Scope

1. This policy applies to all employees, regardless of their tenure. 

2. Eligible birth parents/primary adopters are entitled to avail a maximum of 26 weeks’ parental leave (PL) to care for their child during the initial months following the child’s birth or adoption. 

3. Maternity leave can start eight weeks before the expected delivery date. Parental leave for adoption cannot begin before the child is placed with the family. All parental leaves (maternity or paternity) must be taken within six months of the child’s birth or placement.

Entitlement to Parental Leave

4.  To qualify for parental leave, an employee must have or expect to have responsibility for caring for the child.

5. As per the company’s parental leave policy, employees are not required to have a minimum tenure to be eligible for the leave.

Integration with Other Types of Leave

6. Employees may combine other leave, such as medical leave and privileged (or earned) leave, with their parental leave, subject to an appropriate extension request.

7. PL does not have to be taken at one time and can be split into whole weeks over these 26 weeks. However, PL must be taken in its entirety.

8. Eligible employees are entitled to an additional period of paid maternity leave if their child is hospitalized for at least 7 days after birth.

Notification Process

9. An employee wishing to take parental leave must ensure that the necessary notifications and declarations are completed and submitted to their line manager by the specified deadlines.

10. If an employee is eligible for and intends to take parental leave, they must speak to the Employment Policy Team to understand all the terms and conditions of parental leave. Additionally, it will help employees receive assistance in completing the company’s online leave application form. The form requires the employee to confirm the date the birth parent or primary adopter intends to commence and end their parental leave, parental leave periods if the employee wishes to split the leave, the employee’s confirmation of their intention to take parental leave, and the employee’s address/contact details during the leave period.

11. Once approved by the line manager, the leave request will automatically be forwarded to the HR department for processing. 

Keeping in Contact During Parental Leave

12. The company will maintain contact with employees on parental leave, providing the contact is reasonable.

13. Before commencing their PL, employees should discuss with their line manager how often they would like to keep in touch and by what means—for example, email updates or telephone calls.

14. Employees on PL will be kept informed (and consulted with, where appropriate) regarding any important business changes or announcements that may affect them.

15. Employees on PL will not be discriminated against in any way when applying for promotional jobs. They will have access to all internal vacancies that may be of interest to them.

16. Employees on PL should be included in invitations to the company’s social gatherings and events, training, and business conferences that they may wish to attend during their leave period. They should have the same access to training and career development opportunities as other employees and should not be disadvantaged in any way by their absence.

Continuity of Employment

17. The employment contract with the company continues during the PL, and the period of continuous employment to calculate superannuation, benefits, annual leave accrual, and entitlement to statutory rights is not affected.

Employment in Other Organizations During PL

18. An employee on PL may not take any service or accept any employment outside the company without obtaining the organization's permission.

Authorized Deductions from Pay

19. Where an employee has authorized salary deductions (e.g., provident fund, gratuity, or trade union membership subscriptions), these payments will continue to be deducted during PL.

20. Employees should notify the HR payroll team if they wish to cancel any authorized payroll deductions or contributions while on PL. They can contact the HR team for details of how PL affects PF/pension contributions and other superannuation benefits.

Returning to Work

21. Employees returning from PL will normally return to the same job (title and role) unless there has been a restructuring during their absence, following consultation with staff. 

22. Line managers should ensure a smooth transition for employees returning from PL. They should support and integrate employees back into the organization with a return-to-work plan.

23. Employees wishing to take any additional periods of leave, such as sabbatical leave, may refer to the relevant policy available on the staff intranet.

24. Employees who take PL can request to amend their working pattern on their return to work, either on a permanent or temporary basis. Employees can consult with their line manager and the HR team for details on how requests for flexible or remote working hours will be managed.

Requesting flexible or remote working can take some time to review and approve, so as much notice as possible should be given when requesting a modification in the work setup.

Terminating Employment

25. If an employee decides not to return to work during or after a period of PL, they should give the required notice by their contract of employment. Their employment will end at the end of their notice period.

26. If an employee's position is potentially at risk of termination or their contract is due to end during their PL, they will be consulted as appropriate through the company's termination policy or organizational change process.

Monitoring of Policy

The policy will be reviewed and updated regularly to ensure its effectiveness and relevance to the company's leave policy.