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Aim <p>Surrogacy has become an increasingly utilised option for individuals and couples. With amendments to the surrogacy Act(s) reflective of societal changes and technological advances, surrogacy leave clauses have been introduced in Australian workplaces. This study examines leave provisions in enterprise agreements within the Australian higher education sector related to supporting employees who engage in a surrogacy agreement.</p> Methods <p>The content analysis approach was utilised for study design and analysis.</p> Results <p>Findings demonstrate that one-third of Australian university enterprise agreements have provisions for paid leave for surrogates.</p> Conclusion <p>An inclusive and equitable policy framework should be developed to guide surrogacy leave provisions in Australian workplaces. This framework should establish clear guidelines on leave duration, eligibility, and application procedures, ensuring consistent and fair support for surrogates. By grounding these policies in thorough research and focusing on equity, universities can promote a more inclusive environment that meets the needs of employees involved in the surrogacy process.</p>

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Australian higher education enterprise agreements and the provisions for surrogates: A short debate

  • 期刊论文

  • 出版模式：

    开放获取

  • 发表日期：

    2025年3月1日

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  • Lolita Wikander,
  • Jutharat Attawet,
  • Yunjing Qiu,
  • Pauline Murray-Parahi

摘要

Aim

Surrogacy has become an increasingly utilised option for individuals and couples. With amendments to the surrogacy Act(s) reflective of societal changes and technological advances, surrogacy leave clauses have been introduced in Australian workplaces. This study examines leave provisions in enterprise agreements within the Australian higher education sector related to supporting employees who engage in a surrogacy agreement.

Methods

The content analysis approach was utilised for study design and analysis.

Results

Findings demonstrate that one-third of Australian university enterprise agreements have provisions for paid leave for surrogates.

Conclusion

An inclusive and equitable policy framework should be developed to guide surrogacy leave provisions in Australian workplaces. This framework should establish clear guidelines on leave duration, eligibility, and application procedures, ensuring consistent and fair support for surrogates. By grounding these policies in thorough research and focusing on equity, universities can promote a more inclusive environment that meets the needs of employees involved in the surrogacy process.