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An employee and her manager have agreed to reduce the employee’s ordinary hours of work due to her pregnancy related illness (the employee is entitled to unpaid parental leave under the FW Act). In accordance with the transfer to ‘safe job’ provisions in the FW Act, do we need to continue to pay the employee her ordinary full time hours/rate of pay? Or do we only pay her for the hours she actually works for the duration of the period?

Frequenty Asked Questions

An employee and her manager have agreed to reduce the employee’s ordinary hours of work due to her pregnancy related illness (the employee is entitled to unpaid parental leave under the FW Act). In accordance with the transfer to ‘safe job’ provisions in the FW Act, do we need to continue to pay the employee her ordinary full time hours/rate of pay? Or do we only pay her for the hours she actually works for the duration of the period?

When an employee transfers to a safe job in circumstances where it was unsafe for the employee to perform her original job due to pregnancy, the employer is required to pay the employee at the full rate of pay for the (i.e. her rate of pay in her normal job) for the hours she works in the safe job.

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