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Parents policy

Parents Policy – NZ

Policy

This policy sets out how the Company will support team members who are pregnant, whose spouse/partner is pregnant as well as parents who are adopting a child.

The Company recognises and celebrates the importance of whānau by providing a comprehensive and inclusive parental leave policy that aims to support all parents appropriately.

Scope

This Policy applies to Global Marketplace team members based in New Zealand. Please refer to the Parents Policy – AU, if you are employed in Australia.

Definitions

MotherIncludes both birth mothers and adoptive mothers according to context.
Primary parentThe parent who takes primary responsibility for care giving in cases of adoption. The term is gender inclusive.
PartnerThe term partner is gender inclusive and may apply to both men and women, who play a key support role, but are not the primary parent.
WhangaiAdoption under Māori customary practice.
Family/whānauThe group or unit that the individual staff member identifies as “Family” and for whom they accept caring responsibilities.

Eligibility

Permanent full-time or part-time team members who have been employed by the Company for 6 to 12 months (at an average of 10 hours a week) by the expected due date of delivery of their baby are entitled to parental leave.

Unpaid parental leave

If you have completed 1 year’s service you are entitled to up to 52 weeks of unpaid leave.

If you have more than 6 months of service but less than 1-year service you are entitled to an unpaid leave of up to 26 weeks.

Company-paid parental leave

The Company supports new Parents with paid salary top up Parental Leave for primary care givers for a period of 6 weeks. This is subject to the eligibility conditions as set out above.

Eligible primary care givers i.e., a person who is mainly responsible for the care of a child, can receive a salary top-up to the Government provided amount. This is for a maximum of 6 weeks and to a total limit of $1,200 gross per week, including the Government pay. For example, if your normal gross weekly salary is $1,200 and you receive $700 from the Government, the Company will pay you the difference of $500 for 6 weeks.

If your normal weekly salary is $1,000 and you receive $700 from the Government, the Company will pay you the difference of $300 for 6 weeks.

Government statutory paid parental leave

You may be eligible for statutory paid parental leave at a rate specified by the Government.

For information on the length of leave, entitlements and rates of pay please go to The Ministry of Business, Innovation and Employment website.

Using other leave

If you are eligible for other types of leave, like annual leave or time off in lieu, you can use this first before choosing to use parental leave.

Leave start

Primary carer leave starts on the due date or the date childbirth starts. In any other case primary carer leave starts on the date that you become the primary carer in respect of the child. You can start your primary carer leave up to 6 weeks (or earlier with the Company’s consent) before the baby’s due date or the date on which you will become the primary carer of the child.

Pregnant women can start their primary carer leave earlier if:

  • the baby is born before her scheduled leave, or
  • directed by a doctor or midwife, or 
  • the Company considers that your work is unsafe, or your performance is inadequate, due to your pregnancy; and we can’t temporarily transfer you to another suitable job.

Special leave

In addition to any parental leave taken, females who are pregnant can also take up to 10 days’ unpaid special leave for pregnancy-related reasons such as antenatal classes, scans or midwife appointments.

Parental leave notification

We encourage team members to inform their Manager of a pregnancy as soon as possible. However, we respect that you may not wish to advise us of your pregnancy earlier than the minimum notice period.

We also respect your wishes regarding when it is appropriate to tell colleagues about the pregnancy.

Applying for parental leave

You need to give the Company at least 3 month’s notice, in writing, before your baby’s expected due date. This must be accompanied by a certificate signed by a medical practitioner or midwife certifying the expected delivery date or proof of adoption. This notice also needs to outline how much leave you want to take, including starting and finishing dates.

The Company will then respond to you within 21 days and formally reply confirming your leave arrangements.

Returning to work

Not returning

If you decide not to return to work when your parental leave ends, you must tell us in writing at least 21 days before the end of your parental leave.

If your employment agreement says you have to give more than 21 days’ notice of resignation (e.g. your notice period is one month), then that resignation notice period becomes the notice period you need to give.

If you don’t go back to work at the end of your parental leave, your job ends on the day you started the parental leave, not the day you resign or at the end of any notice period.

This means that any holiday pay you get in your final pay will be based on your last day of work being the day you started parental leave.

Returning

You need to provide at least 21 days notice before your leave ends that you intend to return to work.

You can only return to work early if we agree. We may ask you for a medical certificate to confirm you are fit to return to work before agreeing to you coming back early.

You should not undertake any activity during leave which is inconsistent with the employment contract, including other employment and they should remain responsible for the care of the child.

Harassment

We are committed to ensuring the safety of pregnant team members and we consider harassment, bullying and discrimination against any pregnant person to be unacceptable behaviour. Please refer to the EEO & Anti-Discrimination policy.

Safety at work

We understand pregnancy to be a healthy and normal process and recognises that women have different experiences. When you notify your Manager that you are pregnant, they will ask you to let them know if you experience any changes to your work capacity during the pregnancy. Your Manager will then discuss with you what is needed to keep you safe and comfortable at work. Adjustments will be made accordingly and where possible.

Adjustments will be considered on a case-by case basis and may include options to reduce hours, light duties, rotated tasks, provision of a chair and additional breaks.

Breastfeeding at work

We aim to understand and support mothers in the workplace, including accommodating breastfeeding as much as possible e.g., providing a private space.

You should discuss your needs with your Manager and the company will endeavour to make a private space available or other arrangements made by agreement. Depending on your duties this may include cover while you are away from your work environment.

Contact when on parental leave

We respect that some team members do not want any contact while on leave, and others do. Your Manager will discuss with you what sort of communication you would like while on leave and record this agreement.

While you are on parental leave, we will ensure that you are considered and kept informed of significant changes that may occur in the business.

Where a decision will have a significant effect on the status, pay or location of the pre-parental leave position, we will take all reasonable steps to inform you and discuss the effect of the decision. During any restructures, team members on parental leave will be treated no less favourably than other team members and will be kept informed of the process.

Keeping in touch days

Keeping in touch days allow team members who are still on unpaid parental leave to come back to work for a few days. This is a good way for team members who are caring for a baby or newly adopted child to stay up to date with the workplace, refresh their skills and assist their return to work.

Work on a keeping in touch day may include participating in a planning day, doing training or attending a conference. Keeping in touch days may be worked as a part day, 1 day at a time, a few days at a time or all at once. You will receive your normal wage and accumulate leave entitlements for each keeping in touch day or part thereof.

While on parental leave you can work for up to 64 hours while on parental leave. This cannot be within 28 days after your baby is born.

References

  • EEO & Anti-Discrimination policy

End of Policy

Author:People & Culture
Effective date:12 December 2022
Date of last amendment30 October 2023
Review date:2 years
Date uploaded to WIKI:03 November 2023

This Policy is uncontrolled when printed.

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