Labour Relations Act, 1995 (Act No. 66 of 1995)NoticesBargaining Council for the Restaurant, Catering and Allied TradesExtension to Non-parties of the Main Collective Agreement15C. Commissioning Parental Leave |
| (1) | An employee who is a commissioning parent in a surrogate motherhood agreement is, subject to sub clause (6), entitled to— |
| (a) | unpaid commissioning parental leave of at least ten weeks consecutively; or |
| (b) | the parental leave referred to in clause 15A. |
| (2) | An employee may commence commissioning parental leave on the date a child is born as a result of a surrogate motherhood agreement. |
| (3) | An employee must notify an employer in writing, unless the employee is unable to do so, of the date on which the employee intends to— |
| (a) | commence commissioning parental leave; and |
| (b) | return to work after commissioning parental leave. |
| (4) | Notification in terms of sub clause (3) must be given— |
| (a) | at least one month before a child is expected to be born as a result of a surrogate motherhood agreement; or |
| (b) | if is not reasonably practicable to do so, as soon as is reasonably practicable. |
| (5) | If a surrogate motherhood agreement has two commissioning parents, one of the commissioning parents may apply for commissioning parental leave and the other commissioning parent may apply for the parental leave referred to in clause 15A. Provided that the selection of choice must be exercised at the option of the two commissioning parents. |
| (6) | The payment of commissioning parental benefits will be determined by the Minister, subject to the provisions of the Unemployment Insurance Act, 2001 (Act No. 63 of 2001). |