If the child is born more than 8 weeks early, this notice period can be shorter. If an employee works more than their permitted SPLIT days, ShPP will be deducted for the whole week in which the additional work is undertaken. Download ‘Shared parental leave forms (for maternity)’ (DOC, 157KB), Download ‘Shared parental leave forms (for adoption)’ (DOC, 158KB), Download ‘Shared parental leave forms (for parental order surrogacy)’ (DOC, 159KB).
If this isn’t complicated enough, there is also the option of the employee taking up to 20 SPLIT days (shared-parental-leave-in-touch days). SPLIT days allow work to be carried out under the employee's contract of employment, and the employee is entitled to be paid for that work. These are called ‘shared parental leave in touch’ (or SPLIT) days. After receiving this notice, you can ask for: You have 14 days to ask for this information. These are called ‘shared parental leave in touch’ (or SPLIT ) days. Your employee then has a further 14 days to provide it. To help us improve GOV.UK, we’d like to know more about your visit today. You must tell your employer about your plans for leave when you apply for SPL. You can take leave at different times or both at the same time. The mother also returns to work in December. Don’t include personal or financial information like your National Insurance number or credit card details. Her employer agrees to a work pattern of 2 weeks on, 2 weeks off during the block. Example You’ve accepted all cookies. Don’t worry we won’t send you spam or share your email address with anyone. Both parents are entitled to 20 SPLIT days each, which can be worked without bringing their SPL or ShPP to an end. This might include agreements on the way in which contact will happen, how often, and who will initiate the contact. Shared parental leave in touch (SPLIT) days Your employee can work up to 20 days during SPL without bringing it to an end. If your partner is also eligible for SPL, you can take up to 3 blocks of leave each. The mother goes on maternity leave 10 weeks before her baby is born.

The employee and employer can agree on up to 20 Shared Parental Leave keeping in touch (‘SPLIT’) days. We’ll send you a link to a feedback form. You can change your cookie settings at any time. Shared parental leave in touch (SPLIT) days. You and your partner can each work up to 20 days while you’re taking SPL. A mother finishes her maternity leave at the end of October and takes the rest of her leave as SPL. We use cookies to collect information about how you use GOV.UK. The mother or adopter may be able to change their decision to end maternity or adoption leave early if both: Your employee can work up to 20 days during SPL without bringing it to an end. The partner then returns to work.

If your employer agrees, you can split blocks into shorter periods of at least a week.

These are called ‘Shared Parental Leave in touch’ (or SPLIT) days. Your employee has a statutory right to a maximum of 3 separate blocks of leave, although you can allow more if you wish. Shared Parental Leave keeping in touch (SPLIT) days. SPLIT days are available in addition to the mother’s/primary adopter's KIT days. Don’t include personal or financial information like your National Insurance number or credit card details.

14. KIT and SPLIT days are optional - both you and your employer must agree to them. Shared Parental Leave in touch (SPLIT) days. It is capped at $2,500 per week. You can change these plans later but you must give your employer at least 8 weeks’ notice before you want to begin a block of leave. It will take only 2 minutes to fill in. You can book up to 3 separate blocks of Shared Parental Leave (SPL) instead of taking it all in one go, even if you are not sharing the leave with your partner. SPL can start for the partner while the mother or adopter is still on maternity or adoption leave if she’s given binding notice to end her leave (or pay if she’s not entitled to leave). Cookies statement     Picture credits     Legal      Accessibility statement     Privacy statement, Recruitment freeze and Redeployment Protocol, Home-working and wellbeing guidance for staff, Joint committees and staff representation, Self-employed contractors and consultants, Guide to the appointment of Associate Professors, Academic staffing: further particular templates, Right to work for Tier 4 student visa holders, Using social media in pre-employment checks, Guidance on supporting staff with concerns about on-site working, Reappointment procedure for Associate Professors, University's contractual maternity pay scheme, Maternity leave checklist (for administrators), University's Contractual Adoption Pay Scheme, Framework for academic and research staff, Informal applications for flexible working, Sickness absence reporting and record-keeping arrangements, Return to work (RTW) after sickness absence, Managing sickness cases and other matters, Informal and formal processes for managing sickness absence, Employment and Career development of research staff, Code of Practice for the employment and career development of research staff, Frequently asked questions about mediation, Public interest disclosure whistle blowing code of practice, Retention periods for University personnel records, Policy on the prevention and management of work-related stress, Management guidance - work-related stress, Manager’s checklist for the prevention of work-related stress, Allowances for work performed outside of standard working hours, Introduction to HERA & job descriptions training, Section 3: Terms and Conditions of Employment, Section 4: Sickness, Maternity Leave and Leave for Other Reasons, Section 5: Codes of Practice, Policies and Procedures, Section 6: Safety, Welfare, Training and Promotion, Section 8: Discipline, grievance and employee representation, Introduction: Academic-Related Staff Handbook, Agreement on informing and consulting employees, Guidance on informing and consulting staff, Academic and academic-related staff (UCU), Shared Parental Leave in touch (SPLIT) days. For example, it could be by telephone, email, letter, the employee making a visit to the workplace, or in other ways. These are called ‘Shared Parental Leave in touch’ (or SPLIT) days.

An employee must give at least 8 weeks’ notice of any leave they wish to take. Since the mother has given binding notice, her partner can start SPL as soon as the baby has been born (as long as they’ve given at least 8 weeks’ notice). For Shared Parental Leave (SPL) to start, the mother or adopter must do one of the following: A mother must take a minimum of 2 weeks’ maternity leave following the birth (4 if she works in a factory). The employee will continue to be paid the statutory payments for the week in which the work is done. Therefore during the period of SPL that the employee is being paid ShPP at the rate of full pay, no further payment would be due. 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. During any period of SPL, a department may make reasonable contact with an employee and, in the same way, an employee may make contact with their department.

All content is available under the Open Government Licence v3.0, except where otherwise stated, National restrictions in England from 5 November, Shared parental leave and pay: employers' technical guide, Statutory Maternity Pay and Leave: employer guide, Maternity, Adoption and paternity calculator for employers, Statutory Adoption Pay and Leave: employer guide, Coronavirus (COVID-19): guidance and support, Transparency and freedom of information releases, end their maternity or adoption leave by returning to work, give you ‘binding notice’ (a decision that cannot normally be changed) of the date when they’ll end their maternity or adoption leave, end maternity pay or Maternity Allowance (if they’re not entitled to maternity leave, for example they’re an agency worker or self-employed), the name and address of their partner’s employer, it’s discovered during the 8-week notice period that neither partner is eligible for either, it’s less than 6 weeks after the birth (and the mother gave notice before the birth). Shared Parental Leave in touch (SPLIT) days Information for employees and managers about arrangements for keeping in touch during Shared Parental Leave During any period of SPL, a department may make reasonable contact with an employee and, in the same way, an employee may make contact with their department. Employees can work for up to 20 days during SPL without bringing it to an end. What constitutes "reasonable" contact will vary according to the circumstances and should be discussed before a period of SPL begins. The contact between department and employee can be made in any way that best suits them. Adopters must give you notice to end adoption pay.

They each take the whole of November as their first blocks of SPL.

The employee must give you written notice if they want to start SPL or Statutory Shared Parental Pay (ShPP). All shared parental leave must be taken within 12 months from your child's date of birth (inclusive of date of birth). These are known as "Shared Parental Leave in Touch" or "SPLIT" days. They can take it from the day of the placement, or up to 14 days before the placement starts. You can change your cookie settings at any time. Shared Parental Leave in Touch days (SPLIT) During SPL you can agree to work for the University (or attend training) for up to 20 days without bringing your period of SPL to an end or impacting on your right to claim ShPP for that week.
But KIT days can only be used during a period of maternity/adoption leave, and unused KIT entitlement cannot be carried forward into a period of SPL. These are similar to the 10 keeping-in-touch days (KIT days) that are available during maternity leave.

You and your partner can each work up to 20 days while you’re taking SPL. If an employee works their SPLIT day(s) during a period of statutory ShPP, their statutory pay should be enhanced to full pay for the hours worked, and if work takes place during a period of unpaid SPL, they should be paid the equivalent of their normal hourly rate for the hours they work. Departments and their employees will often find it helpful, before SPL starts, to discuss arrangements for staying in touch with each other. All content is available under the Open Government Licence v3.0, except where otherwise stated, National restrictions in England from 5 November, Check if you can get leave or pay when you have a child, Holidays, time off, sick leave, maternity and paternity leave, Coronavirus (COVID-19): guidance and support, Transparency and freedom of information releases. The mother must give you notice (at least 8 weeks) to end her maternity pay, or tell Jobcentre Plus to end her Maternity Allowance. Shared Parental Leave (SPL) gives more choice in how 2 parents can care for their child. The adoptive parent getting Statutory Adoption Pay must take at least 2 weeks’ adoption leave. The hours/days to be worked must be agreed in advance between the department and the employee.