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 & or 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.

The 20 weeks of paid parental leave is also applicable for Camundi on a

Variable Compensation Plan (SIP, CS Plan etc). The company offers supplemental payments as follows:

 For Customer Success roles:

• For any quarter where the employee was present for at least 30 days prior to beginning parental leave, the variable compensation would be based on the standard Current CSM Formula, utilizing both Individual and Global Attainment.
• For subsequent quarters during parental leave, variable compensation will be based on 50% of the global team attainment (GRR/NRR targets). 
• Eligibility requires the employee to be considered fully performing (achieving at least 93% of GRR and 112% of NRR targets, or meeting the current quarterly defined targets) in the six months prior to leave. 
• The payments will be made in accordance with the timeline described in their specific incentive plan (e.g., monthly or quarterly).
• To support a smooth reintegration and ramp-up after Parental Leave, variable compensation for the return quarter is determined as follows:
  • Actively worked <= 2 months: Global number only for the return quarter (standard Individual + Global calculation resumes next quarter).
  • Actively worked > 2 months: Standard Individual + Global calculation applies for the return quarter

For Sales and other variable compensation roles:

•  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

• specific incentive plan (e.g., monthly or quarterly).

• in advance of your

• planned leave (dates can be adjusted at a later time if needed

• ). If possible, please begin planning sooner as some teams may require more time than others. 
  

• Once you are ready to start formally planning your leave, reach out using this form, ideally a few months before your parental leave start date (can be aligned with the period in which you inform your manager)
• Leave begins 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.

~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

.