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If one of your employees have become pregnant – congratulations to them!
There always seems to be so many questions about parental leave and a lot of confusion over who is responsible for what.
Your employee must apply for parental leave
- Your employees must inform you of the intention to take unpaid parental leave by giving at least 10 weeks’ notice in writing.
- They must specify the start and end dates of leave.
- They must make any alterations to those dates at least 4 weeks before the start date, if possible.
Six weeks before the birth if your employee wants to work you may request medical certificates stating your pregnant employee is fit for work during that time. Otherwise they must take unpaid parental leave if they do not provide this evidence within 7 days.
Can my employee ask for an extension to their parental leave?
An employee can apply for a leave extension for up to 12 months and must do so in writing. They must apply at least 4 weeks in advance of their leave expiring.
12 months! What if I need them back earlier?
You do have the right to refuse extended leave, and must state your case in writing. The best advice is to sit down with your employee and explore a mutually acceptable alternative.
What about Paid Parental Leave?
I’m sure you both have some questions about Paid Parental Leave:
As a Business, you register for paid parental leave
Register your business with Centrelink to start receiving PPL payments using Centrelink Business Online Services.
- Centrelink will send you the funds before you need pay your employee.
- You as the employer withhold tax (PAYG), child support or authorized deductions.
You will not have to make superannuation contributions on PPL payments.
What about dad and partner pay?
Employers do not have any obligations around paternal or partner pay.
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