Shared Parental Leave lets parents split up to 50 weeks of leave and 37 weeks of pay between them. This guide explains eligibility, how to notify your employer, and how to plan leave blocks.
Shared Parental Leave (SPL) is one of the most flexible parental rights in UK employment law — yet it is also one of the least used, partly because the system for claiming it is complex. This guide explains how it works, who qualifies, and how to use it in practice.
SPL allows eligible parents to share up to 50 weeks of leave and 37 weeks of Statutory Shared Parental Pay (ShPP) between them, following the birth or adoption of a child. The leave can be taken in blocks, and both parents can even be off at the same time.
The key: the mother (or primary adopter) must first curtail their maternity (or adoption) leave to "unlock" the shared leave for the other parent to use.
The parent wishing to take SPL must:
The partner (who is releasing the leave) must:
If the mother takes the minimum 2 weeks' compulsory maternity leave (4 weeks for factory workers), up to 50 weeks of SPL become available to split between the parents.
ShPP is paid at:
ShPP lasts for up to 37 weeks of the shared leave period. The remaining weeks (up to 13) may be taken as unpaid leave.
Many employers offer enhanced ShPP (matching maternity or paternity pay rates) — always check your employer's policy.
The mother (or primary adopter) must give written notice to their employer curtailing (ending early) their maternity leave. The curtailment notice should specify the date on which maternity leave will end.
At least 8 weeks before each period of SPL is due to start, both parents must give their respective employers a notice of entitlement and a period of leave notice. These must include:
You can book SPL in multiple blocks rather than one continuous period. Each discontinuous leave request must be discussed and agreed with your employer.
Yes — this is one of the key advantages of SPL over traditional paternity leave. Both parents can be on SPL simultaneously, both receiving ShPP during overlapping periods (subject to their individual entitlements).
While you are on SPL:
At the end of SPL, you are entitled to return to the same job — or, if this is not reasonably practicable, a suitable alternative role on no less favourable terms. This mirrors your rights at the end of maternity leave.
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