“The crux of the case is about unequal treatment of persons. (Extract from judgment below)
The recent High Court judgment which declared unconstitutional differences between maternity, paternity, parental, adoption and surrogacy leave has received a lot of media attention, much of it focusing on the reasons for the decision – but what has actually changed on a practical level for employers and their employees?
In summary, the Court has given Parliament two years to remedy those sections of two Acts – the BCEA or Basic Conditions of Employment Act and the UIF Act – that discriminate unfairly between mothers and fathers and between different sets of parents on the basis of whether a child was born of the mother, conceived by surrogacy or adopted.
Employers and employees – what you need to know
The matter now goes to the Constitutional Court for confirmation of the declaration of invalidity and of the Court’s interim order that “…all parents of whatever stripe, enjoy 4 consecutive months’ parental leave, collectively. In other words, each pair of parents of a qualifying child shall share the 4 months leave as they elect.”
To break that down, all parents (regardless of gender or category) will, subject to confirmation by the Constitutional Court, be entitled to at least four consecutive months’ leave – what until now has been described in the BCEA as “maternity leave”.
To break that down simply –
- Single parents of any gender will be entitled to the full four months’ leave.
- A pair of parents will be entitled to the same leave, but they must share it between them They can choose how to take the leave – either one of them can take the whole period, or they can take turns taking leave. Both parents’ employers must, before the child’s birth, be notified in writing of the parents’ decision and of the periods to be taken by each parent.
- Adoptive parents will be entitled to the same leave when adopting children under two years of age.
- Surrogacy – the same leave will be available to a commissioning parent or parents (a “commissioning parent” is a person who enters into a surrogate motherhood agreement with a surrogate mother).
If it’s unpaid leave, a UIF claim may help…
The BCEA provides job security by obliging employers to grant parental leave rather than lay off new parents, but it does not force employers to make it paid leave. It will be unpaid unless your particular contract of employment specifies that it will be paid.
That’s where the UIF (Unemployment Insurance Fund) comes in, with its provision of “maternity benefit” claims. These will be available to all qualifying parents who are contributors to UIF.
Employers – take advice on how to update your leave policies to comply with these anticipated new provisions.
When work gets complicated, DKVG is here to assist. Our expert team is well versed in all aspects of employment law. Contact us.
Disclaimer: The information provided herein should not be used or relied on as professional advice. No liability can be accepted for any errors or omissions nor for any loss or damage arising from reliance upon any information herein. Always contact your professional adviser for specific and detailed advice.
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