Most commonly asked questions regarding parental leave

We’ve answered the most commonly asked questions about parental leave and summarised them into 8 top tips.

Telling your employer you’re expecting a baby

There’s no set time that you have to tell your employer that you’re expecting a baby in the early stages, but your obligations as an employee are that:

• At 10 weeks before you intend to take leave, you need to tell your employer of your intention to take parental leave, and 
• At 4 weeks before your parental leave date commences, you need to put your intention to take parental leave into writing. 

Legally, you’re not obligated to tell your employer at the 12-14 week mark (post scan), although that is typically when most people do announce their news. But with a lot of people working remotely from home, you could avoid making the announcement more easily now! 

However, from an employer's point of view, the earlier they know the better, as this will help with their planning and your off-boarding. This will also help you be more involved with the recruiting and onboarding of your temporary replacement and you can ensure that you are cared for appropriately by your employer throughout your pregnancy. You are eligible to take time off for doctors appointments and if you are sick, your employer and colleagues are aware of the reason for your absence making it better for team cohesiveness.

Government Paid Parental Leave entitlements 

In order to receive paid parental leave from the Government, you need to meet some eligibility requirements, including an income test:

• you have to earn less than $150,000 in the previous year - this is for yourself and your partner included because there is a partner parental leave for your partner to pay.
• the amount you get paid is $150.78 a day, you have up to 18 weeks and payment.

For full details on eligibility, click here.

If your child’s birth or adoption is on or after 1st July 2020 you may get Flexible Parental Leave days which gives you more choice about how and when you get your parental leave pay. In summary, Parental Leave Pay can be split over 12 weeks within the first 12 months. The next 30 days can be taken after that for up to and within the next 24 months. Essentially, the first 12 weeks have to be taken as a lump sum in one total period, whereas the other 30 days can be completely flexible. This is a new change, so it’s important to know this. More details can be found here.

With regards to when you can start the process, you can begin three months before your due date. It’s worthwhile to learn about your company’s parental leave policy as well as your eligibility for Parental Leave Pay from the Government and get all the paperwork initiated well in advance.

Writing a Parental Leave Plan

Your parental leave plan requires you to talk to your employer or manager about your intentions and expectations about parental leave, but it’s not cast in stone. Be mindful that you may change your plans during your time off, you simply need to inform your manager in writing of any changes within 4 weeks of your return to work date. We have a free download at the end of this article with a parental leave template.

Keeping in Touch days

A benefit that people often miss out on because they don’t know about it are the 10 Keeping in Touch days that are a part of the government parental leave pay scheme. Most managers and employees don’t know about them, but they are really valuable legislation that parental leavers are entitled to work for 10 days, from 42 days after having the baby, and they get paid their normal salary. The days have to be agreed by your manager and they are typically used to spend full days in work to ease the transition back, for projects or to attend training or conferences. Whilst you’re on parental leave, it does not affect Government Parental Leave Pay or your company’s paid parental leave, and it’s a fantastic way to stay connected, keep in touch with your team and have a smoother return to work.

Staying in contact with your team

As you're getting into the mindset of returning to work if you haven’t already been keeping in contact with your teammates on a regular basis during the time you’ve been away, set up a lunch with your manager and/or team to reintegrate into the team and workplace. Many things can happen in 6 - 12 months: managers, teams, offices and desks can all change so these meetings can rebuild a sense of belonging and connection in the workplace and with your teammates.

Childcare

If you can afford to, start childcare a week or two early to help you with the separation. The first day of putting your child into daycare/child care can be very emotional and it is certainly easier if you also don’t have to rush off to work on the very first day. 

There are multiple ways you can manage your child’s transition into childcare, such as arranging a staggered or truncated start back to work. For example, utilising your keeping in touch days, paid parental leave or flexible days, or you can even talk to your manager about working shorter hours. This will help a lot for that first week or two so that you can have a trial run of managing daycare drop-offs and pickups.

Childcare - and it’s cost - is a topic that comes up frequently as a barrier when women consider returning to work. This is due to its high cost and the commonly held view that women cover childcare costs. Essentially, childcare should be seen as a family cost. There are many women who want to return to work after having a child but feel conflicted because the cost of childcare is extortionate. An important discussion with your partner when planning to return to work, is establishing that child care is a family cost, similar to a mortgage, rent, or food, and as such is a cost that is attributed across the family, not a mother’s individual expense out of their individual salary. 

Coaching and mentoring to ease your transition back

Coaches are a fantastic way of helping you transition from the ‘I’m a new parent’ mindset to ‘I’m a working parent’. Transitioning from being a parent to being a working parent can be a huge shift when returning to the workplace. Often this comes with a whole host of guilt and challenges where you’re juggling different things, from managing expectations of your manager and colleagues to expectations on yourself as a parent, plus pressure on your relationship. 

It can be extremely challenging and a coach can really help with the transition into parenthood and get back into the workplace. Some organisations have coaching programs available or mentors internally who are available for this specific transition. It can be great to work with somebody that really understands the situation and can advise you on how this transition can run more smoothly.

Coaches can:

• help you understand your value
• upskill you
• identify courses that you need to do
• identify gaps in your skillset
• boost your confidence
• give you direction on how and where to find a job should you be made redundant during parental leave

Mental health for parents 

Becoming a parent, and especially for the first time, is hugely challenging. Depression affects both women and men at significantly high rates and the sooner we can identify what we need support with, the better. ‘PANDA’ has fantastic assessments and checks for free on their website to monitor your partner’s and your own mental health. It can be a great way to check in on how you’re feeling and learn about whether what you’re feeling is normal or whether you need some support.

One of the other ways that you can get support from your employer is through their EAP. The Employee Assistance Program is a benefit every employee has access to and provides you with confidential support from psychologists. In addition, on your company’s triiyo platform, you have a range of mental health resources available. 

To access your free Parental Leave Transition Pack, download here.

Book a demo here.