Take care not to discriminate against the parent on Shared Parental Leave by complying with the Equality Act. The parents can either take leave at the same time or take it in turns to have time off work. Following the compulsory Maternity Leave period, there will be a total of 50 weeks SPL for the couple to share, or 48 weeks if the mother is a factory worker and must take the compulsory 4 weeks of Maternity Leave. If your citizen child is born, or has an EDD before 1 July 2017, you … That still leaves them with 34 weeks. The mother or 'primary adopter' must take the first two weeks of maternity or adoption leave. To determine how much ShPP you will have to pay your employee, you’ll need to find out: The sooner you can find out these details the better. In practice these can be used to create a period of part-time working without a contract change. How does the Parental Sharing Benefit work? Shared Parental Leave is designed to offer parents more flexibility in sharing the care of their child in the first 12 month after birth or adoptive placement. Shared Parental Leave and Pay helps eligible parents to combine work with family life. your wife can allocate 1 to 4 weeks of shared parental leave. First things first, what is it? Consider the impact the leave will have on the business short term. The baby’s parents (who we’ll call the ‘mum’ and ‘dad’ throughout our example, though the same also applies to single-sex couples), each get two weeks of paid leave. Transcript | Watch on YouTube. For example, a woman can be on maternity leave and her partner can be on shared parental leave at the same time. Shared Parental Leave keeping in touch (SPLIT) days The employee and employer can agree on up to 20 Shared Parental Leave keeping in touch (‘SPLIT’) days. email@example.com 0333 014 3888 Start your free 14-day trial. Shared parental leave allows mothers to end maternity leave/pay early so that one or both parents can take leave in a more flexible way during the baby’s first year. Shared Parental Leave (SPL) gives more choice in how 2 parents can care for their child. Take care not to discriminate against the parent on Shared Parental Leave by complying with the Equality Act. To qualify, parents must first be eligible for EI benefit. And if you’re aware that an employee’s partner is expecting, being proactive and establishing early on whether they might want to take Shared Parental Leave will give you extra time to prepare for their absence. PO Box 53228, London, N3 1YR, @workingdadsukRT @WorkingMums: We have announced the shortlist for our 2021 Top Employer Awards based on best practice in relation to this year’s challen…Dec 18th, @workingdadsukSome Christmas thoughts from our editor... https://t.co/JZOiCFGBHp #fatherhood #workingdadsDec 18th, @workingdadsukRT @MFFonline_: THE FESTIVAL OF FATHERHOOD As an employer, you need to know that the law (The Children and Families Act 2014) entitles a child’s father, or the mother’s partner, to take Shared Parental Leave. The number of weeks of Shared Parental Leave … The eligibility for parental leave: of one parent is determined separately from the eligibility of the other parent. take the rest of the 52 weeks of maternity or adoption leave as Shared Parental Leave (SPL) take the rest of the 39 weeks of maternity or adoption pay (or Maternity Allowance) as … You’re also allowed to share 37 weeks of pay with your partner. They decide they would like to have some time off together, a further 8 weeks – this takes 16 weeks of their total parental leave (8 weeks’ each, taken at the same time). Paid Paternity Leave of a maximum of two weeks continues to be available to fathers and a mother’s or adopter’s partner. The eligible staff members share up to 50 weeks of leave within the first year after their child is born (or adopted). Shared parental leave (SPL) is a statutory regime introduced in 2015 to help parents to share leave between them after birth or adoption. It makes sense that if employees are satisfied with their work and home balance and their care-giving responsibilities, then their levels of satisfaction at work is higher, and this directly affects productivity. You and your partner may be able to get Shared Parental Leave (SPL) and Statutory Shared Parental Pay (ShPP) if you’re having a baby or adopting a child. An employee's unpaid parental leave ends when they return to work, even if … Equal consideration for promotion or advancement compared to other employees. The rules on working during Shared Parental Leave if you have more than one job are complex. The basics. What are your obligations as an employer? While you certainly need to pay fathers and mothers the same rate of ShPP, there’s been some uncertainty around whether employers must offer an enhanced ShPP scheme that mirrors any enhanced maternity scheme they offer, in order to avoid discrimination claims. Adopters must give employers notice to end adoption pay. A mother and her partner / the child’s father, can opt to take Shared Parental Leave in place of all, or part of, the mother’s Maternity Leave. Entitlement to return to the same job that they held prior to starting any period of leave, or a suitable alternative on no less favourable terms and conditions if returning to the same role is no longer practical. have worked for the employer continuously for at least 26 weeks by the end of the 15th week before the due date (or date on which they are matched with their adopted child); still be employed by the employer while they take SPL; and, give the employer the correct notice (at least eight weeks before the period of leave is due to start), including a declaration that their partner meets the employment and income requirements which allow the employee to get SPL, If the mother’s partner is a ‘worker’, they can get, have been working for at least 26 weeks (they do not need to be continuous) during the 66 weeks before the week the baby’s due. Kate is a Chartered MCIPD HR Consultant specialising in employee relations, reward and mental health in the workplace. Putting a Shared Parental Leave policy in place will help you manage any future requests. Employees and employers can consider: reducing the hours or days of work; changing the pattern of work; taking additional unpaid leave. Yes, both parents can take shared parental leave at the same time. Employees can also use up to 20 Shared Parental Leave in Touch (SPLIT) days to work. Assuming 50 weeks of SPL are available, this could be taken in the following ways: A slightly more complicated option is when parents take their shared parental leave in blocks. What is Shared Parental Leave? Parental leave entitles parents to take unpaid leave from work to spend time looking after their children. Before starting Shared Parental Leave, managers should agree with the colleague how they would like them to keep in touch while the colleague’s away from work. end their maternity or adoption leave by returning to work; give the employer notice of the date on which they will end their maternity or adoption leave; end maternity pay or maternity allowance. Shared Parental Leave (SPL) is an entitlement of up to 50 weeks of leave that can be shared between two parents in place of Maternity Leave. A mother and her partner / the child’s father, can opt to take Shared Parental Leave in place of all, or part of, the mother’s Maternity Leave. What is shared parental leave? For example, one parent might take a 30-week block while the other parent takes the remaining 20 weeks as two 10 week blocks at intervals throughout the child’s first year. After receiving this notice, your employer can ask for: The mother or adopter may be able to change their decision to end maternity or adoption leave early if both: Employees can work for up to 20 days during SPL without bringing it to an end. Leave types covered by the determination include: The number of weeks of Shared Parental Leave available will be the Statutory Maternity Leave equivalent (52 weeks), minus the number of weeks taken by the mother as Maternity Leave. The maximum number of weeks of leave available to them stays the same. If your citizen child is born, or has an EDD before 1 July 2017, you will be entitled to 1 week of shared parental leave, capped at $2,500, including CPF. Parents can share up to 50 of 52 weeks statutory maternity leave and 37 of 39 weeks statutory maternity pay, we'll explain shared parental leave and pay The content of this blog is for general information only. All rights reserved. These SPLIT days may be to discuss plans for your return to work, training to ease the return to work or to update you on developments at work during their absence. Kate LHR ConsultantKate is a Chartered MCIPD HR Consultant specialising in employee relations, reward and mental health in the workplace. We recommend contacting the other employer to double check the details that you have been given, reducing the risk of a couple claiming double payments or longer leave than they are entitled to. Parental leave. not be working during your Paid Parental Leave period except for allowable reasons; have met the work test; have registered or applied to register your child's birth with your state or territory birth registry, if they're a newborn. Adopters have the same rights as other parents to Shared Parental Leave and Pay. Shared Parental Leave offers parents the opportunity to share their leave, meaning that dads can take extended periods of time away from work to care for their children. The standard option provides couples with a collective 40 weeks of parental leave (an additional 5 weeks). 1% of those eligible, according to 2018 reports. Until recently fathers were only entitled to 2 weeks of paid paternity leave, while mothers were entitled to up to 12 months of maternity leave. You can take SPL at a different time from your partner/other parent, or at the same time. Parents can take leave in their child’s first year at different times, or ‘double up’ by taking leave … Managing annual leave: A guide for employers, © 2020 citrusHR. A mother can decide to waive her entitlement to up to 50 weeks of maternity leave and 37 weeks of Statutory … You also have the option to opt-out of these cookies. Entitlement to preferential treatment in a redundancy situation, including offering the employee on Shared Parental Leave alternative roles ahead of those who are not absent on leave. Both parents can choose to share parental leave if the mother stops her. 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