Maternity leave - FAQs
See also: Maternity leave workflow, leave FAQ
Below is an overview most frequently asked questions on Maternity Leave received by Benefits and Entitlement Services and the answers to same.
Maternity leave period
Can Maternity leave be requested for a consecutive period followed by individual separate days over, for example, several weeks to reach the 16 week entitlements?
No, according to Staff Rule 6.3 on Maternity leave, the entitlement to Maternity leave is for a total period of 16 weeks. These 16 weeks are considered continuous and cannot be taken in different periods.
It is possible to return earlier as explained in the POPP, ref. 10: 'At the request of the staff member, an earlier date of return may be permitted, provided a minimum period of six weeks following delivery has elapsed.' Or there can be a combination of Maternity leave with half-time work.
Can Maternity leave be interrupted or postponed?
There is no possibility to interrupt and postpone the Maternity leave period. Any unspent Maternity leave days are 'lost' if the staff member choses to stop her Maternity leave prior to using up the 16 weeks Maternity leave entitlement.
Can staff member take a break in Maternity leave to go on Home leave and then resume the Maternity leave afterwards to complete the 16 weeks?
No, the entitlement to Maternity leave is for a total period of 16 weeks and these 16 weeks are considered continuous and cannot be taken in different periods. However, if the staff member wants to exercise her Home leave travel entitlement during the Maternity leave that is possible provided that all eligibility criteria for Home leave travel are met.
Can Maternity leave period be extended if the staff member goes on Maternity leave 6 weeks before due day and delivery is delayed so that staff member don't have 10 weeks left for post- delivery period?
Yes, according to POPP staff member must have a minimum of 10 weeks of post-delivery Maternity leave. In cases where a staff member has started maternity leave 6 weeks prior to expected delivery date and the actual delivery date is later than the estimated the Maternity leave is extended to ensure that the staff member has 10 weeks post-delivery Maternity leave. In these cases, it is important to receive documentation from the doctor on the expected due date as well as copy of the delivery document with the exact date of birth so that we can establish the correct pre- and post-delivery periods.
Extension of appointment in connection with Maternity leave
Should the appointment be extended if a Temporary Appointment holder is going on Maternity leave and the appointment expires during the Maternity leave?
As per provision in the POPP, ref. 23, 16 weeks of Maternity leave is provided for Temporary Appointment holders. It the appointment is due to expire during the Maternity leave, the appointment will not be extended to cover the full duration of the leave. Instead, the staff member will be paid for each day of unused Maternity Leave.
In such cases, please contact the Benefits and Entitlements Services HR focal point who will calculate the amount of salary due to the staff member and ensure release via payroll.
Should the appointment be extended if a Fixed Term Appointment holder is going on Maternity leave and the appointment expires during the Maternity leave?
Yes, the appointment should be extended to cover the full period of the Maternity Leave as per provision in the POPP, ref. 20-22.
Commencement of Maternity leave
May a staff member who has been declared fit to work up until one week from estimated date of birth of the child continue to work until such time?
This is not allowed. According to the POPP, ref. 6, the Maternity leave cannot commence less than two weeks before the anticipated date of birth.
Entitlement to Maternity leave
Will there be a Maternity leave entitlement for a child born just before staff member is supposed to enter on duty upon hire?
No, it is a requirement for both Maternity (and Paternity Leave) that the child is born on or after the entry on duty date.
Half-time Maternity leave
How will a staff member record half-time Maternity leave?
It is possible to work half days/half days Maternity leave up to 4 weeks from the 12th week of the 16 weeks Maternity leave period. In that case the staff member would need to create two separate Maternity leave requests in eServices/My Leave.
The staff member would need to:
- Apply for the first Maternity leave period for e.g. 12 weeks or more (the system will default to 16 weeks, but the end date can be overwritten) and submit it.
- Apply for the second Maternity leave period for e.g 4 weeks or less (the system will default to 16 weeks, but the end date can be overwritten) and then use the half day option 'All leave days half days' (see below). It is important that the total of the two Maternity leave periods is 112 days. Please note the 112 days include weekends and holidays. Example: if you want to use the last week of the 16 weeks as a half day option, the period you apply for is double up, in this case two weeks.
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