Shared parental leave policy template

£ 20

Our Shared Parental Leave Policy Template outlines entitlements and procedures for employees sharing parental responsibilities, ensuring fairness and flexibility in caregiving arrangements.

This policy has three parts: an 'overview' that explains what it's about, 'scope' which details who it applies to, and 'general principles' that list the main rules it follows.

What is this policy for?

The purpose of a Shared Parental Leave (SPL) policy is to provide a clear and consistent framework for eligible employees who wish to take time off work to care for their new-born or newly-adopted child. The policy outlines the eligibility criteria, notification requirements, entitlements, pay options, and other terms and conditions associated with SPL.

The policy is intended to support a family-friendly workplace culture, which recognizes the importance of work-life balance for employees, particularly for new parents. By providing employees with the opportunity to take SPL, employers can improve employee morale and retention, while also promoting equality and diversity in the workplace.

The SPL policy also helps employers to comply with their legal obligations to provide eligible employees with time off work to care for their children. By setting out the company's approach to SPL in a clear and accessible manner, the policy can reduce misunderstandings and disputes between employers and employees regarding SPL.

Here are some key pieces of UK employment legislation that govern Shared Parental Leave (SPL):

  1. The Shared Parental Leave Regulations 2014: This legislation sets out the eligibility criteria, notification requirements, and entitlements for SPL.

  2. The Equality Act 2010: This legislation prohibits discrimination on the grounds of gender, pregnancy, or maternity. It also provides protection against discrimination for employees who take SPL.

  3. The Employment Rights Act 1996: This legislation provides eligible employees with the right to take SPL and protects them against detriment or dismissal for taking SPL.

  4. The Paternity and Adoption Leave Regulations 2002: This legislation provides eligible employees with the right to take paternity leave and adoption leave.

  5. The Maternity and Parental Leave etc. Regulations 1999: This legislation provides eligible employees with the right to take maternity leave and parental leave.

  6. The Working Time Regulations 1998: This legislation sets out the maximum number of hours that employees can work per week and provides employees with the right to take rest breaks and holidays.

  7. The National Minimum Wage Act 1998: This legislation sets out the minimum wage rates that employers must pay their employees.


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Time to read / prep / use
5 mins
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Word count / length
484 words, 2 pages A4
Date last reviewed icon
Date last reviewed
1 June 2024
shared parental leave policy template

Shared parental leave


The organisation is committed to supporting employees to balance their work and family responsibilities. This Shared Parental Leave Policy aims to provide a flexible and supportive framework for eligible employees to take leave to care for their new-born or newly-adopted child.


This policy is applicable to all employees of [Company].

General principles

At [Company Name], we believe that supporting employees to balance their work and family responsibilities is crucial to creating a positive and productive workplace. This SPL policy is intended to provide a flexible and supportive framework for eligible employees to take leave to care for their new-born or newly-adopted child. If you have any questions about SPL, please speak to your line manager or the HR department.


To be eligible for SPL, employees must have been continuously employed by the company for at least 26 weeks by the end of the 15th week before the expected week of childbirth or by the week they are matched with their adoptive child. The employee must also share responsibility for the child's care with their partner, who must also meet the eligibility requirements for SPL.

Notification Requirements

Employees must give at least 8 weeks' written notice before they intend to start SPL. This notice should include the expected start and end dates of the leave and how the employee wishes to take their leave. If the employee wishes to change their leave dates, they must give at least 8 weeks' notice of the new dates.


Eligible employees are entitled to up to 50 weeks of SPL, which can be taken in blocks or intermittently, with the agreement of the employer. The total amount of SPL available is in addition to the two weeks of statutory paternity leave that the employee is entitled to.


[During SPL, employees may be entitled to statutory shared parental pay or enhanced shared parental pay, depending on the company's policy.]

Statutory Shared Parental Pay (SSPP)

The current rate of SSPP is £151.97 per week or 90% of the employee's average weekly earnings, whichever is lower. To be eligible for SSPP, employees must earn at least £120 per week and give the required notice.


Enhanced Shared Parental Pay (ESPP)

We provide ESPP to eligible employees who take SPL. The amount and duration of ESPP will vary depending on the employee's length of service and the company's policy. Employees should refer to the employee handbook for further details.

Returning to Work

Employees who take SPL have the right to return to the same job after their leave has ended. If their original job is no longer available, the company will offer them a suitable alternative role.


We will ensure that all employees are aware of their entitlement to SPL and how to apply for it. We will also provide support and guidance to employees who are considering taking SPL, including information about their rights and responsibilities.

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This policy [does not] form[s] part of your terms and conditions of employment.

Version: [1.0]

Issue date: [date]

Author: [name, job title]

Why choose our Shared parental leave policy template?

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Is easy to edit and execute, with comprehensive implementation guidance.
Is designed by accredited, experienced HR practitioners.
Maintains your compliance with ACAS guidelines, legislation, and industry best practices.
Includes 12 months access to your purchase, with email alerts if updated or expanded.

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