Shared Parental Leave and Pay UK 2026/27: Eligibility and Notice

In England, Scotland and Wales, eligible parents can share up to 50 weeks of Shared Parental Leave (SPL) and 37 weeks of Statutory Shared Parental Pay (ShPP) during the first year after birth or placement. The weeks become available when the mother or primary adopter curtails maternity/adoption leave or pay (or, where relevant, Maternity Allowance). Each parent must meet the rules that apply to them, and the employee must give at least eight weeks’ written notice of each leave period.

For a job governed by Northern Ireland rules, use the separate Northern Ireland Shared Parental Leave and Pay guide; it follows nidirect's eligibility, employer-notice and curtailment process.

For Great Britain, GOV.UK provides its own Shared Parental Leave and Pay planning tool, which estimates leave, ShPP and employer-notice dates. If the job is governed by Northern Ireland rules, use the separate Northern Ireland guide and NI schedule planner instead.

How shared leave is created

The birth parent or primary adopter must end maternity or adoption leave early, or give notice that it will end early. Any remaining weeks can then be shared as SPL. Where maternity/adoption pay or Maternity Allowance is curtailed, remaining eligible weeks may be paid as ShPP. The total maximums are 50 leave weeks and 37 pay weeks shared between the parents; these are not 50 weeks for each parent. The mother must take the compulsory post-birth maternity period before SPL can start.

Parents may take SPL at the same time or separately, in blocks separated by work, subject to the booking rules and employer agreement. Paternity Leave may be taken before or after SPL if each scheme’s own conditions are met. See the separate UK maternity leave guide, Paternity Leave guide and Adoption Leave guide.

Eligibility: check leave and pay separately

For birth parents, both parents must share responsibility for the child at birth and satisfy the work and pay conditions relevant to the parent who wants to take leave or pay. GOV.UK’s birth-parent rules use two different tests: the employee taking SPL generally needs 26 weeks’ continuous employment with the same employer by the end of the 15th week before the due date and must remain employed until at least the week before SPL starts. SPL is an employee leave right; a worker may qualify for ShPP without SPL.

The other parent’s qualifying work test for ShPP is based on work in at least 26 of the 66 weeks before the due week and at least £390 earned in total across any 13 of those weeks. The parent claiming ShPP must also earn on average at least £129 a week. Which parent takes SPL changes how these tests apply, so use the official eligibility checker rather than assuming both partners follow the same branch.

Adoption, fostering-to-adopt and surrogacy use different eligibility rules and evidence. Check the GOV.UK adopter/surrogate page. The detailed birth-parent tests above should not be applied to those cases without checking that separate route.

Statutory pay in 2026/27

For 2026/27, ShPP is £194.32 a week or 90% of average weekly earnings, whichever is lower. It is payable for up to 37 weeks in total, subject to eligibility and how much maternity/adoption pay or Maternity Allowance has already been used. Some employers provide enhanced contractual pay; check the policy and ask how occupational pay interacts with ShPP. This is statutory pay through the employer, not a standalone benefit application to the Department for Work and Pensions.

When to start and how to notify the employer

SPL must be used within the first year after birth or placement. It cannot start until the mother has taken the compulsory maternity leave immediately after birth; the GOV.UK process also sets minimum maternity/adoption leave or pay curtailment conditions. Give the employer at least eight weeks’ written notice. The notice package includes the intention to take SPL/ShPP, the date maternity/adoption leave and pay will end, and the booking notice for the requested block. Acas forms are available, but an employer’s own forms may be used.

Each parent gives their own notice to their employer. An employer can request supporting information within 14 days, such as birth details and the partner’s employer information, or adoption-placement information. Provide requested information within 14 days. Keep copies and proof of delivery. If you change booked dates, give at least eight weeks’ notice before the changed leave begins.

Booking blocks and employment rights

You can request up to three separate blocks of SPL. A continuous block requested correctly must be accepted; a discontinuous pattern is subject to employer agreement, and there are rules for responding if the employer does not agree. Check the GOV.UK booking guidance before sending a pattern that alternates weeks of leave and work. SPLIT days may be agreed for work or training during leave, but they are optional and should be arranged with the employer.

Employees retain employment protections during SPL, including protection from detriment or dismissal because they took or sought the leave. Holiday continues to accrue. For the distinct maternity-leave carry-over and booking process, see the Great Britain maternity leave holiday guide. The return-to-work right depends in part on the total period of statutory family leave taken; confirm the applicable return rules with the employer or Acas if the combined leave exceeds 26 weeks.

Frequently Asked Questions

Official sources

• GOV.UK: Shared Parental Leave and Pay
• GOV.UK: Eligibility for birth parents
• GOV.UK: Eligibility for adopters or parents using a surrogate
• GOV.UK: What you’ll get
• GOV.UK: When you can start
• GOV.UK: Booking blocks of leave
• GOV.UK: Applying for leave and pay
• GOV.UK: Rates and thresholds for employers 2026 to 2027