Overview

Becoming a parent is an amazing life-changing event & whilst you are at Camunda we want to be sure that you have the time to enjoy it!

We are excited to offer 20 weeks paid parental leave to all employees with 6 months service & successful completion of a probationary period (if applicable) regardless of gender/sexual identity. This policy applies to both childbirth and adoption. 



More detail on how it Works: 

  • You can take up to 20 weeks within the first year of parenthood, per birth or adoption event. 
  • If your local laws offer more, you are entitled to that. If they offer less, you still get the full 20 weeks through Camunda. 
  • In countries with statutory leave payments, you will be required to claim statutory Parental Leave pay (if you are eligible) and Camunda will supplement the difference.
  • Leave can be taken in one block, or broken up into a maximum of three blocks within the first year. 

We encourage you to take the time you need in a way that works best for you and your family. Early planning and communication with your manager/team will help ensure a smooth transition. We want to ensure work pressures don't impact your time off, and for this reason we advise early planning and communication prior to your leave. 

We are happy to discuss additional leave requests on a one-on-one basis. We understand that any journey to parenthood can come with complications & it's for this reason we are available for open  conversations on how we can help. 

 If you haven't been at Camunda for six months (or passed your probationary period)

Initially, you can take up to 21 consecutive calendar days of paid FTO from the time of birth or adoption event which will be deducted from the 20-week total. Full salary supplementation from Camunda will begin once you hit six months of service & have successfully completed your probationary period (if applicable) for the remaining Parental Leave balance. Depending on where you live, you may be able to receive statutory Parental Leave pay from the government to cover any unpaid time off.

If you have variable compensation 

The 20 weeks of paid parental leave is also applicable for Camundi on a Sales Incentive Plan. The company offers supplemental payments of 50% of the prorated annual variable target as long as the employee reached at least 85% of quota over the last six months. The payments will be made in accordance with the timeline described in their sales incentive plan (e.g. monthly or quarterly). 

Planning your Parental Leave

FTO may not be used to break-up Parental Leave blocks. Consecutive time off related to parental leave must be logged as Parental Leave in bob.

We encourage you to start planning with your manager at least 3 months before your anticipated leave and submit your required dates in bob at least 30 days in advance. Dates can be adjusted at a later time if needed. Having a tentative date will allow your manager and the People team to have visibility on your planned time off.  If possible, please begin planning sooner as some teams may require more time than others. 

Your 20 weeks of leave will start on the first day that you take off. You may decide to start your leave in advance of the arrival date or after the arrival, both of which are allowed. We encourage you to decide on what time period works best for you, your manager & your team. 

Please also be sure to check what your statutory entitlement is for parental leave. Most often this can be found on government websites or via a local authority. We don't have specifics on each country but in most cases this information is easily obtained.

Your contractual FTO amount will not be reduced and will continue to apply throughout your parental leave. 

If you are looking for the process we follow for this, see our playbook page.

Returning from Parental Leave

Please let your manager & the People Operations team know with as much advance notice as possible as to when you would like to return to work. This can help with planning and required communication. 

The People Operations team will reach out to you before your expected return date to make sure all is ok with your expected return. 

If you are looking for the process we follow for this, see our playbook page.

Additional Time Off & Flexible Return-to-Work

Should you need to take any additional time off following the 20 weeks of parental leave, please work with your manager & your PBP on this request. In accordance with local regulations and if applicable your contractual holiday entitlement / public holiday entitlement may continue to accrue during your 20 weeks parental leave and can be taken after your parental leave.

Additionally, you can use your FTO to shorten your work week to 60% full time equivalent (~3 day weeks) for up to 8 weeks following your return. If you choose a reduced schedule beyond 8 weeks, this would require a reduction in pay in alignment with this reduced schedule unless your local legislation accommodates otherwise. 

This FTO can be arranged in various ways to accommodate your childcare situation and facilitate a smooth return to work. For example, you can choose to work 3 days a week or 5 hours a day. If you choose to do this, please discuss with your manager to align on expectations of results while transitioning back to work. If you or your manager have any concerns, we recommend discussing them with your People Business Partner (PBP).

If you choose to take your parental leave in blocks, you can shorten your work week up to 8 weeks in total, not 8 weeks per block. 

Manager Parental Leave Guidelines

Supporting an employee that is readying to go on parental leave is really important. The planning and communication prior to the leave ensures the best outcome for the employee and enables business continuity. For additional information and guidance, please refer to our Leave of Absence: Manager Resources page. 

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Keywords

Parental 

Maternity 

Paternity 

Leave

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