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Maternity Leave

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

Eligibility 

This Program applies to all full-time and part-time employees permanent (“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 

Employees are entitled to receive up to eighteen (18) weeks of leave, paid at their base salary rate (subject   to applicable law) or, for commissioned employees, on target earnings (OTE), 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.

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

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.

The table below illustrates the general scheme for family benefits following the National Insurance Act. The scheme can be divided in three parts: i) the maternal quota (in Norwegian: mødrekvoten), ii) the paternal quota (in Norwegian: fedrekvoten) and the Shared Period (in Norwegian: fellesperioden). The VMware GPPL program runs concurrently with the below therefore where the benefits are less than 100% of salary (including OTE for commissions) then VMware will top up the difference for the first 18 weeks. Thereafter the below benefits apply for the remaining period of leave

Maternal quota and salary

The total length of maternal quota is 18 weeks of which 3 weeks must be taken before the birth and the remaining of the period can be divided.

The mother must take three weeks before confinement (these do not reduce the maternal quota, only the total amount of weeks), and at least six weeks after birth.

If the parents of a new baby live apart, the mother or any other person assisting the mother during pregnancy or caring for the child may take over the father’s right to parental leave.

Benefits from the National Insurance Scheme is limited to salary up to 6 G. Vmware will pay maternal pay up to 10 G of your regular salary.

How your salary is calculated depends on provisions in the National Insurance Act. Generally, your salary will be determined by the average monthly income you have received in the last three months prior to taking family leave. Calculation is made on the basis of the income that has been reported electronically via A-meldingen by your employer. Salary paid as a result of the employee performance of work or a particular individual result is included. This means that commission is normally included. Bonus would normally be included, provided bonus is paid as a result of the individual employee’s performance of work.

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 Maternity Leave 

In order to qualify for family benefits from the National Insurance Scheme (NAV), you must have been employed and have received a pensionable income for at least six of the ten months prior to the start of the benefit period. You must also be a member of the Norwegian National Insurance Scheme.

You must apply for parental benefits directly to NAV. This is done electronically via nav.no. VMware, via local payroll provider, will send a “digital inntektsmelding” to NAV in order for the application to be approved.

 You should inform your Manager and HR Source EMEA of your pregnancy as soon as reasonably possible or minimum 4 weeks prior commencing your leave, 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 EMEA . In addition to the Maternal Quota there is a Shared Parental Leave available for you to extend your leave. You must decide with your spouse/partner how this period will be shared between you and notify HR Source.

If you wish to return to work you should contact HR Source EMEA 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.