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A Paternity Policy outlines how an organization supports new fathers and partners when they welcome a child. In Australia, it details both paid and unpaid leave entitlements, going beyond the government's Dad and Partner Pay scheme that provides two weeks of minimum wage support.

These policies typically cover leave duration, pay arrangements, notice requirements, and return-to-work provisions. Good policies also address flexible work options, helping dads balance their new family responsibilities. They work alongside Australia's Fair Work Act and any relevant enterprise agreements to create clear pathways for fathers taking time off after their child's birth or adoption.

Organizations need a Paternity Policy before their first employee becomes a new father or partner. It's essential to have these guidelines ready when expanding your workforce, especially if you employ people of parenting age. The policy helps prevent confusion, ensures fair treatment, and keeps you compliant with Australian employment laws.

Use this policy when crafting employment contracts, updating your leave management system, or responding to parental leave requests. Many businesses create or update their Paternity Policy during workplace policy reviews, when changing company benefits, or after receiving feedback about parental support needs from staff.

• Basic Paternity Policy: Covers minimum statutory requirements including Dad and Partner Pay entitlements and basic leave provisions
• Enhanced Paternity Policy: Offers additional paid leave beyond government minimums, often used by larger companies to attract talent
• Flexible Paternity Policy: Includes options for part-time return, working from home, and flexible hours during the transition to parenthood
• Industry-Specific Policy: Tailored for sectors like mining or healthcare where shift work or remote locations require special considerations
• Small Business Policy: Streamlined version that balances employee support with operational needs of smaller organizations

• HR Managers: Create and maintain the Paternity Policy, ensuring it aligns with Australian employment laws and company values
• Legal Teams: Review policy content for compliance with Fair Work Act requirements and enterprise agreements
• Male Employees: Access and follow the policy when planning leave for birth or adoption of their child
• Line Managers: Apply the policy when approving leave requests and managing team coverage
• Payroll Staff: Process leave payments and coordinate with government Dad and Partner Pay scheme
• Company Directors: Approve policy changes and ensure adequate resources for implementation

• Review Current Laws: Check Fair Work Act requirements and Dad and Partner Pay scheme details
• Survey Industry Standards: Research what similar companies offer beyond minimum requirements
• Assess Resources: Calculate budget for paid leave and workplace coverage costs
• Gather Input: Consult HR, payroll, and team leaders about operational impacts
• Define Parameters: Set clear eligibility criteria, leave duration, and notice periods
• Draft Process: Use our platform to generate a legally compliant policy that includes all required elements
• Internal Review: Have key stakeholders check the policy aligns with company values and practices

• Eligibility Criteria: Clear definition of who can access paternity leave benefits
• Leave Entitlements: Specify paid and unpaid leave duration, aligned with Fair Work Act minimums
• Notice Requirements: Timeline for leave requests and supporting documentation needed
• Pay Provisions: Details of salary continuation and Dad and Partner Pay coordination
• Return to Work: Process for resuming duties and flexible work arrangements
• Legal Compliance: Reference to relevant Australian employment laws and enterprise agreements
• Review Process: How often the policy will be updated and by whom
• Application Process: Step-by-step guide for requesting and approving leave

A Paternity Policy is often confused with a broader Flexible Working Policy, but they serve distinct purposes in Australian workplaces. While both support work-life balance, their scope and application differ significantly.

• Primary Focus: Paternity Policies specifically address leave and support for new fathers, while Flexible Working Policies cover various arrangements like remote work, altered hours, or job sharing for all employees
• Legal Requirements: Paternity Policies must align with Dad and Partner Pay scheme rules, while Flexible Working Policies follow broader Fair Work Act provisions about reasonable work arrangements
• Time Frame: Paternity Policies typically cover a defined period around birth or adoption, but Flexible Working Policies can apply indefinitely
• Eligibility: Paternity Policies apply only to new fathers and partners, while Flexible Working Policies are available to all qualifying staff