9Gender equality indicator 4—availability and utility of employment terms, conditions and practices relating to flexible working arrangements for employees and to working arrangements supporting employees with family or caring responsibilities

9 Gender equality indicator 4—availability and utility of employment terms, conditions and practices relating to flexible working arrangements for employees and to working arrangements supporting employees with family or caring responsibilities

For the purposes of subsection 13(3) of the Act, the following matters are specified in relation to the availability and utility of employment terms, conditions and practices relating to flexible working arrangements for employees and to working arrangements supporting employees with family or caring responsibilities: (a) the existence of employer‑funded paid parental leave for primary carers, additional to any government‑funded parental leave scheme for primary carers; (b) the existence of employer‑funded paid parental leave for secondary carers, additional to any government‑funded parental leave scheme for secondary carers; (c) disaggregated data by gender and manager/non‑manager on the utilisation of parental leave; (d) the existence of employer‑paid superannuation when an employee is on any kind of parental leave; (e) the method and quantum of employer‑funded paid parental leave for primary carers; (f) the quantum of employer‑funded paid parental leave for secondary carers; (g) the number of employees who have access to employer‑funded paid parental leave for primary carers; (h) the number of employees who have access to employer‑funded paid parental leave for secondary carers; (i) the number of employees, by gender and manager/non‑manager, who: (i) took a period of parental leave; and (ii) ceased employment during, or at the end of, that period (including where the parental leave is taken continuously with any other leave type); (j) disaggregated data by gender and manager/non‑manager on the availability of employment terms, conditions and practices, including: (i) flexible hours of work; and (ii) compressed working weeks; and (iii) time‑in‑lieu; and (iv) work from home; and (v) part‑time work; and (vi) job sharing; and (vii) carer’s leave; and (viii) purchased leave; and (ix) unpaid leave; (k) the existence of, and information about, a flexible working arrangements policy or strategy; (l) the existence of, and information about, a policy or strategy to support employees with family or caring responsibilities; (m) the existence of any non‑leave based measures to support employees with family or caring responsibilities; (n) the existence of, and information about, a policy or strategy to support employees who have or are experiencing family and domestic violence; (o) measures, if any, to support employees who have or are experiencing family and domestic violence.