The concurrent must not start before the date of birth of the child or the day of placement of the child if the leave is adoption leave unless the employer agrees. The entitlement exists once an employee has worked for the employer for 12 months. It also applies to certain long-term casual employees. The laws about parental leave are complex and there are specific requirements for notification. Employers should seek legal advice or advice from their local state farming organisation if an employee becomes eligible for parental leave. For further information visit NOTE (11) REQUESTS FOR FLEXIBLE WORKING ARRANGEMENTS The laws about requests for flexible working arrangements changed on 1 July 2013. The NES give employees the right to request a change to working arrangements in the following circumstances: If the employee is a parent, or has the responsibility for the care, of a child who is of school age or younger: The employee is a (within the meaning of the Carer Recognition Act 2012); The employee has a disability; The employee is 55 or older; The employee is experiencing violence from a member of the employee’s family; The employee provides care or support to a member of the employee’s immediate family, or a member of the employee’s household, who requires care or support because the member is experiencing violence from the member’s family. In addition, parents or those who have responsibility for the care of a child and who are returning from a period of parental leave or adoption leave may request to work to assist the employee to care for the child. Casual employees who work on a regular and systematic basis with a reasonable expectation of continuing work can also make a request for flexible working arrangements.
The concurrent must not start before the date of birth of the child or the day of placement of the child if the leave is adoption leave unless the employer agrees. The entitlement exists once an employee has worked for the employer for 12 months. It also applies to certain long-term casual employees. The laws about parental leave are complex and there are specific requirements for notification. Employers should seek legal advice or advice from their local state farming organisation if an employee becomes eligible for parental leave. For further information visit NOTE (11) REQUESTS FOR FLEXIBLE WORKING ARRANGEMENTS The laws about requests for flexible working arrangements changed on 1 July 2013. The NES give employees the right to request a change to working arrangements in the following circumstances: If the employee is a parent, or has the responsibility for the care, of a child who is of school age or younger: The employee is a (within the meaning of the Carer Recognition Act 2012); The employee has a disability; The employee is 55 or older; The employee is experiencing violence from a member of the employee’s family; The employee provides care or support to a member of the employee’s immediate family, or a member of the employee’s household, who requires care or support because the member is experiencing violence from the member’s family. In addition, parents or those who have responsibility for the care of a child and who are returning from a period of parental leave or adoption leave may request to work to assist the employee to care for the child. Casual employees who work on a regular and systematic basis with a reasonable expectation of continuing work can also make a request for flexible working arrangements.
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