Birth Mother curtails maternity leave early.
Niamh take maternity leave for 26 weeks. Niamh provides a curtailment notice to her manager 8 weeks beforehand which brings her maternity leave to an end early.
Niamh and her partner are entitled to SPL, Niamh gives her manager a notice of entitlement, her partner's declaration and formal request for SPL giving a minimum of 8 weeks' notice.
Niamh's partner takes 10 weeks SPL whilst Niamh returns to work for 10 weeks.
Niamh then takes a period of 6 weeks SPL before returning to work again.
Taking Shared Parental Leave at the same time as Maternity Leave.
Jean and John discuss taking either SPL at the same time or at different times.
Jean and John can take this at the same time as long as the total leave taken does not exceed what is jointly available to them, up to a maximum of 50 weeks.
Jean decides to take eight weeks maternity leave. Then Jean and John both take a period of 12 weeks' SPL, to care for their child together. John returns to work and Jean takes a further 16 weeks SPL.
Taking Shared Parental Leave at the same time as Adoption Leave.
Jackie and Melanie are adopting a child. Melanie will be the primary adopter and they decide they want to take Shared Parental Leave together and then separately.
Melanie takes 16 weeks adoption leave and then returns to work. Whilst Melanie is at work, Jackie takes a period of 12 weeks SPL. Jackie and Melanie take a final period of 3 weeks SPL together.
Taking Shared Parental Leave consecutively with SPLiT days.
Akilah is due to have a child in 3 months' time. Akilah and her partner Barek want to share some of their leave. Akilah is eligible for enhanced maternity leave for 24 weeks, which she takes. Akilah then takes 13 weeks of statutory SPL paid statutory Shared Parental Pay, whilst Akilah goes back to work. Akilah then resumes her SPL unpaid for a further 10 weeks, whilst Barek goes back to work.
During Akilah's unpaid SPL she attends 15 SPLiT days.
Applying for discontinuous leave (approved).
Jin is having a baby and discusses options with her partner Gary who also works for the University. Jin and Gary decide they want to have flexibility to care for their child and work out what the best option would be. Jin and Gary talk with their line managers and HR.
Jin wants to take 2 weeks maternity leave, then move onto the SPL arrangements. She then wants to take 4 weeks SPL then return to work and have a further period of SPL for 10 weeks.
Gary wants to take 2 weeks paternity leave and then takes 4 weeks SPL and then a further period of SPL for 20 weeks.
In total Gin wants to take 2 weeks maternity leave and then 14 weeks SPL.
In total Gary wants to take 2 weeks paternity leave and then 24 weeks SPL.
They are entitled to ShPP.
Jin is eligible for 2 weeks SMP at the higher rate plus 14 weeks Statutory ShPP. Gary is eligible for 2 weeks' Statutory Paternity pay plus 24 weeks Statutory ShPP.
The Line Managers agree with the approach to the discontinous leave request and confirm this via HR with Jin and Gary.
Applying for discontinuous leave (declined)
Charmaine is having a baby in October. She wants to take some maternity leave and then have SPL in 2 discontinuous blocks. Charmaine proposes to her manager she wants to take 16 weeks materninty leave, return to work and then have 2 blocks of 4 weeks one in April and one in June. Charmaine submits her Notice of Entitlement form to her manager.
The line manager reviews the request and considers; events/milestones taking place in April and June, busy periods and how the role will be covered during these times along with the customer impact. There are a number of deadlines in June and therefore the manager consults with HR and declines the discontinuous request for SPL. The manager confirms to Charmaine within 14 days of the original notification.
Charmaine considers her options; she can withdraw her request (and it won't count as one of her three notices to book leave) or she doesn't and the default would go to a period of continuous leave. Charmaine has to decide within 14 days of the original notification.
Charmaine decides not to withdraw the request. Charmaine's discontinuous request defaults to a continuous request starting in April and as she hasn't withdrawn the request the period of SPL originally for June now needs to be taken continuously in May.
Employee whose partner is not employed by UoN.
Lesley is employed by the university, Lesley's partner is not and is expecting a baby in September. Lesely wants to consider the options around SPL before committing to any arrangements. Lesely talks to HR to gain some policy advice and takes the decision to wait and see until after the birth what to do.
Lesley's partner has the baby on 1st September and in November, Lesley talks with the line manager about taking SPL. Lesely confirms the request to take 7 weeks SPL and would like to take this from 29th February 2016. Lesley submits the following notifications;
- Notice of Entitlement
- Request for Shared Parental Leave
- Partner's declararion to accompany partner's notice of entitlement
These are passed through to HR who confirms the SPL arrangements.
Lesely wants to change the leave, and discusses with the line manager who advises the requirement would be to submit a request to vary or cancel SPL 8 weeks ahead of the leave being taken.
Employee with two jobs.
Guilherme has two jobs with the university, both part time. His partner is the main adopter and they have discussed splitting their leave equally. His partner does not work for the university. Guilherme discusses the options 6 weeks before the adoption matching date is due. Both managers support Guilherme's request and he decides to take 19 weeks SPL. His partner takes two weeks adoption leave, followed by 19 weeks SPL and curtails adoption leave with 8 weeks' notice given.
Both Guilherme and his partner are eligible for Statutory ShPP and take this between them for the maximum of 37 weeks.