Underwood Carpenter Employee Handbook - Latest 02 11 16

a continuous block. The employee can choose when this leave period will begin within 19 days the
request was given to the Company but it cannot start sooner than the date initially requested. If the
employee doesn’t choose the start date, then the leave will begin on the starting date originally
requested.
If the employee is eligible for SPL but doesn’t have or doesn’t want to share the SPL with a father or
partner, then they can use the SPL to take their leave in separate blocks.
Both parents will have to complete a declaration confirming that they meet the eligibility
conditions outlined above and giving details of the Shared Parental Leave and how they plan to
take it.
Only one period of leave will be available, irrespective of whether more than one child is born as
the result of the same pregnancy, or whether more than one child is placed.
Discussions regarding SPL
If you are considering taking Shared Parental Leave, you are encouraged to speak to your
Manager or Finance and HR Manager at an early stage. Once we have received your notification
that you would like to opt into Shared Parental Leave, we may simply write to you to agree the
period of leave, or may arrange an informal discussion to discuss your intentions and how you
would like to use your entitlement.
Shared Parental Pay (SPP)
In order to be entitled to Shared Parental pay, the following conditions apply:
• The child’s mother or adopter must have been entitled to statutory maternity pay, statutory
adoption pay or statutory maternity allowance; and
• The child’s mother or adopter has not exhausted the full 39 weeks statutory pay entitlement
by the start of SPL; and
• The other parent must have earned an average salary of the lower earnings limit, or more
for the 8 weeks prior to the 15th week before due date.
The entitlement to Shared Parental Pay will depend on how statutory maternity pay, statutory
adoption pay or statutory maternity allowance has been taken. If the mother/primary adopter has
not taken the full entitlement to pay then the remaining pay entitlement will transfer over to Shared
Parental Leave and can be taken by either parent.
For example, if a mother takes 2 weeks compulsory maternity leave, but wants to opt in to Shared
Parental Leave for the remaining 50 weeks, then there will be 4 weeks of pay at 90% of average
earnings, followed by 33 weeks at the flat rate of Shared Parental Leave which can be shared
between the parents depending on who is taking SPL.
If the full entitlement to statutory maternity pay, statutory adoption pay or statutory maternity
allowance has been used at the time that SPL starts then neither parent will be eligible to receive
Shared Parental Pay and therefore the period of SPL will be unpaid.
Change of Start/End Date for Shared Parental Leave
You are entitled to change your mind about the date on which you want your leave to start, or
end providing you advise the Company at least 8 weeks in advance. However, notice of a change
of date will count towards the 3 requests for Shared Parental Leave. The only exception being if
the change is as a result of the child being born early or if the Company requests the change.
Employee Handbook Issue Date: November 2016
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