Nine’s parental leave policy: enabling the time that matters most

Equalling the balance: time for every parent

By offering equal paid time off for primary and secondary carers, Nine is intentionally breaking down traditional gender roles. This equal footing allows fathers to step fully into the primary caregiver role, strengthening their bond with their newborns, while ensuring mothers feel supported both during their time off and when they choose to return to work.

Senior Engineering Manager Rajdeep Matharu highlights the impact of this shared time: “Taking 18 weeks of parental leave allowed me and my wife to establish a truly equal partnership, sharing the responsibilities of caring for our newborn daughter.”For Rajdeep, the shift is woven through the culture, and encouraged from those in senior leadership positions. “One of the most powerful things at Nine is the culture. Seeing senior male leaders openly talk about their families and take parental leave has normalised it for everyone. These informal conversations and the visible commitment from leadership have created a culture where it’s not only acceptable for fathers to even out caring responsibilities, but it’s genuinely encouraged.”

For Senior Sports Reporter Emma Kemp, the policy provided a profound opportunity for connection and stability. “Being able to feel present with our little boy Jesse during those first few months of his life is far and away the most rewarding aspect, and such a privilege I know many parents aren’t afforded,” she shares. “The length of parental leave has made things more manageable financially, as has the flexibility around what returning to work looks like.”

The new norm: shared responsibility

For fathers at Nine, the 18 weeks of paid leave has transformed their experience of early parenthood and reset expectations around caring responsibilities. It’s an opportunity to gain confidence and a deeper perspective.

David Swann, who took the full leave, says it resulted in a more enduring change in his home life. “Taking 18 weeks of parental leave meant I was able to step up more as a father, and better share the parenting responsibilities… I feel like I have a much more 50-50 parenting arrangement with my wife than I did previously.”

The return to work, while a change of pace, felt supported. “It’s great being back and I think now I’ve struck a great balance between work and family life,” David adds. “I’m enjoying being back and using the ‘work’ part of my brain again.”

This level of involvement is actively changing the workplace perception of gender roles. Rajdeep notes that it’s the cultural environment that truly makes the difference. “Seeing senior male leaders openly talk about their families and take parental leave has normalised it for everyone,” he explains. “It’s clear that taking time for family is not just accepted at Nine – it’s fully supported and valued at every level.”

David reflects on how this policy is shifting the dial on expectations: “It was surprising to me that some people called me ‘brave’ for taking so much paternity leave. I think it should be a normal thing for dads to be able to take 18 weeks of parental leave and share the caring responsibilities as much as they can and I think Nine’s policies are helping shift that dial.”

Empowering all parents through flexibility

The support for parents extends far beyond the leave period, focusing on flexibility and a smooth transition back to the team. Morning Editor, 9honey, Amy Lyall experienced this firsthand.

“For me flexible work started with a part-time return to work after maternity leave, with managers who were really helpful in my return to Nine after 12 months off with my baby,” she says. “The flexibility I’ve had from my managers at Nine has let me return to work and also be a parent, in a way that works for not only my career, but my family too.”

This culture of support even begins at the hiring stage. Stephanie Calvert found Nine’s attitude towards family planning encouraging from the outset. “During my interview and offer process, I felt comfortable enough to share that we were planning to grow our family,” she shares. “From the very beginning, Nine’s attitude towards family planning made me feel genuinely supported.”

The financial stability provided by the 18 weeks of paid leave gives all parents greater choice and peace of mind. “The paid parental leave has given us the financial stability to take more time as a family,” Stephanie adds. “Because of Nine’s support, I’ve been able to take a full year off to bond with my son – something I wouldn’t have been able to afford without the generous 18 weeks paid leave.”

At Nine, our parental leave policy and the supportive culture it has fostered are clear signs of a modern, balanced workplace. We don’t just want our people to have a career, we want to support them to build a fulfilling and balanced life.