Still a bit confused...

[Astrid]

It is to do with the employee maintaining a relatioship with the employer. Also some people take additional leave, like LSL, whilst on PPL, in which case, correct taxation is important.

This is some info from the Employers Toolkit

2.2 Why we have it
The Paid Parental Leave scheme is designed to:
• recognise that taking time out of the paid workforce to care for a child is part of the usual course of life and work for both parents
• promote equality between men and women and balance between work and family life.
The scheme is also designed to help employers:
• retain valuable and skilled staff by encouraging them to stay connected with their workplace when they become parents
• enhance family friendly workplace conditions without having to fund Parental Leave Pay themselves
• in the long-term, through the increased workforce participation of parents.
So, it’s great for families but it’s also great for you. It’s an opportunity for your business to support employees at an important time in their lives, especially if you haven’t been able to provide paid maternity or parental leave in the past.
It’s important to note, the financial support provided by the scheme is designed to complement and supplement any existing entitlements to paid and unpaid leave in connection with birth or adoption of a child.
2.3 How it affects you
As an employer, you play an important role in the Paid Parental Leave scheme.
Your employee may approach you about taking leave. The scheme doesn’t give your employees a new entitlement to leave, but they must be on paid or unpaid leave and not working to get Parental Leave Pay. To get Dad and Partner Pay, your employee must be on unpaid leave and not working.
And most importantly, your business may be required to provide Parental Leave Pay to an eligible employee—but don’t worry, we’ll always give you the funds first.
Your obligations with Dad and Partner Pay
You are not required to provide Dad and Partner Pay. Because it’s only a two week payment, we will always pay your employee directly.
You need to be aware that an employee may approach you about taking unpaid leave so that they can receive Dad and Partner Pay.
It’s up to your employee to apply for Dad and Partner Pay with us and negotiate leave with you.
You need to know your employee’s leave entitlements including any entitlement they may have to unpaid leave under the National Employment Standards in the Fair Work Act 2009. Employees may also have entitlements to leave under a modern award or enterprise agreement. As always, you need to keep a record whenever your employee takes leave.

[Marley&Me]

I think the point of it going through the employer was to save administration fees for the government. PPL is paid to the employer who then pay it to the employee. I think it's a waste of time and money that way, but that's what the PTB decided to do.

It can be paid directly in certain circumstances, like bereavement or if you're not returning to work. When were you planning on returning to work? Would it be better for you to quit?

Yes, I think this is correct. They told me it is the same thing, payment wise. But if you are still employed by that employer then they have to pay you after CL pays them.

My agreement to come back t work is only verbal, nothing on paper. So when I called up today CL told me that they were paying me, not my employer. I am not 100% sure I want to go back to this particular job anymore anyway.