What is Shared Parental Leave in the UK? Know the Basics

 Shared Parental Leave (SPL) is one of the UK’s more progressive employment rights, allowing parents to share leave and pay after the birth or adoption of a child. It’s designed to give families flexibility in caring for their new arrival, and to encourage both parents to take an active role in childcare.

While SPL can be incredibly beneficial, the rules are detailed and sometimes confusing. Understanding how it works, who qualifies, and how to apply is key to making the most of it.


What is Shared Parental Leave?

Shared Parental Leave is a government scheme that lets eligible parents share up to 50 weeks of leave and 37 weeks of pay between them during the first year after the child’s birth or adoption.

Instead of one parent taking the bulk of the leave (traditionally the mother), SPL enables both parents to decide how they want to split their time off, whether together, separately, or in blocks.

How It Works in Practice

Here’s the basic process:

  1. Maternity or Adoption Leave Starts First
    One parent (usually the mother or primary adopter) must start maternity or adoption leave.

  2. Opting Into SPL
    They can then end their maternity or adoption leave early, converting the unused weeks into SPL that can be shared.

  3. Shared Leave Periods
    The parents decide how to divide these weeks; they can take them consecutively or at the same time.

Example:

  • A mother takes 20 weeks of maternity leave and then opts into SPL.

  • This leaves 32 weeks of leave and 24 weeks of pay, which she and her partner can split however they choose.

Eligibility Criteria

To qualify for SPL, both parents must meet certain conditions.

For the parent ending maternity or adoption leave:

  • Must be entitled to maternity/adoption leave or pay.

  • Must have worked for the same employer for at least 26 weeks by the 15th week before the due date (or matching date for adoption).

For the other parent:

  • Must share responsibility for the child at birth or adoption.

  • Must have been employed or self-employed for at least 26 weeks in the 66 weeks before the due date/matching date.

  • Must have earned at least £30 a week in 13 of those 66 weeks.

Shared Parental Pay (ShPP)

Alongside SPL, eligible parents can claim Statutory Shared Parental Pay for up to 37 weeks.

  • Rate: £184.03 a week (2024/25 tax year) or 90% of average weekly earnings, whichever is lower.

  • Pay can also be split between parents in any arrangement that matches their leave pattern.

Flexibility of SPL

One of the most appealing features of SPL is flexibility:

  • Continuous Leave: A single block of leave.

  • Discontinuous Leave: Multiple blocks of leave, with periods of work in between.

  • Overlapping Leave: Both parents are off work at the same time to share caregiving duties.

Employers must agree to discontinuous leave requests, but continuous leave requests cannot be refused.

Notice Requirements

Parents must give:

  • At least 8 weeks’ written notice before starting SPL.

  • A “curtailment notice” from the parent ending maternity/adoption leave early.

  • A “notice of entitlement” setting out how leave will be divided.

Advantages of SPL

  • Encourages shared parenting from the start.

  • Allows families to design a schedule that works for them.

  • Enables both parents to bond with the child.

  • Can reduce career disruption by splitting time away from work.

Potential Drawbacks

  • Pay is often lower than full salary.

  • Requires careful coordination between parents and employers.

  • Some employers may be unfamiliar with SPL processes, leading to administrative delays.

Employer Responsibilities

Employers must:

  • Keep accurate records of SPL and ShPP.

  • Ensure leave is approved according to statutory requirements.

  • Communicate clearly with employees about entitlements and obligations.

For small businesses or those without a large HR department, managing SPL correctly can be complex. Outsourcing payroll and leave management to specialists, such as those offering Payroll Services in Birmingham, can help ensure compliance and accurate pay calculations.

Key Takeaways

  • Shared Parental Leave lets parents share up to 50 weeks of leave and 37 weeks of pay after birth or adoption.

  • Eligibility depends on employment history and earnings for both parents.

  • Leave can be taken in one block, in separate blocks, or together.

  • Employers and employees must follow strict notice and record-keeping rules.

SPL is a valuable tool for families who want a more balanced approach to childcare, but making the most of it requires a clear understanding of the rules and good planning.

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