Shared Parental Leave Policy (UK): An Employer’s Essential Guide

Shared Parental Leave (SPL) is a game-changer for modern businesses, offering working parents greater flexibility to manage childcare while staying connected to their careers. Under this statutory entitlement, eligible employees can share up to 50 weeks of leave and 37 weeks of pay after the birth or adoption of a child, fostering a balance between personal and professional lives.

For employers, embracing SPL is more than just ticking a compliance box—it’s a way to build a supportive, family-friendly workplace that retains top talent. This guide will break down the essentials of SPL, helping business owners and HR managers implement effective policies while minimising operational challenges.

With HR Docs’ pre-designed templates and resources, navigating SPL becomes seamless, saving time and ensuring legal compliance.

What is Shared Parental Leave?

Shared Parental Leave (SPL) allows eligible working parents to share maternity or adoption leave, empowering them to tailor childcare arrangements to suit their family dynamics. With up to 50 weeks of leave and 37 weeks of statutory pay available, SPL is a step towards equality, encouraging shared caregiving responsibilities.

Why is SPL Important for Employers?

Implementing SPL policies not only ensures legal compliance but also reinforces your organisation’s reputation as a progressive, family-focused employer. Supporting SPL can:

• Enhance employee satisfaction and loyalty.
• Reduce absenteeism and burnout.
• Attract talent by showcasing a commitment to work-life balance.

Clear policies and open communication about SPL can make all the difference in creating a culture of support and inclusivity.

Key Benefits of SPL for Employees and Employers

For Employees:

• Stronger family bonds: SPL allows parents to spend more quality time with their child during the crucial first year.
• Improved well-being: Flexible leave options promote work-life balance, reducing stress.

For Employers:

• Boosted retention: Employees who feel supported are more likely to stay loyal to your company.
• Enhanced employer branding: Showcasing family-friendly policies attracts top talent.
• Reduced disruptions: Flexible scheduling options make it easier to plan for absences.

Who is Eligible for SPL?

Eligibility for SPL is based on specific criteria, ensuring fairness and legal compliance. Employers should understand these requirements to manage applications effectively.

Eligibility Criteria

To qualify for SPL:

1. Employment requirement: One parent must have been employed continuously for at least 26 weeks by the 15th week before the child’s expected due date or adoption placement.
2. Economic activity test: The other parent must have worked for at least 26 weeks within the previous 66 weeks and earned at least £30 per week for 13 weeks.
3. Shared responsibility: Both parents must be responsible for the child’s care.

Managing Shared Parental Leave Requests

Notice and Documentation Requirements

Employees must provide at least eight weeks’ notice of their intention to take SPL. This includes:

• Leave start and end dates.
• Proof of the child’s birth or adoption placement.
• Declarations of eligibility from both parents.

Employers should review these documents carefully and maintain precise records to ensure compliance.

Handling Discontinuous Leave Requests

SPL can be taken in:

• Continuous blocks: A straightforward leave period that employers must approve if properly requested.
• Discontinuous blocks: Multiple periods of leave, which employers can refuse but should negotiate in good faith.

Encouraging early discussions can help balance employee needs with operational requirements.

Shared Parental Pay: What Employers Need to Know

Employees eligible for SPL may receive Statutory Shared Parental Pay (ShPP) for up to 37 weeks, calculated as either:

• A fixed government rate, or
• 90% of their average weekly earnings, whichever is lower.

Offering Enhanced Pay

Some employers go beyond the statutory minimum by offering enhanced SPL pay, however this is at the discretion of the employer.

Simplify SPL with HR Docs

Managing Shared Parental Leave policies doesn’t have to be overwhelming. HR Docs provides ready-made templates and expert HR resources to help businesses:

• Streamline SPL policy creation.
• Ensure compliance with statutory requirements.
• Promote a supportive workplace culture.

By adopting clear and accessible SPL policies, your organisation can lead the way in employee welfare and work-life balance. Simplify your shared parental leave policies with HR Docs. Sign up today to download your first template for free!

Frequently Asked Questions

What is Shared Parental Leave, and who is eligible?

SPL allows eligible parents to share up to 50 weeks of leave and 37 weeks of pay during their child’s first year. Eligibility depends on employment and income criteria, with both parents sharing responsibility for the child’s care.

Can employers refuse discontinuous leave requests?

Yes, employers can refuse discontinuous leave requests. However, they must approve continuous leave if proper notice is given. Open communication helps in finding mutually beneficial solutions.

How is SPL pay calculated?

SPL pay is based on statutory rates or 90% of the employee’s weekly earnings, whichever is lower. Enhanced pay may be offered at the employer’s discretion to boost engagement and retention.

Do employers need a separate SPL policy?

While not mandatory, a dedicated SPL policy ensures clarity and avoids confusion with other leave types. HR Docs offers customisable templates to make policy creation quick and compliant.