Sharing leave, sharing success

Last updated: 17 July 2025 

Parental leave is often pitched as an employee benefit. But through our 18-week paid parental leave scheme – which gives all parents the option to take 18 weeks of paid leave after a new child arrives, at a time that suits them – it provides strong benefits to our business too.  

Supporting our people to balance work and family needs is helping to attract top talent, retain experienced workers, create opportunities for others on the team, and redefine what leadership looks like in mining.

We caught up with a couple who have both taken parental leave while working at our Yarwun operation in Gladstone, Queensland, Australia – Chris, Yarwun’s Maintenance Manager, and Renee, a Safety Advisor – to learn more about how our flexible policy isn’t just supporting their family through the challenging first year parenting a new child; it’s also supporting them return to work successfully to thrive in their careers.

Renee, Safety Advisor, Yarwun

“Chris and I have been together for more than 11 years. We’ve got 2 little boys – Spencer, who’s 3, and Harrison, who turns one next month. 

“I joined Rio Tinto as a graduate while I was pregnant, which made me nervous at first. But even as a new graduate, I felt supported straight away. I ended up taking 12 months off with both boys and opted for half pay, which meant I had about 9 months of paid leave each time. I feel incredibly fortunate. 

When I was expecting Spencer, I was the first pregnant person my leader had managed. We figured it out together – I’d initially planned to take 4.5 months, but my leader encouraged me to keep it open. I ended up taking 13 months, and I’m so glad I did. The culture at Yarwun is supportive of new parents taking leave, and I don't feel like it’s held back my career at all. 

When I had Harrison, I had a different manager. I mentioned I was considering an early return and he said, “We’d love to have you back, but really think about it. You may never get this time again.” That stuck with me. All my leaders have shown genuine care and understanding that time away for family isn’t something to rush through, it’s something to value. 

As a graduate, you do feel that pressure to prove yourself. Taking time off can feel risky, especially in small teams where opportunities are limited. But I’ve never felt like I had to choose between my career and my family. I even moved into a higher role while I was pregnant with Harrison. At Rio, pregnancy isn’t seen as a disadvantage, and parental leave isn’t seen as a burden. 

Having my husband, Chris, take 8 weeks after our second child was born made a huge difference. It gave us time to transition as a family of 4 – time to bond with our baby, support our eldest through the change, and just enjoy that precious early phase. Chris will also take the last 10 weeks of his leave when I return to work. That solo parenting time is important for him and for the boys. And it gives me space to re-enter work knowing things are handled at home. 

The return from parental leave can be a big shift. I'm figuring out systems again, rebuilding confidence, and remembering how to have adult conversations! But I’ve got support. I’m a routine-based person, and so are our kids. The ability to ease back in and not be overwhelmed makes all the difference. 

Looking ahead, I know the support won’t stop. Rio’s flexible work arrangements will help as the kids head into school. I’m lucky to have my parents nearby, but being able to work school hours and not rely too heavily on outside care is a gift. There are other perks too, like the lifestyle package at Yarwun, which gives us free access to the pool. Those little things add up and help our family live a more balanced life. 

And it’s not just office workers who benefit. At Yarwun, within the HSE department, we are responsible for implementing a reproductive health policy that protects women working on site. Once you’re 22 weeks pregnant, for example, you can’t be in the plant. But we don’t sideline people – we find safe, meaningful work in other areas. We reduce night shifts, and conduct risk assessments throughout pregnancy. These protections aren’t reserved for office staff – they apply across the board. 

That’s something I’m proud of, especially being part of the team that supports this policy.  

Because equality at work means making sure every person – no matter their job or their situation – has access to the same care, support, and opportunity.” 

Chris, Maintenance Manager, Yarwun

“When the parental leave policy was first announced, I had just stepped into one of my Superintendent roles, and we’d just found out we were expecting. I remember feeling joy and disbelief when I heard about the 18-week leave. I was genuinely excited. 

But I was also bitterly disappointed. Spencer was born just before the new policy came into effect, so I fell under the old one, with just five days of leave. That stung. Five days with a newborn isn’t nearly enough, so I took five weeks of annual leave instead. It chewed up a lot of my time off, but we did what we had to. 

My leaders were incredibly compassionate. We didn’t try to challenge the decision – I respected the process – but the empathy they showed meant a lot. 

This time around, the experience has been completely different. I’ve felt so supported. I’ll admit, at first I struggled with guilt. Taking 18 weeks of leave as a manager felt… indulgent somehow. I assumed leadership meant sacrificing those kinds of benefits. 

But when I mentioned that to my General Manager, he looked at me and said, “What are you talking about? That’s silly.” That kind of backing was both refreshing and emotional. 

I took 8 weeks when Harry was born and I’m about to take another 10. That’s where the policy really makes a difference. The daycare situation in Gladstone is brutal! It took 18 months to get Spencer in. Renee took 13 months off with him, and when her leave ended, we had no care options.  

This time, we were more prepared. We lined up daycare for Harry, but just in case, I structured my leave to cover the back end too. That planning gave us peace of mind, and it gave Renee time to recharge without juggling both kids on her own. Those first 8 weeks after Harry was born were incredibly special. I wouldn’t trade them for anything. That kind of time – real, meaningful time – is priceless. 

Now, I’m preparing for my next block of leave, and the handover looks a bit different from when I was a Superintendent. In my manager role, there’s more strategic work to cover. I won’t lie, I’ve battled some internal guilt. I’ve been given an opportunity many in my department haven’t, and as a leader, I felt the weight of that. But that guilt is self-imposed. There’s been no pressure from above or below, just encouragement and support. 

 I’m splitting the 10 weeks between 2 team members, Brandon and Bruce, who will each act in my role for 5 weeks. It’s a fantastic opportunity for both of them – a long enough stint to offer real leadership experience, ownership and visibility. And they’re being paid accordingly for that responsibility. So this policy isn’t just about benefiting one person, it’s creating development pathways for others as well. 

It also speaks volumes about how we do business. From a company perspective, we genuinely aim to support people going on leave. We try to backfill every role. Sometimes it works, sometimes it doesn’t. And when it doesn’t, we redesign the work. We stop jobs if needed. It’s never about piling the burden on others. 

That mindset of putting people first is something I really value. It’s how we should be operating every day. Designing work with inclusion in mind creates better outcomes for everyone. 

It showed me that it’s not just about one policy, it’s about how all the benefits work together to create a strong, supportive culture. Parental leave is just one piece of a much bigger picture.  

When people feel supported at home, they bring their best selves to work. And when leaders truly care, it builds loyalty, engagement, and trust. 

So yes, the parental leave policy is incredible. But what makes Rio really stand out is how we apply it – with heart, integrity, and a genuine focus on people.”