|What contractual pay is offered to mothers* on maternity leave?||From our Maternity Leave policy:
From our SPL policy:
A child’s mother or primary adopter can only take SPL after the 2 week compulsory leave period following birth or adoption has passed. Thereafter, eligible mothers or primary adopters can convert the remaining 50 weeks of their maternity / adoption leave to SPL which can then be shared between them and their partner.
The maximum amount of enhanced pay an employee may receive in respect of leave taken under the SPL policy and the Maternity, Paternity or Adoption Policies, is 18 weeks’ normal notional salary. By way of example, if you are the child’s mother and have already taken 12 weeks’ maternity leave for which you have been paid Company Maternity Pay, you will only be eligible to receive 6 weeks Company Shared Parental Pay under this Policy.
|What contractual pay and leave is being offered to fathers/other parent who opt to take SPL?||
If you are the partner of the mother / primary adopter, you should use your two weeks Ordinary Paternity Leave (“OPL”) before taking SPL. Once you start SPL, you will lose any entitlement to OPL which you previously may have had.
If you wish to take SPL, the child’s mother / primary adopter must first agree to release some of her entitlement to maternity / adoption leave. Both parents must also notify their employers of their entitlement.
SPL must be taken in complete weeks and must be taken by the day before the child’s first birthday. In general, SPL should be taken in one continuous block of leave, although the Firm may be willing to consider requests for SPL to be split into shorter periods (of at least a week at a time).
If the employee is eligible for Statutory Shared Parental Pay, then KPMG employees can receive normal notional salary for the first 16 weeks of SPL followed by SShPP for the remainder of the leave period.
|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?||See other answers|
|Is your contractual Shared Parental Pay reduced by the number of weeks of SMP received by the mother?||To be entitled to SShPP, the child’s mother / primary adopter must have agreed to reduce their SMP / SAP entitlement so as to release the remainder of that pay period for SShPP purposes. Therefore, the total amount of SShPP available to the child’s mother / primary adopter and their partner will be 37 weeks less any SMP / SAP that the child’s mother / primary adopter has taken or will take. The mother’s enhanced SShPP entitlement is reduced by the number of weeks’ enhanced Maternity Pay she receives.|
|Can SPL be taken from day one of employment?||
If you are the child’s mother / primary adopter:
You must have at least 26 weeks’ continuous employment with the Firm up to and including the 15th week before your EWC/EPD, and still be employed by the Firm in the week before the SPL is to be taken and give the necessary notices and declarations, including notice to end any maternity / adoption leave, SMP / SAP or maternity allowance periods.
If you are the mother /adopter’s partner:
You must have at least 26 weeks’ continuous employment with the Firm up to and including the 15th week before the EWC / EPD, and still be employed by the Firm in the week before SPL is to be taken.
|Is it tied to the date of the child’s birth?||SPL must be taken in complete weeks and must be taken by the day before the child’s first birthday.|
|Are there any limitations on how SPL can be taken ie minimum continuous block?||SPL must be taken in complete weeks and must be taken by the day before the child’s first birthday. In general, SPL should be taken in one continuous block of leave, although the Firm may be willing to consider requests for SPL to be split into shorter periods (of at least a week at a time).|
|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 did a launch campaign of our new SPL policy on the intranet home page and the newsroom (a weekly roundup email of news – our main all staff broadcast channel). We promoted the policy and enhanced pay through the employee network groups, particularly the Parents Network. We cascaded to staff via our People Leaders and HRBPs, encouraging them to apply the policy when they know a member of staff is in this position. When people apply for paternity leave or notify of pregnancy, we ensure they get all the information they need.
Can you describe what wider cultural changes needed to support SPL are being implemented?
We are launching a Parents Transition coaching programme firm wide which is available to mothers and fathers across the business. This programme is delivered in collaboration with My Family Care. The programme involves group coaching and 1:1 coaching for employees before, during and after their maternity/paternity leave or shared parental leave. MFC also provide online toolkits, advice and support for employees during this transition and networking for parents.
We have a Parents Network that provides support to all parents and parents to be, raising awareness of the policies and benefits available to parents at KPMG UK. This includes the Back in Business workshop; a half-day workshop designed to provide parents with the information they need to decide whether to return to work. It includes a talk from a parent who has been through the same process, with their story covering how they structured and managed this. In the sessions, participants will be invited to ask any questions they may have, and to state their objectives. The aim of the workshop is to answer these questions, meet these objectives and encourage participants to consider their next steps.
KPMG offers a range of flexible working options and regularly highlights staff that work flexibly on our intranet, staff newsletter and externally. We have reviewed our flexible working policy and made it more positive and user friendly. We have introduced leisurebank, jumpstart Friday and birthdays off and we are mainstreaming part time / job share roles.
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 did not carry out a survey before introducing the policy, but instead relied on estimates that has been reached and published by other organisations as well as identifying numbers eligible and basing calculations on a positive assumption that we would want them to be part of the scheme. The initial levels of interest from both mothers and father has been very encouraging.
Do you have any insight into how parents might like to take SPL? Which is best for your business in terms of planning?
See above, we have begun to monitor this and the take up of our policy and CShPP.