Shared parental leave
What Is Shared Parental Leave? How Does It Work
Shared Parental Leave (SPL) is a statutory entitlement designed to give working parents greater flexibility in how they divide childcare responsibilities during the first year after the birth or adoption of a child. It enables parents to share up to 50 weeks of leave and up to 37 weeks of pay, allowing them to balance professional obligations with family needs. By enabling both parents to take meaningful time off, SPL supports gender equality in caregiving, helps parents bond with their child, and promotes a healthy work-life balance.
Shared Parental Leave works by allowing eligible parents to convert a portion of maternity leave or adoption leave into shared leave that both can take in a way that suits their circumstances. For instance, if a mother takes only part of her maternity leave, the unused portion can be 'given back' to the family as SPL for either parent to use.
The process generally follows these stages:
- Initial Leave Period: The primary adopter or mother initiates the adoption or maternity leave. SPL cannot begin until at least two weeks of maternity leave (four weeks for manufacturing workers) has been taken.
- Decision to Share: Parents decide how much leave they will share, how it will be split, and in what pattern (continuous or discontinuous).
- Formal Notification: Both parents must provide at least eight weeks' written notice to their respective employers, detailing the intended start and end dates of their SPL.
- Taking the Leave: SPL can be taken in blocks (e.g., three separate periods) or all at once. Parents can also overlap leave to spend time together or alternate to ensure continuous childcare.
This flexibility allows families to adapt leave around career commitments, health needs, and personal circumstances, something traditional maternity or paternity leave often cannot accommodate.
Eligibility for Shared Parental Leave
Certain work and relationship conditions must be met in order to be eligible for SPL. This ensures that the benefit applies fairly to those with a genuine parental role in the child's care.
Employment Requirements
- By the end of the fifteenth week prior to the child's due date (or matching date for adoption), each parent must have worked consistently for their present company for a minimum of twenty-six weeks.
- They must remain employed while taking SPL.
Earnings Requirements
- Each parent must earn at least the minimum earnings threshold set by the government (updated annually) to qualify for pay.
Parental Relationship Requirements
- SPL applies to biological parents, adoptive parents, and the partners (including same-sex partners) of the birth/adopting parent.
- Both parents must share responsibility for the child's upbringing from birth or adoption placement.
It's important to note that if only one parent meets the eligibility criteria, SPL cannot be taken jointly although maternity, paternity, or adoption leave might still apply to one parent.
Examples of Shared Parental Leave
SPL can be arranged in various patterns to suit different family and work needs.
Example 1 -- Alternating Care
After returning to work for the first 20 weeks of maternity leave, the father takes the remaining 20 weeks as SPL. This ensures uninterrupted parental care for the child without both parents being away from work for extended overlapping periods.
Example 2 -- Overlapping Leave for Family Bonding
Both parents take 10 weeks of SPL at the same time during the child's early months. This allows them to adjust to parenthood together, attend health appointments jointly, and share day-to-day caregiving tasks.
Example 3 -- Split into Blocks
The parents alternate between work and leave in shorter periods, such as the mother taking four weeks of SPL, returning to work, and then the father taking the next four weeks. This method provides flexibility for career continuity while still giving each parent dedicated bonding time.
What Is the Statutory Shared Parental Pay?
Statutory Shared Parental Pay (ShPP) is the financial support available to parents during SPL. It helps offset income loss while enabling parents to take time away from work.
- Amount: Paid 90% of the worker's average weekly salary or the statutory rate, which is determined yearly, whichever is less.
- Duration: Up to 37 weeks of ShPP is available to be split between both parents, depending on how much maternity or adoption pay has been used before SPL begins.
- Eligibility for Pay: The same employment and earnings criteria for SPL generally apply to ShPP.
- Payment Method: Employers usually pay ShPP in the same way as salary, with tax and National Insurance deductions applied.
Some organizations offer enhanced SPL pay, which can exceed statutory rates, as part of their broader family-friendly benefits strategy. This can make a significant difference in encouraging employees to take advantage of SPL.
Empower your employees with flexible leave options that support work-life balance and promote equality. Explore Qandle's HR solutions to simplify leave management, track parental leave requests, and ensure compliance with statutory regulations.
Back to Glossary