If an employee is eligible for SPL and they or their partner end maternity or adoption leave and pay (or Maternity Allowance) early, then they can: Sometimes only one parent in a couple is eligible to get SPL and Statutory Shared Parental Pay (ShPP). SPL can start for you while the mother or adopter is still on maternity or adoption leave, provided that she has given notice to end her maternity leave. Shared parental leave (SPL) is the process where you can share the full joint entitlement of maternity and paternity leave, and pay, with your partner once your baby is born. The Shared Parental Leave (SPL) system allows both parents and adopters more flexibility in how they care for their child during the first year after birth/adoption. If your employee is not the mother, you also need to obtain a declaration from the mother that they have ended or intend to end their maternity leave in favour of SPL. After receiving this notice, your employer can ask for: The mother or adopter may be able to change their decision to end maternity or adoption leave early if both: Employees can work for up to 20 days during SPL without bringing it to an end. it is discovered during the eight-week notice period that neither partner is eligible for either SPL or ShPP; it is less than six weeks after the birth (and the mother gave notice before the birth). Shared parental leave is fully paid by the Government. This is still a developing area of law, though, and the position may change in future. Parental leave entitles parents to take unpaid leave from work to spend time looking after their children. A SPLIT day – a Shared Parental Leave In Touch day – is the equivalent to Keeping In Touch (KIT) days for those on Maternity Leave. If the child is born more than eight weeks early, this notice period can be shorter. The Shared Parental Leave (SPL) system allows both parents and adopters more flexibility in how they care for their child during the first year after birth/adoption. John, 35, shares his experience of being the first dad at his work to take SPL, toddler groups and wee emergencies… John O’Malley, 35, … Until recently fathers were only entitled to 2 weeks of paid paternity leave, while mothers were entitled to up to 12 months of maternity leave. You can find more detail on this in our Terms of Website Use. This means that they cannot share the leave between them. Shared Parental Leave and Pay enables mothers and adopters who want to return to work early to do so as their partners are able to share childcare responsibly with them. The rules on working during Shared Parental Leave if you have more than one job are complex. Shared Parental Leave offers parents the opportunity to share their leave, meaning that dads can take extended periods of time away from work to care for their children. depends … not be working during your Paid Parental Leave period except for allowable reasons; have met the work test; have registered or applied to register your child's birth with your state or territory birth registry, if they're a newborn. If your employer agrees, you can break … Many businesses are asking how will Shared Parental Leave work from April 2015 so here’s the detailed information you need as an employer. Jonathan will take 6 weeks of Shared Parental Leave (SPL). It’s also important to consider the Equality Act in relation to Shared Parental Leave. If one parent decides to take only 10 weeks of standard parental benefits before returning to work, the other parent can use the remaining 25 weeks of standard parental … Practical tips for managing Shared Parental Leave; How does Shared Parental Leave work? Although shared parental leave offers flexibility to parents, there are some limitations. Then they must select the same parental leave option, and the additional five weeks (or eight weeks) can only be taken by a second parent. Couples who are in work and bringing up a child together can share leave following the birth or adoption of their child. Our HR consultants can help guide you through your employee issues. Both parents can choose to share parental leave if the mother stops her. A mother and her partner / the child’s father, can opt to take Shared Parental Leave in place of all, or part of, the mother’s Maternity Leave. Employees can also use up to 20 Shared Parental Leave in Touch (SPLIT) days to work. How does Shared Parental Leave work? And if you’re aware that an employee’s partner is expecting, being proactive and establishing early on whether they might want to take Shared Parental Leave will give you extra time to prepare for their absence. Equal consideration for promotion or advancement compared to other employees. Entitlement to return to the same job that they held prior to starting any period of leave, or a suitable alternative on no less favourable terms and conditions if returning to the same role is no longer practical. My husband has just taken 13 weeks and this has been unpaid. Before starting Shared Parental Leave, managers should agree with the colleague how they would like them to keep in touch while the colleague’s away from work. The parents can either take leave at the same time or take it in turns to have time off work. Have a chat with the parent to ensure they give you sufficient notice for you to plan ahead. Get in touch on info@citrushr.com or give us a call on 0333 014 3888 to find out more about how we can help your business with friendly, expert HR support. Shared parental leave comes in early next year, introducing some significant changes to the existing regime of family-friendly leave. You cannot use your shared parental leave to offset the notice period when you leave your job. Please don’t rely on it as legal or other professional advice as that is not what we intend. Kate LHR ConsultantKate is a Chartered MCIPD HR Consultant specialising in employee relations, reward and mental health in the workplace. If an employee has asked about taking Shared Parental Leave, how should you manage it? Eligible parents who are sharing responsibility for a child can get SPL in the first … You can take up to 26 weeks’ parental leave for each eligible child before their 12th … This week the Fawcett Society published a...read more, With most of us living with strict Covid restrictions keeping the kids entertained this...read more, Receive recruitment related emails from workingdads delivered to your inbox, Sales If you require professional advice, please get in touch. They decide they would like to have some time off together, a further 8 weeks – this takes 16 weeks of their total parental leave (8 weeks’ each, taken at the same time). Adopters must give employers notice to end adoption pay. Both you and your partner can give your employer up to three separate notices in order to ‘book’ the periods of leave you wish to take. These are in addition to the 10 KIT days available to those on Maternity Leave. That still leaves them with 34 weeks. Shared parental leave: how it works. To be eligible for Shared Parental Leave and Statutory Shared Parental Pay, both parents must: If either parent earns less than £118 a week, SPL can be shared but not ShPP. As a mother must take at least 2 weeks of Maternity Leave, the maximum entitlement of ShPP is 37 weeks. whether leave will be taken as one single block or multiple blocks. The number of weeks of Shared Parental Leave … The baby’s parents (who we’ll call the ‘mum’ and ‘dad’ throughout our example, though the same also applies to single-sex couples), each get two weeks of paid leave. Parents can share up to 50 of 52 weeks statutory maternity leave and 37 of 39 weeks statutory maternity pay, we'll explain shared parental leave and pay Employees who want to use flexible PLP when they return to work from parental leave need to come to an agreement with their employer about how it will work in their circumstances. The basics. A mother and her partner / the child’s father, can opt to take Shared Parental Leave in place of all, or part of, the mother’s Maternity Leave. During SPL, all terms and conditions of the employee’s contract except normal pay will continue. their intention to utilise their Shared Parental Leave entitlement, the dates they would like to take the leave. This replaces previous rights for a father to take ‘Additional Paternity Leave’. Parents that qualify for can be away from work together for up to 6 months, or they can stagger the leave … There is a possibility that an employer may offer more. Get in touch with us to find out more about how we can help your business with friendly expert HR Support or with our powerful HR software. Parental leave. If both parents meet the qualifying requirements, they need to decide how they want to divide the Shared Parental Leave and Pay entitlement. If you ask for discontinuous blocks of leave in a notification your employer can refuse and require that the total weeks of leave in the notice to be taken in a single continuous block. The premise behind Shared Parental Leave is simple. There are many different ways parents can use their Shared Parental Leave allowance. Myself and my husband have done shared parental leave, husband goes back to work after the new year. Ford successfully argued it was justified and necessary in … All rights reserved. My mat leave started on the day my son was born (he came a bit unexpectedly!) Each notice can be for a block of leave, or the notice may be for a pattern of “discontinuous” leave involving different periods of leave. If the mother does not work for you, other checks need to be performed. start and end dates for the period of maternity leave; the total amount of SPL and ShPP available and how much you and your partner intend to take; and. Another option is for one parent to use it alone to extend their statutory leave or take discontinuous leave while their partner returns to work. Your email address will not be published. The aim is to give working parents more flexibility over how they share childcare. A mother or father of a child with an expected week of childbirth (or placement for adoption) on or after 5 April 2015; their husband, wife, civil partner or joint adopter; their partner (if they live with the parent and the child). This is the standard maternity leave and paternity leave. Shared parental leave … The mother or 'primary adopter' must take the first two weeks of maternity or adoption leave. So, if you find out that someone’s other half is expecting, it can be worth signposting them in the direction of your Shared Parental Leave Policy, and talking to them early on about whether they might want to take up their entitlement. Your employee will need to provide you with all the information that you need to establish both their eligibility and that of their partner. So how does Shared Parental Leave work for dads. You’re also allowed to share 37 weeks of pay with your partner. In practice these can be used to create a period of part-time working without a contract change. You can take SPL at a different time from your partner/other parent, or at the same time. Shared parental leave allows parents to share their statutory leave. Jonathan will take 6 weeks of Shared Parental Leave (SPL). In the UK, shared parental leave, or SPL, was introduced in April 2015.The aim? A mother and her partner / the child’s father, can opt to take Shared Parental Leave in place of all, or part of, the mother’s Maternity Leave. Equal opportunities as their colleagues, for example, in applying for a promotion, receiving a bonus or being invited to the Christmas party. Periods of leave must be of a week’s duration or more. And even if you’re yet to be asked, it’s definitely wise to get clued up in advance. And I went back to work … The parents can either take leave at the same time or take it in turns to have time off work. Both maternity and adoption leave can be shared. The standard option provides couples with a collective 40 weeks of parental leave (an additional 5 weeks). This makes it much easier to find a way of making it work for you. No. The eligible staff members share up to 50 weeks of leave within the first year after their child is born (or adopted). E: sales@workingdads.co.uk Although Shared Parental Leave suggests a shared decision, it is up to the mother whether she decides to ‘share’ parental leave or pursue full statutory maternity leave. These SPLIT days may be to discuss plans for your return to work, training to ease the return to work or to update you on developments at work during their absence. If either earns less than £116 a week, they can share SPL but not ShPP. My mat leave started on the day my son was born (he came a bit unexpectedly!) The maximum number of weeks of leave available to them stays the same. If eligible and they or their partner end maternity or adoption leave and pay (or Maternity Allowance) early, then your employee can: take the rest of the 52 weeks of leave (up to a maximum of 50 weeks) as Shared Parental Leave (SPL) take the rest of the 39 weeks of pay or Maternity Allowance (up to a maximum of 37 weeks) as Statutory Shared Parental … Shared Parental Leave (“SPL”) and Statutory Shared Parental Pay (“ShPP”) have recently come into force. … Employees taking Shared Parental Leave can take up to 20 Shared Parental Leave In Touch (SPLIT) days each. Yes, both parents can take shared parental leave at the same time. As an employer, you need to know that the law (The Children and Families Act 2014) entitles a child’s father, or the mother’s partner, to take Shared Parental Leave. take the rest of the 52 weeks of maternity or adoption leave as Shared Parental Leave (SPL) take the rest of the 39 weeks of maternity or adoption pay (or Maternity Allowance) as … Assuming 50 weeks of SPL are available, this could be taken in the following ways: A slightly more complicated option is when parents take their shared parental leave in blocks. The shared parental leave is allocated in blocks of full weeks, e.g. Shared Parental Leave keeping in touch (SPLIT) days The employee and employer can agree on up to 20 Shared Parental Leave keeping in touch (‘SPLIT’) days. Both parents have to meet conditions about their employment and earnings. How will Shared Parental Leave work? 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