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Parents can share the allowed 52 weeks of childcare leave and statutory pay following the birth or adoption of a child.

How does Shared Parental Leave work?

  • Parents are able to share the allowed 52 weeks of childcare leave and statutory pay following the birth or adoption of a child.
  • They can split the leave - and statutory pay - between them either one after the other or both can be on leave at once.
  • Expectant parents need to give their employer an indicative break down of the leave they plan to take at least eight weeks before it starts.
  • Parents are able to change their minds twice during the year of leave and put forward new proposals.

Please note that for Shared Parental Leave (SPL) to start, the mother or adopter must end their maternity or adoption leave by returning to work

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How much is Shared Parental Pay (ShPP)?

  • It is based on the salary of the parent who is on leave.
  • The first 6 weeks of the person on leave are paid at 90% of his or her average gross weekly earnings.
  • The remaining 33 weeks of paid leave are paid at the rate of £145.18 gross per week or 90% of that person's average gross weekly earnings, whichever is lower.

How do I qualify for Shared Parental Leave?

To qualify the employee must share responsibility for the chid with one of the following:

  • their husband, wife, civil partner or joint adopter
  • the child’s other parent
  • their partner (if they live with them)

The employee or their partner must be eligible for maternity pay or leave, adoption pay or leave or Maternity Allowance.

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Other requirements for Shared Parental Pay

The employee must also:

  • have worked for the employer continuously for at least 26 weeks by the end of the 15th week before the due date (or date they are matched with their adopted child)
  • still be employed while they take SPL
  • Give the employer the correct notice, including a declaration that their partner meets the employment and income requirements which allow the employee to get SPL

How does Shared Parental Pay affect nanny employers?

  • Notice periods are built in to the scheme so employers can make plans for the nanny's intentions for leave
  • Employers cannot refuse to grant any leave entitled, however they can refuse requests for separate non continuous blocks of leave and insist that all leave requested is taken in one block.
  • Keeping in touch days still apply
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