Page 70 - PRIVATE & CONFIDENTIAL

TRANSFER OF MATERNITY LEAVE

Shared parental leave (SPL) enables mothers to commit to ending their maternity
leave and pay at a future date, and to share the untaken balance of leave and pay as
SPL and shared parental pay (ShPP) with their partner.

To be eligible to take SPL, the mother and her partner must meet various eligibility
requirements and have complied with the relevant curtailment notice and evidence
requirements.

If you wish further information on SPL, including details of eligibility requirements as
well as instructions as to how the mother’s maternity leave can be curtailed and
shared, please contact your line manager.

The mother and partner should both ensure they are liaising with their own employer
when making requests for SPL (where both employees do not work for the
company).

19. ORDINARY PATERNITY LEAVE POLICY

Employees can take paternity leave in relation to the birth or adoption of a child.

ELIGIBILITY

You will normally be eligible for statutory paternity leave if you:
a. Are the natural or adoptive father of a child born or placed with him for adoption
or the spouse/civil partner or partner of the mother

b. Have accrued 26 weeks’ continuous service by the end of the 15 th week before
the week in which the child is expected or have accrued 26 weeks’ continuous
service ending with the week in which the child’s adopter is notified of having been
matched with the child for adoption

c. Are able to demonstrate that you have (or expects to have) responsibility for the
child’s upbringing or is married to (or is the partner of) the child’s mother

Where a child is adopted jointly, one partner (of either sex) may take adoption leave
and the other may take statutory paternity leave (subject to meeting the eligibility
criteria). The partner of an individual who is adopting will also be able to qualify for
statutory paternity leave and pay if he/she can demonstrate that he/she is to share
responsibility for the child’s upbringing.