[MisterKeldar]

Hi,


I'm trying to find out what minimum entitlements I've got by way of leave provisions for when my wife has our baby. I have only been in my job a couple months so I won't get anywhere near as good entitlements as if I'd been there for a minimum of 12 months, I know that. But I am really struggling to find out what they HAVE to give me, by way of sick leave or unpaid leave, etc. I'll be taking some annual leave too but that is completely black and white, no worries there.


Every other source I go bangs on about plans for leave in 2013, paid maternity leave or longer term unpaid leave, not the week or two that I'm trying to establish.


My workplace is pretty old school and not exactly enlightened when it comes to flexible new age working conditions, chances of my getting anything beyond statutory entitlements are pretty low.



Any suggestions much appreciated.


Cheers

[Fossy]

As you have not been there 12 months you are not entitled to anything. Depending on your contract, you may be able to use your sick leave as carers leave to care for your wife and child, but the requirements for this vary so you may need to check with HR.
HTH.

[*Mumma-to-A*]

I've been researching as well as my DH is selfemployed but unfortunely it looks like he won't be able to take much time off except for a few days - which will just mean we have no income for those days.

What I found is the new parental payment for partners won't start until 1/1/2013. Looks like you will have to take annual leave or time without pay.

From this link:
http://www.fahcsia.gov.au/sa/families/prog...es/default.aspx

[ell80]

At our workplace, Fathers are only entitled to take 1 day of leave (which I believe came off their sick-leave) and this was to attend the birth. Not sure how long you had to be working there to get this 'entitlement'. It was a pretty sore point around the office, especially as us mothers get 14 weeks paid which is great.

Most new fathers were able to negotiate a week or two or longer off after the birth to spend with their families, but this had to be negotiated with their direct supervisors as it is not part of the award and was taken as either annual leave or leave without pay (if there was no annual leave available). Also it's tricky to plan if they did not know when the baby would be born (ie, not a planned c/sec).

Most ended up taking the day of the birth off, then returning to work for a few days whilst the wife was in hospital. They could then tie up loose ends, etc before taking a few weeks off once she was home with bubs.

Although not an 'entitlement', most supervisors were very happy to accomodate leave for new fathers - it would be a pretty harsh boss who didn't let you spend time supporting your wife and bonding with your new baby.

[SnazzySass]

My DP worked for his company for 5 years and was allowed 2 weeks unpaid leave and flexable annual leave. He was not allowed to use sick leave as carers leave and he is not allowed to use his sick leave now when DS is sick. Because I am a student I claimed the BB so DP couldn't get PPL from the government. We are in NSW.

[Spring Chickadee]

Annual leave will be your best bet, beyond that it can't hurt to request Unpaid leave.

Then sick/carers leave could be used if your wife has any complications or a Csect to care for her/newborn for the first few days home. you could probably also claim the day of the birth as carers leave. I would speak with your Wife's OBGYN as they will be the one to write you a certificate in that case.

[EoinCuinn]

I negotiated carer's leave with my manager. I have over 700 hrs accumulated sick leave though, so I was a better position.

All you need to be able to use carer's leave is a doc / midwife certificate stating the new mother is unable to take care of your child adequately due to the birthing process, regardless of what that process ends up being

[MisterKeldar]

Thank you Eoin and Chickadee, I'll be sure to get me a certificate Re the carer's leave option.
El80 that sounds depressingly like my new home, pretty 1980s at best approach to working flexibility, or at least two way flexibility. But hey the money's very good, this will test how much they do want to 'attract and retain the best staff'.
Annual leave not really a problem for me, I'd have to take it anyway. Was hoping to get at least a couple paid days off on the house so to speak. Next challenge is to do some work from home, that'll be another journey for us all.
Cheers

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I negotiated carer's leave with my manager. I have over 700 hrs accumulated sick leave though, so I was a better position.

All you need to be able to use carer's leave is a doc / midwife certificate stating the new mother is unable to take care of your child adequately due to the birthing process, regardless of what that process ends up being