|What contractual pay is offered to mothers* on maternity leave?||13 weeks full pay + 13 weeks half pay|
|What contractual pay and leave is being offered to fathers/other parent who opt to take SPL?||13 weeks full pay + 13 weeks half pay|
|Does contractual pay have to be repaid if the employees does not to return?||No|
|Will entitlement to SPL be reduced according to SML already taken?||Yes|
|Is your contractual Shared Parental Pay reduced by the number of weeks of SMP received by the mother?||Yes|
|Can SPL be taken from day one of employment?||No – 2 years’ service qualifying period (same as for enhanced maternity pay)|
|Is it tied to the date of the child’s birth?||Yes|
|Are there any limitations on how SPL can be taken ie minimum continuous block?||No|
|Do you incentivise certain patterns of leave?||No|
|Do you offer a bonus on return from SPL if minimum period it taken?||No|
*or primary adopter
How are you communicating and encouraging people to take SPL?
We launched our new policy via online intranet communications, webinars for staff and line managers and social media announcements.
Can you describe what wider cultural changes needed to support SPL are being implemented?
We are working with managers, staff and our Working Families & Carers staff network to educate and upskill people to on the new policy to try and start to shift the traditional societal attitudes towards caring responsibilities.
What do you expect take up of SPL amongst fathers to be? Have you surveyed your employees about SPL and uptake? Other surveys have shown that mothers may be unwilling to relinquish maternity leave: have you detected similar?
We have conducted focus groups with men and women and the picture seems to be very mixed – some fathers relishing the chance to more involved in the early years of their child’s life, whilst some mothers definitely do not want to relinquish any of their leave!
Do you have any insight into how parents might like to take SPL? Which is best for your business in terms of planning?
The theme across the feedback we’ve gathered is that people are very dependent on what the SPL policy is at their partner’s organisation. The initial queries we’ve had have been weighted towards continuous leave blocks, rather than discontinuous. In terms of what’s ‘best’ for our business, it’s really dependant on the team – some teams think that discontinuous blocks are very hard to manage, whilst others think it’s great as it means the employee is out of the team for shorter periods of time so it’s easier where there is no headcount available to cover the person and instead the work has to be absorbed by the rest of the team – so for them, the shorter the period of time that this covering has to take place the better.