- complements other employer provided birth or adoption leave entitlements
- recognises taking time off to care for a child is part of the usual course of life for parents
- promotes equality between men and women and balance between work and family life.
The scheme also helps you:
- retain valuable and skilled staff by encouraging them to stay connected with their workplace when they become parents
- enhance a family friendly workplace without you having to fund Parental Leave Pay
- increase long term workforce participation for new parents.
There are 2 payments available to families under the scheme:
- Parental Leave Pay
- Dad and Partner Pay.
Both payments are taxable and paid at the rate of the National Minimum Wage.
Parental Leave Pay
Parental Leave Pay is for the child’s primary carer. If you need to provide Parental Leave Pay we give you the funds to pass on to your employees. You should provide the funds in the same way you pay their salary or wages.
Parents can get up to 18 weeks’ pay. To be eligible, they must not be working from the time they become their child’s primary carer. They must also not work until the end of their Paid Parental Leave period. There are some exceptions if your employee returns to work early.
Employees can’t get income from JobKeeper Payment or COVID-19 Disaster Payment at the same time as Parental Leave Pay. They can get Parental Leave Pay after the income they got from JobKeeper Payment or COVID-19 Disaster Payment ended. This is if they didn’t work since their child’s birth or adoption.
Employees may be eligible for Paid Parental Leave if they’ve stopped working due to special circumstances. You can read more about exceptions to the work test for Parental Leave Pay.
Employees can take Parental Leave Pay before, after or at the same time as they’re getting paid or unpaid leave. They must take the Paid Parental Leave period as a continuous block. It can start from the day of birth or adoption, or on a later date. Your employee will tell us when they want it to start.
To get the full amount of Parental Leave Pay, parents need to claim no more than 40 weeks after the birth or adoption.
Flexible Paid Parental Leave
Up to 30 Flexible Paid Parental Leave days are available as part of the maximum 18 weeks of Parental Leave Pay.
Parents can connect some or all of these to their 12 week Paid Parental Leave period. This will extend their continuous period to a maximum of 18 weeks.
If you are providing their Parental Leave Pay:
- you’ll only need to provide the Paid Parental Leave period and any connected Flexible Paid Parental Leave days
- we’ll provide any other Flexible Paid Parental Leave days.
You won’t need to make any special changes to the way you provide Parental Leave Pay.
Read more about who can get Parental Leave Pay.
Dad and Partner Pay
Dad and Partner Pay is for working dads or partners, including adopting parents. They can get up to 2 weeks’ pay. To be eligible they must be on unpaid leave and not working during this time. Dads or partners may ask you for unpaid leave so they can get this payment. To get the 2 weeks of payment, it must start within 50 weeks of their child’s birth or adoption.
You won’t need to provide Dad and Partner Pay. As it’s only a 2 week payment, we pay it straight to your employee.
Employees can’t get income from JobKeeper Payment or COVID-19 Disaster Payment at the same time as Dad and Partner Pay. They can choose a payment start date to get Dad and Partner Pay before or after the income they got from JobKeeper Payment or COVID-19 Disaster Payment.
Employees may be eligible for Dad and Partner Pay if they’ve stopped working due to special circumstances. You can read more about exceptions to the work test for Dad and Partner Pay.
You can choose to pay your employee a top-up payment to supplement their Dad and Partner Pay. For example, the difference between their Dad and Partner Pay and their normal wage. We don’t consider a top-up payment as paid leave for the purposes of Dad and Partner Pay eligibility.
Read more about who can get Dad and Partner Pay.