Werknemers as Lasgewende Ouers in Surrogasie-Aangeleenthede: Die Geboorte van nuwe Verlof-behoeftes in Suid-Afrika
Commissioning parents in terms of a surrogacy agreement have the same parental obligations as traditional parents towards their child. However, since the legitimising of surrogacy in terms of the Children’s Act in 2005, no provision has been made to accommodate the need for leave from work for commissioning parents in order to fulfil their obligations in this regard. The only form of recourse available to commissioning parents may be found in section 27 of the Basic Conditions of Employment Act (BCEA) which provides for family responsibility leave of three days. It is submitted that this is insufficient. In the matter of MIA v State Information Technology Agency, it was mentioned in passing that amendments to current labour legislation are necessary to address the lacunae in this respect. As was seen in this matter, the absence of legislative provisions regarding relevant leave will likely give rise to claims of discrimination based on various grounds. The Labour Laws Amendment Bill 2015 has since proposed amendments to the BCEA regarding, amongst others, leave for surrogacy matters. It currently proposes ten weeks commissioning parental leave to be available to one commissioning parent and ten days ordinary parental leave to the other, to be taken from the date of birth. Although the Bill is welcomed, various concerns pertaining to the duration and management of the various types of leave can be identified that need urgent address, particularly as far as the best interests of the child is concerned. The latest developments in the United Kingdom in relation to the above matter provides that its legal system serves as a worthy comparator to provide guidance as to how the Bill may be improved in order to protect all the relevant parties to a surrogacy agreement, as well as the child born in terms thereof.