Parental leave at Nine: A policy that supports every parenting journey

When Jarrad Parker and his husband welcomed their daughter Mabel into the world last November, they stepped into parenthood with excitement – and the full support of Nine’s inclusive parental leave policy.

Jarrad, an executive counsel in Nine’s legal team, had spent years pursuing surrogacy. “We were very lucky in the end – one of our close friends offered to carry for us,” he says. With Mabel now four months old, he reflects on the impact of Nine’s updated parental leave policy, which ensured he was treated the same as every other parent. 

A leave policy that reflects modern families

Nine’s parental leave policy was updated in 2024 to recognise all parenting journeys. This included a significant shift in language to ensure inclusivity, replacing outdated terms such as primary and secondary carer with gender-neutral and family-affirming language. The change was particularly impactful for same-sex couples and those in a surrogacy team, ensuring they felt seen and supported.

While Jarrad didn’t need to use Nine’s pre-child arrival leave, he has benefited from the enhanced 18 weeks of paid parental leave, continued superannuation contributions during his time off, and the assurance that his first 12 months of leave count toward continuous service for long service leave. 

“My husband and I both realised that this was a once in lifetime opportunity for us.  It was a chance to spend time with Mabel that we would never get back. And we’re very fortunate that we’re in a position where, particularly because of the paid parental leave, we were able to structure our lives financially so that we could afford to do it”  shares Jarrad.

Taking the time that matters

Jarrad took six weeks of parental leave when Mabel was born and is planning another six months at the end of this year. His husband is currently on 12 months of leave, and they’ve planned their time so that each of them gets dedicated bonding time with their daughter.

“It was all hands on deck for the first six weeks, which was crucial because, as first-time parents, we were totally at sea,” Jarrad laughs. “Having that time in the newborn bubble, figuring out routines, and not having to rush back to work was invaluable.”

“I was able to disconnect from work and just appreciate all those little moments. No phone calls, no text messages. It allowed us to just focus on being a family and on what Mabel needed and wanted.”

When he did return to work in January, the transition was smooth. “My manager, Rachel Launders, was incredibly supportive, as was my whole team. I mean there were obviously adjustments to be made with any new parent who comes back to work, but I couldn’t have asked for anything more. My team was fantastic and continues to be.”

Ensuring inclusive language and real representation

One of the most meaningful aspects of the policy update was the careful review ensuring that the language was genuinely inclusive. Jarrad reflects on how impactful this has been as a member of a same-sex couple: “There are obvious differences in the pregnancy process, particularly for those who go through surrogacy, but by making the policy gender-neutral and truly welcoming, it removes barriers that traditionally existed for same-sex couples wanting to take parental leave.”

He adds, “It’s refreshing to read a parental leave policy and feel that it actually applies to you without needing to make assumptions or do mental gymnastics. It’s written to include everyone, and that in itself is a huge step forward.”

“The policy was also reviewed by Nine’s Communities (ENG’s) including Nine’s Pride Community to make sure it applied equally to same-sex couples and people going through surrogacy,” Jarrad explains. “That was really reassuring.”

More than just Policy – a cultural shift

Beyond the policy itself, Nine’s approach to parental leave signals a broader cultural shift. Jarrad says the responsiveness of the People & Culture team, the ease of applying for leave through the online portal, and the flexibility from leadership made a real difference.

“We had some due date changes in the last few weeks before Mabel came along. Every time we had to move the due date forward, I had a contact in the people solutions team who fixed it up for me. They were really helpful and responsive.” 

Reflecting on the updates to Nine’s policy, Jarrad adds “It’s giving people the choice and the opportunity with traditional barriers to taking leave largely being removed. Not that I don’t enjoy coming to work, but I’m really looking forward to my six months with Mabel later this year. The fact that up to 18 weeks are paid means I can have that time without us having to compromise financially, which is huge.”

“If you’re on the fence, for what it’s worth my thinking is pretty simple – just take the leave,” Jarrad says. “I’ll never get this time back, and Nine has made it possible for me to do it without much worry. It’s an opportunity I don’t want to miss.”