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Shared Parental Leave

Shared Parental Leave, It's potential value to flexible working

It’s Potential Value To Flexible Working

How Many Even Know What Shared Parental Leave Is? 

How many know how to find out more information about Shared Parental Leave? 

Does it even work for people? 

How many have experienced it?

Around 285,000 couples every year qualify for Shared Parental Leave, but it is estimated that take up could be as low as 2% in the UK. Why is uptake so low and what benefits are there to better uptake?

With Childcare options in the UK being known as incredibly expensive could SPL be the first step to alleviating this pressure?

Why Aren’t People Taking Shared Parental Leave?

What is stopping parents from using Shared Parental Leave?:

  • Lack of awareness of it’s very existence from both parents to be and organisations!
  • Maternity / paternity Leave policies that need updating which will prompt discussion.
  • The lack of enhanced paternity pay available. Many fathers are stuck with the statutory rate (currently £140.98). While mothers on maternity pay often benefit from their employer’s more generous package (enhanced maternity pay). 
  • Fear of the impact taking extended leave above the ‘traditional’ 2 weeks will have on one’s career. We need to move away from the fact that taking a break, be it maternity / paternity / career break does not mean a sudden loss of experience, skills or enthusiasm. It means that for a period of time one wants to allow their focus to change without work suffering.

Better Shared Parental Leave Uptake Equals…

We believe that better awareness will lead to better uptake and a whole host of other benefits to workers and organisations.

Better uptake could contribute towards:

  • Closing the gender pay gap. Improving SPL makes it more attractive and realistic for men. This means more women are able to continue in careers and pursue senior higher paid roles. If we want an equal society then we must allow fathers to have the same access to paternity leave that mothers have.
  • Better parental mental health. SPL can allow people to better manage family and work commitments, thus leading to better mental health. After all, those early days can be incredibly hard. The option to have both parents off at the same time could make all the difference to mental health.
  • Better recruitment and retention of talented employees. Attractive SPL packages, beyond the statutory pay will lead to attracting talent from a wider pool of possible recruits. It also means that employees are more likely to return and stay following maternity / paternity leave. Shared Parental Leave Campaign UK

What You Need To Know About Shared Parental Leave

  • You and your partner may be able to get Shared Parental Leave (SPL) and Statutory Shared Parental Pay (ShPP) if you’re having a baby or adopting a child.
  • One can share up to 50 weeks of leave and up to 37 weeks of pay between you.
  • Share the pay and leave in the first year after your child is born or placed with your family.
  • You can use SPL to take leave in blocks separated by periods of work. Or take it all in one go. 
  • Choose to be off work together or stagger the leave and pay.

Providing truly flexible employment options is a key part of the Industrial Strategy. The Industrial Strategy is the government’s long-term plan to build a Britain fit for the future by helping businesses create better, higher-paying jobs in every part of the UK. (Business Minister Andrew Griffiths).

Going One Step Further

Why not just have ‘Parental Leave’ with the same length of leave for both parents. Should parents have the same amount of statutory pay, regardless of which parent? The encouragement or better still enforcement that any enhanced pay is available regardless of which parent is taking the leave. We feel that Shared Parental Leave has the potential to add great value to flexible working initiatives. But does need some changes in order to be of value.

Stay tuned to see what our surveyed audience said!