care – COVID-19 and Leave Entitlements Webinar below.

Reporting on resident booster vaccinations and third doses

From 4 January 2022, it will be mandatory for residential aged care providers to report resident booster vaccinations, and third doses for those who are severely immunocompromised.

Currently, reporting booster vaccinations of aged care residents and workers is only strongly encouraged. The decision to mandate reporting of resident boosters reflects the importance of these vaccinations in managing COVID-19 outbreaks and understanding the level of risk at a facility. This is particularly important with the arrival of the Omicron variant.

The Australian Technical Advisory Group on Immunisation (ATAGI) has recommended the interval between a second dose COVID-19 vaccination and booster dose is now five months. The Commonwealth Department of Health is working with residential aged care facilities and vaccine providers to bring forward booster clinics following ATAGI’s recommendation.

The government has confirmed it’s acceptable for residents and workers to receive a booster vaccine if their five-month period since receiving a second dose falls within two weeks of the scheduled Commonwealth booster clinic.

Workers who are eligible for their booster prior to a scheduled booster clinic being onsite should access a booster through a state vaccination clinic, GPs or pharmacy without delay.

Close contact and isolation

If you are a close contact and cannot work due to isolation requirements, you should in the first instance, consult management or your human resources department to find out if it has a policy for special leave for COVID-19 isolation. As some employers do have a policy to provide discretionary special leave in these circumstances.

If your employer does not provide special leave, then you should be granted access to any paid leave you have accrued to minimise the financial burden on you.

Please note that if you are well and do not have symptoms, then you may not be eligible to access sick leave (personal leave).

Please make sure you contact the Association if there is any issue with accessing your paid leave.

Providing care

If you have to provide care for a family member who has COVID-19 or to a child due to the closure of a school or day care facility, then you might be eligible for personal/carer’s leave under your award or enterprise agreement.

If you’re unsure, ask your employer for access to a copy of the award or enterprise agreement applicable to you.

If you need assistance or further clarification please contact the Association.

Leave due to COVID-19 positive test

If you have symptoms or are unwell for any reason, including COVID-19, then sick leave (personal leave) is the appropriate form of leave.

Please read on about workers compensation rights.

Workers’ compensation

If you have contracted COVID-19 and transmission is likely to have occurred in the workplace, you are entitled to make a claim for workers compensation. There is currently a law in place that health workers are presumed to have contracted the virus at work or while working (something the NSW Government is trying to overturn), it should be workers compensation. Whilst you may be placed on sick leave initially, this should be recredited when your workers compensation claim is accepted.

For advice on what steps to take if you believe you are eligible for workers’ compensation, please read the Workers Compensation section found on this page.

Support payments

You may also be eligible for the Australian Government’s Pandemic Leave Disaster Payment or the NSW Government’s Test and Isolate Support Payment. You cannot receive both payments for the same period. Please follow the links to view information about the payments including eligibility criteria.

Visitors

From 1 November 2021 residents are permitted to have two fully vaccinated visitors aged 12 years and over plus two children aged under 12 years per day.

  • Visitors aged 12 years and over must have received a second dose of a COVID vaccination at least 14 days prior to their visit.
  • Children under 12 years are permitted to visit provided they are accompanied by a fully vaccinated person
  • Where visits include a child under 12 it is strongly recommended, where possible:
    • the visit is in an outdoor area
    • the child should wear a mask
    • arrange Rapid Antigen Testing (RAT) prior to a visit

People who are providing a service to the resident including a health service or professional or other service are not included as part of the visitor limitations.

All visitors must wear a surgical mask while visiting indoors. Visits may be permitted in either the resident’s room or an outside area but not in any inside communal areas. For reasons when masks can be removed please see Additional Advice.

There is an exception for up to two unvaccinated people to visit a resident for an end of life visit. They must always wear a surgical mask and the visit must be solely inside the resident’s room. Facilities should consider Rapid Antigen Testing (RAT) if readily available for visitors attending an end of life visit.

Visitors must not enter an RACF at all if they:

For the latest advice for home care service providers, click here.

Single Site Employment arrangements

On 1 November 2021, the Commonwealth Chief Medical Officer signed off on the conclusion of single site employment (‘SSE’) arrangements in NSW and the ACT, with a sector-wide transition over two weeks before the end of SSE on 15 November, 2021.

This decision recognises the vaccination status of aged care workers, residents and the community as NSW moves towards lesser restrictions. This move is supported by the relevant advisory agencies (such as the Australian Health Protection Principal Committee) as being a safe, sound and reasonable move.

Each state and territory will still be able to apply its own directives to the sector, such as restrictions on the number of visitors and the requirements visitors must meet.

Personal Protective Equipment (PPE)

All staff working in NSW must wear a surgical mask. For detailed advice on PPE, visit this page.

Aged Care COVID-19 grief and trauma response

A new training program will be piloted to help care workers look after themselves and the people they work with.

The trauma training program, funded by the NSW Government, will see existing aged, disability and community services workers learn about the effects of trauma on themselves and others, and how to maintain their own personal health.

The Department of Health has also created resources to help share information about the grief and trauma supports for those living, working and caring in the aged care sector, who have been impacted by COVID-19.

Many people may be suffering grief and loss from the passing of a loved one because of COVID-19, or feeling the loss of their routines, visitors and important events. People may also be experiencing trauma as a response to isolation, physical distancing, COVID-19 hotspot lockdowns, and visitor restrictions in aged care.

The intended audience includes aged care residents, home care recipients; their families, friends, family of choice, loved ones, community visitors and representatives; and aged care staff.

COVID-19 vaccine resources

COVID-19 administration of vaccination FAQs

To access FAQs on administering COVID-19 vaccines, click here.

Keep up to date
You can find more information, including translated information, and subscribe to receive the COVID-19 Vaccines Updates here.

Position statements and supportive evidence

As professional leaders in this area, nurses and midwives can find the NMBA’s position statement on vaccination here.

Ahpra’s position statement on Registered health practitioners and students and COVID-19 vaccination is available to view here.

The National Boards and Ahpra have published a joint statement to help registered health practitioners and students understand what’s expected of them in giving, receiving and advising on and sharing information about COVID-19 vaccines. It can be viewed here.

The ANMF’s policy on vaccination is here.

ANMF Evidence on the COVID vaccine is here.

Commonwealth Pandemic Leave Disaster Payment

The NSW Premier partnered with the Commonwealth to give workers without leave entitlements access to the Pandemic Leave Disaster Payment arrangements. The media release can be accessed here.

To access the Pandemic Leave Disaster Payment – New South Wales, a worker will need to meet several criteria, set out here.  Below is an extract of the criteria:

You may be eligible if NSW Health has told you to self-isolate or quarantine. They need to give you these directions for any of the following reasons:

  • you have coronavirus (COVID-19)
  • you’ve been in close contact with a person who has COVID-19
  • you care for a child, 16 years or under, who has COVID-19
  • you care for a child, 16 years or under, who’s been in close contact with a person who has COVID-19.

You may also be eligible if you’re caring for someone who has COVID-19.

You must also meet all of the following:

  • you’re at least 17 years old and live in New South Wales
  • you’re an Australian resident or hold a visa that gives you the right to work in Australia
  • you’re unable to go to work and earn an income
  • you have no appropriate leave entitlements, including pandemic sick leave, personal leave or leave to care for another person
  • your period of quarantine is after 17 September 2020.

It is also noted that:

You won’t be eligible if, during your 14 day isolation period, you get:

  • any income, earnings or salary from paid work
  • any income support payments, ABSTUDY Living Allowance, Paid Parental Leave or Dad and Partner Pay
  • JobKeeper Payment.

If workers or their households are struggling, there are other financial supports that may be available in NSW, and if considered this may be of some assistance to them or their families. Click here for a full listing.

Precautions for caring for residents with suspected, probable, or confirmed COVID-19

When caring for residents with suspected, probable or confirmed COVID-19 in aged care homes, staff must use personal protective equipment (PPE) as recommended in the Australian Guidelines for the Prevention and Control of Infection in Healthcare (2019) and by their state or territory.

For areas with significant community transmission of COVID-19, the Infection Control Expert Group has provided guidance regarding use of P2/N95 masks and protective eye wear/face shields in aged care homes. Specific national guidance has also been developed to support aged care homes’ response to COVID-19.

The Australian Commission on Safety and Quality in Health Care (the Commission) has developed this poster to support aged care workers with step-by-step instructions on how to put on and remove PPE, and how to fit check P2/N95 respirator masks, where they are required to be used.

Translation of COVID-19 Resources

For more translated resources, the Department of Home Affairs has a dedicated website – COVID-19 information in your language. This provides culturally and linguistically diverse communities with a single source of information in 63 languages other than English.

CDNA Guidelines for public health units

The Communicable Diseases Network Australia (CDNA) guidelines for public health units provide nationally consistent advice and guidance to public health units in responding to a notifiable disease event. These guidelines capture the knowledge of experienced professionals, built on past research efforts, and provide advice on best practice based upon the best available evidence.

Outbreak management

When an Outbreak is Suspected: RACFs must immediately notify their local Public Health Unit (PHU), and the Australian Government Department of Health.

  • The PHU manages the outbreak, for example testing, contact tracing and infection control.
  • The Department of Health will work with the provider to support them to identify whether an outbreak has occurred, and deliver additional support if required, such as in-reach pathology testing, access to PPE and workforce assistance.

Workforce Management: A critical aspect in the preparation phase is understanding the workforce impact and needs. It is essential RACFs put in place strategies to identify where and how they will get additional staff if there is an outbreak. Aged care providers must exhaust all possible avenues including contacting other providers for support; contacting recruitment agencies; reaching out to local and private district hospitals. The workforce surge measures that are in place are a last resort and work to complement the workforce that providers have sourced. They are not the full solution for a provider.

When an Outbreak is Confirmed: When an outbreak is confirmed, RACFs must establish an outbreak management team to direct, monitor and oversee the outbreak, confirm roles and responsibilities and liaise with their relevant Australian Government Department of Health state/territory officer. Providers will also need to put in place additional infection prevention and control measures, including:

    • Isolation or cohorting of affected residents
    • Maintaining hand hygiene
    • Wearing appropriate PPE
    • Practising cough and sneeze etiquette
    • Enhanced environmental cleaning
    • Placing signage at entrances and other locations in the facility
    • Screening of staff and visitors.

The Department of Health’s guide to outbreak management outlines how to identify if there is an outbreak at your facility and the steps to take to manage the outbreak. Access the guide here.

Inform the Federal Department of Health of any confirmed COVID-19 cases via agedcareCOVIDcases@health.gov.au – this will facilitate Australian Government support for PPE and staff supplementation.

The Department can help with information on resources to manage an emergency or service delivery issues. If you need urgent assistance outside of normal business hours please contact the department on 1800 852 649.
This information is also available on the department’s website.

The Communicable Diseases Network of Australia also have National Guidelines for the Prevention, Control and Public Health Management of COVID-19 Outbreaks in Residential Care Facilities in Australia. This visual flowchart summarises the key steps aged care providers need to take around COVID-19 in an easy to read and understand format.

Outbreak management training

Aged care workers are encouraged to complete the outbreak management training module.

The training takes approximately 8 minutes to complete, and by the end of the module participants will be able to:

  • Identify what a COVID-19 outbreak is
  • Demonstrate the appropriate infection prevention control measures for a COVID-19 outbreak
  • Explain how to isolate and cohort residents during a COVID-19 outbreak
  • Identify appropriate cleaning and waste disposal procedures during a COVID-19 outbreak.

Access the Aged Care training modules here.

If you would like to access the aged care training, users will need to register their workplaces as ‘aged care’. If you have already registered for online training but not with ‘aged care’ as your workplace, email support@covid-19training.gov.au for a priority response.

Influenza vaccine requirement for workers

Guidance about influenza vaccination and the COVID-19 vaccination program is available on health.gov.au.

The timing of residential aged care facilities’ COVID-19 vaccination clinics and influenza clinics will need careful consideration to maintain the recommended minimum 14 day interval.

Flu vaccinations for residents and staff should occur:

  • 14 or more days before their first Pfizer dose
  • 14 or more days after their second (and final) Pfizer dose
  • 14 or more days before or after their first AstraZeneca dose, or
  • 14 or more days before or after their second (and final) AstraZeneca dose.

Where services have already scheduled an in-reach influenza vaccination program for residents and staff, this can be considered in the scheduling of a COVID-19 vaccination clinic. This is to ensure the preferred minimum interval between the two.

Residential aged care facilities that have scheduled their flu vaccinations, but have not yet been scheduled for a COVID-19 vaccine in-reach clinic, should immediately contact their Primary Health Network (PHN). Your PHN will liaise with the vaccine workforce suppliers on your behalf.

Legislation requires all aged care workers to be vaccinated against Influenza

  • from 1 May 2020, you must have had your influenza vaccination to work in or visit an aged care facility
  • if you’re a residential aged care worker, you must not go to work if you have a fever or symptoms of a respiratory illness

Guidance for symptom monitoring

This guidance was developed by the Communicable Disease Network of Australia (CDNA) and endorsed by the Australian Health Protection Principal Committee (AHPPC).

This guidance is intended for health and residential aged care settings considering monitoring for symptoms. Health screening for health and aged care workers for symptoms of COVID-19 in these settings may be used as one of a suite of measures to detect and prevent outbreaks.

You can find the guidance here.

Screening

Recommendations on screening of people entering residential facilities from the Aged Care Quality and Safety Commission (22 April 2020):

  • Ideally, there should be a single point of entry to the facility, with someone tasked to continuously monitor that entry
  • Every staff member or visitor arriving at the facility should be asked, at the point of entry, to respond to a standard set of risk screening questions. Services may want to consider giving these questions to each staff member or visitor on a pre-printed form on arrival to assist with understanding and recording

The screening questions may include:

  • Have you been overseas in the last 14 days?
  • Have you been in contact with a confirmed or suspected case of COVID-19 in the last 14 days?
  • Are you in close contact with or caring for someone who is currently unwell?
  • Have you currently or within the last 7 days been unwell or been aware of any of the following symptoms:

– fever, night sweats or chills
– cough
– runny nose
– sore or scratchy throat
– shortness of breath

The staff member or visitor’s accurate response to the question about fever can be supported through temperature testing on entry. If temperature testing is used in addition to the standard screening questions, it is recommended that a no-touch method is adopted such as an infra-red temperature detection “gun” device.

Important processes

A reminder on some important processes that should be followed at all aged care facilities:

  • If there is an outbreak in your facility, all staff and residents should be tested for COVID-19. An outbreak is when there is two or more confirmed cases in three days.
  • Facilities should be recording if any of their staff work at multiple facilities or across services, whether for the same employer or another. This is important to contact trace if there is a suspected or confirmed case of COVID-19.

Discharging new and returning residents during COVID-19

The NSW Ministry of Health developed advice for the safe and efficient discharge from hospital of new and returning residents of residential aged care facilities (RACFs). The advice includes a screening process and a discharge summary template.

A consistent approach was adopted to provide confidence that all new and returning residents at the time of discharge from hospital to RACFs have been screened by an appropriate medical officer and:

  • were not experiencing acute respiratory symptoms or fevers compatible with COVID-19 and
  • had not had any close contact with a confirmed COVID-19 patient in hospital.

NSW Health now includes a letter in the discharge paper work signed by the treating team confirming the person has been screened for COVID-19 symptoms. A template can be found here. 

Workers in RACF admitting residents returning from hospital should ensure they receive a copy of the discharge paperwork as part of their infection control management arrangements.

International student nurses

On 18 March 2020, the Commonwealth Government announced it would relax international student nurse visa work conditions to provide workforce continuity for aged care facilities, home care providers and other health care workers.

This allowed international student nurses and other aged care workers to work more than the 40 hours a fortnight than they were currently. At the time of the announcement, there were around 900 approved providers of residential aged care employers and around 1,000 approved providers of Home Care Packages. There were around 20,000 international student nurses studying in Australia.

Workforce Retention Bonus Payment

The final Aged Care Workforce Retention Payment was paid in January 2021.

This third payment had the same eligibility criteria as the first two rounds (the first paid in July, the second in September) of the workforce retention bonus.

  • Eligible residential care workers received up to $800 before tax, per quarter, for two quarters.
  • Eligible home care workers received up to $600 before tax, per quarter, for two quarters.

Your employer must have made an application for the retention bonus in order for you to have received it.

The government released frequently asked questions (FAQs) to provide further information:

The ANMF also released an information sheet on the retention bonus for workers:

COVID-19 support packages

On 31 August, the Federal Government announced an additional $563.3 million to extend support for the aged care sector’s response to COVID-19.

On 1 May, the Prime Minister announced a COVID-19 specific support package for residential aged care providers, totalling $205 million. This translates to around $900 per resident in major metropolitan areas and around $1350 per resident in all other areas.

The funds are “aimed at ensuring aged care providers can offer reinforced levels of safety and care for those who need it most”.

The Australian Nursing and Midwifery Federation (ANMF) said the Federal Government must guarantee the funding is fully and directly used to employ more nurses and suitably-qualified care staff and ensure the availability of appropriate personal protective equipment (PPE) to combat the COVID-19 pandemic.

Aged care providers must address chronic understaffing and the ongoing shortages of PPE as a matter of urgency if Australia is to ensure the safety and protection of all residents.

NSWNMA support

If members are concerned their employer is not following the appropriate guidelines, the NSWNMA can provide assistance to ensure appropriate measures are in place. Contact us here.

Further information on PPE

Further information for private health nurses and midwives

 

Private health employee information for COVID-19

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The NSW Nurses and Midwives’ Association is providing support and advice to any members seeking information regarding the novel coronavirus (COVID-19).

Ensure you’re covered at work by joining the NSWNMA.

The Commonwealth Department of Health website contains detailed guidance for health sector workers and is updated regularly.

If members are concerned their employer is not following these guidelines, the NSWNMA can provide assistance to ensure appropriate measures are in place. Contact us.

Some employers offering leave assistance for COVID-19

You can request your employer to provide their relevant COVID-19 leave policy. If you need further assistance, contact the Association.

Check out our Private Health Sector Webinar- COVID-19 and Leave Entitlements Webinar below.

Administration of COVID-19 vaccine

To access FAQs on administering COVID-19 vaccines, click here.

Close contact and isolation

If you are a close contact and cannot work due to isolation requirements, you should in the first instance, consult management or your human resources department to find out if it has a policy for special leave for COVID-19 isolation. As some employers do have a policy to provide discretionary special leave in these circumstances.

If your employer does not provide special leave, then you should be granted access to any paid leave you have accrued to minimise the financial burden on you.

Please note that if you are well and do not have symptoms, then you may not be eligible to access sick leave (personal leave).

Please make sure you contact the Association if there is any issue with accessing your paid leave.

Providing care

If you have to provide care for a family member who has COVID-19 or to a child due to the closure of a school or day care facility, then you might be eligible for personal/carer’s leave under your award or enterprise agreement.

If you’re unsure, ask your employer for access to a copy of the award or enterprise agreement applicable to you.

If you need assistance or further clarification please contact the Association.

Leave due to COVID-19 positive test

If you have symptoms or are unwell for any reason, including COVID-19, then sick leave (personal leave) is the appropriate form of leave.

Please read on about workers compensation rights.

Workers’ compensation

If you have contracted COVID-19 and transmission is likely to have occurred in the workplace, you are entitled to make a claim for workers compensation. There is currently a law in place that health workers are presumed to have contracted the virus at work or while working (something the NSW Government is trying to overturn), it should be workers compensation. Whilst you may be placed on sick leave initially, this should be recredited when your workers compensation claim is accepted.

For advice on what steps to take if you believe you are eligible for workers’ compensation, please read the Workers Compensation section found on this page.

Support payments

You may also be eligible for the Australian Government’s Pandemic Leave Disaster Payment or the NSW Government’s Test and Isolate Support Payment. You cannot receive both payments for the same period. Please follow the links to view information about the payments including eligibility criteria.

Isolation exemption

The isolation exemption signed by the NSW Health Minister is to be followed as per the below description from NSW Health:

An exemption is in place for staff of public health organisations and licensed private health facilities whose absence from the workplace has been identified by their employer as a critical risk to safe service delivery to patients and who has been identified by the employer as being unable to work from home.

The exemption permits the worker to leave self-isolation subject to certain conditions, including wearing a mask, travelling directly to and from work and complying with any risk mitigation strategies put in place by the employer.

If the worker has any symptoms of COVID-19, they must immediately seek a PCR test and not attend work until they have a negative result.

If you work for a private health facility​​​; are currently isolating as a close contact; are asymptomatic; and are directed by your employer to attend work in full compliance with the above, you must attend work. However, if you believe your employer is directing you to work in breach of the above conditions, please contact the Association immediately.

The NSWNMA is providing assistance to members to ensure appropriate measures are in place in relation to COVID-19. Contact us here if you need support.

 

Casual employees

Casual employees generally do not have the leave entitlements available to them that permanent employees have. If you’re a casual employee and required to self-isolate then your employer should consider standing you down on pay for any rostered shifts, although you are unlikely to have a legal right to the payment of wages for this time. Particular regard should be given by your employer to the length of your employment and whether you work on a regular and systematic basis.

Support

If your employer has directed you not to attend work for reasons related to COVID-19 and you have not been in contact with a confirmed case of COVID-19 or returned from overseas travel, then please contact NSWNMA for assistance.

Unfortunately employees in the private sector are not automatically entitled to the 20 days special leave made available by the NSW Government to its employees.

The above is intended as general information only and the advice in relation to each case will depend on its particular circumstances.

The NSWNMA will continue to provide further updates for members as we receive them. Contact us here.

Current Industrial Instruments

Further information for aged care nurses

Further information on PPE

 

Personal Protective Equipment (PPE)

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The NSW Nurses and Midwives’ Association is providing support and advice to any members seeking information regarding the novel coronavirus (COVID-19).

Join the NSWNMA to ensure you’re covered at work.

Your rights

As a result of ongoing advocacy from the NSWNMA and other health unions, both NSW and national guidance has been changed to advise that fit testing should be undertaken for health workers wearing P2/N95 masks.

If you are providing care for patients who have or are suspected to have COVID-19 or are working in a high-risk clinical area, your employer must provide you with appropriate PPE to ensure you can do your job safely. Such as:

  • You are to wear prescribed PPE as instructed (your employer needs to ensure you are trained in how to use PPE safely).
  • Do not undertake tasks requiring PPE if the PPE is not available for use. Any such tasks are not to proceed until required PPE is readily available.
  • If you are concerned for your safety, you must raise your concerns immediately with your manager.

Where staff are performing tasks requiring P2/N95 mask use under the CEC guidelines and where the employee has fit checked the available P2/N95 mask sizes and these sizes are not a correct fit, then the employee is to be temporarily redirected to work which does not require the use of a P2/N95 mask until suitable masks with correct fit become available.

What PPE do I need?

Refer to CEC guidance to determine the correct use of PPE in your area.

Fit testing program

The NSW Government and Clinical Excellence Commission (CEC) has recognised the need for clearer and consistent fit testing thanks to ongoing campaigning from unions. A fit testing program is now recognised as an addition to current infection prevention and control education and guidance on the adequate use of PPE.

Further details to ensure the safety of NSW Health workers at all times and during the COVID-19 crisis, can be found here.

FAQs

When do I need to wear PPE?

Guidance on from the Clinical Excellence Commission directs workers to wear a P2/N95 when providing care of a patient who is suspected/confirmed COVID positive.

Airborne Precautions (includes the use of P2/N95 respirator and eye protection) is required in the following circumstances:

  • Confirmed COVID-19 cases
  • Suspected cases (a person who meets clinical AND epidemiological criteria)
  • A person identified as a close contact by the NSW Public Health Unit, regardless of symptoms

National guidelines

The Australian Government has also published recommendations for the use of PPE when caring for people with possible COVID-19 infection.

Do I need to be wearing a P2/N95 respirator mask if I am caring for patients who are suspect, confirmed or a close contact of a person with COVID-19?

Yes, in light of the increasing evidence of airborne transmission of Covid 19, the NSWNMA has continued to advocate for improvements in PPE.  As a result, the CEC has now changed their guidance to airborne precautions for any care of patients who are suspected or confirmed of having COVID-19 or who are a close contact of a COVID-19 case.

Airborne precautions include the wearing of a P2/N95 respirator mask, eye protection, gown and gloves. If you are wearing a P2/N95 mask you should be fit tested to ensure it offers suitable protection.

NOTE: These same rules apply regardless of the setting you are working in, e.g. to community health staff; as well as staff working in inpatient environments and those in testing clinics.

Do I need to be fit tested, or is fit checking alright when using a P2/N95 mask?

If you are required to wear a P2/N95 mask then it is important that it fits you.  The best way to know that a particular make or model of mask is able to form a proper seal on your face is to be fit tested.

Fit testing is a process where a portacount machine is used to measure the fit of the mask while the wearer undertakes a range of exercises, (or alternatively there is another test which relies on a user’s ability to detect a particular taste, smell or irritant while wearing the mask – at this stage we are mostly seeing the use of portacount machines, though we are aware of the other type of fit testing in some private hospitals) .

Fit testing is not to be confused with fit checking which you do yourself every time you put on a P2/N95 mask to make sure you have put it on properly.

Fit testing must be done by a suitably trained and competent person.  Each LHD has had people trained as fit testers and these are the people who can do the fit testing.  Additionally, some LHDs have been contracting qualified external fit testers to expedite the process of getting staff fit tested.

I haven’t been fit tested. What should I do?

Given the increased incidence of COVID-19 infection in the community in Greater Sydney in particular in West & South West Sydney, as well as the increased number of patients in hospital, the need for fit testing of staff who are providing care to suspected, confirmed COVID-19 patients, and close contacts of people with COVID-19 case is now urgent.

Recent changes to the CEC COVID-19 guidance indicate that staff caring for patients confirmed or suspected to have COVID-19 or who are close contacts of people with Covid 19 should be wearing a P2/N95 respirator and eye protection. If you have not been fit tested, we encourage you to submit an incident report in IMS+ around the delay in fit testing and to raise it with your manager in writing as a matter of urgency.

A common reason for the delay in the roll out of fit testing appears to relate to insufficient numbers of portacount machines and/or staff trained properly to use them.   If this is the case, your LHD should look to contract this work to external fit testing providers in order to get staff fit tested as soon as reasonably possible, (as has been done in several LHDs).

If you are having unreasonable delays in accessing fit testing, you should submit an incident report in IMS+ and raise this with your manager.  If this does not resolve the situation, contact the NSWNMA office for assistance to progress the matter, which may include a referral to the NSW Safety regulator, SafeWork NSW.

Until such a time as you have access to a P2/N95 respirator that fits you properly you should be redeployed to an area where you don’t need to utilise airborne precautions.

In the meantime, if asked to provide care to a known or suspected case of COVID-19 or close contact of a COVID-19 positive case, you should bear in mind that under s84 of the Work Health and Safety Act, you have the right to refuse unsafe work where you have a reasonable belief that carrying out that work will expose you to a serious and imminent risk to your health. If exercising this right, you must report to your manager and remain available to undertake alternate duties.

I have been fit tested but failed the fit test. What should I do?

If you are working in an area that requires PPE, it is your employer’s obligation to provide you with PPE that fits you properly.  If none of the P2/N95 masks fit you, they need to either find another mask that does fit you or ensure you are working in an area where you don’t require the use of a P2/N95 mask.

The CEC’s Infection Prevention and Control Manual specifies at p103 that “No member of staff is required or expected to undertake any work requiring a P2/N95 respirator unless an adequate facial seal can be achieved.”

If you have been fit tested and have “failed” the fit test, you should submit a worker incident report in IMS+ around the lack of suitably fitting PPE and raise the issue with your manager in writing as a matter of urgency.

Until such a time as you have access to a P2/N95 respirator that fits you properly you should be redeployed to an area where you don’t need to utilise airborne precautions.

You are within your rights under s84 of the Work Health and Safety Act to refuse unsafe work where you have a reasonable belief that carrying out that work will expose you to a serious risk to your health. If exercising this right, you must report to your manager and remain available to undertake alternate duties.

I have been fit tested but the masks that fit me are not available, what should I do?

No member of staff is required or expected to undertake any work requiring a P2/N95 respirator unless an adequate facial seal can be achieved, (p6 CEC Respiratory Protection in Healthcare & p103 of the CEC’s Infection Prevention and Control Manual).

Your employer has an obligation to provide you with PPE that fits properly. You should not be using a mask that doesn’t fit you properly. You should raise the matter with your manager in the first instance to request that the appropriate masks are provided and submit an IMS+ concerning the difficulty in accessing the appropriate PPE.

Until such a time as you have access to a P2/N95 respirator that fits you properly you should be redeployed to an area where you don’t need to utilise airborne precautions.

Under s84 of the Work Health and Safety Act, you have the right to refuse unsafe work where you have a reasonable belief that carrying out that work will expose you to a serious and imminent risk to your health. If exercising this right, you must report to your manager and remain available to undertake alternate duties.

Contact the Association if you require any further assistance.

I had an allergic reaction to the mask. What should I do?

Where you have experienced an allergic reaction to a particular brand of mask, you should submit an incident report in IMS+ (as a worker incident) and raise the matter with your manager.  There are about 7 different P2/N95 masks approved for use in NSW Health and the matter may be quickly and easily solved by using a different mask.

If the matter is not resolved at the level of your manager it will need to be escalated. It is important to understand that an allergy to the PPE is an identified hazard that your employer must resolve.

Managing this risk is a relatively straightforward matter for your employer. Relevant control measures include:

  1. Trialling different brands of masks, to see whether there is a brand that you are not allergic to; (e.g. there are several that do not use latex if this is the allergen)
  2. If you cannot find a brand of P2/N95 mask that you are not allergic to – then your employer has the option to provide a powered air purifying respirator
  3. If your employer is not able to provide either of the above, then you will need to be reallocated to a task or area that does not require you to employ airborne precautions.

Until such a time as you have access to a P2/N95 respirator that fits you properly and doesn’t cause allergic reactions you should be redeployed to an area where you don’t need to utilise airborne precautions.

Under s84 of the Work Health and Safety Act, you have the right to refuse unsafe work where you have a reasonable belief that carrying out that work will expose you to a serious and imminent risk to your health. If exercising this right, you must report to your manager and remain available to undertake alternate duties.

Do I have to/am I allowed to provide my own PPE?

No, you do not have to and should not have to provide your own PPE.

It is not your responsibility to buy your own PPE.  Your employer has an obligation to provide you with the PPE that you need to do your job safely.  Until suitable PPE is provided you should be allocated work that does not require you to use PPE.

Do I need to clean and reuse face shields or are they single use items?

It depends of the face shield. The CEC’s Infection Prevention and Control Manual states that ‘only PPE labelled as reusable should be cleaned, disinfected and reused, according to the manufacturer’s reprocessing instructions; all other PPE must be disposed of after use’ p90

The manual also identifies that there may be times of critical shortage where reuse may occur and sets out how to do that on page 152-153.

Importantly the manual states: ‘Reprocessing single-use PPE must not be undertaken without prior written approval from the NSW Ministry of Health’

Can you be deployed to work in another area if you are not fit-tested for a P2/N965 mask?

The Association is aware that there are a lot of NSW Health staff being redeployed due to a range of COVID-19 related issues.  If you are being redeployed into an area where there is a high risk that you will be exposed to a patient who is suspected/confirmed COVID-19 positive or is a close contact of someone with COVID-19, then you should be fit tested.

No member of staff is required or expected to undertake any work requiring a P2/N95 respirator unless an adequate facial seal can be achieved, (p6 CEC Respiratory Protection in Healthcare & p103 of the CEC’s Infection Prevention and Control Manual).

Employers have an obligation to ensure a safe workplace, this requires them to take steps to eliminate risks associated with exposure to COVID-19 as far as possible.  Where the risk cannot be eliminated, they need to minimise the risk as far as possible.

With increased risk of COVID-19 infection in the community in greater Sydney and in particular South West Sydney, part of the strategy to minimise the risk could be to redeploy staff that are not fit-tested out of high-risk areas, to areas of lower risk for their own safety.

Speak with your manager to organise fit testing prior to your redeployment.

Community/ non-hospital environments

Should home visiting still be occurring in current areas of high community transmission of COVID-19?

We understand the concern given the current community transmission in greater Sydney. However, healthcare workers are not able to refuse care to patients when we can minimise the infection risk in other ways. Your concerns however should be escalated to your manager to ensure systems are in place to mitigate the risk.

Pre-screening should be put in place and PPE provided as per risk assessment of exposure.

Prior to routine and scheduled face-to-face appointments, a risk assessment should be undertaken to identify any potential COVID-19 cases. Further guidance for Community health visits for NSW Health may be found from the Clinical Excellence Commission – CEC – COVID-19 Infection Prevention and Control Manual – Pg 173.

All NSW Health staff providing care to patients who are suspected or confirmed to have covid-19 or are a close contact of someone with covid 19 should be using contact and airborne precautions including the use of a P2/N95 mask and eye protection.  If you are wearing a P2/N95 mask you should be fit tested to ensure it offers suitable protection, and appropriately trained in donning and doffing in a community setting.

Can I carpool with other staff and/or student nurses when undertaking community visits?

The available evidence regarding COVID-19 indicates that it can be transmitted when people are in close proximity with others, within enclosed/confined spaces and in poorly ventilated spaces.

It is important to note that employers have an obligation to ensure a safe workplace, this requires that risks are eliminated so far as reasonably practicable, and if they can’t be eliminated they should be minimised – we know there is a risk associated with carpooling (hence the public health order).  The best way to eliminate this risk is to stop car-pooling.

If it is not possible to stop carpooling, then controls should be put in place. This may include things like including having a process to identify risk, wearing PPE, using largest car possible, seating passenger in the rear of the car, diagonally opposite the driver, wearing PPE and ensuring that air-conditioning is not recirculating the air.

Workers have a right to refuse unsafe work under s 84 of the WHS Act where they have a reasonable belief that there is a serious risk to their health and safety arising from an immediate or imminent exposure to risk.  If members were to refuse to carpool, they need to notify their manager that they are doing this under s 84 of the WHS Act as they believe it constitutes a serious risk to their health and safety.

Report PPE concerns

If you have concerns that your employer is not providing you with the necessary PPE (or is making it very difficult to access) and/or is not training people in its safe use, then you should:

  1. Put in an incident report at your workplace
    AND
  2. Escalate your concerns to your manager in writing and ask for an urgent response

If your concerns are not being taken seriously, we can assist to ensure appropriate measures are in place. Contact us here. You can also contact SafeWork NSW on 13 10 50.

Further information for public health nurses and midwives

Further information for private health nurses and midwives

Further information for aged care nurses

 

COVID-19 Updates and Guidelines

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The NSW Nurses and Midwives’ Association is providing support and advice to any members seeking information regarding the novel coronavirus (COVID-19).

Members are encouraged to login to Member Central via the main website online.nswnma.asn.au and access Frequently Asked Questions about COVID-19 related issues. If your issues can’t be found in Member Central, please contact us here.

Ensure you’re covered at work by joining the NSWNMA.

If members are concerned their employer is not following COVID-19 guidelines, the NSWNMA can provide assistance to ensure appropriate measures are in place.

Information for nurses and midwives is available below.

 

Public health
Private health
Aged care
Students
Personal Protective Equipment (PPE)
Administration of Vaccination
COVID-19 vaccination resources

Workers Compensation

Workers compensation covers COVID-19 exposure for workers in prescribed employment.

This means all nurses and midwives in NSW do not have to prove the source of a COVID-19 infection when making a workers’ compensation claim.

These changes also cover casual workers, if any shifts are worked in the weeks prior to falling ill.

Liability for confirmed COVID-19 claims will be assessed on a case-by-case basis and the insurer will need to establish facts and evidence for each claim. For more information, click here.

If you test positive to COVID-19, you should notify your employer immediately.

Workers in prescribed employment (including the healthcare sector) are automatically presumed to have contracted COVID-19 at work, unless the contrary is established.

Despite this, you will still need to attain a Certificate of Capacity from your doctor to confirm your diagnosis and that work was the likely source of transmission. Further information may be required from you, your employer and nominated treating doctor subsequently.

Your employer will then notify the insurer within 48 hours of receiving your notification.

The insurer must start provisional weekly payments of compensation within 7 days of notification, unless they have a reasonable excuse.

If you have not been notified of the insurer’s decision within 7 days, you can contact the Independent Review Office (IRO) for help on 13 94 76, through their online complaints form or by email at complaints@iro.nsw.gov.au.

If you would like some more advice or your claim has been declined, please contact the Association. ​​​​​​

Financial Support

Test and isolate support payment

3.1 An applicant may be eligible for a payment if they:

(a)       are 17 years and over; and

(b)       have had a COVID-19 test on or after 13 August 2021 and must isolate at their place of residence to wait for the test results, or are the carer and/or guardian of someone who has been required to undergo a COVID-19 test on or after 13 August 2021 and who must isolate to wait for the test results; and

(c)       currently reside in NSW in Greater Sydney and in an affected LGA; and

(d)       are likely to have undertaken paid work during the relevant period of isolation and are unable to work as a result of:
(i) compliance with the requirement to isolate and stay in isolation following the COVID-19 test; or
(ii) having to care for someone who is required to isolate following a COVID-19 test; and

(e)       cannot reasonably work from home as a result of the requirement to isolate following the COVID-19 test or to care for someone who must isolate following the COVID-19 test; and

(f)        will not be receiving or have not received any income, earnings, or salary maintenance from work as a result of not being able to work during the period of isolation; and

(g)       have exhausted any sick and/or carer’s leave entitlements including any special pandemic leave or have no entitlement to such leave; and

(h)       are not receiving income support from the Australian Government (including the Commonwealth COVID-19 Disaster Payment or the Pandemic Leave Disaster Payment) or financial support from the NSW Government (such as Micro-business Grant or JobSaver) for the same period.

3.2      An applicant may only receive one payment of $320 within any 30-day period, beginning on the date on which the person’s COVID-19 test was taken. The applicant must apply for the payment within 7 days of the COVID-19 test being taken.

3.3      An application for the payment under the Scheme must be made by an individual who is seeking payment. An applicant may submit an application via their MyServiceNSW Account.

More details on how to apply is available here.

Pandemic Leave Disaster Payment

$1,500 for each 14-day period of self-isolation, quarantine or care.

Eligibility

For workers who:

• Cannot earn income due to a requirement to self-isolate or quarantine because you have COVID-19 or have been a close contact of someone who does (having been directed by a health official) or are caring for a child who has COVID-19 or is a close contact of someone who does (note: in these circumstances a 14 day quarantine/self-isolation period would be required).

• Are aged above 17 years old;

• Live in a state or territory (NT currently not listed).

• Are Australian residents or hold an eligible working visa;

• Have no entitlement to relevant paid leave or have exhausted their entitlement.

Eligibility periods differ between states and territories (i.e. in Victoria, the period of quarantine must be after July 5 2020, in NSW after 17 September 2020).

Workers cannot receive payment if, during the quarantine/self-isolation period, they have received any income, income support, or payments such as the: (no longer available) JobKeeper, the (no longer available) Victorian Coronavirus (COVID-19) Worker Support Payment or the Queensland Hardship Payment.

How to Apply

Via telephone (by calling 180 22 66). Or by completing a form

COVID-19 Disaster Payment

$325 if the worker loses less than 20 hours of work. $500 if the worker loses 20 or more hours of work. This amount is taxable.

Eligibility

For workers who:

• Live or work in a Commonwealth declared COVID-19 hotspot.

• Cannot attend work and lost income on or after day 8 of COVID-19 restrictions;

• Have no entitlement to relevant paid leave or have exhausted their entitlement.

• are an Australian resident or hold an eligible working visa;

• are aged 17 years or older; and

• have liquid assets of less than $10,000

Workers cannot receive payment if they are receiving any income support payment or the Pandemic Leave disaster Payment for the same period.

How to Apply

Via a MyGov Account linked to Centrelink. Visa holders can claim by telephone.

The NSWNMA will continue to provide further updates for members as we receive them. Make sure you login to NSWNMA Member Central to see our members only FAQs here: online.nswnma.asn.au.