Paid Parental Leave & Going Back to Work — A Melbourne Parent's Guide

There are three separate things people lump together as "maternity leave": government-paid leave, your employer's paid leave (if any), and your right to unpaid leave. They stack. Here's how each works.

1. Government Parental Leave Pay

The Commonwealth's Parental Leave Pay is paid at the national minimum wage and has been progressively expanding (the scheme is increasing toward 26 weeks, and superannuation is now paid on it). Key points:

• Eligibility is based on a work test (you worked enough in the period before birth/adoption), an income test, and being the child's carer.
• It can be shared between parents, with a portion reserved for each, and taken flexibly around work.
• It's separate from your employer's scheme — you can usually receive both.
• Claim through Services Australia (myGov → Centrelink) — you can claim before the birth so it's ready to go.

Exact weeks, rates, and reserved portions change as the scheme expands — always confirm the current figures on servicesaustralia.gov.au before you plan.

2. Employer paid parental leave

Entirely separate and varies hugely by employer — some offer generous paid leave, many offer none. Check your contract, enterprise agreement, or HR. Where it exists, it typically runs alongside or before the government payment.

3. Your unpaid-leave rights (Fair Work)

Under the National Employment Standards, eligible employees (generally 12+ months' continuous service) can take:

• Up to 12 months' unpaid parental leave, and
• The right to request a further 12 months (your employer can only refuse on reasonable business grounds).
• Return-to-work guarantee — the right to come back to your same (or an equivalent) job.

Keeping in touch days

You can do a limited number of "keeping in touch" days — paid work while on leave — without ending your parental leave. Useful for a gradual return, training, or a big project, and for easing back in.

Returning to work — flexible work requests

Parents of young children have the right to request flexible working arrangements (changed hours, days, or location). Put it in writing; your employer must respond within 21 days and can only refuse on reasonable business grounds.

Line up the practical side early: - Sort childcare and your CCS claim well before your return — see Daycare vs FDC vs Nanny vs Au Pair and Free Kinder & CCS. - If breastfeeding, read the pumping-for-work section. - Build in a buffer week between starting care and starting work — both of you need the settling-in time.

A simple planning order

1. Check employer paid leave in your agreement. 2. Lodge your government Parental Leave Pay claim (can be before birth). 3. Confirm your unpaid-leave dates and return-to-work date in writing. 4. Get on childcare waitlists and lodge your CCS claim. 5. Draft your flexible-work request before you return.

Disclaimer: melbourne.baby is a community platform — information is general and not financial, legal, or government advice. Entitlements and rates change; confirm with servicesaustralia.gov.au, fairwork.gov.au, and your employer.