Personnel Today
  • Home
    • All PT content
  • Email sign-up
  • Topics
    • HR Practice
    • Employee relations
    • Learning & training
    • Pay & benefits
    • Wellbeing
    • Recruitment & retention
    • HR strategy
    • HR Tech
    • The HR profession
    • Global
    • All HR topics
  • Legal
    • Case law
    • Commentary
    • Flexible working
    • Legal timetable
    • Maternity & paternity
    • Shared parental leave
    • Redundancy
    • TUPE
    • Disciplinary and grievances
    • Employer’s guides
  • AWARDS
    • Personnel Today Awards
    • The RAD Awards
  • Jobs
    • Find a job
    • Jobs by email
    • Careers advice
    • Post a job
  • Brightmine
    • Learn more
    • Products
    • Free trial
    • Request a quote
  • Webinars
  • Advertise
  • OHW+

Personnel Today

Register
Log in
Personnel Today
  • Home
    • All PT content
  • Email sign-up
  • Topics
    • HR Practice
    • Employee relations
    • Learning & training
    • Pay & benefits
    • Wellbeing
    • Recruitment & retention
    • HR strategy
    • HR Tech
    • The HR profession
    • Global
    • All HR topics
  • Legal
    • Case law
    • Commentary
    • Flexible working
    • Legal timetable
    • Maternity & paternity
    • Shared parental leave
    • Redundancy
    • TUPE
    • Disciplinary and grievances
    • Employer’s guides
  • AWARDS
    • Personnel Today Awards
    • The RAD Awards
  • Jobs
    • Find a job
    • Jobs by email
    • Careers advice
    • Post a job
  • Brightmine
    • Learn more
    • Products
    • Free trial
    • Request a quote
  • Webinars
  • Advertise
  • OHW+

Discontinuous shared parental leaveEnhanced payShared parental leaveMaternityLatest News

Shared parental leave: removing financial barriers could encourage uptake

by Ashleigh Webber 9 Aug 2018
by Ashleigh Webber 9 Aug 2018

Research by University College London suggests that the shared parental leave scheme is failing, with financial implications and strict eligibility criteria creating barriers for many new parents. But there are ways the scheme can be saved. Ashleigh Wight reports.

The number of parents taking shared parental leave (SPL) might increase if fathers’ remuneration was rethought and uptake by men was normalised by employers, it has been suggested, after research found only 8% of expecting parents planned to use the entitlement.

A survey of 575 expecting parents by University College London (UCL) discovered that while 61% had heard of SPL, only 57% were eligible to take it.

Shared parental leave

Employers urged to publicise shared parental leave policies

Statutory shared parental pay

So far, take-up has been poor. In February, the government launched a campaign to increase the number of parents using the entitlement after it estimated only 2% of those eligible had shared their leave since the scheme’s launch in 2015.

While no statistics have been widely released by the government, a freedom of information request by law firm EMW showed that just 9,200 parents shared their leave last year – only 500 more than the year before.

UCL’s study, which gathered data from two antenatal clinics in London between November 2016 and January 2017, showed that the financial barrier was the top reason for parents not intending to share their leave. Half agreed that it did not make financial sense for them to take SPL, 36% thought it would have a negative impact on the father’s career, and 24% said it would inhibit the mother’s ability to breastfeed.

Enhanced shared parental pay

Fathers taking shared parental leave are entitled to up to £145.18 a week of statutory pay, though some employers offer “enhanced” shared parental pay to help relieve the financial burden.

Katherine Twamley, senior lecturer at UCL, says some of the parents who took part in the study would not have taken SPL had the father not received enhanced pay.

In many cases, enhanced pay was only offered to fathers within the first 3-6 months after the child was born, she found. She suggests uptake would increase if employers enhanced fathers’ pay at a time that better suited the parents.

“What often happens is that employers imitate what mothers are given in their SPL policies – for example, full pay for the first four months after the birth,” she says.

“But no mother is going to give up her leave within the first four months of the birth to allow the father to take time off – she needs to physically recuperate. It’s kind of a non-offer, because men feel like their hands are tied and can’t really take that enhanced pay.

“Enhanced pay could perhaps be offered within [another period] in the first year, not just in the first four months.”

Raoul Parekh, senior associate at law firm GQ Littler, says the government should “put its money where its mouth is” if it wants to achieve its aim of getting more parents to take SPL.

“Someone on £50k a year will take an 80% pre-tax pay cut on SPL unless their employer chooses to enhance,” he says. “That is a difficult choice for many families.”

Forty-one per cent of parents in UCL’s study said they would take SPL if the father could receive his own leave entitlement without affecting the amount of leave the mother could take.

Pregnant women are often asked by their employer how much maternity leave they’re going to take, whereas that’s not the case for men,” Katherine Twamley

Those from ethnic minority groups, or who had lower levels of education and/or who rented their home were less likely to take share parental leave than those with university degrees or who owned their home, the research suggested.

Twamley says parents who were born abroad were less supportive of SPL in general and seemed more concerned about the effect taking time out of paid work and earning less would have than those who identified as white British.

The parents with lower levels of education were considered less likely to be eligible to share their leave and more likely to be on precarious employment contracts than those educated to degree-level.

‘Needless’ barriers to sharing leave

The survey results suggest many parents faced needless barriers to sharing their leave, even if they were keen to take it. These included receiving conflicting and confusing information from line managers and HR teams, confusing language and acronyms on paperwork and finding the application forms difficult to fill in.

“It is quite restrictive in the UK compared with other countries internationally,” Twamley says. “Both parents have to be eligible. The main factors we found were that they hadn’t been in employment long enough, people on precarious contracts, or those who’d just recently changed their jobs.

“Maybe one of them is the full-time carer – usually the mother – in which case no leave can be transferred to the partner.

“Mothers can be self-employed, but fathers can’t be in order to take SPL.”

Parekh suggests family-friendly policies can be a recruitment draw, but the government needs to step in if it wants to see real change to the numbers taking SPL.

He says it should extend SPL by 12 weeks, but “reserve the new period solely for fathers so mothers don’t have to give up their maternity leave and return to work early”, as is commonplace in some other European countries, such as Sweden.

He also suggests fathers should be paid for the 12 weeks’ leave in the same way as mothers are paid during maternity leave – with employers able to reclaim the cost from HMRC in the same way.

Changing perceptions of parental leave

Aside from the government changing the rules, Twamley thinks there a number of cultural changes that might increase uptake and remove the perception that it’s unusual for fathers to take a major role in caring for their child.

Someone on £50k a year will take an 80% pre-tax pay cut on SPL unless their employer chooses to enhance,” – Raoul Parekh

When asked whether they would share their leave if most of their friends and colleagues took SPL, 57% of the parents surveyed said they would.

Twamley claims the current practice of allowing the mother to transfer part of her maternity leave to her partner “normalises” the idea that most of the parental leave should be taken by the mother.

However, paternity leave – which is earmarked specifically for fathers – has relatively high take up in comparison: 213,500 in 2017/18, according to law firm EMW.

“Employers can normalise uptake [of SPL] by men,” she suggests. “For example, they can encourage people from across the spectrum to take it, or offer support from line managers.

“Pregnant women are often asked by their employer how much maternity leave they’re going to take, whereas that’s not the case for men.”

Sign up to our weekly round-up of HR news and guidance

Receive the Personnel Today Direct e-newsletter every Wednesday

OptOut
This field is for validation purposes and should be left unchanged.

Parekh agrees: “If more people took it, SPL would be normalised and take-up would increase.

“More men taking time out of work for childcare would also reduce the stigma associated with women doing so and help share the burden of childcare more equitably.”

Ashleigh Webber

Ashleigh is a former editor of OHW+ and former HR and wellbeing editor at Personnel Today. Ashleigh's areas of interest include employee health and wellbeing, equality and inclusion and skills development. She has hosted many webinars for Personnel Today, on topics including employee retention, financial wellbeing and menopause support.

previous post
Nurse who set himself on fire after being dismissed was treated unfairly
next post
Ryanair strikes: airline could face legal claims from unions

You may also like

Government urged to commit to wholesale review of...

6 May 2025

April 2025: What’s coming up for HR?

21 Mar 2025

MP urges rethink on ‘ladies do babies’ approach...

6 Mar 2025

Employers taking action on sick pay and parental...

20 Dec 2024

Baby steps: Neonatal care leave and pay 

20 Dec 2024

Goldman Sachs banker wins case over paternity leave...

5 Dec 2024

Fewer than 2% of dads take shared parental...

2 Dec 2024

Statutory maternity, paternity and sick pay confirmed for...

22 Nov 2024

Working Families reveals average parental benefits

13 Nov 2024

How maternity leave affects the gender pay gap

4 Nov 2024

  • 2025 Employee Communications Report PROMOTED | HR and leadership...Read more
  • The Majority of Employees Have Their Eyes on Their Next Move PROMOTED | A staggering 65%...Read more
  • Prioritising performance management: Strategies for success (webinar) WEBINAR | In today’s fast-paced...Read more
  • Self-Leadership: The Key to Successful Organisations PROMOTED | Eletive is helping businesses...Read more
  • Retaining Female Talent: Four Ways to Reduce Workplace Drop Out PROMOTED | International Women’s Day...Read more

Personnel Today Jobs
 

Search Jobs

PERSONNEL TODAY

About us
Contact us
Browse all HR topics
Email newsletters
Content feeds
Cookies policy
Privacy policy
Terms and conditions

JOBS

Personnel Today Jobs
Post a job
Why advertise with us?

EVENTS & PRODUCTS

The Personnel Today Awards
The RAD Awards
Employee Benefits
Forum for Expatriate Management
OHW+
Whatmedia

ADVERTISING & PR

Advertising opportunities
Features list 2025

  • Facebook
  • Twitter
  • Instagram
  • Linkedin


© 2011 - 2025 DVV Media International Ltd

Personnel Today
  • Home
    • All PT content
  • Email sign-up
  • Topics
    • HR Practice
    • Employee relations
    • Learning & training
    • Pay & benefits
    • Wellbeing
    • Recruitment & retention
    • HR strategy
    • HR Tech
    • The HR profession
    • Global
    • All HR topics
  • Legal
    • Case law
    • Commentary
    • Flexible working
    • Legal timetable
    • Maternity & paternity
    • Shared parental leave
    • Redundancy
    • TUPE
    • Disciplinary and grievances
    • Employer’s guides
  • AWARDS
    • Personnel Today Awards
    • The RAD Awards
  • Jobs
    • Find a job
    • Jobs by email
    • Careers advice
    • Post a job
  • Brightmine
    • Learn more
    • Products
    • Free trial
    • Request a quote
  • Webinars
  • Advertise
  • OHW+