Parental Leave Planning: What you really need to know

Firstly, congratulations! Whether you’re still early in the planning stages or counting down the days until bub arrives, this is such a special time. And yes, it can come with a whole lot of questions. If you're feeling a little overwhelmed by what needs to be sorted before you step away from work, you’re not alone. Understanding how the Australian Parental Leave system works is essential to reducing your stress while on leave and ensuring a smooth transition back to work when the time comes.  So, let’s walk through the essentials, so you can focus on what matters most and feel confident about the path ahead. 

Understanding Your Parental Leave Entitlements 

If you’ve been with your employer for at least 12 months, you’re legally entitled to take up to 12 months of unpaid parental leave. You can also request an extra 12 months on top of that, though it’s at your employer’s discretion. Many workplaces also offer their own paid parental leave on top of the government scheme, so it’s worth checking your contract or enterprise agreement to see what applies to you. 

Some people also use annual leave, long service leave or other paid entitlements to help stretch out the time at home. A quick chat with HR can help you map out the full picture. 

Choosing How to Structure 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. You should also consider how you and your partner will divide the leave and leverage available entitlements. It might feel a bit painful, but it's so important to carefully 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. That includes the dates you’ll be away and any flexible arrangements you’re hoping to include. If you’re planning to start leave at 36 weeks, for example, that means getting your paperwork in by 26 weeks.

Some employers may also ask for a medical certificate with your expected due date. You can get this from your GP, midwife or obstetrician.

If your plans change due to medical reasons or an early arrival, let your employer know as soon as you can. They should work with you to adjust the dates as needed.

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

Doing a thoughtful handover isn’t just about helping your team, it’s also a gift to yourself. Knowing your work is covered means you can truly switch off and focus on the little one in front of you.

Start by talking to your manager about how your workload will be managed. Sometimes a replacement is hired. Other times, tasks are shared around. Whatever the setup, a clear plan will make things easier for everyone.

As part of your handover, make sure you:

• Let key colleagues and clients know your planned leave dates

• Set expectations about whether you’ll be reachable (or not) while you’re away

• Document your responsibilities, projects, contacts, and key deadlines

• Store resources where others can find them easily

• Set up an out-of-office reply with a contact person listed

• Chat with your manager about any “keeping in touch” days you might want to use later

Planning your return to work 

Heading back to work after parental leave is a big transition! There’s the joy of reconnecting with your professional self, and the emotional pull of being away from your little one. It’s okay to feel a mix of things. You might want to ease back in slowly, request flexible hours, or change up your schedule to suit childcare. These are all worth discussing early so your employer has time to support the shift.

And yes, childcare. Childcare can be tricky, so you want to make sure you get on waitlists early. You’ll also want to have an open conversation with your partner about how things at home might need to shift once you're both working again.

If You’re Not Returning to the Same Role

Life doesn’t always go to plan. Maybe your role was impacted by changes at work, or perhaps you’ve had a change of heart about the kind of job you want to return to. Whatever the reason, if you’re job hunting after parental leave, you’re not starting from scratch. You’re simply turning the page.

If you need a hand updating your resume or tackling the

in your application, we’re here to help. We’ll highlight your strengths, your experience, and the value you bring...not just the time you took off.

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!