Editor's message: Even if your organisation has not yet had to handle a shared parental leave request, you should still have a process in place and understand the right.
The aim of shared parental leave is to give parents more flexibility over how they share childcare between them during the first year of their child's life. They can take it in turns to have periods of leave to care for the child, and/or take leave at the same time as each other.
There are complex rules on eligibility for shared parental leave and pay and on the notice that employees must give. Whether or not your organisation has to agree to the leave pattern requested is also not straightforward.
Beyond the requirements of the shared parental leave legislation itself, a number of sex discrimination claims have been brought relating to policies of paying enhanced maternity pay but only statutory shared parental pay. While there is no binding case law on the issue at the moment, it is an area on which employers may want to keep a watchful eye.
Susie Munro, senior employment law editor
The Government has launched a campaign to promote shared parental leave after pitiful take-up of the policy.
We predict the key cases for 2018 and assess their likely impact. We explain why employment status will remain in the spotlight, and we discuss the ramifications of the ECJ's recent decision on holiday pay.
The Government has published the statutory rates for maternity pay, paternity pay, shared parental pay, adoption pay and sick pay from April 2018.
Insurance company Aviva has announced that all employees - regardless of gender, sexual orientation or how they became a parent - will receive 26 weeks' leave on full basic pay following the arrival of a child.
Updated to include the proposed rate of statutory shared parental pay for 2018/19.
HR and legal information and guidance relating to shared parental leave and shared parental pay.