Maternity Leave is part of the Global Paid Parental Leave Policy “GPPL”
VMware recognizes the importance and value of its employees’ family lives and seeks to provide a family-friendly environment that is supportive of working parents.
The Global Paid Parental Leave Program (“Program”) is intended to:
- provide minimum leave and payment benefits for new parents employed by VMware; and
- support all eligible employees to take time off from work for pre-natal periods subject to applicable local law, childbirth, placement of a child for adoption, and/or to spend time with their new
A copy of the full GPPL policy is available here .
A copy of the FAQ’s is here .
This Program applies to all full-time and part-time permanent employees (“Employees” or “Employee”) directly employed by VMware. Subject to applicable law, contractors and non-employees are not eligible to participate in this Program. All active employees whose child is born on or after March 1 2022 are eligible for the leave entitlement detailed below. If your child was born prior to March 1 2022, please note that the previous leave policy applies. To understand your entitlements under the previous leave policy please contact HR Source.
To the extent possible under local law, all GPPL will run concurrently with any other Local Benefits and/or any applicable contractual terms.
In accordance with the Labour Law Regulations, you are entitled to maternity leave of 16 weeks of which a minimum of 8 weeks need to be taken and extend your fully paid leave of up to 18 weeks.
Employees who are the legal parent of the new child have twelve (12) months to avail of GPPL from the date of their new child’s birth or from the official legal adoption placement date or from an earlier date, if provided for by Local Benefits. GPPL can be used all at once or divided into a maximum of three separate blocks of time, which do not have to be equal lengths of time off. For the avoidance of doubt, any Local Benefits already availed will be set off against GPPL.
GPPL is paid at 100% of an employee’s base salary rate (subject to applicable law) or, for commissioned employees, on target earnings (OTE) for a maximum of eighteen (18) weeks, this is inclusive your statutory maternity payment. This means the company will top up the difference between your statutory maternity pay and relevant OTE salary.
You will need to confirm your weekly amount of statutory maternity payment to VMware as soon as possible in order to receive the correct amount of top up payment from the company.
All benefits will continue to be provided and subject to the terms and conditions of the benefit plan in force at that time. Vacation continues to accrue whilst on leave of absence.
Scheduling Maternity Leave
You should inform your manager and HR Source  [VMware network access required] of your pregnancy as soon as reasonably possible, so that proper arrangements can be made prior to your leave period.
Returning to Work
While on Maternity Leave you should maintain open communication with your manager and HR Source  [VMware network access required]. VMware will assume that you wish to return to work at the end of your Maternity Leave period however; you should contact the HR Source  [VMware network access required] towards the end of your scheduled Maternity Leave to confirm and arrange your return to work.
For additional support and resources to consider with the addition of a child to your family, see the Birth or Adoption  life event page.