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Many employers have expressed concerns over employers opting for shared parental leave over traditional maternity leave, however the new legislation brings many benefits for both parties. Read on as we break down the new legislation and explain how is can benefit new parents and their employers.

As of 5th April this year, any employee who is expecting a baby or adopting a child is entitled to shared parental leave with their partner. This allows the couple to share up to 50 weeks of leave and receive up to 37 weeks pay during the first year of the child’s life or placement with the family. Mothers are still entitled to 52 weeks of maternity leave should they choose this option, or they can choose to end it after the initial recovery period of two weeks and split the remaining time off with the father. 92% of this pay will be refunded to the employers by the government. This policy also gives fathers the right to take unpaid leave to attend up to two antenatal appointments.

With regard to concern over the amount of time the employees of both parents will need to spend liaising with one another, the process is in fact quick and simple. Employers do not need to work together to organise the leave. Instead, each employer only needs to communicate with their respective members of staff. Acas have published a guide breaking down and explaining the process for all those involved. Click here to see it.

Shared parental leave allows for much more flexibility than traditional maternity leave. As the time off is split between the two parents it is much easier to ensure employees are able to attend work for key meetings and events. This allows for improved continuity between work activity before the arrival of the child and after.

 

Here at Independent Personnel we provide a tailor-made service to ensure you have the right policies and practices in place that match you and your business’ needs.