As we have previously reported several times over the last few months, the government will be abolishing Additional Paternity Leave from April 2015 and instead introducing the much publicised Shared Parental Leave. The Department for Business Innovation and Skills (BIS) are currently looking at how this will be administered by employers and are keen to ensure they have a good insight into what exactly will be entailed. To this end, BIS have asked if it would be possible for them to spend some time with some of our members, so they can understand the processes you must follow to administer statutory payments? This is about understanding exactly what payroll staff need to do, not just about software, but all the issues to be considered such as planning, interaction with HR and line managers etc. The CIPP welcomes this positive step by BIS and would encourage members to take this opportunity to let government know exactly the impact Shared Parental Leave will have. If you have experience of administering the different types of statutory leave and would like to volunteer, please email policy with your name, company size and location.
Consultation response on the administration of shared parental leave
2 December 2013
The government has today published its response to the consultation on the administration of shared parental leave and pay, which is due to come into force in April 2015.
The key elements of the government response are that:
Maternity and Paternity
Maternity leave and pay unchanged at 52 weeks’ maternity leave and 39 weeks’ maternity pay /allowance (in case of single mother or one or both partners not eligible for shared parental leave (SPL)). Paternity Leave and pay unchanged (2 weeks in one continuous block). Additional Paternity Leave and pay to be abolished. New right to unpaid time off for fathers to attend up to 2 ante-natal appointments (strictly speaking up to 6.5 hours for each appointment).
Notification periods for paternity leave and pay will be aligned with the end of the 15th week before the expected week of childbirth or as soon as reasonably practicable.
Women who give binding notice before birth to end their maternity leave will have up to 6 weeks following the birth to revoke that notice.
Employees will need to give 8 weeks notice of their eligibility to take shared parental leave and will need to include a non-binding indication at the outset of when they expect to take the leave.
Employees will be required to give 8 weeks notice to take specific periods of leave, or to change a previous notification. There will be cap of 3 on such notifications unless both employer and employee agree by mutual consent that a request will not count towards the cap.
The time limit for taking shared parental leave will be set at 52 weeks from birth.
CIPP Policy News Journal
16/04/2014, Page 226 of 519
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