Work and a baby

Job security is often a concern for new parents. Understanding your entitlements, obligations and knowing how to approach changing work and leave arrangements can save you a lot of headaches when your baby arrives.

Understanding your situation

Most men and women in Australia are entitled to a period of unpaid leave and the guarantee of a job to return to within a 52 week period if they are the primary care giver for a newborn.*

Some larger corporate employers offer more supportive guarantees that can include paid paternal and parental leave, shared job arrangements and part-time roles in the business with reduced responsibilities.

Support of this type is quite simply good for business. Employers who offer more than they are obliged to, are signalling their commitment to employees and this often translates into increased job satisfaction, greater productivity and stronger employee loyalty. Unfortunately not all employers are as generous.

Cases like Suzie and Ariel’s are unfortunately not uncommon. While larger corporate businesses and public institutions are often more easily able to offer additional benefits, smaller companies may not always feel they are in a position to do so the same. The bottom line is not always the culprit either.

For some expectant mothers, falling pregnant also comes with an introduction to a stigma employers can attach to women in their position. It is often simply a case of the employer involved being ignorant of the needs of a new parent, and perhaps anticipating a supposed increase in demand for sick leave and flexibility from their employee.

Be prepared

Just as an employer may be obliged to offer certain work place guarantees, there are a number of obligations you must fulfil in return. These can involve giving appropriate written notice of your pregnancy. Ensure you research your employers existing policy on parental leave. You may also choose to visit Wagenet to confirm details of your obligations.

Once you know where you stand, discuss your options with your employer. Agree on a plan for leaving and returning to the workplace and secure the agreement writing. A simple way to do this might be to email the main points of your discussion to your employer asking them to confirm you have summarised the details correctly.

If you are in a position where your employer does not appear to be fulfilling their responsibilities, there are, a number of opportunities to take the matter further. Before you do so however, consider putting forward an alternative proposal.

For example, you may wish to suggest a job share arrangement until you are ready to resume full time employment. This may be an approach your employer had not considered but finds appealing, as rehiring can be a more costly and time consuming expense. Showing your willingness to make the transition as smooth as possible is likely to be well received, and shows your commitment to the position you will be leaving temporarily.

* Note that while most employers are obligated to provide a work guarantee and a period of parental leave, this may differ if you are working under a contract or specific work place agreement. Contact your HR or union representative to confirm your entitlements. If this type of support is not available to you, contact Wagenet.

Looking for work

It may be a few months after the birth, or it may be a year or more before full time or part time work becomes a possibility. Some new mothers can find seeking employment after having a child a daunting prospect, but a little preparation can make this process easier.

Consider the points below:

Finally remember, creating a family is a life-changing process involving the steepest learning curve, the greatest patience and long hours of sleep deprivation. If you can survive this process, you can certainly navigate a new work arrangement!

by Martin Jorgensen