Shared Parental Leave (SPL)
From this month expectant parents will be able to shared parental leave for the first time. We have put together a handful of tips for businesses handling requests over the coming months:
- Implement a clear Shared Parental Leave (SPL) policy and notify all staff that it has been put in place. Ensure all managers/team leaders/HR are trained to deal with SPL requests.
- On receipt of a request for Shared Parental Leave (SPL), remember to check whether the employee is eligible and if they are, arrange an informal meeting to discuss their potential requirements. This gives the business the opportunity to understand what pattern of leave the employee may be looking to take.
- A continuous leave notification must be accepted and the business has to resolve how the employee’s work will be covered. On receipt of a notice to take discontinuous Shared Parental Leave (SPL) the employer should arrange a meeting with the employee within 14 days of receipt of the proposal to discuss the employee’s requirements and whether this is viable for the business.
- Can the business accommodate the Shared Parental Leave (SPL)? The business must take into consideration future planning, how and if the employee’s work can be covered and what arrangements will need to be put in place.
- If the present notice of discontinuous leave is to be refused, consider whether alternative dates are an option for the business. Any decision taken on the notice of discontinuous leave must be communicated to the employee within 14 days of the date the notification was given to the employer.
The Department for Business, Innovation and Skills has developed an online calculator to help prospective parents work out what their leave and pay entitlements are under the new system.
Article written by Elizabeth McGlone.
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