Multiple Employments
Find out how parental leave and benefits apply if you have more than one employment.
If you have multiple employments
Depending on your work arrangements, you may qualify for either the leave schemes or the benefits schemes. If you qualify for leave under any of your employment, you can only be entitled to the leave schemes and cannot claim from the benefits schemes for your other employment. Prevailing eligibility criteria for the respective leave and benefits schemes apply across all employments.
Based on the example below, the father is entitled to the leave schemes under Employer A. As such, he is not entitled to benefits schemes in respect of his employment with Employer B.
| Employer | Work arrangement | Eligibility |
|---|---|---|
| Employer A | Served Employer A for a continuous period of 3 months before child’s date of birth. | Eligible for Government-Paid Paternity Leave and Shared Parental Leave. |
| Employer B | Served Employer B for at least 90 days in the 12 months immediately before child’s date of birth. | Not eligible for Government-Paid Paternity Benefit and Shared Parental Leave Benefit due to qualification for leave schemes under Employer A. |
Claiming leave across multiple employers
Government-Paid Maternity Leave (GPML), Adoption Leave (AL), Government-Paid Paternity Leave (GPPL) and Shared Parental Leave (SPL)
If you have multiple employers and are eligible for the above leave schemes under one or more of your employments, you will continue to be entitled to paid leave with your employments, and your employer(s) may submit claim(s) for the leave you took.
For claims in respect of parents with child born / Formal Intent to Adopt (FIA) date on or after 1 Apr 2025, the limits for reimbursement will be implemented on a “per-parent” basis, with the reimbursement limit of $2,500 per week for the above birth-linked schemes.
Claim processing will be deferred until all employers have submitted their claims, or until 15 months from the child’s date of birth or Formal Intent to Adopt (FIA) date, whichever is earlier. If an employer receives less than what they paid you due to apportionment, they may recover the difference from you.
Reimbursement is apportioned (i.e. divided proportionally) across your employers using the following formula:
(Individual employer’s claim amount ÷ Total claim amount across all employers) x Per parent reimbursement limit
If you are concurrently self-employed and are eligible for above leave schemes based on prevailing eligibility criteria, we will process the claim as self-employed person up to the per-parent reimbursement limit. If the limit has been reached by the claims from multiple employers, the claim as self-employed person will be rejected.
We are prioritising these claims from your employers (over claims as self-employed), to be fair to the employers, as they have already paid the employee salary on months that you were on leave.
Government-Paid Childcare Leave (GPCL) and Extended Childcare Leave (ECL)
For claims submitted on or after 1 Apr 2025, the claim in respect of a parent with multiple employment will be paid up to the per-parent reimbursement limit. For childcare leave schemes, the reimbursement limit is $500 per day across all employments.
For GPCL and ECL, the apportionment formula does not apply. You must take the leave on the exact same dates across all your employments. Claims submitted across multiple employments will be reimbursed on a first-come-first serve basis, up to the per parent reimbursed limit. Once the limit has been reached, any subsequent claims will be automatically rejected.
