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Request the launch date (or the hours you need) as annual leave before taking the time off, using your employer’s required system or form. The date is not approved just because you submitted it: annual leave is taken for a period agreed between you and your employer, and an employer must not unreasonably refuse a request. Check your accrued balance, workplace rules and the public-holiday calendar for your work location before you submit it.
The Fair Work Ombudsman’s Taking annual leave guidance explains the request process. The governing provisions are sections 88 and 89 of the Fair Work Act 2009 (the compilation dated 14 June 2024), available from the Federal Register of Legislation.
What you are actually asking for
A game release is a personal reason for taking time away from work; it does not create a special leave category. You are asking to use accrued paid annual leave for a specified period. You do not have to name the game or explain why the launch matters. “Personal commitment” is a concise description if you prefer privacy, although no law prescribes that wording or requires a particular reason.
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That means two things at once: your employer has to deal with the request reasonably, but the law does not guarantee that every preferred launch date will be approved. The practical objective is a clear request that lets the decision-maker assess the date, duration and staffing impact.
Check these details before choosing the date
Confirm your employment coverage
Most full-time and part-time employees covered by the national workplace relations system receive four weeks of paid annual leave each year under the National Employment Standards (NES). Qualifying shiftworkers generally receive five weeks. Casual employees do not receive paid annual leave. The Fair Work Ombudsman sets out these general entitlements in its award and agreement free wages and conditions guidance.
Your occupation may be covered by an award or registered agreement with additional rules. If you are not sure which instrument applies, check your contract, onboarding material, payroll portal or human-resources contact rather than assuming the general NES rule is the whole answer.
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Check the balance you can use
Annual leave generally accrues progressively for covered non-casual employees. Look at your current balance in the payroll or leave system and allow for any leave already approved but not yet taken. A request can still be made when the balance is low, but the system or approver may need to resolve whether enough leave will be available on the requested date.
Do not confuse an annual entitlement measured in weeks with the hours your roster treats as a normal day. A part-time employee may work fewer hours per day, and a shiftworker may have a different ordinary-hours pattern. Ask payroll how the proposed day or hours will be deducted if the system does not make that clear.
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Identify the exact period
Find the launch date in the Australian time zone relevant to you, then compare it with your roster. A release may become available at a particular time rather than at the start of a local calendar day. Annual leave covers the work period you specify, not an informal promise that you will be unavailable whenever the game becomes playable.
Decide whether you need the whole rostered day, only the first part of the day, or a particular number of hours. The Fair Work Ombudsman confirms that the parties can agree to a single day, a part day or a longer period; there is no general minimum or maximum duration for annual leave.
Check for a public holiday
Public-holiday calendars differ by state or territory and by year. Check the calendar for the place where you are based for work, not merely the location of a head office or the game publisher. A public holiday that falls during your annual-leave period is generally not counted as annual leave, so your balance is not reduced for that day. The statutory treatment is explained in sections 88 and 89 of the Fair Work Act 2009 and in the Fair Work Ombudsman’s annual leave fact sheet.
How much notice do you need?
There is no single Australia-wide number of days that answers this question for every employee. The applicable notice requirement can come from an award, registered agreement, workplace policy or employment contract. Some employers use a leave-management system with its own workflow; others require an email or form. Read the document that applies to your role and submit as early as you can, especially for a popular release date or a roster with limited coverage.
If no document gives you a special deadline, the safe procedural rule is still to request the leave before you take it. Early notice gives your employer time to assess staffing and gives you time to propose a different date or part-day arrangement if the first option cannot be agreed.
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A practical request process
- Open the applicable workplace documents. Check your award or registered agreement, contract and leave policy for the required notice, approval authority and request method. Keep a copy of the relevant clause or policy page for your records.
- Verify your balance and roster. Record the balance shown by payroll, the ordinary hours you would miss and any approved leave already scheduled around the launch.
- Check the location-specific public-holiday calendar. If the date is a public holiday where you are based for work, identify it before calculating how much annual leave to request.
- Choose full day, part day or hours. Use the smallest period that meets your plan. If the release time makes a full day unnecessary, a part-day request may be easier to fit around coverage requirements.
- Submit through the required channel. Use the leave system, form or email named in your workplace rules. Enter the exact date and, for a part day, the start and finish times or number of hours requested.
- Include a concise coverage note when useful. Explain how urgent tasks, customer contact or a handover will be handled if that information helps your manager assess the request. This is practical drafting advice, not a statutory form requirement.
- Wait for an explicit response. Keep the submission receipt or email. Do not treat a “submitted” or “pending” status as approval, and do not stop attending work until the period is confirmed.
- Save the outcome. Retain the approval, the agreed dates and any condition about changed hours. Check the payroll entry after the leave is processed.
What to write in an email or form
A request only needs enough information to identify the leave period and allow a decision. You can describe the reason as a personal commitment; identifying the video game is optional. The following template keeps the request specific without oversharing:
Hi [manager],
I’d like to request annual leave for [date] for [the full day / number of hours].
I’ll [handover or coverage plan, if relevant].
Please let me know whether this can be approved.
Thanks,
[name]Replace each bracketed item before sending. If your employer requires a portal entry, submit the same facts there and use the comment field for the handover note. If the system only accepts whole days but your roster or award permits another arrangement, ask the responsible manager or payroll contact how to record the part-day request rather than entering an inaccurate full day.
How to handle the response
If it is approved
Check that the approval shows the correct date, hours and leave type. A launch-day request can be accidentally entered as another absence category or as a full day when you asked for hours. Correct an error while the record is still visible to the approver. Put a calendar reminder on the agreed period and complete the handover you offered.
If it is still pending
Follow up through the normal workplace channel, particularly if the date is close. Ask for a decision rather than assuming silence means agreement. A short message can restate the exact period and the date by which you need to plan your attendance; it should not imply that the leave has already been granted.
If it is refused
Ask for the reason and the rule or operational constraint being relied on. The legal protection is against unreasonable refusal, not against every refusal. A genuine staffing issue, a conflict with an applicable workplace rule or insufficient available leave may affect the outcome, but the facts depend on your employment circumstances.
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Offer a workable alternative: another date, a part day, or hours that avoid the busiest period. Check whether your award or registered agreement supplies an internal review, consultation or dispute process. Keep the original request and the response. If you believe the refusal is unreasonable or you cannot work out which rule applies, contact the Fair Work Ombudsman or obtain workplace-relations advice for your circumstances. The Ombudsman’s small-business leave resources also provide a leave information hub, calculator and official templates.
Choosing between a full day, part day and another date
The decision is both a personal scheduling choice and a workplace-agreement question. The importance of a launch to you does not change the statutory test. Compare the options using the facts your employer must assess:
| Option | What to specify | When it may help | What to verify |
|---|---|---|---|
| Full launch day | The complete rostered date and leave type | You need uninterrupted time away from work | Accrued balance, roster coverage and any notice rule |
| Part day or hours | Exact start and finish times or total hours | The release time or your plan requires only part of the shift | That your workplace can record part-day annual leave and how hours are deducted |
| Alternative date | A different full day or period | The launch date conflicts with a known staffing peak | Whether the substitute date is acceptable to both sides |
| Public-holiday period | The non-holiday working days you actually want covered | The launch date coincides with a public holiday at your work location | The correct state or territory calendar and year |
There is no general rule that a single day is too short to request. Conversely, there is no rule that makes a full day available merely because the request concerns a major release. Agreement, your available leave and the applicable workplace terms control the result.
Independent reader supportYour contribution helps us test, update, and keep practical guides available for everyone.Pay, deductions and public holidays
Under the NES, annual leave is paid at your base rate for ordinary hours. An award or registered agreement may provide different payment terms or annual-leave loading. The Fair Work Ombudsman’s annual leave fact sheet explains that distinction. Check the instrument covering your job if your payslip normally includes loading or special payment rules.
For a public holiday that falls during an agreed annual-leave period, the day generally is not deducted from your annual-leave balance. This does not mean every day around the launch is automatically free: only the public holiday receives that treatment, and the location and year determine whether the day qualifies.
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Employment situations that need extra care
Part-time employees
Your entitlement and deduction follow your ordinary work pattern, not a generic eight-hour assumption. Request the hours you were rostered or ordinarily required to work, and confirm how the leave system handles a day on which you do not normally work.
Shiftworkers
Qualifying shiftworkers generally receive five weeks of annual leave under the NES, but whether you qualify depends on the applicable definition and workplace coverage. Night, weekend or rotating rosters can make a “day” longer or differently timed than a standard office day. Give the rostered start and finish times so the approver can assess the request accurately.
Casual employees
Casual employees do not receive paid annual leave under the NES. If you are engaged as a casual, do not submit an annual-leave request expecting the entitlement to apply; ask your employer what other scheduling or unpaid-leave options exist for the date.
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Employees covered by an award or agreement
An award or registered agreement may change the notice process, approval pathway or payment terms from the general explanation here. Read the instrument before relying on a deadline, loading rule or part-day practice. If the document is unclear, ask payroll, a union or a workplace-relations adviser to interpret it for your role.
Common mistakes and their fixes
- Assuming submission equals approval: Check for an explicit approval status or written confirmation before taking the day off.
- Giving only “launch day” as the date: Enter the calendar date and, for a part day, the exact hours.
- Ignoring the roster: Request the hours you are actually expected to work and identify any handover need.
- Using the wrong leave category: Select annual leave, not personal or unpaid leave, unless your employer directs otherwise.
- Counting a public holiday as leave: Check the calendar for your work location and ensure the request covers only the working days that need leave.
- Relying on a general internet deadline: Look at your own award, agreement, policy and contract because notice rules vary.
- Providing unnecessary personal detail: A personal-commitment description is enough unless your workplace legitimately asks for other information; the law does not require you to name the game.
- Waiting until the last minute: Submit before the leave date and allow time for a refusal, alternative proposal or roster adjustment.
A launch-day checklist
- ☐ Confirm you are covered by the relevant annual-leave entitlement and are not a casual employee.
- ☐ Check your accrued balance and any leave already approved.
- ☐ Read the applicable award, registered agreement, policy and contract.
- ☐ Verify the launch date, your roster and the local public-holiday calendar.
- ☐ Decide whether you need a full day, part day or specific hours.
- ☐ Submit the request before taking leave through the required system or form.
- ☐ Add a factual handover or coverage note if it helps assessment.
- ☐ Obtain explicit approval and save the record.
- ☐ If refused, ask for the reason and propose a date or hours that may work.
Where to get authoritative help
Start with the Fair Work Ombudsman’s Taking annual leave page for request timing, agreement and refusal principles. Use the annual leave fact sheet for payment and public-holiday treatment, and the award and agreement free wages and conditions page for general entitlement information. For the legal text, consult sections 88 and 89 of the Fair Work Act 2009. These are general national-system resources; a workplace-specific dispute may require professional advice.
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