Kate Nowicki is an Area Director for Acas and in addition to her regional responsibilities, Kate has a national brief to lead on employment relations matters in the education sector. Kate was appointed as East Midlands Area Director in December 2012 and, with over 20 years of experience in Acas, she still enjoys getting stuck in with helping employers and employees to sort out workplace problems.
“…I recommend that prospective parents who are thinking about choosing shared parental leave should start talking with their employers / managers early on to find something that works for both…”
Making the most of your new right to Shared Parental Leave
I’m Kate from the workplace experts, Acas, and I’d like to tell you a bit about Shared Parental Leave and how you can get the most out of this new right.
Shared Parental Leave is about letting both parents take a turn at looking after the new arrival, so it’s good to know how it might work for you, whether you have a baby on the way, are a manager of someone who does, or perhaps you know a friend or relative that would like to know more about getting the most out of this entitlement.
Personally I can see how the new arrangements can give more flexibility to parents in deciding how to care for their little one during that first year – you know, that time when mums are usually hands-on with feeding and nappies, and dads often go back to work after just two weeks or less.
Your right to choose
With this change, mums can now choose to end their maternity leave before their 52 week entitlement is over and decide, with their partner, how they want to share or use any remaining leave and pay with one another – this could mean taking time off together to look after the baby or taking it in turns while each returning to work for periods alongside periods of childcare. I thought it would be useful to outline some of the ways people might choose to make it work for them:
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Work today, with baby tomorrow
So basically, unlike maternity / adoption leave, eligible parents can stop and start their shared parental leave and return to work in between periods of time off. Each eligible parent can submit three notices to book periods of leave.
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Both parents off at the same time
Some parents might want to spend the first growing moments with their baby together – it’s now part of this new right – whereby parents can choose to take same time off at the same time.
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Choose who will be the primary carer / breadwinner
While parents will be able to share the caring responsibilities evenly they can also choose to have one parent taking the main caring role, depending on their preferences and circumstances, while the other takes the main working role – this can be either parent.
Need to know
Under the new rules, mothers still have to take at least two weeks of maternity leave immediately after the birth, but after that working couples can share up to 50 weeks of leave and up to 37 weeks of pay. So, say for example, that one of you earns more financially than the other it might make sense for that partner to return to work sooner while the other gets hands on with childcare.
Early discussions with your employer are key
I recommend that prospective parents who are thinking about choosing shared parental leave should start talking with their employers / managers early on to find something that works for both – however, it’s important to note that employers can’t opt out of Shared Parental Leave requests (unless discontinuous requests are made – see our guidance.) It’s also useful for employers and managers to familiarise themselves with this.
Not sure if it’s for you?
- If this entitlement is not suitable to a family’s circumstances then the mother can simply remain on maternity leave and not opt for SPL.
- Couples who have adopted a child have the same rights to SPL as birth parents. Parents who meet the criteria for SPL and are entitled to adoption leave can give notice to end their adoption leave before their entitlement to 52 weeks leave is exhausted and share any remaining leave and pay.
- Mothers and adopters can share their leave with a same-sex partner provided that they and their partner meet the relevant criteria to be eligible for SPL.
- To check if you’re eligible see our guidance.
Check this out
This calculator is a great tool that can help you decide what’s best for you and check out our infographic to give you a snapshot at a glance.
