Source · Select Committees · Women and Equalities Committee
Recommendation 14
14
Acknowledged
Shared Parental Leave benefits are outweighed by complex eligibility criteria and low take-up.
Conclusion
Shared Parental Leave (SPL) has clear benefits for couples who are able to access it. SPL enables a range of flexible options in how parents share their parental responsibilities and balance these with working life. It is the only aspect of our system that allows fathers and other parents an extended period to care for their babies, strengthening bonds with their children and enhancing family life. The scheme’s flexibility allows mothers to maintain attachment to the labour market and career progression. There is evidence that mothers are increasingly aware of this and taking advantage of the flexibility the scheme allows. However, SPL’s complex set of employment status, time in service and earnings eligibility criteria exclude many working parents and are extremely difficult for most parents and their employers to understand. Take up is consequently too low to have a significant societal or economy-wide impact. (Conclusion, Paragraph 91)
Government Response Summary
The government acknowledges the benefits of Shared Parental Leave (SPL) but also its low take-up and awareness. It notes a change through the Employment Rights Bill to allow paternity leave after SPL and states that SPL is within the scope of the ongoing parental leave and pay review to consider simplification.
Government Response
Acknowledged
HM Government
Acknowledged
Shared Parental Leave was introduced in 2015 to allow families to more equally split childcare and allow fathers to spend a significant period of time with their child should the family wish. The Shared Parental Leave evaluation report, commissioned in 2019, assessed whether the implementation of Shared Parental Leave achieved its original objectives. Parents have reported benefits for their work-life balance, including more choice and flexibility over balancing work and caring arrangements, and encouraging parents to share childcare responsibilities. Through the Employment Rights Bill we will remove the requirement that Paternity Leave and Pay must be taken before Shared Parental Leave, so that parents have more flexibility in how they take their leave. However, the government recognises that take up and awareness of Shared Parental Leave among employees is low and welcomes the committee’s specific recommendations in relation to Shared Parental Leave. Along with all other existing parental leave and pay entitlements, Shared Parental Leave is in scope of the parental leave and pay review. The review will expand our existing evidence base to understand what is and what is not working well for families and employers and consider opportunities for simplifying the system. The review represents an opportunity to reset our approach to parental leave and pay and what we want the system to achieve; a consideration of Shared Parental Leave will be key to this. This will include looking at international models, such as those highlighted by the committee, and drawing on stakeholder expertise to form recommendations and a roadmap of any proposed reforms.