Shared parental leave – what you need to know

Maternity leave is seen as a real headache in many salons, especially smaller ones, says David Wright. Problems occur obtaining and retaining temporary cover and accommodating requests for part-time and flexible hours working. In April 2015 it’s all change as the Shared Parental Leave Scheme will be introduced. The changes are fairly dramatic and it is important salon owners understand them. Here are a few questions received on the subject. I have read that parents are going to be able to share maternity leave, is that correct? Currently mums can already return to work after 26 weeks and transfer the balance ie 26 weeks additional maternity leave to the father but the take up has been fairly sparse. Figures show that fewer than one in 50 new fathers are taking up the existing right. The new right will apply to mothers, fathers, partners and adopters. It will allow all the parents or adopters to take blocks of time off, effectively sharing the leave. The 52 week total limit remains unaffected as per maternity leave. The mother has to take the first two weeks off but that then leaves potentially 50 weeks that can be shared. Is there anything I need to do prior to April 2015 The new rules will apply to babies due to be born on or after 5 April 2015, so it’s going to affect pregnant mums very soon (and dads). But that means that existing pregnant staff might begin to ask about shared parental leave much earlier as they are eligible if their baby is born after 5^th April 2015. In addition dads will be entitled to time off to attend up to two antenatal appointments, but the time off is unpaid. Are there any additional costs associated with shared parental leave? Both partners must have 26 weeks service  and earn over £111 per week 15 weeks before the baby is due to be eligible to participate in sharing the leave. The number of weeks available and the weekly rate are unchanged from maternity leave - ie 52 weeks, 39 of which are paid.  While the employer pays the monies they are recoverable in full from the government. How will It work? Parents must give details of the amount of leave each intends to take and give a non-binding indication of when the employee is intending to take leave. The parents can subsequently vary the amount of leave that each will take by notifying their employers of the change. The employer can require up to eight weeks’ notice of changes. For example a mother might have two months’ maternity leave and then decide to request shared parental leave, she must "book" the leave she wishes to take, giving the employer at least eight weeks' notice. Each parent can give their employer up to three separate notices that they wish to take a block of parental leave. Each notice can be for a block of leave, or the notice may request a pattern of "discontinuous" leave involving different periods of leave If a parent requests discontinuous blocks of leave  the employer can refuse the request and require the total weeks of leave in the notice to be taken in a single continuous block  for example, if someone asks for two six-week periods of leave, an employer can insist that it is taken as a single 12-week block. I am baffled by the idea of blocks of shared parental leave - can you help? Each parent can book up to three separate blocks of Shared Parental Leave instead of taking it all in one go, even if you aren’t sharing the leave with your partner. You can see how this might be a nightmare for salon owners trying to provide cover. But the total is 52 weeks. Each partner can be off at the same time! Employers must be given at least eight weeks’ notice of a block of leave. Subject to the employer agreeing employees can split blocks into shorter periods of at least a week. What is happening to the keeping in touch days? Currently an employee on maternity leave can work up to 10 days for their employer and be paid, without it affecting their statutory maternity pay. The proposal is that this will increase to up to 20 days which is to be welcomed.   David Wright advises Habia and a range of salons across the UK. For an all-inclusive fee of £225, plus VAT, per annum you are able to contact him with all your employment queries and he will guide you through difficult staff issues. The fee is all inclusive no matter how many times you need him. Contact David on 07930 358067, 01302 563691 or visit www.davidwrightpersonnelsupport.co.uk