A Comprehensive Guide to Planning for Parental Leave

Firstly, congratulations! Whether you’re planning for a future addition or already preparing to welcome a new member of the family, we understand the myriad of questions that come with preparing to take parental leave. Understanding how the Australian Parental Leave system works is essential to reducing stress while on leave and ensuring a smooth transition back to work when the time comes. 
 
Understand Your Rights and Entitlements 
Australia's parental leave system offers up to 12 months of leave (extendable by an additional 12 months at the employer's discretion), with a guaranteed return to your position for employees who have been with their company for at least 12 months. This period involves a combination of paid (from your employer and government schemes) and unpaid leave. Check your enterprise agreement or contract to clarify your entitlements and obligations, especially regarding paid leave. 

Decide how to use your leave 
Deciding how to structure your parental leave involves considering several factors. Reflect on your ideal time away from work, taking into account paid leave entitlements and potential eligibility for the Government Paid Parental Leave Scheme. Consider how you and your partner will divide the leave and leverage available entitlements. Evaluate your financial situation, factoring in single income periods and how you might save in preparation for this time.

Advising your employer
Under the Fair Work Act, there are very specific minimum requirements for giving notice to your employer for your parental leave. Some organisations may have requirements additional to this, which will be found in your contract or enterprise agreement. You are required to give at least 10 weeks' notice in writing that you plan to take parental leave. So, if you plan to take leave from 36 weeks, this means you must have communicated what period of leave you intend to take, including flexible leave days where possible, by 26 weeks. Your employer may also require evidence of your due date, which you can request from your care provider – your GP, Midwife or Obstetrician.  
Sometimes pregnancies don’t go to plan, and if your baby arrives ahead of schedule or your care team recommends starting maternity leave earlier than planned due to complications, you must inform your employer as soon as possible.  

Handing over your workload
A thorough handover plan to your replacement is not just important for your colleagues still at work. The peace of mind you’ll have knowing they have all the information they need will allow you to switch off from work and focus on the little person in front of you.  
In the lead up to your leave period, discuss with your supervisor how your responsibilities will be managed while you’re away. This may mean someone is employed temporarily in your role or responsibilities are divided among your colleagues. Either way, a clear plan is key.  
Regardless of how you’re being covered, some essentials for your handover include: 

• Communicate with your replacement, colleagues and clients around leave dates 

• Set clear expectations for communication during your leave – perhaps you’d prefer to completely disconnect, or you may rather receive updates on a periodic basis. Ensure you’re explicit about the frequency and method of contact. 
• Outline your current projects and responsibilities, including key contacts, deadlines and resources. Ensure key documentation is accessible to the relevant people. 
• Set up your out of office email directing people to an appropriate alternate point of contact. 
• Discuss any keeping in touch days you may wish to access with your manager. 

 
Planning your return to work 

Returning to work is a bittersweet moment, balancing the excitement of professional fulfilment with the longing for time with your little one. As you approach your return date, you could consider keeping in touch days for professional development during unpaid leave. Explore flexible work arrangements with your employer, such as part-time or modified schedules for daycare logistics. It is also essential to secure childcare arrangements well in advance, particularly in areas with limited spaces. It will also pay to have a conversation with your partner about what adjustments might need to be made to the division of domestic and parenting responsibilities as you both navigate working outside the home. 

Sometimes changes in circumstances, including redundancy or relocation, mean we aren’t returning to the same position after parental leave.If you’re applying for a new role, consider how to address the parenting gap on your resume.

We’re here to help too, so get in touch if you’d like us to put some polish on your application or to help prepare for your next interview!