SPL (Shared parental leave) is a statutory right which provides eligible parents with more flexibility in how they share the care of their child in the first year following birth or adoption. This decision also has a direct impact on shared parental leave take-up levels, the survey suggests. Shared parental leave must be taken before the child's first birthday and is in addition to the right to unpaid parental leave under the Maternity and Parental Leave Regulations 1999.The right to additional paternity leave has been replaced by the right to shared parental leave. Shared Parental Leave (SPL): SPL allows an employee who is entitled to take maternity or adoption leave to end their leave and to share the remainder with their partner. The SPL and Shared Parental Pay (ShPP) statutory scheme enables eligible parents, if they so wish, to share a period of leave and pay in the 52 weeks immediately following the birth or adoption of their child. Its purpose is to give parents more flexibility in considering how to best care for, and bond with, their child. Shared parental leave (SPL) allows employed parents and adopters to share leave and pay with their partner to care for children from birth until their first birthday. Can employees take paternity leave as well as shared parental leave? Shared Parental Leave (SPL) has been available since April 2015 and enables parents to share leave rights during the first year of their child’s life. Employees can take up to 52 weeks' Statutory Adoption Leave. The grandparental leave proposals would have extended statutory shared parental pay to grandparents too. Leave can start: shared parental leave can be taken at any time between the birth and the child's first birthday, with up to 50 weeks available to be shared between the parents (the compulsory maternity leave period is reserved for the mother); whereas additional paternity leave cannot be taken until the 20th week after the child's birth, with a maximum of 26 weeks available. it can be shared between both mother and father). The first 26 weeks is known as 'Ordinary Adoption Leave', the last 26 weeks as 'Additional Adoption Leave'. parental pay, but do meet the requirements for statutory shared parental leave and pay, step one and step two of the process should be followed. The parents are required to notify their employers of how much shared parental pay they are entitled to and how they will split it between them. When an employee takes time off to adopt a child or have a child through a surrogacy arrangement, they might be eligible for Statutory Adoption Pay and Leave. Updates Updated to include the proposed statutory shared parental pay rates for 2021/2022. This note considers the shared parental leave (SPL) scheme, which enables employees who are parents to take leave flexibly in the first year of their child’s life or … Whether or not to enhance shared parental pay above the statutory minimum – a flat rate of £139.58 per week (or 90% of earnings if this is less) – was a key decision for employers when framing shared parental leave policies. Employed parents who take SPL will be eligible for a new statutory payment, shared parental pay (ShPP). This is the same as Statutory Maternity Pay (SMP) except that during the first 6 weeks SMP is paid at 90% of whatever you earn (with no maximum). Working parents must take Shared Parental Leave (SPL) and Statutory Shared Parental Pay (ShPP) between the baby's birth and first birthday (or within one year of adoption). To help achieve this balance it is now possible for University employees and their partners to share rights to maternity leave and the statutory element of maternity pay. Shared parental leave (SPL) is a scheme that allows parents greater flexibility when balancing work and childcare during the first year of their baby’s life. Statutory Shared Parental Leave & Statutory Shared Parental Pay 09 July 2018 The government’s “Share the Joy” awareness campaign will be picking up speed in the coming months to try and turn this around, and so employers will need to be more aware of Statutory Shared Parental Leave and Statutory Shared Parental Pay to answer any employee queries as a result. Eligible parents who are sharing responsibility for a child can get SPL in the first year after: the birth of their child; adopting a child; getting a parental order if they had the child through surrogacy; How much Shared Parental Leave a parent can get Shared parental leave is designed to give parents more flexibility in how to share the care of their child in the first year following birth or adoption. Shared parental leave allows a second person (a married partner, a civil partner or partner to the mother) to share 50 weeks of additional leave, which would have otherwise only be used by the mother as maternity leave. This Order makes amendments to secondary legislation in consequence of Part 7 of the Children and Families Act 2014 which makes provision for new entitlements to shared parental leave and statutory shared parental pay in place of additional paternity leave and additional statutory paternity pay. Government launches shared parental leave campaign after just 2% take-up Since the introduction of shared parental leave (SPL) in 2015, employers have been grappling with the tricky question of whether or not they are required to enhance shared parental pay where they offer enhanced maternity pay. In Part 2, the Regulations confer the right to take shared parental leave (birth) where a mother who is entitled to statutory maternity leave, statutory maternity pay, or maternity allowance, curtails that leave, pay or allowance period; the balance of the leave, pay, or allowance period can be taken as shared parental leave if the other conditions for entitlement are satisfied. Parents are still entitled to take their maternity, paternity or adoption leave, however a mother or adopter will need to reduce their maternity/adoption leave in order for either parent to opt into SPL. From 5 April 2015, new employment legislation allows parents to Shared Parental Leave (SPL) and pay following the birth or adoption of a child, therefore increasing fathers’ rights. Parents can be on shared parental leave at the same time as each other and can receive statutory shared parental pay at the same time. This will allow users of this document to understand the allocation of, and entitlement to, leave and pay (occupational and statutory). Publisher Employees who qualify to receive statutory shared parental pay while on shared parental leave will be paid £139.58 per week from 5 April 2015 (increasing from £138.18 per week before 5 April 2015), or at 90% of the employee’s average weekly earnings, if this figure is … (c) a description of the periods of statutory shared parental pay that have been notified by M and P under Regulations made under Part 12ZC of the 1992 Act in relation to C (where that pay was notified in relation to a period in which shared parental leave was not to be taken); (d) a declaration signed by M and P that they agree the variation. Statutory Shared Parental Pay (SSPP) is paid at the rate of £151.20 a week or 90% of your average weekly earnings, whichever is lower. Also on 4 April 2021, the rates of statutory paternity pay and statutory shared parental pay are expected to go up from £151.20 to £151.97 (or 90% of the employee’s average weekly earnings if this figure is less than the statutory rate). Shared Parental Leave (SPL) came into force on 5 April 2015 in the UK and is a new optional entitlement for employed parents to share childcare responsibilities during the first year of their child’s life (or the first year after their child’s placement, in adoption cases). If you're not planning to use all of your maternity leave, the remaining weeks of leave can be converted to SPL. From 1 September 2020 you can take 26 weeks. Shared parental leave . Shared Parental Leave (SPL) enables eligible parents to choose how to share the care of their child during the first year of birth or adoption. April 2020 statutory maternity, paternity and sick pay rates published. This Order makes amendments to secondary legislation in consequence of Part 2 of the Work and Families Act (Northern Ireland) 2015 which makes provision for new entitlements to shared parental leave and statutory shared parental pay in place of additional paternity leave and additional statutory … Shared parental leave and shared parental pay. shared parental leave at a later date?_____ 30 27: If a mother revokes her maternity leave curtailment notice within 6 weeks of the birth, and then opts into shared parental leave at a later date, does this affect the number of weeks of shared parental leave available? Shared Parental Leave and Statutory Shared Parental Pay The University recognises the challenges that may arise when parents have to balance work and childcare responsibilities. This follows the introduction of the right to parental bereavement leave, available to the parents of a child who died on or after 6 April 2020. Employed mothers remain entitled to 52 weeks statutory maternity leave and 39 weeks statutory maternity pay (SMP) or maternity allowance. _____ 30 Employees who are eligible to take SML/SAL, or who are entitled to Statutory Maternity Pay, Statutory Adoption Pay or Maternity Allowance are entitled to take SPL. It is essential that you read all the guidance in these Shared Parental Leave pages. Understanding shared parental leave. Yes, eligible employees can take one or two weeks' paternity leave within the first 56 days following the child's birth and one or more periods of shared parental leave at any time before the child's first birthday. It works by allowing parents flexibility over how maternity leave is taken (i.e. The Parental Leave Acts 1998-2019 allow parents to take parental leave from employment up until their child’s 12th birthday. Manage your tracked topics > About this resource Status This resource is kept under review and updated in line with developments. 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