Parental leave

Academic and general staff

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 carer

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.

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.

TAFE teaching staff

Parental leave

A TAFE teaching staff member who submit a certificate from a registered medical practitioner stating that she is pregnant is entitled to 14 weeks leave equivalent to full pay (this may be taken at full or half pay). Such leave will be taken within the period from 20 weeks before the expected date of delivery to 52 weeks after the commencement of the period of paid leave. In addition to the period of 52 weeks leave an employee can apply for an addition period of unpaid leave. Subject to operational requirements, an additional period of up to 12 months unpaid leave will be taken.

If a TAFE teaching staff member with 12 months continuous service submits satisfactory evidence that they are the primary caregiver and an approved applicant for adoption they are entitled to a period of leave up to 52 weeks. Additional unpaid leave can be claimed bringing the aggregate leave to a continuous period of 12 months. Eligible casual employees will be entitled to unpaid leave not exceeding 52 weeks.

On return from leave, a full-time employee may apply to return part-time until the child reaches school age. If this is not possible in the position held prior to leave justifiable reasons will be given and an alternative position sought.

Maternity 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.

Paternity and partner leave

A TAFE teaching employee who has completed 12 months service with Federation University Australia and who submits a statutory declaration stating that their spouse is pregnant or is an approved applicant to adopt a child is entitled to 10 days full pay. This leave may be taken in the period three months prior to and three months after the birth or placement of the child. For part-time employees, the paid leave will be at the appropriate fraction.

In addition a TAFE teaching employee who submits a statutory declaration stating that they are the primary care giver of the child shall be entitled to a further period of unpaid leave providing the total period of partner leave does not exceed 52 weeks. Eligible casual TAFE teaching staff employed by the University are entitled to up to 52 weeks unpaid leave.

On the conclusion of leave the employee is normally entitled to resume in a position as far as practicable similar to that held by the employee prior to leave.

The employee may request further unpaid leave (up to one year) and to return to work on a part-time basis until the child reaches school age.

Foster parent leave

TAFE teaching staff are entitled to foster parent leave. From the time that the child enters their care, an employee (other than a casual employee) acting as the primary carer of a foster child on a long-term placement will be entitled to three weeks leave on full pay or six weeks leave on half pay if the child is younger than five, or two weeks leave on full pay or four weeks leave on half pay if the child is five and over.

For detailed information on leave entitlements and conditions for different staff categories please click on 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.