New regulations regarding Shared Parental Leave (SPL) came into force on 1 December 2014, which apply to couples with babies due or children matched or placed for adoption on or after 5 April 2015. If an employee is eligible for, and intends to take SPL they must provide their employer with a notice of entitlement to take SPL. The notice of entitlement must be submitted at least eight weeks before the employee intends to take a period of SPL.
Acas has published a range of template letters and an example policy to help employers get to grips with the new Shared Parental Leave regulations. The letters provide employers with resources for the various stages of the Shared Parental Leave process, such as notification of eligibility, requesting leave, confirmation of leave, and refusal of discontinuous leave.
If readers need further advice on what has proved to be a complex new development in family-friendly legislation, then please contact the Employment Team, particularly if enhancements to the statutory scheme are being considered.
Content Note
The aim is to provide summary information and comment on the subject areas covered. In particular, where employment tribunal and appellate court cases are reported, the information does not set out full details of all the facts, the legal arguments presented by the parties and the judgments made in every aspect of the case. Click on the links provided to access full details. If no link is provided contact us for further information. Employment law is subject to constant change either by statute or by interpretation by the courts. While every care has been taken in compiling this information, SM&B cannot be held responsible for any errors or omissions. Specialist legal advice must be taken on any legal issues that may arise before embarking upon any formal course of action.
This provides summary information and comment on the subject areas covered. Where employment tribunal and appellate court cases are reported, the information does not set out all of the facts, the legal arguments presented and the judgments made in every aspect of the case. Employment law is subject to constant change either by statute or by interpretation by the courts. While every care has been taken in compiling this information, we cannot be held responsible for any errors or omissions. Specialist legal advice must be taken on any legal issues that may arise before embarking upon any formal course of action.
