| Tip |
|---|
| To ensure a well-supported and smooth parental leave experience for everyone, please start by completing an intake form which you can find below "Planning your parental leave". Once submitted, Total Rewards will be notified and reach out to intake your case. This single process applies to all Camundi, whether employed directly by a Camunda entity or through an Employer of Record (EOR). Following this process is crucial as it helps us:
Once the form is submitted, Total Rewards will reach out, following which your leave dates will be added into Bob. |
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 month tenure ora passed probation period (whichever is first) regardless of gender/sexual identity.
This policy covers becoming a parent through child birth or adoption. You can take paid parental leave for 20 weeks during the first year of parenthood. If your local laws offer more, you are entitled to that. And if your local laws offer less, then you are entitled to our 20-week parental leave policy. The 20-week balance is per birth or adoption event. If you live in a country where a statutory Parental Leave payment is available, you will be required to claim statutory Parental Leave pay (if you are eligible) and Camunda will supplement the difference.applies to both childbirth and adoption.
We encourage you to take the time you need . Employees will be given autonomy to decide for themselves the appropriate amount of time to take and how to take it. If you wish to take the full 20 weeks as one block when the child is born/adopted or if you prefer to take the 20 weeks in up to three blocks throughout the year following the birth/adoption, that’s totally fine. Some employees may not take the full 20 weeks too! Do what in a way that works best for you & and your family. Communication Early planning and communication with your manager/team is key here, we will help ensure a smooth transition. We want to ensure that work pressures don't impact your time off, and for this reason we advise early planning and communication prior to your expected leave.
We are happy to discuss additional leave requests on a one-on-one basis. All of the Parental Leave period should be taken in the first year. We understand that births/pregnancies any journey to parenthood can come with complications & it's for this reason we are open to available for open conversations on how we can help.
If you
Leave Entitlement
- 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 & states 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.
If you haven't been at Camunda for six months (or passed your probationary period)
| Expand |
|---|
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. |
If you have variable compensation
| Expand |
|---|
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 Sales and other variable compensation roles:
|
Planning your Parental Leave
Planning is an important part of our parental leave policy. We strongly encourage you to begin| Expand | ||||
|---|---|---|---|---|
|
|
|
|
|
|
|
Returning from Parental Leave
| Expand |
|---|
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. |
Additional Time Off & Flexible Return-to-Work
| Expand |
|---|
Process outline
- Employee: Discuss leave dates with your manager at least 3 months in advance of the due date. The sooner the better!
- Employee: Enter your tentative dates for parental leave in Bob.
- If these dates change, you can amend them at a later date.
- Employee: Enter your tentative dates for parental leave in Bob.
- Employee: Provide documentation on subsidised leave payment (statutory payments that you may receive) to people-operations@camunda.com. Please note: Payment cannot be made to the employee until this documentation is received. This documentation can be submitted before, during or after leave.
- People Ops: Notification from Bob is received into the private slack channel - #parental-leave-requests.
- Note start and end dates on parental leave tracker.
- Provide payment documentation to payroll.
- Note a date 4 weeks before the end date to reach out.
- Note if the employee is a people manager as the reporting line may need to be amended on bob.
- Manager: Tells people ops exact dates of leave
- People Ops: Amends parental leave request to reflect the actual leave date if required.
- People Ops: Places employee on leave effective on first date of parental leave
- Payroll: Provide the supplemental amount and process for payroll.
- People Ops: Connect with the employee on the amount that will be provided by payroll.
- People Ops: Notify all relevant stakeholders.
- Payroll
- People & Organisation
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 |
Sales commission & payout on Parental Leave
At this moment we offer up to 20 weeks pay of base salary only. A future iteration of this policy will consider commissions. We plan to have more information about this by the end of Q2 2022.
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.
Process outline
- Employee: Reach out to your manager & the People Ops team to initiate return to work.
- OR
- Wait for communication from the People Ops team, roughly 4 weeks prior to your end date as per Bob.
- People Ops: Confirm the return to work date with the payroll team and the employees manager.
- Employee: Get ready to return to work & review the “how can we help you return to work” section below.
- Manager: Work with the employee on a smooth transition back to work.
How can we help you return to work?
Returning to work after an extended leave can be difficult and we want to ensure a seamless transition for you. To help we are happy to extend our FTO policy to enable you to shorten your working week by up to 2 days for the first 8 weeks of return. Details on this can be found above. |
|
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. Below are some tips to help you out during this time:
Helpful Tips
- Review & understand the policy above. Should you have any questions please reach out to #ask-people-team.
- Give the employee your congratulations. This is an important time in your employee’s life as well as being exciting it can also be quite nerve racking. Your support will really help!
- Ask the employee how we can support them? Ensure they are aware of our parental leave policy & ask if they are comfortable with the news being shared. At certain points the employee may want the news to be kept confidential until a certain time. If this is the case ask if they are ok if it is shared with a P&O Partner and an update to the wider team will take place at a later date.
- Work with your P&O partner to arrange out of office coverage in the event that the employee needs to leave earlier than anticipated. Info on backfilling can be found below.
- Check if the employee would like to be communicated whilst out on leave. employees may want to continue to speak with you on an informal basis and some may not. It's advised not to speak about work related matters unless brought up by the employee. Employees on parental leave are eligible to come on the company retreats/meetups, the people experience team will look after the communication on these topics.
- Think about documenting important company updates in your 1:1 (one-on-one) google document? This can then be provided to the employee when they return so that they have an efficient overview into what happened whilst they were out.
- After you have received a return to work confirmation form the People Operations team, get ready for the employee to return to work. Reach out to them and ensure that they are all set for the return and ask if there is anything that you could do to help the transition. Allow time for catching up on emails and events that may have taken place whilst they were out.
Backfilling
When an employee is going out on parental leave you will want to understand how you’re going to reallocate this employee's responsibilities & output?
- When you’re notified of the leave, consider reaching out to your P&O Partner. Your P&O Partner will work with you to find a resolution.
- Commonly we could consider:
- Reallocation of tasks within the team.
- Hiring a temporary contractor.
- Backfilling the role.
- Factors that play into deciding what to do would be:
- The level of the role.
- The length of time that the employee will be on leave.
- Each case will be treated on a case by case basis.
FAQ’s
To be created as questions arise.
For additional information and guidance, please refer to our Leave of Absence: Manager Resources page.
| Page properties | ||
|---|---|---|
|
On this Page
| Table of Contents | ||
|---|---|---|
|
| Page properties | ||
|---|---|---|
|