Shared Parental Leave (SPL) lets eligible UK parents share up to 50 weeks of leave and up to 37 weeks of Statutory Shared Parental Pay (ShPP) in the first year after a child is born or placed with them. The mother or adopter ends maternity or adoption leave early and the rest becomes shareable.
It's the most flexible of the UK's family leave options, and it's easy to misread, mainly because it isn't extra leave. It's maternity or adoption leave converted into something both parents can use.
How the 50 weeks are worked out
Maternity and adoption leave run to 52 weeks and pay to 39 weeks. To create SPL and ShPP, the mother or adopter takes less than that and uses the rest as shared leave and pay. GOV.UK's example: a mother who's taken 22 weeks of maternity leave and Statutory Maternity Pay can share 30 weeks of SPL and 17 weeks of ShPP with her partner.
There's a floor. A mother can't return to work before the compulsory 2 weeks of maternity leave after the birth, or 4 weeks if she works in a factory. An adopter claiming adoption pay must take at least 2 weeks of adoption leave.
Who's eligible
Both parents must share responsibility for the child at birth, or from placement for adopters. Then it depends on who's taking the leave.
| Test | Parent taking SPL and ShPP | The other parent |
|---|---|---|
| Work | Employed continuously by the same employer for at least 26 weeks by the end of the 15th week before the due date, and still there the week before SPL starts | Working for at least 26 weeks out of the 66 weeks before the due week, not necessarily in a row |
| Earnings | Average of at least £129 a week for ShPP (as of October 2026) | At least £390 in total across any 13 of those 66 weeks (as of October 2026) |
| Status | Must be an employee for SPL; a worker might get ShPP but not SPL | Must meet the work and earnings test above |
Two details catch families out. First, employment status: GOV.UK says a parent who's a worker rather than an employee might be able to get ShPP but not SPL, so check status before planning time off. Second, the other parent's test is much lighter: 26 weeks of work in the 66 weeks before the due week, not in a row, and £390 across their best 13 weeks.
How much ShPP pays
As of October 2026, ShPP is £194.32 a week or 90% of average weekly earnings, whichever is lower. That's the same as Statutory Maternity Pay except for the first 6 weeks of SMP, which are paid at 90% of earnings with no cap. So in pure statutory terms, a higher earner usually does better taking the first 6 weeks as maternity pay before switching to shared pay.
Starting SPL: binding notice
- The child must be born or placed first. SPL and ShPP can't start before that.
- The mother or adopter either returns to work, which ends maternity or adoption leave, or gives their employer binding notice of the date they'll end it.
- For pay, they give binding notice of when maternity or adoption pay ends, or tell Jobcentre Plus if they get Maternity Allowance.
- Each parent gives their own employer at least 8 weeks' written notice of their leave dates. Acas has forms and templates you can use.
Binding notice usually can't be changed, and once maternity pay, adoption pay or Maternity Allowance has ended it can't restart. The mother or adopter may be able to change their mind about ending leave early only if the planned end date hasn't passed and they haven't already gone back to work, along with the other conditions GOV.UK lists.
Booking leave in blocks
- Up to 3 separate blocks each, even if you're not sharing with your partner
- More than 3 blocks if your employer agrees
- Blocks split into shorter periods of at least a week, if your employer agrees
- At least 8 weeks' notice before each block, including changes to your plans
- Parents can be off at the same time or take turns
Each parent can also work up to 20 Shared Parental Leave in touch (SPLIT) days during SPL, on top of the 10 keeping in touch days available during maternity or adoption leave. Both employer and employee have to agree to them.
Maternity support for those outside the usual scheme is covered in our Maternity Allowance guide.
What your employer can ask for
Within 14 days of your application, your employer can ask for a copy of the birth certificate or a declaration of the place and date of birth, and the name and address of your partner's employer or a declaration that they have none. Adopters can be asked for the agency details, the matching date and the date the child will live with them. You must provide it within 14 days of being asked.
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If you're the employer, a free HR software tool can track blocks and SPLIT days, and UK HR support for small businesses can help with your first request.
My verdict
Shared Parental Leave is worth the paperwork if both parents want time at home in the first year. Get the 8-week notices in early, give binding notice to end maternity leave, and plan the blocks so the higher-paid early weeks of maternity pay aren't wasted. For employers, the rule to remember is that more than 3 blocks, or splitting a block into shorter periods, needs your agreement.
Paternity leave has its own rules, set out in our UK paternity leave guide.
Frequently asked questions
How much Shared Parental Leave can you get?
Parents can share up to 50 weeks of leave and up to 37 weeks of pay in the first year after the birth or placement.
How much is Shared Parental Pay?
As of October 2026, £194.32 a week or 90% of average weekly earnings, whichever is lower.
Can workers get Shared Parental Leave?
GOV.UK says SPL is for employees. A parent who's a worker rather than an employee might be able to get ShPP but not SPL.
How much notice do I need to give for Shared Parental Leave?
At least 8 weeks' written notice of your leave dates, and at least 8 weeks before any block or change.
How many blocks of Shared Parental Leave can you take?
Up to 3 separate blocks each, or more if your employer agrees.
What are SPLIT days?
Up to 20 optional Shared Parental Leave in touch days each parent can work during SPL, on top of 10 keeping in touch days during maternity or adoption leave.
