Do You Know About Parental Leave?

Could Shared Parental Leave Affect Your Business?

If one of your employees is pregnant then, no doubt, you’ll be gearing up for her maternity leave. You’re probably organising cover, making her list her contacts and writing down what she actually spends her time doing (!). What you might not realise is that due a new way of caring for a child during it’s first year of life or adoption you should be doing exactly the same thing for imminent fathers within your company as well.

As of 5th April 2015, parents of babies born and children adopted are now eligible for shared parental leave (SPL) alongside the compulsory period of maternity and paternity leave. In a nutshell, this allows both parents of the child to take up to 52 weeks off work between them before the child reaches it’s first birthday (or within one year of adoption).

It’s not just ‘maternity leave for fathers’.

Shared parental leave is different from maternity and paternity leave. Your employee doesn’t have to take the leave all in one go. They can take their leave in up to three blocks, either at different times or at the same time as their partner, which can only start once the child has been born or adopted.

The numbers get complicated.

Maternity leave still exists. But it cannot be taken at the same time as SPL, they’ll need to decide which type of leave to take. The mother would have to end her maternity leave before she and her partner can take SPL. For example, a mother can take ten weeks’ maternity leave off – 2 before and 8 after her baby’s birth. A mother can then take the remaining 42 weeks’ off as shared parental leave. This time can also be split with the child’s father.

It’s still a compulsory requirement for mothers to take 2 weeks’ maternity leave after the birth of her child. This goes up to 4 weeks if she works in a factory. The mother must give her employer 8 weeks notice before starting SPL. Once she has, her partner can take SPL as soon as the baby is born – as long as he’s given his employer 8 week’s notice. We told you it was complicated.

What does this mean for your business?

In a world of shared parental responsibility this is quite a change – if you look at your own workplace, how many of your employees could this affect? In some offices that are mainly women, it’s probably business as usual, but if you employ men it’s most likely an event that hasn’t been accounted for.

If your employees are eligible, you’ll get at least eight weeks’ notice from the parent before each block of leave, but be prepared to cover their position at various intervals for up to 1 year.

Ready to start your recruitment process? Give us a call today and let’s find you your next star employee: 01256 322 255.