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This guide provides information on the statutory obligations of employers regarding statutory shared parental leave.

This is a letter of invitation to a meeting regarding a request for discontinuous leave (as part of a shared parental leave request)

This letter acknowledges a maternity or adoption curtailment notice and confirms return to work details.

This letter responds to an employee request to vary shared parental leave arrangements outlining the statutory entitlements (such as eight weeks' notice) and gives the option to either approve or decline the request.

This letter responds to an employee proposal to have alternative dates for shared parental leave; and asks the employee to take the leave in one continuous block (rather than 2 separate blocks).

This letter requests evidence of eligibility to take shared parental leave in the case of either birth or adoption.

This letter responds to a request for a SPLIT day giving the option of either approving the SPLIT day or declining the SPLIT day.

This letter responds to an employee's request to take shared parental leave and outlines the procedure of shared parental leave including the duration and SPLIT days.

This letter informs an employee of significant developments within the workplace during their shared parental leave and invites them to a meeting to discuss the developments.

This letter explains to an employee their ineligibility to take shared parental leave, and gives a number of options to the employer to choose as to why the employee is not eligible for the leave.

This policy outlines the statutory right to take shared parental leave (SPL) to care for a child due to be born or placed for adoption. It also outlines the arrangements and notification requirements before a period of SPL and the entitlement to pay during SPL.

This letter offers an employee a Shared Parental Leave in Touch Day (SPLIT).

This letter can be sent to employees to explain their right to take shared parental leave

A maternity or adoption curtailment notice is for the mother or main adoptor to submit to their employer, outlining the date they wish for their maternity or adoption leave to end so that the partner can avail of shared parental leave. It must be submitted at least 8 weeks before the maternity or adoption leave is due to end.

This form can be used by an employer who is declining a request for shared parental leave, because the employee does not meet the eligibility criteria.

This form can be used by an employee who wishes to vary the dates of their shared parental leave or cancel their shared parental leave.

This form can be used by an employee who wishes to request shared parental leave. It requests the start and end dates of shared parental leave and any additional or necessary information that the employee wishes to record on their request.

This contract clause outlines the eligibility criteria for shared parental leave as well as the duration of shared parental leave.

This policy outlines the organisations approach to the accrual and taking of annual leave before and after a period of shared parental leave.

This policy outlines the statutory right to take shared parental leave (SPL) to care for a child due to be born or placed for adoption. It also outlines the arrangements and notification requirements before a period of SPL and the entitlement to pay during SPL.