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Shared parental leave
We understand that every family is unique, and we’re proud to support shared parental leave as a way for parents to share the joy and responsibilities of welcoming a new child.
Shared parental leave allows eligible parents to divide their leave in a way that works best for their family. Whether you choose to take leave simultaneously or in turns, we’re here to support your choices and help you make the most of this special time.
To ensure a smooth experience for you and your team, we encourage early discussions with your manager and HR. Planning ahead helps us provide the flexibility and support you need during this important transition.
Shared Parental Leave Policy
You will find the policy information here.
Shared Parental Leave (SPL) Entitlements
SPL is calculated using the birth parents/primary adopters entitlement to maternity/adoption leave.
Employees may be entitled to take up to 50 weeks SPL during the child’s first year in their family. The number of weeks available is calculated using the birth parent’s (mother’s)/primary adopter’s entitlement to maternity/adoption leave, which allows them to take up to 52 weeks’ leave. If they reduce their maternity/adoption leave entitlement, then they and/or their partner may opt-in to the SPL system and take any remaining weeks as SPL.
The birth parent (mother)/primary adopter may reduce their entitlement to maternity/adoption leave by returning to work before the full entitlement of 52 weeks has been taken, or they may give notice to curtail their leave at a specified future date.
If the birth parent (mother)/primary adopter is not entitled to maternity/adoption leave but is entitled to Statutory Maternity Pay (SMP), Statutory Adoption Pay (SAP) or Maternity Allowance (MA), they must reduce their entitlement to less than the 39 weeks. If they do this, their partner may be entitled to up to 50 weeks of SPL. This is calculated by deducting the number of weeks of SMP, SAP or MA taken by the birth parent (mother)/primary adopter from 52.
SPL can commence as follows:
- The birth parent (mother)/primary adopter can take SPL after they have taken the compulsory two weeks of maternity/adoption leave immediately following the birth or adoption of the child(ren).
- The partner can take SPL immediately following the birth/placement of the child but may first choose to exhaust any paternity leave entitlements (as the eligible partner cannot take paternity leave or pay once they have taken any SPL).
Where a birth parent (mother)/primary adopter gives notice to curtail the maternity/adoption entitlement then the birth parent (mother)/primary adopter’s partner can take leave while the birth parent (mother)/primary adopter is still using their maternity/adoption entitlements.
SPL will generally commence on the chosen start date specified in the request for SPL, or in any subsequent variation notice.
If employees are eligible to receive it, Shared Parental Pay (ShPP) may be paid for some, or all, of the SPL period (see below).
SPL must end no later than one year after the birth/placement of the child. Any SPL not taken by the first birthday or first anniversary of placement for adoption is lost.