In Sweden, maternity and paternity leave are referred to as Parental Leave.
Parental 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 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.
In Sweden you are entitled to Parental Leave for four hundred and eighty (480) days. Parental Leave can be shared by both parents, but sixty (60) days must be taken by the mother, and sixty (60) days by the father. The parent taking Parental Leave has the right to reduced working hours until the child reaches eight (8) years of age
Under the VMware GPPL program 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. Once the 18 weeks of VMware paid leave exhausted you will be entitled to statutory paid leave
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.
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 Parental Leave
Discuss your Parental Leave plans, in advance, with your manager. 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 Parental Leave. Be sure to contact HR Source [VMware network access required] during your Maternity Leave to schedule your Parental Leave.
Returning to Work
While on Parental 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 Parental Leave period however; you should contact HR Source [VMware network access required] towards the end of your scheduled 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.
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Last Updated: 21 Jun 2022, 1:02 PM