ANZ has announced that it will allow employees based in Australia and New Zealand to take paid leave while affirming their gender.
Its newly created gender affirmation leave will allow employees to take six weeks of paid leave and up to 12 months of unpaid leave when experiencing any aspect of gender affirmation.
ANZ said these aspects include social, medical and legal gender affirmation.
The bank said there are different ways an individual can affirm their gender and provided the examples below (which are not limited to):
- Adopting a dress and presentation style that better matches their gender identity and expression
- Change pronouns and/or name
- Surgery, hormone therapy, or both
- Medical appointments
- Rest and recovery after medical procedures
- Legally change their name and/or gender marker on personal identification documents such as passport, birth certificate, driver’s license or credit card
“Gender affirming people don’t need to exhaust their annual or sick leave entitlements, while alleviating some of the financial pressures,” said Fiona MacDonald, ANZ’s Head of Diversity and Inclusion.
ANZ’s announcement comes after major companies have taken steps to make their workplaces more inclusive for trans and gender diverse people.
In 2018, Woolworth introduces a gender affirmation policy that entitles employees to up to two weeks of paid leave and two weeks of unpaid leave, to support them in their efforts to be gender affirming.
Allianz Insurance introduces paid gender-affirming leave in 2021, allowing employees to take four weeks of paid leave and up to 12 months of unpaid leave.
willThe 2021 Gender Affirming Leave Policy allows eligible Australian-based permanent employees access to eight weeks paid leave to affirm their gender.
Just last month, Coles announced that it would grant up to 10 days leave to staff undergoing gender affirmation.
What are the other types of leave?
Leave doesn’t just stop at service, sick and long-term years.
These are the types of leave available for part-time and full-time employees in Australia that you may not have known about.
Leave for family and domestic violence
All employees, including casual employees, are entitled to five days unpaid family and domestic violence leave each year.
The Fair Work Act 2009 indicates that family and domestic violence means violent, threatening or abusive behavior by a close relative of an employee who:
- Seeks to coerce or control the employee
- Their cause of harm or fear
Fair Work Act 2009 defines a close relative as:
That of an employee:
Related to employee under Aboriginal or Torres Strait Islander kinship rules
Fair Work also defines a close relative as a child, parent, grandparent, grandchild, or sibling of a current or former spouse or common-law partner.
Compassionate Care and Bereavement Leave
Fair Work stipulates that full-time and part-time employees are entitled to two days paid compassionate care leave.
These employees can take compassionate care leave if:
- A member of their immediate family or household dies, or contracts or develops a life-threatening illness or injury
- A baby in their immediate family or household is stillborn
- They miscarry
- Their current spouse or common-law partner has a miscarriage
Immediate family includes:
Casual employees are entitled to compassionate care leave without pay.
Community service leave
Full-time, part-time and casual employees are entitled to community service leave for activities such as voluntary emergency management or jury duty.
Fair Work states that community service leave is unpaid and there is no limit to the amount an employee can take.
Voluntary emergency management activity
An employee engages in voluntary emergency management activity if:
- The activity involves responding to an emergency or natural disaster
- The employee engages in the activity on a voluntary basis
- The employee was solicited in an activity
- Employee is a member of, or has a member-like association with, a recognized emergency management organization
Recognized emergency management organization
A Recognized Emergency Management Organization is: an organization that has a role or function as part of a plan to deal with natural emergencies/disasters, firefighting, civil protection or a rescue organization.
This includes organizations such as:
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