Shared Parental Leave: How to Split Leave With Your Partner

What is Shared Parental Leave?

Shared Parental Leave (SPL) lets eligible parents share up to 50 weeks of leave and 37 weeks of pay between them. It gives families more flexibility in how they care for their child in the first year.

How Does SPL Work?

The mother must "curtail" (end early) her maternity leave and convert the remaining entitlement into SPL. For example:

•If the mother takes 20 weeks of maternity leave, up to 32 weeks of leave and up to 19 weeks of pay can be shared

•Both parents can take leave at the same time or separately

•Leave can be taken in up to 3 separate blocks

Eligibility

For the Mother/Primary Adopter

•Must be eligible for maternity leave or Maternity Allowance

•Must share the main responsibility for the child with the partner

For the Partner

•Must have been employed for at least 26 weeks by the 15th week before the due date

•Must have earned at least £390 in total in 13 of the 66 weeks before the due date

Both Must

•Share the main responsibility for the child

•Give their employers the correct notice

Shared Parental Leave Pay (ShPP)

ShPP is paid at the same rate as standard SMP:

•£194.32 per week (or 90% of average weekly earnings, whichever is lower)

•The total number of ShPP weeks depends on how many weeks of SMP/MA the mother has already used

Note: The first 6 weeks of enhanced maternity pay (90% of earnings) cannot be shared — this always belongs to the mother.

How to Apply

Step 1: Mother Gives Notice to End Maternity Leave

Submit a "curtailment notice" to her employer, stating when maternity leave will end.

Step 2: Both Parents Submit Notices

Both parents must give their employers a "notice of entitlement" at least 8 weeks before any SPL starts.

Step 3: Book Leave

Submit a "period of leave notice" for each block of leave, at least 8 weeks in advance.

SPL Pay Examples

To help you understand the financial impact of Shared Parental Leave, here are some practical examples of how ShPP works:

Example 1: Mother takes 20 weeks, partner takes 19 weeks The mother takes 20 weeks of maternity leave (6 weeks at 90% of her average weekly earnings, then 14 weeks at £194.32/week). She then curtails her leave, and 19 weeks of ShPP remain. Her partner takes 19 weeks of SPL, receiving £194.32 per week (or 90% of their average weekly earnings, whichever is lower).

Example 2: Both parents off together for 4 weeks The mother takes 30 weeks of maternity leave, then curtails. She and her partner both take 4 weeks of SPL at the same time, followed by the partner taking another 5 weeks alone. The mother uses 4 weeks of ShPP and the partner uses 9 weeks — totalling 13 weeks of shared pay from the remaining entitlement.

Example 3: Leave in blocks The mother takes 26 weeks of maternity leave, returns to work for 8 weeks, then takes another 6 weeks of SPL. Her partner takes 7 weeks of SPL while the mother is back at work. This kind of flexibility — taking leave in separate blocks — is only available through SPL, not standard maternity leave.

Use our Maternity Pay Calculator to see your week-by-week pay breakdown and understand how curtailing maternity leave affects your total entitlement. You can also use our Shared Parental Leave Calculator to model different scenarios for your family.

Enhanced Shared Parental Leave Pay

Some employers offer enhanced SPL pay that goes above the statutory rate of £194.32 per week. This could mean full salary for a set number of weeks during SPL, similar to enhanced maternity pay schemes.

However, it is worth noting that not all employers who offer enhanced maternity pay extend the same benefits to SPL. Check your employer's policy carefully — you can find details in your staff handbook or by speaking to your HR department. If your employer only enhances maternity pay but not SPL pay, you will want to factor this into your decision.

Use our Take-Home Pay Calculator to compare your household income under different leave-sharing scenarios and see which arrangement works best financially for your family.

Practical Considerations

Is SPL Right for Your Family?

Deciding whether to use Shared Parental Leave requires careful consideration of several factors:

•Financial impact: Will the higher earner be taking time off at the statutory rate? Calculate whether your household can manage on £194.32 per week for the weeks your partner takes SPL. Use our financial planning guide to budget effectively.

•Employer policies: Check both employers' SPL policies. Some offer enhanced pay, while others only provide the statutory minimum.

•Childcare arrangements: SPL can help you stagger your leave so one parent is always at home, potentially reducing childcare costs in the early months.

•Career considerations: Consider how each parent's career might be affected and discuss this openly together.

•Employer attitudes: While employers cannot refuse SPL, their level of support and flexibility around discontinuous leave patterns may vary.

How SPL Compares with Maternity Leave

SPL offers greater flexibility than standard maternity leave. With maternity leave, you must take your leave in one continuous block. With SPL, you can take leave in up to three separate blocks, and both parents can be off at the same time.

However, the first 6 weeks of enhanced pay (90% of the mother's average weekly earnings) cannot be shared — this always remains with the mother as part of her compulsory maternity leave. Only the remaining weeks at the flat rate of £194.32 per week can be converted to ShPP.

Each parent also gets 20 Shared Parental Leave in Touch (SPLIT) days, compared with 10 KIT days during standard maternity leave. This means both parents can keep in contact with their employers more easily during SPL.

Common Questions

Can my employer refuse SPL? Your employer cannot refuse your statutory entitlement to Shared Parental Leave. However, they can refuse a "discontinuous" leave pattern (where you request leave in separate blocks with gaps between them). If they refuse a discontinuous pattern, you can instead take the same total amount of leave as one continuous block.

Can I change my mind? You can revoke the curtailment notice within 8 weeks of giving it, in certain circumstances — for example, if you gave notice before the birth and the baby has not yet been born.

How does SPL affect my pension? The rules are the same as for maternity leave during the paid period. Your employer must continue making pension contributions based on your normal salary during any weeks you receive ShPP. Check with your employer for the specifics of your scheme.

Can I use SPL if I'm not the birth mother? Yes. SPL is available to both parents, including the partner of the birth mother and adoptive parents. For adoption-specific guidance, read our adoption leave and pay guide.

What if one parent is self-employed? Self-employed parents cannot claim ShPP directly. However, if the mother claims Maternity Allowance rather than SMP, the employed partner may still be eligible for SPL provided they meet the employment and earnings criteria. Read our guide on paternity leave and pay for more on the partner's separate entitlements.

Plan Your Shared Parental Leave

•Maternity Pay Calculator — understand your SMP entitlement before curtailing

•Shared Parental Leave Calculator — model different leave-sharing scenarios

•Maternity Leave Planner — plan your key dates

•Your maternity leave rights — understand the legal framework

•Financial planning for maternity leave — budget for reduced income

•Paternity leave and pay guide — your partner's separate entitlements