What is Shared Parental Leave in the UK?

What is Shared Parental Leave?

Shared Parental Leave (SPL) was introduced in April 2015 to give parents more flexibility in how they share childcare responsibilities during the first year after birth or adoption. It allows eligible parents to share up to 50 weeks of leave and 37 weeks of Shared Parental Pay (ShPP) between them.

SPL is separate from maternity leave, paternity leave, and adoption leave. It is an alternative that gives parents the choice to share the available leave and pay.

How SPL Works

The Basic Principle

1. The mother (or primary adopter) starts maternity (or adoption) leave and pay as normal
2. She then gives a CURTAIL notice to end her maternity leave/pay early
3. The remaining weeks of leave and pay become available as SPL/ShPP
4. Either or both parents can take SPL in continuous or discontinuous blocks

What is Available to Share

Eligibility

Both parents must meet eligibility criteria:

The Mother/Primary Adopter Must

• Be entitled to maternity/adoption leave OR statutory maternity/adoption pay
• Have given a CURTAIL notice to end maternity/adoption leave or pay early

The Employee Taking SPL Must

• Have at least 26 weeks' continuous employment by the end of the 15th week before the expected week of childbirth (or the week they are matched with a child for adoption)
• Still be employed at the start of each period of SPL

The Other Parent Must

• Have worked for at least 26 weeks in the 66 weeks before the EWC (not necessarily with the same employer)
• Have earned at least £30 per week in at least 13 of those 66 weeks

Shared Parental Pay (ShPP)

ShPP is paid at the statutory rate of £187.18 per week (or 90% of average weekly earnings if lower) for 2025/26. Unlike SMP, where the first 6 weeks are at 90% of earnings, all ShPP weeks are at the flat rate.

Some employers offer enhanced shared parental pay. If so, the terms should be set out in the SPL policy.

The Process Step by Step

Step 1: CURTAIL Notice (from the mother)

The mother gives written notice to her employer of the date she wants to end her maternity leave. This is binding once submitted (with limited exceptions).

Step 2: Notice of Entitlement (from the parent taking SPL)

At least 8 weeks before the first period of SPL, the parent must give their employer:

• The expected birth/placement date
• The mother's CURTAIL date
• Total SPL and ShPP available and how much each parent intends to take
• A signed declaration from both parents confirming the information

Step 3: Period of Leave Notice

At least 8 weeks' notice of each block of SPL, specifying start and end dates.

Continuous block: The employer must accept a request for one continuous block of SPL.

Discontinuous block: A request for split periods can be refused. The employer has 2 weeks to discuss and agree, refuse, or propose alternatives.

Step 4: Taking SPL

SPL can be taken at any point in the first year after birth/placement. Parents can take SPL at the same time as each other or at different times.

SPLIT Days (Shared Parental Leave in Touch Days)

Each parent on SPL can work up to 20 SPLIT days without ending their SPL. These are in addition to the 10 KIT (Keeping in Touch) days available during maternity leave.

SPLIT days are optional for both parties and paid at the agreed rate.

Common SPL Scenarios

Scenario 1: Mother takes 20 weeks, partner takes 30 weeks

• Mother takes 20 weeks of maternity leave
• She curtails maternity leave at 20 weeks
• Partner takes 30 weeks of SPL with 19 weeks of ShPP (37 - 18 weeks SMP already used = 19)

Scenario 2: Both parents off together for 4 weeks

• Mother takes 26 weeks of maternity leave, then curtails
• Both parents take 4 weeks of SPL at the same time
• Partner takes an additional 20 weeks of SPL alone

How Grove HR Helps

Grove HR guides managers and employees through the SPL process with interactive workflows, calculates available leave and pay entitlements, tracks CURTAIL notices and period of leave notices, manages SPLIT days alongside KIT days, and ensures payroll reflects the correct ShPP rates.