Parents will be able to share a pot of leave, and can decide to be off work at the same time and/or taking it in turns to have periods of leave to look after the child. The Parental Leave Acts 1998-2019 allow parents to take parental leave from employment up until their child’s 12th birthday. From 1 September 2020 you can take 26 weeks. 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. The grandparental leave proposals would have extended statutory shared parental pay to grandparents too. 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parental leave under the Maternity and Parental Leave Regulations 1999.The right to additional paternity leave has been replaced by the right to shared parental leave.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) has been available since April 2015 and enables parents to share leave rights during the first year of their child’s life. 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. 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. The Government has published the proposed statutory rates for maternity pay, paternity pay, shared parental … 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. April 2020 statutory maternity, paternity and sick pay rates published. The first 26 weeks is known as 'Ordinary Adoption Leave', the last 26 weeks as 'Additional Adoption Leave'. 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). 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). Can employees take paternity leave as well as shared parental leave? it can be shared between both mother and father). It is essential that you read all the guidance in these Shared Parental Leave pages. 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. 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. 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. 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. 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. 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. (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. 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. 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. 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. It works by allowing parents flexibility over how maternity leave is taken (i.e. 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. Employed parents who take SPL will be eligible for a new statutory payment, shared parental pay (ShPP). Shared Parental Leave (SPL) gives more choice in how 2 parents can care for their child. 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. 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 … Understanding shared parental leave. Shared parental leave . If you're not planning to use all of your maternity leave, the remaining weeks of leave can be converted to SPL. 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. 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