Maternity leave is a vital part of preparing for a new baby, providing time to recover, bond, and adjust to life as a parent.
In Australia, maternity leave entitlements vary depending on employment type, eligibility, and location. Understanding your rights can help you plan for this important life stage with confidence.
At eairwoman, we’re here to empower you with the knowledge and tools to make informed decisions about your financial and career future.
Let’s uncover all you need to know about maternity leave in Australia.
How Long is Parental Leave in Australia?
Maternity leave in Australia typically includes unpaid parental leave and, for eligible parents, Paid Parental Leave (PPL) through the government. The specifics of leave entitlements, however, can vary slightly across states and territories.
Unpaid Parental Leave Entitlement & Length
Under the Fair Work Act 2009, eligible employees are entitled to:
- 12 months of unpaid parental leave, with the option to request an additional 12 months.
- This leave applies to full-time, part-time, and long-term casual employees who have worked for their employer for at least 12 months.
Paid Parental Leave (PPL) Entitlement & Length
The Paid Parental Leave scheme provides up to 18 weeks of pay at the National Minimum Wage for eligible working parents. Additional state-specific programs and employer benefits may also apply.
From 1 July 2026, this entitlement will increase to 130 days of Paid Parental Leave. This means parents of babies born after 30 June 2026 will be able to claim 26 weeks of paid leave.
If you submit your leave claim prior to July 1, you will only receive 120 days of leave. You can have the additional 10 days added to your balance by providing proof that the child was born, or came into your care, on or after 1 July 2026.
State-by-State Overview
New South Wales (NSW)
In NSW, eligible employees receive the standard 12 months of unpaid leave under national laws. Many workplaces offer additional paid leave options, so check with your employer.
Learn more about maternity leave in NSW.
Australian Capital Territory (ACT)
Similar to NSW, ACT residents are entitled to 12 months of unpaid leave. Some ACT-based employers offer paid parental leave policies that complement the government scheme.
Learn more about maternity leave in ACT.
Queensland (QLD)
In QLD, employees are entitled to the national 12 months of unpaid leave.
Learn more about maternity leave in QLD.
South Australia (SA)
SA follows national parental leave standards, with some employers offering additional benefits. Public sector workers often receive more generous maternity leave provisions.
Learn more about maternity leave in SA.
Western Australia (WA)
WA employees have access to 12 months of unpaid leave under national laws. Private-sector employers may offer supplementary leave benefits or flexibility arrangements.
Learn more about maternity leave in WA.
Victoria (VIC)
Victorians are entitled to 12 months of unpaid leave, with additional support from employers in some sectors.
Learn more about maternity leave in VIC.
Tasmania (TAS)
In TAS, the standard 12 months of unpaid leave applies, alongside potential additional benefits offered by employers in industries like healthcare and education.
Learn more about maternity leave in TAS.
Who Is Eligible for Parental Leave?
To qualify for parental leave, you must:
- Be an employee who has worked continuously for your employer for at least 12 months.
- Notify your employer at least 10 weeks in advance of your intended leave date.
If you’re unsure about your entitlements, check the Fair Work Ombudsman for more details.
Parental Leave in Australia is not gendered, so it can be taken by any parent regardless of gender. If you’re raising your child with a partner, it’s important to discuss with them how much leave you’re both planning on taking and when you’re planning to take the leave prior to the birth of your child.
Most workplaces do not pay superannuation on Parental Leave, you should factor in how this will impact your long-term savings and retirement goals when deciding how much Parental Leave you will take.
Here are some more details about the eligibility criteria you must meet before applying for Paid Parental Leave:
Work Test
The Work Test is the working requirements you must meet to be entitled to Paid Parental Leave.
To pass the Work Test, you must have worked:
- 10 of the 13 months prior to the birth or adoption of your child
- A minimum of 330 hours (which is an average of 1 day per week) in that 10 month period
There are some exceptions that allow you to claim Parental Leave without meeting the Work Test, these include:
- If you had a pregnancy related illness or complications that prevented you from working
- If your child’s birth was premature
- If your job or workplace is dangerous or hazardous
- If you’re affected by family and domestic violence
- If you or someone you provide care for has a severe medical condition
- If you’re affected by a natural disaster
To gain the exemption, you will need proof that you experienced one of the above scenarios. To learn exactly what proof you need for each exemption, visit the Services Australia website.
Income Test
When evaluating you for the income test, the government will look at your adjusted taxable income from the financial year prior to the date of your claim or the child’s birth or adoption – whichever date is earlier is the date used.
To receive Parental Leave Pay, you must have an individual adjusted taxable income of $180,007 or less.
If you don’t meet the individual income test, you can use the family income test. When using the family income test, you and your partner need to have a combine adjusted taxable income of $373,094 or less.
Residency Rules
To receive Paid Parental Leave from the Australian government, you must have one of the following:
- Australian citizenship
- A permanent visa
- A Special Category visa
- A partner provisional visa
- A temporary protection visa
You must meet this criteria on the day of your child’s birth or adoption, and on any days you access Parental Leave Pay.
How Paid Parental Leave Works in Australia
Paid Parental Leave at a Glance
| What is Covers | Key Detail |
| Payment rate | Paid at the National Minimum Wage and taxed like income. |
| Current amount | For children born or adopted from 1 July 2025 to 30 June 2026, families can access up to 120 days, or 24 weeks based on a 5-day week. |
| Next increase | For children born or adopted from 1 July 2026, this increases to 130 days, or 26 weeks. |
| Who pays it | Services Australia pays the entitlement, though some employers may deliver the payment through payroll in certain cases. |
| How it is paid | It can be taken as individual days rather than one continuous block, provided you are caring for the child and not working on those days unless an allowable reason applies. |
How Much Parental Leave Pay Do You Get?
The amount you receive is based on the National Minimum Wage, not your usual salary. That means the payment may be lower than your normal take-home pay, so it’s worth planning ahead if you expect a gap between your regular income and your leave payment.
The payment is also taxable, so the amount that lands in your bank account will usually be less than the gross rate.
Because the National Minimum Wage changes over time, the daily and weekly rate of Parental Leave Pay can also change. Services Australia updates the rate in line with those changes.
How Payments Work in Practice
Paid Parental Leave is more flexible than many people expect. You do not have to use all of your paid days in one unbroken stretch. Instead, the days can be used in a way that suits your family, as long as you are caring for your child and not working on the days you claim. These days can include weekdays, weekends, public holidays, or days when you are on another kind of leave from work.
This means some parents choose to:
- take their Paid Parental Leave in one longer block soon after birth or adoption
- spread days across a longer period to extend their time at home
- keep some days for later in the first two years, depending on what works for their work and care arrangements.
Can Parents Share Paid Parental Leave?
Yes. Paid Parental Leave can be shared between parents. This gives families more flexibility to decide who takes leave, when they take it, and how care is managed across the first two years after a child arrives.
Some key points to understand are:
- If you are the birth mother or first adoptive parent, you can choose to share some or all of your Parental Leave Pay with the other parent
- If you have a partner, some Paid Parental Leave days are reserved for them and cannot be transferred back to you if they are not used
- From 1 July 2026, 20 days of Paid Parental Leave will be reserved for the other parent if you have a partner
For couples, this can make it easier to plan a staggered approach to leave, where one parent takes time off first and the other takes leave later.
How Parental Leave is Usually Taken
When people talk about parental leave, they are often referring to a mix of unpaid parental leave, government Paid Parental Leave, and sometimes employer-funded leave if their workplace offers it. The exact structure can look different from one family to the next, but a common approach is:
- Begin employer-paid leave or unpaid parental leave shortly before the expected birth
- Receive Paid Parental Leave during your time away from work
- Continue on unpaid leave after the paid component ends, if needed
- Return to work at the end of the agreed leave period.
When Can Leave Start?
For the pregnant employee, unpaid parental leave can generally start up to 6 weeks before the expected birth date, or earlier if the employer agrees. If it starts later, it usually begins when the child is born. For a partner or non-birth parent, leave must start and end within 24 months of the birth or adoption.
For adoptive parents, parental leave is usually taken from the date the child is placed in their care, although some related pre-adoption leave may also be available in certain situations.
Your Rights When Returning to Work
When you take parental leave, you have the right to return to the job you held before going on leave. If that exact job no longer exists, your employer must give you an available position that is nearest in status and pay to your pre-leave role.
Employees returning from parental leave may also have the right to:
- Request flexible working arrangements, such as different hours or work patterns
- Return to the role they held before any pregnancy-related transfer to a safe job or temporary reduction in hours
- Discuss an earlier return to work, although this usually requires employer agreement if it changes the original leave plan
Why This Matters for Financial Planning
Understanding how Paid Parental Leave works can help you map out more than just your time away from work. It can also help you estimate how long your income may change, when your cash flow may shift, and how you and your partner want to divide leave across the first year or two of parenting.
How the eairwoman app Can Help You Prepare
Taking time off for maternity leave can impact your financial situation, particularly your superannuation.
The eairwoman app is designed to help you:
- Plan for Career Breaks – Use the “What-If” scenario calculator to see how maternity leave might affect your retirement savings.
- Track Your Finances – Organise your income, expenses, and savings to stay financially secure during and after your leave.
- Explore Contributions – Learn how small adjustments to your super contributions can offset career breaks.
Take Charge of Your Maternity Leave with the eairwoman app
Understanding your maternity leave entitlements can ensure confident planning for your financial future.
Whether you’re in NSW, VIC, or any other state, knowing your rights and using tools like the eairwoman app can help you go through this important time.
Download the app today to start planning your maternity leave with ease. If you have any questions, feel free to contact us.
