When SPL was introduced, some employers instantly introduced enhanced SPL pay, while many adopted a “wait and see” approach as to whether they would be obliged to also pay enhanced SPL. 19 February 2020. Below you will find information about the Shared Parental Leave and Pay scheme. The success of Shared Parental Leave, it's been proposed, will hinge on the willingness of employers to offer enhanced pay and benefits with the new provision. Take-up of shared parental leave has been low since its introduction a year ago, with affordability concerns proving a barrier to many eligible employees, new XpertHR research finds. More than half the organisations … Shared parental leave is flexible. Shared parental leave and pay. A mother or primary adopter may choose to use shared parental leave because it is more flexible than maternity or adoption leave. Failing to enhance pay for shared parental leave is not sex discrimination – permission to appeal refused. If an employer pays enhanced shared parental pay there may be repayment conditions if you leave your job and you should check with your employer. When a Company offers enhanced maternity pay, my understanding (as is the case with extended/enhanced Paternity leave) was that if a partner then took shared parental leave, they would need to offer the same enhancements to the partner. And then your husband would take one weeks paternity immediately after babies born and then 12 weeks shared parental leave and pay at enhanced rate. The University of St Andrews is a charity registered in Scotland, No: SC013532 7. News & Events. Enhanced Shared Parental Leave & Pay. However, they may not want to do this if they are entitled to contractually enhanced maternity or adoption pay but only statutory pay for shared parental leave (see pay … The Court of Appeal has now very firmly stamped on that idea. Shared parental leave: enhanced pay is key to take-up. Deloitte, PricewaterhouseCoopers (PWC) and Shell are to offer enhanced paternity packages to all employees ahead of new shared parental leave legislation coming into effect from April 2015. Any repayment conditions must be agreed before the start of the leave and parents should be allowed to repay it in small instalments. Under Capita’s applicable maternity policy, female employees taking maternity leave were entitled to 14 weeks' maternity leave at full pay. Any repayment conditions must be agreed before the start of the leave and parents should be allowed to repay it in small installments. What to pay staff on shared parental leave. Capita refused and said it would pay Mr Ali statutory parental pay only. Under its package for shared parental leave, Deloitte will match its current level of enhanced maternity or adoption pay, which is set at 16 weeks at full pay, […] From 1 January 2020 the University’s eligibility criteria for its contractual, enhanced family leave schemes will be changing to remove length of service eligibility criteria. _____ 17 Calculating the number of weeks of shared parental leave and pay created _____ 18 Arrangements for ‘booking’ shared parental leave and pay _____ 19 Employees who change their shared parental leave plans_____ 20 When shared parental leave and pay can be taken _____ 20 Further information on shared parental leave … Shared parental leave (ShPL) is designed to encourage: Sharing of "family" leave between working parents. Shared parental leave & enhanced contractual pay - a quick recap. The EAT held that a failure to pay a male employee enhanced shared parental pay in circumstances where it paid enhanced pay to women on maternity leave, was not direct sex discrimination. Shared Parental Leave (SPL) gives more choice in how 2 parents can care for their child. 'Encouraging' signs for enhanced shared parental pay. From 5 April 2015, new employment legislation allows parents to Shared Parental Leave (SPL) and pay following the birth or adoption of a child, therefore increasing fathers’ rights. In the Ali case, it was held to be direct discrimination that a father who took shared parental leave was paid full pay for only 2 weeks paternity leave, when his employer offered women on maternity leave 14 weeks full pay. Enhanced Shared Parental Leave Pay, The Dilemma Posted at 09:24h in Client News by tga-nigel If you, as an employer of Domestic/Household staff pay enhanced Maternity pay, but not enhanced Shared Parental Pay, (SPL) how do you stand legally . Not so! Mostly it’s unpaid unless the father works for one of the rare progressive companies that does offer enhanced pay for all parents. In very broad terms, mothers and adopters can choose to curtail maternity and adoption leave to opt in to shared parental leave. If I pay enhanced maternity pay do I have to pay more Shared Parental Pay too? There are a number of issues you should consider when deciding whether or not to offer enhanced shared parental leave rights and / or pay, including the potential cost to your business and whether failing to do so could put you at risk of discrimination claims. News. Shared parental leave pay is £139.58 a week or 90% of an employee's average weekly earnings, whichever is lower. Enhanced Shared Parental Pay. Parents can share up to 50 of 52 weeks statutory maternity leave and 37 of 39 weeks statutory maternity pay, we'll explain shared parental leave and pay Shared parental leave allows new mothers to curtail their maternity leave to share up to 50 weeks' leave with their partner. What is Shared Parental Pay? Qualifying staff are entitled to receive statutory shared parental pay (ShPP) at a set rate of £140.98 per week or 90 per cent of average weekly earnings (whichever is lower). Similar rules apply for adoptive parents. This in turn will depend on salaries and how much organisations pay employees taking maternity leave and SPL. If an employer pays enhanced shared parental pay there may be repayment conditions if you leave your job and you should check with your employer. 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