Parental leave is the statutory leave the Basic Conditions of Employment Act (BCEA) gives to an employee who becomes a parent but is not the one taking maternity leave - most commonly a father, or a partner in a same-sex relationship.
What it means
The entitlement runs for ten consecutive days and, like maternity leave, is unpaid under the BCEA's statutory minimum. The employee can instead claim a parental benefit from the UIF for the period, again conditional on UIF contributions being up to date.
Where it fits in
Payroll stops ordinary pay for the leave period unless the employer's policy provides otherwise, and supports the employee's UIF claim with accurate contribution records, the same way it does for maternity leave.
Key rules
- Statutory entitlement is ten consecutive days, available from the date the child is born or placed.
- Unpaid under the BCEA - any continued salary is a matter of employer policy or contract.
- Income replacement is typically claimed as a UIF parental benefit, subject to up-to-date contributions.
- Applies regardless of the employee's gender - it is defined by parental status, not maternity.
