To qualify for Shared Parental Leave (SPL) and Shared Parental Pay (ShPP), both you and your partner must meet certain criteria. These requirements ensure that you are eligible to share leave and pay, providing the flexibility to care for your child together during their early months.
Key Eligibility Criteria
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Shared Responsibility: You and your partner must share responsibility for the child from birth (or placement, in the case of adoption). This means both parents need to be actively involved in the child’s upbringing.
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Employment and Earnings:
- You must have been continuously employed for at least 26 weeks by the end of the 15th week before the baby's due date or adoption matching date.
- Your partner must also meet employment and earnings tests to qualify for ShPP. This includes earning a minimum amount and having worked for at least 26 weeks within the 66 weeks leading up to the baby’s due date or adoption.
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Notice Requirements: You must provide your employer with at least eight weeks’ written notice before you intend to take SPL. This notice should include the dates of your planned leave and your partner’s leave, as well as confirmation that both of you meet the eligibility criteria.
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Reducing Maternity or Adoption Leave: The mother or primary adopter must reduce their entitlement to maternity leave, taking less than the full 52 weeks of leave and less than 39 weeks of statutory maternity pay or Maternity Allowance. This reduction makes the remaining leave and pay available for sharing through SPL and ShPP.
Planning Your Leave
To make the most of SPL and ShPP, it’s important to plan ahead. Discuss your options with your employer and your partner, and ensure that all necessary paperwork is submitted on time. Some employers may offer enhanced leave or pay schemes, so it’s worth checking your employment contract or speaking to HR.
For full details on eligibility, visit the Gov.uk SPL Eligibility page here.