Changes to Parental Leave

From 1 July 2023, a series of changes to unpaid parental leave will provide increased flexibility for parents, offering them more options to balance work and family responsibilities. The Federal Government has merged the 2-week Dad and Partner Pay scheme with the 18 weeks of Paid Parental Leave (PPL) to a 20-week scheme for the family, paid at minimum wage.  

Changes for employees whose child is born or placed in their care on or after 1 July 2023: 

• A single parent will be able to access the full 20-week entitlement.  
• Partners can split the PPL as they mutually agree, provided they take it within 24 months of their child’s birth or adoption. This means they can now take up to 100 days of their 12 months leave period flexibly within 24 months after the birth or placement of their child. 
• Pregnant employees can now access flexible unpaid leave up to 6 weeks before the expected date of birth.  
• Parents have the option for an extension of up to a further 12 months.  
• Partners are now eligible to access parental leave at the same time as any employer-funded leave. 

An employee will need to inform the employer of their intent to take parental leave by giving at least 10 weeks written notice. The notice would outline how much leave is to be utilised, and the start and end dates. Four weeks before starting the leave, the employee will need to confirm with the employer the parental leave dates and number days they are taking. If an employee is unable to provide the 10 weeks’ notice, they need to provide as much notice as possible under their respective circumstances. 

Implications for Employers 

To align to the updated parental leave, employers would need to review and update their workplace policies and procedures. This includes: 

• Understanding the recent changes to ensure accurate implementation.  
• Update parental leave policies to include the extended parental leave entitlements and flexible options available to employees. 
• Clearly communicate with the employees to help them understand their rights and responsibilities under the new changes. 
• Ensure fair and consistent approach to managing leave requests, ensuring all applications are treated fairly and without discrimination. 

The changes to the parental leave legislation signify a step forward in supporting working parents and promoting gender equality in the workforce. Employers have the opportunity to create a more inclusive and supportive environment, fostering a loyal and motivated workforce in the process.  

If you need any further information, contact our HR team on 07 3273 0800.