Shared Parental Leave: How UK Couples Can Split Time Off

Published 27 January 2026 · 9 min read

Shared Parental Leave has been around since 2015, and honestly? Most parents still have no idea it exists. Or they've vaguely heard of it and assumed it was too complicated. And look, the paperwork isn't a joy. But SPL can give your family genuine flexibility that standard maternity and paternity leave just can't. Let me walk you through how it actually works, so you can decide if it's right for you.

What Is Shared Parental Leave?

The idea is simple: instead of the mother taking all 52 weeks of maternity leave by herself, she can end her leave early and share the remaining weeks with her partner. Up to 50 weeks of leave and 37 weeks of pay are up for grabs between you.

The real beauty of SPL is the flexibility. You can take leave at the same time (both at home together -- genuinely lovely). You can take it in turns. You can take it in up to three separate blocks. You can design a pattern that fits your family, rather than being stuck with the one-size-fits-all maternity/paternity setup.

Eligibility Requirements

Both parents need to qualify, but the criteria are different for each.

The Mother (or Primary Adopter)

She needs to be entitled to maternity leave or SMP (or Maternity Allowance), have at least 26 weeks' continuous employment by the 15th week before the due date, and still be employed by the same employer when each period of SPL starts.

The Partner

The partner needs 26 weeks of employment or self-employment in the 66 weeks before the due date, and must have earned at least £390 across any 13 of those 66 weeks. That's a much lower bar than the mother's test -- which means lots of partners who wouldn't qualify for statutory paternity pay can still do SPL.

                Good to know: If the mother qualifies for Maternity Allowance rather than SMP (maybe she recently changed jobs), she can still opt into SPL. The partner gets ShPP based on their own employment, and the mother's Maternity Allowance adjusts accordingly.
            

How to Set Up Shared Parental Leave

Step 1: The Curtailment Notice

Mum gives her employer a curtailment notice -- confirming the date she wants her maternity leave (or pay period) to end. She has to take at least 2 weeks after the birth first (the compulsory bit). Once that notice is in, the leftover weeks convert into a shared pool of SPL and ShPP that either parent can use.

You can submit this before or after the birth. Once maternity leave has actually ended, the curtailment becomes binding. Before that point, you can revoke it in certain circumstances (partner's death, separation).

Step 2: Notice of Entitlement and Intention

Each parent gives their employer a notice at least 8 weeks before they want SPL to start. It needs to include: due date, when maternity leave started, total SPL and ShPP available, how much each of you plans to take, and a rough indication of when. You both also need a signed declaration from the other parent confirming eligibility.

Step 3: Period of Leave Notices

When you're ready to book specific blocks, you submit another notice -- again, 8 weeks ahead. Each parent can submit up to 3 of these. Each one can cover a continuous block, or if your employer agrees, a discontinuous pattern with gaps.

The catch: Continuous blocks? Your employer has to accept them. Discontinuous patterns (say, 3 weeks on, 2 off, 3 on)? They can say no. If they refuse, you can take the total as one continuous block instead, withdraw the notice, or try to negotiate a compromise.

SPLIT Days (Shared Parental Leave in Touch)

Each parent on SPL gets up to 20 SPLIT days -- days you can work without ending your leave or losing ShPP. These are separate from the 10 KIT days available during maternity leave. Useful for popping into an important meeting, doing a training session, or easing yourself back into work before your official return.

They're completely voluntary. Payment arrangements vary -- some employers pay your normal rate on top of ShPP, others offset it. Agree the terms before you use them.

Statutory Shared Parental Pay (ShPP)

ShPP pays the same as standard-rate SMP: £184.03 per week for 2025/26, or 90% of average earnings if that's lower. There's no higher-rate period like the first 6 weeks of SMP -- those weeks can't be shared. The total ShPP available is 37 weeks minus whatever mum already used in SMP or Maternity Allowance.

So if mum takes 10 weeks of maternity pay and then curtails, there are 29 weeks of ShPP left to divide between you.

Practical Examples

Taking turns: Mum takes 20 weeks of maternity leave, curtails. Partner takes weeks 21-30. Mum takes weeks 31-40. Partner takes weeks 41-50. Both parents get real time as the primary carer.

Time together: Mum takes 26 weeks, curtails. Both parents then take 10 weeks of SPL simultaneously (weeks 27-36) -- those early months together with baby are priceless. Then the partner takes 6 weeks solo while mum goes back.

Mum returns early: Mum takes the 2-week compulsory minimum, then curtails. Partner takes 37 weeks of SPL. Works well when mum is the higher earner or wants to get back for career reasons.

Enhanced Shared Parental Pay

Some employers top up ShPP to full or near-full salary. If yours offers enhanced maternity pay, ask whether the same applies to SPL. Annoyingly, many don't extend the enhancement -- which creates a perverse incentive to stick with standard maternity leave even when SPL would work better for the family. This is increasingly being challenged at tribunals as potential sex discrimination against fathers, and the tide is slowly turning.

Is SPL Right for Your Family?

It works brilliantly if you want the partner to have proper time as primary carer, want both parents at home together for a stretch, need mum back at work before 52 weeks, or want the flexibility to take leave in blocks. It might not be practical if the pay drop hits too hard, if mum wants the full year, or if the admin gives you a headache on top of the sleep deprivation. Sit down together, run the numbers with our SMP calculator, and figure out what actually works for your family. Not what the default system assumes you want.