The Consequences of Paid Parental Leave legislation

[Dave A]

The trouble with legislation is we don't always appreciate its consequence straight away. I noticed recent news that paid parental leave legislation had been approved by the National Assembly. At the time I didn't give too much thought as to how that might affect me as an employer in practice. As a new form of leave, I assumed the effect would be fairly mild to ease us into the concept.

Reading Mark Mfikoe's article on Paid Parental Leave legislation was certainly a wake-up call.

An employee who is a parent and who is not entitled to maternity leave, is entitled to ten consecutive days’ parental leave when that employee’s child is born. Ordinarily such an employee would be a male.

...

This is additional leave and is not to be deducted from the employee’s annual leave, leave bonus, sick leave or any such leave. Please note that this leave is not limited to the number of children per year. Three children from three different mothers at different times of the year means 30 days for one male employee. He also doesn’t have to be married to any of the mothers. You cannot limit the application of this provision with an employment contract either. If a Collective Agreement cannot stand against this bill, then an individual contract of employment has no chance.

Ouch!
This could become pretty hectic!