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Key results

Carers Leave

12 weeks paid primary carers leave.

Return to work

87% of employees returned to work after parental leave in 2016.

Male uptake

26% of our employees taking paid primary carers leave are males since our policy change in 2015.

If you have a question about our flexible workplace options, feel free to contact us for more information.

Why is this important?

You shouldn’t have to choose between a life and a career. So we’re focused on creating a flexible workplace to accommodate the diverse needs of our people, because we want them to be able to make the most of both their careers and their life.

What do we do?

We continue to offer a range of flexible working options, including job sharing, working from home, variable start and finish times and extended leave. So whether you’re starting a family, coming back to work or transitioning to retirement, we have ways we can help. Read our full range of flexible working arrangements.

We offer support to parents

If you're a new parent, we offer a whole year of parental leave with 12 weeks’ pay. This is available to all eligible employees, regardless of gender. For the 40 weeks of your unpaid parental leave you’ll accrue long-service leave and receive super contributions (capped at the Maximum Contribution Base) upon your return to work as well as have a pay review.

We also offer two weeks’ secondary career’s leave, so non-primary caring parents can spend time with their newborn that can be taken within the first 12 months.

We have tools and resources to support new parents. Our parental leave toolkit provides support and information to make the transition from work to parental leave, and back again. And while you're away, a newsletter will keep you in-the-loop about what's been happening.

Making the return to work easier for parents

Returning to work can be a time of mixed feelings and changed priorities. We have a social networking group which can help you ease back in to work, connect with other parents and share tips to make life easier.

We can also support you when it comes to childcare. That’s why we have a childcare strategy based around offering quality, convenient and cost effective childcare options for our employees. This includes facilities at or near some of our major office locations, and discounted childcare options.

We’re happy to look at ways of working that make it possible to balance work and parenting. After all, we want our employees to be their best, no matter what stage of life they're at.

Support for transitioning to retirement

Today, retirement is seen as a time when people make the most of life. But even so, the transition from full-time work can take some adjustment. Our MyFuture program provides support for mature age employees to help them as they prepare for retirement.

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You might be interested in

Workplace flexibility

Helping our people make the most of both their career and their life.

Gender equality

We’re committed to promoting gender equality in the workplace and helping our women thrive at work.

Health and wellbeing

We’re committed to promoting health and wellbeing for our employees, our customers and in the broader community.

Performance and remuneration

We believe in attracting, retaining and motivating our employees through a competitive and market-aligned approach.