Maternity Policy

At the University of Newcastle, we recognise that family and caring responsibilities—including maternity leave—are essential and valid parts of life for many of our staff and students. Our Balancing Family / Carer Responsibilities with Work and Study Policy, effective from 23 May 2023 and in place throughout 2025, establishes a framework to support women’s continued participation in work and study through parental leave, flexible arrangements and practical support for parents and carers.

The policy applies to both staff and students and recognises that family responsibilities must not prevent equitable access to educational and employment opportunities, and promotes shared caregiving across genders.

Maternity and parental leave for staff

In 2025, the University’s Academic Staff and Teachers and Professional Staff Enterprise Agreements provided eligible continuing, fixed-term and contingent staff who had worked at the University for at least 12 months with 26 weeks of paid primary-carer leave for the birth, adoption or fostering of a child. This entitlement could be taken at full pay or spread over up to 52 weeks at a proportionate rate. Eligible partners could access three weeks of paid non-primary-carer leave, with arrangements for a partner who subsequently became the primary carer.

The 2023 enterprise agreements also set out unpaid leave entitlements, pregnancy-related provisions, surrogacy leave, keeping-in-touch arrangements and rights on returning to work. Eligibility and approvals depend on the applicable employment conditions.

The University’s workplace gender equality report dated 23 May 2025 independently records employer-funded paid parental leave for eligible employees, including leave relating to birth, adoption, surrogacy, stillbirth and fostering. The report also confirms that the University had formal policies supporting employees with family or caring responsibilities and arrangements to support flexible work and continuity of employment.

Flexible work and return from parental leave

To assist staff with family responsibilities—including maternity leave—we offer a range of provisions under our enterprise agreements and employment contracts. These include personal leave, parental and surrogacy leave, partner leave, purchased leave schemes for eligible professional staff, flexible working arrangements and flex-time, job sharing, and negotiated return-to-work arrangements following parental leave.

The University’s Managing family responsibilities service information also describes keeping-in-touch arrangements during leave, supporting parents to maintain their connection with the workplace and plan their return.

Breastfeeding support and family-friendly facilities

As an accredited Breastfeeding Friendly Workplace, the University of Newcastle provides practical support to help staff balance their professional and parenting responsibilities. Staff returning from maternity leave are entitled to two paid 30-minute breaks each day for breastfeeding or expressing milk, supporting their transition back to work.

Dedicated parenting rooms are available at Callaghan, Newcastle City, Gosford and Sydney campuses, providing private spaces for breastfeeding, expressing and storing milk, and changing babies. These facilities help create a supportive and inclusive workplace for staff with young children.

The policy also recognises the importance of accessible, high-quality and affordable childcare. This includes supporting childcare options for staff and students, recognising the need for vacation, temporary and emergency care, and providing breastfeeding and baby-changing facilities wherever practicable.

Support for students with parenting responsibilities

We aim to offer flexible arrangements to ensure that family responsibilities do not unduly impact study or employment. The University’s policy asks lecturers, tutors and supervisors to treat reasonable requests sympathetically when a parent needs to bring a child to class or work—for example, following a childcare disruption—although permission is required and remains at the discretion of the relevant staff member.

The University Library also provides family-friendly Carers and Kids Rooms, equipped with toys, books and activities, where students can study while supervising their children.

Inclusive family and caring responsibilities

We respect that families take many forms. Our definition of family is inclusive of same-sex and de facto partners, extended and kinship networks, and culturally diverse family structures. All genders share family and carer responsibilities, and we strive to ensure these responsibilities are recognised and accommodated.

We comply with the New South Wales Anti-Discrimination Act 1977, which the University policy identifies as protecting people from discrimination in education or employment on the grounds of family or caring responsibilities.

We encourage shared care, where all genders participate in caring and family roles. We are also mindful of cultural differences in family structures and carer responsibilities and seek sensitivity in the implementation of our policies.

By combining a formal maternity and family-responsibilities policy with paid parental leave, flexible work and study, breastfeeding facilities and practical childcare support, the University of Newcastle helps parents continue their education and careers. These arrangements strengthen women’s participation while recognising diverse families and shared caring roles.