|What contractual pay is offered to mothers* on maternity leave?||Employees qualify for enhanced maternity pay once they have completed 6 months continuous service by the first day of their EWC. Enhanced maternity pay is paid at the same rate as basic salary (inclusive of any SMP) for the first 18 weeks of maternity leave.|
|What contractual pay and leave is being offered to fathers/other parent who opt to take SPL?||
Employees will qualify for enhanced company shared parental leave pay from Société Générale if they have completed six months’ continuous service by the first day of Qualifying Week and are still in employment on the day their shared parental leave is due to start.
Company shared parental leave pay is paid at the full rate of their normal basic salary for the first 18 weeks of shared parental leave. It includes any ShPP due for the weeks in question.
Any company maternity, paternity or adoption pay they have received will be counted towards their company shared parental leave pay entitlement.
Company shared parental leave pay will only be paid if they are also claiming ShPP for the period in question.
|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 – You must have at least 26 weeks continuous employment with SG by the end of the Qualifying Week and must still be employed by SG at the start of each period of shared parental leave|
|Is it tied to the date of the child’s birth?||No|
|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 communicated the launch of the SPL policy in our weekly staff email communication. This was in effect a low profile launch.
Can you describe what wider cultural changes needed to support SPL are being implemented?
Given we are unsure as to the take up of SPL we plan to review over the course of the first year to gain a better understanding of the interest and takeup of this policy before looking at cultural change.
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 do not know what to expect in terms of take up, our perception is that initially take up will be low. We have not surveyed our employees about SPL.
Do you have any insight into how parents might like to take SPL? Which is best for your business in terms of planning?
Too early to tell as we have not as yet had any formal application for SPL.