Shared parental leave policy template
Supporting information
Our Shared Parental Leave Policy Template outlines entitlements and procedures for employees sharing parental responsibilities, ensuring fairness and flexibility in caregiving arrangements.
Shared parental leave policy
1 Overview
1.1 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.
2 Scope
2.1 This policy is applicable to all employees of [Company].
3 General principles
3.1 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.
3.1 Eligibility
To be eligible for SPL, employees must have been continuously employed by the company for at least 26 weeks by the end of the
Preview limited to 30% only. View the remaining 70% with a purchase.
What is this 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.
Employment law compliance
Here are some key pieces of UK employment legislation that govern Shared Parental Leave (SPL):
-
The Shared Parental Leave Regulations 2014: This legislation sets out the eligibility criteria, notification requirements, and entitlements for SPL.
-
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.
-
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.
-
The Paternity and Adoption Leave Regulations 2002: This legislation provides eligible employees with the right to take paternity leave and adoption leave.
-
The Maternity and Parental Leave etc. Regulations 1999: This legislation provides eligible employees with the right to take maternity leave and parental leave.
-
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.
-
The National Minimum Wage Act 1998: This legislation sets out the minimum wage rates that employers must pay their employees.
