What is Shared Parental Leave (SPL)?
SPL is a new legal entitlement for eligible parents of babies/children who were due, or children placed for adoption, on or after 5 April 2015. SPL encourages parents to choose the best arrangement, for them, to care for their child during the first year.
Where will I find the School's SPL policy and procedure?
You can download the latest version here.
Does Additional Paternity Leave (APL) still apply?
No. SPL replaced additional paternity leave.
What is the difference between APL and SPL?
SPL was introduced to allow parents greater flexibility with their leave arrangements, during the first year of birth/placement. Unlike APL, SPL permits parents to:
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take leave at the same time as each other. For example the mother could curtail her maternity leave to enable her partner to take SPL at the same time;
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request up to three separate blocks of leave from their employer.
Can I still take Ordinary Paternity Leave?
Yes, if you meet the relevant qualifying criteria. For more information on paternity leave, please look at the paternity leave policy and procedure or contact your HR Adviser.
Will maternity leave/adoption leave still continue?
Yes, both provisions will continue as normal unless the child’s parents decide to opt into SPL. For more information on adoption, paternity or maternity leave leave, please look at the paternity leave policy and procedure, maternity leave policy and procedure and adoption policy and procedure.
In the SPL policy and procedure, what is meant by ‘partner’?
Partner is defined as someone who lives with you in an enduring family relationship but who is not your child, parent, grandchild, sibling, aunt, uncle, niece or nephew.
You can take SPL with your spouse, civil partner or partner.
Am I eligible to opt into SPL?
In order to take Shared Parental Leave (SPL), you must have worked for the School for a continuous period of at least 26 weeks at the end of the 15th week before the week in which the child is due (or at the week in which an adopter was notified of having been matched with a child or adoption) and be still employed in the first week that SPL is to be taken.
Your partner must have worked for 26 weeks in the 66 weeks leading up to the due date and have earned above the current threshold in 13 of the 66 weeks.
Further information can be found in the SPL policy and procedure.
Can I take SPL if my partner is self-employed?
Yes, providing that you meet the above qualifying criteria as an employee of the School AND your partner has:
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been engaged in employment either as either employed or self-employed for any part of the week in at least 26 of the 66 weeks immediately before the expected week in birth (or the week of notification of matching of adoption); and
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have average weekly earnings that meet the current threshold.
Am I eligible for SPL if my partner is employed overseas?
The mother must meet the qualifying criteria for maternity leave/pay, for there to be an entitlement to SPL and pay. Therefore, if the mother is not working in the UK, the partner would not qualify.
Can I change my mind once I have curtailed my maternity leave?
Only in very limited circumstances. The mother can withdraw her notice curtailing her maternity leave, in writing, if she has not already returned to work and:
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it is discovered that neither the mother nor the partner are entitled to shared parental leave or statutory shared parental pay and the mother withdraws her maternity leave curtailment notice within eight weeks of the date on which the notice was given or;
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the maternity leave curtailment notice was given before the birth of the child and the mother withdraws her maternity leave curtailment notice within six weeks of the child's birth or;
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the partner passes away.
How is shared parental leave pay (ShPP) divided between the parents?
Parents must decide how they split ShPP between them and inform their respective employers accordingly, in writing. Staff can find the relevant forms here.
The maximum amount of ShPP available is 37 weeks.
Is ShPP enhanced at the School?
Subject to qualifying for SPL and ShPP, an employee may be eligible for up to a maximum of 16 weeks on full pay; this is not in addition to payment of ShPP or contractual maternity pay.
A maximum of 16 weeks’ contractual ShPP is only payable during the 37 weeks in which statutory shared parental leave pay is available.
If you would like specific advice about ShPP or pay, please contact Fin.Div.Payroll@lse.ac.uk
How do I notify HR that I would like to take SPL?
In the first instance, you should discuss your leave plans with your line manager.
If you are the mother, you will need to curtail your maternity leave and submit a ‘notice of entitlement and intention to take SPL’ form. You can find the relevant template and forms found here. You’ll need to submit these documents to your manager and HR Adviser at least eight weeks before the first period of SPL is due to commence.
If you are the partner, you will need to submit the ‘notice of entitlement and intention to take' form. Again, you’ll need to submit these documents to your manager and HR Adviser at least eight weeks before the first period of SPL is due to commence.
Can I request discontinuous periods of leave?
SPL can be requested in continuous blocks of at least a week or more, which the School must accept.
All requests for discontinuous leave will be considered. A manager can refuse the request for discontinuous leave and require the employee to withdraw the request or take the leave in a continuous block. Alternatively, the manager can propose alternative dates. The employee can take three separate blocks of leave provided that eight weeks’ notice is given before each period.
Can I change my SPL dates?
Requests to vary a period of SPL (either the start or end date) can be submitted as long as the request is at least eight weeks before the original start or end date.
You can make up to three applications for SPL.
It is advisable to discuss your leave plans and any amendments, with your manager, as soon as possible so they are able to plan for your leave.
What are SPLiT days?
Each parent entitled to SPL will have an individual entitlement to up to 20 Shared Parental Leave in Touch (SPLiT) days for the purpose of attending work or training, either continuously or on odd days, without bringing to an end their SPL or ShPP.
The SPLiT days are in addition to the 10 ‘keeping in touch’ days available during maternity / adoption leave
Can my manager contact me whilst I am on SPL?
Your manager can make reasonable contact with you whilst you are on SPL. Before you go on leave, it is a good idea for you and your manager to discuss arrangements for keeping in touch, during your leave.
Do I accrue annual leave whilst I am on SPL?
Yes. Annual leave requests should be submitted to and agreed by your line manager and will be treated the same as any other annual leave request.
Again, it is advisable to discuss how you propose to use your accrued annual leave, with your manager, well in advance for planning purposes.
When an employee is returning from SPL and is unable to use their entitlement to annual leave before the end of the holiday year (i.e. 31st December), managers should be sympathetic a request to carry over the leave.
I am employed under the terms and conditions of the New Academic Career (NAC) structure, can I take research leave after SPL?
Yes, you are entitled to a term of research leave (i.e. 4 months) following SPL/maternity/adoption leave for a period totalling 18 weeks or more, in order to re-establish your research trajectory. Absences of less than 18 weeks will not normally attract research leave. More information can be found here.
Where can I find further information on SPL?
If you would like advice on the SPL you’re entitled to, then please contact your HR Adviser or read the Shared Parental Leave Policy and Procedure. Managers can seek further advice from their HR Partner if needed.
Alternatively, you can visit the Gov.UK website, for further information here.