Northern Ireland Shared Parental Leave Planner

Schedule up to three birth-related leave blocks, employer notice reminders and separate leave/pay balances under Northern Ireland rules.

Website updated 30 October 2026

Northern Ireland Shared Parental Leave schedule

Sample plan

This is a schedule using the balances you enter, not an eligibility or employer decision. Confirm leave and ShPP separately with the employer; no pay amount is estimated here.

SPL weeks left after these blocks

25 weeks

ShPP weeks left after these blocks

18 weeks

Edit sample plan

Notice and leave timeline

Block 1: give employer notice
6 April 2027
Give at least eight weeks’ notice before this SPL period. If the child is born more than eight weeks early, nidirect says the notice period can be shorter.
Usual deadline for binding curtailment notice
5 May 2027
The entered end date is 30 June 2027. A binding notice usually needs at least eight weeks; check the employer or Social Security Agency route.
Block 1: planned SPL starts
1 June 2027
4 leave week(s), including 4 planned ShPP week(s).
Block 1: planned SPL ends
28 June 2027
This block is modelled in whole seven-day weeks; the employer confirms the actual work-pattern dates.
Block 2: give employer notice
6 August 2027
Give at least eight weeks’ notice before this SPL period. If the child is born more than eight weeks early, nidirect says the notice period can be shorter.
Block 2: planned SPL starts
1 October 2027
3 leave week(s), including 3 planned ShPP week(s).
Block 2: planned SPL ends
21 October 2027
This block is modelled in whole seven-day weeks; the employer confirms the actual work-pattern dates.
Last day in the first-year window (provisional if birth date is unknown)
11 March 2028
Based on the due date entered (12 March 2027). All SPL/ShPP must fall within the applicable first-year window.

The scheme-wide maximum is 50 weeks of SPL and 37 weeks of ShPP, reduced by maternity/adoption leave and pay or Maternity Allowance used. This schedule uses the remaining balances you enter and does not calculate eligibility or the statutory pay amount.

Sample: 7 SPL weeks and 7 ShPP weeks are allocated across 2 blocks.

Your Northern Ireland SPL plan

Expected due dateUsed provisionally if the child has not been born yet.Actual birth date, if knownEnter the birth date when available; it replaces the due date for the first-year deadline.How will the birth parent's maternity leave or pay end?Choose the route confirmed with the employer. Maternity Allowance has a separate Social Security Agency process.Birth parent's maternity leave or pay end dateEnter the date in the binding curtailment notice, or the date the mother returns to work.Date the binding curtailment notice was or will be givenThe usual notice is at least eight weeks before the stated end date.Shared SPL weeks availableUse the remaining balance confirmed in the employer's written entitlement notice; 50 weeks is the scheme-wide maximum.Shared ShPP weeks availableEnter the separate remaining paid-week balance; the scheme-wide maximum is 37 weeks.Blocks in this employee's planPlan up to three blocks for one employee. An employer can agree to additional blocks.

Block 1Block 1 start dateGive at least eight weeks' notice before this date; earlier birth may shorten the period.

SPL weeks in this blockUse whole weeks; a shorter work/leave pattern needs employer agreement.ShPP weeks in this blockEnter the paid weeks you expect to use in this block (0 to the block length).

Block 2Block 2 start dateGive at least eight weeks' notice before this date; earlier birth may shorten the period.

SPL weeks in this blockUse whole weeks; a shorter work/leave pattern needs employer agreement.ShPP weeks in this blockEnter the paid weeks you expect to use in this block (0 to the block length).

Sample only. Your dates and balances are placed in the page URL for sharing; avoid sharing personal details.

A schedule, not an eligibility decision

Northern Ireland has a separate Shared Parental Leave process. This tool models one employee’s birth-related blocks using the remaining SPL and ShPP balances from the employer’s written notice. It does not test either parent’s work, service or earnings conditions; the curtailment decision; adoption or parental-order routes; the binding notice’s legal effect; or the exact payroll amount.

In Northern Ireland, the mother or adopter can end the relevant leave/pay by returning to work or by giving binding notice of at least eight weeks. A partner can start SPL while the other parent remains on leave only once binding notice is in place. Each requested SPL block usually needs at least eight weeks’ notice to the employer. Read the Northern Ireland Shared Parental Leave and Pay guide before sending forms. The Great Britain guide and the official GOV.UK planning tool follow different rules. For a gross ShPP illustration, see the UK statutory family-pay calculator; it does not decide eligibility or net pay.

Northern Ireland SPL planner FAQs

Does this planner apply in Great Britain?

No. It models the Northern Ireland birth-related process. GOV.UK has a separate Shared Parental Leave and Pay planning tool for Great Britain; use the rules for the job’s jurisdiction.

How many weeks can parents share?

The scheme-wide maximum is up to 50 weeks of SPL and 37 weeks of ShPP, reduced by maternity/adoption leave and pay or Maternity Allowance already used. Enter the remaining figures confirmed by the employer.

What maternity or adoption leave must be taken before the shared balance is available?

The mother must take at least two weeks of statutory maternity leave/pay after birth (four weeks for a factory worker); an adopter must take at least two weeks of adoption leave/pay. The exact curtailment route depends on the parent and payment.

Which eligibility tests does the planner not check?

For the NI birth route, the employee taking SPL generally needs 26 weeks’ continuous service by the end of the 15th week before the due week and must remain employed while taking leave. The partner work test and ShPP earnings/pay conditions are separate. Check each parent’s branch in the NI guide.

Why do I enter the remaining balance instead of having the tool decide it?

The balance depends on leave/pay used, the binding curtailment arrangement and which parents qualify. The employer assesses the entitlement; this planner schedules the written balance and does not infer eligibility.

Can the partner start SPL before the mother or adopter returns to work?

Potentially. Nidirect says the partner may start after the child is born while the other parent remains on maternity/adoption leave or Maternity Allowance, once binding notice to end that leave/pay has been given and the partner has met their own requirements.

Can the mother or adopter return to work instead of giving binding notice?

Yes. Nidirect lists either returning to work or giving at least eight weeks’ binding notice to end maternity/adoption leave or pay. A partner can start SPL while that parent remains on leave only after binding notice is given. For Maternity Allowance, binding notice goes to the Social Security Agency; check the exact route with the employer or agency.

How much notice do I give for each SPL block?

Give at least eight weeks before each requested period. Nidirect says this can be shorter if the child is born more than eight weeks early. The employer entitlement notice and signed partner declaration are also required.

How many blocks can one parent book?

Up to three separate blocks without needing the other parent to take leave; the employer may agree to more. This planner models up to three blocks for one employee.

Can I ask for work and leave to alternate within a block?

Yes, but splitting a block into shorter periods of work and leave needs the employer’s agreement. This planner treats each block as continuous whole weeks.

What must the employer entitlement notice include?

Nidirect lists both parents’ details, maternity/adoption leave and pay dates, the total SPL/ShPP available, each parent’s planned share and confirmation of shared childcare responsibility. The partner signs a declaration confirming details, eligibility and agreement.

Can the employer request supporting information?

Yes. The employer can request the child’s birth certificate and the partner employer’s details within 14 days; nidirect says to provide the requested information within 14 days.

When must SPL and ShPP finish?

They must be used within the first year after birth (or placement for adoption). This planner uses the actual birth date when entered and otherwise treats the due date as a provisional reference.

How much is ShPP in 2026/27 and who pays it?

The statutory rate is £194.32 a week or 90% of average weekly earnings if lower, subject to eligibility and the remaining paid weeks. The employer pays ShPP through payroll; it is not a separate DWP benefit claim.

Does the planner calculate whether I qualify for ShPP?

No. SPL and ShPP tests are separate and depend on each parent’s facts. The employer confirms entitlement; use this tool only after checking the available balances.

Does this cover adoption, surrogacy or parental-order parents?

No. Those routes use matching dates, evidence and qualifying tests that differ from the birth route. Use nidirect’s adoption or parental-order guidance and do not apply this birth-date schedule.

Are the dates stored?

The entered dates and balances are written to the URL so the plan can be shared. This tool does not save an account record. Avoid sharing the link if it contains private family dates.

Official Shared Parental Leave and Pay sources

These Northern Ireland sources describe the statutory process. Check the current rules with nidirect and the employer before giving notice.

nidirect: Shared parental leave and pay
Northern Ireland eligibility, leave/pay balance, rates and employee protections.
nidirect: Starting Shared Parental Leave and Pay
Binding curtailment, employer notice, evidence, eight-week periods and booking blocks.
nidirect: Shared parental leave and pay — ShPP conditions
Employer-paid ShPP and its separate eligibility conditions.
GOV.UK: Employer rates and thresholds 2026 to 2027
Published 2026/27 statutory weekly pay rate.
GOV.UK: Plan Shared Parental Leave and Pay (Great Britain)
Official GB planning tool; NI rules are different.

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Notice and leave timeline

Block 1: give employer notice

6 April 2027

Give at least eight weeks’ notice before this SPL period. If the child is born more than eight weeks early, nidirect says the notice period can be shorter.

Usual deadline for binding curtailment notice

5 May 2027

The entered end date is 30 June 2027. A binding notice usually needs at least eight weeks; check the employer or Social Security Agency route.

Block 1: planned SPL starts

1 June 2027

4 leave week(s), including 4 planned ShPP week(s).

Block 1: planned SPL ends

28 June 2027

This block is modelled in whole seven-day weeks; the employer confirms the actual work-pattern dates.

Block 2: give employer notice

6 August 2027

Give at least eight weeks’ notice before this SPL period. If the child is born more than eight weeks early, nidirect says the notice period can be shorter.

Block 2: planned SPL starts

1 October 2027

3 leave week(s), including 3 planned ShPP week(s).

Block 2: planned SPL ends

21 October 2027

This block is modelled in whole seven-day weeks; the employer confirms the actual work-pattern dates.

Last day in the first-year window (provisional if birth date is unknown)

11 March 2028

Based on the due date entered (12 March 2027). All SPL/ShPP must fall within the applicable first-year window.

Your Northern Ireland SPL plan

Expected due dateUsed provisionally if the child has not been born yet.

Actual birth date, if knownEnter the birth date when available; it replaces the due date for the first-year deadline.

How will the birth parent's maternity leave or pay end?Choose the route confirmed with the employer. Maternity Allowance has a separate Social Security Agency process.

Birth parent's maternity leave or pay end dateEnter the date in the binding curtailment notice, or the date the mother returns to work.

Date the binding curtailment notice was or will be givenThe usual notice is at least eight weeks before the stated end date.

Shared SPL weeks availableUse the remaining balance confirmed in the employer's written entitlement notice; 50 weeks is the scheme-wide maximum.

Shared ShPP weeks availableEnter the separate remaining paid-week balance; the scheme-wide maximum is 37 weeks.

Blocks in this employee's planPlan up to three blocks for one employee. An employer can agree to additional blocks.

Block 1Block 1 start dateGive at least eight weeks' notice before this date; earlier birth may shorten the period.

SPL weeks in this blockUse whole weeks; a shorter work/leave pattern needs employer agreement.ShPP weeks in this blockEnter the paid weeks you expect to use in this block (0 to the block length).

Block 2Block 2 start dateGive at least eight weeks' notice before this date; earlier birth may shorten the period.

SPL weeks in this blockUse whole weeks; a shorter work/leave pattern needs employer agreement.ShPP weeks in this blockEnter the paid weeks you expect to use in this block (0 to the block length).

Sample only. Your dates and balances are placed in the page URL for sharing; avoid sharing personal details.

A schedule, not an eligibility decision