YMCA South Australia, People & Culture

Paid support for new parents, on top of the government payment

From 1 January 2027, the Y tops up the pay of eligible staff on unpaid parental leave, bringing it closer to what they normally earn each week.

Primary carer: 12 weeksFrom the first day of unpaid parental leave
Secondary carer: 2 weeksFrom the first day of unpaid parental leave

Weeks run back to back and do not pause or extend. Government Parental Leave Pay is separate and is not reduced.

1 Jan 2027Leave starting on or after this date
Once per childTwins or siblings placed together count as one
Normal pay cycleSuper and PAYG apply

How much is the top-up?

The Y pays the gap between the employee's ordinary weekly earnings and the weekly National Minimum Wage (the rate Government Parental Leave Pay uses). Try it with your own numbers.

Carer role
Employment type
Your contracted ordinary hours.
Exclude casual loading. Use your primary role (the one with the most hours).
National Minimum Wage from 1 July 2026. Payroll uses the rate current when leave starts.
Weekly top-up from the Y
$0
before tax, on top of Government Parental Leave Pay
Reference rate (Gov PLP)Y top-upOrdinary weekly earnings: $0
These earnings are at or below the reference rate, so no top-up applies.
$0Total top-up over 12 weeks
0Hours per week used

This is an estimate. Payroll confirms the final figure when leave starts.

Who is eligible

Anyone entitled to, and taking, a continuous block of unpaid parental leave under the National Employment Standards (NES).

Covered

  • Birth of a child
  • Placement of a child under 16 for adoption
  • Staff who can't get Government Parental Leave Pay (for example, due to visa status). The top-up is the same amount; the Y does not replace the government payment.
  • Both parents at the Y: each claims for their own carer role

Not covered

  • Leave that started before 1 January 2027
  • Foster care or permanent care orders (the CEO can consider these case by case)
  • Flexible parental leave days
  • Claiming as both primary and secondary carer for the same child
  • A subsequent child, unless the employee returned to work after their last parental leave with the Y and completed 12 months of continuous service before the new leave starts. Keeping in touch days don't count as a return.

Primary or secondary?

The primary carer has principal day-to-day care of the child. For the first 6 weeks after a birth, the birth parent is presumed to be the primary carer unless there's reasonable evidence they can't provide care. If the role later moves from one parent to the other, a secondary carer can claim the primary top-up, less what they've already received.

For a subsequent child who does qualify, the Y reassesses eligibility and recalculates the top-up when the new leave starts.

When the top-up stops

Payments end, with no further weeks paid, from the date any of these happen.

Not returning

The employee gives notice they won't come back.

Leave is broken

Any paid work for the Y, other than keeping in touch days.

Employment ends

Resignation or termination.

Not eligible

Eligibility wasn't met, or false information was given.

Keeping in touch days

Staff can agree to work the odd day during leave without losing the top-up.

Top-up keeps goingA KIT day doesn't break continuity.
Paid in full, on topNormal rate, including loadings and penalties. The top-up isn't reduced.
Doesn't extend the periodThe 12 or 2 weeks still run from the first day of leave.
Not a return to workIt doesn't start any 12-month clock.
Check with Services AustraliaDon't claim a Gov PLP day for a KIT day.
No leave accruesThe top-up isn't paid leave, so annual and personal leave don't build up.

Coming back, and when repayment applies

An employee repays part of the top-up if they don't return, or if they resign (or are dismissed for serious misconduct) within 12 months of coming back. The amount drops for each full month worked.

Return12 months
Amount to repay
$4,500
$6,000 × 9 ÷ 12

Not returning at all counts as 0 months, so the full amount is repaid. Moving straight into leave for another child is not a failure to return. People & Culture can agree a repayment plan.

No repayment if the employee leaves because of

  • Genuine redundancy
  • Termination by the Y, other than for serious misconduct
  • Serious illness or incapacity of the employee, their partner or child
  • Stillbirth or the death of the child

The CEO (or delegate) can also vary the policy in genuine hardship or exceptional circumstances. Each case stands on its own facts.

Who does what

Employee

Tells their manager and People & Culture, following the Leave Policy and NES notice rules.

Manager

Supports the employee and sends eligibility or pay questions to P&C.

People & Culture

Receives notice, confirms eligibility and supports the employee.

Payroll / Finance

Calculates and pays the top-up, with PAYG and super.

CEO

Approves the policy and decides discretionary cases.

Questions about eligibility, calculation or payment go to People & Culture.