I recently came across an article featuring a dear friend Frances Bearne from Humankind, talking through how contractual employment entitlements directly attribute to a company's culture, and it resonated with me how something so small can make such a massive impact.

As legal recruiters, we spend our days speaking with people behind the scenes, the legal secretaries, executive assistants, practice managers, and paralegals who keep firms running smoothly. And one of the things that’s become clear over the years is this:

Sick leave is more than a policy; it’s a reflection of how a firmvalues its people.

Yes, the legal entitlements are important. In New Zealand, employees are entitled to 10 days of paid sick leave after six months, with unused leave carrying over up to a cap. But what matters just as much, if not more, is how those entitlements are supported in practice.

We’ve seen candidates walk away from roles not because of pay, but because they didn’t feel safe taking time off when unwell or any leave for that matter. We’ve also seen firms quietly retain great people, year after year, because their staff know they’ll be looked after when life throws them a curveball.

So, what does a culture of care around sick leave look like?

Here’s what I have noticed in the best firms:

• Sick leave is encouraged, not questioned. No side-eyes. No guilt. Just, “Take care, we’ve got this.”

• Managers check in, not chase. A quick message to say “thinking of you” goes a long way.

• Support teams are backed up. Workflows are managed so that one person being away doesn’t mean chaos for the rest of the team.

• Being proactive, not reactive. These firms offer mental health days, EAP services, flexibility, and wellness initiatives as part of everyday life.

• Sick leave is normalised at every level. Leaders role model taking time off when they need it. That sets the tone.

It's easy to fall into the trap of “pushing through.” But the firms that create sustainable careers, especially for legal support professionals, are the ones that treat sick leave as part of the broader wellbeing conversation.

To the candidates reading this: if you’re not sure how a firm really supports its people, ask. The answers around sick leave can be very telling.

To the clients we work with: if you want to stand out as an employer of choice, especially in a tight talent market, remember, how you treat people when they’re unwell says more about your culture than any job ad ever could.

Link to full article: https://www.thepost.co.nz/business/360726031/business-matters-sick-leave-dos-and-donts-mental-health-misuse-and-monday-itis