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Adoption Leave

Adoption 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 child.
• A copy of the full GPPL policy is available here

• A copy of the FAQ’s is here

Eligibility

• 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.

Entitlement

To the extent possible under local law, all GPPL will run concurrently with any other Local Benefits and/or any applicable contractual terms.

• In Ireland, adoption Leave is split into two parts: Statutory Adoption Leave (26 weeks of paid leave – 2 weeks must be taken before the commencement of the statutory adoptive leave) and Additional Adoption Leave (16 weeks unpaid leave)

Statutory Adoption Leave

While you are on Adoption Leave, you may be entitled to receive Social Welfare Adoptive Benefit from the Department of Employment Affairs & Social Protection. Your payment will consist of your basic salary less the Social Welfare Adoptive Benefit (which is deducted from your net pay).

This deduction will be made regardless of whether or not you receive the Social Welfare Adoptive benefit payment. Under the GPPL commissioned employees on leave from weeks 1-26 on target earnings (OTE) is paid for the first 18 weeks of that period and thereafter base pay is paid, where they seek 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 child.

Additional Adoption Leave:

Employees are entitled to up to a maximum of sixteen (16) weeks of additional Adoption Leave.  This additional leave must start immediately after the end of the Statutory Adoption Leave and is unpaid. In the case of foreign adoptions, some or all of the sixteen (16) weeks may be taken before the date of placement, for the purposes of familiarization with the adopted child.

You may be eligible for other leaves in addition to Adoption Leave. Review the Maternity Leave, Parental Leave and Paternity Leave pages for more information

Benefits

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 Adoption Leave

Discuss your Adoption Leave plans, with your manager and HR Source [VMware network access required], at least four (4) weeks in advance. You must complete and submit the Adoption Application Form. While business requirements must be taken into consideration, your manager will work with you to ensure that work load does not restrict you from taking Adoption Leave.

If you plan to take Additional Adoption Leave, you must notify your manager and HR Source [VMware network access required], in writing, either at the same time you notify them of your Statutory Adoption Leave or no later than four (4) weeks before the expiration of your Statutory Adoption Leave.

Returning to Work

While on Adoption Leave you should maintain open communication with your manager and HR Source [VMware network access required]. You must notify both your manager and HR Source [VMware network access required], in writing, at least four (4) weeks in advance of your intention to 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.