Parental leave policy template
A comprehensive parental leave policy aligned with the National Employment Standards. Covers unpaid parental leave entitlements, notice requirements, keeping in touch days, and return to work rights for new parents.
Parental leave policy
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Why you need a parental leave policy
Under the National Employment Standards, eligible employees are entitled to up to 12 months of unpaid parental leave. A clear policy helps both employers and employees understand rights, responsibilities and processes during this important life transition.
A well-documented parental leave policy demonstrates your commitment to supporting working parents, aids workforce planning, and supports compliance with Fair Work requirements. It also helps prevent disputes by setting clear expectations around notice periods, evidence requirements and return to work arrangements.
Without a parental leave policy, managing leave requests becomes inconsistent and can expose your business to compliance risks under the Fair Work Act.
Key elements of a parental leave policy
What your parental leave policy should include
NES entitlements
Up to 12 months unpaid parental leave aligned with National Employment Standards.
Eligibility requirements
12 months continuous service and responsibility for care of the child.
Notice periods
Clear timeline for notifying employer of intention to take leave.
Keeping in touch days
Framework for up to 10 keeping in touch days during leave period.
Return to work rights
Guarantee of same position or equivalent role on return from leave.
Partner leave provisions
Concurrent and consecutive leave options for both parents.
What's included in this template
Comprehensive coverage of parental leave requirements
Purpose & scope
Why the policy exists and who it applies to.
Policy statement
The organisation's commitment to supporting employees during parental leave.
Eligibility
Service requirements and conditions for parental leave entitlement.
Entitlement period
Duration of unpaid leave and options for extension.
Notice requirements
Timeline for notifying employer and providing evidence.
Evidence requirements
Documentation needed to support parental leave requests.
Keeping in touch days
How employees can maintain connection during leave.
Extending parental leave
Process for requesting additional leave beyond initial period.
Return to work
Rights and obligations when returning from parental leave.
Partner leave
Provisions for both parents to take leave simultaneously or consecutively.
Who should use this template?
Essential for every Australian employer
Legal disclaimer
This template is designed to reflect National Employment Standards at the time of publication. It is provided as a general guide only and does not constitute legal advice.
You should review and tailor this template to suit your business and comply with applicable Modern Awards. For complex parental leave situations, seek independent workplace relations advice.
Regulatory sources
This template is aligned with the National Employment Standards under the Fair Work Act.
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Ready to support your working parents?
Download our comprehensive parental leave policy template and support compliance with National Employment Standards.
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Parental leave policy FAQ
- Eligible employees can take up to 12 months unpaid parental leave, with a right to request an additional 12 months (which the employer can refuse on reasonable business grounds). The government Paid Parental Leave scheme provides separate financial support.
- Yes. Each eligible parent can access up to 12 months unpaid leave. They can take up to 8 weeks concurrently after the birth/adoption. After that, leave is typically taken consecutively, with only one parent on leave at a time. See our guide on managing parental leave for more information.
- Employees have the right to return to their pre-parental leave position. If that position no longer exists, they must be offered an available position for which they are qualified, at their previous level of pay and conditions.
- Yes. This template provides a solid foundation aligned with the National Employment Standards, but you should tailor it to reflect your specific workplace, any applicable modern award or enterprise agreement, and state-based requirements such as long service leave provisions.
- Distribute the policy during onboarding for new employees and via email or team meetings for existing staff. Have employees sign an acknowledgement form confirming they have read and understood the policy. Using HR software with policy management can automate tracking of acknowledgements.
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Disclaimer
This document is a general HR template provided for informational purposes only. It is not legal advice and may not reflect the latest changes in legislation or apply to every workplace situation. RosterElf Pty Ltd and the template provider accept no liability for any loss arising from reliance on this document. Users should seek independent legal advice and customise the template to ensure it complies with all relevant laws, awards and workplace requirements.