Paid Parental Leave scheme Work Test 007-05020030

Most PPL customers must meet the work test:

• performed at least 330 hours of qualifying work for a period spanning 295 consecutive days (approximately 10 months) within the 392 day work test period (approximately 13 months), and
• had no more than a break of 84 consecutive days (12 weeks) between 2 qualifying work days in the 295 day (approximately 10 months) qualifying period

For children born or entered care before 1 July 2023:

This includes primary and secondary claimants. In exceptional circumstances for PPL, secondary and tertiary claimants will not be required to meet the work test.

For children born or entered care on or after 1 July 2023:

This includes:

• a PPL claimant in normal circumstances, and
• PPL claimants in exceptional circumstances

A special claimant in exceptional circumstances may not need to meet the work test.

Note: in most cases, a PPL claimant in normal circumstances (who is not the birth mother) is required to meet the work test and so is the birth mother. Exception to this is adoptive parents, where they are assessed on their work test eligibility only.

If a birth mother claimant in normal circumstances has claimed first and this claim has been assessed. Then the subsequent PPL claimants work test only, is to be assessed, as the birth mothers work test was reviewed previously.

JobKeeper Payment and COVID-19 Disaster Payment (paid by Services Australia on or after 3 June 2021) count towards the work test for PPL. This includes where the customer was stood down and had not physically attended work.

Service Officers must not issue a written request for evidence of family and domestic violence.

Service Officers assessing PPL claims must review the work test and employment information provided in the claim. Service Officers may confirm the work test using previously recorded information on the customer's record. This includes payments received and reported income as well as scanned documents previously supplied by the customer.

Service Officers who are not satisfied the work test has been met based on the information provided and any other information available on the customer's record, for example EANS, FIPY, may request evidence to support the work test.

For PPL claims for children born on or after 1 July 2023, if a birth mother or an adoptive parent claims, they only need to meet the work test (or satisfy an exception). If any other claimant type claims PPL in normal circumstances, for example, biological father or partner of birth mother, they need to meet the work test and so does birth mother. Evidence of meeting the work test may be requested for either the birth mother or other claimant or both.

Although Service Officers are able to request evidence if they are not satisfied the work test has been met, the following situations alone do not mean the customer has not met the work test, the customer:

• has not worked with their current employer for the entire work test period
• has been on income support for some or all of the work test period and not declared employment income
• has had a second/subsequent child close together and not returned to work in between (as any paid leave and previous PPL periods will count as work)
• is self-employed and their business does not make a profit

If the birth mother or the adoptive parent has been asked to complete the approval task and they are advising they meet the work test, do not ask for evidence unless there is strong cause to doubt the customer’s advice.

If evidence is required from the Approval Giver to determine eligibility for the Seeker’s claim, see Information requests for FTB and PPL claims, and Add Newborn and PPL change of circumstances activities.

Current or continuing employment is not a requirement of the work test. A customer may not be currently employed or may be planning to resign from their employment at the time they lodge their claim and can still meet the work test based on their employment during the qualifying period.

If some of the qualifying period is in the future, consider if evidence to support the work test is required.

Once it is determined that a customer meets the work test, they are required to advise any changes that will result in them failing the work test.

Is the customer and/or their partner receiving, or has received an Income Support Payment (ISP) during the qualifying work period?

• Yes, go to Step 4
• No, go to Step 7

If the customer (or their partner) has received or will be receiving an ISP during the qualifying period, check the following screens to help determine if the customer meets the work test:

• Allowance/Benefit History (ABH) screen for information about the period the customer has been on income support payment
• Pensions Status History (PNSH) screen for information about the periods the customer has been receiving a pension
• Employment Income Summary (EANS) screen for any reported employment income/hours
• Real Estate/Business Summary (REBS) screen for business income
• Income Maintenance Period (IMPS) screen for any paid leave received. Note: redundancy and termination payments are not considered paid leave
• PPL Calculation Summary (P1RCS) via the PPL Claim Summary (P1CS) screen. Key 'R' next to the relevant claim to see the customer's previous periods of PPL
• PPP Change History (PGCH) screen for information about the period the customer has been on Parenting Payment - Partnered
• PPP Income Summary (PGIA) screen for summary of income about the periods the customer has been receiving Parenting Payment - Partnered
• Newstart Income Summary (NIS) screen for summary of income about the period the customer has been receiving JobSeeker Payment (JSP)
• Factors Affecting Rate (PFAR) screen for summary of income about the periods the customer has been receiving a pension
• FAO Income Summary (FINS) screen for summary of the customer total adjusted taxable income
• Taxable Income summary (TXGS) screen for the customer's previous income history

If the customer has indicated they have met the work test, but information on the customer's record for the qualifying period contradicts this, evidence is required.

Is evidence to support the work test required?

• Yes:
• If evidence to support the work test has been provided, go to Step 5
• If more evidence is needed, run the Request Documents in Process Direct. Allow extra time for mail delivery
• No, go to Step 7

• Yes, assess the PPL work test with evidence supplied. If the evidence provided indicates that the ISP customer has:
• undeclared employment income, go to Step 6
• declared the employment income correctly, go to Step 7
• No, if the allowable time has been given and the customer has still not provided the requested documents, claim should be made Non Effective (NEF) Information/details not provided (INF). On the Review and Submit page, add the corresponding text to the DOC Free Text:
  'Information in the <PPL> claim indicates that work history/income does not correctly reflect information recorded for income support payment. Evidence was requested as part of the customer's <PPL> claim. Customer did not return requested evidence of work history and claim has been made not effective (NEF) FRC. Follow up required for customer's income support payment.'

FCC processing staff do not need to record/correct the earnings or map the activity to the relevant team. Once the RFI activity is finalised, the guided procedure will create a held transaction on the record. When it becomes due this will allocate to appropriately skilled staff to:

• investigate, and/or
• code employment income for the relevant income support payment

Although the customer has provided payslips to support they meet the PPL work test, if it is identified that the customer has under declared this income, additional evidence may be required where the customer was employed before the beginning of the work test period. Determine the date range of payslips/evidence required. This may be different from the PPL work test period. Consider:

• period of ISP eligibility
• employment income already declared
• Information provided in the PPL claim:
• start date with employer
• work test period
• any paid or unpaid leave periods
• previous PPL/DAP entitlement periods

Use the standalone Request Documents in Process Direct to issue a letter requesting evidence specific to the undeclared employment income to:

• correctly assess the ISP entitlement, and
• correct rate of payment

Make sure that the correct ISP benefit and authority to request is selected when contacting an ISP:

• claimant
• recipient
• ex-recipient

On the Final Details page add the corresponding text to the Staff notes.

Evidence on file

• Information in the <PPL> claim indicates that work history/income does not correctly reflect information recorded for income support payment. Evidence supplied as part of the customer's and/or partner's <PPL> claim indicates income was not correctly declared. <Evidence, for example, payslips> are available within Document Tools. Follow up required for customer's income support payment

FCC processing staff do not need to record/correct the earnings or map the activity to the relevant team. Once the RFI activity is finalised, the guided procedure will create a held on the record. When it becomes due this will allocate to appropriately skilled staff to:

• investigate, and/or
• code employment income for the relevant income support payment

Go to Step 7.

If the customer received a COVID-19 Disaster Payment (paid by Services Australia on or after 3 June 2021) during their 10 month qualifying period, this is counted as qualifying work. Check the following screens to help determine if the customer meets the work test:

• Document List (DL) screen for information of the relevant period/s the customer has received COVID-19 Disaster Payment/s
• Payment Details Component (PDC) screen accessed by placing a 'C' next to the relevant FSP payment on the Payment Summary (PS) screen. This will show the relevant disaster payment code
• OT List (XOT) screen in Customer First – enter FSP under the system field once on the XOT screen/ This screen will show the relevant event date/s and disaster payment code/s
• Disaster Recovery Payment Claims workflow in Customer First

Note: a customer cannot be paid PPL for the same period as COVID-19 Disaster Payment. To receive a COVID-19 Disaster Payment the customer must have stopped work or had their hours reduced during the relevant period. A customer in their PPL period would not be deemed to have stopped work or reduced hours as they did not intend to work during the period.

For staff action required when past and/or future PPL payment will overlap a COVID-19 Disaster Payment relevant period, see Assessing COVID-19 Disaster Payment claims.

A customer is considered to have worked on a day when at least one hour of qualifying work has been performed on that day.

Previous PPL and/or DAP periods in the 13 months before the birth or adoption of a second and subsequent child will count as 'qualifying work' towards the Paid Parental Leave scheme work test. If a customer includes a previous period of PPL and/or DAP in the work test, a weekday will count as 7.6 hours.

Customers who received JobKeeper Payment and/or COVID-19 Disaster Payment (paid by Services Australia on or after 3 June 2021) during their work test period for PPL can count 7.6 hours for each weekday (Monday - Friday) towards meeting the work test.

Customers who perform at least one hour of paid work or paid leave (including weekends) and were receiving JobKeeper Payment and/or COVID-19 Disaster Payment can count whichever is greater:

• 7.6 hours for each weekday in the period (not including weekends)
• The number of hours actually worked each day (including weekends)
• The number of hours of paid leave each day

Qualifying work includes paid work or paid leave such as:

• work performed (whether or not the work was performed in Australia) as an employee, contractor, self-employment, or any form of gainful activity for reward or financial gain
• work for non-cash benefit, for example, the use of a car
• gainful activity such as carrying on a business or working for a trust operating as a business

Note: when working for a non-cash benefit, customers may be required to show that they would not have still received the benefit if they had not worked. The benefit of performing the work must be for financial gain or reward.

• jury services
• time spent as a full-time member of the armed services or as a Defence Reservist
• work by prisoners in formal prisoner employment programs
• farm labour as part of exceptional circumstances relief payment
• work at an Australian Disability Enterprise
• operating a business under the New Enterprise Incentive Scheme (NEIS)/Self-Employment Assistance
• a previous PPL or DAP period
• periods of JobKeeper Payment and/or COVID-19 Disaster Payment COVID-19 Disaster Payment (paid by Services Australia on or after 3 June 2021)

• paid recreation, maternity, carer's or sick leave, or
• unpaid leave while receiving worker's compensation, accident compensation or similar payments for an injury/illness related to your employment

• periods of unpaid leave, including unpaid maternity leave
• activities that are essentially passive:
• earning income from interest or shares (if a claimant has an Australian Business Number (ABN) that indicates the income is not being earned passively)
• the only remuneration is a social welfare payment
• volunteering, even if financially rewarded by honoraria or similar payments
• hours of study undertaken under a scholarship or an award of financial aid
• outstanding leave paid as part of a redundancy or termination payment
• other COVID-19 Disaster payments, such as those paid by state or territory governments and Pandemic Leave Disaster Payment

A scholarship provided by an institution to enable a person to conduct their research/studies to attain a degree will not count towards the PPL work test. This is because study, regardless of if there has been a scholarship granted in respect of their research/studies, is not considered paid work for the PPL work test.

However, a PPL customer who undertakes work in addition to their research/studies may have this work count towards the PPL work test. For example, tutoring at a university.

The Resources page has examples of the work test period and qualifying period.

The work test period is the period of 392 days (approximately 13 months) immediately before the child's:

• expected date of birth/entry into care for pre-birth claims, or
• actual date of birth/entry into care for post-birth/care claims

Customers can have a break of more than 12 weeks during their work test period and still have a 295 day qualifying period.

If the customer:

• has stopped work because they worked in a dangerous job that was a risk to their pregnancy and
• they do not meet the work test above, then
• the work test period can be moved to an earlier period

The work test period will be moved to the period of 392 days (approximately 13 months) immediately before the date the customer has stopped work.

Note: the Dangerous Job provision is only applicable for birth mothers.

The qualifying period is a 295 consecutive day (approximately 10 month) period within the 13 month work test period. A customer can have one or more permissible breaks between 2 days within the qualifying period.

A permissible break:

• is not more than 84 days, or
• started before, and ended after, the start of the work test period and is not more than 84 days

To determine if the customer has a qualifying period, take into consideration any:

• evidence available to determine if the work test has been met, and
• non-permissible breaks - which are breaks of more than 84 days (12 weeks) between 2 consecutive working days in the 295 day qualifying period)

Note: customers cannot have a non-permissible break in their 10 month (295 days) qualifying period unless this is due to:

• pregnancy-related complications/ illness, or
• a premature birth
• special circumstances

Paid leave such as extended recreational, long service leave does not count as a non-permissible break as it is paid and counts towards the work test.

Has the customer had a non-permissible break between 2 consecutive working days in the 295 days (approximately 10 month) qualifying period?

• Yes, see Table 2, Step 1
• No, go to Step 11

Has the customer performed at least 330 hours of qualifying work within the 295 days (approximately 10 months) qualifying period without a non-permissible break within the 392 days (approximately 13 month) work test period?

• Yes, the customer meets the PPL work test. Go to Step 12
• No, see Table 2, Step 1

Check the customer meets the other (as relevant):

PPL eligibility criteria for:

• children born or entering care on or after 1 July 2023
• children born or entering care before 1 July 2023

If there was any doubt in the customer meeting the PPL work test, staff must document the reason for the decision (including any evidence provided) in the finalisation Note when completing the claim.

Procedure ends here.

To meet the work test the customer must have worked (or would have worked had it not been for their exception reason) at least 330 hours during the 295 day (approximately 10 month) qualifying period.

For more details about customers experiencing vulnerability, see Identifying customer vulnerability and risk issues.

Did the customer experience any of the following exceptions?

• Yes:
• pregnancy complications (PPL only), go to Step 2
• severe medical condition, go to Step 4
• natural disaster, go to Step 5
• family and domestic violence, go to Step 6
• premature birth, go to Step 10
• delivery after the expected date of birth, go to Step 11
• stopped work due to a dangerous job that was a risk to the pregnancy (PPL), see Table 3, Step 1
• No, go to Step 12

The child's birth mother (the customer) was prevented from undertaking some or all of their qualifying work due to:

• an illness or complication related to the pregnancy, or
• a complication or illness they had before the pregnancy that was exacerbated due to the pregnancy

In these cases, the days/hours of work the customer would have performed may be included when assessing the work test.

Verification of complication or illness related to the pregnancy

The customer must provide:

• verification from the doctor and/or hospital to confirm:
• what the complication or illness is and that this is a direct result of the pregnancy, or the pre-existing condition was exacerbated as a direct result of this pregnancy and this condition prevented or reduced their ability to work, and
• when the complication/illness started, and
• which dates the complication/illness prevented or reduced the customer's ability to perform qualifying work
• verification from customers employer (when customer is not self-employed):
• the customer would have continued to work during the PPL work test period
• the date the customer stopped work
• verification for self-employed customers, evidence may include but is not limited to:
• existing and new contracts
• self-declaration of self-employment status and the intention for the business to continue
• a letter/declaration from their accountant confirming past and expected future of business
• customer notifications of change to business activity, and
• employment of a staff member to perform customer's work

The Resources page has examples and a detailed table for Service Officers to use to test if a customer meets the requirements of a pregnancy-related complication/illness under S36A of the PPL Act 2010.

If the customer is the child's birth mother, were complications/illnesses experienced during the pregnancy, which caused the customer to stop or reduce their hours of work?

• Yes, go to Step 3
• No, go to Step 12

The Resources page has examples and a detailed table for Service Officers to use to test if a customer meets the requirements of a pregnancy-related complication/illness under S36A of the PPL Act 2010.

Has the customer provided the required evidence to verify they had a pregnancy related complication/illness?

• Yes, and the Service Officer is satisfied that the customer has met the work test:
• Include the hours of qualifying work the customer would have worked had the complications of the pregnancy not occurred
• Update the PPL Work Test History (P1WH) screen (in Process Direct) work test indicator to 'Y'
• Procedure ends here
• No, go to Step 7

This can apply if the customer:

• was affected by a severe medical condition that prevented them from performing paid work during their work test period, or
• was caring for a close family member affected by a severe medical condition and providing this care affected their ability to perform paid work during their work test period

Severe medical condition includes severe illness and severe injury.

Customers are required to provide evidence:

• of the severe medical condition they or their family member were affected by, and
• they would have worked during their work test period had it not been for the severe medical condition

Note: for this exception, a close family member is defined as:

• partner
• child (natural, adopted or step-child)
• sibling (natural, adopted or step-sibling)
• parent (natural, adopted or step-parent)
• partner's parent (natural, adopted or step-parent)
• a person the customer has legal guardianship over

For Aboriginal and Torres Strait Islander peoples, 'family member' includes cultural kinship relationships.

Verification of severe medical condition

The customer is required to provide evidence to support they were affected by a severe medical condition. Acceptable evidence from the doctor or hospital must confirm:

• what the severe medical condition was
• who experienced the severe medical condition
• the period the customer was affected by the severe medical condition, or the period they were required to care for their family member with the severe medical condition, and
• the severe medical condition prevented or reduced the customer's ability to work, or required them to provide care for their family member

When assessing the medical evidence a Service Officer needs to consider if the medical condition:

• would have prevented the customer from performing paid work. Consider the severity of the condition as well as the nature of the person’s job
• of their family member and the level of care they required would have prevented the customer from performing paid work. Consider the severity of the condition as well as the level of care required

Verification of employment

The customer must also provide evidence from their employer confirming:

• the period the customer was/is unable to work, and
• that the customer would have worked during the work test period if:
• they were not affected by the severe medical condition, or
• had to care for their family member affected by a severe medical condition

Self-employed customers can provide documents from the following list to show their intention to work during the work test period:

• existing and new contracts
• a letter or declaration from their accountant confirming past and expected business activity
• customer notifications of change to business activity
• employment of a staff member to perform their usual work activities
• self-declaration of self-employment status and the intention for the business to continue

When assessing the employment evidence, Service Officers need to be satisfied the person would have met the work test if the medical condition had not existed. The evidence needs to show that the customer would have met the work test requirements had they worked during the exception period, taking in to account their usual hours and pattern of work.

A customer must have a genuine connection to the workforce. In most cases, this cannot be demonstrated if the customer has not performed any qualifying work in their work test period. If a customer has not performed any qualifying work in their work test period, Service Officers need to consider if the customer has a genuine ongoing connection to the workforce. Consider a customer’s work history, leave and if they intend to return to employment with employer.

Has the customer provided the required evidence to verify they had a severe medical condition, or were required to provide care to a close family member with a severe medical condition, and evidence of employment?

• Yes, and the Service Officer is:
• satisfied that the customer has met the work test, go to Step 8
• not satisfied the customer has met the work test, go to Step 9
• No, the customer has not provided required evidence, go to Step 7

This can apply if:

• the customer was affected by a natural disaster, such as a bushfire, flood or major storm, which prevented them from performing paid work during their work test period, and
• the natural disaster was declared by either the:
• Commonwealth, or a State or Territory, or
• a Commonwealth, State or Territory authority responsible for managing responses to natural disasters. See the Resources for a link to the Disaster Assist website to determine if the disaster has been declared

Note: COVID-19 is not considered a natural disaster for the work test as it has not been declared a natural disaster by the Commonwealth, a State or Territory. A more targeted approach was implemented to support customers affected by COVID-19. These include:

• the extended work test measure, and
• counting JobKeeper Payment and the COVID-19 Disaster Payment as qualifying work

Customers are required to provide evidence:

• they were severely affected by a natural disaster, and
• they would have worked during their work test period had it not been for the natural disaster

Verification of natural disaster

The customer is required to provide:

• evidence to support they were severely affected by a natural disaster declared by the Commonwealth or a state or territory, and
• the address or location where they were affected, such as their home or work

Acceptable evidence includes:

• evidence of major damage to the customer's home, such as an insurance claim, building report, invoices for completed repairs or quotes for scheduled repairs
• lease agreement or letter from their real estate agent
• drivers licence
• utility notice or rates notice in the customer's name
• media articles showing impacts of the disaster on the community
• a letter from the customer's employer, if the workplace was affected by the disaster
• a statutory declaration explaining how they were impacted

Staff must check if the natural disaster has been declared. The Resources page has a link to the Disaster Assist website that lists disasters that have been declared by the Commonwealth, a State or Territory.

Verification of employment

The customer must also provide evidence from their employer confirming:

• the period the customer was/is unable to work; and
• that the customer would have worked during the work test period if they were not severely affected by the natural disaster

Self-employed customers can provide documents from the following list to show their intention to work during the work test period:

• existing and new contracts
• a letter or declaration from their accountant confirming past and expected business activity
• customer notifications of change to business activity
• employment of a staff member to perform their usual work activities
• self-declaration of self-employment status and the intention for the business to continue

When assessing the employment evidence, Service Officers need to be satisfied the person would have met the work test if the natural disaster had not occurred. The evidence needs to show that the customer would have met the work test requirements had they worked during the exception period, taking in to account their usual hours and pattern of work.

A customer must have a genuine connection to the workforce. In most cases, this cannot be demonstrated if the customer has not performed any qualifying work in their work test period. If a customer has not performed any qualifying work in their work test period, Service Officers need to consider if the customer has a genuine ongoing connection to the workforce. Consider a customer’s work history, leave and if they intend to return to employment with employer.

Has the customer provided the required evidence to verify they were severely affected by a natural disaster and evidence of employment?

• Yes, and the Service Officer is:
• satisfied that the customer has met the work test, go to Step 8
• not satisfied the customer has met the work test, go to Step 9
• No, the customer has not provided required evidence, go to Step 7

This can apply if the customer was prevented from performing paid work during their work test period because they:

• experienced family or domestic violence, or
• were dealing with the impact of the family and domestic violence

Customers are required to provide:

• information that will help a social worker determine if the customer has been affected by family and domestic violence, and
• evidence that they would have worked during their work test period had it not been for the family and domestic violence

Verification of family and domestic violence

Service Officers must not issue a written request for evidence of family and domestic violence.

Family and domestic violence claims must be referred to a social worker who will undertake an assessment to decide if the family and domestic violence affected the customer's ability to work during their work test period. For details of the social worker referral process, see Pre-processing checks for standalone and combined claims for family assistance and/or Paid Parental Leave payments.

If there is enough evidence already on the customer's record, the social worker may complete a file assessment. If required, the social worker may contact the customer to discuss their circumstances over the phone. The Social worker:

• may be able to verify the customer's circumstances over the phone with third parties, or
• may ask the customer to provide evidence which could include:
• a letter from a third party familiar with the customer's circumstances
• a letter from a support service such as a shelter, refuge or community housing
• police or court documents, such as a domestic violence order
• a statutory declaration

Verification of employment

The customer must provide evidence from their employer confirming:

• the period the customer was unable to work, and
• that the customer would have worked during the work test period

Note: the employer may not be aware of the reason why the customer was unable to work and the customer is not required to divulge this information to their employer while obtaining the evidence. Service Officers must never tell a customer that this is required.

Self-employed customers can provide documents from the following list to show their intention to work during the work test period:

• existing and new contracts
• a letter or declaration from their accountant confirming past and expected business activity
• customer notifications of change to business activity
• employment of a staff member to perform their usual work activities
• self-declaration of self-employment status and the intention for the business to continue

When assessing the employment evidence, Service Officers need to be satisfied the person would have met the work test if they had not been affected by family domestic violence. The evidence needs to show that the customer would have met the work test requirements had they worked during the exception period, taking in to account their usual hours and pattern of work.

A customer must have a genuine connection to the workforce. In most cases, this cannot be demonstrated if the customer has not performed any qualifying work in their work test period. If a customer has not performed any qualifying work in their work test period, Service Officers need to consider if the customer has a genuine ongoing connection to the workforce. Consider a customer’s work history, leave and if they intend to return to employment with employer.

Social worker assessment

When the social worker has completed their assessment, they will annotate PPL/DAP Spec Circ Work test Fast Note DOC with the outcome.

Has the social worker completed their assessment confirming family and domestic violence affected the customer's ability to work, and has the customer provided the required evidence of employment?

• Yes, and the Service Officer is:
• satisfied that the customer has met the work test, go to Step 8
• not satisfied the customer has met the work test, go to Step 9
• No, and the customer's employment evidence is still required, go to Step 7
• No, and the social worker assessment is still in progress, check for a social worker progress DOC and make sure the social work referral has been completed correctly
• For PPL, see Pre-processing checks for standalone and combined claims for family assistance and/or Paid Parental Leave payments
• Place the claim on hold for an additional 7 days
• Procedure ends here

Customers will generally be asked to provide this evidence with their claim.

If they cannot provide evidence with sufficient detail within the claim, Service Officers can contact the employer/s at the request of the customer. Evidence can be obtained verbally if customers cannot get it in writing.

Note: Service Officers must not issue a written request for evidence of family and domestic violence. A social worker must assess these cases.

If more information/documents are needed:

• contact the customer by phone to request evidence, or
• run the Request Documents in Process Direct

Request information/documents be provided within 14 days (21 days for remote area or overseas customers).

Place claim on hold for 15 days (22 days if remote/overseas).

Before making an adverse decision, allow extra time for mail delivery.

If the customer does not supply the required evidence requested in the additional request for information, go to Step 9.

Procedure ends here.

Update the work test information on the PPL Work Test History (P1WH) screen (in Process Direct) that:

• the customer has met the work test, and
• the evidence provided was sufficient

In Process Direct using PPL Work Test History (P1WH) screen:

• Work History Test Met = Yes
• Exemption = (Select relevant exemption) Family and Domestic Violence, Severe Medical Condition, Natural Disaster
• Verification = VAL
• SWO FDV Assessed = Yes (coding only required for FDV)

Continue to assess claim. See Processing standalone and combined claims for family assistance and/or Paid Parental Leave scheme payments.

Procedure ends here.

Note: due to privacy and safety concerns, staff should not use the term 'family and domestic violence' on the customer's record. Instead, use the phrase s 24B(2)(a) of the Paid Parental Leave Rules 2021. For example, the social worker assessment will advise that the customer meets/does not meet the requirement per s 24B(2)(a) of the Paid Parental Leave Rules 2021. Fast notes for grant/reject/NEF claims must also refer to this section and not 'family and domestic violence'.

Update the work test information on the P1WH screen (in Process Direct) that:

• the customer has not met the work test, and
• the evidence provided was insufficient or not provided

In Process Direct using PPL Work Test History (P1WH) screen

• Work History Test Met = No
• Exemption = (Select relevant exemption) Family and Domestic Violence, Severe Medical Condition, Natural Disaster
• Verification = INV or NOT
• SWO FDV Assessed = Yes (coding only required for FDV)

Continue to assess claim. See Processing standalone and combined claims for family assistance and/or Paid Parental Leave scheme payments.

Procedure ends here.

Note: due to privacy and safety concerns, staff should not use the term 'family and domestic violence' on the customer's record. Instead, use the phrase s 24B(2)(a) of the Paid Parental Leave Rules 2021. For example, 'the social worker assessment will advise that the customer meets/does not meet the requirement per s 24B(2)(a) of the Paid Parental Leave Rules 2021'. Fast notes for grant/reject/NEF claims must also refer to this section and not 'family and domestic violence'.

If:

• a prematurely born child prevents their birth mother (the customer) from undertaking some or all of their qualifying work
• the work test can be assessed based on work that would have been performed had the child not been born premature

This applies if the claim:

• was made post-birth, and
• the customer has not met the work test based on their actual work performed

In these cases, it would be appropriate to use the child's expected date of birth and include the work the customer would have performed had the child not been born prematurely.

Note: the customer must provide verification from:

• the doctor and/or hospital to confirm the premature birth, and
• their employer to confirm the customer would have worked had their child not been born prematurely

Would the customer have met the work test based on the child's expected date of birth?

• Yes, continue to assess claim. See Processing standalone and combined claims for family assistance and/or Paid Parental Leave scheme payments
• No, the customer does not meet the existing work test. Procedure ends here

The work test can be assessed based on the expected date of birth where the claim:

• was made post-birth
• the customer has not met the work test based on the child's actual date of birth, and
• the child was born after the expected date of birth

Note: the customer may be required to provide verification from the doctor or hospital to confirm the expected date of birth of the child.

A warning message - W009P1 will appear on the Advance Warning and Errors (AWE) screen for claims where the customer has lodged a post birth claim and they have not met the work test. Before rejecting the claim, contact the customer to check if the work test would have been met using the expected date of birth rather than the actual date of birth.

Procedure ends here.

Is the customer to be assessed as a secondary or tertiary PPL claimant under exceptional circumstances?

• Yes, some PPL secondary and all tertiary claimants may be exempt from the PPL work test if they claim payment under exceptional circumstances for PPL
• PPL would be assessed for the customer under the primary claimant rules to see if eligible to the full payment
• If during the primary claimant assessment they do not meet the work test they may still be eligible for the remainder of the previous primary claimant's PPL payments
• If the customer is eligible for PPL as a secondary/tertiary claimant under exceptional circumstances for PPL, the customer does not need to meet the work test
• Check that the customer meets the other eligibility criteria for PPL as relevant
• No, the customer does not meet the existing work test. Document the reason for the decision (including any evidence provided) in the finalisation note when completing the claim

Procedure ends here.

A special PPL claim can be made by:

• the partner of a PPL claimant in exceptional circumstances
• another person if exceptional circumstances exist.

Is the customer to be assessed as PPL claimant under exceptional circumstances?

• Yes:
• some PPL claimants may be exempt from the PPL work test if they claim payment under exceptional circumstances for PPL
• PPL would be assessed for the customer under the general PPL payability rules to see if they are eligible to the full payment
• No, the customer does not meet the existing work test. Document the reason for the decision (including any evidence provided) in the finalisation note when completing the claim

Procedure ends here.

Under the Dangerous Jobs provision, the birth mother, (or the primary claimant who is pregnant), can move their work test period to the 392 days immediately before the day on which they stopped the dangerous job if all the below apply:

• they were performing or performed paid work of a particular kind before the child is born
• the hazards connected to that kind of work prevented the customer from continuing to work
• the hazard was a risk to the pregnancy
• the customer does not meet the normal work test by using the child's expected/actual date of birth

The customer will be required to provide evidence to support their claim of having to stop work because they worked in a dangerous job.

A customer may be assessed under the dangerous job provision if they stop working due to:

• the risk that COVID-19 has on their pregnancy, and/or
• being vaccinated against COVID-19 would pose a risk to their pregnancy but is required for them to continue working

Was the customer required to stop working in a dangerous job?

• Yes, go to Step 2
• No, the customer is not eligible for the Dangerous Job provision. Procedure ends here

When a customer advises they were required to stop working in a dangerous job they will need to provide evidence.

The customer will need to provide proof of:

• the type of work they were performing and
• evidence that this work was a risk to the customer's pregnancy

Evidence of work

Proof from the customer's employer that before the child was born the customer worked in a particular job. This can include a:

• letter from employer
• copy of contract/workplace agreement
• customer statutory declaration of job description (self-employed only)

Evidence of risk

Evidence confirming that the customer stopped working because of the hazards connected with the work was a risk to the customer's pregnancy. This can include a:

• medical certificate
• letter from employer (if they are a medical professional)
• a copy of their industry regulations or guidelines that confirm they were unable to continue working due to their pregnancy

Assessing Dangerous Job Evidence

Service Officers are to assess the evidence provided is sufficient to show the customer worked in a dangerous job before their child was born and they stopped working due to the risks the job posed to the pregnancy.

Acceptable evidence must include the following:

For employees

• the type of work the customer performed, including their job description
• the date the customer stopped working
• the hazards connected to the kind of work that prevented the customer from continuing to work
• the job was a risk to the customer's pregnancy and the customer was unable to continue working at their current employment. This may include current industry regulations or an employment agreement/contract

For self-employed customers

• a copy of the customer's contract or industry regulations, and
• a statutory declaration stating:
• the type of work the customer performed, including their job description
• the date the customer stopped working
• the hazards connected to the kind of work that prevented the customer from continuing work
• that the job was a risk to the customer's pregnancy and the customer was unable to continue working in their current employment. This may include current industry regulations or a current contract

There may be some circumstances where evidence from an employer could be enough to satisfy proof of risk to the pregnancy and medical evidence would not be required. For example current industry regulations, an employment agreement or current contract that show regulations not allowing a pregnant person to work past a certain period of gestation due to workplace risks.

If a customer has not lodged medical evidence and the employment evidence is not sufficient to conclude that the work performed and its hazards were a risk to the pregnancy, then more evidence should be requested for example, medical evidence.

The Resources page has examples for Service Officers of what can be used as suitable evidence and dangerous job scenarios.

Evidence on file

Evidence provided as part of the customer's claim are available via 'Document-tools' for any information/evidence that has been provided as part of the customer's online claim.

Evidence of Dangerous Job - risk COVID-19 has on pregnancy

If a PPL customer stops working due to the risk that COVID-19 has on their pregnancy, they may be assessed under the Dangerous Job provision. In these cases, the customer must provide proof of their work circumstances from their employer and evidence supporting the risk to their pregnancy from a medical professional.

In these cases, the customer must provide medical evidence. For example:

• a letter from a medical professional recommending the customer stop work due to the risk of COVID-19 to their pregnancy, or
• a directive from the State or Commonwealth Department of Health and Aged Care advising a pregnant person in certain industries should stop work because of the risk to their pregnancy

The customer must also provide evidence from their employer that states:

• the type of work they were doing, including a description of the job (a statutory declaration of their job description, if they are self-employed)
• the date they stopped working
• that they would have kept working if not for the risk of COVID-19 to their pregnancy

Evidence of Dangerous Job - cannot receive COVID-19 vaccine due to risks to the pregnancy

If a PPL customer is working in a job and their employer has a requirement for all staff to be vaccinated against COVID-19 in order to continue working, the PPL customer may be able to access the dangerous job provision if they:

• were pregnant before they had to stop working, and
• received medical advice that being vaccinated against COVID-19 would pose a risk to their pregnancy

In these cases, the customer must provide medical evidence. For example:

• a letter from a medical professional confirming the customer cannot receive the COVID-19 vaccination as it poses a risk to the pregnancy

The customer must also provide evidence from their employer that states:

• all employees are required to be vaccinated to continue to work, and
• the customer would have kept working if not for their inability to be vaccinated

Has the customer provided sufficient evidence that confirms the customer was required to stop working in a dangerous job due to the hazards connected with their employment?

• Yes, go to Step 5
• No:
• employment evidence is required, go to Step 3
• medical evidence is required, go to Step 4

If more evidence is needed attempt to contact the customer by phone and send a request for additional information to the customer using Request Documents in Process Direct.

If the customer's employer will not provide them with evidence, a Service Officer has the discretion to obtain the employer information verbally from the employer. The information must be from a person of authority for example, a registered PPL contact officer or the customer's line manager. Document the name and the title of the person providing the information on the customer's record.

Has the customer provided the requested evidence from their employer?

• Yes, go to Step 4
• No:
• If the allowable time has been given and the customer has still not provided the requested documents, claim should be made Non Effective (NEF) Information/details not provided (INF)
• Procedure ends here

If more evidence is needed attempt to contact the customer by phone and send a request for additional information to the customer using Request Documents in Process Direct.

Has the customer provided a letter or medical certificate from their medical practitioner or a copy of industry guidelines confirming hazards connected with the work that was a risk to the customer's pregnancy?

• Yes, go to Step 5
• No:
• If the allowable time has passed and the customer has not provided the requested documents, the claim should be made Non Effective (NEF) Information/details not provided (INF)
• Procedure ends here

The customer meets the dangerous job provision, and the work test period can be moved to an earlier period. The work test for dangerous jobs provision is the 392 days (approximately 13 months) immediately before the date the customer stopped working in the dangerous job that presented a risk to the customer's pregnancy.

The qualifying period is a 295 day (approximately 10 month) period within the 13 month work test period. A customer can have one or more permissible breaks between 2 days within the qualifying period.

A permissible break:

• is not more than 84 days, or
• started before, and ended after, the start of the work test period and is not more than 84 days

To determine if the customer has a qualifying period, take into consideration any:

• evidence available to determine if the work test has been met, and
• non-permissible breaks - which are breaks of more than 84 days (12 weeks) between 2 consecutive working days in the 295 day qualifying period)

Note: customers cannot have a non-permissible break in their 10 month (295 days) qualifying period unless this is due to:

• pregnancy-related complications/ illness, or
• a premature birth

Paid leave such as extended recreational, long service leave does not count as a non-permissible break as it is paid and counts towards the work test.

Has the customer had a non-permissible break between 2 consecutive working days in the 295 days (approximately 10 month) qualifying period?

• Yes, the customer does not meet the existing work test. Procedure ends here
• No, go to Step 7

To meet the work test the customer must have worked at least 330 hours during the 295 day (10 month) qualifying period.

Has the customer worked at least 330 hours of qualifying work in the 295 day (approximately 10 month) qualifying period?

• Yes, the customer has met the work test. Check that the customer meets all eligibility criteria (as relevant) for:
• PPL for children born or entering care on or after 1 July 2023
• PPL for children born or entering care before 1 July 2023
• No, the customer does not meet the existing work test. Document the reason for the decision (including any evidence provided) in the finalisation Note when completing the claim

• Procedure ends here