How to manage parental leave in Australia
A complete guide to managing parental leave under Australian workplace law — for both employees planning leave and employers administering it. Covers unpaid NES leave, government Paid Parental Leave, and return to work.
Written by
Georgia Morgan
This guide provides general information about managing parental leave in Australia. It does not constitute legal, HR, or professional advice and should not be relied on as a substitute for advice specific to your business, workforce, or circumstances.
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Key takeaways
- Eligible employees (12 months service) get up to 12 months unpaid leave and can request a further 12 months
- From 1 July 2026, government Paid Parental Leave rises to 130 days (26 weeks) at minimum wage plus 12% super
- Employees must give at least 10 weeks written notice and can work up to 10 keeping-in-touch days
- Returning employees keep the right to their pre-leave role and to request flexible work
What is parental leave?
Parental leave lets eligible employees take time off to care for a newborn or newly adopted child. Under the National Employment Standards (NES), eligible employees can take up to 12 months of unpaid parental leave and request a further 12 months (24 months total).
It covers maternity, paternity and adoption leave, and sits alongside the government's Paid Parental Leave scheme. Managing it well matters whether you're the employee planning leave or the employer administering it — this guide covers both, plus the other leave entitlements that interact with it.
What's new from 1 July 2026: Government Paid Parental Leave rises to 130 days (26 weeks) for children born or adopted on or after that date, up from 120 days (24 weeks). For couples, 20 days (4 weeks) are reserved for each parent on a use-it-or-lose-it basis, and PLP now attracts 12% superannuation. See the full 2026 employment law changes guide for everything else changing this year.
Types of parental leave
The main forms of parental leave available to Australian employees and how they fit together.
| Type | Duration | Paid | Eligibility | Notes |
|---|---|---|---|---|
| Unpaid parental leave (NES) | Up to 12 months (can request 24 months total) | No | 12 months continuous service | Cannot be refused if eligible |
| Government Paid Parental Leave | 130 days (26 weeks) for births/adoptions from 1 Jul 2026 | Yes - at national minimum wage + 12% super | Work test + income test | 20 days reserved for a partner (use-it-or-lose-it); paid by Services Australia |
| Employer-funded parental leave | Varies by employer | Yes - varies | As per employer policy | Check your policy or enterprise agreement |
| Concurrent leave | Up to 20 days (4 weeks) at the same time | Follows above entitlements | Both parents eligible | Both parents can take PLP together; can be split into separate blocks |
If you're an employee
Managing your own leave well means acting early to protect your income and plan a smooth handover.
Check your government entitlements
Eligible parents can receive government-funded Parental Leave Pay (PLP), often passed on through your employer's payroll. See our maternity leave claiming guide.
Give your employer notice
Provide at least 10 weeks' written notice of your intended start date and duration of parental leave.
Leverage workplace benefits
Review your contract or enterprise agreement — many employers add paid parental leave, flexible transitions and superannuation contributions on top of the minimum.
Plan keeping-in-touch days
Agree up to 10 paid "keeping in touch" (KIT) days so you can stay connected during your absence if you choose to.
Claim early via myGov
Lodge your PLP claim up to three months in advance through your myGov account linked to Centrelink so payments start on time.
If you're an employer or HR manager
Supporting an employee through parental leave boosts morale and retention. Here's how to administer it well.
Adopt a clear policy
Document your process, entitlements and notice requirements, and track applications in leave management software.
Honour the NES
Eligible employees (12 months' service) get up to 12 months unpaid leave and can request a further 12 months — you can only refuse the extension on reasonable business grounds, in writing within 21 days.
Process government payments
If Services Australia determines your employee is eligible, they advance the PLP funds to you — process these through payroll as a separate line item.
Keep leave balances accurate
Parental leave counts as continuous service. Keep leave entitlements and annual leave records up to date.
Key dates and actions
The milestones to track from notice through to return to work.
10 weeks before leave starts
Employee provides written notice of intention to take leave
4 weeks before leave starts
Employee confirms start date (or provides updated date)
During leave
Up to 10 keeping in touch days can be worked by agreement
4 weeks before return
Discuss and confirm return to work arrangements
Before 12 months
Employee can request extension to 24 months total
6 steps to parental leave management
A repeatable process for employers handling a parental leave request from start to finish.
Receive the leave notice
Employees must provide at least 10 weeks written notice of their intention to take parental leave.
- Notice should include expected start date and duration
- For birth, notice is usually given before the due date
- For adoption, notice is given when placement is confirmed
- Acknowledge receipt of the notice promptly
Verify eligibility
Check that the employee meets the eligibility requirements for unpaid parental leave.
- Must have 12 months continuous service with you
- Can be full-time, part-time, or regular casual
- Must have or will have responsibility for the child
- Eligible employees cannot be refused unpaid parental leave
Discuss leave arrangements
Have a conversation about the leave period, any employer-paid leave, and return to work expectations.
- Clarify the exact dates of leave
- Discuss any employer-paid parental leave entitlements
- Explain the government Paid Parental Leave scheme - direct employees to our complete maternity leave claiming guide
- Talk about keeping in touch days and communication preferences
Plan for coverage
Arrange how the employee's duties will be covered during their absence.
- Consider internal secondments, acting arrangements, or temporary hires
- Allow time for handover before leave starts
- Document key responsibilities and contacts
- Plan for potential extensions of leave
Maintain contact during leave
Stay appropriately connected while respecting the employee's leave.
- Employees can work up to 10 "keeping in touch" days
- Keep them informed of significant workplace changes
- Discuss return to work timing 4 weeks before planned return
- Respect their time off – don't pressure to work
Manage the return to work
Support the employee's return to their position or an equivalent role.
- Employee is entitled to return to their pre-leave position
- If that position no longer exists, offer a comparable role
- Consider flexible work requests (they have the right to request)
- Plan re-induction if significant time has passed
Regulatory sources
This guide is aligned with official Australian workplace regulations.
How RosterElf helps with parental leave
Purpose-built tools to make parental leave faster, easier, and compliant for Australian businesses.
Related guides
More resources for managing leave and HR processes.
Track parental leave with RosterElf
RosterElf HR Hub helps you manage parental leave applications, documentation, and return-to-work planning. Built for Australian small businesses.
Frequently asked questions
- Eligible employees are entitled to 12 months of unpaid parental leave under the National Employment Standards. They can request an additional 12 months (24 months total), which the employer can only refuse on reasonable business grounds.
- The government provides Paid Parental Leave to eligible parents at the national minimum wage rate, plus 12% superannuation. For children born or adopted on or after 1 July 2026, families can receive 130 days (26 weeks), up from 120 days (24 weeks). Parents apply through Services Australia and can lodge up to three months ahead. If you lodge a pre-birth claim before 1 July 2026, your balance starts at 120 days and Services Australia adds the extra 10 days once you provide proof of birth confirming the child arrived on or after 1 July 2026.
- For families with a partner, 20 days (4 weeks) of the 130-day entitlement are reserved for each parent on a use-it-or-lose-it basis — if one parent does not take their reserved days, those days are lost and cannot be transferred to the other parent. This is designed to encourage shared care. Single parents can access the full 130 days. Couples can also take up to 20 days of Parental Leave Pay at the same time (concurrent leave).
- Plan early: confirm your eligibility, give your employer at least 10 weeks notice, and lodge your government Paid Parental Leave claim up to three months ahead via myGov. Consider combining unpaid leave with annual leave, sharing leave with a partner, and agreeing keeping-in-touch days to ease your return.
- The NES only requires unpaid parental leave. However, many employers offer paid parental leave as part of their employment conditions, enterprise agreement, or policy. Check your obligations under any applicable agreement.
- Yes. Each parent is entitled to their own period of unpaid parental leave. They can take up to 8 weeks of "concurrent leave" at the same time (which can be taken in separate blocks). The total combined leave is still 24 months.