Shared Parental Leave (ShPL)

ShPL allows eligible parents to share up to 50 weeks of leave and 37 weeks of pay between them. The mother must curtail her maternity leave to create ShPL. Statutory ShPP is £184.03 per week.

Last updated: February 2025

50 weeks

Maximum shared leave

£184.03/week

ShPP rate

20

SPLIT days per parent

What the Law Says

The Shared Parental Leave Regulations 2014 allow parents to share maternity/adoption leave. The mother must give a curtailment notice ending maternity leave early. Each parent can take up to 3 separate blocks of leave. Employers can refuse discontinuous leave but must negotiate within 14 days.

Your Obligations as an Employer

  • Process ShPL notices within 14 days of receipt
  • Pay ShPP to qualifying employees at £184.03/week
  • Allow up to 20 SPLIT days (ShPL in Touch) per parent
  • Consider requests for discontinuous leave and respond within 14 days

What to Include in Contracts

Include ShPL entitlement, notification procedure (8 weeks notice for each block), detail any enhanced ShPP, and specify the process for requesting discontinuous leave blocks.

View related contract template

Common Mistakes

  • Not having a ShPL policy despite it being law since 2015
  • Automatically refusing all discontinuous leave requests
  • Failing to inform employees about ShPL options during maternity notifications

FAQ

Can both parents take ShPL at the same time?

Yes. Both parents can be on ShPL simultaneously, which is one of the key advantages over traditional maternity/paternity leave. This allows both parents to be at home together if they choose.

Does an employer have to agree to ShPL?

Employers must accept continuous leave requests (one unbroken block). For discontinuous leave (multiple blocks), employers can refuse but must discuss alternatives within 14 days. If no agreement is reached, the employee can take the total weeks as one continuous block.

Related Topics

Maternity Leave and Pay Rights

Paternity Leave and Pay Rights

Flexible Working Rights 2025

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This is guidance for UK employers, not legal advice. For complex employment law matters, consult a qualified employment solicitor or ACAS.

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