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Parental Leave Reforms: What Employers Need to Know for 2024–2026

  • WorkPlacePLUS
  • Jun 30
  • 2 min read

Updated: Jul 7


Under the new Long Service Leave Act 2018 (VIC), any period of paid parental leave and up to 12 months’ of unpaid parental leave will count as service, and no amount of parental leave will break continuity of service. For more information, please contact Anna Pannuzzo on 0419 533 434 or visit WorkPlacePLUS.com.au

Major changes to both paid and unpaid parental leave are being rolled out in stages from 2024 to 2026. These reforms affect employer obligations and require proactive planning to manage workforce absences, policy updates, and compliance.


Parental Leave Changes from July 2024


Paid Leave (government-funded):


Under the More Support for Working Families Act 2024, families now have access to an increased number of paid parental leave days.


Unpaid Leave (National Employment Standards):

  • Employees can still take up to 12 months of unpaid leave and request an additional 12 months.

  • The flexibility of how leave is taken (by one or both parents) has increased.

  • Leave entitlements are not affected by how much leave a partner takes, even if they work for the same employer.

 

What’s Changing from July 2025 and Beyond


Parental Leave Pay increases to 24 weeks (120 days) from 1 July 2025, and to 26 weeks from 1 July 2026.


  • More days will be:

    • Reserved for the partner or secondary carer

    • Available to be taken at the same time as the other parent

  • Entitlements depend on your child’s birth or adoption date.

  • For claims submitted before July 2025, the current entitlement of 110 days still applies.

  • For children born or adopted from 1 July 2025, the government will add 10 extra days once proof of birth or adoption is provided.


What This Means for Employers


These changes impact your employer obligations and can impact your business continuity if not you’re unprepared. It’s important to understand the rules around paid parental leave and unpaid parental leave, and review your leave policies and processes as a matter of priority.

Employers should:

  • Review and update your parental leave and HR policies

  • Plan for longer or concurrent absences

  • Ensure communication, payroll, and rostering systems reflect new entitlements

  • Provide clear information to staff about their leave options

For more information, tailored HR advice and compliance support, please contact us today.





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