During Shared Parental Leave

It is good practice for an employee and their line manager to keep in contact during periods of Shared Parental Leave.

During Shared Parental Leave you are entitled to the same terms and conditions that would have applied had you not taken the leave, with the exception of remuneration.

Before you start your leave, talk to your line manager and agree what kind of contact you will have, so that there is a clear understanding of your aspirations and expectations and those of your manager. For example:

  • would you like to be updated about changes happening at work? If so, how would you like changes to be communicated to you?
  • would you like the opportunity to attend work during your Shared Parental Leave to keep in touch, go to a particular event or take up a training opportunity? (if so see below)

Shared Parental Leave in Touch (SPLIT) days are a provision intended to help you and the University maintain contact during a period of SPL.

Key points for SPLIT days

These days are optional and the decision to undertake a SPLIT day must be made by agreement between you and your line manager (there are no rights for either the employer or the employee to require such days).

  • there can be up to 20 SPLIT days per parent taken during the period of Shared Parental Leave. The type of work can be anything that you would normally do and be paid for, and could include attendance on training courses and at conferences 
  • you will not be paid for attending SPLIT days, nor will it be possible for the University to meet any additional childcare costs. However, for each SPLIT day, your physical return to work will be deferred by one day. For example, if you are a full time member of staff who normally works Monday-Friday, and you were due to return to work on Monday 2 November and worked 5 SPLIT days. For payroll purposes you would be treated as returning to work on Monday 2 November, but would not physically return until Monday 9 November. If, however, SPLIT days occur during the period when you are receiving Shared Parental Pay, payment of Shared Parental Pay will not be affected.
  • any work carried out on any SPLIT day will count as one full day
  • for health and safety reasons a mother must not work during the first two weeks after the baby is born

By maintaining a minimal, but regular, presence during Shared Parental Leave - bearing in mind there is no obligation for the employee to do so – SPLIT days can offer real benefit to you and the University.

All Shared Parental Leave will be pensionable (subject to the rules of the pension scheme you are a member of – for information see the pensions webpage) and will be taken into account for any entitlement to pay increments.

Salary Exchange

Please see the details on this page regarding salary exchange. The University will, where possible and appropriate, match the arrangement for maternity leave.

You are advised to take as much outstanding leave as possible before the start of your Shared Parental Leave, however you should discuss your leave arrangements with your line manager and clarify and record the agreement made with them.

As a minimum, you are required to take the annual leave you have accrued up to the date you commence your Shared Parental Leave, e.g. if you wish to commence your Shared Parental Leave on 1 February, you should have taken 1/12th of your leave entitlement. However, your manager may agree to allow you to take more than the period accrued up to the start of your Shared Parental Leave

Accruing annual leave during Shared Parental Leave

You will continue to accrue annual leave during the period of Shared Parental Leave which can be taken when your Shared Parental Leave finishes and you return to work. Leave should be taken within the year in which it is accrued, except in those circumstances where your period of Shared Parental Leave continues into the next calendar year (and, therefore, a new annual leave year). In such cases, any outstanding leave may be carried forward to the following year, providing it is taken in full, immediately following the period of Shared Parental Leave. Payment in lieu of annual leave cannot be made.

During your SPL, bank holidays and closure days that fall on days you would have worked, will be marked as 'not taken' in Trent and will not be deducted from your holiday entitlement. You will be able to book this leave in Trent.

If you are employed on a fixed term contract, your employment and payment of University Shared Parental Pay will end on the expiry date of the fixed term contract, although statutory Shared Parental Pay will continue to be paid if eligible, as long as you don't start work again during this period.

In certain situations your rights and requirements regarding Shared Parental Leave and Shared Parental Pay may change. In these circumstances the University will abide by any statutory obligations and you should refer to the documents listed below and/or clarify any issues or queries with your HRBP.

Law relating to this document:

  • The Shared Parental Leave Regulations 2014
  • The Shared Parental Pay (General) Regulations 2014
  • The Maternity and Adoption Leave (Curtailment of Statutory Rights to Leave) Regulations 2014
  • Employment Rights Act 1996
  • Child and Families Act 2014
  • Equality Act 2010