Definition
A flexible arrangement that allows eligible parents to share up to 50 weeks of leave and up to 37 weeks of pay between them following the birth or adoption of a child. The mother must curtail her maternity leave to create SPL that either parent can take.
UK Context
Introduced in 2015 under the Shared Parental Leave Regulations 2014, SPL uptake remains low in the UK. Both parents must meet eligibility criteria based on employment and earnings. Employers can offer enhanced shared parental pay, and tribunals have found that failing to enhance SPL when maternity pay is enhanced can be discriminatory.
Best Practices
- Ensure your SPL policy is clear and accessible, and train managers to handle requests confidently
- Consider enhancing shared parental pay to encourage uptake and promote gender equality
- Plan for the operational impact of SPL requests, which can involve complex patterns of leave
Frequently Asked Questions
How does shared parental leave work?
The mother or primary adopter must end their maternity or adoption leave early. The remaining weeks convert into SPL, which either parent can take in blocks of at least one week. Parents can take leave at the same time or alternately, giving at least eight weeks notice.
Do both parents need to be employed?
The parent taking SPL must be an employee. The other parent must meet the employment and earnings test: they must have worked for at least 26 weeks in the 66 weeks before the due date and earned at least 390 pounds in total in 13 of those weeks.