How is parental leave calculated

The rest of New Zealand is at Alert Level 2. Mediations are being held by phone and video conference in the Auckland region. The parental leave payment is a weekly payment for one continuous period of up to 26 weeks.

Some employees qualify for parental leave payments by adding together their hours from more than one job to meet the 10 hours a week criteria. For these employees, the ordinary weekly pay or average weekly income from their different employers will also be added together to work out their total ordinary weekly pay or average weekly income.

For each employment, ordinary weekly pay is the amount of pay that the employee receives under their employment agreement for an ordinary working week. It includes:. Please download the appropriate version of the instructions for the employee taking leave. Please note that these instructions may be updated.

You can contact the Office of Labor Standards Enforcement at pplo sfgov. The father should have started his paternal quota on 16 October, but has chosen to postpone it until 4 November because he is working. Read more about which income is included in the calculation of monthly income. As a general rule, the monthly income is determined on the basis of the average of the income reported to the a-ordning scheme in the last three calendar months before the first day of absence.

Example: Kari Nordmann is going to start receiving parental benefit on 7 January first day of absence. Exceptions from the main rule There are some exceptions from the main rule that it is important for employers to be aware of when calculating the basis for employees: If the employment relationship is so short that income has not been reported to the a-ordning scheme for three full calendar months, you should use the income in the period in which the employment relationship has existed.

You must convert the income in this period to a monthly income. If the employee has had a permanent change in their pay during or after the calculation period, but before the first day of absence, you should use the period after the change in pay. If the employee has had legal absence from work without pay in the calculation period, you should use the income the employee would have had if he or she had been working.