Shared Parental Leave

Shared leave comes from ending another entitlement

Shared Parental Leave is not extra leave. An eligible parent creates it by ending maternity or adoption leave, Statutory Maternity Pay, Maternity Allowance or Statutory Adoption Pay early. Up to 50 weeks of leave and 37 weeks of statutory pay can then remain for the parents to use during the child's first year.

Compulsory maternity leave must still be taken, which is normally two weeks after birth or four for a factory worker. A primary adopter does not have to take two weeks of adoption leave, but those two weeks cannot be shared. If the adopter receives Statutory Adoption Pay, they must take at least two weeks of adoption leave before ending the pay to create SPL. The starting-leave guidance explains how a binding curtailment notice can let the other parent start SPL while maternity or adoption leave continues.

Check each parent’s eligibility separately

Leave and pay have different tests, and each parent has their own eligibility. One parent can qualify for SPL even when the other cannot take it, provided the other person meets the relevant employment and earnings test. The official eligibility guidance sets out the separate conditions and declarations.

Do not approve the plan by adding both parents' maximums together. Record which entitlement was curtailed, the remaining totals and how each requested block uses them.

Agree leave blocks with the right notice

An employee normally gives an entitlement notice and at least eight weeks' notice for each booking. They can make up to three booking notices. A continuous block cannot be refused. A discontinuous pattern needs agreement, and the GOV.UK blocks guidance explains the discussion period.

Parents can overlap or alternate leave. In Great Britain, paternity leave may come before or after SPL from 6 April 2026. Northern Ireland still prevents paternity leave after SPL, so keep that ordering distinction visible when agreeing the plan.