Lauren Evans (student)
Employees are entitled to shared parental leave (“SPL”) and statutory shared parental pay (“SHPP”) if they have a baby or adopt a child. Employees can start SPL if they are eligible. Parents are able to decide between them how much time they choose, and who will take it, however in a recent Yougov survey 78% of HR professionals felt that there were problems offering it in their organisation so it appears that there remains a stigma attached to taking this leave.
As societal norms are changing more fathers should feel able to ask for time off or assert their right to participate in childcare. Law Firm Winckworth Sherwood suggests ‘organisations should be preparing for more staff taking shared parental leave, as attitudes towards caring responsibilities begin to shift and more employers decide to enhance pay for parents taking the entitlement’.
More parents are opting to take this, although there are barriers. It is a complex statutory scheme and it is ‘relatively low paid’. Fathers are calling for the pay to match the extended maternity pay. If this happens, or employers agree to this voluntarily, it is expected there will be a major change in shared parental leave.
HR decision- makers told researchers for its’ “Shifting attitudes to flexible working and childcare for working parents’ report that they had seen an increase in requests for SPL and working hours being adapted to assist two working parents.
At Staffordshire University Legal Advice Clinic ( SULAC) we offer free legal advice on employment matters for members of the public. SULAC is currently open and offers appointments in Stoke on Trent and Stafford. For more information or to book an appointment please contact SULAC@staffs.ac.uk or call 01782 294 800.