Time to care for your child is a right that union members have fought to secure and improve for decades.
In good news, the bill to extend paid parental leave from 18 to 26 weeks is now in Federal parliament.
The bill also seeks to make paid parental leave scheme fully flexible, rather than the first 12 weeks taken as a block, with the final six weeks fully flexible.
The eligibility is also made easier under the proposed changes, with a family income test, rather than an individual income test.
ACTU President Michele O’Neil:
“This increase from 18 to 26 weeks in Paid Parental Leave is a great step forward for Australian parents, particularly working women.
“Women have waited far too long for these reforms, which make family decision making a much simpler and fairer equation and will drive increased workforce participation by women.
“All union members around Australia should be proud of their long, successful campaign to increase the minimum entitlements under the government scheme.
Did you know: In the first five years of parenthood, the earnings of working women fall by 55 per cent on average?
Where does your Agreement currently sit, in terms of Employer paid parental leave?
Find out more below.
Your Public Sector Unions Wages Agreement (PSUWA)
CPSU Members secured an increase to Paid Parental Leave in the latest Public Sector Unions Wages Agreement.
- Paid Parental Leave
Primary Caregiver: 18 weeks paid parental (providing an additional two weeks).
Secondary Caregiver: 4 weeks paid parental leave at the time of the birth. An additional 12 weeks paid parental leave if the secondary caregiver takes over primary care responsibilities within the first 18 months of the life of the child.
Sustainable Timber Tasmania
Basic Entitlement (a) A total of 52 weeks parental leave is available to employees (other than casual employees) after twelve months continuous service with Sustainable Timber Tasmania and comprises:
|Type of Leave||Paid Leave||Unpaid Leave||Total Combined Paid and Unpaid Leave|
|Parental Leave||16 Weeks||36 weeks if primary care giver||52 Weeks|
|Parental Leave (secondary care giver)||4 Weeks||48 weeks if primary care giver||52 Weeks|
|Adoption Leave (primary care giver)||16 Weeks||36 weeks if primary care giver||52 Weeks|
|Adoption Leave (secondary care giver)||4 Weeks||48 weeks if primary care giver||52 Weeks|
University of Tasmania Staff Agreement 2021-2025:
(a) An Eligible Employee is entitled to a maximum of twenty-six (26) weeks
paid parental leave in relation to the birth or placement of each child.
(b) An Eligible Employee who becomes pregnant is normally required to
commence parental leave six (6) weeks prior to the nominal expected birth of a child. A later commencement date is possible if the Employee is declared fit for duty, which is supported by a medical certificate.
An initial fourteen (14) week period
Paid at the Employee’s:
• Substantive Employment Fraction;
• ordinary rate of pay.
An additional twelve
(12) week period If the Employee commits to return to work for a period of twenty-six (26) weeks following the period of parental leave (the “Recommitment period”).
Paid at the Employee’s:
• Substantive Employment Fraction; and
• ordinary rate of pay.
- Paid parental leave will apply to Employees who have at least 12 months Continuous Service.
- All Employees, other than Casual Employees, are entitled to paid parental leave:
- The primary care-giver will be entitled to 12 weeks paid parental leave upon the birth or adoption of their child or in the event that a pregnancy terminates after 20 weeks.
- The non-primary care-giver will be entitled to 2 weeks paid parental leave in the event of the birth or adoption of their child or in the event that a pregnancy terminates after 20 weeks..
- The rate of pay for the period of paid parental leave will be calculated at the Employee’s Ordinary Rate of Pay.
Ahpra (Australian Health Practitioner Regulation Agency):
After 12 months’ continuous service, an employee (excluding a casual employee) is entitled to paid parental leave in relation to the birth, adoption, permanent fostering, surrogacy and single parenting of a child under their care and responsibility, as follows:
- An employee will be entitled to 20 weeks’ salary upon commencement of maternity leave effective from the 1 July 2022.
- An employee who is the primary care giver will be entitled to 20 weeks’ salary uponcommencement of adoption, permanent fostering, surrogacy and single parenting leave effective from the 1 July 2022.
- An employee, who is not the primary carer, will be entitled to five (5) weeks salary from 1 July 2022 on commencement of supporting partner leave in any of the circumstances described in Clause 56.2.
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