Factsheets / Leave / Parental Leave Australia 2026

Parental Leave Australia 2026

13 min read

Your 26 Weeks of Paid Leave and Rights 

Last updated August 2026
Reviewed by the Australian Unions policy team, August 2026

KEY POINTS
  • More Paid Time Off: As of 1 July 2026, families now get a total of 26 weeks (that’s half a year!) of paid parental leave
  • Super Boost: From July 2025, the government will start paying super on your paid parental leave, helping your retirement savings grow.
  • Flexible Sharing: Parents can share this paid leave, with both having dedicated time, to suit their family.
  • Unpaid Leave: You can still take up to 12 months of unpaid leave from your job if you’ve been working there for at least a year.
mum and dad who are on paid parental leave are feeding their new born baby in australia

Parental Leave: What’s new & what it means for you

Becoming a parent is a big deal: whether you’re having a baby or adopting, you’ll want time off work to care for your new family member.

Parental Leave helps you do just that, giving you job security and financial support. And thanks to union members, this entitlement has seen some big improvements in recent years!

What is Paid Parental Leave (PPL) in Australia?

Parental Leave is time off work for new parents to care for their baby or newly adopted child. It’s super important because it lets parents bond with their kids without worrying about losing their jobs.

The government’s Paid Parental Leave (PPL) scheme pays you at the national minimum wage rate while you’re on leave. This payment is funded by the government, but your employer usually helps process it.

You can also take unpaid parental leave from your employer. This is extra time off without pay, but your job is protected, meaning you have a right to return to your job after your leave.

How parental leave works: The big picture for 2026

By 1 July 2026, the parental leave scheme will offer families even more support:

  • Unpaid Leave: If you’ve worked for your employer for at least 12 months, you can take up to 12 months (52 weeks) of unpaid parental leave. You can even ask for another 12 months if you need it, and your employer can only say no for really good business reasons.
  • Total Paid Leave: Families will get up to 26 weeks (130 days) of government-funded paid parental leave. That’s an extra month compared to what’s available now!
  • Sharing the Leave: Parents can share these 26 weeks. A minimum of 20 days (4 weeks) are set aside for each parent, meaning both parents have guaranteed time off to care for their child. The rest of the days can be shared between parents however they choose to best suit their family.
  • Payment Rate: You’ll be paid at the national minimum wage rate during your paid leave.
  • Superannuation: From 1 July 2025 (so it’ll be part of the 2026 setup), the Federal Government will pay 12% superannuation on your paid parental leave. This helps make sure your super savings keep growing, even when you’re taking time to care for your family.

How many weeks do you get for parental leave?

The amount of time you get depends on your child’s date of birth or adoption: 

Child’s date of birth or adoption is fromYour family can get up to
1 July 2023100 days
1 July 2024110 days
1 July 2025120 days
1 July 2026130 days

For couples, each parent has a period of ‘reserved leave’ that only they can take. This is 20 days from 1 July, 2026. Single parents are entitled to take the full amount of days themselves.

2024 vs. 2026: What’s changed for families?

FeatureBefore (2024)Now (from 1 July 2026)
Total Paid LeaveUp to 22 weeks (110 days) for eligible families.Up to 26 weeks (130 days) for eligible families.
Reserved Days for Parents15 days (3 weeks) were set aside for the partner (like a dad or non-birthing parent). The birth parent could share the rest of the leaveA minimum of 20 days (4 weeks) are set aside for each parent. This means both parents have guaranteed time to take off,
Superannuation on Paid LeaveGenerally, no super is paid on government-funded parental leave (unless your employer has a special workplace agreement).The Federal Government will pay 12% super on your paid parental leave! This is a huge win for your long-term financial security.
Unpaid LeaveUp to 12 months (52 weeks) from your employer (if eligible).Still up to 12 months (52 weeks) from your employer (if eligible).

These changes mean more support and flexibility for families, helping parents balance work and family life.

Who is eligible for parental leave?

Parental Leave Pay can be shared between parents, and it’s designed to be flexible.

Changes from 1 July 2026

  • Total leave set to 26 weeks (130 days).
  • Each parent will have 20 reserved days just for them.
  • The rest can still be shared flexibly.

Taking leave at the same time

  • From 2026, this is set to 20 days (4 weeks).
  • You may be able to take more at the same time in special cases, like:
    • medical issues during pregnancy
    • your baby being in hospital
    • multiple births (twins, etc.)
    • stillbirth or serious complications

In short: you get a set amount of paid leave, each parent has a small part they must use themselves, and the rest can be split in a way that works best for your family.

For PPL (the government payment)

For the Federal Government’s PPL scheme, you must meet the eligibility requirements, which are split into the work test, the income test and the residency test.

The Work Test

To pass the work test, you must have:

Worked for at least 10 of the 13 months before your child’s birth or adoption.

Worked a total of at least 330 hours during that 10-month period.

The Income Test

You need to meet an income test, which can be based on your individual or family income. If your individual income is above a certain amount, you may still be eligible if your combined family income (you and your partner’s total adjustable taxable income) is below a different set threshold in the relevant financial year. Specific income thresholds are set by the government.

Residency Requirements

Generally, you must meet certain Australian residency requirements to get Paid Parental Leave (PPL). However, recent union-won changes mean that a partner of a birth parent can access PPL even if the birth parent does not meet the residency requirements. The birth parent must still meet the standard work test for their partner to be eligible.  

For unpaid NES leave (time off) 

For unpaid parental leave from your employer, you generally need 12 months of continuous service.

Long-term casuals are eligible if they’ve worked regularly for 12 months for the same employer, with a reasonable expectation of ongoing work.

Adoption, surrogacy, foster 

The Paid Parental Leave (PPL) scheme supports parents of a newborn or newly adopted child.

For adoption, eligibility commences when the child is placed into your care. Surrogacy arrangements are generally treated like birth or adoption, depending on legal parentage.

Temporary foster care placements usually do not qualify for the scheme, unless they lead to a permanent adoption order.

All applicants must meet the specified income and work tests for eligibility.

How much you will be paid 

If you’re eligible for the government’s PPL scheme, you will be paid at the national minimum wage rate.

This payment is made according to your standard pay cycle (e.g., weekly or fortnightly) and cannot be paid as one lump sum or at half pay over an extended period.

From 1 July 2026, this will  be 26 weeks (130 days).

What is the ‘double dip’ concept?

The “double dip” concept refers to situations where parents receive both the government-funded Paid Parental Leave and additional paid parental leave provided by their employer.

While the government scheme pays at the national minimum wage, many employers (especially those with union-negotiated enterprise agreements) offer their own paid parental leave or ‘top-up’ payments. These employer payments are usually designed to bring your pay closer to your normal wage during your leave.

If your workplace offers employer-funded parental leave or top-up payments, you can receive these payments in addition to the government’s PPL scheme. This means you effectively receive payments from both sources during your parental leave, giving you greater financial support.

Worked double-dip example

Example of “double dipping” (from 1 July 2026 rules)

Chris and Dani have a baby after 1 July 2026. They have 130 days (26 weeks) of Parental Leave Pay to share.

 

How they use it:

Chris takes 80 days first.

Dani plans to take 50 days later.

They also decide to take time off together:

For 20 days (4 weeks), both Chris and Dani are off work at the same time.

During those 20 days, both are getting Parental Leave Pay.

That overlap is what people call “double dipping.”

 

Key rules in this example:

Each parent must take at least 20 reserved days.

The overlap is capped at 20 days (4 weeks).

The total leave doesn’t increase. You’re just using some of it at the same time.

 

In plain terms:

You can line up part of your leave so both parents are home together and both getting paid, for up to four weeks.

Sharing leave between parents 

Concurrent vs. Sequential Leave

Parents have the option to take their PPL concurrently (at the same time) or sequentially (one after the other)..

They have 130 days (26 weeks) of Parental Leave Pay to share.

Concurrent Leave:

The concurrent period has recently increased to 4 weeks (20 days).

Exemptions: More concurrent leave may be available in special circumstances, such as pregnancy complications, illnesses, or if a child is hospitalised for at least 14 days after birth, or in cases of multiple births, stillbirths, deaths, or caesarean sections. These exemptions are requested when making a claim.

 

Sequential Leave:

Parents can also choose to take their PPL at different times, one following the other, to provide continuous care for their child.

This flexibility allows families to structure their leave in a way that best supports their new child and their household.

Super on parental leave 

Thanks to years of union campaigning, the Federal Government will pay 12% superannuation on Commonwealth Paid Parental Leave (PPL) payments. This crucial reform aims to address the significant gender gap in super savings, as time taken out of the workforce on PPL disproportionately impacts women’s retirement funds.

Starting and returning from parental leave

Timing for PPL generally starts around the child’s birth or adoption date, with employees having a right to return to their former position at the end of the leave. You must typically give your employer at least ten weeks’ notice before starting parental leave.

Starting and returning from parental leave

Keeping in Touch days

Keep in Touch days let you briefly return to work while on parental leave without losing your Parental Leave Pay. After the first two weeks, you can take up to 10 of these days, and they don’t have to be in a row. They’re meant to help you stay connected to your job and workplace. On these days, your employer pays you your normal wage, on top of your Parental Leave Pay.

Right to return

When you come back from parental leave, you have the right to go back to the same job you had before. Your employer can’t demote you or let you go just because you took leave.

You can also ask for flexible work, like working part-time or from home, to help care for your family. If your employer says no, they have to give you a valid reason in writing. If you think they are being unfair, you should let your union know. 

If you are pregnant again during parental leave 

If you get pregnant again while you’re already on parental leave, you don’t have to wait another 12 months to take leave for your new baby.

You would begin a new round of parental leave for the next child, even if you haven’t returned to work yet.

What to do if your employer refuses or pushes back 

If your employer says no to your Paid Parental Leave, contact your union straight away.

Your employer isn’t allowed to cut your pay or change your role just because you’re on parental leave, and they shouldn’t refuse a valid request without a proper reason. Your union can explain your rights and help speak to your employer to sort it out.

If it’s not resolved, your union can help take the issue to the Fair Work Commission, which can step in and make sure your employer follows the law.

Parental Leave – Frequently Asked Questions

The Federal Government’s Paid Parental Leave scheme is paid at the national minimum wage and is paid to employees during a standard pay cycle. The scheme is funded by the Government, although employers must process payments through their payroll in most cases.

PPL cannot be provided in one lump sum payment, nor can you take it at half pay. PPL is gender-neutral and any parent of a child is eligible.

Employees must have worked for at least 10 of the 13 months before birth or adoption of their child, for a total of at least at least 330 hours.

Employers are not permitted to decrease your rate of pay or change your role within the company because you are on parental leave or for reasons including that reason.

Employees may also be entitled (under the Fair Work Act) to 52 weeks of unpaid parental leave from their employment, if they have had 12 months of service with an employer.

 

Prior to July 2023, the PPL scheme provided two payments: Parental Leave Pay (for the primary carer) and Dad and Partner Pay (for partners and fathers). For children born after 1 July 2023, this has now been combined into one payment and the PPL scheme has been expanded to include both birth and non-birth parents.

Thanks to a long campaign by union members, the reserved number of days for the partner will increase to 20 days from 1 July 2026, and families will have access to 26 weeks (130 days) in total – with a minimum of 20 days reserved for each parent.

 

Parents who are sharing their parental leave can take up to 10 days (two weeks) off at the same time (concurrent leave). This will increase to 4 weeks (20 days) in 2026.

Exemptions to this rule are available in cases of pregnancy complications and illnesses, or if the child is hospitalised for at least 14 days following birth.

Exemptions are also available following multiple births, stillbirths and deaths, as well as following a caesarean. This exemption is requested at the time of making the claim.

 

To be eligible you must meet an income test and the work test. The income test can be calculated either based on your individual or family income.

Individuals earning more than these amounts can use the family income test. To pass this test, you and your partner’s combined adjustable taxable income must be below the threshold in the relevant financial year.

To pass the work test, you must have worked for 10 of the 13 months before the birth or adoption, and worked a minimum of 330 hours in that 10-month period.

Residency requirements and some exemptions to the test apply in some cases, however, thanks to recent changes won by union members, partners of birth parents can still access PPL even if the birth parent doesn’t meet work or residency tests. To confirm whether you are eligible, visit Services Australia.

 

If you are eligible for this scheme, you will be paid at the national minimum wage rate during the time you are on parental leave.

The National Minimum Wage is $26.44 per hour, as of 1 July 2026.

In addition to Government-funded PPL, employers often provide their own PPL or top up payments so that an employee receives their full replacement wage rather than the minimum wage. Employer-funded PPL and/or top-up payments may be found in enterprise agreements, policies or employment contracts.

Employees with 12 months of service or more are entitled to 12 months unpaid parental leave, and are entitled to request a further 12 months of unpaid parental leave (which the employer can only refuse if they have reasonable business grounds).

The number of days of Government-funded PPL that employees are entitled to are set out above, and will increase by 2 weeks in 2026.

In addition to these minimum entitlements, enterprise agreements, workplace policies or employment contracts may provide other employer-funded benefits.

From 1 July 2026, eligible families can access up to 26 weeks of paid parental leave (PPL) for a child born or adopted after this date. This duration is a result of a staged increase, allowing parents more time away from work to care for their new child.

Yes, from 1 July 2025, the Federal Government pays 12% superannuation on Commonwealth Paid Parental Leave payments. This change helps address the gender gap in super savings. Some employer-funded schemes may also include super contributions.

Government-funded PPL must be paid according to your normal pay cycle. For example, if you usually receive a fortnightly payment, then this is how you will receive your parental leave pay. It is not possible to take this amount at half pay, over an extended period.

If you have employer-funded leave, your enterprise agreement, employment contract or workplace policies may allow you to take leave at half-pay.

If you have been employed for at least 12 months (excluding any unauthorised absences), then you have the right to take up to one year of unpaid leave from work. You also have the right to request a further 12 months’ unpaid parental leave.

If you are a casual employee, you also have the right to take unpaid parental leave so long as:

  • You have been working for the same employer on a regular basis for at least 12 months
  • You would have continued to work for your employer if you had not adopted or had a child

There is nothing to stop you from accessing both at the same time – meaning you can organise both paid and unpaid leave concurrently. However, because the work test and minimum period of employment for the PPL scheme and unpaid parental leave are slightly different, there may be some circumstances where you may qualify for one before you qualify for the other.

Some enterprise bargaining agreements, policies or contracts also provide paid parental leave and/or top up payments on top of the Government’s PPL scheme. This means that you will receive payments from both your employer and the Government during this time.

Eligibility for payment from your employer is dependent upon your Award and agreements, so it is advisable to discuss this prior to your leave period commencing.

If you are pregnant, you can start your unpaid parental leave up to six weeks before your due date. If you would like to begin your leave sooner than that, it is possible to arrange this with your employer.

If you are not giving birth, such as in the case of a partner or an adoption, then your leave will commence on the date of birth or placement of the child. Payment under the PPL scheme does not commence until after the child has been born.

Yes, the Paid Parental Leave scheme is gender-neutral and flexible. Parents can share the total leave entitlement as they see fit, and can take up to 10 days of concurrent leave (increasing to 20 days in 2026) to care for their child.

For children born after 1 July 2023, there are no longer separate ‘paternity leave’ payments. Instead, the total PPL can be shared. From 1 July 2026, each parent will have 20 days of reserved leave that only they can take.

Yes, you can work during parental leave by utilising ‘Keep in Touch’ days. You are entitled to 10 such days, where you can return to work occasionally. Your employer must pay you your standard wage for these days, in addition to your PPL.

Yes, casual employees can take unpaid parental leave if they have worked for the same employer on a regular basis for at least 12 months and would have continued working if not for the child’s birth or adoption.

The ‘double-dip strategy’ refers to combining the government’s Paid Parental Leave (PPL) scheme with employer-provided paid parental leave or top-up payments. Many enterprise agreements offer additional paid leave, allowing employees to receive payments from both their employer and the government concurrently.

If you are planning another child, you do not need to wait 12 months after your previous parental leave to take leave again. The entitlement to parental leave can be accessed for subsequent births or adoptions without a waiting period.

Want better than statutory? Your union negotiates the best parental leave

While the Federal Government’s Paid Parental Leave scheme provides a baseline, union members know that statutory minimums are just the starting point. Through collective bargaining, unions negotiate Enterprise Agreements (EBAs) that deliver superior parental leave benefits. This often includes employer-funded leave, topping up government payments to your full wage, or extending leave duration beyond the legal minimum. Secure the best support for your family’s new arrival. 

Are you already a union member?

Reach out to your union for more specific information about how you and your workmates can make the most of your rights at work.

Not yet a member?

Joining your union is the most powerful decision you can make to protect your rights at work.