|What contractual pay is offered to mothers* on maternity leave?||
6 weeks’ full pay
16 weeks’ half pay plus SMP
|What contractual pay and leave is being offered to fathers/other parent who opt to take SPL?||As above|
|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|
|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?||Enhanced leave and pay is applicable to first continuous block (for each parent if both are employees.|
|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?
Email comms to employees as part of SP diversity strategy.
Can you describe what wider cultural changes needed to support SPL are being implemented?
Manager awareness session / communications
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?
Minimal uptake expected (less than 1%) initially. SP female employees have voiced that they would be reluctant to relinquish leave, therefore uptake may be from male employees who’s partners are receiving statutory entitlement only?
Have not surveyed employees yet, however plan to seek feedback from employees who will take ShPL and communicate in future.
Do you have any insight into how parents might like to take SPL? Which is best for your business in terms of planning?
Initial thoughts are that partners are only planning to take short period (2 to 4 weeks) following birth of child.