Shared Parental Leave (SPL) gives UK parents the flexibility to share up to 50 weeks of leave and 37 weeks of statutory pay between them after having a baby or adopting a child. Despite being available since 2015, take-up remains low — partly because many parents don't fully understand how it works or how to manage the financial impact. This guide covers everything you need to know about SPL pay in 2026, from eligibility criteria to practical budgeting advice. The SYM app is a great way to build a savings buffer before your leave starts, so you can focus on your new arrival without financial stress.
What Is Shared Parental Leave?
Shared Parental Leave allows eligible mothers and fathers (or partners) to share leave and pay in the first year after their child is born or placed for adoption. The mother must curtail her maternity leave early for SPL to be created. The remaining leave and pay can then be split between both parents in whatever pattern suits them — they can even take leave at the same time. SPL is separate from paternity leave, which remains a standalone entitlement of up to two weeks. The key distinction is flexibility: unlike maternity leave which must be taken in one continuous block, SPL can be taken in up to three separate blocks (with employer agreement), allowing parents to stagger their time off around work commitments.
- Up to 50 weeks of leave can be shared (52 weeks of maternity leave minus the compulsory 2 weeks)
- Up to 37 weeks of statutory pay can be shared (39 weeks of maternity pay minus the 2 compulsory weeks)
- Both parents can take leave simultaneously if they wish
- Leave can be taken in discontinuous blocks with employer agreement
- SPL applies to births and adoptions equally
Eligibility Requirements
Both parents must meet specific criteria to qualify for SPL. The mother (or primary adopter) must be entitled to maternity leave or Maternity Allowance and must give notice to end that entitlement early. The partner must share responsibility for the child and meet employment and earnings tests. It's worth noting that even if one parent doesn't qualify for SPL themselves, the other parent may still be able to take it — provided the non-qualifying partner meets the employment and earnings test as the other parent.
- The mother must have been employed by the same employer for at least 26 weeks by the 15th week before the due date and still be employed at the start of SPL
- The partner must have been employed or self-employed for at least 26 of the 66 weeks before the due date
- The partner must have earned at least £30 per week in any 13 of those 66 weeks
- Both parents must give their employers at least 8 weeks' notice before taking SPL
- The mother must formally curtail her maternity leave or pay for SPL to begin
- Both parents must provide a declaration confirming the other parent meets the eligibility criteria
How Much Is Shared Parental Pay?
Statutory Shared Parental Pay (ShPP) in 2026-27 is paid at £194.32 per week or 90% of your average weekly earnings, whichever is lower. This is the same rate as Statutory Maternity Pay after the first six weeks (the initial six weeks of SMP are paid at 90% of earnings with no cap, but this enhanced rate cannot be transferred through SPL). Some employers offer enhanced SPL pay above the statutory minimum, so it's always worth checking your company's family leave policy. The financial reality is that ShPP is a significant drop from most people's normal salary, which makes advance planning essential.
- ShPP rate for 2026-27: £194.32 per week or 90% of average weekly earnings (whichever is lower)
- Pay is subject to the usual tax and National Insurance deductions
- Some employers offer enhanced occupational SPL pay — check your contract or HR policy
- ShPP is paid by your employer, who can reclaim most or all of it from HMRC
- If you're not eligible for ShPP, you may still be able to take unpaid SPL
Financial Planning for Shared Parental Leave
The drop from a full salary to statutory pay can be substantial. For someone earning £35,000, ShPP is roughly a third of normal weekly take-home pay (about £550 a week after tax and NI in 2026/27). Planning ahead is crucial. Ideally, start building a financial buffer 6-12 months before your expected leave date. Calculate the exact income gap you'll face during each period of leave, factoring in who will be on leave when and any enhanced company pay either parent might receive. Consider how you'll handle fixed costs like mortgage or rent, council tax, utilities, and childcare for older children during the reduced-income period.
- Calculate month-by-month household income for the entire leave period, accounting for who's working when
- Build a dedicated savings buffer using the SYM app — aim for enough to cover the gap between ShPP and your normal outgoings
- Review and reduce non-essential subscriptions and spending before leave starts
- Check if you're entitled to any additional benefits such as Universal Credit, Child Benefit, or council tax reduction
- Apply for Child Benefit as soon as the baby is born — it's worth £27.05 per week for the first child in 2026-27
- Look into whether your employer offers a keep-in-touch (KIT) or shared parental leave in-touch (SPLIT) days, which allow you to work up to 20 days during leave without ending your SPL
How to Apply for Shared Parental Leave
Applying for SPL involves several formal steps and specific notice periods. Both parents need to submit paperwork to their respective employers. The process can feel bureaucratic, but breaking it into stages makes it manageable. Start conversations with your employer early — ideally during pregnancy — even before submitting formal notices. This gives everyone time to plan for cover and ensures there are no surprises. Most employers are supportive once they understand the request, though some may need education about the legal framework since SPL remains relatively uncommon.
- Step 1: Mother gives her employer a curtailment notice ending maternity leave early
- Step 2: Both parents submit a notice of entitlement and intention to their employers at least 8 weeks before SPL starts
- Step 3: Submit a period of leave notice specifying exact dates (you can submit up to 3 separate notices)
- Step 4: Employers have 14 days to respond to a continuous leave request (they cannot refuse continuous blocks)
- Step 5: For discontinuous leave, employers have 14 days to agree, propose alternatives, or refuse
- Keep copies of all notices and correspondence for your records
FAQ
Common questions about Shared Parental Leave and pay in the UK.
Can my employer refuse Shared Parental Leave?
Your employer cannot refuse a continuous block of SPL if you're eligible. However, they can refuse discontinuous leave (leave taken in separate blocks with gaps of work in between). If they refuse, you can take the total amount of leave requested as one continuous block instead.
Can both parents take SPL at the same time?
Yes, both parents can be on SPL simultaneously. This is one of the key advantages of SPL — it allows both parents to be at home together during the early weeks, or for them to stagger their leave to extend the time the baby has a parent at home.
Does taking SPL affect my pension contributions?
During paid SPL, your employer must continue making pension contributions based on your normal salary (not your reduced ShPP rate). Your own contributions will be based on your actual pay during leave. Unpaid SPL periods are treated differently, so check with your pension provider.
Can self-employed parents use Shared Parental Leave?
Self-employed parents cannot take SPL themselves, but they can enable their employed partner to take SPL by meeting the employment and earnings test as the other parent. The self-employed parent would need to have earned at least £30 per week in 13 of the 66 weeks before the due date.
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