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. In accordance with our 2024 Balancing Family / Carer Responsibilities with Work and Study Policy, we are committed to ensuring that these responsibilities are met with understanding, flexibility, and practical support. This policy was effective the 23rd of May 2023 and will be reviewed the 23rd of May 2026.

Here's how we support familial work/life balance:

1. Inclusive Definition of Family and Carers
   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.
2. Legal Compliance and Non‑Discrimination
   We comply with the New South Wales Anti‑Discrimination Act 1977, under which it is unlawful to discriminate against any person in employment or education because of their family or caring responsibilities.
3. Supportive Leave and Flexible Arrangements
   To assist staff with family responsibilities—including maternity leave—we offer a range of provisions under our enterprise agreements and employment contracts. These include, but are not limited to:
   • Personal leave, parental leave (including for surrogacy) and leave for partners;
   • Purchased leave schemes;
   • Flexible working arrangements and flex‑time;
   • Job sharing;
   • Return‑to‑work plans following parental leave.
4. Facilities and Services
   We understand that practical supports make a difference. Accordingly, we endeavor to provide:
   • High‑quality, affordable child‑care facilities for both students and staff;
   • Vacation, temporary, and emergency child‑care options;
   • Accessible facilities such as ramped entrances, baby‑change and breastfeeding rooms;
   • Consideration for occasional needs such as when child‑care arrangements fail or during pupil‑free days.
5. Flexibility in Study & Work
   We aim to offer flexible arrangements to ensure that family responsibilities do not unduly impact study or employment. This includes sympathetic consideration of requests to bring children to class or work in special circumstances, flexible schedules, and the opportunity to negotiate working or study arrangements that better accommodate responsibilities outside the University.
6. Shared Responsibility and Cultural Sensitivity
   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 our implementation of policies.

We believe that by embedding these principles into our culture and operations, we foster a more inclusive, equitable, and supportive University — one where staff and students do not have to choose between their family responsibilities and their academic or professional growth.