Shared Parental Leave Policy Template for UK Businesses
A shared parental leave (SPL) policy explains how eligible parents can share up to 50 weeks of leave and 37 weeks of pay following the birth or adoption of a child. Introduced by the Shared Parental Leave Regulations 2014 and the Children and Families Act 2014, SPL gives parents flexibility to take leave in blocks interspersed with periods of work, rather than the traditional all-or-nothing approach of maternity and paternity leave.
Who Needs This Policy?
All UK employers must facilitate shared parental leave for eligible employees. Both parents must meet eligibility criteria: the mother/adopter must be entitled to maternity or adoption leave, and the partner must have 26 weeks' continuous service and earn above the Lower Earnings Limit. The mother must curtail her maternity leave early for SPL to be triggered. Despite low take-up rates (estimated at 2-5% of eligible families), employers must have procedures in place.
What's Covered
This shared parental leave policy template covers 10 key sections:
Purpose
[your details] supports parents who wish to share the care of their child in the first year. Shared Parental Leave (SPL)...
Scope
This policy applies to all eligible employees of [your details]. SPL is available following the birth of a child or the ...
Entitlement
The mother (or primary adopter) must curtail their maternity (or adoption) leave to create SPL. The maximum SPL availabl...
Procedures -- Notification
To take SPL, you must give [your details] the following notices: The mother or primary adopter must give written notic...
Continuous and Discontinuous Leave
(a single unbroken block) must be accepted by [your details] provided the notice requirements are met. (multiple bloc...
SPLIT Days
Each parent on SPL may work up to 20 Shared Parental Leave In Touch (SPLIT) days during their SPL without ending the lea...
Return to Work
If your total maternity/adoption leave plus SPL is 26 weeks or less, you have the right to return to the same job. If i...
Roles and Responsibilities
are responsible for: - Providing all required notices within the stated timescales - Providing signed declarations and ...
Related Policies
This policy should be read alongside: - Maternity Leave Policy - Paternity Leave Policy - Adoption Leave Policy - Paren...
Review
This policy will be reviewed annually, or sooner if there are changes to relevant legislation. The next scheduled review...
Legal Framework
This policy template is grounded in the following UK legislation and guidance:
- Shared Parental Leave Regulations 2014
- Employment Rights Act 1996
- Social Security Contributions and Benefits Act 1992 (ShPP)
How Complaiance Helps
Our shared parental leave policy goes beyond a generic template:
- Step-by-step eligibility checker covering the dual qualification requirements
- Curtailment notice templates for converting maternity leave to shared parental leave
- Period of leave notice and booking process with the 8-week response timeline
- SPLIT day provisions (Shared Parental Leave In Touch days) — up to 20 per parent
Generate Your Shared Parental Leave Policy Now
Answer a few questions about your business and get a customised, legally compliant shared parental leave policy in minutes.
Get Started FreeFrequently Asked Questions
How does shared parental leave work in the UK?
The mother or adopter must curtail their maternity or adoption leave early, creating a pool of unused leave and pay. Up to 50 weeks of leave and 37 weeks of ShPP can then be shared between both parents. Parents can take leave at the same time, in alternating blocks, or one after the other. Each parent must give at least 8 weeks' notice of their intended leave dates. Employers can accept the dates or, for discontinuous leave, negotiate alternative arrangements.
How much is Shared Parental Pay?
Statutory Shared Parental Pay (ShPP) is £184.03 per week or 90% of average weekly earnings, whichever is lower (2025/26 rate). It is payable for up to 37 weeks minus any weeks of SMP or SAP already taken by the mother/adopter. Some employers offer enhanced shared parental pay — if you enhance maternity pay, consider whether your policy should also enhance ShPP to avoid potential indirect sex discrimination claims.
Can an employer refuse shared parental leave?
An employer cannot refuse a continuous block of shared parental leave if the employee is eligible and has given proper notice. However, if the employee requests discontinuous leave (e.g., alternating blocks), the employer can refuse and the employee must then take the total leave requested as one continuous block. The employer has 14 days to respond to a discontinuous leave request before it defaults to a continuous block.