Parental leave
Parental leave is available for eligible employees (including full-time, part-time and eligible casual staff) if the leave is associated with:
- the birth of a child of the employee, the employee’s spouse or through a surrogacy arrangement; or
- the placement of a child with the employee for adoption; or
- the foster care of a child; or
- the permanent care of a child; and
- the employee has or will have a responsibility for the care of the child.
Staff are entitled to leave as outlined in the following table
| Primary caregiver | Paid leave | Unpaid leave |
|---|---|---|
| Continuing or fixed-term employees who have completed six months service at the time the leave is to begin | 26 weeks on full pay Can be taken at full or half pay. | Up to 26 weeks Application for an additional 52 weeks can be made. Approval is subject to operational requirements. |
| Continuing or fixed-term employees who have completed less than six months service at the time the leave is to begin | Paid pro-rata entitlement calculated on each completed month of service on 2.1667 weeks for each completed month of service. | Balance up to 52 weeks Application for an additional 52 weeks can be made. Approval is subject to operational requirements. |
| Eligible casual employees | No entitlement | Up to 52 weeks |
| Secondary caregiver | Paid leave | Unpaid leave |
| Continuing or fixed-term employees | Four weeks paid leave | Two weeks, or if birth by caesarean section four weeks. Application for additional leave of up to 52 weeks can be made, Approval is subject to operational requirements. |
| Eligible casual employee | No entitlement | Up to six weeks unpaid leave |
| Surrogacy leave | Paid leave | Unpaid leave |
| Continuing or fixed-term employees | Six weeks | Up to 26 weeks in total |
| Eligible casual employee | No entitlement | Up to 26 weeks |
| Temporary or emergency foster care | Paid leave | Unpaid leave |
| Continuing or fixed-term employees | Up to two weeks per occasion, up to a maximum of three placements or occasions per annum | Up to six weeks |
| Eligible casual employee | No entitlement | Up to four weeks |
Primary caregiver
Parental leave can be taken by the primary carer of the child. Only one person can be the primary carer and must produce satisfactory evidence. If both parents work at the University, parental leave can be split between partners with each being able to take a portion of paid parental leave up to a maximum of 26 weeks.
Primary caregiver leave may be taken no earlier than 20 weeks before the expected date of the birth of a child and up to a maximum of 52 weeks after the commencement of the period of paid leave or from the date the care arrangement comes into effect.
Where an employee is taking a second or subsequent period of parental leave, payment of such leave will be calculated on the average time fraction worked in the six months of paid employment prior to their second or subsequent period of leave, or at their current time fraction, whichever is the greater entitlement.
Parental leave and adoption leave (with some modification) is available in the case of miscarriage, still-birth or if the child dies during the period the employee is on leave.
Secondary caregiver
An employee who will be the secondary caregiver of a child will be entitled to take up to four weeks paid parental leave.
This leave may be taken as follows:
- Academic and general/professional staff – during the period three months prior and three months after the birth or at the time of placement or adoption. The leave can be taken at full or half pay.
- TAFE teaching staff – during the 12 months after the birth or at the time of placement or adoption.
In addition to the above, an employee who will be the secondary caregiver is entitled to a further two weeks of unpaid parental leave or, if birth is by caesarean section, four weeks of unpaid parental leave.
Foster parent leave
An employee who becomes a primary carer for a child/children in temporary or emergency care will be entitled to a maximum of two weeks paid leave per placement or occasion, up to a maximum of three placements or occasions per annum. Such leave may be taken in more than one consecutive block on each occasion. Should the employee later become the permanent carer for the child, the balance of the total 26 weeks paid leave will remain available.
Resumption of duty
The employee is entitled to return to the position held immediately before taking parental leave. If that position no longer exists, the University shall endeavour to employ the employee in a position commensurate with the classification and duties for which the employee is qualified, provided that the position is at the substantive grade held prior to commencement of parental leave.
A full-time employee may apply to return to work from a period of parental leave on a part-time basis until the child reaches school age, to assist the employee in reconciling work and family responsibilities.
➡️ For detailed information on leave entitlements and conditions for different staff categories please see the relevant link/s below:
Government paid parental leave
Employees may also be able to access the Australian Government’s Paid Parental Leave scheme, subject to meeting eligibility requirements. Read more about the government's Paid Parental Leave.
How to apply for parental leave
Fully understand your own leave entitlements, appropriate options and notification timelines and decide on a plan that best suits your circumstances.
- See links below and/or discuss your situation and plans confidentially with People and Culture (raise a case in Workday) and/or with your supervisor.
- Give at least eight weeks’ notice in writing of when you wish commence parental leave.
- Provide appropriate certification relating to the birth, adoption or permanent care of the child.
- a statutory declaration stating they will be the primary caregiver of the child.
- Login to Workday to submit you request, including your supporting medical certificate or documents.
More information
For detailed information on leave entitlements and conditions for different staff categories, please refer to your relevant enterprise agreement.
Please note the 'provisions/entitlements' above do not apply to casual or sessional staff members.