Shared parental leave - who's holding the baby? | EEF

Shared parental leave - who's holding the baby?

Learn how to put the complex procedural requirements of shared parental leave into operation in the context of your other HR practices, obligations & goals.

The introduction of shared parental leave from April 2015 marks a radical change in the family leave landscape and affects all employers. Parents will be able to share up to 50 weeks leave between them. They can take this leave at the same time or separately, and can choose to intersperse periods of work and leave. This unprecedented level of flexibility will inevitably throw up operational challenges.

Our seminar translates the numerous regulatory requirements so that you can confidently manage the shared parental leave process from start to finish. We will explain how the new right fits with your other legal obligations, address tricky issues - such as whether to enhance pay for shared parental leave above the statutory minimum - and explore the circumstances in which you can safely reject a request.

To round up we will step back to consider whether shared parental leave will be a gateway to a more gender-neutral approach to the work-life balance.

Who should attend?

  • HR managers
  • Line managers
  • Members of the senior management team

Why attend?

  • Gain the confidence to handle SPL requests effectively, including what steps to take and when, negotiating with employees over timings and patterns of leave and knowing when and how you can safely refuse a request
  • Learn to tailor and review your SPL policy to suit your business
  • Understand what other HR/family leave policy changes are required
  • Make informed decisions about SPL pay and benefits and understand the knock on effects on other family leave entitlements
  • Get up to speed on other recent reforms to family rights, including increased antenatal and adoption rights
  • Take part in a debate about the likely impact of SPL and the predicted demands for a more flexible and gender-neutral workplace

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