This means the employee would be using 2 notices in total. If the employee lets their discontinuous leave request become continuous leave, within 19 calendar days of their original request they can either: The employee should put the option they choose in writing to their employer. To change (‘vary’) or cancel the dates of any SPL booked, the employee must give their employer: The employer can ask the employee to change dates of booked SPL. CE !c���Ⱥd h�bbd``b`�$� �T �� Ċ.@�1H�׃XV@�b*�`�$8? Even if they’ve already made 3 notices to book or change SPL, they can make one more. That way, their employer will be aware the dates could move depending on when the baby is born. Parents who are both entitled to SPL can change the amount of leave each of them will take. A letter for employers confirming entitlement to Shared Parental Leave. The employer and employee should come to an agreement within 14 calendar days of the employee’s request. Did you get the information you need from this page? But because Ali passes the employment and earnings test, Sam can take SPL. Letter confirming entitlement to Shared Parental Leave. The birth parent or primary adopter must give their employer notice to end their maternity or adoption leave (‘notice of curtailment’) to create an entitlement to SPL. Parents cannot apply for SPL after the death of a child. Toni and Sam have had a baby. File. It’s a good idea for the employer and employee to talk as early as possible to agree holiday plans. If it’s not practical for the employer to have the employee back at work straight away, they can still be required to be off for any SPL they had booked for up to 8 weeks. If they’re changing SPL dates already booked, it will not count as one of the employee’s 3 notices to vary SPL. 1326 0 obj
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Continuous leave will be suitable for most parents and allows for up to 3 blocks of SPL. It’s against the law for an employer to treat an employee unfairly because they’ve taken or intend to take SPL. When an employee is on Shared Parental Leave. If the baby is born more than 8 weeks’ early, the parent does not need to give the usual 8 weeks’ notice to book or change leave dates. It’s a good idea for each parent who plans to take SPL to talk informally with their employer as soon as possible about how and when they’ll take SPL. As it's not possible to know the exact date a baby will be born, a parent might want to book SPL leave based on a number of weeks after the baby is born. For either parent to get SPL, the birth parent or primary adopter has to: The birth parent must still take at least 2 weeks’ maternity leave (4 weeks if they work in a factory), by law. Please do not include any personal details, for example email address or phone number. DOCX, 15KB, 1 page. Recent blog posts. For example, they could tell their employer they want to take 4 weeks of SPL after their maternity leave ends. Withdrawing their request after the 15th calendar day will count as a notice to vary leave. ?����O�����J�����cmsr1��1vΊ>'���~vw?�hR3���cs6�ޭ��k/?�o�!YR�-�u�z6}�͟^�@���I�[����ei6�-��8��i��7�pzq~�m)o���[a�V�ps?�����Z7�t>�9Z��{��ˡ�
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��O-�d��O� Select the statement you most agree with: Supporting mental health in the workplace, Dealing with a problem raised by an employee, Please tell us why the information did not help, I cannot find the information I'm looking for. It’s important to remember that each eligible parent has up to 3 times to either: Each time the employee cancels or changes booked SPL, it counts as a notice to vary leave, unless the employer agrees otherwise. If it’s not possible, the employer might allow some holiday to be carried over. The notice of entitlement form includes information such as: The parent must also provide a declaration from the other parent that confirms at the time of the birth or adoption placement they: When the employer receives notice of entitlement for SPL, they should: By law, each eligible parent has up to 3 times to either: Employers can agree to more if they want to. If the employee taking SPL stops sharing responsibility for the child, they must tell their employer straight away. Please do not include any personal details, for example email address or phone number. 1354 0 obj
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Recent Comments @SharedLeave. If you like, you can tell us more about what was useful on this page. Their entitlement to SPL or ShPP will end and their employer can require them to return to work. Checking eligibility for Shared Parental Leave, Shared Parental Leave forms and templates for parents, Shared Parental Leave letter templates for employers, Your maternity leave, pay and other rights, Your adoption leave, pay and other rights, how their work will be covered while they’re off, the notice was given before birth, it can be revoked up to 6 weeks after the birth or adoption placement start date, it turns out neither parent was entitled to SPL or ShPP, how much maternity or adoption entitlement has been used, how much leave and pay is left over from the maternity or adoption entitlement, share responsibility for the care of the child, agree to the amount of SPL and ShPP given to the employee, tell the employee they have received the notice, take the notice of entitlement as suitable proof, book a block of SPL (‘notice to take leave’), change the dates of booked SPL (‘notice to vary leave’), give their employer 8 weeks’ notice each time they want to book leave, book their SPL in blocks of weeks, but it can start on any day, for example if the first day of a week’s leave is Tuesday, the last day of leave would be the next Monday, choose when the continuous leave will start (it cannot start sooner than 8 weeks from the date of the original leave request), let the continuous leave start when the discontinuous leave would have started, change discontinuous leave into one block of continuous leave, transfer and use any SPL due to be taken by the parent who died. The birth parent or primary adopter cannot restart maternity or adoption leave once they’ve returned to work. During SPL, the employee is still entitled to all of the terms and conditions of their employment contract. If they do not reach agreement, the employee can either: Withdrawing their request on or before the 15th calendar day after they originally made it will not count as one of their 3 notices to book or vary leave. Download and use Shared Parental Leave: forms and templates for parents; templates for employers; Step 1: Ending maternity or adoption entitlement. Select the statement you most agree with: Supporting mental health in the workplace, Dealing with a problem raised by an employee, Please tell us why the information did not help, I cannot find the information I'm looking for. Toni earns more than Sam and wants to return to work after 2 months. They can suggest a different arrangement that’s more suitable. Y��R-3�)�8Xn|�s�:��䠃p&�j��+�bX@WK�rR9˝��6ֻ�w�#�Fb1E�?�V�$
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���$|�.�ڎ��؞�O4�3�ls. Coronavirus (COVID-19): latest advice for employers and employees. Holiday entitlement builds up as normal during SPL. Did you get the information you need from this page? For either parent to get SPL, the birth parent or primary adopter has to: end their maternity or adoption leave and return to work; give their employer notice to end (‘curtail’) their maternity or adoption leave early Visit Gov.uk. Microsoft Word format. Shared Parental Leave templates. 1340 0 obj
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Shared Parental Leave : One Year On; Fatherhood and work: pay bonus, family time deficit; SPL one year on – reasons to be cheerful? hޜX�n7�}I����lˎ�6m�u��>(�� K��)��!W��nR�P�9�9s���Fie������'xer�)d&(g�pG�HFI9�-+,�\r�GF��ed�����)�U��L�^5���ohp��ܩ���N7�����_&g���8��������l��.��e�m��N>*VQX�i��o�m��-X��7?-W�ys���7���w��t蛛�2����_�W��b�
O����l=��^�. The birth parent can still get maternity or adoption leave and the partner could still be eligible for statutory paternity leave. This can help the employer plan how they’ll put cover in place. This could be for a date in the future, which will allow the other parent to take SPL while the birth parent or primary adopter is on maternity or adoption leave. If you like, you can tell us more about what was useful on this page. Ali does not pass the continuity of employment test so cannot take SPL.
Email address. If you have a question about your individual circumstances, call our helpline on 0300 123 1190. If you have a question about your individual circumstances, call our helpline on 0300 123 1190. If the employee agrees, this would not count as a notice to vary leave. We cannot respond to questions sent through this form. This is except for the employee’s usual salary and other payments (‘remuneration’), as they’ll be on ShPP. ��L�a
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If a parent is eligible for SPL and the other parent dies, they can: If they want to book another block of SPL or to change dates of booked SPL, they do not need to give 8 weeks’ notice but should tell the employer as soon as they can. Forms and guidance are available from Acas and Gov.uk. When an employee is on Shared Parental Leave, Shared Parental Leave forms and templates for parents, Checking eligibility for Shared Parental Leave, end their maternity or adoption leave and return to work, give their employer notice to end (‘curtail’) their maternity or adoption leave early, be sharing responsibility with the other parent from the day of the child’s birth or adoption placement, pass the ‘continuity of employment test’ and their partner must pass the ‘employment and earnings test’, have worked for the same employer for at least 26 weeks by the end of the 15th week before their baby is due or their adoption match date, still be working for the same employer at the start of each block of leave they take, earned an average of at least £30 a week in any 13 weeks. Sam and Ali are adopting a child and want to use SPL. Parents eligible for Shared Parental Leave (SPL) can decide how they want to use the leave and pay available to them. Discontinuous leave will be suitable when the parent wants to take blocks of SPL on and off throughout the year. Please tell us why the information did not help. Eligible parents who are sharing responsibility for a child can get SPL in the first year after: the birth of their child; adopting a child; getting a parental order if they had the child through surrogacy; How much Shared Parental Leave a parent can get The employer might ask for 8 weeks’ notice before the employee returns to work. Some employees might want to take their holiday between blocks of SPL, so they can take more paid time off. %PDF-1.6
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Toni reduces the length of maternity leave to create an SPL entitlement for Sam. Select the statement you most agree with: I do not understand the information. For example, if the employer has arranged for someone else to cover the employee’s work. They then have to give their employer notice of SPL entitlement. ������\��� �� >e�V�:�6h�@�1k����eL��&�� ����Z���;@� ��-�:G����-�#��N��뱩��uQ�i�r�_�a�P�ϭkBu�� %%EOF
Shared Parental Leave (SPL) gives more choice in how 2 parents can care for their child. They must both agree and sign each other’s notices of entitlement with the updated amount of SPL they’re each entitled to.