Having a family is one of the most precious things you could ever have. So when a new member comes, you have to free up time and be there to greet the baby – and that includes taking time off work. For businesses, this can disrupt a few things but if you are prepared you can come through it with minimal impact. Parental leave can be planned ahead in most cases so you can ensure business runs smoothly while your staff are fulfilling their family obligations.
During this event, Dad and Partner Pay comes into play. This is when you file for leave so that you can give your full attention to the child coming into the world and address his/ her needs. The baby, as well as the mother, will need your support and focus during the important moment. Modern businesses understand and embrace this concept and their staff are thanking them.
But what do you need to know about Dad and Partner Pay? Let’s look closely into some details.
In order to be eligible for the payments, you have to be either of the following:
Other than that, you may get this benefit if you’re the biological partner’s father, or the partner of the child’s new carer.
Furthermore, here are additional considerations that will allow you to take advantage of the Dad and Partner Pay:
The Dad and Partner Pay period refers to the time you’re off work and get your Dad and Partner Pay. The time off can be up to two weeks, and has to be taken in one continuous block.
The payment rate for this benefit is at $695 a week before taxes, which is the weekly national minimum wage. The payment is made for 2 weeks. The government pays you after the child is born or adopted and the claim has been finalised. It will then be paid through bank deposit in one installment.
For companies or businesses that have employees who are applying for the benefit, know that the individual will only be asking for an unpaid leave. The employer does not pay for the Dad and Partner Pay since the government will pay the applicant directly.
In the event, however, that the payment rate is less than the employee’s weekly wage, you may opt to give a top-up payment for the difference between the payment rate and the applicant’s normal wage. Do note, however, that it won’t be considered a paid leave if you do this.
Welcoming a new member to the family is both exciting and nerve-wracking. Know what benefits you can get and prioritise what’s important during the time.