Shared Parental Leave (SPL) is a hot topic for HR in 2015 – but do you know enough about it? Do your employees? As an employer it is your responsibility to adhere to the regulations, inform your staff and ensure that your business runs smoothly throughout the changes – but what do you need to know?
Designed to give parents, partners and adopters more flexibility in how to share time off work after their child is born or placed for adoption, Shared Parental Leave came into effect in December 2014. This means that new Shared Parental Leave rights will apply for parents expecting a baby due on or after 5th April 2015, or for children who are placed for adoption on or after that date.
You could start receiving notices of intention to take Shared Parental Leave NOW.
Do you know how it will work within your business? The eligibility implications and complications concerning existing Maternity, Paternity and Adoption leave will make it a headache for most. To qualify for Shared Parental Leave the parents must be entitled to maternity or adoption leave, and also give notice to curtail it, as well as passing the continuity of employment test. The other parent in the family must meet also the employment and earnings test.
And, of course, as well as getting through the process of the leave itself, you have to manage your team through these changes with little or no impact to your output. How will you implement these regulations and manage your staff?
To find out more about how Shared Parental Leave will impact your business and how I can help, contact me today.