UK Shared Parental Leave Explained

Shared Parental Leave gives parents flexibility to split leave and pay between them in the first year after a baby is born or adopted. SPL is separate from Statutory Maternity Leave and Statutory Paternity Leave. This article explains how the schemes interact.

How SPL works

The birthing parent (or primary adopter) gives up part of their maternity or adoption leave, converting it into Shared Parental Leave that can be taken by either parent. Up to 50 weeks of leave and 37 weeks of pay are available to share, after the first two weeks of compulsory maternity leave following birth.

Eligibility tests

Both parents must meet eligibility criteria. The birthing parent must be eligible for maternity leave and pay, and the partner must meet employment and earnings tests. The detailed criteria are on the GOV.UK SPL pages and include continuous service and minimum earnings tests for the partner.

SPL pay vs Statutory Maternity Pay

Statutory Shared Parental Pay (ShPP) is paid at the statutory rate or 90% of earnings if lower. SMP includes an enhanced first six weeks at 90% of earnings, which SPL does not. Converting SMP to ShPP can therefore reduce the total pay if used during what would have been the enhanced six weeks.

Splitting the leave

Leave can be taken in up to three separate blocks per parent, with up to eight weeks' notice required for each block. The blocks do not need to be continuous, allowing patterns such as overlapping leave for the early months and alternating leave later.

Practical considerations

Employer enhancement of leave pay (above the statutory minimum) varies. Some employers offer enhanced shared parental pay matching their enhanced maternity pay; many do not. Checking each employer's policy is important before deciding the split.

How SPL works in detail

The birthing parent (or primary adopter) gives up part of their maternity or adoption leave, converting it into Shared Parental Leave that can be taken by either parent. The conversion is achieved by the birthing parent giving notice to end their maternity leave early; the unused portion (up to 50 weeks of leave and 37 weeks of pay) becomes available as SPL.

The first 2 weeks after birth are compulsory maternity leave for the birthing parent (4 weeks for factory workers); SPL applies after this. The mother cannot share these 2 weeks with the partner; they must be taken as maternity leave.

SPL can be taken in up to 3 separate blocks per parent. The blocks do not need to be continuous; one parent can take leave, return to work, then take another block. This flexibility allows patterns such as 4 weeks of parent A leave, parent A returns to work, 4 weeks of parent B leave, parent B returns to work.

Both parents can be on SPL at the same time. Patterns include both parents taking some weeks together in the early months, then taking turns as the months progress. The total leave shared cannot exceed 50 weeks (after the 2 weeks of compulsory maternity); the total ShPP cannot exceed 37 weeks (after the SMP weeks the mother has taken).

Curtailment of maternity leave is required to release SPL. The mother gives a 'curtailment notice' to the employer specifying when maternity leave will end; from that point, the remaining leave can be taken as SPL by either parent. The notice must be given at least 8 weeks before the curtailment date.

Eligibility tests in detail

The birthing parent must be eligible for maternity leave (typically by being employed by the same employer for the 26 weeks before the qualifying week). For SPL eligibility, the birthing parent must also meet the SPL-specific tests including the employment continuity test (employed by the same employer at the time of giving notice).

The partner must meet the 'employment and earnings test': employed or self-employed in at least 26 of the 66 weeks before the expected week of childbirth, with average weekly earnings of at least GBP 30 in 13 of those weeks. This is a lower bar than SMP eligibility and allows partners with varied employment histories to qualify.

Both parents must share responsibility for the child. This typically means the parents are married, in a civil partnership, or living together as cohabitants; or the partner is the biological father (or one of the same-sex parents) of the child. The exact criteria are set out in the regulations.

Both parents must give specific notices to their employers, including a notice of entitlement and intention to take SPL. The notices have specific format requirements; templates are available from HR or via GOV.UK guidance.

For adopters, similar eligibility applies through the adoption leave framework. The primary adopter must be eligible for adoption leave; the partner must meet the equivalent employment and earnings test.

SPL pay vs Statutory Maternity Pay

Statutory Shared Parental Pay (ShPP) is paid at the statutory rate (currently GBP 184.03 from April 2024) or 90% of earnings if lower. SMP includes an enhanced first 6 weeks at 90% of earnings (no upper cap), which SPL does not.

Converting SMP to ShPP during what would have been the enhanced 6 weeks reduces the total pay. For higher earners, the first 6 weeks of SMP can be substantially higher than the statutory rate; converting to ShPP early forfeits this. The financial decision should be weighed against the practical benefits of the partner taking leave.

For example, a mother earning GBP 50,000 per year would receive around GBP 870 per week (90% of earnings) for the first 6 weeks of SMP, totalling around GBP 5,200. Converting to ShPP at the start would mean both parents receive ShPP at GBP 184 per week (or 90% of their respective earnings); the total household pay during this period would be lower for higher-earning households.

The standard pattern is therefore for the mother to take at least the first 6 weeks as SMP to capture the enhanced rate, then convert remaining leave to SPL for sharing. This balances the financial benefit of the enhanced first 6 weeks with the partner's leave options.

Some employers offer enhanced shared parental pay matching their enhanced maternity pay; many do not. Where the employer does match, the financial reason to delay converting to SPL is reduced. Checking each employer's specific policy is important.

Splitting the leave in practice

Leave can be taken in up to 3 separate blocks per parent, with up to 8 weeks' notice required for each block. The blocks do not need to be continuous, allowing patterns such as overlapping leave for the early months and alternating leave later.

Common patterns include: both parents taking the first few weeks together; alternating monthly blocks; one parent taking the bulk of the leave with the other taking shorter blocks; or splitting leave around school holidays (for older siblings) or other family commitments.

Notice requirements: the parent intending to take SPL must give the employer at least 8 weeks' notice of each leave block. The notice should specify the start and end dates. The employer can request changes within 2 weeks of the notice; if no agreement is reached, the parent has the right to take the leave as originally notified.

Coordinating leave between two employers requires planning. Both employers need to be notified; misalignment between employers' policies on enhanced pay or other matters can create complications. Some couples engage their HR teams early to identify any issues.

Cancellation or amendment of notified SPL is possible but follows the notice process in reverse. Changes within 8 weeks of the planned leave may be more difficult to accommodate; the employer may have made cover arrangements based on the original notice.

Practical considerations

Employer enhancement of leave pay (above the statutory minimum) varies. Some employers offer enhanced shared parental pay matching their enhanced maternity pay; many do not. Checking each employer's policy is important before deciding the split. Where one partner's employer offers enhanced ShPP and the other does not, the family financial outcome may favour the parent with the enhanced employer taking more leave.

Career impact and bonus implications should be considered. Some employers have policies on bonuses or commission during SPL that differ from SMP. Reviewing the specific impacts before deciding the leave split is sensible.

Childcare planning interacts with the leave structure. Childcare booked from a specific start date assumes leave ends on a specific date; rescheduling childcare can carry cancellation fees or loss of place at popular settings.

The relationship between SPL and Statutory Paternity Pay is important. SPP is 2 weeks at the statutory rate; it is independent of SPL and can be taken in addition. Many fathers take the 2 weeks of SPP at the time of birth and a longer block of SPL later.

SPL adoption: Shared Parental Leave is available to adopters under equivalent rules. The primary adopter has adoption leave; the partner has paternity leave (or adoption support leave); SPL applies after curtailment of adoption leave. The same eligibility tests apply.

Disclaimer

This article provides general information based on rules and figures published by UK government and regulator sources as of May 2026. It is not personal financial, legal, immigration or tax advice. Rules, fees and figures change and individual circumstances vary. Readers should check primary sources or consult a qualified, regulated adviser before acting on any information here.

Frequently asked questions

Can SPL be taken at the same time as the partner?

Yes. Both parents can be on leave at the same time, subject to the agreement of their respective employers. The maximum joint leave is 50 weeks total across both parents (after the compulsory 2 weeks of maternity); pay is up to 37 weeks of ShPP shared between them. Joint leave in the early months is popular for families wanting both parents at home with the new baby.

Does SPL affect future maternity leave entitlement?

No. SPL is a one-time use per child but does not affect entitlement to maternity leave for any future pregnancy. Each pregnancy has its own SMP, paternity leave, and SPL entitlement based on the eligibility criteria at that time. The previous use of SPL does not reduce entitlement for the next baby.

Is SPL available to adopters?

Yes. Shared Parental Leave is available to adopters under equivalent rules, replacing or splitting adoption leave. The primary adopter has Statutory Adoption Pay and Adoption Leave; the partner has Statutory Paternity Pay; after curtailment of adoption leave, SPL applies. Eligibility tests are equivalent to those for biological birth parents.

How much notice does the employer need?

Typically 8 weeks for each block of SPL. Specific notice rules apply when ending or curtailing maternity leave; the mother gives at least 8 weeks' notice of when maternity leave will end. The partner gives notice of each SPL block they intend to take. The notices have specific format requirements; templates are available from HR or GOV.UK.

Are self-employed parents eligible?

ShPP requires employment by an employer. Self-employed parents are not eligible for ShPP but may receive Maternity Allowance separately. The partner of a self-employed mother can still take Statutory Paternity Leave and may be eligible for SPL from their own employer; the eligibility tests apply to each parent's specific situation.

How does SPL interact with Keeping in Touch days?

Keeping in Touch (KIT) days during maternity leave (up to 10 days) and during SPL (called SPLIT days, up to 20 days per parent) allow the parent to work for the employer without affecting leave entitlement. The work is paid at the agreed rate; SMP or ShPP continues for the week as normal. KIT and SPLIT days are useful for maintaining connection with the workplace and easing the eventual return.

Can SPL be transferred between parents?

Both parents share the same pool of SPL (the curtailed maternity leave minus the SMP weeks already taken). Within this pool, the parents agree how to allocate leave between them. The allocation can be changed (within the notice rules) if circumstances change.

Frequently asked questions

Can SPL be taken at the same time as the partner?

Yes. Both parents can be on leave at the same time, subject to the agreement of their respective employers. The maximum joint leave is 50 weeks total across both parents (after the compulsory 2 weeks of maternity); pay is up to 37 weeks of ShPP shared between them. Joint leave in the early months is popular for families wanting both parents at home with the new baby.

Does SPL affect future maternity leave entitlement?

No. SPL is a one-time use per child but does not affect entitlement to maternity leave for any future pregnancy. Each pregnancy has its own SMP, paternity leave, and SPL entitlement based on the eligibility criteria at that time. The previous use of SPL does not reduce entitlement for the next baby.

Is SPL available to adopters?

Yes. Shared Parental Leave is available to adopters under equivalent rules, replacing or splitting adoption leave. The primary adopter has Statutory Adoption Pay and Adoption Leave; the partner has Statutory Paternity Pay; after curtailment of adoption leave, SPL applies. Eligibility tests are equivalent to those for biological birth parents.

How much notice does the employer need?

Typically 8 weeks for each block of SPL. Specific notice rules apply when ending or curtailing maternity leave; the mother gives at least 8 weeks' notice of when maternity leave will end. The partner gives notice of each SPL block they intend to take. The notices have specific format requirements; templates are available from HR or GOV.UK.

Are self-employed parents eligible?

ShPP requires employment by an employer. Self-employed parents are not eligible for ShPP but may receive Maternity Allowance separately. The partner of a self-employed mother can still take Statutory Paternity Leave and may be eligible for SPL from their own employer; the eligibility tests apply to each parent's specific situation.

How does SPL interact with Keeping in Touch days?

Keeping in Touch (KIT) days during maternity leave (up to 10 days) and during SPL (called SPLIT days, up to 20 days per parent) allow the parent to work for the employer without affecting leave entitlement. The work is paid at the agreed rate; SMP or ShPP continues for the week as normal. KIT and SPLIT days are useful for maintaining connection with the workplace and easing the eventual return.

Can SPL be transferred between parents?

Both parents share the same pool of SPL (the curtailed maternity leave minus the SMP weeks already taken). Within this pool, the parents agree how to allocate leave between them. The allocation can be changed (within the notice rules) if circumstances change.