UK Shared Parental Leave (2026/27): How to Split 50 Weeks Between Parents

UK Shared Parental Leave (SPL) 2026/27: who qualifies, how to split up to 50 weeks of leave + 37 weeks of ShPP (£194.32/week) between parents, three-block patterns, mother's "curtail" notification, SPLIT days (max 20), employer interaction, and how SPL stacks with paternity leave + flexible working requests.

2026/27 tax year

Employment & Career
UK-wide

2026/27 key figures

Max weeks leave

Mother\'s 52-week maternity minus 2 weeks compulsory.

Max weeks ShPP

SMP equivalent. 13 weeks unpaid if max leave taken.

Weekly rate

£194.32

Or 90% of average weekly earnings if lower.

How SPL works in practice

Mother goes on maternity leave (usually 1-4 weeks before due date). She receives SMP from week 1.
Mother decides to share leave + serves "Curtailment Notice" on her employer at least 8 weeks before SPL is to start. This tells the employer she will return to work before her full 52 weeks maternity leave ends - freeing up the remaining weeks for SPL.
Both parents file "Notice of Entitlement" with their respective employers - confirming SPL eligibility, intended start dates, intended pattern. At least 8 weeks before the first SPL block.
SPL begins - one or both parents on leave. Mother\'s remaining SMP weeks "donated" to SPL become ShPP.
Each parent can take up to 3 blocks, returning to work between. Each block needs 8 weeks notice.
SPLIT days (up to 20 per parent) allow paid work during SPL without ending the leave.
End of SPL - return to the same role on protected terms. Service + holiday accrual continued throughout.

Common splitting patterns

Pattern 1: "Long mother, short partner"

Mother takes 9 months maternity (39 weeks SMP), partner takes 3 months SPL (13 weeks). Common where mother is the primary caregiver + partner wants meaningful but limited leave.

Pattern 2: "Equal split"

Mother takes 6 months maternity (26 weeks). Both then take 3 months SPL each, sequentially. Total 12 months child cover. Maximises partner\'s involvement + bonding.

Pattern 3: "Alternating blocks"

Each parent alternates 1-month blocks of SPL over 8 months. Mother starts, partner takes month 2, mother month 3, etc. Childcare cost saving + keeps both parents engaged at work.

Pattern 4: "Together at the start"

Both parents on leave together for the first 2-4 weeks (combining mother\'s maternity + partner\'s SPL). Heavy bonding period, then partner returns to work + mother continues alone, then partner takes a second SPL block at month 6.

UK Statutory Maternity Pay 2026/27 - SMP rules + curtailment.
UK Flexible Working Request 2026/27 - returning to work flexibly.
UK Probation Period Rights 2026/27 - parental leave during probation.
Maternity pay calculator - calculate your SMP / ShPP.
Statutory paternity pay calculator - 2-week paternity leave pay.

Frequently asked questions

Who can take Shared Parental Leave?

Both parents (mother + partner) where: (a) the mother is entitled to maternity leave (most employees from day one) + has chosen to end her maternity leave early, (b) BOTH parents meet the SPL eligibility - employed continuously for 26 weeks by the 15th week before the expected week of childbirth (the "qualifying week"), still employed at the start of each block, employee average earnings of at least the Lower Earnings Limit £129/week in the 8 weeks before the qualifying week. Both partners must complete a "Notice of Entitlement and Intention" - typically forms SC1/SC2/SC3.

How much leave can be shared?

Up to 50 weeks of leave can be shared (the mother's 52-week maternity leave entitlement minus 2 weeks compulsory post-birth recovery period reserved for the mother). The mother must "curtail" her maternity leave to enable sharing - typically by giving 8 weeks notice of when she'll return + when SPL will start. The shared 50 weeks can be split between both parents in any pattern: all to one parent, all to the other, or any combination. Minimum block size is 1 week. Either parent can take SPL alone or together (both on leave at the same time).

How much is Shared Parental Pay?

Up to 37 weeks of Statutory Shared Parental Pay (ShPP). 2026/27 rate: £194.32/week (or 90% of average weekly earnings if lower). Note: the same 37 weeks is the maternity pay entitlement - so the mother gives up SMP weeks to "donate" them to SPL. Both parents can be on ShPP simultaneously. Many employers enhance ShPP via contractual schemes (a growing trend) - 6 months at full pay is common for inclusive employers. Check your employer's family-leave policy.

Can SPL be split into multiple blocks?

Yes. Each parent can take SPL in up to 3 separate blocks of leave, returning to work between blocks. Common patterns: (a) Mother takes 6 months maternity, partner takes 4 months SPL, both back to work. (b) Two-block pattern: each parent takes 3 months, the parents alternate (one works while the other is on leave). (c) Simultaneous block: both parents take 2-4 weeks together right after birth + then alternate later. Notice for each block: 8 weeks. Employer can only refuse a block pattern, not the SPL itself - if refused, the leave defaults to one continuous block.

What are SPLIT days?

Shared Parental Leave In Touch (SPLIT) days - each parent can work up to 20 days during their SPL without ending the SPL. They're paid at the normal rate of pay (NOT just ShPP). SPLIT days are useful for: keeping in touch with the team, attending training, handovers, project-critical meetings. They contrast with KIT (Keeping In Touch) days during maternity leave, which are capped at 10 days. Employers cannot require SPLIT days; both parties must agree.

Does SPL affect bonus or pension?

SPL is treated like maternity / paternity leave for most purposes. (a) Pension: the employer must continue contributing at the pre-leave rate while SPL is paid. During unpaid SPL, employer contributions may stop. (b) Bonus: depends on the scheme. Pro-rated bonuses based on time worked are common - SPL counts as "absence" for that purpose. Discretionary bonuses cannot be reduced solely because of SPL (sex discrimination implications). (c) Annual leave: continues to accrue during SPL. (d) Share schemes: vesting typically continues but check scheme rules. (e) Service for redundancy + unfair dismissal: SPL counts.

Why is SPL take-up so low?

Department for Business + Trade estimates only 2-5% of eligible fathers/partners take SPL. Reasons: (a) financial - ShPP £194/week is far below typical earnings, so middle-income partners can't afford it. (b) workplace culture - fathers report concerns about career impact + manager attitudes. (c) complexity - paperwork + notice requirements deter use. (d) information - both parents need to actively understand + apply. The Employment Rights Bill consultation includes options to simplify SPL + introduce day-one paternity leave. Practical step: if SPL appeals, raise it with HR early in pregnancy + check whether your employer enhances ShPP contractually.

Can my employer refuse my SPL request?

They cannot refuse the SPL itself - if you're eligible + gave proper notice, you're entitled to take it. But they CAN refuse a discontinuous block pattern (multiple blocks with returns to work between). If refused, the SPL defaults to one continuous block of the same total length. Employer should respond to the block pattern request within 2 weeks; they can also propose alternative block patterns. They CANNOT refuse SPL for performance or operational reasons - it's a statutory right.