← all questions · Part-time and parenting
Two separate systems. Your employer pays it — NSW gives 14 weeks after 40 weeks of continuous service, plus Commonwealth Parental Leave Pay of 26 weeks for children born from 1 July 2026 12. Your college counts it — more than 8 consecutive weeks off makes it an interruption at RACP, which you register in advance 3.
The money comes from your employer and Centrelink, not your college. In NSW, employees with at least 40 weeks' continuous service at the expected date of birth get 14 weeks paid, takeable fortnightly, as a lump sum, or at half pay over 28 weeks, plus up to two weeks' bonus leave where leave is shared more equally between partners; it must be taken within 24 months of the birth 1. On top of that, the Commonwealth Paid Parental Leave scheme pays 130 days — 26 weeks — for children born or adopted from 1 July 2026, with 20 of those days reserved for the second parent, and superannuation is paid on it for children born from 1 July 2025 2. GP registrars on a Commonwealth-funded training pathway have their own entitlement of up to 20 weeks 4.
The training clock is a separate calculation. At RACP, an absence of more than 8 consecutive weeks in a training year is an interruption: you register it in advance, each application covers a maximum of 12 months, and time spent interrupted does not count toward certification unless approved beforehand — though approved full-time parental leave is excluded from the overall time limits 3. ACEM allows interrupted training up to 24 months 5. RACS registers you as interrupted and charges a fee under its trainee registration regulation, and the whole program still has to finish within nine years 6.
The trap almost nobody is warned about. Paid parental leave does not follow you interstate. Each state's agreement sets its own qualifying period and service is not portable, so a move for a training rotation can reset you to zero and leave you taking unpaid leave. The surgical colleges have been trying to get portability agreed for over a decade without success 7.
The recurring practical advice is to take everything you are entitled to, have the partner take theirs too, and get any concession about service transfer in writing before you move. The counter-weight, said plainly by senior women: yes, it delays your training, and it reduces your super.
r/ausjdocs — community view, not policy; verbatim, cautionary beside positive where both exist, every quote linked to the comment.
Yes. The answer is yes it will delay your career. It will reduce your superannuation too.
If you are still in the public health system, claim all you are entitled to. Take maximum maternity leave and if you have a partner, they should too. Use your study leave, sick leave and ADOs
Best time is the millisecond you get on an accredited training program.
the short answer is: no parental does not transfer at all - you should not move if that's your hope. You can of course take leave, but it would be unpaid.
QLD health is one of the better ones, however by default, they still require 12 months of service.
Asked 72 times on r/ausjdocs (title-regex count) · encoded by hand from the numbered sources, retrieved 12 Sept 2026; no AI wrote any of it. how the count was made
asked_count = posts in r_ausjdocs_posts.jsonl (19,145 posts, 2022-09-13 to 2026-09-12) whose title matches /(parental|maternity|paternity|primary carer).{0,20}leave|pregnan|(baby|kids|children).{0,30}(training|registrar|career)/i. Quotes were chosen to cover the two mechanics people actually get wrong — interstate portability and qualifying service — plus the highest-scoring 'claim everything' and 'it will cost you' comments so the practical and the honest sit together.