{"id":44702,"date":"2025-11-03T11:11:19","date_gmt":"2025-11-03T11:11:19","guid":{"rendered":"https:\/\/employmenthero.com\/uk\/?post_type=resources&#038;p=44702"},"modified":"2025-11-21T08:11:57","modified_gmt":"2025-11-21T08:11:57","slug":"shared-parental-leave-pay","status":"publish","type":"resources","link":"https:\/\/employmenthero.com\/uk\/resources\/shared-parental-leave-pay\/","title":{"rendered":"Shared parental leave pay: An employer\u2019s guide"},"content":{"rendered":"\n<div class=\"wp-block-group alignfull resource-sticky-downloadable-template has-global-padding is-layout-constrained wp-block-group-is-layout-constrained\">\n<div class=\"wp-block-group alignfull blog-template-header has-light-violet-50-background-color has-background has-global-padding is-layout-constrained wp-block-group-is-layout-constrained\">\n<div class=\"wp-block-group alignfull has-global-padding is-layout-constrained wp-block-group-is-layout-constrained\"><div style=\"--bb--crumb-gap:.4em;\" 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is-nowrap is-layout-flex wp-container-core-group-is-layout-5 wp-block-group-is-layout-flex\">\n<p class=\"has-sm-font-size\">Published<\/p>\n\n\n<div class=\"wp-block-post-date has-sm-font-size\"><time datetime=\"2025-11-03T11:11:19+00:00\">3 Nov 2025<\/time><\/div><\/div>\n<\/div>\n<\/div>\n<\/div>\n\n\n\n<div class=\"wp-block-columns content-flex is-layout-flex wp-container-core-columns-is-layout-1 wp-block-columns-is-layout-flex\">\n<div class=\"wp-block-column is-layout-flow wp-block-column-is-layout-flow\" style=\"flex-basis:55%\">\n<div class=\"wp-block-group sticky-downloadable-title has-light-violet-50-background-color has-background has-global-padding is-layout-constrained wp-container-core-group-is-layout-11 wp-block-group-is-layout-constrained\" style=\"padding-bottom:var(--wp--preset--spacing--24)\"><h1 class=\"blog-template-title wp-block-post-title\">Shared parental leave pay: An employer\u2019s guide<\/h1>\n\n\n<div class=\"wp-block-group is-nowrap is-layout-flex wp-container-core-group-is-layout-10 wp-block-group-is-layout-flex\">\n<div class=\"wp-block-group is-nowrap is-layout-flex wp-container-core-group-is-layout-9 wp-block-group-is-layout-flex\">\n<p class=\"has-sm-font-size\">Published<\/p>\n\n\n<div class=\"wp-block-post-date has-sm-font-size\"><time datetime=\"2025-11-03T11:11:19+00:00\">3 Nov 2025<\/time><\/div><\/div>\n<\/div>\n<\/div>\n\n\n\n<div id=\"content-wrapper\" class=\"wp-block-group content-wrapper has-global-padding is-layout-constrained wp-container-core-group-is-layout-12 wp-block-group-is-layout-constrained\">\n<p class=\"has-paragraph-2-m-font-size\">Shared parental leave is one of the UK\u2019s most flexible family leave entitlements. It allows working parents to divide time off and pay after welcoming a child, helping families share caring responsibilities more evenly.<\/p>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">For employers, it introduces new layers of complexity, especially when it comes to eligibility, payroll and ensuring fair treatment. Managing shared parental leave pay (ShPP) correctly is essential for compliance and for supporting working parents in a meaningful way.<\/p>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">Here we explain what shared parental leave is, how to check eligibility, how ShPP interacts with enhanced maternity pay and what employers need to do to calculate and process payments accurately.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">What is shared parental leave?<\/h2>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">Shared parental leave (SPL) was introduced to give families more choice over how they manage childcare during the first year after birth or adoption. It enables eligible parents to share up to 50 weeks of leave and 37 weeks of pay between them.<\/p>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">Unlike maternity or adoption leave, SPL can be taken in blocks and shared between two people. Parents can be off work together, take turns, or alternate shorter periods of leave depending on what works best for their family.<\/p>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">SPL applies to:<\/p>\n\n\n\n<ul class=\"wp-block-list has-paragraph-2-m-font-size\">\n<li>Birth parents.<\/li>\n\n\n\n<li>Adoptive parents.<\/li>\n\n\n\n<li>Intended parents through a surrogacy arrangement.<\/li>\n<\/ul>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">The leave must be taken within the first 12 months after the child\u2019s birth or adoption placement. Parents can split it into a maximum of three separate blocks each, unless the employer agrees to more.<\/p>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">While this flexibility is valuable for families, it means HR teams need clear processes. Tracking leave dates, verifying eligibility and managing pay through payroll can quickly become complex without the right systems in place.<\/p>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">For an overview of other types of parental leave, you can read our <a href=\"https:\/\/employmenthero.com\/uk\/resources\/understanding-parental-leave\/\">guide to parental leave<\/a>.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">How to check employee and partner eligibility<\/h2>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">Shared parental leave pay is only available to employees who meet certain conditions. Employers must verify both the employee\u2019s and their partner\u2019s eligibility before approving any request.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">Employee eligibility<\/h3>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">To qualify for SPL and ShPP, the employee must:<\/p>\n\n\n\n<ul class=\"wp-block-list has-paragraph-2-m-font-size\">\n<li>Share responsibility for the child with their partner.<\/li>\n\n\n\n<li>Have been continuously employed by you for at least 26 weeks by the end of the 15th week before the expected week of childbirth or by the date they are matched with a child for adoption.<\/li>\n\n\n\n<li>Remain employed with you when they take leave.<\/li>\n<\/ul>\n\n\n\n<h3 class=\"wp-block-heading\">Partner eligibility<\/h3>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">The employee\u2019s partner must also meet work and earnings requirements. They must have:<\/p>\n\n\n\n<ul class=\"wp-block-list has-paragraph-2-m-font-size\">\n<li>Worked (employed or self-employed) for at least 26 weeks in the 66 weeks before the baby\u2019s due date or adoption match date.<\/li>\n\n\n\n<li>Earned at least \u00a3390 a week on average in any 13 of those 66 weeks.<\/li>\n<\/ul>\n\n\n\n<h3 class=\"wp-block-heading\">Notice requirements<\/h3>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">Employees must give at least eight weeks\u2019 written notice to take SPL. This notice must include:<\/p>\n\n\n\n<ul class=\"wp-block-list has-paragraph-2-m-font-size\">\n<li>A declaration of eligibility from both parents.<\/li>\n\n\n\n<li>The intended pattern of leave.<\/li>\n\n\n\n<li>Confirmation of how much maternity or adoption leave has been curtailed.<\/li>\n<\/ul>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">Employers can request additional information to verify eligibility and can refuse discontinuous blocks of leave if they would cause disruption. However, open communication and early discussion usually help avoid any issues.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">How does shared parental leave interact with enhanced maternity pay?<\/h2>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">If your organisation offers enhanced maternity or adoption pay, it\u2019s important to review how this interacts with ShPP.<\/p>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">Legally, you don\u2019t have to provide the same enhancement for shared parental leave. The statutory minimum is sufficient. However, applying different rules can create risk. Courts have found that where enhanced maternity pay is offered but not matched for shared parental leave, employers may face claims of indirect sex discrimination.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">Employer options<\/h3>\n\n\n\n<ol class=\"wp-block-list has-paragraph-2-m-font-size\">\n<li><strong>Parity approach<\/strong> \u2013 Match enhanced maternity pay for shared parental leave. This promotes equality and helps position your organisation as family-friendly.<\/li>\n\n\n\n<li><strong>Statutory-only approach<\/strong> \u2013 Limit ShPP to statutory rates. This is lawful but may appear less inclusive.<\/li>\n\n\n\n<li><strong>Hybrid approach<\/strong> \u2013 Offer partial enhancement or flexible top-ups for both parents.<\/li>\n<\/ol>\n\n\n\n<h3 class=\"wp-block-heading\">Policy pitfalls to avoid<\/h3>\n\n\n\n<ul class=\"wp-block-list has-paragraph-2-m-font-size\">\n<li><strong>Unclear terms:<\/strong> If your policy doesn\u2019t specify how enhanced pay applies, confusion can arise when employees request shared leave.<\/li>\n\n\n\n<li><strong>Inconsistent application:<\/strong> Unequal treatment between parents can cause disputes and reputational damage.<\/li>\n\n\n\n<li><strong>Failure to update documentation:<\/strong> Outdated handbooks often omit SPL policies entirely, which can lead to errors.<\/li>\n<\/ul>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">If you already offer enhanced maternity pay, extending equivalent terms to shared parental leave may simplify administration and reduce legal risk. It also helps demonstrate your commitment to equality.<\/p>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">To review your current entitlements, you can also see our <a href=\"https:\/\/employmenthero.com\/uk\/blog\/guide-to-maternity-leave\/\">guide to maternity leave<\/a> and <a href=\"https:\/\/employmenthero.com\/uk\/blog\/adoption-leave-and-pay\/\">guide to adoption leave and pay<\/a>.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">How much is shared parental leave pay?<\/h2>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">Shared parental leave pay (ShPP) is available for up to 37 weeks, provided the parents meet all eligibility requirements.<\/p>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">For the 2025\/26 tax year, the statutory rate is \u00a3187.18 per week or 90% of the employee\u2019s average weekly earnings (whichever is lower).&nbsp;<\/p>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">A maximum of 37 weeks can be paid, depending on how much maternity or adoption pay has already been taken. If the mother or primary adopter has used all 39 weeks of statutory maternity or adoption pay, there will be no shared parental pay left to use.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">Comparison with maternity pay<\/h3>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">Statutory maternity pay (SMP) is more generous at the start. It provides 90% of average weekly earnings for the first six weeks, then the statutory rate for 33 weeks. Whereas shared parental pay begins at the statutory rate straight away. This means the overall amount families receive can differ, depending on how they divide leave.<\/p>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">If a mother takes 20 weeks of maternity leave, she will have used 20 weeks of her 39-week entitlement to statutory pay. The remaining 19 weeks of pay can be converted into shared parental pay if both parents qualify.<\/p>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">Employers must confirm the remaining entitlement before approving shared leave.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">Who pays for shared parental leave?<\/h2>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">Employers are responsible for making shared parental pay payments to eligible employees. As with maternity or paternity pay, the cost is recoverable through HMRC.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">Reclaiming ShPP<\/h3>\n\n\n\n<ul class=\"wp-block-list has-paragraph-2-m-font-size\">\n<li>Most employers can reclaim 92% of statutory payments.<\/li>\n\n\n\n<li>Small employers (those with less than \u00a345,000 in annual Class 1 National Insurance contributions) can reclaim 103%.<\/li>\n<\/ul>\n\n\n\n<h3 class=\"wp-block-heading\">Payroll process<\/h3>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">Shared parental pay is handled through payroll in the same way as statutory maternity pay. You\u2019ll need to:<\/p>\n\n\n\n<ol class=\"wp-block-list has-paragraph-2-m-font-size\">\n<li>Record the payments on the employee\u2019s payslip.<\/li>\n\n\n\n<li>Report them in your PAYE submissions.<\/li>\n\n\n\n<li>Reclaim the statutory portion from HMRC.<\/li>\n<\/ol>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">If your employees take leave in blocks, ensure your payroll system can handle non-continuous payments. Shared leave can restart multiple times and manual tracking increases the risk of errors.<\/p>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">Using HR and payroll software that integrates leave tracking with payroll is the simplest way to manage shared parental pay. Tools like 91±¬ΑΟ\u2019s <a href=\"https:\/\/employmenthero.com\/uk\/products\/payroll-software\/\">payroll software<\/a> calculate statutory entitlements automatically and update PAYE submissions in real time. For a broader overview of payroll best practice, see our <a href=\"https:\/\/employmenthero.com\/uk\/resources\/payroll-guide\/\">payroll guide<\/a>.<\/p>\n\n\n\n<div class=\"wp-block-buttons is-content-justification-center is-layout-flex wp-container-core-buttons-is-layout-1 wp-block-buttons-is-layout-flex\">\n<div class=\"wp-block-button\"><a class=\"wp-block-button__link wp-element-button\" href=\"#form\"><strong>Download <\/strong>the<strong> <\/strong><strong>guide<\/strong><\/a><\/div>\n<\/div>\n\n\n\n<h2 class=\"wp-block-heading\">Examples of enhanced shared parental leave pay<\/h2>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">Let\u2019s take a look at some examples of enhanced shared parental leave pay and what options are available to your business.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">Example 1: Matching maternity pay for shared leave<\/h3>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">A financial services firm offers enhanced maternity pay of 16 weeks at full pay. To ensure parity, it extends the same enhancement to employees taking shared parental leave. This allows either parent to receive 16 weeks at full pay, followed by statutory pay for the remainder of the entitlement.<\/p>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\"><strong>Impact:<\/strong> The firm reports an increase in the number of fathers taking shared leave and improved satisfaction among returning parents.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">Example 2: Hybrid enhancement<\/h3>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">A tech company pays eight weeks at full pay and eight weeks at half pay for shared parental leave. This is lower than its enhanced maternity pay but still above the statutory rate.<\/p>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\"><strong>Impact:<\/strong> Employees view this as a balanced and inclusive policy that supports both parents. It helps the company maintain a competitive edge in recruitment.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">Example 3: Employer-funded top-up scheme<\/h3>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">A retail business provides statutory ShPP but adds an additional two-week top-up payment for any employee who shares leave equally with their partner. The initiative encourages shared childcare and creates a positive culture around gender equality.<\/p>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">Enhanced shared parental pay sends a powerful signal that your business values families and equality. While it involves additional cost, the return on investment often comes through stronger engagement, reduced turnover and a more attractive employer reputation.<\/p>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\"><strong>Impact:<\/strong> Uptake of shared leave doubles within a year, with employees citing it as a key reason for staying with the company after starting a family.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">Employer compliance responsibilities<\/h2>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">Shared parental leave requires employers to follow clear compliance steps to stay within UK employment law. Beyond simply approving requests and making payments, employers must demonstrate that their policies and processes are transparent, consistent and legally sound.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">Written policy requirements<\/h3>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">Every employer should have a written shared parental leave policy, even if the company has never received a request before. The policy should outline:<\/p>\n\n\n\n<ul class=\"wp-block-list has-paragraph-2-m-font-size\">\n<li>Who qualifies for SPL and ShPP.<\/li>\n\n\n\n<li>How to apply for shared leave and pay.<\/li>\n\n\n\n<li>Notice and evidence requirements.<\/li>\n\n\n\n<li>How leave can be taken (continuous or discontinuous).<\/li>\n\n\n\n<li>How pay is calculated and when it is made.<\/li>\n\n\n\n<li>What happens if the employee returns early or changes their leave plans.<\/li>\n<\/ul>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">Having a policy in place protects both the business and employees. It provides a reference point in the event of disputes and demonstrates compliance with statutory duties.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">Managing leave notices and discontinuous leave requests<\/h3>\n\n\n\n<h4 class=\"wp-block-heading\">Responding to leave notices<\/h4>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">Once an employee submits their SPL notice, the employer has 14 days to respond in writing. The response should:<\/p>\n\n\n\n<ul class=\"wp-block-list has-paragraph-2-m-font-size\">\n<li>Confirm whether the employee is eligible for shared parental leave and pay.<\/li>\n\n\n\n<li>Acknowledge the requested dates of leave.<\/li>\n\n\n\n<li>Confirm if the requested leave pattern (continuous or discontinuous) is accepted.<\/li>\n\n\n\n<li>Outline any discussions required if the pattern cannot be accommodated.<\/li>\n<\/ul>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">Employers should log every SPL request, maintain copies of all notices and record the dates of correspondence. These records will be essential if HMRC audits statutory pay records or if an employment dispute arises.<\/p>\n\n\n\n<h4 class=\"wp-block-heading\">Handling discontinuous leave blocks<\/h4>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">Unlike maternity or paternity leave, shared parental leave can be taken in non-consecutive blocks. For example, a parent might take four weeks off, return to work for a month and then take another six weeks of leave. Employers have the right to refuse discontinuous leave requests if the pattern would cause operational difficulties. However, collaboration is encouraged.<\/p>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">Employers should:<\/p>\n\n\n\n<ul class=\"wp-block-list has-paragraph-2-m-font-size\">\n<li>Meet with employees to discuss possible alternative patterns.<\/li>\n\n\n\n<li>Keep decisions consistent and well-documented.<\/li>\n\n\n\n<li>Avoid making assumptions based on gender or role type.<\/li>\n\n\n\n<li>Communicate decisions promptly and clearly.<\/li>\n<\/ul>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">If a discontinuous request is refused, the employee can withdraw the notice within 15 days and submit a new request for a continuous block, which the employer must accept.<\/p>\n\n\n\n<h4 class=\"wp-block-heading\">Record keeping and data protection<\/h4>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">Employers must keep records of shared parental leave and pay for at least three years. These records should include:<\/p>\n\n\n\n<ul class=\"wp-block-list has-paragraph-2-m-font-size\">\n<li>The start and end dates of each period of shared parental leave.<\/li>\n\n\n\n<li>Amounts of ShPP paid and the corresponding recovery claimed from HMRC.<\/li>\n\n\n\n<li>Copies of all notices and declarations.<\/li>\n<\/ul>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">Records must be stored securely and handled in line with data protection legislation. Employers should ensure that only HR or payroll staff with legitimate reasons can access personal details about family leave.<\/p>\n\n\n\n<h4 class=\"wp-block-heading\">Equality and discrimination considerations<\/h4>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">Compliance extends beyond administrative duties. Employers must ensure that employees taking shared parental leave are not treated less favourably than others. This includes:<\/p>\n\n\n\n<ul class=\"wp-block-list has-paragraph-2-m-font-size\">\n<li>Protection from unfair dismissal or detriment related to SPL.<\/li>\n\n\n\n<li>Equal treatment in access to promotion, training and bonuses.<\/li>\n\n\n\n<li>Continued accrual of holiday and pension contributions during leave.<\/li>\n<\/ul>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">Failing to uphold these protections can lead to costly tribunal claims. Employers should train managers to understand employee rights and handle SPL discussions sensitively.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">Best practice for supporting employees during ShPP<\/h2>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">Supporting employees throughout shared parental leave pay (ShPP) is an opportunity for employers to show that they value work-life balance and inclusivity. The best organisations go beyond compliance, offering structured support that helps employees stay connected and confident during their time away.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">Communication and planning<\/h3>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">Open communication should start as soon as an employee indicates that they may wish to take shared parental leave. Employers can hold an informal meeting to explain how SPL and ShPP work, discuss potential dates and outline any paperwork that will be needed. Providing clarity at this stage reduces stress and ensures realistic planning for both parties.<\/p>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">During leave, it is helpful to agree how often the employee would like to receive updates about the workplace. Some employees will want regular updates on projects or company news, while others may prefer to step back completely. Respecting individual preferences is key to maintaining trust.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">Keeping-in-touch (KIT) and shared parental leave in touch (SPLIT) days<\/h3>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">Employees on shared parental leave can take up to 20 SPLIT days without ending their leave period. These are in addition to the 10 KIT days available to those who have taken maternity or adoption leave.<\/p>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">These days can be used for a range of activities, such as:<\/p>\n\n\n\n<ul class=\"wp-block-list has-paragraph-2-m-font-size\">\n<li>Attending training sessions or workshops.<\/li>\n\n\n\n<li>Taking part in team meetings or planning sessions.<\/li>\n\n\n\n<li>Preparing for return-to-work transitions.<\/li>\n\n\n\n<li>Supporting projects that align with the employee\u2019s skills or interests.<\/li>\n<\/ul>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">Employers should make sure that both parties agree in writing how SPLIT days will be used and how they will be paid. These days should always be voluntary and never imposed. Payment for SPLIT days should be processed through payroll and treated as normal earnings.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">Reintegration and return-to-work planning<\/h3>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">Returning from shared parental leave can feel like a major adjustment, particularly for new parents balancing work and family life. Employers can make this transition smoother by:<\/p>\n\n\n\n<ul class=\"wp-block-list has-paragraph-2-m-font-size\">\n<li>Offering phased returns to work, such as reduced hours for the first few weeks.<\/li>\n\n\n\n<li>Providing flexible or hybrid working options where possible.<\/li>\n\n\n\n<li>Holding a return-to-work meeting to discuss priorities, training needs, and any support required.<\/li>\n\n\n\n<li>Ensuring that returning parents are reintroduced to projects and colleagues in a structured way.<\/li>\n<\/ul>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">Employers should treat the return from SPL as an opportunity to re-engage the employee with the company\u2019s culture and goals. Managers can show appreciation for the employee\u2019s contribution and reassure them that their career development remains a priority.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">Maintaining inclusion and wellbeing<\/h3>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">Employees on shared parental leave should continue to feel like valued members of the team. Inclusion can be maintained by:<\/p>\n\n\n\n<ul class=\"wp-block-list has-paragraph-2-m-font-size\">\n<li>Keeping them informed of major company updates (with consent).<\/li>\n\n\n\n<li>Inviting them to social or professional events if they wish to attend.<\/li>\n\n\n\n<li>Offering access to wellbeing resources, such as mental health support or employee assistance programmes.<\/li>\n\n\n\n<li>Checking in near the end of their leave to discuss how they are feeling about returning.<\/li>\n<\/ul>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">Employers should ensure that parents taking shared leave are not overlooked for promotions, training or new projects. Building a culture that supports family life helps to attract and retain diverse talent.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">Download the full guide<\/h2>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">Supporting shared parental leave is more than a legal obligation. It reflects a culture of equality, respect and care. When employers actively promote fair parental leave policies and provide practical support during ShPP, they strengthen their reputation as a family-friendly workplace.&nbsp;<\/p>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">If your organisation is ready to take the next step in creating a supportive environment for working parents, download our Parents at Work guide.<\/p>\n\n\n\n<div class=\"wp-block-buttons is-content-justification-center is-layout-flex wp-container-core-buttons-is-layout-2 wp-block-buttons-is-layout-flex\">\n<div class=\"wp-block-button\"><a class=\"wp-block-button__link wp-element-button\" href=\"#form\"><strong>Download <\/strong><strong>guide<\/strong><\/a><\/div>\n<\/div>\n<\/div>\n<\/div>\n\n\n\n<div class=\"wp-block-column form-column is-layout-flow wp-block-column-is-layout-flow\">\n<div class=\"wp-block-group has-global-padding is-layout-constrained wp-block-group-is-layout-constrained\">\n<div id=\"form\" class=\"wp-block-group 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5.05377751,13.2188532 C5.20097822,13.2064956 5.34697566,13.1875473 5.49176982,13.1613904 C6.61362375,12.9593437 7.63039162,12.3585585 8.36398864,11.4636626 L9.59594229,9.94923914 C10.0136795,9.43578101 9.94709821,8.67146367 9.44693666,8.24224316 C8.94677511,7.81302264 8.20254916,7.8816073 7.78481199,8.39527139\" fill=\"currentColor\"\/><\/svg> \n    <\/span>\n            <span class=\"eh-social-sharing-button__copied_text\">\n            URL copied for sharing!        <\/span>\n    <\/div><\/div>\n<\/div>\n<\/div>\n<\/div>\n\n\n\n<div class=\"wp-block-group alignfull eh-single-resource-whitepapers-layout has-global-padding is-layout-constrained wp-block-group-is-layout-constrained\">\n<div class=\"wp-block-group alignfull has-light-violet-50-background-color has-background has-global-padding is-layout-constrained wp-block-group-is-layout-constrained\">\n<div id=\"stop-el\" class=\"wp-block-group has-global-padding is-layout-constrained wp-block-group-is-layout-constrained\" style=\"padding-top:var(--wp--preset--spacing--20);padding-bottom:var(--wp--preset--spacing--20)\">\n<div class=\"wp-block-group is-content-justification-space-between is-layout-flex wp-container-core-group-is-layout-16 wp-block-group-is-layout-flex\" style=\"margin-bottom:var(--wp--preset--spacing--10)\">\n<h3 class=\"wp-block-heading\">Related Resources<\/h3>\n\n\n\n<div class=\"wp-block-buttons is-layout-flex wp-block-buttons-is-layout-flex\">\n<div class=\"wp-block-button is-style-link-arrow is-style-link-arrow--2\"><a class=\"wp-block-button__link has-btn-brand-background-color has-background wp-element-button\" href=\"\/resources\/\">View all<\/a><\/div>\n<\/div>\n<\/div>\n\n\n\n<div class=\"wp-block-query blog-3-col-query-loop is-layout-flow wp-block-query-is-layout-flow\"><ul class=\"columns-3 alignfull wp-block-post-template is-layout-grid wp-container-core-post-template-is-layout-1 wp-block-post-template-is-layout-grid\"><li class=\"wp-block-post post-52766 resources type-resources status-publish has-post-thumbnail hentry resource-type-guides-and-playbooks\">\n\n<div class=\"wp-block-group has-border-color has-neutral-100-border-color has-white-background-color has-background is-vertical is-layout-flex wp-container-core-group-is-layout-19 wp-block-group-is-layout-flex\" style=\"border-width:1px;min-height:100%\"><figure style=\"aspect-ratio:16\/9;width:100%;height:100%; padding-bottom:0;padding-top:0;margin-bottom:0;\" class=\"wp-block-post-featured-image\"><a href=\"https:\/\/employmenthero.com\/uk\/resources\/onboarding\/\" target=\"_self\"  style=\"height:100%\"><img loading=\"lazy\" decoding=\"async\" width=\"1728\" height=\"1014\" src=\"https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2026\/08\/Onboarding_Thumbnail.webp\" class=\"attachment-post-thumbnail size-post-thumbnail wp-post-image\" alt=\"Employer Playbook: What is onboarding?\" style=\"width:100%;height:100%;object-fit:cover;\" srcset=\"https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2026\/08\/Onboarding_Thumbnail.webp 1728w, https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2026\/08\/Onboarding_Thumbnail-300x176.webp 300w, https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2026\/08\/Onboarding_Thumbnail-1024x601.webp 1024w, https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2026\/08\/Onboarding_Thumbnail-768x451.webp 768w, https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2026\/08\/Onboarding_Thumbnail-1536x901.webp 1536w, https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2026\/08\/Onboarding_Thumbnail-864x508.webp 864w, https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2026\/08\/Onboarding_Thumbnail-440x258.webp 440w\" sizes=\"auto, (max-width: 1728px) 100vw, 1728px\" \/><\/a><\/figure>\n\n\n<div class=\"wp-block-group blog-3-col-details wp-container-content-3 is-vertical is-content-justification-left is-nowrap is-layout-flex wp-container-core-group-is-layout-18 wp-block-group-is-layout-flex\" style=\"margin-top:0;padding-top:var(--wp--preset--spacing--10);padding-right:var(--wp--preset--spacing--10);padding-bottom:var(--wp--preset--spacing--10);padding-left:var(--wp--preset--spacing--10)\">\n<div class=\"wp-block-group is-vertical is-layout-flex wp-container-core-group-is-layout-17 wp-block-group-is-layout-flex\"><div style=\"font-style:normal;font-weight:600\" class=\"taxonomy-resource-type eh-resource-type wp-block-post-terms\"><img decoding=\"async\" class=\"wp-block-post-terms-icon\" width=\"20\" height=\"20\" alt=\"icon-blog\" loading=\"lazy\" src=\"https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2024\/02\/Blog.png\"><a href=\"https:\/\/employmenthero.com\/uk\/resources\/guides-and-playbooks\/\" rel=\"tag\">Guides and Playbooks<\/a><\/div>\n\n<h3 class=\"wp-block-post-title\"><a href=\"https:\/\/employmenthero.com\/uk\/resources\/onboarding\/\" target=\"_self\" >Employer Playbook: What is onboarding?<\/a><\/h3>\n\n<div class=\"wp-block-post-excerpt has-text-color has-contrast-2-color has-small-font-size wp-container-content-2\"><p class=\"wp-block-post-excerpt__excerpt\">Real onboarding starts at offer acceptance, spans 90 days and is the #1 source of HR errors. Here&#8217;s how to&hellip; <\/p><\/div><\/div>\n\n\n<a style=\"font-style:normal;font-weight:600;\" class=\"wp-elements-9dfcbcb7662772ecb2d671e8976a6c51 wp-block-read-more has-text-color has-violet-500-color\" href=\"https:\/\/employmenthero.com\/uk\/resources\/onboarding\/\" target=\"_self\">Read more<span class=\"screen-reader-text\">: Employer Playbook: What is onboarding?<\/span><\/a><\/div>\n<\/div>\n<a href=\"https:\/\/employmenthero.com\/uk\/resources\/onboarding\/\" target=\"_self\" class=\"group-block-link\"><\/a>\n<\/li><li class=\"wp-block-post post-51732 resources type-resources status-publish has-post-thumbnail hentry resource-type-guides-and-playbooks\">\n\n<div class=\"wp-block-group has-border-color has-neutral-100-border-color has-white-background-color has-background is-vertical is-layout-flex wp-container-core-group-is-layout-22 wp-block-group-is-layout-flex\" style=\"border-width:1px;min-height:100%\"><figure style=\"aspect-ratio:16\/9;width:100%;height:100%; padding-bottom:0;padding-top:0;margin-bottom:0;\" class=\"wp-block-post-featured-image\"><a href=\"https:\/\/employmenthero.com\/uk\/resources\/employment-contracts-uk-2026\/\" target=\"_self\"  style=\"height:100%\"><img loading=\"lazy\" decoding=\"async\" width=\"1600\" height=\"900\" src=\"https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2026\/07\/Guide-2-1.webp\" class=\"attachment-post-thumbnail size-post-thumbnail wp-post-image\" alt=\"Employment Contracts UK: What Employers Are Legally Required to Include in 2026\" style=\"width:100%;height:100%;object-fit:cover;\" srcset=\"https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2026\/07\/Guide-2-1.webp 1600w, https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2026\/07\/Guide-2-1-300x169.webp 300w, https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2026\/07\/Guide-2-1-1024x576.webp 1024w, https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2026\/07\/Guide-2-1-768x432.webp 768w, https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2026\/07\/Guide-2-1-1536x864.webp 1536w, https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2026\/07\/Guide-2-1-440x248.webp 440w\" sizes=\"auto, (max-width: 1600px) 100vw, 1600px\" \/><\/a><\/figure>\n\n\n<div class=\"wp-block-group blog-3-col-details wp-container-content-6 is-vertical is-content-justification-left is-nowrap is-layout-flex wp-container-core-group-is-layout-21 wp-block-group-is-layout-flex\" style=\"margin-top:0;padding-top:var(--wp--preset--spacing--10);padding-right:var(--wp--preset--spacing--10);padding-bottom:var(--wp--preset--spacing--10);padding-left:var(--wp--preset--spacing--10)\">\n<div class=\"wp-block-group is-vertical is-layout-flex wp-container-core-group-is-layout-20 wp-block-group-is-layout-flex\"><div style=\"font-style:normal;font-weight:600\" class=\"taxonomy-resource-type eh-resource-type wp-block-post-terms\"><img decoding=\"async\" class=\"wp-block-post-terms-icon\" width=\"20\" height=\"20\" alt=\"icon-blog\" loading=\"lazy\" src=\"https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2024\/02\/Blog.png\"><a href=\"https:\/\/employmenthero.com\/uk\/resources\/guides-and-playbooks\/\" rel=\"tag\">Guides and Playbooks<\/a><\/div>\n\n<h3 class=\"wp-block-post-title\"><a href=\"https:\/\/employmenthero.com\/uk\/resources\/employment-contracts-uk-2026\/\" target=\"_self\" >Employment Contracts UK: What Employers Are Legally Required to Include in 2026<\/a><\/h3>\n\n<div class=\"wp-block-post-excerpt has-text-color has-contrast-2-color has-small-font-size wp-container-content-5\"><p class=\"wp-block-post-excerpt__excerpt\">Employment contracts UK rules are changing under the Employment Rights Act. Find out what to include and update before 2026.&hellip; <\/p><\/div><\/div>\n\n\n<a style=\"font-style:normal;font-weight:600;\" class=\"wp-elements-9dfcbcb7662772ecb2d671e8976a6c51 wp-block-read-more has-text-color has-violet-500-color\" href=\"https:\/\/employmenthero.com\/uk\/resources\/employment-contracts-uk-2026\/\" target=\"_self\">Read more<span class=\"screen-reader-text\">: Employment Contracts UK: What Employers Are Legally Required to Include in 2026<\/span><\/a><\/div>\n<\/div>\n<a href=\"https:\/\/employmenthero.com\/uk\/resources\/employment-contracts-uk-2026\/\" target=\"_self\" class=\"group-block-link\"><\/a>\n<\/li><li class=\"wp-block-post post-51681 resources type-resources status-publish has-post-thumbnail hentry resource-type-guides-and-playbooks\">\n\n<div class=\"wp-block-group has-border-color has-neutral-100-border-color has-white-background-color has-background is-vertical is-layout-flex wp-container-core-group-is-layout-25 wp-block-group-is-layout-flex\" style=\"border-width:1px;min-height:100%\"><figure style=\"aspect-ratio:16\/9;width:100%;height:100%; padding-bottom:0;padding-top:0;margin-bottom:0;\" class=\"wp-block-post-featured-image\"><a href=\"https:\/\/employmenthero.com\/uk\/resources\/switching-payroll-providers-uk\/\" target=\"_self\"  style=\"height:100%\"><img loading=\"lazy\" decoding=\"async\" width=\"1600\" height=\"900\" src=\"https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2026\/07\/Guide-3-1.webp\" class=\"attachment-post-thumbnail size-post-thumbnail wp-post-image\" alt=\"Switching Payroll Providers UK: A Step-by-Step Migration Guide\" style=\"width:100%;height:100%;object-fit:cover;\" srcset=\"https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2026\/07\/Guide-3-1.webp 1600w, https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2026\/07\/Guide-3-1-300x169.webp 300w, https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2026\/07\/Guide-3-1-1024x576.webp 1024w, https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2026\/07\/Guide-3-1-768x432.webp 768w, https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2026\/07\/Guide-3-1-1536x864.webp 1536w, https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2026\/07\/Guide-3-1-440x248.webp 440w\" sizes=\"auto, (max-width: 1600px) 100vw, 1600px\" \/><\/a><\/figure>\n\n\n<div class=\"wp-block-group blog-3-col-details wp-container-content-9 is-vertical is-content-justification-left is-nowrap is-layout-flex wp-container-core-group-is-layout-24 wp-block-group-is-layout-flex\" style=\"margin-top:0;padding-top:var(--wp--preset--spacing--10);padding-right:var(--wp--preset--spacing--10);padding-bottom:var(--wp--preset--spacing--10);padding-left:var(--wp--preset--spacing--10)\">\n<div class=\"wp-block-group is-vertical is-layout-flex wp-container-core-group-is-layout-23 wp-block-group-is-layout-flex\"><div style=\"font-style:normal;font-weight:600\" class=\"taxonomy-resource-type eh-resource-type wp-block-post-terms\"><img decoding=\"async\" class=\"wp-block-post-terms-icon\" width=\"20\" height=\"20\" alt=\"icon-blog\" loading=\"lazy\" src=\"https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2024\/02\/Blog.png\"><a href=\"https:\/\/employmenthero.com\/uk\/resources\/guides-and-playbooks\/\" rel=\"tag\">Guides and Playbooks<\/a><\/div>\n\n<h3 class=\"wp-block-post-title\"><a href=\"https:\/\/employmenthero.com\/uk\/resources\/switching-payroll-providers-uk\/\" target=\"_self\" >Switching Payroll Providers UK: A Step-by-Step Migration Guide<\/a><\/h3>\n\n<div class=\"wp-block-post-excerpt has-text-color has-contrast-2-color has-small-font-size wp-container-content-8\"><p class=\"wp-block-post-excerpt__excerpt\">Thinking about switching payroll providers? Learn when to switch, what to plan for, common migration mistakes, and what to look&hellip; <\/p><\/div><\/div>\n\n\n<a style=\"font-style:normal;font-weight:600;\" class=\"wp-elements-9dfcbcb7662772ecb2d671e8976a6c51 wp-block-read-more has-text-color has-violet-500-color\" href=\"https:\/\/employmenthero.com\/uk\/resources\/switching-payroll-providers-uk\/\" target=\"_self\">Read more<span class=\"screen-reader-text\">: Switching Payroll Providers UK: A Step-by-Step Migration Guide<\/span><\/a><\/div>\n<\/div>\n<a href=\"https:\/\/employmenthero.com\/uk\/resources\/switching-payroll-providers-uk\/\" target=\"_self\" class=\"group-block-link\"><\/a>\n<\/li><\/ul><\/div>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n","protected":false},"excerpt":{"rendered":"<p>Learn how shared parental leave pay works in the UK. Our employer\u2019s guide covers eligibility, enhanced pay, compliance, and how to manage requests.<\/p>\n","protected":false},"featured_media":45362,"menu_order":0,"template":"","meta":{"inline_featured_image":false,"_visual_mode":"business","_lite_auth_enabled":false,"_lite_auth_trigger_method":"scroll","_lite_auth_scroll_percent":25,"_lite_auth_click_element_query":"","exclude_from_algolia":false,"reading_time":"10 min read","display_reading_time":false,"registration_open_datetime":"","registration_close_datetime":"","event_start_datetime":"","event_end_datetime":"","time_zone":"","location":"","link_video":"","wistia_video_id":"","video_type":"","file_video":"","download_content_type":"file","download_file":"44489","download_url":"","download_cta_label":"","homepage_thumbnail":0,"footnotes":""},"resource-type":[168],"topic":[91],"learn_topic":[],"industry":[],"search-tags":[],"audience":[],"business-size":[],"product-tag":[],"funnel-stage":[],"region":[],"pain-point":[],"persona":[],"post_features":[],"class_list":["post-44702","resources","type-resources","status-publish","has-post-thumbnail","hentry","resource-type-guides-and-playbooks","topic-leadership-and-management"],"_links":{"self":[{"href":"https:\/\/employmenthero.com\/uk\/wp-json\/wp\/v2\/resources\/44702","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/employmenthero.com\/uk\/wp-json\/wp\/v2\/resources"}],"about":[{"href":"https:\/\/employmenthero.com\/uk\/wp-json\/wp\/v2\/types\/resources"}],"version-history":[{"count":1,"href":"https:\/\/employmenthero.com\/uk\/wp-json\/wp\/v2\/resources\/44702\/revisions"}],"predecessor-version":[{"id":44704,"href":"https:\/\/employmenthero.com\/uk\/wp-json\/wp\/v2\/resources\/44702\/revisions\/44704"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/employmenthero.com\/uk\/wp-json\/wp\/v2\/media\/45362"}],"wp:attachment":[{"href":"https:\/\/employmenthero.com\/uk\/wp-json\/wp\/v2\/media?parent=44702"}],"wp:term":[{"taxonomy":"resource-type","embeddable":true,"href":"https:\/\/employmenthero.com\/uk\/wp-json\/wp\/v2\/resource-type?post=44702"},{"taxonomy":"topic","embeddable":true,"href":"https:\/\/employmenthero.com\/uk\/wp-json\/wp\/v2\/topic?post=44702"},{"taxonomy":"learn_topic","embeddable":true,"href":"https:\/\/employmenthero.com\/uk\/wp-json\/wp\/v2\/learn_topic?post=44702"},{"taxonomy":"industry","embeddable":true,"href":"https:\/\/employmenthero.com\/uk\/wp-json\/wp\/v2\/industry?post=44702"},{"taxonomy":"search-tags","embeddable":true,"href":"https:\/\/employmenthero.com\/uk\/wp-json\/wp\/v2\/search-tags?post=44702"},{"taxonomy":"audience","embeddable":true,"href":"https:\/\/employmenthero.com\/uk\/wp-json\/wp\/v2\/audience?post=44702"},{"taxonomy":"business-size","embeddable":true,"href":"https:\/\/employmenthero.com\/uk\/wp-json\/wp\/v2\/business-size?post=44702"},{"taxonomy":"product-tag","embeddable":true,"href":"https:\/\/employmenthero.com\/uk\/wp-json\/wp\/v2\/product-tag?post=44702"},{"taxonomy":"funnel-stage","embeddable":true,"href":"https:\/\/employmenthero.com\/uk\/wp-json\/wp\/v2\/funnel-stage?post=44702"},{"taxonomy":"region","embeddable":true,"href":"https:\/\/employmenthero.com\/uk\/wp-json\/wp\/v2\/region?post=44702"},{"taxonomy":"pain-point","embeddable":true,"href":"https:\/\/employmenthero.com\/uk\/wp-json\/wp\/v2\/pain-point?post=44702"},{"taxonomy":"persona","embeddable":true,"href":"https:\/\/employmenthero.com\/uk\/wp-json\/wp\/v2\/persona?post=44702"},{"taxonomy":"post_features","embeddable":true,"href":"https:\/\/employmenthero.com\/uk\/wp-json\/wp\/v2\/post_features?post=44702"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}